The Australian Psychology Workforce 2: A national profile of psychologists' education,training, specialist qualifications and continuous professional development

Objective data on the training profiles of Australian psychologists is scarce, despite important reforms across the higher education sector. This study aimed to profile Australian psychological training leading to registration. Universities, Registration Boards and registrants were profiled during 2008. Results revealed that there were 1063 postgraduate places a year across 34 university postgraduate training programs, with two thirds of places in clinical psychology. However, half of psychologists do not undertake postgraduate training, but undertake four years of university psychology followed by a 2 year internship (4+2) to make up the minimum standard for registration of 6 years training. Those with over 6 years of university training tended to work more in clinical, university or specialised areas of practice, whereas those with 4+2 were more likely to work in schools and general counselling. One quarter of psychologists are College members and 13% have doctoral qualifications. Analysis revealed a workforce that is actively engaged in ongoing professional development, supervision and further training. The profession has grown steadily in size by 6.24% per annum over the past 8 years and this presents a challenge for increasing the supply of postgraduate training places.     

Contingent employment in academic careers: Relative deprivation among adjunct faculty

This article utilizes relative deprivation theory to examine the careers of non-tenure-track instructors and research associates. Demographic status, motivations for accepting contingent employment, and standards of comparison used to assess the quality of the job were all related to the degree of relative deprivation experienced by adjunct faculty. Furthermore, even after controlling for the level of objective job rewards (e.g., salary) and objective working conditions (e.g., hours worked), relative deprivation was consistently and negatively related to both career attitudes and job behaviors. The article concludes with directions for future theory development, empirical research, and management practice in regard to academics and other highly-skilled professionals engaged in contingent employment.     

Valuing the invaluable: Do emotional experiences during fertility treatments affect the willingness to pay for them?

Introduction

This paper extends the accepted economic method of valuation by taking psychological factors into consideration.

Organizational and client commitment among contracted employees: A replication and extension with temporary workers

This study replicates and extends Coyle-Shapiro and Morrow’s study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 28, 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed relates to affective organizational commitment towards the client. However, this study further suggests that client POS also relates to continuance commitment towards the client as well as affective and continuance commitment towards the temporary agency. Finally, temporary workers’ desire to pursue temporary work relates to affective commitment towards the temporary agency, but continuance commitment to the temporary agency is related to a preference for permanent employment.     

Contingent on contingencies: Connections between anger rumination,self-esteem,and aggression

Mixed findings have engendered debate regarding the relationship between self-esteem and aggression. The present study tested the hypothesis that the contingency of perceived self-worth on external factors (i.e., contingent self-esteem) predicts aggression, particularly reactive, over and above global self-esteem, and that anger rumination exacerbates this relationship. The potential moderating role of gender was also considered. Regression analyses on a sample of 729 undergraduates revealed that contingent self-esteem interacts with both anger rumination and gender to predict reactive aggression. In combination with observations for proactive aggression, results of the present study suggest that the variation in previous findings may be at least partly explained by failure to account for the influences of self-esteem contingency, gender, and functional subtypes of aggression.     

Addressing the Supply of Psychologists in the Workforce: Is Focusing Principally on Demand Sound Economics?

The growth of the psychologist workforce offers greater human capital for delivering psychological services. Workforce expansion also may contribute to excessive services or psychologists' employment concerns. Our survey revealed that interns and Internship Directors perceive the supply and demand workforce imbalance as one of the most important problems, and possibly the most challenging problem, facing professional psychology in the next decade. Organized psychology has predominantly focused on options for approaching workforce imbalances by exploring avenues for increasing the demand for psychologists' services and broadening the scope of their professional activities. Additional attention to moderating the supply of psychologists and current training levels is perceived as an important and potentially more successful means of addressing imbalances between the workforce supply and the demand for psychologists' services. Internship directors were pessimistic about the impact of most of the resolutions of the 1997 Supply and Demand Conference in addressing workforce imbalances.     

Policy and Financing of the Professional Psychology Workforce

The federal government has played a significant role in the financing the education of healthcare professionals since the introduction of Medicare in 1965. However, professional psychology's limited ability to argue the critical nature of its services to the welfare of the nation, and its lack of national workforce information and policy, has hindered its inclusion in Medicare's Graduate Medical Education (GME) program. This paper discusses the evolution and current status of healthcare workforce policy in the United States, and the implications for psychology and the training of future professionals. Also described are recent efforts by the American Psychological Association (APA) and a few psychologists to include professional psychology in the GME program. The importance of organized psychology's sustained involvement in national health policy is emphasized.