Training Community Members to Serve as Paraprofessionals in an Evidence-Based,Prevention Program for Parents of Preschoolers

Widespread dissemination of evidence-based programs for underserved populations may require non-traditional means of service provision. Collaboration with paraprofessionals from communities that are targeted for intervention holds promise as a delivery strategy that may make programs more accessible and acceptable, especially to parents living in low-income, urban neighborhoods. We describe a paraprofessional training program for individuals living in a community targeted for preventive intervention based on high levels of poverty and community violence. The design and implementation of the training program are described in the context of issues related to the use of paraprofessionals in community-based, preventive interventions with parents of young children. We also provide insight into lessons learned from a feasibility study as well as general guidelines for the development of paraprofessional training programs for delivery of evidence-based programs.     

Collaboration with Urban Community Stakeholders: Refining Paraprofessional‐led Services to Promote Positive Parenting

This paper describes the process of a community–academic partnership to navigate implementation challenges for a school‐based service model led by paraprofessionals to promote positive parenting in high poverty urban communities. We describe the process by which we (a) identified implementation challenges, (b) sustained a university–community collaboration to redesign the paraprofessional service model, and (c) assessed the feasibility of the new model involving four social service agencies in 16 schools with over 600 families. The structure and process of the collaboration and refinement are described with attention to who was best positioned to engage in the collaboration and how the partnership worked to balance scientific rigor with responsiveness to paraprofessional workforce strengths. Feasibility data indicated that the revised model was successfully implemented by paraprofessional staff; 92.2% of possible staff monthly reports were completed and discussion of key goals was incorporated into 94.2% of interactions. Continual monitoring provided critical feedback from stakeholders as we drew on and interpreted these various sources of information to build and refine the service model. We suggest that these processes are critical steps to bridge the research‐to‐practice gap, by promoting practices that are aligned with the needs of children and families, and the staff who serve them.     

Self-Directed Career Planning for Persons with Disabilities

Persons with physical disabilities often confront barriers to employment. This article describes a career development project that has addressed the special needs of disabled adults by: (a) developing a multimedia-based, self-directed career planning program organized around modules tailored to meet the unique needs of adults with disabilities; (b) providing a training program for 15 disabled adults working as paraprofessional career guidance technicians; and (c) establishing linkages with educational institutions and community agencies to provide for the institutionalization of this project at the local level.     

Nonwork orientations relative to career: A multidimensional measure

Although scholars typically assess an individual's nonwork role orientation relative to career as a unitary construct, we argue that a person's orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork orientations, and empirical data from three studies with samples at different career stages (early and mid-career), we use factor analysis and data from qualitative and longitudinal studies to develop three unique scales to assess a person's nonwork priorities relative to career orientations: family, personal life, and community service. There were generally positive relationships between the protean career scales and the new nonwork role orientation measures. Future research should move beyond a binary work–life or work–family models and include multi-dimensional measures of nonwork orientations relative to career.     

Nonwork orientations relative to career: A multidimensional measure

Although scholars typically assess an individual's nonwork role orientation relative to career as a unitary construct, we argue that a person's orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork orientations, and empirical data from three studies with samples at different career stages (early and mid-career), we use factor analysis and data from qualitative and longitudinal studies to develop three unique scales to assess a person's nonwork priorities relative to career orientations: family, personal life, and community service. There were generally positive relationships between the protean career scales and the new nonwork role orientation measures. Future research should move beyond a binary work–life or work–family models and include multi-dimensional measures of nonwork orientations relative to career.     

A Paraprofessional Training Model Based on the Employment Service Training Unit Concept

A paraprofessional inservice training model is presented which is based on the Employment Service Training Unit (ESTU) concept. The model encourages the use of professional staff in the local work setting as a viable source for training paraprofessional staff members. The advantages and disadvantages of current training programs are described, with the ESTU model presented as an alternative for a more effective paraprofessional training program.     

Family Therapy Training for Paraprofessionals in a Community Mental Health Center

An ecologically oriented family therapy training program is advocated for teaching paraprofessionals to work with high-risk clients in a community mental health setting. The context of training as well as the particular abilities and needs of beginning paraprofessional family therapists are explored in order to design a flexible and effective program in the face of limited resources. This paper describes a variety of educational and supervisory formats such as group supervision, peer supervision, and live supervision. The usefulness of these different models in facilitating skill development and growth in paraprofessionals is evaluated. Recommendations are made to trainers concerning problems encountered in teaching paraprofessionals and in implementing family systems training in community mental health centers.     

Comprehensive psychological services at the secondary level utilizing student paraprofessionals

This article notes references in school psychology literature which focus on dissatisfaction with role, claiming that the field has remained reactive and narrow in scope in spite of major statements calling for more expansive roles during the past several decades. A broad, comprehensive paraprofessional training/supervisory model utilizing secondary level students is described; the model incorporates twelve paraprofessional involvement areas as part of a total high school psychological services delivery system. It is noted that individual client data and program evaluation have portrayed student improvement rates ranging from 50% to 90%, increased consumer satisfaction with psychological services, and increased visibility and knowledge of the psychologist's role among total school population. Suggestions for further research and evaluation are discussed.     

A family intervention in psychosis service integrating the systemic and family management approaches

A project to establish new family intervention services to support people with psychotic symptoms and their families is described. The new services are developed by training a whole team in each main population centre. The multidisciplinary training course and the family intervention service are described, and the way in which we integrate the 'family management' and 'family therapy' approaches is discussed.     

Research into the organisation,training and effectiveness of counsellors who work for free

The activities of voluntary or ‘paraprofessional’ counsellors, who work for free, represent a highly significant component of the delivery of psychological therapy in Britain and other countries. However, in recent years there has been relatively little published research into issues associated with the provision of service by counsellors who work on a voluntary part‐time basis, and who typically receive limited training and supervision. This paper introduces a special theme section on counselling in the voluntary sector, which highlights some recent examples of research into the context, organisation, training and effectiveness of such counsellors. Some suggestions are made concerning the research agenda for counselling in the voluntary sector.     

Career guidance in Scotland: retrospect and prospect

Devolution of powers to Scotland has accentuated pre-existing divergence from the rest of the UK with respect to education, training and career guidance provision. Scotland now has an all-age national careers service—Careers Scotland. It is suggested that it is unlikely that a national, publicly-funded careers agency would have been established in the absence of devolution. The article outlines the development of career guidance in Scotland over the last 25 years and how the pre-existing Scottish context and the new context of devolution have impacted upon it. The role of Careers Scotland and its relationship with other providers of career guidance in Scotland are examined. Other key issues considered include: the allocation of resources based on need; relationships with local authorities and schools; and training and professional identities in an increasingly diverse UK guidance context.     

顾客授权行为对员工职业成长的影响：自我决定理论视角

聚焦于顾客授权行为这一概念, 以自我决定理论为基础, 分别引入基于组织的自尊作为中介变量和职业中心性作为调节变量, 探讨了顾客授权行为对一线服务员工职业成长的影响机制和作用边界。通过一项三阶段的时间滞后研究设计, 获取了245份有效样本, 结果显示: (1)顾客授权行为对员工职业成长具有显著的正向影响; (2)基于组织的自尊在顾客授权行为与员工职业成长之间起着部分中介作用; (3)职业中心性对顾客授权行为与基于组织的自尊的作用关系具有正向调节作用: 当员工职业中心性水平较高时, 顾客授权行为对基于组织的自尊的正向影响更强; (4)职业中心性进一步调节顾客授权行为通过基于组织的自尊对职业成长的间接影响: 当员工职业中心性水平较高时, 顾客授权行为通过基于组织的自尊对职业成长的正向效应会增强。     

Factors Impacting on Career Choices of Technikon Students From Previously Disadvantaged High Schools

Career development is a socially constructed process involving complex interactions among different structures, forces, and systems all constituting spheres of influence. The purpose of this study was to investigate factors that influence career decisions. Eighty respondents (40 males and 40 females with mean age of 22 years) participated in the study. Results revealed that family variables of parental high expectations of children and appropriate communications within the family, as well as factors such as prestige statuses of some occupations, school curricular subjects, academic performance, teacher influences, and peer pressure had strong positive influences on career choices. Barriers to career choices identified included finance, lack of appropriate information, poor academic performance, and unsatisfactory career counseling services. Results suggest need for a better approach to career education in schools and counseling services that are adaptive to social, economic, and cultural contexts.     

Job Satisfaction of Child Welfare Workers in an Urban Setting: Status and Predictors

Large urban areas present many challenges to those children and adults who reside in those settings. The social service workers in urban areas have clients with complex, multiple needs. Reliable and consistent workers are essential to successfully working with these families. In the current study, the job satisfaction of 29 social service workers in an urban child welfare agency was assessed using the Job Satisfaction Scale (JSS). The JSS measures satisfaction in 7 areas of one's job (i.e., work, supervision, coworkers, pay and promotion, work environment, training, and position). Data indicated that the staff were relatively satisfied, that satisfaction did not vary by staff position (family worker vs. social worker/supervisor), and that neither demographic factors nor prior experiences were predictors of job satisfaction. Implications for agency management and the provision of social services to urban families are discussed.     

Career And Relationship Satisfaction Among Female Faculty in Marriage and Family Therapy Programs

This study explored career and relationship satisfaction of women faculty in accredited marital and family therapy (MFT) programs. Faculty were more satisfied with teaching duties than research or service duties and more satisfied with service than research duties. A backwards multiple regression procedure showed that the combined variables of psychosocial mentoring functions, expanded service duties, and having received an award for research or service were associated with greater levels of career satisfaction while career mentoring functions were associated with reduced levels of career satisfaction. Implications and suggestions for improving the academic climate are presented for institutions, MFT programs, the American Association for Marriage and Family Therapy (AAMFT), and the Commission on Accreditation for Marriage and Family Therapy Education (COAMFTE).     

Relationships among experience level and value orientation and the performance of paraprofessional telephone counselors

The effectiveness of indigenous paraprofessional helpers is thought to be partially due to the similarity in style and values between then and their clients. However, there is a concern that as they gain experience in an agency, their identification may shift from the clients to the agency. Also, there is a question as to how effective paraprofessionals (selected due to their shared values with a target population) are with value-dissimilar clients. Truax and Carkhuff's scales of facilitative conditions as well as a technique functioning scale were used to assess the helping behavior of paraprofessional telephone counselors at three levels of experience in response to value-similar and value-dissimilar simulated calls. The results indicate that performance generally improved with training and experience and that instead of a uniform deterioration with dissimilar value calls, a complex relationship existed between performance, values, and experience level.     

Contributions of the relational context to career adaptability among urban adolescents

The combined and unique contributions of four relational factors to four dimensions of career adaptability were examined for a sample of 322 urban high school students. When all variables were considered simultaneously, canonical analysis revealed that support from family, teachers, and close friends, and peer beliefs about school contributed significantly to the explanation of the four dimensions of career adaptability, school identification, perceptions of educational barriers, career outcome expectations, and career planning. When controlling for the other relational variables, family support contributed unique variance to the explanation of perceptions of educational barriers and career outcome expectations. Teacher support contributed uniquely to school identification and perceived peer beliefs contributed uniquely to perceptions of educational barriers and school identification.     

The making of careers, the making of a discipline: Luck and chance in migrant careers in geriatric medicine

The geriatric specialty, unpopular among most UK born and trained medical graduates, provided an opportunity for career development and achievement for those doctors whose training had been non-standard for a variety of reasons. Migrant doctors who have played a substantive role in the UK National Health Service since its inception made an important contribution to the building of that specialty, at the same time building their own careers. This paper draws on oral history interviews with the UK trained pioneers of geriatric medicine and with South Asian overseas trained doctors who entered the geriatric specialty in the middle decades of the twentieth century. It critically reviews the literature of skilled migration, specifically in terms of ‘brain drain’ and ‘push–pull’, focusing on historical and socio-cognitive communities and emphasizes the contribution of individual narratives of career development in the lives of migrants. Focusing on the use of luck and chance in accounts it suggests that although such terms are indicative of chance upon opportunity, they also suggest a role for agency in career development in contexts which were not auspicious. The outcome, for those interviewed, was regarded positively in career terms, but also had a significant part to play in the development of the career of the specialty of geriatric medicine and in the lives of the marginalized people for whom they developed a service.     

Brief Report: Assessment of Training and Supervision Needs Among Registered Behavior Technicians

We assessed the self-perceived training needs of Registered Behavior Technicians (RBTs) to inform the content and direction of supervision provided by Board Certified Behavior Analysts (BCaBAs). The RBTs identified several training priorities that would improve their delivery of applied behavior analysis (ABA) services. Self-assessment by RBTs combined with direct observation allows supervisors to develop individualized training plans with these paraprofessional providers.     

Relationship between career maturity and self-concepts of suburban and urban middle- and urban lower-class preadolescent black males

The relationship between career maturity and self-concepts of 252 sixth-grade black males was investigated. Student samples of suburban and urban middle- and urban lower-class were drawn from 42 different school settings located in Monroe, Erie, and Westchester Counties of New York State. The Attitude Scale of the Career Maturity Inventory and the Coopersmith Self-Esteem Inventory were used to assess the association of career maturity and self-concepts. Results indicated relatively weak-positive relationships between career maturity and self-concepts. Significant career maturity differences were found. However, self-concepts of the three groups were not statistically significantly different. Of the set of independent variables predicting and estimating variance accounted for (socioeconomic status, family intactness, place of residence, and reading), socioeconomic status was found to have the strongest predictive value on career maturity. It was suggested that researchers examine elementary school black students' career development in view of the group with whom they identify most.