AN EMPIRICAL STUDY OF FACTORS ASSOCIATED WITH MATCHING IN HELPINGRELATIONSHIPSAuthor(s): Edith MooreSource: Canadian Journal of Social Work Education / Revue canadienne d'éducation en servicesocial, Vol. 7, No. 1 (1981), pp. 87-98Published by: Canadian Association for Social Work Education (CASWE)Stable URL: http://www.jstor.org/stable/23458248 .
Accessed: 14/06/2014 17:25
Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at .http://www.jstor.org/page/info/about/policies/terms.jsp
.JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range ofcontent in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new formsof scholarship. For more information about JSTOR, please contact [email protected].
.
Canadian Association for Social Work Education (CASWE) is collaborating with JSTOR to digitize, preserveand extend access to Canadian Journal of Social Work Education / Revue canadienne d'éducation en servicesocial.
http://www.jstor.org
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
AN EMPIRICAL STUDY OF FACTORS ASSOCIATED WITH MATCHING IN HELPING RELATIONSHIPS
Edith Moore Associate Professor
School of Social Work
Carleton University
En pratique du service social, le jumelage consiste à affecter, sur une hase
différentielle, les travailleurs sociaux aux clients selon des caractéristiques qui n'ont rien
à faire à leur formation professionnelle — caractéristiques qui, à cause de particularités semblables ou complémentaires chez le client, améliorent les relations d'aide.
Un rapport antérieur sur cette élude (Moore, I978)parlait de l'instrument qui a servi à
mesurer l'étendue des jumelages dans un échantillon de dyades travailleurs sociaux
clients, fourni par la Société d'aide à l'enfance du Toronto métropolitain. L'auteur
examine les relations qu'il y a entre les dyades de bon assemblage et les facteurs
professionnels, organisationnels et démographiques précis, liés aux travailleurs et aux
clients de ces dyades. Les profils résultant de dyades bien assorties laissent entrevoir des critères qui servent
à améliorer le jumelage travailleur social - client, et, en conséquence, l'efficacité du
déploiement de la main-d'oeuvre.
Matching, in social work practice, is the deliberate assignment of certain types of clients to specific types of workers. It is based on the
assumption that, although professional training signifies a minimum
competence with respect to all clients, workers will possess special
capabilities, of which manpower deployment must take notice in order to be productive.
The research reported here examined the relationship between the
extent of matching and other professional, organizational, and
demographic factors. The study assumed that well-matched worker
client combinations result in effective and efficient service, and it sought to identify those variables which enhance matching.
Any approach to manpower deployment implies the existence of
worker resources from which to select on the basis of client needs. An
examination of the broad field of social work suggests at least three
trends which have contributed to the increasing differentiation of worker resources and to the increasing concern with mechanisms for
rationalizing their deployment. First, social work is being redefined in terms of broader boundaries,
encompassing aspirational as well as survival needs. The consequent
proliferation of services and blurring of boundaries requires
mechanisms for the rationalization of services and their delivery.
Second, the helping process is also being reconceptualized in order to
place greater emphasis on mutuality. An increasing number of outcome
CJSWE/RCESS
Volume 7 # 1 87
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
studies are producing evidence that the matching process between the
person whose role is to help and the person whose role is to be helped is
highly significant (e.g., Carson, 1967; Reid, 1967; Hunt, 1971; Fantini,
1973; Palmer, 1973). Third, the systems goals of continuity and comprehensiveness of
service have been manifest in the trend toward government
redistribution and bureaucratic organizations — centralized planning
and coordination are accompanied by decentralized, regionalized,
individualized service. Gyarfas (1969) warned of the need to humanize
these complex service delivery arrangements by keeping in mind the
interactional aspects of the helping process.
Reactive to these trends are several current approaches to manpower
deployment. Barker and Briggs (1969, p. 218) advocate an approach which allocates the functions of the organization to members most
capable of fulfilling them efficiently. Fine (1967), Tear and McPheeters
(1970), and Segal (1976) have identified and elaborated the job factoring approach and the developmental approach to job analysis and
distribution of tasks. However, a relationship-carrying role was found
more satisfactory, for both client and worker, than a task-assignment
approach in the deployment of social work assistants in a counselling
agency (Moore and Penfold, 1968). In this vein, Sobey (1970) has
developed a classification of relationship roles as the basis of manpower
deployment.
The study reported here tested another approach to manpower
deployment, that based on the application of the concept of matching.
In contrast to approaches which focus on task or role in the assignment
of worker to client, the matching approach focuses on the nature of the
worker-client interaction. This approach maintains that, since the
worker-client relationship is the vehicle of all service delivery, the
assignment of worker to client should be guided by the likelihood of a
relationship that optimizes the delivery process. Hence, the study
sought to identify factors in the administrative process which influence
matching. The factors influencing matching are mainly descriptive of the dyad,
rather than of worker and client separately. The emerging view of the
helping relationship has moved away from the concept of an ideal
helper and helpee to that of a combination of worker and client suited to
each other in carrying out the purpose of their relationship (Strupp,
1969; Brammer, 1973; Saltzman et al., 1976). However, the fact that
other studies have sought to develop profiles of the client or the worker
"most likely to succeed" led to the decision to include both approaches.
That is, matching was examined as it is influenced by factors descriptive not only of the dyad, but of the worker and of the client separately (e.g.,
age discrepancy between worker and client, worker's age, and client's
age).
88
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
To this end, two sets of factors were identified as potentially influencing the extent to which worker and client respectively perceived themselves as matched: organizational and professional factors, which have to do with the manner in which worker and client are brought together; and demographic factors, which have to do with the
similarity/discrepancy between worker and client as to personal, cultural and socio-economic characteristics.
It was hypothesized that greater matching would occur where the
following professional and organizational factors existed: • professionally based assignment rationales (as contrasted with all
other assignment rationales); • voluntariness on the part of both worker and client in their approach
to each other (when the client did not choose to come to the agency,
or when the worker did not choose the client, the dyad was
considered involuntary); • congruence of worker's helping style with focus of service (i.e., active
helping style with task-centred focus of service; indirect helping style with relationship-centred focus of service — see Strupp and Bergin, 1969);
• high degree of social work training (i.e., BSW and MSW, as contrasted with all other training).
• greater experience of worker (i.e., four or more years);
• a reinforcing (rather than impeding) attitude to the relationship on the part of the client's and the worker's system networks;
• frequent contact (i.e., five or more meetings).
It was also hypothesized that greater matching would occur under
conditions of least discrepancy on the following demographic variables: • age (with "young," where applicable, defined as 29 years or under) • sex
• marital status
• parenthood status
• education level
• perceived social class
• birthplace (i.e., with "native born" defined as born in Canada or U.S. and "foreign born" defined as elsewhere. This factor was considered
a crude indicator of similarity/ dissimilarity of cultural background).
Subjects The Family Service Department of the Children's Aid Society of
Metropolitan Toronto was chosen as the setting for this study on the
basis of its size (the largest child welfare agency in North America), its
range of services, and its differentially trained and deployed staff. The sample consisted of 82 worker-client dyads drawn from four
geographically based branch offices. It was determined that a randomly
89
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
obtained sample in each of the four branches would be representative of
workers (with respect to age, sex, training, experience and style), type of
service, and assignment rationale.
Procedure
The previously reported first part of the study had developed and
made operational a theoretical model of matching (Moore, 1978). In essence the matching instrument asked the worker and client,
separately, the extent to which they believed they were matched as to
each of the theoretical dimensions of matching. The responses were
factor-analyzed to arrive at four components of matching:
1. Mutual Compatibility. This factor contributes much more to
matching than do the other three factors, involving as it does
harmonious interaction between worker and client.
2. Mutual (Affective) Understanding — a state of being in tune with each other at the feeling level.
3. Mutual (Cognitive) Comprehension — knowing each other at the
intellectual or cognitive level.
4. Mutual Commitment — an actively demonstrated intent to
cooperate with each other.
For this part of the study, the dyads were trichotomized into equal
sized groups of high, medium and low match as to each of the above
four components. The high-match group for each dimension was used
in the analysis. Data on the professional, organizational, and demographic factors
were gathered via questionnaires prepared for workers and clients
respectively (Moore, 1977). Responses consisted of simple one-word
answers or a check placed beside one of a list of alternatives. (The
definitions of "helping style" and "focus of service" were included in the
worker questionnaire.)*
The data were thus initially in a form which described workers and clients separately and were used to develop separate profiles of workers
and clients in the high-match dyads. In addition,the data of each worker
and of that worker's client were combined to provide profiles of the
high-match dyads themselves by cross-tabulation of the dichotomized
independent variables with the high-match group of dyads on each of
the four components of matching. Then, to further pursue the analysis,
the same measure of association was obtained, where appropriate,
between the dichotimized independent variables and the workers in the
high-match group and between the dichotomized independent variables and the clients in the high-match group.
The gamma statistic was used to measure the association betwen
matching and independent variables. It measures the predictability of
order (same or reverse order) on one variable (e.g., either match or
90
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
voluntariness) from order or another variable (e.g., either voluntariness or match). It has a range of values from -1.0 to +1.0 and is considered to
be significant when greater than +0.300.
RESULTS The correlation between the four components of matching and the
independent variables resulted in the following profiles. The entries in the cells in the tables are the gamma statistics that meet or exceed
criteria for significance.
Profile of High-Match Dyad: Table 1 shows factors that are significantly associated with the four
dimensions of matching among the high-match dyads.
TABLE 1: High-Match Dyad
COMPONENT OF MATCHING
Factor Mutual
Compatibility
Mutual
(Affective) Understanding
Mutual
(Cognitive) Comprehension
Style-focus .400 .523 .368
Involuntary* -.316 -.629 -.376
Few Meetings .377 .347 .400
Similarity of
Birthplace .355
Worker In
experience .315
"The way in which this variable was presented for the client was misinterpreted and did not therefore produce a valid indicator of client voluntariness. Voluntariness was, however, validly tapped, as defined, for the worker.
The findings indicate that:
1) All four of the components of matching are positively associated
with the fit between the worker's helping style and the focus of
service.
2) Three of the components (Mutual Compatibility, Understanding, and Comprehension) are positively associated with few rather than
more meetings between worker and client.
3) Two of the components (Mutual Compatibility and Commitment) are positively associated with similarity of birthplace.
91
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
4) One of the components (Mutual Comprehension) is positively associated with worker inexperience.
Worker Profile in High-Match Dyad: Table 2 shows characteristics of workers in the high-match dyads
that are significantly associated with each of the components of
matching.
Table 2: High-Match Worker
Component of Matching
Factor Mutual
Compatibility
Mutual
(Affective) Understanding
Mutual
(Cognitive) Comprehension
Mutual Commitment
Few Meetings .377 .347 .400
Native Birth .424 .312 .540
Active Style .310 .357
Voluntary .448
Inexperience .315
Non-Parent .368
These findings indicate that:
1) Three of the components (Mutual Compatibility, Understanding, and Comprehension) are positively associated with few, rather than
more, meetings between worker and client.
2) Three of the components (Mutual Compatibility, Understanding, and Commitment) are positively associated with the worker being of native birth.
3) Two of the components (Mutual Understanding and Commitment)
are positively associated with the worker being of active helping
style.
4) One of the components (Mutual Comprehension) is positively associated with the worker being inexperienced.
5) One of the components (Mutual Comprehension) is positively associated with the worker being a non-parent.
Client Profile in High-Match Dyad: Table 3 shows characteristics of clients in the high-match dyads that
92
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
are significantly associated on each of the components of matching.
Table 3: High-Match Client
Component of Matching
Factor Mutual
Compatibility
Mutual
(Affective) Understanding
Mutual
(Cognitive) Comprehension
Mutual Commitment
Few Meetings .ill .347 .400
Young Age .301 .383 .314
Non-Parent .346 .529 .347
Male .344 .397
Native Birth .311 .364
These findings indicate that: • Three of the components (Mutual Compatibility, Understanding,
and Comprehension) are positively associated with few meetings between worker and client.
• Three of the components (Mutual Compatibility, Understanding and Comprehension) are positively associated with the client being younger.
• Three of the components (Mutual Compatibility, Understanding, and Comprehension) are positively associated with the client being a
non-parent. • Two of the components (Mutual Comprehension and Commitment)
are positively associated with the client being male. • Two of the components (Mutual Comprehension and Commitment)
are positively associated with the client being of native birth.
Variables of No Significance: The extent of matching as assessed on the four components was
found to be unrelated to the following independent variables, for the
dyads and for the workers and clients separately: assignment rationale,
amount of social work training, number and frequency of contacts,
marital status, education level, and perceived social-class.
DISCUSSION The problem of this research was to determine whether the
organization and deployment rationales with respect to worker
93
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
resources have a bearing on the extent of match in a worker-client
combination. The study demonstrated that matching is associated with certain organizational, professional, and demographic factors which form the basis of an interactional approach to manpower deployment.
The specific findings of the study have considerable import. Of most
significance for matching is the congruence of the worker's helping style (dichotomized as predominantly active or indirect) and the focus of service (dichotomized as predominantly task-centred or relationship centred). The strength of this association very clearly confirms that
matching can be contrived and that the greatest contribution to
matching in a helping relationship may be that of the "right" combination of style and focus. While the worker's preferred style tends
to remain fairly constant, the focus of service may change as the case
progresses. However, an initial congruence may sustain the dyad
beyond the testing period. Another important consideration appears to be the worker's role in
the assignment of cases. The exercise of choice on the part of the worker
enhances the worker-client relationship and may represent a particular
kind of investment on his/her part. A similar exercise of choice on the
part of the client toward the worker might have a similar positive effect. The findings of the study also indicate that the assignment of worker
to client should take into account the cultural backgrounds of both.
Similarity of birthplace clearly enhances matching. Worker and client will be better matched if both are native born and also if both are foreign born, even if they do not share the same foreign cultural background.
Certain findings are determined by the particular nature of CAS services. The client population least at risk in this study are young male
non-parents; and conversely, the population most at risk are older
female parents. The population least at risk is proportionately a much
smaller part of the total CAS clientele. It might be speculated, therefore,
and this is further reinforced by other findings of the study, that
"exceptional" (atypical or unusual) clients tend to be better matched. (It
should be pointed out, however, that for the typical, high-risk client, the situational aspect of the problem may tend to be greater and hence less
amenable to change.)
The worker population most inclined to matching are of active
helping style, inexperienced, non-parents, and native-born. Conversely,
the worker population least inclined to matching are of indirect style,
experienced, parents and foreign-born. With respect to style, the
findings suggest that, if there is not a congruence between style and
focus, an active style is more appropriate at the beginning of contact.
The negative effects of the worker's experience and parent status
again suggest a blunting of individualization or objectivity with respect to clients, most of whom are parents whose parenting is being
94
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
questioned by CAS. Studies of the effect of novelty (Foote, 1956; Hunt, 1971; Shaw, 1974) also suggest that the negative effects of experience and familiarity might be minimized either by ensuring a "mixed" caseload or by periodically changing the work assignment of an
experienced worker (who then becomes inexperienced with respect to the new assignment). Lack of novelty relates to the "burn-out"
syndrome, which is increasingly being recognized as a problem for workers in many fields. In fact, there appears to be a connection
between novelty in a relationship and the capacity of individualize. The
"fringe of the unexpected" discourages facile labelling and highlights differences rather than similarities. Dynamically, the stimulation of
diversity in a relationship promotes growth. An extreme degree of
unusualness, however, does not fit the "fringe" criterion and threatens
the stability of the relationship. In this study, with the exception of birthplace, the similarity of
worker and client with respect to other demographic variables was
found to be of no significance. This finding, therefore, seems to
challenge the preferential use of indigenous workers. This is not to say that indigenous workers cannot be effective but rather that their helping
will not be more effective because of the indigeneity. Their assignment, like that of any worker, should be based on congruence rather than on
similarity. Matching decreased as the number of meetings increased, which
implies that the worker and client began the contact with positive
expectations. It then appears that these expectations become more
tempered, more discriminating, and less global as they get to know each other. The progression of all relationships involves a testing period. A decrease in matching at this later point may therefore be interpreted as
an indication of the natural progression of an alive, meaningful and
productive relationship. The focus of service, the assignment rationale, and the extent of
social work training were found to be of no significance. Subjective factors seem to be of greater influence, though they are usually not
revealed in an objective rationale. If the task-centred focus of service is
no different from the relationship-centred focus of service with respect to influence on matching, we can speculate that subjective factors in the
worker-client relationship are equally important in all types of service. The apparent significance of the subjective dimension lends further
credence to the view that dynamic considerations are at least as
important as, if not more important than, the rational approach to job
analysis and distribution of tasks. More specifically, the findings regarding social work training contradict the prevalent assumption that
the complexity of the task determines the level of worker training
required. The results of this study suggest the greater validity of
matching person with person rather than task with training.
95
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
Within this relationship (or interactional) approach to manpower deployment, the function for which social work training is most critical becomes the analytical one of formulating the diagnostic assessment
(including the plan of intervention), assigning worker to client on the basis of matching, and monitoring and guiding the worker-client contact. In essence, analysis relies on social work training; but the
execution of the plan of service relies on the relationship between
worker and client. The matched worker-client system provides the
environment in which the client can be helped to deal with his situation; and the most trained worker provides the matched worker with the
guidance needed to use this relationship in the most helpful manner.
(There is an implication here of a further application of the concept of
matching, namely, in the relationship between the most trained worker,
or "match-maker," and the matched worker.)
We do not suggest that the most trained workers should not be in the
relationship capacity of direct service. On the contrary, some highly trained workers are needed at the front line in order to maintain
standards and relevance of service. However, like any other helper, the
highly trained worker in direct service also needs to be matched in order
to be most effective and efficient.
Initially at least, worker-client dyads should be monitored with
respect to the extent of their match. The intake function might be
assigned to a worker who has been found to be most matched with the
greatest range of clients (in order to facilitate involvement and avoid
"screening out" prospective clients).
CONCLUSION To develop further the application of the concept of matching to
manpower deployment this study would need to be repeated in other
service contexts and at other phases than initial contact. The factors
which this study found to be associated with matching should be more
differentially manipulated. The findings might also be more
deliberately oriented to the development of practice theory for middle
management. The reconciliation of organizational demands with the
professional task has been a continuing issue in social work. Manpower
deployment based on the application of the concept of matching may
prove to be one means of facilitating a form of reconciliation which is
consonant with the overarching aims of social work.
Note
*An example of a question addressed to worker and client of each dyad:
What is your age? years.
96
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
One question addressed to the client:
What brought you to this Children's Aid Society?
1) It was my idea to come.
2) Someone else suggested I come.
3) Someone else insisted I come.
4) The Children's Aid worker came to me.
One question addressed to the worker:
Who assigned this case to you?
1) My supervisor.
2) An intake supervisor.
3) An intake worker.
4) My team leader.
5) Myself (by choosing the case).
6) Other (please specify).
BIBLIOGRAPHY
Armitage, W. and K. Kinanen. "Two Views of Social Work Education, Competence and Utilization." Social Worker, 39:4 (November, 1971), 179-189.
Bandler, B. "Community Mental Health and the Educational Dilemmas of the Mental Health Professions." Journal of Education for Social Work, 8:3 (Fall, 1972).
Barker, P. and T. Briggs, Using Teams to Deliver Social Services. New York, 1969.
Boehm, W. "Manpower Planning in Social Welfare." Journal of Education for Social
Work, 6:1 (Spring, 1970).
Brammer, L. The Helping Relationship. Englewood Cliffs, N.J., 1973.
Brill, N. Teamwork: Working Together in the Human Services. New York, 1976.
Carson, R.C. "A and B Therapist Types: A Possible Critical Variable in Psychotherapy." Journal of Nervous and Mental Diseases, 144 (1967), 47-54.
Cobb, C. "Community Mental Health Services and the Lower Socio-Economic Class: A
Summary of Research Literature on Outpatient Treatment (1963-1969)." American Journal of Orthospsychiatry, 43:3 (April, 1972), 404-414.
Council on Social Work Education. Report of a Workshop on Preparing Students to Work with Paraprofessionals. New York, 1971.
Fantini, M. Public Schools of Choice: A Plan for the Reform of American Education. New
York, 1973.
Fine, S. Guidelines for the Design of New Careers. Kalamazoo, Mich., 1967.
Foote, N. "Matching of Husband and Wife in Phases of Development." Transactions of the Third World Congress of Sociology (International Sociological Association, 4
[1956], 24-34).
Germain, C. "Social Study: Past and Future." Social Casework, 49:7 (July, 1968), 403 409.
Grosser, C., W. Henry and J. Kelly, eds. Non-Professionals in the Human Services. San Francisco, 1971.
Hall, A.S. The Point of Entry: A Study of Client Reception in the Social Services. London, Eng., 1974.
Hunt, D.E. Matching Models in Education: The Coordination of Teaching Methods with Student Characteristics. Toronto, 1971.
Kane, R. Interprofessional Teamwork (Manpower Monograph No. 8, Syracuse. N.Y.
1974).
Kaslow, F. and associates. Issues in Human Services. San Francisco, 1972.
97
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
Kurzman. P. "The New Careers Movement and Social Change." Social Casework, 51:1
(January, 1970).
Lutz, W. "Emerging Models of Social Casework Practice." Unpublished paper. University of Connecticut School of Social Work, 1968.
McPheeters, H. and R. Ryan. A Core Competence for Baccalaureate Social Welfare and
Curriculum Implications. Atlanta, Ga., 1971.
Moore, E.E. (with H.M. Penfold). "The Social Work Assistant." Social Casework, 49:9
(November, 1968), 546-551.
"Electicism and Social Work Practice." Social Worker, 1 (Spring, 1976), 23 28.
"Matching in Helping Relationships." Unpublished doctoral dissertation.
University of Toronto, 1977. "The Implications of System Network for Social Work with Groups." Social Work with Groups, 1:2 (Spring, 1978). "An Empirical Study of Matching in Helping Relationships." Canadian Journal
of Social Work Education, 4:1 (1978).
Morgan, J. "The Changing Demand for Social Service." Human Services and Social
Work Responsibility. New York, 1969.
Orlinsky, D.E. and K.I. Howard. Varieties of Psychotherapeutic Experiences. New York, 1975.
Oxley, G. "A Life Model Approach to Change." Social Casework, 52:10 (December, 1971), 627-633.
Palmer, T. "The Community Treatment Project in Perspective." Youth Authority Quarterly, 26:3 (Winter, 1973), 1-22.
Reid, W. "Target Problems, Time Limits, Task Structure." Journal of Education for Social Work, 8:2 (Spring, 1972), 58-68.
Rosengren, W. and M. Lefton, eds. Organizations and Clients. Columbus, O., 1970.
Saltzman, C., M. Luetgert, C. Roth, J. Creaser, and L. Howard. "Formation of a
Therapeutic Relationship: Experiences During the Initial Phase of Psychotherapy as Predictors of Treatment Duration and Outcome." Journal of Consulting and Clinical
Psychology, 44:4 (1976).
Sarason, S. Human Services and Resource Networks. San Francisco, 1977.
Schofield, W. Psychotherapy: The Purchase of Friendship. Englewood Cliffs, N.J., 1964.
Segal, B. Social Work Education and Manpower Project: Progress Report. Ottawa, 1976.
Shaw, J. The Self in Social Work. Boston, 1974.
Slavin, S. "Mezzosystem Intervention as a Link Between Individual and Collective
Development." In E. Mullen et al, Evaluation of Social Intervention. San Francisco, 1972.
Sobey, F., ed. Changing Roles in Social Work Practice. Philadephia, 1977.
The Non-Professional Revolution in Mental Health. New York, 1970.
Strupp, H. "Psychoanalytic Psychotherapy and Research." In Eron and Callaghan, The Relation of Theory to Practice in Psychotherapy. Chicago, 1969.
Strupp, H. and A. Bergin. "Some Empirical and Conceptual Bases for Coordinated Research in Psychotherapy: A Critical Review of Issues, Trends, and Evidence." International Journal of Psychiatry, 7:2 (February, 1969), 17-90.
Teare, R. and H. McPheeters. Manpower Utilization in Social Welfare. Atlanta, Ga., 1970.
98
This content downloaded from 193.105.154.120 on Sat, 14 Jun 2014 17:25:35 PMAll use subject to JSTOR Terms and Conditions
Top Related