Employment in Care-Giving Jobs for Mentally Disabled Young Adults: A Feasibility Study

The authors describe a study of the feasibility of employing mildly mentally retarded persons as care givers in a day care center.     

Career Status and Satisfaction of Recent Graduates in Business and in Arts and Humanities

Students in both groups had found jobs and were generally satisfied with them. Business graduates needed help beyond job entry, but arts and humanities graduates needed help with job-entry skills.     

Value Analysis: A Model of Personal and Professional Ethics in Marriage and Family Counseling

The Ethics Model of Marriage and Family Counseling derived from an integration of an ecosystem and a dialectical framework is presented, and its underlying assumptions are discussed. Six basic counseling values including responsibility, integrity, commitment, freedom of choice, empowerment, and right to suffer are analyzed as they relate to the individual level of the counselor microsystem, the family level of the client microsystem, and the overlapping mesosystem of the counseling process. The discussion also takes the societal value context as the macrosystem into account. As an example of possible value clashes between counselor and client level, suicide is discussed as a means of applying the presented six basic values to the model and of describing possible strategies in response to this specific value dilemma.     

AN EXAMINATION OF THE RELATIONSHIP BETWEEN WORK GROUP CHARACTERISTICS AND PERFORMANCE: ONCE MORE INTO THE BREECH

This paper describes an investigation of the relationship between a measure of work group characteristics and both subjective and objective measures of group performance. To assess the relationship between the work group characteristics and performance, objective performance data and manager ratings were collected for customer service work groups who completed the measure. Correlational analyses provided evidence of a relationship between specific work group characteristics and various performance measures. In addition, a factor analysis of the measure provided a more parsimonious set of dimensions that were also related to the criterion measures. The results are discussed in terms of the factors related to work group effectiveness and their relevance to work groups in various types of organizations.     

ORGANIZATIONAL RECRUITING AS MARKETING MANAGEMENT: AN INTERDISCIPLINARY STUDY OF ENGINEERING GRADUATES

With the intent of encouraging interdisciplinary research, this study applies principles, theories, and practices of marketing management to examine engineering recruitment as a process of "job marketing." Six hypotheses concerning campus recruiters and strategic recruiting issues were proposed and investigated through a national survey of 242 graduating engineers representing five engineering fields. Survey responses revealed that both overall satisfaction with recruiting processes and likelihood of job acceptance were significantly related to recruiter interpersonal skills and interview information provided about compensation/benefits, job/career, and security/success issues. Further, student satisfaction with recruiting processes was significantly related to recruiter/job applicant similarity in gender and educational characteristics. Contrary to conventional inferences of recruiting research, students did not respond more favorably to line management or engineering recruiters than to personnel representatives. Implications of these findings are identified and discussed in terms of both the marketing and management literatures.     

WITHIN CLASSIFICATION JOB DIFFERENCES

A task analysis was conducted to determine the extent to which six jobs from a single classification in one organization were similar in their task composition. Of the six jobs studied, MAN-OVA results demonstrated that five were significantly different. Follow-up analyses indicated that there were practically significant differences between the jobs. These results suggested that selection options would be affected and that differing training and evaluation procedures should be used. The practical implications of these findings for selection, training, performance appraisal and job grouping are discussed.     

A Proven Approach to Licensure

This article is about how counselor licensure is moving ahead slowly, and those who wish to promote licensure bills in the states need specific and workable “guidelines” for successful efforts.