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101.
International students (N= 230) completed the Noncognitive Questionnaire (NCQ) prior to matriculation as freshmen. Results indicated that noncognitive variables, shown previously to be predictive of academic success for international students, also were predictive of their utilization of counseling center services over a 4-year period. The three noncognitive variables that significantly (p<.05) predicted counseling center use were understanding and ability to deal with racism, preference for long-term goals over short-term, immediate needs, and non-traditional ways of acquiring knowledge. Implications for designing outreach and counseling services for international students are discussed. 相似文献
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SUSAN C. JARRATT 《希帕蒂亚:女权主义哲学杂志》1990,5(1):27-41
In this essay, I explore the parallel between the historical exclusions of rhetoric from philosophy and of women from fields of rational discourse. After considering the usefulness and limitations of deconstruction for exposing marginalization by hierax' chical systems, 1 explore links between texts of the sophists and feminist proposals for rewriting/rereading history by Cixous, Spivak, and others. I conclude that sophistic rhetoric offers a flexible alternative to philosophy as an intellectual framework for mediating theoretical oppositions among contemporary feminisms. 相似文献
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SUSAN SCHMIDT 《Journal of Employment Counseling》1990,27(2):76-83
Research and evaluation results of career development programs in business and industry indicate that a match between individual career needs and organizational goals plays a vital role in the implementation of a successful program. 相似文献
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ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES 总被引:10,自引:1,他引:9
This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza-tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described. 相似文献
106.
Eighty-one formal sexual harassment charges were examined in an attempt to identify the characteristics of individuals who file formal sexual harassment charges and describe the behaviors and employment-related consequences associated with such charges. The sex, age, marital status, educational level, occupation, and salary distributions of complainants differed significantly from the expected distributions based upon labor force statistics. As regards reported behaviors and consequences, the most compelling finding was that over 65% of the charges involved job discharge. 相似文献
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