Despite its potential to enhance the mental health of college student populations, the efficacy of gatekeeper programs in connecting suicidal students with professional help is unclear. Potential negative side effects of peer helping programs, such as gatekeeper training, are rarely examined and there is not a sufficient body of evidence documenting the efficacy or safety of peer helping programs, despite their widespread use. The challenge of implementing a safe and effective peer based gatekeeper campus suicide prevention effort lies in balancing the benefits of connecting suicidal students to professional help more often and sooner, with the potential adverse mental health impacts of participation on gatekeepers. This study examines how a gatekeeper training program might increase suicidal student help seeking and measures the mental health impact of participation on Resident Assistants (RAs) trained in suicide prevention. This study will explore whether a more intensive helping role by the RA amplifies the effect of referring and securing professional help for suicidal students. This study also measures how differing the intensity of help provided by RAs impacts the gatekeepers’ own stress and suicidality levels. RAs will be trained under high versus low intensity helping conditions. RAs in the low intensity helping condition will be trained to identify potentially suicidal students and refer them for professional help. RAs in the high intensity helping condition will be trained to identify potentially suicidal students, engage them in a quasi-professional helping role, and refer them to professional help. This study will also explore whether promotion of telephone counseling as a helping resource will impact referrals to and utilization of professional help, either in-person or through telephone counseling. / text

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This study examined the supervisory interactions of past and present residence life staff members, specifically, the implications of race on the residence life professional (HD)/residence life student staff member (RA) supervisory relationship. College and university residence halls provide some of the most diverse environments that individuals will encounter as they move through life (Amada, 1994; Jaeger & Caison, 2005). It is in these spaces that individuals learn the most about themselves and others. Thus, learning to navigate multicultural interactions is critical. Facilitated by residence life staff, this knowledge serves as preparation for the actual experiences and situations students will face once they are in the "real world." Although some areas of the higher education literature were limited, the literature review supported the role that residence life staff members have in preparing student staff members (whom are also residents) for the workplace. Learning how to handle situations in the workplace where there are differences such as language, race/ethnicity, culture, or values and beliefs will aid in positive interactions with others and ultimately contribute to a better working environment--inside and outside of the residence halls. Qualitative methods were used for this study because of their attention to vivid and layered descriptions. These descriptions give voice to a person's experiences and interactions and help them make meaning of their own worlds. As a result of residence life staff members living where they work, the most appropriate way to further examine their life experiences was through a phenomenological lens. In addition to the aforementioned qualitative methods, modified versions of quantitative instruments from an earlier study (Ladany, Brittan-Powell, & Pannu, 1997) and two other scales (Helms & Carter; 1990; Helms & Parham, 1996) were used to measure the racial identity development of the participants. These inventories relied on participants to self-report their perceptions. After these assessments were completed, interviews were conducted with 10 randomly selected participants (five RAs and five HDs). Five themes emerged from these participant interviews: prestige, protection, privilege, proximity, and preparedness. / text

College student suicide is a significant concern on university campuses and suicide prevention has become a focus for outreach intervention. While college counseling centers appear effective in helping students who present for treatment, suicidal students also seem to underutilize professional help. Gatekeeper training programs have emerged to help colleges and universities tap into existing student social networks to encourage early intervention. Gatekeeper training is a type of suicide prevention intervention used to encourage members of the university community to identify, engage, and refer suicidal students to professional help. Resident Assistants are often a focus of such training as they exist in the living environment of students and may be more able to identify student distress than other staff. However, the potential for adverse mental health impact on those RAs we call upon to help is not well understood and no studies to date have examined the impact of suicide prevention training on their mental health. Using data from surveys administered in connection with the participation of Resident Assistants in Suicide Prevention Training at The University of Texas at Austin, this study explores the mental health impact on RAs associated with their serving as gatekeepers. Multiple regression analyses were used to study the impact of intervention load, perceived role responsibility, the acquisition of suicide prevention content knowledge and perceived competency to perform the duties of a gatekeeper, and support-seeking behavior on the stress and distress of RAs over the course of a semester. Results suggest that RAs appear resilient to situational stress experienced with resident mental health interventions. RAs also appear to have considerable prior, personal experience with suicidal thinking and others who are suicidal. Additionally, they generally report not seeking support as often as they could, yet also increasingly turn to their co-workers in residence life for support. A repeated measures ANOVA analysis found that over the course of the semester RAs reported an increased threshold for engaging in interventions with residents and for seeking support for themselves. Implications for gatekeeper training and future research are discussed. / text

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College administrators have been in the business of employing students as RAs or an equivalent position for many years. Over those many years, the students and the type of students hired for this position changed. Once again, it is time for a generational change. Gen Y students are currently entering at least their second year of college and are now eligible to apply for RA positions. The present study operated on the assumption that student motivations to seek the RA position may have changed over time as new generations of students have entered higher education. The perceived benefits of student employments in positions such as the RA position may shift with the change in the characteristics, needs, motivations, and desires of the students to seek employment. Researching employment motivations periodically to gauge shifts in reasons for seeking employment in the RA position may be helpful. The present study has significance for both future practice and future research in student affairs. In terms of future practice, three constituencies might be interested in the results of the study: Residence Life practitioners (RLPs), RAs, and student affairs practitioners. In the current study, there were several significant findings. First, Gen Y students sought the RA position for the following reasons (by order of importance), Helping Behaviors, Career Development, Financial Obligations, RA Cohesiveness, Personal Growth, and Desire for Power. Second, Gen Y females reported Helping Behaviors as an important reason for seeking the RA position significantly more often than did their male counterparts. Third, the research found no statistically significant differences in the reasons majority and minority Gen Y students sought the RA position. Finally, statistically significant differences were found when the reasons Gen X and Gen Y students sought the RA position were examined. Although the study examined only a limited number of Gen Y students, the results indicate that Residence Life professionals and RA staff selections teams may want to reconsider the way in which RA applicants are recruited. / Master of Arts