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.     

LEADERSHIP IN ACTION TEAMS: TEAM LEADER AND MEMBERS’ AUTHENTICITY,AUTHENTICITY STRENGTH,AND TEAM OUTCOMES

A field study was conducted with 47 Army action teams spanning 9 weeks to assess the influence of team leader authenticity on team authenticity and team outcomes. Results showed that team leader authenticity at Time 1 predicted teamwork behavior and team productivity at Time 3, with these relationships mediated by team authenticity at Time 2. We further explored the moderating role of authenticity strength in the team authenticity–teamwork behavior relationship. Team authenticity interacted with authenticity strength such that the team authenticity–teamwork behavior relationship was stronger when authenticity strength was higher rather than lower. Implications of these findings for theories of shared leadership, team leadership, and authentic leadership are discussed.     

BEYOND THE INTERNAL REALIST'S CONCEPTUAL SCHEME

Putnam holds that there can be equally coherent but incompatible conceptual schemes which fit our experiential beliefs equally well. On the other hand however, especially when discussing values, he wants to avoid total relativism because, for him, our choice of values can be considered constant even though our notion of truth varies. I argue that the apparent tension between these two views does not show that the internal realist position is self-contradictory. The way internal realists like Putnam can hold on to both claims is to emphasise the fact that all inquirers, by the very fact that they are classified as inquirers, must be assumed to have a common cognitive faculty. There is flexibility when it comes to conceptualization, but a certain minimal amount of sameness as regards the evaluation of beliefs. In basic everyday practice, all inquirers have the same doxastic attitude towards some basic propositions. The set of all such universal doxastic attitudes constitutes the non-plastic aspect of the mind.     

Qualitative Evaluation Methods Applied to a High School Counseling Center

The authors present a case study demonstrating how qualitative techniques can be used to evaluate a high school counseling and guidance program.     

DEVELOPMENT OF A BEHAVIORALLY BASED PERFORMANCE APPRAISAL SYSTEM

This paper describes the development of a behaviorally based performance appraisal system. Blanz and Ghiselli's Mixed Standard Scale was used as the basis for developing the performance appraisal system for assessing the performance of highway patrol personnel. However, the particular developmental procedures described here differ in some respects from those reported in the literature. Rather than developing rating items describing general traits such as "diligence,""initiative," or "enthusiasm" in behavioral terms, the items in the present scale were developed to describe proficiency levels of specific job tasks. This characteristic is expected to enhance the objectivity of the evaluation system for both appraisal and job counseling purposes. The appraisal instrument was subjected to a series of reliability and validity tests that demonstrated its high reliability and validity. Although the content of the appraisal sytem desribed here included highway patrol tasks, a similar system could be developed using the procedures described for a wide variety and level of jobs.