Suchergebnisse

Although it is generally acknowledged that mentor relationships facilitate professional development and advance careers, little is known about the influence of gender on the nature and pattern of these relationships, especially for women in academe. On the basis of material in the literature and of their own and others' personal experiences, the authors discuss characteristics and stages of mentor relationships, resources exchanged by protegees and mentors, and strategies for handling problems that may arise. The need for creating new, more accurate metaphors or models for feminist-oriented patron relationships is explored, with the archetype, Artemis, presented as one alternative. The article concludes with an exploration of the implications of such relationships for education, practice, and research.

In recent years the self-help group movement has grown by leaps and bounds. The relationships between these groups and professional helpers has been a tenuous one. Although now there is a greater receptivity toward professionals by these groups, there is still considerable skepticism about their respective roles. This article suggests innovative solutions for mutual benefits for these groups and the professionals. Through a derivative paradigm the role of the professional helper within self-help groups is presented.

Severely abused and neglected children suffer from the psychological outcomes of their abuse throughout their lives. Many of these children are unable to develop and sustain relationships. Although the results of abuse and neglect may vary, some behaviors typify this group. Helping professionals need to understand why these behaviors occur in order to provide effective treatment.

Little attention has been given in the literature to operating
decisions in professional service organisations. A better understanding
of the power relationships within a professional service organisation
provides insight into the way these decisions are made. A model is
proposed which categorises professional service organisations according
to the relative power of the major stakeholders: professionals within
the organisation; clients; and top management. The major factors which
affect each of these are discussed.

This paper focuses on one aspect of the socialization process in graduate and professional schools. Specifically, it examines salient aspects of the socialization experience fostering or inhibiting the development of professional role commitment. The study is based on two indices of professional role commitment, a productivity index and a self-concept index. The results suggest that the frequency and nature of contact with faculty members is significantly related to the amount of professional role commitment. Surprisingly, contact with graduate students in one's discipline does not affect a student's level of professional role commitment. The length of time in graduate school, academic discipline, and prestige of the institution do not alter the relationships suggested. Furthermore, the relationships reported remain and some additional findings are suggested when the influence of sex is examined.

This paper uses the most recent data available to analyze the question of position segregation in major league baseball. One of the most consistent beliefs in our popular culture is that in professional sport black Americans have achieved parity with their white counterparts. Surprisingly, given the pervasiveness of this belief, there are relatively few empirical attempts to examine and explain the degree to which parity has or has not been achieved. Our paper examines the extent to which equality of opportunities exist in professional sport by looking at the game of baseball. The paper is a replication and extension of the pioneering study conducted by Loy and McElvogue (1970). We also include in our analysis variables that help predict salary differentials for players by race. The results of our research suggest the following: (1) position segregation still exists in professional baseball with white ballplayers disproportionately overrepresented in the infield (or central positions) and black American ballplayers disproportionately overrepresented in the outfield (or peripheral positions); (2) measures of skill (e.g., home runs, hits, and at bats), not race or playing position, are the only significant predictors of salary; and (3) black ballplayers have a higher median salary than white ballplayers. In our conclusion, we offer several explanations of these relationships and findings.

The present study is focused on the relationships between personal and contextual characteristics of the employer organization and the goals and tactics of influence used by the respondents. Participants were 125 middle-level managers and assistant managers. Kipnis, Schmidt, and Wilkinson's questionnaire for measuring goals and tactics of influence was used in addition to background data such as: ownership of the organization, size, and position. Results indicate that goals and tactics of influence were significantly related to four contextual variables: ownership, size, number of subordinates, and the professional discipline.

The validity of an occupation goal‐expectancy model was evaluated using the actual position attainment behavior of professional public accounting firm employees. Actual position attainment behavior was monitored over a four‐year period. The hypothesized model relationships between the model variables, goal choice behavior, and position attainment were tested using linear multiple discriminant analysis and simple classification matrices. A within‐subject analysis was undertaken. The findings generally support the hypothesized relationships between expected utility, goal choice, and position attainment and the model's applicability within large public accounting firms.

The subject of staff-line relations has been practically ignored in the professional literature of the past ten years. The paper re-examines the issue of the staff-line relations, and presents the findings of a study conducted in the framework of community service agencies in Israel. It analyzes the dialectic which exists in these relations, while focusing on how community service agency managers perceive the degree of assistance they receive from the staff units, as well as the influence which these units exert on decision-making processes in the organization. The paper offers explanations for the structural and personnel problems characteristic of these relations.

Six status concordance measures (discipline prestige, academic rank, age, sex, highest degree, & discipline influence) were examined separately over time in an examination of two competing views of the relationships between leader status characteristics & performance in small professional organizations. Findings indicate that higher status older professionals with higher academic degrees are best used as leaders in early stages of organizational development. In older organizations, however, lower status individuals are more closely associated with success. Status characteristics were not found to be interchangeable & were not found to relate in the same way to other variables over time. 1 Table. AA.

Absenteeism and its related costs are increasing, yet the causes and consequences are poorly understood. Theories about absenteeism have stemmed primarily from research conducted on blue- collar and clerical workers in the private sector. Very little is known about the absenteeism of public sector managers and professional employees. This study reports research on 644 managers and pro fessionals of a large western U.S. city. Actual sick-time usage was matched against personal, job and attitudinal characteristics of each employee to explore statistical relationships. There are rela tionships between sick-time use and age, sex, race, education, marital status, time with the city and job level of employees. The only hypothesized variables with no relationship were the distance an employee must travel to work and number of children. Furthermore, employees generally felt that rewards work better than penalties. These data may aid managers in establishing policies for coping with this phenomenon.

Close inspection of many services reveals them to be multiple services (multi‐services). Many others, such as ski resorts, entertainment centres, motorway service complexes and restaurant/hotel developments, are more obviously of a multi‐service type. The inter‐relationship of the component services of a multi‐service is often closely held by the entrepreneur during the early stages of the venture, and may still be the subject of experimentation. Moving from entrepreneurial to professional management requires definition of these service inter‐relationships. Division of the concept into its components to simplify control, and the use of separate performance maximising incentives are hazardous approaches. The first objective of new control systems should be to replicate the entrepreneurial multi‐concept service. Experimentation should be left until later.

Traditional stress literature contains limited information about the impact of job stress on one's family. This study examines the relationship between stress, satisfaction, and physical and psychological well-being in a group of people married to an individual in a high-stress occupation. Stress and satisfaction were operationally defined to assess the impact of the high-stress occupation on one's spouse. Results supported the hypothesized negative relationship between the multiple sources of stress and satisfaction with the source. Source specific stress was also related to psychological and physical indications of stress. The hypothesis, that Type A personality and the use of social support coping mechanisms would moderate the stress-outcome relationships, was not supported. These results suggest that professional requirements or demands can serve as sources of stress and negative affect for one's spouse.