Relationship between supervisors' and trainees' cognitive styles and the supervision process.

33 beginning counseling practicum students and their supervisors rated their supervisory relationship and satisfaction with supervision; supervisors also evaluated their trainees. Ss' cognitive styles were determined through the Myers-Briggs Type Indicator (MBTI). The Barrett-Lennard Relationship Inventory, Counselor Evaluation and Rating Scale, and individual Likert scales were used as measures of the independent variables. Trainees' scores on certain indices (most notably the Sensing–Intuition index) were related to supervisors' perceptions of the interpersonal nature of their relationship, supervisors' satisfaction with trainees' performances, and supervisors' evaluations of trainees. On the other hand, supervisors' cognitive styles were not related to the independent variables. Cognitive style similarity between supervisor and trainees on specific MBTI scales was related to mutual perceptions of their interpersonal relationships. (44 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Trainees' experiences of role conflict and role ambiguity in supervisory relationships.

The nature and extent of counselor trainees' experiences with role difficulties were examined in the context of supervision. Role ambiguity arises when trainees are unsure of supervisory expectations for their performance or evaluation; role conflict arises when trainees encounter opposing expectations for their behavior. The Role Conflict and Role Ambiguity Inventory was developed and validated with trainees and supervisors in practicum, internship, and postinternship settings. Results indicate that the inventory is both reliable and valid. As hypothesized, role difficulties were predictive of more work-related anxiety, general work dissatisfaction, and dissatisfaction with supervision. Beginning trainees reported higher levels of role ambiguity than did more experienced trainees. Role conflict seems to be problematic only for advanced trainees, for whom ambiguity is minimal. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Style differences of beginning supervisors: An interactional analysis.

An interactional analysis system, A. Blumberg's (1970) system for analyzing supervisor–teacher interaction (BIA), adopted from research in teacher education, was used to characterize beginning supervisory style. Two dimensions were considered: (a) the amount of variance in supervisory interaction behaviors in a group of beginning supervisors and (b) the stability of interactional behavior of individuals across 2 interviews, each with 2 trainees. 24 supervision interviews, each with 2 trainees from each of 12 beginning doctoral students, were videotaped and later analyzed with the BIA. A repeated measures 2-way ANOVA was used to analyze the BIA scores. Results indicate that the interview content differed significantly between supervisors on 7 of the 11 BIA variables and that individuals differed significantly across 2 interviews on 3 of the variables. It is concluded that beginning supervisors have individual predilections for supervisory behaviors that are stable across interviews with different trainees. (8 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relation of gender to power and involvement in supervision.

Audiotaped supervision sessions from 40 master's level counselor trainees and 40 field placement supervisors were used in a content analytic study of the relation of supervisor and trainee gender to supervisory discourse. The Penman Classification Scheme was used to rate the middle 15 min of supervision on power and involvement dimensions. Classification cells were aggregated to yield high-power, low-power, and high-involvement categories. Transformed proportional data and kappa scores from sequential analysis were used in 2 2?×?2 (Gender?×?Role) multivariate analyses of variance (MANOVAs) to compare dyad types on speaker's use of message categories and patterns of discourse between speakers. Findings indicated that male and female supervisors reinforced female trainees' high-power messages with low-power, encouraging messages significantly less often than for male trainees. Female trainees responded to supervisor low-power, encouraging messages with high-power messages significantly less often than male trainees. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in the appropriateness of supervisory styles: A nonmanagement view.

Three different supervisory styles (directive, rational, or friendly) portrayed by male vs female supervisors were rated by 30 male, average age 27.9 yrs, and 30 female, average age 27.2 yrs, nonmanagement personnel. Ss evaluated the effectiveness of, and their satisfaction with, the various styles portrayed as though they were the subordinates. The directive style was rated least favorably when it is displayed by female supervisors. Results indicate that nonmanagement employees' sex role stereotypes merit further investigation. Also, a contingency view of leadership should take into account that the sex of subordinate and of supervisor jointly suggest the appropriate supervisory style. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attachment processes in the supervisory relationship: An exploratory investigation.

How do relational characteristics of clinical trainees and supervisors influence the supervisory relationship? Following suggestions that attachment theory might shed light on this question, the authors asked doctoral-level psychology interns (N = 87) to complete an online survey about attachment processes and supervision experiences. Findings indicated that perceived supervisor attachment style was significantly associated with supervision task and bond. Regardless of their own attachment style, participants reporting secure supervisors rated the supervisory bond higher than participants reporting insecure supervisors. Results of path analyses suggested that parental indifference, compulsive self-reliance, and perceived supervisor attachment style may be particularly important in shaping the supervisory alliance. Implications for training and supervision are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of role conflict on counselor trainees' self-statements, anxiety level, and performance.

Counselor trainees play a dual role—subordinate in relation to their supervisors, superordinate in relation to their clients. The present study investigated if and how role conflict affects trainees' self-statements, anxiety level, and performance. 52 graduate student counselors responded to a counseling dilemma and then were exposed to 1 of 4 experimental manipulations: conflict (the supervisor recommended action contradictory to the trainee's intended action), no conflict (the supervisor supported the trainee's intended action), neutral (the supervisor stated that the trainee's intent and the opposing option were equally valid), or control (no supervisory input). Measures included the State scale of the State-Trait Anxiety Inventory, a self-efficacy inventory, and a thought-listing procedure. Results suggest that role conflict produced few adverse effects on Ss' self-evaluations, affect, or behavior. Ss' performance, however, was inversely related to anxiety level, and anxiety was inversely related to the strength of Ss' self-efficacy expectations. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship of cognitive style and theoretical orientation to psychology interns' preferences for supervision.

This study (N ?=?106) investigated the effects of cognitive style and theoretical orientation on psychology interns' judgments about the type of supervision they find most beneficial. Preferences for task-oriented and relationship-oriented supervision have been hypothesized to indicate lower and higher levels of professional development, respectively. This study, however, found that trainees' cognitive styles and the behavioral emphasis of their theoretical orientations were also significantly related to their preferences for these two types of supervisory environments. Individual-difference variables in addition to developmental level may need to figure more prominently in future models of psychotherapist training and supervision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Supervision of couples cases.

Supervision is invaluable to a psychotherapist-in-training, aiding the developing clinician in consolidating skills, thinking ethically, and developing autonomy. Although many supervisory duties can be applied across treatment modality, there are specific variations of these duties that supervisors of couples therapy cases must consider. These include assuring trainees' understanding of ethical issues of fidelity and confidentiality related to both partners in the client dyad; evaluating trainees' competence to treat two clients simultaneously and to utilize couples-specific interventions; assessing how trainees' personal beliefs such as those related to religion, reproduction, and culture may influence views of norms within a romantic relationship; and tailoring supervisory techniques and processes to best address couples treatment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Assessing therapeutic competence from therapy session attendance.

Discusses an effective, inexpensive, and readily available means for assessing the therapeutic effectiveness of therapy trainees in their fieldwork (internship) settings. It was hypothesized that the session attendance rates (e.g., no-shows) of clients would predict their therapists' competence. Competence was assessed by the use of peer ratings (fellow trainees' and supervisors' evaluations). 23 master's and doctoral level trainees in a mental health clinic were rated by their fellow trainees and supervisors, and multiple regression techniques were used to correlate these data with various measures of client session attendance data. Results indicate significant relationships between no-show rates and ratings of S's effectiveness by fellow trainees and supervisors. (9 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Dimensions of perceived competence in professional psychology.

Appraised levels of general professional competence for 126 trainees in professional psychology by supervisors who had worked closely with the students. After rating the students, supervisors were asked to describe the dominant characteristics of "outstanding" and "incompetent" trainees. The most commonly mentioned quality of outstanding practitioner-trainees was high intelligence. The most commonly mentioned characteristic of incompetent trainees was lack of knowledge. A rating schedule composed of the 28 most commonly used terms was then employed by supervisors in rating students the following year. Four factors—Professional Responsibility, Interpersonal Warmth, Intelligence, and Experience—emerged from analysis of intercorrelations among variables. Intercorrelations of factor scores with ratings of overall competence showed that behaviorally oriented supervisors gave less weight to warmth in evaluating general competence than did supervisors with psychodynamic or eclectic viewpoints. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychotherapy trainees' experience of counterproductive events in supervision.

The authors conducted interviews with 13 psychotherapy trainees about a counterproductive event that occurred in individual supervision, which was defined as any experience that was hindering, unhelpful, or harmful in relation to the trainee's growth as a therapist. A qualitative analysis revealed that trainees typically attributed their experiences of counterproductive events to their supervisors dismissing their thoughts and feelings. All trainees experienced a negative interaction with their supervisors following the counteractive event, yet most did not believe their supervisors were aware of the event's counterproductive nature. All trainees believed the counterproductive event weakened the supervisory relationship and led to a change in the way they approached their supervisors. Although trainees typically thought the counterproductive events negatively affected their work with clients, most did not disclose their counterproductive experience with their supervisors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A close look at conflictual supervisory relationships: The trainee's perspective.

In a qualitative study of negative supervision, 13 master's and doctoral trainees were interviewed about a supervision experience that had a detrimental effect on their training. Many supervisors were described as not being invested in the relationship and as being unwilling to own their role in conflicts. Many trainees described being overworked without proper supervision, some felt expected to support their supervisors, and many underwent extreme stress and self-doubt. Most participants reported ongoing power struggles with angry supervisors, and most relied on peers, other professionals, and therapists for support. Qualitative themes were consistent with trainees' high scores on the Role Conflict and Role Ambiguity Inventory (M.E. Olk & M.L. Friedlander, 1992) and with their low ratings of their supervisors' attractiveness and interpersonal sensitivity on the Supervisory Styles Inventory (M.L. Friedlander & L.G. Ward, 1984). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relevance of the supervisory alliance to the counseling alliance and to treatment adherence in counselor training.

The quality of the supervisory working alliance should be related to the quality of the counseling working alliance and to trainee adherence to a treatment model. After each of 4 supervision sessions, 75 trainees completed the Supervisory Working Alliance Inventory, and, after each counseling session, their clients completed the Working Alliance Inventory. Judges rated portions of the videotaped counseling sessions with an adherence measure. Hierarchical linear modeling was used to analyze these nested data (repeated measures of trainees nested within supervisors). As hypothesized, the trainee's perception of the supervisory alliance was significantly related to the client's perception of the counseling alliance and to aspects of treatment adherence. The significance of these findings is discussed in relation to the supervision literature. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A multidimensional scaling analysis of supervisory dimensions and their perceived relevance across trainee experience levels.

The Level of Supervision Scale (LSS; R. D. Miars et al, 1983) was administered to 69 supervisors with experience supervising 1st-semester practicum and intern-level trainees. The structure of their responses to 28 LSS items assessing perceptions of supervision as they varied across these 2 trainee experience levels was examined using 3-way multidimensional scaling. A 4-dimensional solution was yielded, which accounted for 63% of the variance. The 4-dimensions are (1) enhancing dynamic understanding, (2) didactic instruction, (3) counseling vs supportive supervisory functions, and (4) authoritative vs collaborative style. The study demonstrated clear differences in the salience of the dimensions across supervisors' perceptions of the 2 trainee experience groups. Supervisors perceived the enhancing dynamic understanding dimension as most important in their supervision of interns, whereas didactic instruction was most salient in perceptions of supervising beginning trainees. No differences were found across experience level for the other 2 dimensions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Application of social-learning theory to training supervisors through behavioral modeling.

40 male first-line supervisors were randomly assigned to a behavioral modeling training program or to a control group. The training was designed to improve supervisors' interpersonal skills in dealing with their employees. The training program produced highly favorable trainee reactions, which were maintained over time. Moreover, the performance of the trainees was significantly better than that of supervisors in the control group on a learning test administered 6 mo after training, on behavioral simulations collected 3 mo after training, and on performance ratings collected on the job 1 yr after training. After the control group received the training, they achieved significant improvement in their supervisory skills and did not differ from the trainees who had originally undergone the training on any of the measures. The modeling films, developed by M. Sorcher (A. Goldstein and M. Sorcher, 1974) were based primarily on A. Bandura's (1977) principles of social-learning theory. (23 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interpersonal attraction and direct–indirect supervisor influence as predictors of counselor trainee effectiveness.

Examined the process of supervision as a sample of the social influence model by assessing the effect of counselor trainees' (CTs) interpersonal attraction to their supervisors (SUs) and the SU's style of influence as determinants of CT effectiveness. An experimental design was used, with 3 measures of the dependent variable CT effectiveness: clients' and SUs' perceptions of client outcome and SUs' perceptions of CT effectiveness on the Counselor Evaluation Rating Scale. Results of statistical analyses show that CTs who were attracted to their SUs were rated as more effective by SUs on 2 measures, although attraction was not related to clients' perceptions of outcome. A direct style of supervision was related to CT effectiveness, but on only 1 of 3 measures of the dependent variable. (18 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The influence of sex-role stereotypes on evaluations of male and female supervisory behavior.

Examined the way sex-role stereotypes influence evaluations of male and female supervisory behavior. 134 male and 24 female undergraduates and 83 male and 15 female bank supervisors were asked to read 1 of 6 versions of a supervisory problem (with either a male or female supervisor and male, female, or mixed subordinates), and evaluate the effectiveness of 4 supervisory styles. Results indicate that sex-role stereotypes do influence evaluations of supervisory effectiveness for some, but not all, of the supervisory styles. Findings are discussed in terms of the potential negative consequences of sex-role stereotypes for supervisory behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexual behavior between clinical supervisors and trainees: Implications for professional standards.

Comments that sexual behavior between clinical supervisors and trainees presents a challenge to professional psychology. At least 4 areas need attention: the prevalence and nature of such sexual contact, its effects on clinical training, ethical implications, and the potential legal liability of supervisors who engage in sexual intimacies with trainees. The extent to which sexual behavior in the supervisory relationship may have negative effects on the teaching and learning of professional skills remains unknown until it becomes a legitimate subject of research and discussion. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)