The Values of Counseling: Three Domains

This article examines how values, as orienting beliefs about what is good for a client, group of clients, or a nation, affect the delivery of counseling services. Specifically, this article explores the role of value assumptions within such areas as counselor-client interactions, psychometrics, career services, and the transportability of counseling theories across national boundaries.     

Face needs,intragroup status,and women's reactions to socially aggressive face threats

Socially aggressive face threats (SAFTs) are messages that threaten one's identity or positive face. Given the potential negative consequences of being a recipient of such behavior, the role of positive face needs, intragroup status, and the face‐threatening nature of social aggression in predicting correlates of negative affect experienced as a result of being a target of SAFTs, including the face threat of the response, forgiveness, and well‐being was investigated. On the basis of the survey responses from 199 college‐aged women, findings indicated that targets' positive face needs and intragroup status are directly and indirectly associated with forgiveness and overall well‐being. Implications for these findings in relation to theorizing about face and intragroup identity, as well as limitations and suggestions for future research were provided.     

IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS? A MULTILEVEL,EXPERIENCE‐SAMPLING STUDY

In response to 2 areas for development in the emotional labor literature—(a) the contemporaneous associations between emotional labor and affective reactions, and (b) whether emotional labor might be more personally costly for some employees than others—this study tested a conceptual model explaining the differential effects of deep and surface acting on job satisfaction and emotional exhaustion via their asymmetrical influences on mood, and whether extraverts fare better when engaging in emotional labor. As expected, surface acting was positively associated with negative mood, and this explained some of the association of surface acting with increased emotional exhaustion and decreased job satisfaction. Contrary to hypotheses, deep acting was unrelated to job satisfaction and was associated with lower positive affect. Extraversion moderated several emotional labor relationships such that, in general, surface and deep acting had more positive (or less negative) effects for extraverts (compared to introverts). Overall, the results support the importance of considering the roles of mood and disposition in the impact of emotional labor.     

The Timing of Counselor Contact in the Use of a Computer Information Delivery System With Adult Career Counseling Clients

Treatment outcome differences based on the timing of counselor contact in the use of a computer information delivery system were investigated. The results indicate significant differences between scores for the postintervention counseling and control groups on the Career Decision Scale. Results also indicate significant differences between the postintervention and en-route counseling groups for scores on the Computer Liking subscale of the Computer Attitude Scale. Implications are discussed.     

Group Identification and University Involvement1

Campus involvement has been identified as an important predictor of academic persistence and success. We propose a group identification approach to campus involvement and present the results of 3 studies. Study 1 established that group identity was strongly related to campus involvement. Study 2 determined that group identity mediated the relationship between student residency (on‐campus vs. off‐campus) and campus involvement. Study 3 replicated the prior results, but used a longitudinal design to help rule out alternative explanations. We conclude that group identification, particularly the affective component, plays an important role in campus involvement, and offer suggestions for enhancing group identification and for further research.     

Perceived involvement of network members in courtships: A test of the relational turbulence model

We seek to understand how the climate of courtship predicts people’s appraisals of the behavior of close friends and family members. To that end, we employ the relational turbulence model to examine the associations among intimacy, relational uncertainty, interference and facilitation from partners, and perceived network involvement. We conducted a cross‐sectional study in which 260 participants reported their perceptions of how much network members help and hinder their courtships. As we hypothesized, people perceived the least helpfulness and the most hindrance from network members at moderate levels of intimacy. Relationship uncertainty mediated the concave curvilinear association between intimacy and perceived helpfulness from network members, but interference from partners mediated the convex curvilinear association between intimacy and perceived hindrance from network members. We discuss how our findings (a) contribute to the literature on perceived network involvement, (b) illuminate nuances in perceived hindrance from network members, (c) extend the relational turbulence model, and (d) suggest the utility of educating people about how the climate of courtship may color their views of network members.     

RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION

This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample ( n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees' attitudes about their jobs explain, in part, these personality–behavior associations.     

Offering Appraisal Support Within Career Counseling

Supportive career counseling acts are discussed within the framework of 3 types of support: (a) emotional support, (b) informational support, and (c) appraisal support. Specific illustrations of appraisal support interventions are provided.