THE EFFECT OF QUALITY CIRCLE INITIATION ON MOTIVATION TO ATTEND QUALITY CIRCLE MEETINGS AND ON TASK PERFORMANCE

The motivation to attend quality circle (QC) meetings and the task performance of 47 quality circles over a three-year period were examined as a function of quality circle initiation (self- vs. management-initiated) in a field study. Motivation to attend meetings was operationally defined as the number of members per QC (QC size) and the attendance rate at QC meetings. Task performance reflected the number of projects completed and the amount of time required to complete the project. The results of a MANOVA suggested that QC initiation had significant impacts on motivation to attend meetings in that self-initiated QCs had more QC members than had management-initiated QCs. Further, management-initiated QCs solved more work-related problems and solved their problems significantly faster than did self-initiated QCs. The effect of QC initiation on the number of projects completed failed to reach significance, however, when QC size was controlled as a covariate. Further, a high attendance rate at QC meetings was associated with a low quantity of projects completed in self-initiated QCs and a slow speed of problem solving in management-initiated QCs. Some implications related to the effectiveness of QCs are discussed.     

ORGANIZATIONAL RECRUITMENT ACTIVITIES AND APPLICANTs' REACTIONS AT DIFFERENT STAGES OF THE RECRUITMENT PROCESS

Organizational recruitment activities have been hypothesized to affect applicants' reactions to the organization, independent of effects exerted by the job attributes associated with the position (e.g., location, salary, title). This research utilized a correlational design and a field setting in assessing applicants' reactions to a five-stage recruitment program. Recruitment activities were significantly related to applicants' reactions only at the initial interview stage. Conversely, job attributes emerged as significant predictors of applicants' reactions at each of the four recruitment stages where they were assessed. No support was found for three hypothesized moderating variables–the perceived comparability of job offers, applicants' work experience, and their labor market opportunities. Suggestions for strengthening organizational recruitment programs and for directing further research are discussed.     

Psychologists and Counselors in the Legal System: A Dialogue with Theodore Blau

Today there are increasing opportunities for counselors to contribute to the American legal system. In this dialogue Theodore Blau, a frequent expert witness, discusses various roles, benefits, and contributions of mental health professionals in the legal system.     

COMPUTER-AIDED MONITORING: ITS INFLUENCE ON EMPLOYEE JOB SATISFACTION AND TURNOVER

Computer-aided monitoring is a phenomenon that is likely to become more prevalent in the workplace and, thus, central to understanding contemporary employee responses to work. This study develops a model for examining the impact of monitoring on employee-level job satisfaction and turnover propensity. The results show that for some employees the negative effects of monitoring are inherent, but for others its negative impact can be mitigated by attention to feedback/performance appraisal processes. While organizational-level rules pertaining to monitoring are important, managerial efforts aimed at minimizing negative consequences for the organization and individuals need to pay close attention to the feedback/performance appraisal processes.     

Overcoming Obstacles: Nontraditional Jobs for Women

This article identifies some of the obstacles in the nontraditional career choice and implementation process of women. Counselor bias and client attitudes are crucial factors, as are physical strength, co-worker relations, and mathematical ability. The authors suggest ideas for neutralizing these obstacles and maximizing the chances for success, and recommend areas for counselor training and future research.     

Licensure in the helping professions: anatomy of an issue

The licensing of psychologists is not generally a concern of counselors, counselor educators, or supervisors. However, with the enactment of new licensing laws such as the one described here, an issue is emerging that members of the counseling professions should not leave unattended. Through ignorance or complacency, we may contribute to the demise of the counseling professions as self-regulating groups. The authors examine this matter here and offer some recommendations for action.     

Undergraduates as campus mental health workers

This study evaluated, first, the effectiveness of group experiences in improving the interpersonal functioning of college freshmen and, second, the difference in effectiveness of group discussions led by undergraduate dormitory advisers (with consultation) and by psychology graduate students. A variety of measures of interpersonal behavior was used. Results show that freshmen in group discussions improved in their interpersonal relationships, especially as measured by a sociometric form. Members of groups led by graduate students showed slightly more improvement than those in groups led by dormitory advisers. Differences in group process were also found. Results suggest that indigenous subprofessionals can promote growth on the campus.     

The illusion of pre-enrollment counseling

Concern about attrition of college students has often led to recommendations that more counseling be supplied to entering freshmen. In the present study, student response to pre-enrollment counseling programs suggests that freshmen are able to consider only informational aspects of their entering status. The number of students requesting pre-enrollment counseling varied inversely with the amount of such information available outside of counseling conferences. As long as universities make it incumbent upon the student to adjust to the institution, the student who is not emotionally “bound” to attending a particular college will be seen as needing counseling although the opportunity for such counseling will be illusory. Institutional changes, as well as student changes, must be encouraged if the opportunity for counseling is to become a reality.