On the Perceived Non-Utility of Research in Counseling

Additional observations about the perceived non-utility of research are offered in terms of relevance and rigor, practicum training, practitioners' work environments, and efficiency of information exchange.     

Self-Concept and Stress: A Study of a Group of Southern Baptist Ministers

In this study the authors found that trait anxiety has a negative relationship with self-concept and a positive relationship with self-criticism and several life changes.     

Counseling Services of Southern Baptist Colleges and Universities: A Descriptive Survey

This study surveyed the counseling services offered by Southern Baptist colleges and universities. Information was gathered about the types of services offered, the credentials of the staff offering services, perceived administrative attitudes toward counseling services, specific types of problems presented by students to counselors, and the relative frequency with which those problems were presented. Reported results were discussed in light of the implied mission of the Christian college to develop the whole student.     

THE ROLE OF UPWARD INFLUENCE TACTICS IN HUMAN RESOURCE DECISIONS

A model was examined which proposes that employee influence tactics impact human resource decisions by affecting managers' perceptions of the subordinate's interpersonal skills, manager liking of subordinates, and managers' perceptions of similarity to subordinates. The human resource decisions investigated were performance ratings, promotability assessments, and salary. Data were collected from 247 subordinates and their managers and from company records. Structural equation modeling results indicated that influence tactics were related to managers' perceptions of subordinates' interpersonal skills, liking, and perceptions of similarity to subordinates. Specifically, subordinates' use of reasoning, assertiveness, and favor rendering were positively related to managers' perceptions whereas bargaining and self-promotion were negatively related to these perceptions. Finally, there was no support for direct relationships between influence tactics and HR decisions.