The development of a human resource management (HRM) professional competence model: A pilot study

This study sought to develop and test a diagnostic tool for the measurement of professional human resource management (HRM) competencies in the South African context. Data on HRM competencies were collected from South African human resource (HR) practitioners (N = 189; females = 49.2%, blacks = 91.2%). Exploratory factor analyses resulted in three distinguishable HR competency dimensions: Professional behaviour and leadership (i.e. leadership-personal credibility, organisational capability, solution creation, interpersonal communication, and citizenship); Service orientation and execution (i.e. talent management, HR governance, analytics and measurement, and HR service delivery); and Business intelligence (i.e. strategic contribution, HR business knowledge, and HR technology).     

Counselling psychology in New Zealand

This article offers a brief overview of the history of counselling psychology in New Zealand. It describes current postgraduate study options and registration pathways as well as the institutions and organisations that provide legislative and professional membership and support to counselling psychologists in New Zealand. Data collected from a national survey in 2014 provide insight into the demographics of the profession in New Zealand, the theoretical frameworks that are utilised and employment opportunities that exist for counselling psychologists. The article also highlights the uniqueness of a cultural and contextual approach that aligns itself with New Zealand’s founding document, the Treaty of Waitangi/te Tiriti o Waitangi which is based on the principles of partnership, participation and protection. It concludes with the challenges the profession face as a new scope of practice. These challenges include establishing a professional identity in the mental health delivery system in New Zealand and responding to an ever increasing multicultural society.     

The Interactive Effects of Role Conflict and Role Ambiguity on Job Satisfaction and Attitudes Toward Organizational Change: A Moderated Multiple Regression Approach

This study investigates the joint effects of both role conflict and role ambiguity on job satisfaction and three dimensions of attitudes toward organizational change, namely affective, cognitive, and behavioral tendency in a multicultural work setting. The study used a sample of 397 employees from several manufacturing and service organizations in the United Arab Emirates. Results of the moderated regression analysis revealed that role conflict and role ambiguity have no interactive effects on job satisfaction and the three dimensions of attitudes toward organizational change. Results of the moderated regression analysis revealed that role conflict and role ambiguity independently and negatively affect job satisfaction, cognitive attitudes, and behavioral tendency attitudes toward organizational change. Results further pointed out that role ambiguity affected attitude toward organizational change independently and negatively. Implications, limitations, and lines of future research were discussed.     

An Exploration of Black Teens' Experiences of Their Own Racial Identity Through Photovoice: Implications for Counselors

Multiculturally competent counselors and researchers are called to understand individuals’ worldviews and experiences (Ratts, Singh, Nassar‐McMillan, Butler, & McCullough, 2016). Therefore, in this study, the authors explored Black teens’ experiences of their own racial identity using a qualitative participatory action research method called photovoice. Eight participants ranging in age from 14 to 17 took part in this study. Three themes emerged from the data: places you don't belong, comfort places, and strengths/concerns. The authors address implications for counselors. Consejeros e investigadores multiculturalmente competentes están llamados a entender los cosmovisiónes y experiencias de los individuos (Ratts, Singh, Nassar‐McMillan, Butler, & McCullough, 2016). Por lo tanto, en este estudio, los autores exploraron las experiencias de adolescentes negros sobre su propia identidad racial, usando un método cualitativo de investigación‐acción participativa llamado fotovoz. Ocho participantes de edades comprendidas entre los 14 y 17 años tomaron parte en este estudio. De los datos obtenidos surgieron tres temas: lugares a los que no perteneces, lugares de comodidad y fortalezas/preocupaciones. Los autores abordan las implicaciones para consejeros.     

Multicultural Competency Training of School Counselor Trainees: Development of the Social Class and Classism Training Questionnaire

The Social Class and Classism Training Questionnaire was developed to assess multicultural competency and training of social class and classism for school counselor trainees (SCTs). The authors analyzed the differences between accreditation status, social class backgrounds, and factors contributing to SCTs’ competence and training. Results showed that socially desirable responding, number of multicultural courses, and training level contributed most to perceived competence and training. This study provides insight into factors influencing SCTs’ competence and training of social class. El Cuestionario de Capacitación en Clase Social y Clasismo fue desarrollado para evaluar la competencia multicultural y capacitación en clase social y clasismo de consejeros escolares en formación (SCT, por sus siglas en inglés). Los autores analizaron las diferencias entre el estado de acreditación, la clase social de origen y otros factores que contribuyen a la competencia y capacitación de los SCT. Los resultados mostraron que las respuestas socialmente deseables, el número de cursos multiculturales y el nivel de capacitación contribuyeron en mayor medida a la percepción de competencia y capacitación. Este estudio ofrece una perspectiva de los factores que influyen en la competencia y capacitación en clase social de los SCT.     

Finding new ways to practise critically: applying a critical reflection model with Australian health promotion practitioners

Greater support is required in health promotion for practitioners to adopt critical approaches to their practice. Despite recognition of the role that critical reflection can play in supporting critical practice, it is underdeveloped in health promotion. This pilot study aimed to explore the use of critical reflection with health promotion practitioners. Critical postmodernism provided the theoretical perspective and critical reflection methodology guided the study. The data collection method involved the application of a critical reflection model via in-depth semi-structured interviews with two health promotion practitioners who were recruited using purposive sampling. Critical postmodernism and critical health promotion values and principles were the thematic frameworks used to analyse the data. Four types of assumptions were identified across both participants’ narratives: binary opposites and dichotomous thinking; identity and othering; professionalism; and power. Two key themes that evidenced these assumptions were conceptualising power as a commodity, and identity in the Aboriginal and Torres Strait Islander context. Both traditional and critical health promotion practice approaches were evident in participants’ practice. The process of engaging in critical reflection resulted in positive outcomes for the practitioners, including the identification of new, more critical ways of practising. Critical reflection provides a process for developing critical health promotion practice. The designation of critical reflection as a core health promotion competency may enhance the development of critical health promotion. Further research is needed to develop and test a critical reflection model incorporating the values and principles of health promotion with a larger sample of practitioners.     

Is the Association Between Multicultural Personality and Ethnic Tolerance Explained by Cross-Group Friendship?

The present study reports on the relations between multicultural personality and ethnic tolerance via associations with cross-group friendship in a sample of Portuguese university students (n = 270). It was found that the multicultural personality dimensions, particularly cultural empathy, open-mindedness, social initiative, and flexibility, were significantly correlated with ethnic tolerance. At the same time, a mediation model demonstrated that the relationship between open-mindedness and ethnic tolerance was partially mediated by cross-group friendship. In addition, emotional stability was found to be indirectly related to ethnic tolerance via its association with cross-group friendship. These findings highlight the importance of considering individual and contact variables in promoting tolerance toward representatives of diverse ethnic and cultural groups.     

The impact of career boundarylessness on subjective career success: The role of career competencies, career autonomy, and career insecurity

Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies—knowing-why, knowing-how, and knowing-whom—and career autonomy and career insecurity. The results provided empirical support for the importance of career autonomy, career insecurity, and the development of knowing-why and knowing-how competencies in the successful pursuit of a boundaryless career. The implications of these findings are discussed.     

多元文化经历促进创造力

大量实证研究支持了多元文化经历促进创造力这一假设。深度参与两种不一致的文化活动是多元文化经历提升创造力的前提条件; 在融合过程中, 双重认同者获得的交替、整合和包含等认知技能, 促进了个体的创造性表现。未来可以采用更具多样性的样本以扩展研究的外部效度, 考察认知评价、趋近动机、积极情绪的中介作用, 并加强国内对此领域的研究。