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A static and dynamic model of family structure are presented and illustrated in clinical application to a pilot study. The basic measure is a content-free assessment of the sequence of states of interaction in family sessions. Using Markov process concepts, certain parallels between the behavioral variables (state transitions) and the more abstract clinical concepts of family structure can be identified. By subsuming the latter structural concepts under a framework of "balance theory" (Heider; Cartwright and Harary) considerable reduction in complexity is achieved without sacrificing clinical relevance.
Still to be explored are the applications to the study of therapist-family interaction and of treatment-related changes in structural and behavioral measures. 相似文献
Still to be explored are the applications to the study of therapist-family interaction and of treatment-related changes in structural and behavioral measures. 相似文献
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Two hypotheses explaining the causes of differences in recruitment source effectiveness, the realism of job information provided and the characteristics of individuals recruited, were tested on a sample of packaging plant employees. Seven recruitment sources used by the plant were found to differ in effectiveness as measured by attendance, performance and tenure. The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received strongest support. Implications of the findings for future research and for organizational recruitment programs are discussed. 相似文献
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A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR 总被引:3,自引:0,他引:3
ALISON E. BARBER MICHAEL J. WESSON QUINEITA M. ROBERSON M. SUSAN TAYLOR 《Personnel Psychology》1999,52(4):841-868
Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets. 相似文献
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THE TRANSPORTABILITY OF JOB INFORMATION ACROSS COUNTRIES 总被引:2,自引:0,他引:2
Three Occupational Information Network (O*NET) instruments (Generalized Work Activities, Basic and Cross-Functional Skills, Work Styles) were administered to 1,007 job incumbents, from 369 organizations, performing 1 of 3 jobs (first-line supervisor, office clerk, computer programmer) in New Zealand, China, and Hong Kong. Data from these countries were compared with archival data collected from 370 incumbents holding similar jobs in the United States. Hypothesized country differences, derived from cross-cultural theory, received limited support. The magnitude of differences in mean item ratings between incumbents from the United States and the other 3 countries were generally small to moderate in size, and rank-orderings of the importance and level of work activities and job requirements were quite similar, suggesting that, for most applications, job information is likely to transport quite well across countries. 相似文献
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