Employee Assistance Programs: A Systemic Investigation of Their Use

Braun, A.L., & Novak, D.E. (1986, November/December). A study of EAP non-utilization. EAP Digest, pp. 52–55. O'Connell, V. (1987, March/April). A strategy for overcoming supervisors' resistance. EAP Digest, pp. 63–66. Penzer, W.N. (1987, March/April). Toward sustaining quality mental health services. EAP Digest, pp. 35–40.     

THE BIASING EFFECTS OF SUBORDINATE LIKEABLENESS ON LEADERS' RESPONSES TO POOR PERFORMERS: A LABORATORY AND A FIELD STUDY

A laboratory and a field study investigated the biasing effects of subordinate likableness on leaders' attributions for subordinate poor performance and their corrective actions toward subordinates. In the laboratory study, 96 undergraduate students served as leaders and were presented with a vignette describing an incident of poor performance committed by either a liked or a disliked subordinate. Leaders made attributions for the poor performance and then rated the appropriateness of a series of corrective actions. Analyses revealed that leaders made similar attributions for the poor performance of liked and disliked subordinates, but were more inclined to punish a disliked subordinate than a liked subordinate. A second study replicated these findings with 98 leaders in an actual organization. Implications of the results for disciplinary policies are discussed.     

Comparing the social support behaviors of violent and nonviolent husbands during discussions of wife personal problems

To compare the social support behaviors of violent and nonviolent husbands, we recruited four groups of couples-violent and distressed (VD); violent/nondistressed (VND); nonviolent/distressed (NVD);and nonviolent/nondistressed (NVND). Two systems were used to code couples’discussions of wives’personal problems. Using the Social Support Interaction Coding System (Bradbury & Pasch, 1994), no violent-nonviolent group differences emerged; however, as listeners, NVND husbands were the most positive and tended to be the least negative. Using a coding system designed for this study (i.e., Social Support Behavior/Affect Rating System), we confirmed the hypothesis that violent husbands would offer less social support than would nonviolent husbands. Relative to nonviolent men, violent husbands were less positive, more belligerent/domineering, more contemptuous/disgusted, and more upset by the wife's problem. Relative to NVND husbands, violent husbands displayed more anger and tension, VND husbands were more critical of their wives’problem, and VD men were more critical of the possible solutions wives offered. We discuss differences in the two coding systems relevant to the detection of violent-nonviolent group differences. Across both systems, few group differences in wife behavior emerged, suggesting that husband behavior better differentiates violent from nonviolent couples when wives are discussing personal problems.     

Anticipation of future identities: A control theory approach to identity development within the context of serious dating relationships

Control theory was used to investigate identity microprocesses (i.e., self-verification)within the context of serious dating relationships. Forty-two college women importance for, and certainty about, their future career identities served as targets in the study. The targets and their dating partners participated in a procedure in which the targets received career information that was contrary to their beliefs about their future identities. Results revealed that women who were highly certain about their future career identity, regardless of its importance level, engaged in more self-verification efforts than did women who were uncertain. A comparison of congruent (partner herself) and incongruent dating partners revealed that congruent partners were the most overt in their disagreement with the contrary information. Certainty and partner congruence predicted the target's self-rating change following the identity disruption. Partner congruence accounted for a substantial amount of variance in self-rating change, indicating that close relationships provide an influential context for identity development.     

Adolescents' romantic relationships and the structure and quality of their close interpersonal ties

Several interpersonal theories suggest that adolescents' romantic relationships are associated with distinct patterns of social experience. In this study, 1,049 adolescents indicated whether they had a boy/girlfriend and the temporal duration of the relationship. They described the structure of their peer networks and the quality of their relationships with a parent/adult and best friend. Adolescents with a boy/girlfriend reported larger networks, more opposite-sex friends, and more nonschool friends. Adolescents with longer romantic relationships reported more social support with the boy/girlfriend than did adolescents with short-term romantic relationships. Temporal duration also moderated the salience of the romantic relationship. Those of short duration were viewed less favorably than friend and parent/adult relationships, whereas those of longer duration were viewed more favorably. Finally, continuity in perceived quality was evident between romantic and other relationships. Overall, the results support the view that romantic relationships are embedded within adolescents' ongoing social experience and show important links to the structure and quality of their relationships with parents and with peers.     

INTUITIVE-THEORETICAL SCALES OF CONTENT AND CONTEXT SATISFACTION

Evidence has suggested the usefulness of viewing job satisfaction as composed of content and context aspects. Armstrong attempted to develop intuitive-theoretical scales measuring content and context satisfaction but the scales lacked discriminant validity. The present study attempted the development of content and context scales based on Schletzer's overall job satisfaction instrument. After the criteria of internal consistency and discriminant validity were applied in refining scales, it was found that the inter-correlation between content and context scales after correction for attenuation was 0.06 and 0.05 for two separate samples of professional workers. It was concluded that the data provided some support for the content-context dichotomy. Application of the new scales and the general method for developing scales in industrial and organizational psychology are considered.     

CULTURAL RELATIVITY IN ACTION: A COMPARISON OF SELF-RATINGS MADE BY CHINESE AND U.S. WORKERS

Using a sample of 982 leader-subordinate dyads drawn from nine different organizations in the Republic of China (i.e., Taiwan), self-ratings of performance were compared with supervisory ratings of subordinate performance. Results indicated that Chinese employees rated their job performance less favorably than did their supervisors (i.e., they exhibited a modesty bias). This modesty bias occurred relatively uniformly across gender, various educational levels, and age groups. These results are contrary to the typically reported U.S. finding that self-ratings of performance are more lenient than are supervisory ratings. A further comparison of the means of supervisory and self-ratings between this study and previous U.S. research revealed that the modesty bias appeared to be produced by the lower self-ratings made by Chinese workers as compared to their U.S. counterparts. The findings suggest that culture plays a critical role in shaping workers' perceptions of their own work performance. Results of this study are discussed in terms of their implications for future research and practice in international human resource management.     

Counseling and the Bystander-Equity Model of Supervisory Helping Behavior: Directions for EAP Research

The proliferation of Employee Assistance Programs (EAPs) has created new opportunities for persons in the counseling profession to examine specific psychological, sociological, and environmental factors associated with employee occupational mental health, stress-affected work performance, vocational adjustment, and job-related social behavior. In this article, we discuss the contribution that Bayer and Gerstein's (1988a) Bystander-Equity Model of Supervisory Helping Behavior can make to the pursuit of EAP research based on the traditions of the field of counseling. We also offer the field a structure for pursuing empirical and applied activities in EAP settings. Finally, we encourage counseling researchers and practitioners to respond to the challenge of working much more closely with EAPs, so that our profession can further establish its commitment to investigating various aspects of vocational behavior.