Acceptability and Feasibility of Peer Assisted Supervision and Support for Intervention Practitioners: A Q-methodology Evaluation

Evidence-based interventions often include quality improvement methods to support fidelity and improve client outcomes. Clinical supervision is promoted as an effective way of developing practitioner confidence and competence in delivery; however, supervision is often inconsistent and embedded in hierarchical line management structures that may limit the opportunity for reflective learning. The Peer Assisted Supervision and Support (PASS) supervision model uses peer relationships to promote the self-regulatory capacity of practitioners to improve intervention delivery. The aim of the present study was to assess the acceptability and feasibility of PASS amongst parenting intervention practitioners. A Q-methodology approach was used to generate data and 30 practitioners volunteered to participate in the study. Data were analyzed and interpreted using standard Q-methodology procedures and by-person factor analysis yielded three factors. There was consensus that PASS was acceptable. Participants shared the view that PASS facilitated an environment of support where negative aspects of interpersonal relationships that might develop in supervision were not evident. Two factors represented the viewpoint that PASS was also a feasible model of supervision. However, the third factor was comprised of practitioners who reported that PASS could be time consuming and difficult to fit into existing work demands. There were differences across the three factors in the extent to which practitioners considered PASS impacted on their intervention delivery. The findings highlight the importance of organizational mechanisms that support practitioner engagement in supervision.     

Women with Beards and Men in Frocks: Gender Nonconformity in Modern American Film

The present study examines the portrayal of gender nonconformity in 36 American films released from 2001 to 2011. Mainstream and independent films with at least one character portrayed in a gender transgressive way were chosen for analysis. The films were coded at two levels: (1) the entire film, and (2) the individual characters. The entire films were coded for mainstream versus independent production, genre, and screen time of gender nonconforming characters. The characters were coded for the type of gender transgression, the characters’ demographics, and their purposes in the plot. The most common purpose of the non-conforming characters was humor, especially in mainstream films. Exploring identity was a much less common purpose and these films were far more likely to be independent films. The non-conforming characters were far more likely to identify as a static identity, man or woman, rather than anything else. Gender identity was almost always presented as something simple, static and binary.     

Self-Compassion and Predictors of Criminality

The main focus of this article is to conduct an exploratory investigation of self-compassion, a positive indicator of mental health, as a predictor of violence and criminality within a sample of prisoners. Correlation and regression analyses were used to explore the relationship that self-compassion has with self-control, self-esteem, and social connectedness. Associations between self-compassion and the subscales of self-control were also examined. Results from both correlational analysis and regression indicate that self-compassion is correlated with all 3 variables. Correlations revealed that self-compassion was related to all 6 subscales of self-control. Regression, however, revealed that impulsivity was the only predictor of self-compassion. Further analysis revealed problems with multicollinearity. Implications and limitations of these results are discussed.     

Autobiographical reflections on what it means to experience disruption

Accepting disruption as an inevitable occurrence in life, five nurse-teacher-researchers explore their experience with being disruptive/being disrupted. Reflection on the all-encompassing embodied experience of disruption takes us through a process of exploration and meaning-making. We pause to show what it is like to be in-between the known and unknown in creating a life in academia through stories. Plotlines such as being in-between family and work; transplanted outsider seeking a sense of belonging; going into the chaos while feeling invisible; and self-induced disruption in response to loss illuminate our reflection. The metaphor of the breathturn allows us to reconstruct our experience and to discern possibilities beyond the usual negative connotations.     

Does “Violent” Mean “Bad”? Individual Definitions of Violence

People use the word “violent” to describe a wide range of behaviors. When referring to acts of force, however, past research indicates that people often reserve the word “violent” to refer to acts of force that they define as “bad.” In the current study we use vignettes to explore variation in people’s definitions of a particular instance of the use of force. The findings indicate support for the idea that people reserve the word “violent” to refer to acts of force they view as “bad.” Findings indicate there is variation in perceptions of the level of violence, and whether the incident was even violent. Characteristics of the incident as well as the gender of those involved account for the majority of the variance explained.     

Unveiling the link between facets of positive nonverbal communication and perceived leader effectiveness: A moderated mediation model

Previous experimental research has examined the important role of combined facets of kinesics and paralanguage in engendering perceived leader effectiveness. However, little is known about the distinct impact of these overarching forms of nonverbal communication and the underlying mechanisms that account for this relationship. Hence, conducting a scenario and a survey, we examined the affect of leader positive kinesics and paralanguage on perceived leader effectiveness through trust in leader. Furthermore, we investigated if these indirect effects are contingent on a novel personality trait--namely, suspicion. The present results demonstrated that suspicion moderated the mediating effect of trust in leader on the relationship between both kinesics and paralanguage and perceived leader effectiveness. Implications and future research are also discussed.     

Distinguishing CEOs from Top Level Management: A Profile Analysis of Individual Differences,Career Paths and Demographics

Purpose

Identifying the characteristics of chief executive officers (CEOs) has been a longstanding goal in leadership and individual differences research. The purpose of this exploratory study was to consider which individual difference and career path variables differentiate CEOs from other senior managers.

Design/Methodology/Approach

Participants (N = 1152) were UK-based senior managers (n = 1040) and CEOs (n = 112) who completed a self-report measure of the Five Factor Model of personality (NEO-PI-R), a measure of cognitive ability (graduate and management aptitude test), and answered a number of additional questions on their career paths as part of development centres. Analyses comprised inter-individual mean difference tests, intra-individual external profile analysis and logistic regression.

Findings

Results indicated that personality facets of impulsiveness, vulnerability, activity and dutifulness showed the largest mean differences. No significant effects were found for the criterion profile pattern, but significant effects were found for profile level. Of the additional predictors, career path variables were the strongest predictors of CEO status.

Implications

The combination of significant effects across domains of individual differences and career path variables emphasizes the importance of a multivariate approach in the study of leadership, top management teams and career progression.

Originality/Value

The current study combines personality, cognitive ability, demographic and career path variables, and applies intra-individual methodologies to explore the characteristics of the very top level of organisational hierarchy.