Need for approval and counseling outcomes

The intent of this study was to determine the effects of a clients' need for approval on the outcomes of counseling. The expectation was that clients who have a high need for approval by others would cooperate more with the counseling process and would more often be successful in the sense of being rehabilitated. The Marlowe-Crowne Social Desirability Scale was administered to 167 applicants at a state rehabilitation agency immediately after the initial interview. It was hypothesized that successfully rehabilitated clients would obtain significantly higher social desirability scores than those clients who were not successful. The results confirmed the hypothesis at the .01 level of significance.     

Value Conflict Resolution: A Training Model for Counselors of Minority Clients

It is assumed that the employment counselor controls what happens in the counseling session by virtue of position and superior knowledge of what the counseling process can and cannot provide. When employment counselors counsel individuals who have cultural and racial backgrounds different from their own, the probability of value conflict in problem solving and decision making is increased. Counselor control over the counseling process suggests that these conflicts will often be resolved according to the value preferences of the counselor. Failure to consider the value input of the client leads to the development of plans for action that don't work. The Carkhuff helping model is presented to show where counselor-client value conflicts are likely to occur, and a value conflict resolution training model is provided to help counselors assess value conflicts and resolve them in ways that promote client-counselor success.     

An Empirical Comparison of Three Theories of Nonverbal Immediacy Exchange

This study provides a contrastive test of three immediacy-exchange theories: Burgeon's expectancy violations theory (EVT), Cappella and Greene's discrepancy-arousal theory (DAT), and Andersen's cognitive valence theory (CVT). EVT predicts that high immediacy, by rewarding communicators, leads to an orientation response and positive behavioral and affective outcomes. In contrast, DAT and CVT predict aversive arousal and compensatory responses in response to high immediacy increases. Findings from opposite-sex friend dyads failed to find unequivocal support for a single theory. Targets showed a mix of reciprocal and compensatory responses in the higher immediacy condition, indicating that existing immediacy-exchange theories should consider incorporating elements from all three theories and perhaps from dialectics theory to explain the complex reactions that occur in response to high immediacy changes from friends.     

Effects of Crystal and Bolles's Life/Work-Planning Process on Selected Factors Related to Vocational Choice

This study tested the relative effects of Crystal and Bolles's life/work-planning process on the following factors related to vocational choice: aspirations, expectations, resident skills, and preferences. The results indicated that the process is an effective strategy to use to facilitate agreement between factors.     

Intergroup Discrimination Involving Negative Outcomes and Self‐Esteem

Two studies examined the link between intergroup discrimination involving negative outcomes (i.e., removal of positive resources and allocation of noxious resources), global self‐esteem (GSE), and collective self‐esteem (CSE). Study 1 found that New Zealanders who took away more positive resources from out‐group than in‐group members experienced enhanced CSE, but not GSE. These findings were replicated in Study 2, with respect to the allocation of noxious resources (i.e., white noise). New Zealanders' GSE and CSE assessed prior to the allocation of noxious resources were unrelated to the subsequent allocation of white noise. The data are interpreted to indicate that intergroup discrimination involving negative outcomes leads to enhanced CSE. However, neither GSE nor CSE predict such discrimination.     

Closing the Gap Between CETA Supervisee-Supervisor Perceptions of Work Proficiency and Personal Attributes

Supervisor training was used as a treatment for decreasing the gap between ecological veracity (self versus objective reality) and personal veracity (self versus perceived reality) of CETA supervisees on personal attribute and work-proficiency dimensions. Research suggests that decreasing this gap increases employability. Interventions aimed at decreasing this gap have focused on changing the behavior of the client or supervisee to conform more to the expectations of the system or supervisor. The present research assumed that supervisors often have faulty perceptions of the behaviors of their supervisees, especially those in CETA jobs. Through supervisor training, we attempted to decrease the gap by changing supervisor perceptions to match those of their supervisees. Training did not produce a significant difference between trained and untrained supervisor-supervisee groups on objective and perceived reality estimates. As with earlier research in which no training was employed, perceived-reality estimates were more highly correlated with self-ratings than objective-reality estimates and the gap between ecological and personal veracity remained wide.