Where should the balance be between “scientist” and “practitioner” in Australian undergraduate psychology?

The scientist—practitioner model of training in psychology has been widely influential in the development of undergraduate curricula in Australia. The model had its origins in post‐war America and has formed the basis for accreditation of psychology courses in Australia since the late 1970s. Recently a reconsideration of the model in Australian undergraduate psychology was argued for, suggesting that the absence of significant practical skills development in most curricula is detrimental to the discipline's graduates and their employers. The authors agree that the need for some practical skills development in undergraduate curricula is becoming increasingly important for psychology. Many of the exemplars of curriculum revision provided, however, are impractical and are unlikely to make significant contributions to Australian programs. There is an urgent need to consider the graduate attributes desired for 3‐year and 4‐year trained psychology graduates who will go on to employment without completing postgraduate study. Curriculum innovation to enhance graduates' employability will flow from this development, and will be likely to incorporate information technology solutions, rather than placement experience. This process is entirely compatible with the scientist—practitioner model of training and education in psychology.     

BOOK REVIEW

Transforming Public Policy: Dynamics of Policy Entrepreneurship and Innovation, Nancy C. Roberts and Paula J. King, ISBN 0–7879–0202–0. San Francisco: Jossey‐Bass, 1996. 280 pages, $28.95

Jungian Archetypes: Jung, Goedel, and the History of Archetypes, Robin Robertson, Nicolas‐Hays, York Beach, Maine, 1995

Sociopolitics: Political Development in Postmodern Societies, Paris Arnopoulos, Guernica Editions Inc., Toronto/New York, 1995, paper; pp. 321, index, bibliography; $20.00 Canadian, $18.00 US     

Communication With Older Adults The Influence of Age Stereotypes,Context, and Communicator Age

Forty young, 40 middle-aged, and 40 older adults rated their beliefs about the vocal style that they would use in addressing two older targets—one fitting a negative (Despondent) and one a positive (Golden Ager) stereotype. Participants also gave oral messages to the two targets in either a hospital or community context. Supporting a stereotype-sensitive model of the communication and aging process, participants' beliefs and messages revealed a greater tendency to use patronizing talk with the Despondent target than with the Golden Ager. In addition, the extent and type of patronizing talk (overly nurturing or directive) to the targets was affected by the context in which the target was presented and the age of the communicator. In particular, the number of directive/patronizing messages to Golden Ager targets increased significantly in the hospital context. Finally, older participants were less likely to give patronizing messages to all targets than were younger participants.     

Job Motivations of Professional and Technical Contingent Workers: Are They Different From Permanent Workers?

In the United States and Europe, the fastest growing segments of the temporary or contingent workforce have been In professional and technical fields. Yet little is known of the motivations of these workers. Accordingly, the authors administered the Hackman and Oldham (1980) Job Diagnostic Survey to professional and technical contingent and permanent employees of a major U.S. telecommunications company. Contingent workers had higher motivation potential scores, scored significantly higher in task identity and feedback from the job, and scored higher In combined need strength than did the permanent workers. The findings suggest that contingents can be a rich source of motivated workers.