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The short form of the Bem Sex Role Inventory (BSRI) contains half as many items as the long form and yet has often demonstrated better reliability and validity. This study uses exploratory and confirmatory factor analytic methods to examine the structure of the short form of the BSRI. A structure noted elsewhere also emerged here, consisting of two masculine factors and a single feminine factor. The three-factor model was found to be invariant across gender groups and also across two divergent samples, the first sample of college students and the second sample of accountants. As expected, women were found to score higher on the feminine factor. On a masculine factor that seemed to represent social control, men scored significantly higher than women did. However, no differences were found between men and women on a second masculine factor that seemed to represent a more internal, self-control dimension. (Contains 2 tables.)

This study identified factors that were potential predictors of student completion in a collegiate honors program, evaluated the relative predictive importance of these factors, and used them to describe how the completion groups differed. Records were examined from 336 freshman honors program participants at a large, Midwestern, public university. After five years, the students were classified into three completion groups: completers (n=62), partial completers (n=73), and noncompleters (n=201). Using an initial set of 16 pre- and post-college-entry variables that were grounded in Tinto's (1993) model of institutional departure, preliminary univariate and subsequent multivariate discriminant analyses resulted in completion-group prediction with 54.28% accuracy. The most important discriminating variables were the high school GPA, high school class rank, first-semester college GPA, gender, and initial housing assignment (honors housing or other). Implications focus on the improvement of completion rates through informed selection and support of honors program students. (Contains 3 tables.)

Pedhazur and Tetenbaum speculated that factor structures from self-ratings of the Bem Sex-Role Inventory (BSRI) personality traits would be different from factor structures from desirability ratings of the same traits. To explore this hypothesis, both desirability ratings of BSRI traits (both "for a man" and "for a woman") and self-ratings were obtained from the same sample and factor analyzed. Factor analyses performed on the three sets of ratings of the 40 BSRI traits (self-ratings, desirability ratings "for a man", and desirability ratings "for a woman") confirmed that the factors across ratings were diverse. Thus, the underlying constructs must be studied independently. Predictive discriminant analyses replicated the finding that two traits alone ("Masculine" and "Feminine") provided nearly all of the discrimination of males and females in the sample when self-ratings were employed. Also, predictive discriminant analyses revealed that the classification of participants into gender groups was very accurate using self-ratings but deteriorated remarkably when using the desirability ratings. (Contains 5 tables.)

This study examines the structural validity of scores from the Bem Sex Role Inventory using a maximum likelihood confirmatory factor analysis (CFA). Six hundred and sixty-five graduate and undergraduate students participate in the study. A seven first-order factor model almost identical to the model reported in a previous CFA study is used as the baseline comparison model. The data for testing these models are obtained from an exploratory sample randomly selected from the whole sample. A hierarchical factor structure model with seven first-order factors (compassionate, interpersonal affect, shy, dominant, decisive, athletic, and self-sufficient) and two second-order factors (masculinity and femininity) fit the data quite well. The fit indices based on the validation sample collectively indicate a very good fit. The results of this study are notably consistent with the hierarchical factor models suggested in two previous CFA studies. (Contains 2 tables and 1 figure.)

This study examined the relationship of anger dimensions with depression in a clinical sample. Results suggest that the differences between women and men in nonclinical samples typically used in this research may not generalize completely to clinical samples. Further evidence is presented to support the contention that the relationship between anger and depression is important for both men and women.

The Survey of Perceived Organizational Support (SPOS) is a unidimensional measure of the general belief held by an employee that the organization is committed to him or her, values his or her continued membership, and is generally concerned about the employee's well-being. In the interest of efficiency, researchers are often compelled to use a minimum number of SPOS items in their studies. This study reports on a reliability generalization across 62 published studies using the SPOS. Findings suggest that number of SPOS items and mean age of the sample are statistically significant in the relationship to reliability estimates. Additionally, mean age accounted for significant variance in internal consistency estimates over and above the number of items used. (Contains 1 figure and 1 table.)

This psychometric study was designed to test the feasibility of measuring college students' preferences for developmental and prescriptive advising styles as separate constructs. Part 5 of the Academic Advising Inventory (Winston & Sandor, 1984b) was revised into two independent scales, one for measuring preferences for developmental advising and the other for measuring preferences for prescriptive advising. Results suggest that the two scales have a reasonable item structure, and the internal consistency reliability is reported to be modest. Of greater theoretical importance, the two scales are found to be largely independent. The practical implications of this independence are discussed relative to future applications and research.

Examines the relationships between psychosocial development, involvement in career development activities, and employment status of college seniors. Relationships were found among psychosocial development tasks and participation in career development activities. Results support the notion that psychosocial development and career development are closely related. (Contains 27 references and 2 tables.) (GCP)

A comparison of mean scores on the Beck Depression Inventory and State-Trait Anger Expression Inventory scales revealed that women scored significantly higher than men on depression, whereas there were no significant differences on any of the six anger scales. These findings support further research on functional affective differences between men and women. (Author/GCP)

Examines the construct validity of the Adaptive Behavior Scale-School: 2 (ABS-S: 2) through exploratory factor analysis. Results indicate that the ABS-S: 2 is best understood as a two-factor instrument for both children with mental retardation and for those without mental retardation. The test does seem to reflect personal independence and social behavior as the scale's authors intended. (Author/GCP)

This study examines selected psychometric characteristics of Bandura's Multidimensional Scales of Perceived Self-Efficacy, including reliability and factor structure. First- and second-order factor structures are presented. Interrelationships among the factors and relationship of factor solutions and subscales are discussed. Implications of the findings and future inquiry are considered. (Author/EMK)

My Vocational Situation, Career Decision Scale, and California Psychological Inventory (CPI) were completed by 149 students. Factor analysis reduced 20 CPI scales to Extraversion, Control, Flexibility, and Consensuality. Consensuality significantly distinguished high and low career indecision. Extraversion and Control had low to moderate correlations with Consensuality. (SK)

Reviews several general conceptual models that facilitate consultant's conceptual work. Notes that fundamental to effectiveness of consultation is consultant's ability to empower consultees conceptually. Presents and discusses several principles related to achieving this objective. Concludes with discussion targeted to objective of integrating conceptual models in consultation practice. (Author/NB)

Examined whether order in which two counselors were presented on videotape would affect ratings of their performances. Seventy subjects viewed and rated counseling interviews conducted by Carl Rogers and Everett Shostrom. Groups differed only in order of presentation of counselors. Found that order in which counselors were evaluated significantly affected magnitude of ratings of their performances. (Author/NB)

To explore the magnitude of overlap between sociotropy and autonomy with sex-role orientation, relations of Beck's Sociotropy--Autonomy Scale with 6 measures of sex-role orientation were examined using a convenience sample of 153 undergraduate students. The sample included 95 women and 58 men whose mean age was 20.4 yr. A principal axis factor analysis yielded two clear factors, one masculine and one feminine. Sociotropy related strongly to the feminine factor, and Autonomy related strongly to the masculine factor. The mean score for women was significantly higher than that for men on Sociotropy, but the mean difference on Autonomy was not statistically significant. These findings suggest there may be some definitional overlap between vulnerability to depression and sex-role orientation.

Researchers developing multidimensional models of relational quality have largely neglected to consider the potential role of relational spirituality in their models. Recent relational spirituality models have emerged predominantly from a [...]

Researchers have demonstrated that women participate more frequently than men in religious activities, and some have argued the differences may be attributable to gender orientation (feminine or masculine) rather than [...]

This study examined the relationship of anger dimensions with depression in a clinical sample. Results suggest that the differences between women and men in nonclinical samples typically used in this research may not generalize completely to clinical samples. Further evidence is presented to support the contention that the relationship between anger and depression is important for both men and women., The theoretical literature regarding anger has traditionally postulated that substantial gender differences exist in the experience and expression of this emotion (Sharkin, 1993). To a large extent, these differences have [...]

The present study was designed to identify factors people consider when selecting a mental health provider. Participants were 303 customers in a shopping mall. They responded to a questionnaire of three sections, demographic information, a test of knowledge of mental health provider's qualifications and training, and 21 items rated on importance in such selection. Responses to the 21 items were subjected to a principal components factor analysis. The factor scores were then used in a series of analyses to examine their relation with other variables. A decision-making model for choosing a mental health provider is proposed.

A comparison of mean scores on the Beck Depression Inventory and State-Trait Anger Expression Inventory scales revealed that women scored significantly higher than men on depression, whereas there were no significant differences on any of the 6 anger scales. Separate multiple regression analyses revealed that there were statistically significant relationships between the linear combination of anger scales and depression for both groups. A comparison of zero-order correlations of depression with the anger scales revealed that Anger-in correlated significantly more highly with depression among women than men. Finally, Anger-In correlated significantly with 4 of the 5 other anger scales for women, but only with one for men.

Contends that understanding and articulating one's definition of consultation is essential for successful consultation to occur. Reviews and presents for consideration several different definitions of consultation. Discusses main issues that surround operational definitions of consultation. Concludes that consultants' definitions of consultation depend on their work setting, educational backgrounds, goals, and conceptual models. (Author/NB)

Human organizations are potentially very complex systems operating in even more complex environments. Fundamental to the consultant's effectiveness is his or her ability to conceptualize among these complexities. Several general conceptual models that facilitate the consultant's conceptual work are reviewed. Also, fundamental to the effectiveness of consultation is the consultant's ability to empower consultees conceptually. Several principles related to achieving this objective are presented and discussed. The authors conclude with a discussion targeted to the objective of integrating conceptual models in consultation practice.

The consulting process seems to work similarly regardless of whether the consultant is internal or external or is doing individual or group consultation. Some differences may occur depending on whether the consultant is a process helper or content helper, although good content-focused consultants often possess excellent process skills and use them as a regular part of the consulting process. Several consultation processes were reviewed, and from this a six-step approach is presented.

This study was designed to explore sex differences along several affective dimensions. A sample of 455 undergraduate students was administered several affective scales. A discriminant analysis was performed using the affective scales as discriminating variables and sex as the group variable. Significant sex differences were found on only two of nine affective scales, and the substantive significance of these differences seems to be minimal. The authors concluded that the promotion of faulty stereotypical beliefs should be abandoned in favor of increasingly complex inquiry in this area.

This methodological study was designed to determine whether the order in which 2 counselors were presented on videotape would affect ratings of their performances. Seventy participants (63 women and 7 men), randomly assigned to 2 groups, viewed and rated counseling interviews conducted by Carl Rogers and Everett Shostrom. Groups differed only in the order of presentation of counselors. The resulting 2 x 2 split-plot factorial design had 1 between-subjects factor (order of presentation) and 1 within-subject factor (counselor). A multivariate analysis of variance yielded a statistically significant interaction, indicating that the order in which counselors were evaluated significantly affected the magnitude of ratings of their performance.

38 counselor trainees at 0 vs 1 semesters practicum training were asked to indicate their preferences among 10 microskills (e.g., reflection of feelings) in response to viewing six videotaped counseling segments from two clients. The main effect of training was not statistically significant, indicating skill preferences between beginning and more advanced students were not different. Ranks of preferences were calculated for each of the 10 microskills across the six videotaped segments. Spearman coefficients were then calculated for the ranked microskills across videotaped segments. The average of these correlations was .89, indicating an excellent stability of preferences for nondirective skills regardless of the different presentations by two clients. Implications are discussed, emphasizing an expanding research agenda regarding training in microskills.

Describes the development of a behavior-anchored scale to measure career indecision and presents the relationship of the behavioral scale to other career indecision and psychological measures. (Author)

Reviews existing literature relevant to cognitive issues in training. Discusses the effects of various cognitive attributes, examines the impact of various cognitive training strategies on trainee performance, and addresses methodological issues that have served to limit research activity. (LLL)

Provides an introduction to data-based interventions in the organizational context. Compares four models of data use and discusses how they pertain to student affairs organizations and to staff training and development. (JAC)

Compares peer ratings, supervisor ratings, and self-ratings of counseling performance. Earlier studies of the relationship of performance ratings from different sources have indicated some comparability across source of rating, particularly late in the training process. These results indicated considerable variability across sources of ratings used early in training. (Author/JAC)

Self-, peer, and supervisor ratings were obtained for simulated interviews using seven different measures of counseling performance. Results indicated significant differences among self, peer, and supervisor ratings and among four of the seven dependent measures. (Author/BL)

Examined whether state and trait anxiety relate differentially to various components of career indecision among 349 college students. Generated factor scores from the Career Decision Scale (CDS) and correlated them individually with the two measures of anxiety. Found anxiety correlated with three of the CDS factors, but not with a fourth factor representing multiple interests. (Author/KS)

Used canonical correlation analysis and factor analysis to examine the relationship of a set of four measures of career indecision and a set of four measures of anxiety in 133 undergraduate students. Results suggest that a substantial, unidimensional relationship exists between the two sets of measures. (Author/ABB)

Examined the effects of order of stimulus presentation on observer ratings of counseling performance. Results revealed a statistically significant interaction between quality of performance and the order in which the performances were rated. (Author/ABB)