WORK LOAD, TENSION, AND COPING: MODERATING EFFECTS OF SUPERVISOR SUPPORT

This research investigated the buffering role of social support in the relationship of work load to both tension-anxiety and coping for police radio dispatchers ( N = 60). Each dispatcher was observed throughout an entire 8-hour work shift by a trained observer. Objective load consisted of the hourly rate of incoming telephone calls, police radio transmissions, and face-to-face or written communications from superiors, co-workers, and others. At the end of each shift, measures were taken of dispatchers' perceived load, felt tension-anxiety, and coping actions. Hierarchical regression revealed that support from superiors moderated the effects of both objective and perceived loads; no main effects of support were found. Statistically significant interactions confirmed the hypothesized buffering role of support: under high perceived load, dispatchers with high social support engaged in more coping actions and felt less tension-anxiety than did low-support dispatchers. No differences were found when perceived load was low. Support also buffered effects of objective load on tension-anxiety but not on coping.     

Career Aspirations of Pregnant Teens

This study examined the career aspirations of pregnant teens enrolled in a program designed to minimize their chances of dropping out of high school. The teens completed a demographic data form that included questions on their career aspirations. The data were coded by Holland type using the Dictionary of Holland Occupational Codes. Trends were discussed in light of the future labor market and critical need for career counseling for this at-risk population.     

A Study of the Role of Gender in Family Therapy Training

A survey of the role of gender in family therapy training programs was conducted by the Women's Task Force of the American Family Therapy Association (AFTA) in order to determine the extent to which gender issues were included in the curriculum. Questionnaires were sent to 285 programs in the U.S., Canada, and overseas. Only 19% (n = 55) of the original sample participated, with the East Coast representing the largest proportion of respondents. Findings revealed that the three most frequently addressed gender issues are: 1) the impact of cultural and economic conditions on single, female-headed families; 2) gender issues associated with wife abuse; and 3) an examination of the implications of the therapist's gender in therapy interventions. Only 27 programs identify with a feminist model or have a clearly defined sense of gender awareness. A significant finding associated with the introduction of feminist content was the difficulty of integrating gender issues with major theoretical models. Trainee resistance and lack of faculty awareness were also considered obstacles to including gender in program curriculum.     

The Influence of Occupational Status on Role Conflict in Women

Questionnaires on eight role-conflict categories (time management, relations with husband, household management, financial, child care, expectations for self, expectations of others, and guilt) were administered to 518 women. A role-conflict hierarchy was established, those areas centering around the woman's view of herself being the most stressful. Level of occupational status was found to be a significant variable in six of the categories. Professional women and housewives tended to give similar responses and to demonstrate the least amount of role conflict. Implications of this study for counselors were discussed.     

A Community Support Group for Single Custodial Fathers

Within the context of an identified need for establishing a support group for single custodial fathers, this article discusses a five-session group experience that included such topics as dating, remarriage, homemaking and house maintenance, and the effects of divorce on children.     

Multicultural Counseling Instruction: A Challenge for Faculties in the 21st Century

Publicly, most counselors and therapists subscribe to the notion that there is a need and rationale for a multicultural perspective to better serve the culturally different. Professionals in many counselor education programs, however, have only superficially addressed this issue. In this article we describe some of the challenges facing faculties in the 21st century and why counselor training programs must be more assertive in addressing cultural competency issues as they relate to counseling theories, practice, and research. Strategies are provided that may be used in program and curricula development. La mayoría de consejeros y terapéutas subscribirían públicamente la idea de que hay una necisidad y una razón fundemental para la perspectiva multicultural para asistir mejor a los que son diferentes culturalmente hablando. Sin embargo, muchos programas de consejería solamente se dirigen superficialmente a este asunto. En este artículo se describen algunos de los desafios a los que las facultades se enfrentarán en el siglo XXI y porque los programas de entrenamiento de consejeros tienen que ser más agresivos al referirse a los asuntos de competencia cultural en relación con las teorías, la práctica, y las investigaciones de consejería. Se dan estrategias que se pueden utilizar en el desarrollo de programas.     

Explanations and Evaluations by Turks and Dutchmen of Norm Violating Ingroup and Outgroup Behaviour

Group-serving biases in the explanation and evaluation of norm violating ingroup and outgroup behaviour are investigated. The intergroup relationship concerns autochthonous Dutchmen and allochthonous Turks living in The Netherlands. It was hypothesized that Dutch observers exhibit group-serving biases. No hypothesis was formulated for the Turks. A 2×2 design was employed with actor's group membership (ingroup or outgroup), and observer's group membership (Dutch or Turkish) as factors. 50 Dutch and 50 Turkish pupils responded to a hypothetical norm violating situation. The Dutch displayed a group-serving bias on some variables, but ingroup derogation on others. The Turks engaged in a consistent group-serving bias. These outcomes are discussed in terms of the groups need to strive for a positive social identity vis-a)-vis one another and the role explaining away negative ingroup behaviour in fulfilling this need.     

Difference score correlations in relationship research: A conceptual primer

The practice of computing correlations between “difference” or “discrepancy” scores and an outcome variable is common in many areas of social science. Relationship researchers most commonly use difference scores to index the (dis)similarity of members of two-person relationships. Using an intuitive, graphical approach—and avoiding formulas and pointing fingers—we illustrate problems with using difference score correlations in relationship research, suggest ways to ensure that difference score correlations are maximally informative, and briefly review alternatives to difference score correlations in studying similarity, accuracy, and related constructs.     

EFFECTS OF ADVERTISED HUMAN RESOURCE MANAGEMENT PRACTICES ON ATTRACTION OF AFRICAN AMERICAN APPLICANTS

Student members of a national organization of African American engineers ( n = 1019) and currently employed African American engineers ( n = 303) responded to a hypothetical job advertisement differing by staffing policy (identity-blind vs. identity-conscious), advertised work characteristics (i.e., individual-based vs. team-based), and compensation system characteristics (pay based on individual performance vs. pay based on work-group performance). Both groups of respondents reported being more likely to apply when the staffing policy was identity conscious (i.e., affirmative action) than when it was identity blind (i.e., equal-employment opportunity). However, only the student sample reported being more likely to apply when the advertisement described team-based work instead of individual-based work. Both groups reacted negatively to the combination of individual-based work and group-performance based pay systems.     

CAREER SELF-MANAGEMENT: A QUASI-EXPERIMENTAL ASSESSMENT OF THE EFFECTS OF A TRAINING INTERVENTION

A growing trend is to encourage employees to become actively involved in the management of their own careers. Career self-management, the degree to which one regularly gathers information and plans for career problem solving and decision making, includes two main behaviors: developmental feedback seeking and job mobility preparedness. Although career self-management training is a commonly used employer intervention to re-socialize individuals to increase their own career management activity, it is rarely rigorously evaluated. Relying on an expectancy theory framework, the goal of this study was to evaluate the general effects of career self-management training using a quasi-experimental design. Based on data from several hundred professionals at a major U.S. employer, the results showed formal training efforts were generally not successful in resocializing people to engage in career self-management activities, and when done as an isolated human resource strategy, decreased trainees' likelihood of engaging in career self-management behaviors. To the extent that Time 2 expectancy perceptions got worse, the results showed that an individual's attitudes toward feedback seeking mediated the relationship between the training intervention and the level of preparation for job mobility conducted 6-8 months following the training.