Wearing Two Hats: Counselors Working as Managerial Leaders in Agencies and Schools

The authors argue that many counselors who assume managerial leadership positions within agencies or schools (e.g., head school counselor, director of outpatient services) tread into unknown territory, a phenomenon reflecting the dearth of literature within the counseling field related to effective management. This article attempts to introduce effective managerial leadership practices, drawn largely from management literature, to help guide counselors serving in managerial leadership positions in creating and maintaining vital and productive counseling programs.     

Examining Biases and White Privilege: Classroom Teaching Strategies That Promote Cultural Competence

This article will discuss in-depth how a variety of effective classroom teaching strategies have been employed to assist White counseling trainees in developing a non-racist White racial identity (i.e., by examining biases and exploring privilege) thereby increasing cultural competence. Specifically, this article will address the utility of implementing classroom teaching strategies that promote both cognitive understanding and affective processing of biases and White privilege for White trainees. It will outline the efficacy of specific didactic (e.g., lecture, videos, discussions, readings) and experiential (e.g., small group interviews, journaling, autobiographies, modeling) in creating a non-racist White racial identity, thereby promoting cultural competence.     

Evaluating the individual counseling of conduct problem adolescents: The goal attainment scaling method

Goal Attainment Scaling (GAS) is described as a potentially useful way of evaluating goal attainment of individual counseling provided to public school adolescents with conduct problems. Utilization of the GAS method for individual counseling involves a counselor (e.g., school psychologist) and a pupil in goal setting, program design, goal attainment scaling, and goal attainment evaluation activities. An application of the GAS method to evaluate goal attainment of individual counseling of conduct problem adolescents in an urban high school is presented, and formative evaluation data pertaining to practical and technical properties of the approach are reported. Advantages and limitations of the GAS method are discussed.     

Field study investigation of applicant use of influence tactics in a selection interview

Employees often evaluate leadership potential when selecting applicants for jobs that require leadership ability (e.g., supervisors, firefighter captains). Research has shown that influencing others is an important part of being an effective leader, yet employers rarely explicitly consider applicants' use of influence tactics when evaluating applicants' leadership potential. The purpose of this study was to explore applicant use of influence tactics in an employment interview and to determine how such use relates to interview ratings. The authors observed firefighter applicants' behavior during a selection role-play interview and recorded their use of influence tactics. Results indicated that firefighter applicants used soft tactics (e.g., ingratiation, rational persuasion) significantly more frequently than they used hard tactics (e.g., pressure, coalition). Soft tactic use was positively correlated with interview ratings.     

Gender Differences in Leadership Aspirations and Job and Life Attribute Preferences among U.S. Undergraduate Students

The purpose of the present study was to examine gender differences in constructs associated with leadership aspirations in a sample of 467 undergraduate students because these might contribute to the gender gap in leadership attainment. The results demonstrated that female participants perceived themselves as having less leadership ability than male participants, and viewed their attainment of leadership roles as less likely than male participants did, which could reflect anticipated discrimination. Female participants reported less interest than male participants in elite leadership positions (e.g., CEO, senator), and associated positive characteristics with such roles less than male participants. They were also less likely than male participants to indicate a willingness to accept a promotion that would require them to sacrifice enjoyable work. Male and female participants ranked the importance of a variety of job and life attribute preferences similarly, though female participants emphasized the importance of life attribute preferences (e.g., family, good health), whereas male participants emphasized the importance of job attribute preferences (e.g., high salary). Finally, male participants were more likely than female participants to expect and prefer that they would out-earn their future spouses. These results highlight the need for greater consideration of how young women’s and men’s leadership aspirations and job/life preferences contribute to the gender gap in leadership attainment.     

A response rule for positive and negative stimulus interaction in associative learning and performance

The present article presents a response rule developed to account for both positive and negative stimulus interaction. In the response rule proposed here, positive interaction phenomena (e.g., second-order conditioning) and negative interaction phenomena (e.g., Pavlovian conditioned inhibition) are presumed to occur during performance and acquisition, respectively. Also, in this rule the novelty of the test stimulus determines the expression of positive interaction on responding. As the stimulus loses its novelty over training, positive interaction effects will wane, which will allow negative interaction effects to emerge in responding elicited by the stimulus. It is proposed that this response rule can be adopted by acquisition-focused associative models (e.g., Rescorla & Wagner, 1972) in order to account for contrary associative phenomena in the literature. The simulation program used in this study is available for download from the author’s website and from the Psychonomic Society website at www.psychonomic.org/archive.     

The mediating roles of career self-efficacy and career decidedness in the relationship between contextual support and persistence

Drawing from Social cognitive career theory, we examined how types of contextual support (e.g., parental support and number of career counseling sessions received) influence persistence. In addition, we test the roles of career self-efficacy and career decidedness as mediating mechanisms in the relationship between these types of contextual support and persistence. One hundred forty-six undergraduate students were surveyed over three measurement periods. Data were collected from multiple sources: surveys from students and parents and students' archival data. Results provided support for our hypothesized mediated model. Time 1 student and parent ratings of support and Time 1 number of counseling sessions received were related to greater Time 2 career self-efficacy and Time 2 career decidedness. This in turn was associated with Time 3 persistence (i.e., reduced academic program turnover). Theoretical and applied implications are discussed.     

Parental Behavior and Vocational Choice: A Comparison of Counselors and Engineers

This study compared the perceived parental behavior characteristics of 41 counselors in training and 33 fifth-year engineering students in a test of a part of Roe's vocational choice theory, which suggests dichotomous pattern of vocational choice: “toward persons” (e.g., counseling) or “toward nonpersons” (e.g., engineering) categories that will have been determined by the nature of the early childhood socialization process. In essence, a person who has experienced a warm loving home situation is more likely to enter a “toward persons” occupation and an individual whose parent-child relationship was emotionally cold will most likely gravitate toward a “toward nonpersons” occupation. Both groups were administered the Parent-Child Relations Questionnaire developed by Roe and Siegelman. The findings lend considerable support to Roe's theory.     

积极领导的消极效应：研究主题、分析视角和理论机制

在领导力研究领域, 积极领导力通常被视为提升组织、团队和下属产出的关键因素之一。近年来, 上述观点却不断受到质疑。在此背景下, 积极领导力潜在的消极效应日益引起关注, 并逐渐演变成为一个前沿课题。从现有的41项实证研究来看：(1)在研究主题上, 现有研究主要考察了变革、授权、道德、包容和仁慈等行为导向和领导-下属交换等关系导向领导风格的消极效应, 涉及对下属、团队和领导自身三类主体的消极作用; (2)在分析视角上, 主要包括两大类——构建兼具“积极效应”和“消极效应”的模型和单纯只考虑某一领导风格潜在的“消极效应”, 前者可以细分为三类双刃剑效应和两类非线性效应; (3)在理论机制上, 积极领导风格的消极效应可以用社会认定、社会交换、精神分析、认知加工和资源相关理论进行解释。未来研究可着重: (1)形成一个系统解释积极领导消极效应的整合性理论、框架或模型; (2)从领导类型、消极效应表现和作用机制方面进一步进行实证探讨; (3)挖掘积极领导消极效应的边界条件和破解因素, 为实践应用提供启示; (4)开展跨群体和针对特定群体的探讨。     

A Primer on Celtic Spirituality With Recommendations for Counseling Practice

Research suggests that expressions of Celtic spirituality are widespread among the U.S. populace (e.g., Pew Research Center, 2014; Sullivan, 2016). Adherents vary in their commitment levels, ranging from informal cultural participants to followers of structured forms of the faith tradition (e.g., Celtic Christianity, Wicca, Paganism). The counseling literature provides scant information on this movement and germane approaches to support clients who identify with this spirituality. To respond to this deficiency, we address the topic by contextualizing Celtic spirituality from definitional, historical, and thematic perspectives. Next, we consider implications for spiritually sensitive counseling practice. We include a case study, exemplifying potential adaptive counseling processes and interventions.     

“Born Black and Male”: Counseling leaders’ self-discovery of strengths

Africentric/Afrocentric psychology frames the interview findings on five African-American male leaders in a racial, ethnic, and culturally diverse counseling association. The consensual qualitative research method was used to extrapolate themes from the five interviews. Africentric cultural strengths suggested in the themes are (a) autogeny, (b) primacy of the person in the context of community, (c) consubstantiality of primordial substance, (d) perpetual evolution, and (e) living forever. Two themes related to counseling practice are (f) social justice and (g) cultural empathy. Common trends in statements across interviews are illustrated with rich quotations and summaries. Although the framework of continental African world view facilitated understanding a few African-American male counseling leaders, the study evidences a larger universal human dimension of individuals’ pain, resilience, self-discovery of strengths, and leadership bound to a collective self-concept by which leadership can take place both individually and collectively.     

Substitutes for leadership in anaesthesia teams and their impact on leadership effectiveness

In this study we aim to increase our understanding of leadership in anaesthesia teams by investigating the relationship between substitutes for leadership, leadership behaviour, and team performance in situations with varying levels of routine and standardization. The present study relied on video recordings of 12 anaesthesia teams in a simulated setting with the occurrence of a nonroutine event. Clinical team performance was measured by the speed of adequate team reaction to this event. The leadership behaviours observed were coded either as content oriented (e.g., information transmission) or structuring (e.g., assigning tasks). Results showed that leadership behaviour changed depending upon the level of routine of a situation, the degree of standardization, and, to some extent, on the experience of team members. Leadership tends to be positively related to team performance during nonroutine and low standardized situations but negatively related to team performance in routine and highly standardized situations. Furthermore, leadership is only slightly related to team member experience. This study improves our understanding of influences of substitutes for leadership on successful leadership behaviour in anaesthesia teams. The findings also lead to suggestions for both further research and the enhancement of team leadership in critical care.     

Psychological counseling as an adjunct to stuttering treatment: Clients’ experiences and perceptions

PurposeStuttering can trigger anxiety and other psychological and emotional reactions, and limit participation in society. It is possible that psychological counseling could enhance stuttering treatment outcomes; however, little is known about how clients view such counseling. The purpose of this study was to gain an understanding of clients’ experiences with, and perceptions of, a psychological counseling service that was offered as an optional adjunct to speech therapy for stuttering.MethodNine individuals who stutter (13-38 years old) participated in semi-structured interviews. Six participants had taken part in psychological counseling; three participants did not do so. Interview data were analyzed using grounded theory as a guiding framework.ResultsFour thematic clusters emerged from participants’ accounts: insights into personal decision-making, why others may not participate in counseling, psychological counseling as a worthwhile part of therapy, and counseling as a necessary component in a stuttering treatment program.ConclusionIn addition to experiencing barriers and facilitators to help-seeking that are reported in related fields, participants accounts also revealed novel facilitators (i.e., a ‘why not’ mentality and the importance of having a pre-existing relationship with the clinician who offered the service) and barriers (i.e., viewing the service as a ‘limited resource,’ and, the overwhelming nature of intensive stuttering treatment programs). Findings suggest that clients value the option to access psychological counseling with trained mental health professionals to support the stuttering treatment provided by speech-language pathologists. Participants made recommendations for the integration of psychological counseling into stuttering treatment programs.     

Extraversion and job performance: How context relevance and bandwidth specificity create a non-linear,positive, and asymptotic relationship

The personality factor of extraversion has been associated with performance in some occupations (e.g., sales), and it has been one of the most consistent personality predictors of leadership. Recent research indicates that extraversion could have a non-linear relation with performance. At the same time, many researchers have contended that scholars should utilize measures of personality narrower than factors and that the bandwidth and relevance of personality should fit both the criterion and the context of a study. We argue and find that by examining an aspect of extraversion (i.e., social potency) in a particular vocational context (i.e., enterprising job demands), non-linear, asymptotic (diminishing marginal benefits) effects will be demonstrated on a relevant type of performance (i.e., enterprising job performance). We review implications, limitations, and avenues for future research.     

Supervision of Psychosocial Skills in Genetic Counseling

Little has been written about how genetic counseling supervisors can help students develop psychosocial skills in their clinical rotations. The authors describe several approaches supervisors can use, ranging from preventive measures (e.g., normalizing anxiety), to skill-enhancing interventions (e.g., modeling and thinking aloud), to more direct approaches (e.g., immediacy, confrontation) that may be necessary for students who are reluctant, or even resistant, to using psychosocial skills with their clients.     

Making e‐working work

It is estimated that by 2010 there will be 20 million full‐ and part‐time telecommuters working in the United States. The purpose of this article is to assist employment counselors in their work with organizations in implementing e‐worker programs as well as in their counseling of e‐workers. The authors define e‐worker, summarize the growth of e‐worker programs, outline benefits and drawbacks to teleworking, discuss critical elements of a successful teleworker program, and elaborate on potential strategies for becoming a successful e‐worker.     

Family environments of women who return to college

This study investigated various aspects of the impact of family environments when mature married women return to college. Thirty-nine women who had returned to college and their husbands were compared to 39 nonreturnees and their husbands on the Moos Family Environment Scale and the Locke-Wallace Marital Adjustment Scale. It was found that there were both positive (e.g., intellectual-cultural) and negative (e.g., greater conflict) aspects of family environments of returning women. The findings' implications for counseling such populations of college women are discussed. The need for longitudinal studies in this area to determine the impact on the family created by a woman's return to school is suggested.This research was part of a master's thesis by the senior author.     

A multiplex view of leadership structure in management teams

In the hope of complementing the structural perspective in upper echelon research and advancing a fine-grained understanding of dyadic leadership influence in management teams, the current study combines two types of intrateam structures—leadership network and friendship network—to create a multidimensional conceptualization of leadership structure in management teams. Specifically, we propose that management teams with a denser singular leadership network (i.e., a network consisting of many leadership ties that are not coupled with friendship ties) should have lower management team cohesion, which subsequently renders worse business unit performance. To contrast, management teams with a denser multiplex network (i.e., a network consisting of many leadership ties that are coupled with friendship ties) should have higher management team cohesion, which subsequently renders better business unit performance. Guided by structural contingency perspective, we further propose that management team task interdependence will strengthen team cohesion's positive impact on business unit performance. To test the hypothesized model, we collected team-level social network data and multiple-wave survey data from 697 managers nested in 148 hotels (i.e., 148 management teams) owned by a large hospitality company. We also obtained objective performance data for each hotel (i.e., occupancy percentage rate and revenue per available room per day) as the criterion measure. The data supported our hypotheses. The theoretical and practical implications of our findings are discussed.     

Charismatic leadership and organizational outcomes: The mediating role of employees' work-group identification

This research examines the degree of employees' identification with the work-group as a function of charismatic leadership (e.g., Conger & Kanungo, 1998 1998) and the mediating role of work-group identification (Van Knippenberg & Van Shie, 2000 2000) in the relationship between charismatic style and different work outcomes. Thus, the general aim was to analyse leadership and work outcomes as they are associated to social identification processes, referring both to recent developments of charismatic leadership models and to the recent developments of the social identity analysis applied to the workplace (see Abrams & Hogg, 2001 2001). Two field surveys were conducted using 200 Italian public and private sector employees (two different working organizations). Two questionnaires were designed in order to collect data. They included different measures of charismatic leadership derived by the literature (e.g., the Conger-Kanungo Charismatic Leadership Questionnaire; Conger & Kanungo, 1994 1994, 1998 1998, for Study 2), a scale to assess the degree of identification with the work-group (Van Knippenberg & Van Shie, 2000 2000), and some scales to measure the different outcomes considered (e.g., Brown and Leigh's effort measure, 1996 1996; Mobley's turnover intention measure, 1977 1977). As predicted, results of Study 1 revealed that charismatic leadership was positively related to work-group identification, and employees' work effort was positively related to work-group identification. Work-group identification also mediates relationship between charismatic leadership and work effort. Results of Study 2 replicated the positive association between charismatic leadership and employees' work-group identification; work-group identification is also associated with their job involvement, job satisfaction, performance, and turnover intention. The same mediating role of work-group identification between charismatic leadership and the criteria mentioned above was found. Underlying mechanisms as well as implications are discussed.     

Character development in adolescents

This study explored the effects of a program consisting of communication and counseling skills, assertiveness training and moral dilemmas on the character development, i.e., moral reasoning, ego development, and assertiveness of high school students. It was hypothesized that exposure to the experimental treatment would enhance the character development of high school students. Fifty-four high school seniors enrolled in three psychology classes were assigned randomly to two treatment groups and one control group. Assessment instruments were the Defining Issues Test, to measure moral reasoning, the Washington University Sentence Completion Test, to measure ego development, and the Rathus Assertiveness Schedule, to measure assertiveness. A repeated measures analysis of variance was used to determine significant differences between control and treatment posttest means with respect to the dependent variables--moral reasoning, ego development, and assertiveness. The results demonstrated that the character development of the students in the experimental treatment group was affected significantly over time by the program.