A Sandtray a Day Keeps the Doctor at Play: Using Sandtray for Personal and Professional Development

This article details a year-long project in which the author created a series of 365 sandtrays and journaled about them as a professional and personal growth project. The author shares professional and personal lessons learned from this experience and describes how reflective practices can be used as a method to improve clinical work.     

Teen Dating Abuse: A Paradigm for Mental Health Counselors

Teen dating abuse (TDA) is a serious public health problem affecting almost half of all adolescents in the United States. Because of the developmental characteristics of adolescence such as identity confusion and rejection of adult authority figures, counseling adolescents who are experiencing TDA can be particularly challenging. This article describes the types of abuse, the early warning signs of abuse, and effective strategies that mental health counselors can use to counsel and educate teen victims of TDA and others.     

Effectiveness of a Creative Arts Summer Camp: Benefits of a Short-Term,Intensive Program on Children’s Social Behaviors and Relationships

This pilot study evaluated whether a creative arts therapy program delivered through a 2-week summer day camp benefited children’s support networks and improved their general wellness. Camp staff completed ratings on the behavior of 11 children. Eleven parents (10 mothers) completed ratings on their children’s behavior. Surveys were utilized; data were analyzed using Wilcoxon t tests. Results demonstrated that camp staff observed the most significant improvements in children’s behaviors and relationships. Results of this study indicate that a social skills therapy program delivered through a creative arts summer camp can be beneficial to young children. Furthermore, these results were found during an intense, yet brief, period of time.     

Horse Play: A Brief Psychological Intervention for Disengaged Youths

This pilot study examined a brief psychological intervention delivered to a group of disengaged youths (n = 16) using horse-related activities to improve their levels of self-esteem and self-efficacy. The Rosenberg Self-Esteem Scale and the General Self-Efficacy Scale were administered (preintervention and postintervention). Participants’ case managers also completed a survey to assess their perception of the young people’s behaviors and attitudes to life. Participants showed a significant increase in their levels of self-esteem and self-efficacy following the intervention. There was also evidence of a positive shift in overall attitude toward life. The findings indicated that equine-facilitated therapy might provide a viable option for youths who have not responded to other interventions and who have disengaged from traditional institutions.     

Using Mixed Personal Growth Groups to Reduce Biases With Same-Sex Couples

Counselors serve numerous multicultural clients, such as individuals in same-sex relationships. However, some counselors-in-training (students) are reluctant to provide therapy to same-sex couples (SSCs). This article provides counselor education programs with creative guidelines/strategies for students to work with SSCs. Specifically, this article recommends a mixed personal growth group for counselors-in-training to develop better social-relational capabilities and multicultural sensitivity/awareness.     

The preference to work for a man or a woman: A matter of sex and gender?

A survey of 455 individuals sampled from two populations that varied in age, educational level, and work experience posed a question asked in Gallup polls over six decades: “If you were taking a new job and had your choice of a boss, would you prefer to work for a man or a woman?” Respondents could state that they would prefer a male boss, prefer a female boss, or had no preference. As expected from theory and Gallup results, respondents who had a preference preferred to work for a man more than a woman, although a majority expressed “no preference.” When they expressed a preference, women preferred to work for a female boss over a male boss more than men did, whereas men preferred to work for a male boss over a female boss more than women did. Sex-typed (i.e., masculine or feminine) respondents in gender identity exhibited a greater preference to work for a boss of a particular sex over having no preference than non-sex-typed respondents. Further, feminine respondents preferred to work for a female boss over a male boss more than masculine respondents did, whereas masculine respondents preferred to work for a male boss over a female boss more than feminine respondents did. Overall, these results suggest that the preference to work for a man or a woman is a matter of both sex and gender. Implications for job applicants' vocational decisions and how female leaders fare in the workplace are discussed.     

Being engaged when resources are low: A multi-source study of selective optimization with compensation at work

This study examined self-regulation in the form of selective optimization with compensation (SOC) at work as a moderator of the relationships of job control (as a job resource) and feeling recovered and energized in the morning (as a personal energy resource) with self- and coworker-rated work engagement. SOC was hypothesized to offset low levels of job control and low levels of personal energy. Based on a sample of 405 public-service employees in Germany, including a multi-source subsample of 141 employees and their respective coworkers, the results showed that SOC use moderated the relationship between the level of personal energy and self-ratings as well as coworker ratings of work engagement such that SOC mitigated low levels of personal energy. SOC at work did not offset low job control. The results suggest that using SOC is particularly important when employees lack energy. SOC strategies should, therefore, be fostered by managers and organizations.     

Prediction of true test scores from observed item scores and ancillary data

In many educational tests which involve constructed responses, a traditional test score is obtained by adding together item scores obtained through holistic scoring by trained human raters. For example, this practice was used until 2008 in the case of GRE^®General Analytical Writing and until 2009 in the case of TOEFL^® iBT Writing. With use of natural language processing, it is possible to obtain additional information concerning item responses from computer programs such as e‐rater^®. In addition, available information relevant to examinee performance may include scores on related tests. We suggest application of standard results from classical test theory to the available data to obtain best linear predictors of true traditional test scores. In performing such analysis, we require estimation of variances and covariances of measurement errors, a task which can be quite difficult in the case of tests with limited numbers of items and with multiple measurements per item. As a consequence, a new estimation method is suggested based on samples of examinees who have taken an assessment more than once. Such samples are typically not random samples of the general population of examinees, so that we apply statistical adjustment methods to obtain the needed estimated variances and covariances of measurement errors. To examine practical implications of the suggested methods of analysis, applications are made to GRE General Analytical Writing and TOEFL iBT Writing. Results obtained indicate that substantial improvements are possible both in terms of reliability of scoring and in terms of assessment reliability.     

The Myth of the Angry Atheist

Atheists are often portrayed in the media and elsewhere as angry individuals. Although atheists disagree with the pillar of many religions, namely the existence of a God, it may not necessarily be the case that they are angry individuals. The prevalence and accuracy of angry-atheist perceptions were examined in 7 studies with 1,677 participants from multiple institutions and locations in the United States. Studies 1–3 revealed that people believe atheists are angrier than believers, people in general, and other minority groups, both explicitly and implicitly. Studies 4–7 then examined the accuracy of these beliefs. Belief in God, state anger, and trait anger were assessed in multiple ways and contexts. None of these studies supported the idea that atheists are particularly angry individuals. Rather, these results support the idea that people believe atheists are angry individuals, but they do not appear to be angrier than other individuals in reality.