The process of becoming a supervisor for students in a doctoral supervision training course.

This qualitative, longitudinal study explored the experiences of 6 counseling psychology doctoral students engaged in an 8-month supervision training course. In-depth, tape-recorded face-to-face interviews were conducted at the beginning, middle, and end of the course to assess how these supervisors-in-training experienced the process of becoming clinical supervisors. Themes that were common to participants were identified through phenomenological data analysis and described for each of the 3 interview sets. The perceived importance of participants’ relationships with the supervisees and their senior supervisor throughout the course, as well as the common themes, are discussed in terms of implications for supervisor training. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measuring students' perceptions of faculty competence in professional psychology: Development of the Perceived Faculty Competence Inventory.

[Correction Notice: An erratum for this article was reported in Vol 5(2) of Training and Education in Professional Psychology (see record 2011-09655-004). There were errors in Table 1 and Table 4. In Table 1, the factor loading of “-22.00” in Column 4 should have read “-22” In Table 4, under “Variance” in the “Program level PFCI” row, “.00” is not a significant value and therefore should not have asterisks after it.] This paper documents the development of a measure designed to assess doctoral students' perceptions of the professional competence of faculty in clinical, counseling, and school psychology. Study 1 yielded 33 items via principal components analysis that accounted for over 72% of the variance in the data across 5 domains: (a) Professionalism/Ethics; (b) Clinical Supervision; (c) Research; (d) Multicultural Competence; and (e) Advising/Mentoring. A confirmatory factor analysis in Study 2 provided support for the construct validity of the 5-factor model. Multilevel modeling was also used in Study 2 to demonstrate concurrent validity as aggregated group-level scores on the Perceived Faculty Competence Inventory were shown to explain significant variation in individual-level counselor and research self-efficacy. Implications for training and research in professional psychology are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Opportunity amidst challenge: Reflections of a Latina supervisor.

This paper discusses the experiences of a Latina supervisor who practices from a multiculturally competent framework, including cultural issues, ethical issues, and organizational issues. Examples are provided throughout the paper to illustrate the flexibility and sensitivity required when attempting to navigate the interaction of multicultural identities in supervision. Reflections are then offered as they relate to the experiences of the Latina supervisor, including the salience of sociocultural background, the assumption of multicultural competence based on a non-White identity, the importance of developing a strong supervisory alliance when encouraging the development of multicultural competence, and how delivering multiculturally competent supervision is an opportunity to serve the field as an agent of change dedicated to social justice (Rollock & Gordon, 2000). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

No hay rosas sin espinas: Conceptualizing Latina-Latina supervision from a multicultural developmental supervisory model.

Latina mental health professionals encounter many opportunities and challenges in professional settings. As Latinas increasingly enter the profession, we are now having our first opportunity to supervise another Latina. This opportunity is often greeted with great excitement and anticipation; however, it also presents unique professional challenges. These challenges often include, but are not limited to, the potential to blur boundaries in an unhealthy manner, idealization and then unmet expectations, overidentification, and cultural misunderstandings based on ethnic differences. Little has been written about Latina?Latina supervisory dyad relationships. Few Latina psychologists have had formal training in providing supervision to other Latinas and yet the future promises to increase these types of experiences. The authors developed a Multicultural Developmental Supervisory Model (MDSM) that integrates specific Latina/o multicultural counseling competencies and Latina/o ethnic identity theory, with developmental theories of supervision. The MDSM is designed to identify the complex processes that influence the supervision dyad in an effort to provide guidance and support to the supervisor and the supervisee as well as the institutions in which supervision takes place. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Enhancing supervisee reflectivity in clinical supervision: A case study illustration.

Reflectivity has been described as the cyclical process whereby individuals engage in a critical evaluation of their affective, cognitive, and behavioral experiences to produce insight and fundamental shifts in their original beliefs. Developing reflectivity in supervisees is one of the most challenging, yet important, responsibilities of clinical supervisors, given its link to such skills as critical thinking, ethical decision making, and problem solving. This paper advances the literature by presenting a case example that demonstrates how reflectivity can be emphasized in clinical supervision, highlighting the barriers to reflectivity, and providing strategies that supervisors can utilize to encourage reflectivity within clinical supervision. The strategies and information discussed may be flexibly applied to supervisees of all developmental levels within the context of individual supervision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Negative supervisory events: Effects on supervision and supervisory alliance.

What are the consequences when a supervisee experiences a negative event in supervision? Supervisee developmental level, supervisory working alliance, trainee attachment style, and negative supervisory events were examined to determine their relationship with one another. Findings underscore the destructive impact negative supervisory events can have on supervision and supervisee development. This impact varies depending upon a supervisee's developmental level or the strength of the supervisor--supervisee working alliance. Supervisors are encouraged to be more supportive of supervisees in early development, and suggestions are offered on ways to ensure a strong supervisory relationship. (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)     

Supervising international students: Relationship between acculturation, supervisor multicultural competence, cultural discussions, and supervision satisfaction.

The purpose of this study was twofold: (a) to explore the relationship between international trainees' acculturation level and cultural discussion on supervision satisfaction and (b) to examine the mediating effect of cultural discussions on the relationship between perceived supervisor multicultural competence and trainee satisfaction with supervision. One hundred and four international students from several clinical programs who have received clinical supervision participated in the study. Results revealed that students who had lower acculturation levels but greater cultural discussion showed more satisfaction with supervision. Furthermore, cultural discussion partially mediated the relationship between the perceived supervisor cultural competence and satisfaction with supervision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The supervision genogram: A tool for preparing supervisors-in-training.

The purpose of this article is to introduce the supervision genogram as a training tool that can be implemented in supervisor training. The supervision genogram is a unique training tool that may be used to enhance supervisors'-in-training self-awareness and understanding of the supervisory process. Psychological trainers who are responsible for training supervisors may also find that the supervision genogram can aid them in assessing the needs of supervisors-in-training and in creating corresponding supervisory environments and experiences. A detailed account of how to develop and process the supervision genogram is given. An overview of supervision genogram symbols and a completed supervision genogram are also provided. Implications for training, such as flexibility of application, ethical and professional issues, and developmental considerations for using this tool are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Clarifying work–family intervention processes: The roles of work–family conflict and family-supportive supervisor behaviors.

Drawing on a conceptual model integrating research on training, work–family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention surveys were completed, 9 months apart, by 239 employees at 6 intervention (N = 117) and 6 control (N = 122) grocery store sites. Thirty-nine supervisors in the 6 intervention sites received the training consisting of 1 hr of self-paced computer-based training, 1 hr of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to facilitate on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions, and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, whereas negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work–family intervention development and evaluation are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Hypnotic involuntariness: A social cognitive analysis.

The experience of involuntariness is a hallmark of hypnosis. A framework for understanding involuntary experiences that draws from social psychological and cognitive perspectives on hypnotic responding is presented. There are at least 5 reasons to reject the hypothesis that hypnotic responding is automatic and involuntary: (a) Hypnotic responses have all of the properties of behavior that are typically defined as voluntary. That is, they are purposeful, directed toward goals, regulated in terms of subjects' intentions, and can be progressively changed to better achieve subjects' goals. (b) Hypnotizable subjects can resist suggestions when resistance is defined as consistent with the role of a good hypnotized subject. (c) Hypnotic behaviors are neither reflexes nor manifestations of innate stimulus–response connections. (d) Hypnotic performances consume attentional resources in a manner comparable with nonhypnotic performances. (e) Hypnotic subjects' cognitive activities clearly demonstrate their active attempts to fulfill the requirements of hypnotic suggestions, which include experiencing suggestion-related effects as involuntary. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The supervisory encounter: A guide for teachers of psychodynamic psychotherapy and psychoanalysis.

Review of book: The Supervisory Encounter: A Guide for Teachers of Psychodynamic Psychotherapy and Psychoanalysis by Daniel Jacobs, Paul David and Donald J. Meyer, New Haven, CT: Yale University Press, 1985, 285 pp. Reviewed by Alan Z. Skolnikoff. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Toward reflective practice: A multicultural competence training model from a community mental health center.

Despite the importance of multicultural competence in clinical practice and training, there is a surprising dearth of innovative training models from fieldwork sites that would be replicable in other practicum settings. The authors illustrate a multicultural competence training model from a community mental health center that highlights the Guidelines on Multicultural Education, Training, Research, Practice, and Organization Change for Psychologists (American Psychological Association, 2003). The model focuses on providing multicultural training through two separate but linked training teams for the dual purposes of internal reflection and reflective practice. The authors conclude with a discussion of the implications of this training model for practice, research, and organizational change. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Losing sleep over organizational injustice: Attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice.

Self-reports of insomnia were collected among 467 nurses working at 4 hospitals. At 2 of these hospitals, a change in pay policy resulted in reduced pay for all nurses, whereas nurses' pay was unchanged at the other 2 hospitals. Nursing supervisors at 1 hospital in each group received training in promoting interactional justice, whereas no training was provided at the other 2 hospitals. Reflecting the stressful nature of underpayment, insomnia was significantly greater among nurses whose pay was reduced than among those whose pay remained unchanged. However, the degree of insomnia was significantly lower among nurses whose supervisors were trained in interactional justice, both immediately after training and 6 months later. These findings demonstrate the buffering effects of interactionally fair treatment on reactions to underpayment. (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)     

Representations of the supervisory dialogue and the development of psychotherapists.

The primary aim of this study was to investigate the ways in which therapists-in-training construct and use mental representations of their relationships with their supervisors in the service of their own professional development. A total of 115 trainees (75% of whom were psychodynamically oriented) completed The Supervisory Representation Inventory, a network of measures designed to assess the forms, functions, and phenomenological properties of internalized representations of that relationship. Results indicate that supervisees tend to evoke representations of their supervisors' spoken words, vocal qualities, and the settings in which they have met; that they evoke these representations to better formulate clinical interventions, especially those perceived as painful or difficult for patients to hear; and that these representations are especially likely to occur when patients behave in ways consistent with a supervisor's view or, when the supervisee is alone and thinking about a patient that has been discussed in supervision. Findings support the hypothesis that representations of the verbal and nonverbal aspects of the supervisory dialogue play an integral role in the acquisition of the skills and professional identity of a psychotherapist. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role conflicts in psychology and their implications for a reevaluation of training models.

For 25 years training in clinical psychology has followed the Boulder model, attempting to make the clinical psychologist both a scientist and a professional. In this paper arguments are advanced which suggest that it is usually difficult and frequently impossible to make the same person into both a scientist and a professional. Science abhors secrecy, but professionals must keep their knowledge secret. Differences exist in personality characteristics in individuals attracted to the science or the profession. Training requirements are clearly different. Readiness to participate in social and political action also differentiates the groups. For these and other reasons the authors advance the argument that separate professional training schools for psychology must be established, following the historically evolving model provided by other professions. A division of training of psychologists in scientific and professional work may have beneficial effects by eliminating role conflicts in the professional and by making clear the essential division of labor. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Training graduate students to be clinical supervisors: A survey of Canadian professional psychology programmes.

Recognising the need for training in clinical supervision, the Canadian Psychological Association (CPA) requires that accredited professional psychology programmes offer graduate students training in supervision. To fill a gap in the existing supervision literature, we surveyed training directors (or designates) of CPA accredited clinical and counselling programmes to understand how this training standard is currently being met in the area of clinical supervision. Responses were obtained from 20 of 28 programmes (71.4% response rate). Approximately 50% of respondents indicated that their programmes required some coursework related to clinical supervision, with wide variability, however, in the number of hours of coursework provided to students (range 3 to 39). Most courses included lectures and group discussion, but also often provided students with practical experience in clinical supervision provision. Only 25% of programmes required a practicum in which students gained experience in clinically supervising other students, although an additional 40% of programmes offered an elective practicum in which students gained some training in clinical supervision. Most programmes (~71%) identified strategies for improving training in clinical supervision (e.g., improving course work, requiring practical experience), but also identified challenges to offering clinical supervision training (e.g., availability of skilled supervisors, insufficient time to devote to supervision, student competency). Based on the findings, we offer some recommendations for how training in clinical supervision could be improved in Canadian professional psychology programmes as well as describe some important directions for future research in this area. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Exploring the contribution of supervisors to intervention outcomes.

Supervision has been identified as perhaps the most important mechanism for developing competencies in therapists in training. However, there is scant research on the effect of supervisors on client outcome. Moreover, in a relatively recent review of the existing literature, significant methodological concerns were raised that attenuate the interpretability of the existing reported findings. The current study therefore sought to address such methodological concerns. Crosstabulation of supervisors by client outcome categories (i.e., recovered, reliably improved, no reliable change, deteriorated) indicated that supervisors are significantly related to client outcome, generating a moderate effect. Training programs are therefore encouraged to routinely track client outcomes as an objective indicator of quality supervision. Additional implications for training programs and suggestions for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Clinical supervision: Dialogues on diversity.

Integration of diversity issues into supervision training and research has been sorely neglected, in spite of the recognition that diversity is a core component of psychological training. Several barriers to this integration are described. The author suggests that these barriers can be surmounted by implementing pedagogy developed for diverse and underserved populations. The author suggests that the supervisor works within the supervisees’ zone of proximal development (Vygotsky, 1978, 1986), use mediated learning experiences that intentionally create collaborative learning environments (Feuerstein, 1979; Feuerstein, Rand, Hoffman, & Miller, 1980), and mentoring relationships (Huang & Lynch, 1995). Disguised case vignettes are presented to illustrate how diversity issues emerge and are discussed within the learning environment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)