The current study examined the way that personal identities influenced psychology trainees’ experiences during clinical supervision and how these trainees engaged in multicultural conversations during this process. Researchers have identified the ways that systemic andinterpersonal marginalization are pervasive across contexts and affect one’s well-being. This is present both in general graduate school experiences as well as the clinical supervision process. Few researchers have explored the experiences of multiracial women in graduate school and supervision. Further, there is a dearth of literature exploring how supervisees promote justice through resistance during the supervision process. This study filled that gap by exploring the way that multiracial trainees engaged in intersectional resistance during the supervision process. A consensual qualitative paradigm was used to highlight participant voices and providean exploratory examination of these experiences. Core domains identified included: community, participant identity, graduate programexperiences, positive experiences in clinical supervision, challenges in clinical supervision, experiences of multiracial identity, multicultural considerations, resistance, and recommendations. Participants defined resistance as speaking out about injustice, advocating for clients, and helping others to see new perspectives. Identity and resistance were best conceptualized from an ecological framework that examined the impact of graduate school context (e.g., peers, supervision). The supervisory relationship was a particularly important factor that impacted participants’ ability to engage in resistance. Implications for supervisorsand trainees are explored.

Burnout is a problem that impacts the physician population disproportionately compared to other professions in the United States, and its consequences affect not only physicians but their patients and the healthcare system as a whole. In particular, physician trainee years are associated with a significant degree of burnout, and these years are important for establishing self-care practices and perspectives from which a physician will draw throughout the rest of his or her career. Trainee years are not only uniquely important years for the establishment of burnout resiliency, but they also may be uniquely suited to the integration of burnout resiliency programs due to their curricular structure. A number of burnout resiliency programs have been developed and tested in the trainee population, however little evidence exists for consistent efficacy or for which elements confer efficacy. The present article identifies, reviews, synthesizes and evaluates the current literature on burnout prevention programs in the trainee population and proposes a research protocol for the implementation of a curriculum-based burnout resiliency program called the “Integrative Wellness Initiative” featuring wellness classes, mindfulness and incentivized exercise.

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O presente trabalho pretende demonstrar, por meio de notas etnográficas, o caráter lúdico e dramatúrgico dos processos seletivos para trainees, suas contradições e clichês, bem como a necessidade implícita da montagem de performances por parte dos concorrentes para esses momentos decisivos e extremamente concorridos. A pesquisa se pautou na experiência que o pesquisador vivenciou ao longo de cinco meses de trabalho de campo, período em que trabalhou em uma consultoria de gestão de pessoas, ocupando uma posição liminar, sendo ao mesmo tempo um antropólogo e um headhunter. Além disso, foram realizadas análises documentais, entrevistas e visitas a feiras de carreira e profissões. Outra parte importante do estudo é a experiência subjetiva dos candidatos entrevistados, que são pensados enquanto atores que devem escolher o que entra e o que fica de fora de suas performances e que necessitam dispor de uma série de características desejadas pelo universo corporativo. Os sonhos de sucesso que povoam o imaginário dos participantes, alimentados pela publicidade das empresas, são contrastados com o profundo silêncio das experiências de fracasso que muitos vivenciam, seja por não se adequarem ao perfil esperado, seja pela insuficiência de suas formações acadêmica e profissional, ou até mesmo pelo show de horrores que compõe esses momentos arbitrários e subjetivos das seleções de emprego. / The present research intends to demonstrate through ethnographic notes the playful and dramaturgical character of the selective processes for trainees, their contradictions, clichés as well as the implicit necessity of performance´s building on the part of the competitors for these crucial and extremely disputed moments. The research was based on the researcher´s experiences during five months of fieldwork, period when he worked in a people management consulting company, taking a liminal position, being at the same time anthropologist and headhunter. In addition, documental analyses, interviews and visits to professions fairs were developed. Another important part of the study is the subjective experience of the interviewed candidates who are seen as actors who must choose what goes in and what is left out of their performances and who need to dispose of a series of desired characteristics from the corporative universe. The dreams of success, which invade the imagination of the participants, who are fueled of companies advertisements, are contrasted with the deep silence of the failed experiences, either because they do not fit the expected profile, or due to the insufficiency of their academic and professional background, or even the \"show of horrors\" that compose these arbitrary and subjective moments of the job selections.

This study investigated the ability of U.S. counseling psychology and Japanese clinical psychology trainees to recognize facially expressed emotions. Sixty U.S. counseling psychology students and 60 Japanese clinical psychology students viewed photographs of U.S.-Caucasian and Japanese individuals expressing seven basic emotions: anger, contempt, disgust, fear, happiness, sadness, and surprise. Participants completed a survey that assessed their ability to recognize emotions and their intensity ratings of these emotions. Two four-way mixed factors ANOVAs were performed to examine the effects of participant nationality, participant gender, poser nationality, and poser gender on emotion recognition accuracy scores and emotion intensity ratings. A significant three-way interaction effect for participant nationality, poser nationality, and poser gender on accuracy scores was discovered. Two significant interaction effects for intensity ratings involving poser nationality and participant nationality, and poser gender and participant nationality were also found. Results are discussed in light of prior research on emotion recognition and intensity ratings. Implications for counseling psychology and future research investigations are also presented. / Access to thesis permanently restricted to Ball State community only. / Department of Counseling Psychology and Guidance Services

O presente trabalho pretende demonstrar, por meio de notas etnográficas, o caráter lúdico e dramatúrgico dos processos seletivos para trainees, suas contradições e clichês, bem como a necessidade implícita da montagem de performances por parte dos concorrentes para esses momentos decisivos e extremamente concorridos. A pesquisa se pautou na experiência que o pesquisador vivenciou ao longo de cinco meses de trabalho de campo, período em que trabalhou em uma consultoria de gestão de pessoas, ocupando uma posição liminar, sendo ao mesmo tempo um antropólogo e um headhunter. Além disso, foram realizadas análises documentais, entrevistas e visitas a feiras de carreira e profissões. Outra parte importante do estudo é a experiência subjetiva dos candidatos entrevistados, que são pensados enquanto atores que devem escolher o que entra e o que fica de fora de suas performances e que necessitam dispor de uma série de características desejadas pelo universo corporativo. Os sonhos de sucesso que povoam o imaginário dos participantes, alimentados pela publicidade das empresas, são contrastados com o profundo silêncio das experiências de fracasso que muitos vivenciam, seja por não se adequarem ao perfil esperado, seja pela insuficiência de suas formações acadêmica e profissional, ou até mesmo pelo show de horrores que compõe esses momentos arbitrários e subjetivos das seleções de emprego. / The present research intends to demonstrate through ethnographic notes the playful and dramaturgical character of the selective processes for trainees, their contradictions, clichés as well as the implicit necessity of performance´s building on the part of the competitors for these crucial and extremely disputed moments. The research was based on the researcher´s experiences during five months of fieldwork, period when he worked in a people management consulting company, taking a liminal position, being at the same time anthropologist and headhunter. In addition, documental analyses, interviews and visits to professions fairs were developed. Another important part of the study is the subjective experience of the interviewed candidates who are seen as actors who must choose what goes in and what is left out of their performances and who need to dispose of a series of desired characteristics from the corporative universe. The dreams of success, which invade the imagination of the participants, who are fueled of companies advertisements, are contrasted with the deep silence of the failed experiences, either because they do not fit the expected profile, or due to the insufficiency of their academic and professional background, or even the \"show of horrors\" that compose these arbitrary and subjective moments of the job selections.

[pt] Nas últimas décadas, vê-se uma tendência à tratar a gestão de competências como um dos aspectos principais para a gestão estratégica de recursos humanos. Nas organizações brasileiras, esta tendência é caracterizada pela criação das universidades corporativas (UC), uma função organizacional cuja principal missão deve ser a de assegurar a continuidade e a qualidade dos investimentos educacionais. Entre outras atividades, a UC é às vezes responsável por introduzir os novos empregados novos na organização, por meio de um programa intensivo da formação e adaptação. No Brasil tem sido comum a adoção de programas trainees para introdução e formação de jovens talentos. Como um assunto pouco estudado em nosso país, este trabalho tem como objetivo identificar os aspectos que podem contribuir para avaliar a eficácia deste tipo de programa, analisando o exemplo de sua aplicação na Petrobrás, a maior empresa brasileira. As conclusões são baseadas na percepção dos vários tipos de atores organizacionais envolvidos com o Programa Trainees Petrobrás, os quais identificaram aspectos de diferentes naturezas que influenciam na eficácia do Programa. / [en] In the last decades, a trend to dealing with the competencies management is seen as one of the main aspects for the strategical management of human resources. In Brazilian organizations, this trend is characterized by the creation of the corporate universities (UC), an organizacional function whose main one mission must be to assure the continuity and the quality of the educational investments. Among others activities, the UC is sometimes responsible to introduce the new employees to the organization, by means of an intensive program of formation and adaptation. In Brazil the adoption of trainees programs has been usual for introducting and formating of young talents. As a few studied subject in our country, this work has the objective of identifying the aspects that can contribute to evaluate the effectiveness of this type of program, analyzing the example of application in Petrobras, the biggest Brazilian company. The conclusions are based on the perceptions of the different types of organizacionais actors which are involved with Petrobras Trainees Program. Actors perceptions reveal aspects of different nature, which influence the program effectiveness.

The present study was undertaker, to examine the effects of various methods of training during the practicum experience upon subsequent counselor trainees' behavior and skill. This study has a two-fold purpose. The first is to examine which of two methods of training was most effective in producing behavioral changes in counselor trainees during a five month practicum situation. The second is to compare the effects of these forms of training with a control group which did not utilize the training procedures.

The primary purpose of this longitudinal, quasi-experimental study was to investigate the effects of a bipartite, standardized case conceptualization training among participants in comparison to those who were exposed to both the training and deliberate practice coaching. The secondary purpose of this study was to examine the relationship of the training and aspects of deliberate practice, along with participants’ attitudes toward evidence-based practice (EBP). A total of 84 counselor trainees were recruited from two South Florida universities. Participants in both the experimental group (n = 35) and comparison group (n = 49) received two, three-hour training lectures, which explained the integrative case conceptualization model developed by Dr. Len Sperry in 1989. Over a period of eight weeks, the lectures were separated by approximately four weeks in order to assess whether the training effects persist over time. As measured by the Views About Case Conceptualization (VACC) instrument, the first training lecture effectively reduced case conceptualization myths for both groups by approximately 4 points (out of 25), t (83) = -8.53, p < .001. Repeated measures MANOVA showed that the training had a significant impact on the entire sample. As measured by the Case Conceptualization Evaluation Form (CCEF) 2.0, the comparison group’s overall mean score improvement was approximately 40 points (out of 100) and the experimental group’s overall mean score improvement was approximately 63 points (out of 100), F (4.256, 348.974) = 32.102, p < .001. The results reveal that the training and coaching had a significant effect on counselor trainees’ ability to write effective case conceptualizations with a partial eta-squared effect size of .281. Using both the Evidence-Based Practice Attitude Scale (EBPAS) and Moulaert Questionnaire, this study also examined the influence of attitudes toward EBP and aspects of deliberate practice on trainees' case conceptualization competence. Paired samples t-tests and correlation analysis revealed that participants became more “open” to EBP, t (83) = -5.280, p < .001. However, it was determined that coaching did not act as a mediating or moderating variable. Overall, the findings support that case conceptualization training and deliberate practice coaching increase counselor competence, and that the effects persist over time. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2019. / FAU Electronic Theses and Dissertations Collection

In the recent few years, players of financial industry in Taiwan have developed wealth management business in full swing because of the optimistic aspects for the future revenue. Financial advisors provide the suggestions for saving investments, asset allocation and tax deduction which can help clients achieve their financial goals. Based on personal criteria play essential roles in this battle. They not only need to search for the potential customers but also sell varied kinds of financial products to them. Thus, financial advisors become popular positions in latter days. This research studied the training transfer of effectiveness for financial advisors in the F bank and there were 176 effective questionnaires returned. The reliability test, T-test, One-way ANOVA, Pearson of Correlation and Multiple Regression Analysis were instructed as methods of research in this study. The results were stated as followed¡G 1.The training transfer of effectiveness is different because the financial advisors¡¦ ages, seniorities, tenures and positions are varied. 2.The training transfer of effectiveness is indifferent when the financial advisors¡¦ gender, marriage, education background, related financial experience and the investment target. 3.The characteristics of trainees, the design of training and working environment are positively correlated to the training transfer of effectiveness. 4.The characteristics of trainees, the design of training and working environment is able to predict the training transfer of effectiveness.