VARIABILITY IN COMMON DIMENSIONS OF MANAGERIAL VALUES DUE TO VALUE ORIENTATION AND COUNTRY DIFFERENCES1

This study identifies twelve common dimensions of values of managers in five countries, describes the content of the value dimensions identified, and locates the differences in these value dimensions due to value orientation and country effects and their interaction. Value orientation and country differences account for a substantial portion of the variance in six of the dimensions. The results extend studies of managers' values to underlying dimensions and provide directions for future research on the correlates of value dimensions.     

FORCED ATTENTION TO SPECIFIC APPLICANT QUALIFICATIONS: IMPACT ON PHYSICAL ATTRACTIVENESS AND SEX OF APPLICANT BIASES

The effect of forced postponement of a hiring decision until after specific qualifications had been evaluated was examined as a procedure to reduce sex and physical attractiveness discrimination. Ninety six male and 148 female undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. Results indicated that the order variable influenced ratings of specific qualifications but not the overall or hiring decision. Sex of subject and attractiveness did affect the hiring decision with male and attractive applicants being preferred.     

Differences in Volunteer Interest by Level of Career Orientation

Although volunteer work can serve as a rich resource for career exploration and job experience, this study shows that the option to volunteer may be disregarded by vocationally oriented students.     

Beliefs of Professional Counselors and Clergy About Depressive Religious Ideation

Depressed clients sometimes express the belief that God wants them to suffer and even, through suicide, to die. To assess counselor and clergy beliefs about depressive religious ideation a questionnaire was developed and distributed. Respondents agreed that such ideation is a misinterpretation of Judeo-Christian principles, and respondents also tended to believe in the benefit, right, and ability to challenge such ideation. Expectation of client resistance to having such ideation challenged was more varied. Differences among the five issues appeared to be related to only some of the predictor variables. Limitations of the study and implications for further research are discussed.     

Multiculturalism and Rehabilitation Counselor Training: Recommendations for Providing Culturally Appropriate Counseling Services to American Indians With Disabilities

American Indians exhibit health-related problems at younger ages, as compared with the general population. They also have a disproportionate number of deaths related to alcoholism, accidents, homicides, pneumonia, influenza, diabetes mellitus, and tuberculosis as compared with the general population. In terms of mental health, depression and adjustment reactions are common problems, with the suicide rate among American Indian adults being more than twice as high as that for the general population. This article delineates specific steps necessary to successfully recruit and retain American Indians in counselor training programs, proposes a curriculum for training counselors to effectively provide services to American Indians with disabilities, and discusses the responsibility of counselor educators to concern themselves with the “job placement” of their graduates. En comparación con la población engeneral, los indios americanos tienen problemas de salud a edades más jovenes y tienen un número de mortandad deproporcionada debida al alcoholismo, acidentes, homicidios, neumonía, gripe, diabetes mellitus, y tuberculosis. En terminos de salud mental, reaciones a depresión y adaptación son problemas comunes, con la media de suicidios superior al doble de la cifra para la población general. Este artículo delinea medidas específicas que son necesarias para atraer y retener indios americanos en programas de entrenamiento de consejería, propone un programa para entrenar consejeros para el suministro eficaz de servicios a indios americanos incapacitados, y discute la responsabilidad de los educadores de consejeros para implicarlos en la búsqueda de un empleo para sus graduados.     

IMPLEMENTATION AND EVALUATION OF AN ASSESSMENT CLASSIFICATION MODEL FOR MANPOWER UTILIZATION1

The present study deals with implementing and evaluating Schoenfeldt's assessment-classification model in an industrial setting using a multiplicity of job families and a range of criteria. A total of 1,987 non-exempt employees of a U. S. oil company were administered an extensive autobiographical inventory. Hierarchical clustering of the resulting biographical profiles produced 18 subgroups of employees such that within any one subgroup, background experiences and interests were similar and between subgroups they were different. A similar methodology was applied to job analysis data in creating a structure of 19 job families for 939 office and clerical jobs. Significant relationships were found between biodata subgroups and criteria of sex, education level, termination rate, equal employment opportunity job classification and performance ratings. There was no statistically significant relationship between subgroup membership and race. In addition, there was a significant relationship between subgroups and job families. Applications for a variety of personnel management practices are discussed.     

What are the prospects for a higher-order stimulus theory of perception?

Abstract.— Gibson has advocated a pure higher-order stimulus theory of perception. Johansson has agreed that the stimuli for perception are higher order variables of stimulation. However, unlike Gibson, Johansson assigns an important role to decoding principles in determining perception. Evidence is reviewed to show that percept-percept relations are involved in perception. On this ground it was argued that the prospects for a successful pure-stimulus theory are poor and that Johansson's views should be elaborated to include various types of decoding principles.     

The Effects of a Job-Interview Skills Workshop on Drug-Abuse Clients

By performing a field experiment, we tested the hypothesis that a job-interview skills workshop would improve the employment status of subjects with drug-abuse problems. Subjects from a drug-abuse treatment program were randomly assigned either to an experimental situation that included a workshop that stressed behavioral interview skills, such as preparing for an interview, application completion, grooming, nonverbal communication, and phrasing of answers to interviewer questions, or to a control group that received no treatment. A 6-months follow-up of subjects showed no significant attitudinal differences between the two groups. All three behavioral measures of employment status showed either significant differences or strong trends in favor of the experimental group, however. Possible alternative explanations of results were discussed and future research suggested.     

Expectations About Initial Interaction An Examination of the Effects of Global Uncertainty

This inquiry extended uncertainty reduction theory to include actors’ uncertainty about acquaintanceship in general (global uncertainty). Study 1 involved examination of the self-reports of 139 female and 85 male participants. Results of the analysis showed that participants high in global uncertainty define initial interaction in comparatively negative ways, more frequently attempt to avoid conversations with unfamiliar targets, perform less effectively when meeting others for the first time, and develop less satisfactory long-term relationships than persons low in global uncertainty. Global uncertainty also combined with participants’ sense of the self-assuredness-awkwardness of first encounters to predict initial interaction performance. Study 2 examined the conversational performance of 48 females and 28 males who had participated in the first investigation. This analysis revealed that, during the first minute of interaction, persons high in global uncertainty engaged in comparatively low levels of question asking but relatively high levels of disclosure. High globally uncertain participants were also rated less competent by their partners than were persons low in global uncertainty. Study 3 explored the relationship between global uncertainty, communication competence, and communication apprehension. Examination of the self-reports of 63 females and 49 males showed that persons high in global uncertainty are apprehensive when meeting strangers and enact acquaintanceship episodes relatively inexpertly, although the magnitude of correlations between the constructs provide strong evidence that global uncertainty is distinguishable from both competence and apprehension. The implications of these findings are discussed.