Thesis (Ph. D.)--University of Wisconsin--Madison, 1980. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 130-136).

Academic interest in the professional practice of sport psychology has meant a proliferation in models, theories, and guides to successful service provision, from gaining entry into practice to the evaluation and/or termination of service. However, there is an absence of research that examines the stage before practice can begin, and in particular, the formal employment interview. In order to address this gap in the literature, this thesis developed an understanding of the skills necessary to navigate the employment interview as a sport psychology consultant (SPC). The first study identified the features of experience that influenced gatekeepers to sport psychology s previous hiring decisions (study one). Assuming an interpretative phenomenological approach, data were collected through interviews with seven gatekeepers in positions directly responsible for hiring SPCs within United Kingdom elite sport organisations. The participants experiences were interpreted to be influenced by four key features of the sport psychologists; (a) consultant affability, (b) consultant confidence versus arrogance, (c) consultant collaboration, and (d) presentation of consultant competencies. These features of experience were then used to create two short video vignettes simulating the employment interview between gatekeeper and practitioner (study two). Utilising these vignettes to stimulate discussion, Trainee Sport Psychologists were interviewed (n=31) concerning their ability to identify interview skills, their perception of their own skills, the sources of such skills and how they could be developed. Findings revealed that despite possessing desirable levels of both affability and collaboration skills, participants reported low levels of confidence in sport psychology and the ability to present their competencies. Parent and peer attachment, educational background and specific experiential features were proposed as sources of these skills. In an attempt to further examine the potential interactions between these proposed sources of interview skills, currently accredited, practicing Sport Psychologists and those undertaking practical training routes (n=214) were surveyed (study three). The findings of this study indicated that a SPC s peer attachment, educational background, applied experience, and interview experience variably relate to self-perceived levels of consultant affability, confidence in sport psychology, collaboration, and presentation of competencies. However, there was no significant effect observed for parent attachment, as suggested within study two. Together, the studies within this thesis provide the first examination of the features of experience that have influenced historic consumer decisions within the hiring of SPCs, the skills which SPCs should possess in order to gain entry through an employment interview, and the sources from which these skills may be derived.

The current study evaluated the effectiveness of Acceptance and Commitment Therapy (ACT) to help reduce anxiety experienced during an interview with three individuals with varying Developmental Disabilities (DD). A multiple baseline across participants with embedded probes was used to evaluate the effectiveness of the intervention. The intervention consisted of mindfulness and defusion exercises used directly before an interview was conducted. Data were collected during each interview using an interview checklist created specifically for this study. The checklist consisted of two parts: anxiety measures and an interview question portion. The checklist was used to help score the overall performance for each participant during an interview. A BST procedure was used for two of the three participants to help their skill acquisition of correctly answering interview questions. Secondary measures were taken for a pre and posttest that consisted of a modified state social anxiety scale. The results from the study indicated that the use of ACT helped decrease anxiety experienced during an interview and also helped increase their overall performance during an interview.

It is unclear if staff at career centers use, or are willing to use, empirically-supported procedures like behavioral skills training (BST) when teaching interview skills to college students. The purpose of this study was to assess the extent to which the typical career center training consisted of BST, to evaluate staff-implemented BST, and to measure student performance as a result of both training. Using non-concurrent multiple baseline design, three staff were taught to use BST to teach three students to answer interview questions. First, staff used their typical training procedure, and then, they used BST to teach student interview skills; their use of BST steps was measured during training with students. Student performance was measured as percentage of appropriate answers provided during simulated interviews conducted with the experimenter after training. Results showed limited use of BST in staff’s typical training and increased use after BST training. One student improved after a typical career center training and two students showed improvement after staff-implemented BST. Social validity reports from staff showed acceptance for some steps, but not all. Limitations to this study included small selection of interview questions, time constraint, and self-reported social validity measures. Future studies can evaluate alternative methods of BST delivery including computerized BST.

It is unclear if staff at career centers use, or are willing to use, empirically-supported procedures like behavioral skills training (BST) when teaching interview skills to college students. The purpose of this study was to assess the extent to which the typical career center training consisted of BST, to evaluate staff-implemented BST, and to measure student performance as a result of both training. Using non-concurrent multiple baseline design, three staff were taught to use BST to teach three students to answer interview questions. First, staff used their typical training procedure, and then, they used BST to teach student interview skills; their use of BST steps was measured during training with students. Student performance was measured as percentage of appropriate answers provided during simulated interviews conducted with the experimenter after training. Results showed limited use of BST in staff’s typical training and increased use after BST training. One student improved after a typical career center training and two students showed improvement after staff-implemented BST. Social validity reports from staff showed acceptance for some steps, but not all. Limitations to this study included small selection of interview questions, time constraint, and self-reported social validity measures. Future studies can evaluate alternative methods of BST delivery including computerized BST.

he purpose of the current study was to evaluate the use of behavior skills training via telehealth to teach job interview skills to emerging adults with ASD. Additionally, the study examined if following intervention, skills were able to generalize to new interviewers. 2 undergraduate and 1 graduate student with ASD participated in the study, and received intervention for 3 behaviors: (1) appropriately answering questions, (2) asking appropriate questions, and (3) engaging in appropriate body language. The current study used a multiple baseline design across behaviors. Results from the study indicated BST via telehealth was effective in teaching job interviews skills. Each participant remained at mastery during generalization and did not require a booster session. Social validity ratings completed by each participant indicated they found the intervention method to be fair, effective, and efficient for the identifed need. Limitations and directions for future research are discussed.