Eighteen college students participated in a 24-hour marathon group and responded to the California Psychological Inventory (CPI) immediately before and after the experience. The results disclosed significant positive changes at the .05 level on 11 of 18 scales on this inventory. (Author)

Compares the differences between the impact of sensitivity training in the Far East as compared to the West. Subjects were 18 English college students and 18 Japanese college students. Results indicate that the T groups had a significant impact on the English subjects but not on the Japanese subjects. (Author/HMV)

Students rated proctors, who had participated in a five-day workshop in human relations, as significantly more effective, understanding and helpful than proctors who had no such training. Moreover, students tutored by proctors trained in human relations demonstrated a higher quality of learning than those students tutored by untrained proctors.

Participant perceptions following structured and nonstructured human relations training were investigated. The design included three structured and three nonstructured groups and three leader teams with each team conducting one group under each of the two formats. The evidence suggests that greater leader experience is associated with more…

This study examined the effects of a marathon group experience on university student's level of self-actualization two days and six weeks after the experience. Gains in self-actualization as a result of marathon group participation depended upon an individual's level of ego strength upon entering the group. (Author)

Internal-External Locus of Control refers to the extent to which persons perceive contingency relationships between their actions and subsequent outcomes. Those who believe they have some control over payoffs in their lives are called "Internals.""Externals," on the other hand, believe consequences are directed by agents outside of themselves.…

Investigates effects of human relations laboratory experiences on interpersonal behavior of college students. Subjects were 79 college students. Results indicate participation in human relations training laboratories does have an effect on self-perception and behavior. (Author/HMV)

Tests the hypothesis that if direct small group experience was shown to be relatively more effective than vicarious experience in heightening attraction, then a significant assumption of T-group theory would receive support. Results support the hypothesis. (Author)

College students (N=27) were assigned to a time-extended or a marathon group or a control condition to evaluate the effects of encounter experiences on self-perception and interpersonal behavior. Both experimental groups showed significantly greater changes in self-perceptions from pretest to posttest than the control group. (Author)

Describes a research project examining non-professional knowledge of and attitudes to sensitivity training groups. A questionnaire was distributed to college students, police officers and members of a group dynamics class. Results indicate that all three groups had fairly positive attitudes towards sensitivity training. (NG)

Undergraduates (N = 96), divided into 12 groups, first engaged in self-disclosure and consensus exercises and then were required to exchange personal feedback. Feedback was positive or negative in nature and delivered publicly or anonymously. Positive feedback was rated as more credible and produced greater cohesiveness. (Author)

The role of feedback in T-groups was studied. Results indicate that feedback increases as T-groups progress, feedback is more emotional and non-evaluative than cognitive in nature, positive and direct feedback to the leaders increases as the group develops, and specific feedback between members increases as groups progress. (SE)

The nature and development of interpersonal perceptions in a T group were studied. Results indicate that group members' perceptions are relatively complex and change markedly over sessions in ways consistent with current theories of group development. The analysis permits a first look at a T group free from biases. (Author)

Studied the efficacy of induced affect as a pregroup training experience for coping with stress related to participation in an encounter group. Results indicated that group participants who did not receive the induced-affect pregroup training demonstrated significant increases on the Neuroticism scale of the Eysenck Personality Inventory. (Author)

The questions of the value of structure in groups and the value of experience in group leadership merge when the two areas of conflict are considered together. The present study was concerned with effects of an interpersonal growth contract and of leader experience on encounter group process and outcome. (Author)