Employment of Recent University Business Graduates: Do Age,Gender, and Minority Status Make a Difference?

This study examined differences in the process of job search based on age, gender, and minority status. A sample of 398 recent business graduates of a southern university completed a survey on their current status and job search process, which was matched to their academic record. Results showed that women had higher GPAs than did men, but fewer women went on to graduate school immediately after graduation. African Americans had lower GPAs at graduation, were more likely to have used the university placement center, and were less likely to have had internships than Whites. These results are discussed in terms of providing better preemployment opportunities for women and African Americans and in terms of a realistic employment preview mechanism for all students.     

How Much Jungian Theory Is There in My Practice?

This non-clinical paper consists of the author's subjective and personal value judgements on theory and practice. He discusses nine topics: I) What is analysis and why do people seek therapy? 2) Dangers of reification and hypostatizing: reinforcement of narcissistic defences and schizoid unrelatedness. 3) The problems of archetypal psychology and amplification. 4) The cultural and political aspects of the unconscious psyche, and the value of studying the philosophical background to the psychodynamic approach. 5) Criticism of the classical Jungian over-emphasis of the intrapsychic at the expense of the interpersonal. 6) Psychosomatic healing through experience and interpretation of psychosomatic identity in the transference/countertrans-ference; idea of the ‘animating body’. 7) Dangers of theoretical hndamentalism and crusading among Jungian schools: envy and intolerance. 8) The need for the analyst to have enough good objects. 9) An acknowledgement of theoretical influences other than Jung on the author's practice; although Jung's ideas facilitate a personal pluralism - the spirit of Jung.     

Facilitative Style,Individual Innovation,and Emergent Leadership in Problem Solving Groups

ABSTRACT This study responded to an issue raised in a recent review of leadership research regarding the lack of available data concerning leader characteristics and management of creative work groups. Specifically, the effects of facilitative leadership style and individual creative contributions on emergent leadership were assessed in an initially leaderless creative problem solving situation. Participants were 34 university security officers who were divided into four groups to play Island Commission. At the end of the session, participants rated each other on facilitative style, innovative contribution, and leadership behavior. Both independent variables made a significant contribution to perceptions of leadership (R = .82, p < .0001). Results are discussed in terms of leadership theory, and implications for personnel selection, training, and development of creative problem solving teams.     

EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY

This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.     

Assessing the Development of Relationships: A New Measure

This paper describes the development and application of a procedure (The Relationship World Index) to measure the development of intimate relationships. Grounded in symbolic interaction theory, the Relationship World Index is a measure of agreement on important aspects of relationships between members of intimate dyads. The development of the measure was guided by assumptions inherent in symbolic interactionism that predict the emergence of a shared construction of reality that bonds relationship members. Research results are presented providing evidence for the reliability and validity of the measure.     

Rate Your Office

Each of the statements below describes a characteristic of a particular kind of organization. Read each statement and ask yourself whether it describes the agency where you work. If so, put a check by the number. What kind of organization has these characteristics? Check the items first, and see how your organization comes out before you know what the items mean (it's explained later). Of course, if you're the kind of person who has to know how the story turns out before you really let yourself get into it, go ahead and read the end first.