Graduate school mentoring in clinical,counselling, and experimental academic training programs: an exploratory study

This study focused on graduate student mentoring within clinical, counselling and experimental psychology programs. A nationwide survey of 336 psychology graduate students indicated that counselling students reported higher levels of socioemotional support in their mentoring relationships, as well as higher overall levels of satisfaction, compared with clinical and experimental students. Clinical and experimental students, however, reported higher levels of selected outcome variables, such as research productivity. The relationships between mentoring qualities and several outcome variables were noted and discussed. This study adds to the developing literature concerning graduate student mentoring within professional psychology training programs.     

Graduate Socialization in the Responsible Conduct of Research: A National Survey on the Research Ethics Training Experiences of Psychology Doctoral Students

Little is known about the mechanisms by which psychology graduate programs transmit responsible conduct of research (RCR) values. A national sample of 968 current students and recent graduates of mission-diverse doctoral psychology programs completed a Web-based survey on their research ethics challenges, perceptions of RCR mentoring and department climate, whether they were prepared to conduct research responsibly, and whether they believed psychology as a discipline promotes scientific integrity. Research experience, mentor RCR instruction and modeling, and department RCR policies predicted student RCR preparedness. Mentor RCR instruction, department RCR policies, and faculty modeling of RCR behaviors predicted confidence in the RCR integrity of the discipline. Implications for training are discussed.     

Ethical Issues When Graduate Students Act as Mentors

The field of ethics in psychology has devoted a great deal of attention to the ethical issues that arise when students and faculty develop mentor–mentee relationships. However, little attention has been given to examining the role of graduate students acting as mentors. Graduate students often supervise and evaluate undergraduates as a part of research and teaching responsibilities, and may act as mentors to more junior graduate students. This article discusses the unique qualities and ethical considerations of graduate students in mentoring relationships. Finally, this article concludes with recommendations on ethical mentorship inspired by the American Psychological Association (2010) Ethical Principles of Psychologists and Code of Conduct.     

Exemplary efforts in psychology to recruit and retain graduate students of color

Many psychology departments are striving for a greater representation of students of color within their graduate preparation programs with the aim of producing a more diverse pool of psychological service providers, scientists, and educators. To help improve the minority pipeline in psychology, the authors identify and describe recruitment and retention strategies used at 11 departments and programs considered to be making exemplary efforts to attract and retain minority students of color. The strategies most consistently used included engaging current minority faculty and students in recruitment activities, offering attractive financial aid packages, having faculty members make personal contacts with prospective students, creating linkages with historical institutions of color, having (or approached having) a critical mass of faculty and students of color, offering a diversity issues course, and engaging students in diversity issues research. Despite the similarities, the programs and departments were each distinctive and innovative in their overall approaches to student recruitment and retention. Highlighting the strategies used at successful institutions may help others develop plans for improving the minority pipeline within their own departments and programs.     

Encouraging Intellectual Growth: Senior College Student Profiles

Researchers and educational writers provide many views on what characteristics and skills the college graduate should possess (P. D. Gardner, 1998). Given the rapidly changing nature of knowledge in all disciplines and the subjectivity of grading systems, we argue the best indicator of a successful college education is a student's ability to think complexly about difficult problems. In this paper we examine students' levels of intellectual development to inform our understanding of how college experiences affect students' abilities to think in complex ways about difficult problems. Using both qualitative and quantitative research techniques, we examine and compare the experiences of 19 senior college students who were rated at opposite ends of the Perry scheme of intellectual development. The 19 students were purposefully selected to represent the high and low ends of the Perry scale from an overall sample of 27 senior students at a large eastern university. Ten students from the original sample of 27 demonstrated the most advanced cognitive development with Perry scale ratings of 5–7. Nine students had Perry ratings below 4; this was the lowest rating represented in the sample. We examine the similarities and differences between these two sets of students' academic profiles, and their comments about their curricular experiences, and how the Perry scale reflects on these results. We then discuss how these similarities and differences relate to students' development of the desirable characteristics of a college graduate, implications for faculty and administrators, and the relationship of these results to prior studies using the Perry scheme.     

Ethical Decision Making,Boundaries, and Treatment Effectiveness: A Reprise

We investigated the definition, prevalence, perceived prevalence and severity of, as well as justifications for and expected responses to, academic dishonesty at the graduate level in a sample of 246 graduate students, 49 faculty, and 20 administrators. Between 2.5% and 55.1% of students self-reported engaging in academically dishonest behaviors, depending on the nature of the behavior. Students and faculty rated 40 examples of academically dishonest behaviors similarly in terms of severity, but faculty tended to underestimate the prevalence of academic dishonesty. Students and faculty also reported how they would idealistically and realistically expect themselves to respond to cheating situations. Students rated 21 behaviors in terms of their likeliness to increase or decrease academically dishonest behavior. Suggestions are given for developing a climate or culture of academic integrity to address academic dishonesty.     

Development of the “Mentorship in Clinical Training Scale” (MiCTS)

Using an online survey, the researchers examined new family therapists’ experiences of four types of professional mentoring during their most recently completed family therapy training programs. The sample of 223 was mostly white, North American, female, and trained in master’s level graduate programs within the United States. Mentorship experiences were assessed with a new scale of quantitative items aimed to represent the four most common types of mentorship: psychosocial mentorship, career mentorship, clinical mentorship, and research mentorship. Exploratory and confirmatory factor analyses identified and supported a four-factor model of mentorship and an assessment scale of 26 items. Characteristics of the students, their mentors, and the programs, as well as the four mentoring factors were used in structural equation modeling to predict student satisfaction with their primary mentoring relationships. Suggestions are made for future research using the “Mentorship in Clinical Training Scale” (MiCTS). In addition, the MiCTS can be useful for measuring student and faculty outcomes with respect to training programs’ mentorship goals.     

STEM enrichment programs and graduate school matriculation: the role of science identity salience

Improving the state of science education in the United States has become a national priority. One response to this problem has been the implementation of STEM enrichment programs designed to increase the number of students that enter graduate programs in science. Current research indicates enrichment programs have positive effects for student performance, degree completion, interest in science and graduate enrollment. Moreover, research suggests that beyond improving performance in STEM, and providing access to research experience and faculty mentoring, enrichment programs may also increase the degree to which students identify as scientists. However, researchers investigating the role of science identity on student outcomes have focused primarily on subjective outcomes, leaving a critical question of whether science identity also influences objective outcomes such as whether students attend graduate school. Using identity theory, this study addresses this issue by investigating science identity as a mechanism linking enrichment program participation to matriculation into graduate science programs. Quantitative results from a panel study of 694 students indicate that science identity salience, along with research experience and college GPA, mediate the effect of enrichment program participation on graduate school matriculation. Further, results indicate that although the social psychological process by which science identity salience develops operates independently from student GPA, science identity amplifies the effect of achievement on graduate school matriculation. These results indicate that policies seeking to increase the efficacy of enrichment programs and increase representation in STEM graduate programs should be sensitive to the social and academic aspects of STEM education.     

扩招时期研究生心理压力现状及其相关影响因素

文章采用研究生心理压力问卷对334名在读研究生进行调查和测试,研究扩招时期研究生心理压力现状及其相关影响因素。结果发现,研究生心理压力主要来自学业、就业、经济、爱情婚姻、人际关系、身心健康、成就需要等七个方面;研究生心理压力主要受专业、家庭教养方式、家庭经济状况、学校类型、学校所在地的生活方式和生活节奏以及学校所在地的气候等客观条件的影响。     

Ensuring PhD Development of Responsible Conduct of Research Behaviors: Who’s Responsible?

The importance of public confidence in scientific findings and trust in scientists cannot be overstated. Thus, it becomes critical for the scientific community to focus on enhancing the strategies used to educate future scientists on ethical research behaviors. What we are lacking is knowledge on how faculty members shape and develop ethical research standards with their students. We are presenting the results of a survey with 3,500 research faculty members. We believe this is the first report on how faculty work with and educate their PhD students on basic research standards. Specifically, we wanted to determine whether individual faculty members, who are advisors or mentors, differ in how they implemented components of responsible conduct of research (RCR) with their PhD students. Mentors were more likely than advisors or supervisors to report working with all of their PhDs, who graduated in the last 5 years, on the 17 recognized critical components of RCR training and research skill development. We also found about half of the faculty members believe RCR is an institutional responsibility versus a faculty responsibility. Less than a quarter have had opportunities to participate in faculty training to be a better mentor, advisor, or research teacher, and about one third of faculty did not or could not remember whether they had guidelines related to their responsibilities to PhD students. We discuss the implications of our findings and focus on ways that PhD research mentoring can be enhanced.     

Assessing the Influence of Psychosocial and Career Mentoring on Organizational Attractiveness

Past research on mentoring in organizational settings has focused on psychosocial and career mentoring functions more senior employees provide to new hires. In this study, we examined whether the perceived quality of psychosocial and career functions of pre‐hire mentoring and realistic job previews (RJPs) provided to students through mentoring impact organizational attraction and potential applicants' intentions to pursue or accept jobs at their mentors' organization, and ultimately their acceptance of positions with their mentors' organization. We compared face‐to‐face mentoring with online mentoring. A field study was conducted (n=194 European graduate students). Findings indicate that the quality of psychosocial mentoring plays a larger role in organizational attraction and intentions to pursue jobs than the perceived level/quality of career mentoring functions, with RJPs functioning as a suppressor variable. Obtaining a job with the mentors' organization was related to career, but not to psychosocial mentoring functions or RJPs.     

ACADEMIC HARASSMENT

Although much has been written concerning the sexual harassment of university students, no research has yet directly examined the behaviors of university professors themselves. The present study describes the responses of 235 male faculty members of a prestigious, research-oriented university who responded to a survey inquiring about social and sexual interaction among faculty and students. Although the majority of the responses focused on mentoring and social interactions, a sizable minority (26%) reported sexual involvement with women students. In addition to item frequencies, a structural analysis of the phenomenon of academic harassment is presented, and discussed in the context of the subjects' responses to an open-ended invitation to comment on the study.     

Graduate education in qualitative methods in U.S. psychology: current trends and recommendations for the future

The visibility of qualitative research methods (QRM) in U.S. psychology has increased with the dissemination of qualitative research in journals and books, formation of professional and scientific organizations, and recognition in educational institutions. While gains have been made, the current state of doctoral training in qualitative methods remains uncertain. It is unclear what training graduate students receive in U.S. psychology programs about qualitative methodologies and how further gains can be made in expanding visibility of QRM in graduate education. In this mixed-methods study, we surveyed a sample of faculty in U.S. psychology graduate programs about the frequency of QRM course offerings, graduate training, and students’ use of QRM in their dissertation research. We also explored qualitative responses from faculty regarding their attitudes about QRM and how these attitudes might help increase or diminish the frequency of methods training available to students. We found that even within graduate programs where there was support for QRM, enduring perceptions about the value of qualitative research limit faculty and graduate students’ use of qualitative methodologies in their research. With these findings in mind, we offer several recommendations for increasing the visibility of QRM in U.S. graduate education and the discipline of psychology as a whole.     

PERCEPTIONS OF SEXUAL HARASSMENT

Two hundred eight faculty members and 314 graduate students located at a West Coast university were presented with 24 brief situations describing five types of sexual harassment in a university setting: gender harassment, seductive behavior, sexual bribery, sexual coercion, and sexual imposition or assault. The participants were randomly assigned to rate the situations under one of four instructional conditions that described combinations of the level of the student and authority of the faculty portrayed in the brief vignettes. Women were more likely than neither the target student's level (i.e., graduate or undergraduate) nor the degree of the faculty member's power over her affected the participants' ratings of the situations. The results indicated that, with the exception of the more coercive and intrusive behaviors, considerable uncertainty may still exist about what constitutes sexual harassment within the university setting.     

The adaptation of black graduate students: A social network approach

Despite the importance of increasing the number of graduate degrees awarded to members of minority groups, there has been little research on how minority students adapt to the graduate school environment. The present study examined how social integration and social support were related to academic performance and psychological well-being among 89 black graduate and professional students. Findings indicate that black graduate students were not well integrated into their academic environment. Students in relatively more integrated departments were better adjusted, had higher grades, and perceived themselves to be making good progress in their graduate work. These students were also less likely to have considered dropping out of school. Frequency of out-of-school contact with black faculty and the number of black students in the department were important social integration and social support variables. The implications of these findings for minority student retention are discussed.     

Increasing recycling in office environments: The effects of specific, informative cues

We investigated the effects of prompts on the recycling behavior of approximately 217 faculty, staff, and graduate students in two academic departments of a large university. During the intervention, two signs were posted in each department. One sign prompted recycling (posted above the recycling receptacle), and the other sign prompted proper disposal of trash (posted above the trash receptacle). Results of a multiple baseline design across the two departments indicated that the sign prompt increased recycling behavior. Installation of the sign prompts in close proximity to receptacles in Department A resulted in a 54% improvement over baseline. Posting of sign prompts over containers 4 m apart in Department B resulted in a 17% improvement, whereas positioning the signs and receptacles in close proximity resulted in a 29% improvement over baseline.     

Multiple mentoring in academe: Developing the professorial network

Previous studies in business organizations have shown that mentoring provides numerous benefits for both individuals and organizations. Most of this mentoring research has been based on traditional, hierarchical mentor-protégé relationships in non-academic settings. We discuss why there is little empirical research on faculty mentoring and review changes in professors’ careers that necessitate a fresh look at this issue. We suggest that because of environmental changes, the traditional model of professors being guided throughout their careers by one primary mentor, usually the dissertation advisor, may no longer be realistic or desirable. Instead, professors may be better served by a portfolio of mentors (Baugh & Scandura, 1999; Higgins & Kram, 2001) who facilitate the protégé’s development of career competencies. Building on the work of intelligent careers (DeFillippi & Arthur, 1996), we examine how the career competencies of knowing why, how, and whom interact with learning demands to produce the need for faculty to develop multiple mentoring relationships across their academic career. We build on this conceptualization by considering the role of signaling of career competencies (Jones, 2002) in developing the professorial network, offering managerial implications in developing mentoring programs, and discussing avenues for future research.     

The mentorship of undergraduate students in counselling psychology research

In recent years, there has been an increased interest in engaging undergraduate students in psychology research through a mentorship relationship with psychology faculty members. For students, faculty members, and universities committed to undergraduate research mentorship, the potential rewards may be considerable. Yet, the mentorship of undergraduates in research is not without significant challenges. This article examines the benefits and challenges of mentoring undergraduate students in research, both generally and in the specific discipline of counselling psychology. Suggestions for promoting research mentorship relationships between faculty and undergraduate students in counselling psychology and overcoming obstacles are discussed.     

Relationships Between the Survey of Organizational Research Climate (SORC) and Self-Reported Research Practices

The Survey of Organizational Research Climate (SORC) is a validated tool to facilitate promotion of research integrity and research best practices. This work uses the SORC to assess shared and individual perceptions of the research climate in universities and academic departments and relate these perceptions to desirable and undesirable research practices. An anonymous web- and mail-based survey was administered to randomly selected biomedical and social science faculty and postdoctoral fellows in the United States. Respondents reported their perceptions of the research climates at their universities and primary departments, and the frequency with which they engaged in desirable and undesirable research practices. More positive individual perceptions of the research climate in one’s university or department were associated with higher likelihoods of desirable, and lower likelihoods of undesirable, research practices. Shared perceptions of the research climate tended to be similarly predictive of both desirable and undesirable research practices as individuals’ deviations from these shared perceptions. Study results supported the central prediction that more positive SORC-measured perceptions of the research climate were associated with more positive reports of research practices. There were differences with respect to whether shared or individual climate perceptions were related to desirable or undesirable practices but the general pattern of results provide empirical evidence that the SORC is predictive of self-reported research behavior.