Thesis (M.S.)--Missouri State University, 2008. / "May 2008." Includes bibliographical references (leaves 159-165). Also available online.

Thesis (Ph. D.)--University of North Texas, Dec., 2008. / Title from title page display. Includes bibliographical references.

The purpose of this longitudinal, quantitative, quasi-experimental study was to explore the effects of a standardized bipartite workshop on counselor trainees’ case conceptualization competency. A secondary purpose was to examine the relationship andeffects of mindfulness, anxiety, personality, and the benefits of the training. Master’s level counselor trainees (N = 121) participated in a two-part workshop (3 hours in length per workshop) designed to teach the integrative case conceptualization model (Sperry, 1989). For each workshop, pre- and post-intervention case conceptualizations were rated by at least two independent raters using the Case Conceptualization Evaluation Form 2.0 (CCEF 2.0). Mindfulness was measured by the Five Facet Mindfulness Questionnaire - Short Form (FFMQ-SF), whereas the State Trait Anxiety Inventory (STAI) and Big Five Inventory (BFI) were utilized to measure anxiety and personality, respectively. The differences between the experimental and comparison group’s case conceptualization scores were tested using Welch’s Two Sample t-tests. A significant difference was found between the first workshop’s gain scores of the experimental group (M = 28.32, SD = 10.71) and the comparison group (M = 17.88, SD = 10.54), t(66.31) = 4.17, p < 0.001, CI.95 [5.45, 17.88]; d = 0.98. A similar result was found for the second workshop, there was a significant difference between the experimental group (M = 14.07, SD = 14.29) and the comparison group (M = 6.57, SD = 13.01), t(98.39) = 2.78, p = 0.006, CI.95 [2.15, 12.86]; d = 0.55. A combined anxiety and mindfulness multiple regression provided evidence to support substantial links between anxiety, mindfulness, and case conceptualization F(8, 88) = 8.64, p < 0.001, R2 = 0.44, CI.95[.23, .52]. This model accounted for approximately 44% of the variance of the first (pre-test) case conceptualization scores. Additionally, a moderation effect was detected for anxiety and case conceptualization. There was evidence to suggest that the extraversion personality factor moderates the effect of anxiety on case conceptualization. Post-hoc analyses conducted (cluster analysis) found two significant and unique personality clusters in the data, which were consequently confirmed by discriminant analysis, achieving 90% classification accuracy. / Includes bibliography. / Dissertation (PhD)--Florida Atlantic University, 2021. / FAU Electronic Theses and Dissertations Collection

Recém contratados em uma organização participam de um processo de socialização organizacional, em que aprendem as características do ambiente em que estão inseridos, e modelam seus comportamentos e atitudes assumindo um papel na organização. Trainees são jovens recém formados que se submetem a um rigoroso processo seletivo e, uma vez contratados, participam de um programa de desenvolvimento profissional que poderá conduzir a uma carreira para postos estratégicos na organização. Na fase denominada socialização antecipatória há a criação de expectativas por parte do ingressante anteriormente à entrada na organização, a não confirmação das mesmas conduz a um processo denominado choque de realidade. A seleção realística é uma forma de processo seletivo que diminui as chances de não confirmação de expectativas, apresentando ao candidato a organização como ela realmente é. O processo de socialização tem por objetivo diminuir o stress inicial, ambientar o novato e reduzir a possibilidade de abandono da organização. O objetivo deste estudo é analisar a ocorrência ou não do choque de realidade de alunos egressos da Faculdade de Economia, Administração e Contabilidade de Ribeirão Preto, formandos no ano de 2009, selecionados e contratados em programas trainees, sua satisfação e desejo de permanência na organização. Para conduzir o estudo foram aplicados dois questionários, um anteriormente à entrada na organização e outro posteriormente ao ingresso na organização, identificando o realismo do processo seletivo, as expectativas não confirmadas e confirmadas e as práticas de ambientação da organização, verificando a existência ou não do choque de realidade dos alunos e a satisfação com a empresa. / Newcomers hired share a process called organizational socialization, where they learn the environment caractheristics and model behavior, assuming an role at organization. Trainees are youngs graduate submitted a rigorous selections process to entry an organization and when hired are developed in a career program for in the future assume strategics roles. Na. Expectations are created by newcomers before entry organization, in the anticipatory socialization stage, and the unmet expectations leads to reality shock. Realistic job preview is a selections process to reduce chances of not confirming expectations of newcomers, presenting them organization how it really looks. Socialization processs objective is to reduce initial stress and incorporate newcomer at organization environment, reducing the chances of leaving it. The purpose of this study is to analyse the existence or not of a reality schok of graduated from Faculdade de Economia, Administração e Contabilidade de Ribeirão Preto Faculdade de Economia, year 2009, Administração e Contabilidade de Ribeirão Preto, hired at fast track programs. Two questionnaires were developed, one prior entry organization, the other before entry, identifying the reality of selections process, met or unmet expectations and organizations pratices on environmenting newcomer, verifying existence or not of a reality schok.

Counselors and counselors-in-training are expected to provide affirmative and competent counseling services to lesbian, gay, and bisexual (LGB) clients. Counseling self-efficacy, a construct based on the tenets of social cognitive theory, is a useful framework to assess counselors’ perceptions regarding their competencies in providing such services. To date, little is known about factors that may either enhance or inhibit counselors’ LGB counseling self-efficacy beliefs. In the present investigation, structural equation modeling (SEM) was employed to test two conceptually derived models consisting of predictors of counselor trainees’ LGB counseling self-efficacy beliefs. For the first model, trainees’ LGB focused personal, clinical, and training experiences, sexual identity exploration and commitment, attitudes towards LGB persons, and levels of lesbian and gay (LG) threat were examined in order to determine their levels of influence on counselor trainees’ LGB counseling self-efficacy. The second model was a mimic model that tested whether counselor trainees’ sexual orientation identities moderated the other variables’ influences on LGB counseling self-efficacy. The second model also examined differences in self-efficacy beliefs between heterosexual and non-heterosexual participants. These models were tested on 406 counselors-in-training who were recruited via the Internet. Using Structural Equation Modeling analyses it was found that LGB attitudes and LG threat both significantly and partially mediated the relationship between counselor trainees’ experiences and LGB counseling self-efficacy such that, for trainees’ with positive attitudes and lower LG threat, more experiences predicted higher LGB counseling self-efficacy. Sexual identity exploration and commitment, however, did not predict LGB counseling self-efficacy. The mimic model indicated that counselor trainees’ sexual orientation identities were a significant predictor of LGB counseling self-efficacy. It was also discovered that trainees’ experiences and LG threat remained significant predictors of self-efficacy while LGB attitudes did not. Finally, it was found that non-heterosexual trainees endorsed higher efficacy as compared to heterosexual trainees. A post-hoc analysis was conducted to determine whether sexual identity exploration and sexual identity commitment differentially impacted LGB counseling self-efficacy. Results suggested that sexual identity exploration fully mediated the relationship between counselor trainees’ experiences and self-efficacy. Yet, sexual identity commitment did not significantly impact self-efficacy. The findings from this investigation reveal the importance of counselor training and clinical experience on LGB counseling self-efficacy, as well as the importance of exploring barriers on LGB counseling self-efficacy. This study’s strengths, limitations, contribution to research, training, and practice are discussed, as are suggestions for future research. / Department of Counseling Psychology and Guidance Services

Recém contratados em uma organização participam de um processo de socialização organizacional, em que aprendem as características do ambiente em que estão inseridos, e modelam seus comportamentos e atitudes assumindo um papel na organização. Trainees são jovens recém formados que se submetem a um rigoroso processo seletivo e, uma vez contratados, participam de um programa de desenvolvimento profissional que poderá conduzir a uma carreira para postos estratégicos na organização. Na fase denominada socialização antecipatória há a criação de expectativas por parte do ingressante anteriormente à entrada na organização, a não confirmação das mesmas conduz a um processo denominado choque de realidade. A seleção realística é uma forma de processo seletivo que diminui as chances de não confirmação de expectativas, apresentando ao candidato a organização como ela realmente é. O processo de socialização tem por objetivo diminuir o stress inicial, ambientar o novato e reduzir a possibilidade de abandono da organização. O objetivo deste estudo é analisar a ocorrência ou não do choque de realidade de alunos egressos da Faculdade de Economia, Administração e Contabilidade de Ribeirão Preto, formandos no ano de 2009, selecionados e contratados em programas trainees, sua satisfação e desejo de permanência na organização. Para conduzir o estudo foram aplicados dois questionários, um anteriormente à entrada na organização e outro posteriormente ao ingresso na organização, identificando o realismo do processo seletivo, as expectativas não confirmadas e confirmadas e as práticas de ambientação da organização, verificando a existência ou não do choque de realidade dos alunos e a satisfação com a empresa. / Newcomers hired share a process called organizational socialization, where they learn the environment caractheristics and model behavior, assuming an role at organization. Trainees are youngs graduate submitted a rigorous selections process to entry an organization and when hired are developed in a career program for in the future assume strategics roles. Na. Expectations are created by newcomers before entry organization, in the anticipatory socialization stage, and the unmet expectations leads to reality shock. Realistic job preview is a selections process to reduce chances of not confirming expectations of newcomers, presenting them organization how it really looks. Socialization processs objective is to reduce initial stress and incorporate newcomer at organization environment, reducing the chances of leaving it. The purpose of this study is to analyse the existence or not of a reality schok of graduated from Faculdade de Economia, Administração e Contabilidade de Ribeirão Preto Faculdade de Economia, year 2009, Administração e Contabilidade de Ribeirão Preto, hired at fast track programs. Two questionnaires were developed, one prior entry organization, the other before entry, identifying the reality of selections process, met or unmet expectations and organizations pratices on environmenting newcomer, verifying existence or not of a reality schok.

Implicit Attitudes of Counselor Trainees toward Black-White Couples Inter-racial couples developed as soon as European men landed on the coast of North America. Historically, these relationships were considered deviant and unacceptable. The attitudes towards interracial marriages are improving, however, the incidence of interracial dating and marriage, especially among Blacks and Whites, remains low in the United States (White & White, 2000). As the acceptance of interracial marriages increases, the rate of interracial marriages also increases. With the increasing number of inter-racial couples in the United States the probability that counselors will have contact with a Black-White couple increases also. It is important for the counselors to have accepting attitudes towards these couples to be effective in the treatment of these couples. The Implicit Association Test (IAT) measured the implicit attitudes of the participants toward black-white couples. This study included a comparison of attitudes based on demographic factors such as sex, age, education, region of the US, socioeconomic status, home setting, and multicultural awareness and knowledge as measured by the Multicultural Knowledge and Awareness Scale (MCKAS). In addition, a multiple linear regression will determine which of these variables is best able to predict the participants’ attitudes. The results showed there is a significant difference in attitudes toward interracial couples between demographic subgroups of the variable age. However, there were no significant differences in attitudes between the subgroups of the variables education, socioeconomic status, sex, race, region of the country, community type and size. The regression analyses found MCKAS was the one variable that could predict scores on the IAT. / Department of Counseling Psychology and Guidance Services

Thesis (Ph. D.)--University of Wyoming, 2006. / Title from PDF title page (viewed on April 16, 2008). Includes bibliographical references (p. 135-145).

Thesis (Ph.D.)--Kent State University, 2009. / Title from PDF t.p. (viewed Feb. 17, 2010). Advisor: Martin Jencius. Keywords: graduate counseling student ratings of teachers; generational; Q methodology; student preferences. Includes bibliographical references (p. 218-232).

Purpose: There is very little documented evidence regarding the training of paediatric surgeons in South Africa since its inception as a formal speciality in 2007. This study aims to assess South African paediatric surgical trainees' perspectives regarding their training. Methods: A prospective study was conducted via an emailed electronic survey. The sample population included all current paediatric surgical trainees in South Africa. The questionnaire covered the trainees' demographics, exposure to different aspects of paediatric surgery, extent of after-hours clinical service, self - reported surgical competency and consultant supervision. Results: Forty one (95%) out of 43 trainees responded to the survey with 29 (71%) being female. Reported training deficits included lack of exposure to burn care in 12 trainees (30%), no urology exposure in 8 (20%), no paediatric trauma or minimally invasive surgery exposure in 6 (15%). Eighteen trainees (44%) reportedly worked more than 65 hours per week with clinical responsibilities being the biggest hindrance to attending academic teaching. Trainees were more comfortable performing open procedures compared to laparoscopic but most respondents felt adequately supervised. Conclusion: There exists a significant heterogeneity amongst the different training institutions with protected academic time and exposure to burns, urology and minimally invasive surgery remaining major obstacles in training.