Relationship dimensions in the professional supervision of psychology graduates: supervisee perceptions of processes and outcome

The professional supervision of new graduates to ensure both their effectiveness with clients and their personal learning and development is a common feature of a range of human services contexts. This study investigated psychology supervisees’ perceptions of relationship processes and outcomes in professional supervision. The relationship constructs of supervisor support, challenge and openness were investigated and related to the outcome variables of supervisee anxiety and perceived effectiveness of supervision. Psychology graduates (n=261) involved in the process of professional supervision for registration responded to a mail survey regarding the quality of their supervisory relationship. Findings established the relationship dimensions of levels of supervisor challenge, supervisor support and supervisor openness as independent but related constructs. Supervisees’ perceptions of supervisor support and openness predicted their perceptions of supervisor effectiveness. Supervisees’ perceptions of level of supervisor challenge predicted their self-reported levels of evaluative anxiety or defensiveness in the supervisory process.     

试论20世纪五六十年代我国政治监督制约机制的特征

20世纪五六十年代,我国的政治监督制约机制呈现出明显的特征,中国共产党的领导地位决定了各级党组织在监督制约的实际运作过程中,始终居于主导地位;党内监督制约主体的非独立化,削弱了监督制约功能的发挥;党外监督制约主体与客体权力的倒置,难以收到监督制约的基本功效。     

The Influence of Supervisor Temperament on Subordinate Job Satisfaction and Perceptions of Supervisor Sociocommunicative Orientation and Approachability

The goal of this study was to re-examine McCroskey, Valencic, and Richmond's findings about the impact of a teacher's temperament on her or his students by examining the findings in a different context, the supervisor-subordinate relationship in organizational settings. This study measured a supervisor's temperament to see if it affected a subordinate's job satisfaction, motivation, and perceptions of supervisor credibility, sociocommunicative style, and approachability. Results indicated a positive relationship between supervisor psychoticism and subordinate job satisfaction and motivation, while supervisor extraversion and neuroticism negatively related to subordinate job satisfaction and motivation. Furthermore, results indicated a positive relationship between supervisor extraversion and subordinate perceptions of supervisor responsiveness, and a negative relationship between supervisor neuroticism and psychoticism and subordinate perceptions of supervisor responsiveness. Overall, a supervisor's temperament was shown to affect subordinate perceptions of supervisor communicative behavior.     

Supervisees' Perceptions of Their Clinical Supervision: A Study of the Dual Role of Clinical and Administrative Supervisor

A study of 158 postdegree counselor supervisees showed that 49% had a clinical supervisor who was also their administrative supervisor. Supervisees reported overall satisfaction with clinical supervision, with no statistically significant differences between those whose supervisor served in both clinical and administrative roles and those receiving supervision from only a clinical supervisor. Furthermore, the majority of supervisees receiving clinical and administrative supervision from the same person did not view this dual supervisory role as problematic (82% of n = 70), and 72.5% reported specific benefits. Implications for research and practice are provided, with attention given to ethical considerations.     

知识型员工主管支持感、职业认同与主观幸福感的关系

为探讨知识型员工主管支持感、职业认同和主观幸福感间的关系以及职业认同在主管支持感和主观幸福感间的中介作用,采用方便取样的方法选取300名知识型员工,采用主管支持感量表、职业认同量表和主观幸福感量表对其进行调查,并对得到的数据进行结构方程模型建模。结果发现:(1)知识型员工的主管支持感对其主观幸福感具有显著的促进作用;(2)职业认同在知识型员工主管支持感和主观幸福感间起部分中介作用,中介效应占总效应的53.5%。研究认为,管理者可以通过提高对知识型员工的支持来提升其幸福感水平,这种提升作用部分通过知识型员工对职业的认同实现。     

Multiple Perspectives in Supervision: Using a Peer Consultation Model to Enhance Supervisor Development

Research and literature in the profession of counselor supervision primarily focus on the development of the trainee and what supervision and supervisors can do to help foster that development. Considerably less attention has been paid to the developmental path of the supervisor or how specific training or experiences in supervision can be used in intentional ways to help influence the development of the supervisor. This article reviews what is known about supervisor development and discusses a specific intervention, the use of a peer consultation model with an intentionally diverse group of supervisors, to enhance supervisor cognitive development.     

The relationships of communication with supervisor and decision‐participation to employee job satisfaction

This study examined the relationship of communication‐related variables to employee job satisfaction. Specifically, employee communication satisfaction with supervisor, perceived supervisor receptivity to information and ideas, employee participation in decision‐making, participation versus desired participation level, and job satisfaction with supervisor, co‐workers, promotions, pay, and work were studied. The subjects for the study were classified employees (secretaries, clerks, lowest level supervisors, etc) in three administrative units (Controller, Personnel, and Admissions & Records) of a comprehensive Eastern university. The communication‐related variables accounted collectively for a substantial amount of variance (76%) in employees job satisfaction. Moreover, communication satisfaction with supervisor and supervisor receptivity in information were found to be more powerful “predictors”; of job satisfaction than the decision participation variables. The study cast some doubt upon the comparative value of participation as a communication strategy with low‐level employees. Specific guidelines for direct application of results and implications for future research were derived from the study.     

Supervising the Teacher Education Practicum: A Self-Study with a Critical Friend

ABSTRACT

If the practicum is the most valued element of a teacher education program, how good is each teacher candidate’s learning and how well is it supported by the university supervisor? While most self-studies of teacher education practices focus on practices in the university classroom, this article reports an analysis of a supervisor’s practices, with special attention to underlying assumptions of the supervisor. Data permitted identification of patterns in the supervisor’s pedagogy and in teacher candidates’ responses to that pedagogy. The supervisor’s underlying assumptions and the contribution of conversations with a critical friend were identified. A table was constructed to contrast the assumptions in two stances toward supervision, one characterized as transmission and the other as interpretation. Conclusions emphasize the importance of listening to each candidate’s voice and including a metacognitive element in a supervisory conversation after a lesson observation.     

Communication Correlates of Perceived Machiavellianism of Supervisors: Communication Orientations and Outcomes

This paper reports the development of the Perceived Supervisor Machiavellian Measure (PSMM) for use in the organizational communication context. Data were drawn from full-time employees who were part-time graduate students in a corporate and organizational communication program. Employees' perceptions of supervisor Machiavellianism were negatively related to employees' perceptions of supervisor credibility (competence, caring, and trustworthiness), employees' attitudes toward the supervisor, employee motivation, and employee job satisfaction. Supervisors' perceived communication behaviors (nonverbal immediacy, responsiveness, and assertiveness) accounted for a significant amount of variance in perceived supervisor Machiavellianism. The results support a general model of supervisor behavior and provide a foundation for future research in organizational communication.     

The science supervisor and the utilization of curriculum materials

Would the reader identify with a supervisor of K-6 science, a supervisor selecting NSF-sponsored materials, or a university science educator? The author finds differences in the perception of a supervisor's role.     

如何构建高校院(系)级教学质量监控体系

教学质量监控是近年来高校发展和研究的热点,本文分析了高校院(系)级教学质量监控存在的问题,提出了院(系)级教学质量监控体系的构建及保证其有效运行的措施。     

运用职业生涯规划理论加强高校辅导员队伍建设

本文分析了目前高校辅导员队伍的现状和原因,提出将职业生涯规划理论运用于加强高校辅导员队伍建设,通过辅导员个体和高校共同进行职业生涯规划,将辅导员的职业目标同学校的发展目标紧密相联,既保证了个人得到全面发展,又使学校建立一支稳定的高水平的辅导员队伍.     

如何强化预算管理工作

目前,政府预算审议和监督管理中还存在重收轻支的预算制度、名存实亡的预算审批、外强中干的预算监督等诸多问题与弊端。要正确认识强化预算管理的现实困境及存在的障碍和局限,真正建立现代预算管理制度; 导入观念,强化责任意识;进一步增强公共预算编制的刚性、透明度及约束力;调整预算科目,量化具体分类; 细化预算审批;加快人民代表大会监督制度的改革和审计体制的转型,让预算监督真正落到实处。     

导师工作室制:应用型研究人才培养模式的推进机理探析郑曙光

研究生培养已实行导师制,但目前普遍采用辅导制模式。从辅导制模式发展为导师工作室制模式,对应用型学科创新型人才培养具有教学创新意义。与辅导制模式相比较,导师工作室制在构建研与学传导机制, 以及在培养研究生的科学素养与团队合作精神方面具有明显的功效;导师工作室制教学模式有其特有的教学方法与教学手段,推进导师工作室制模式有效运行,应采取有效的政策促进措施,构建相应的政策体系。     

基于岗位职责的餐饮服务与管理课程内容设计

文章在对酒店管理专业毕业生主要就业和升迁岗位职责进行整理汇总的基础上,分析全日餐厅服务员、全日餐厅主管、大堂吧服务员、大堂吧主管、宴会服务员、宴会主管等六个岗位所必需的基础技能和管理知识,并在餐饮服务与管理课程中对应体现。课程内容对接企业岗位职责,有助于毕业生快速适应工作岗位,提升工作效率和工作质量,同时为职业生涯发展奠定良好基础。     

University supervisors and preservice teachers: Clarifying roles and negotiating relationships

Abstract

We focus on the preservice teacher‐university supervisor relationship within the context of field experiences to explore the general question, “How can we, as university teacher educators, better assist preservice teachers in their development through field experiences?” Our discussion is based on: reflective accounts of preservice teachers written before, during, and following periods of field experience; our experiences as teachers and teacher educators, which include being faculty supervisors; and on research on the role of the university supervisor in field experiences. We first describe some typical perceptions associated with the preservice teacher‐university supervisor relationship, and then go on to suggest some specific ways to enhance the understanding that preservice teachers have of the roles of university supervisors and, hence, to facilitate the negotiation and development of productive preservice teacher‐university supervisor relationships.     

The challenge of assessing professional competence in work integrated learning

A fundamental aspect of work integrated learning (WIL) is the development of professional competence, the ability of students to perform in the workplace. Alignment theory therefore suggests that the assessment of WIL should include an assessment of students’ demonstration of professional competence in the workplace. The assessment of professional competence in WIL is, however, problematic. It may be impractical for the academic supervisor to directly assess professional competence if there are a large number of students in external placements. If evidence of professional competence is provided by the student, the student’s ability to articulate his or her own capabilities will interfere with the validity of the assessment. If evidence of professional competency is provided by the supervisor then the assessment is heavily dependent on the individual supervisor and may be unreliable. This paper will examine the literature relating to the assessment of professional competence in WIL. The paper will be informed by the author’s experience in coordinating a WIL subject in an undergraduate law course. It will recommend that a mix of evidence provided by the student, the workplace supervisor and the academic supervisor should be used to assess professional competence in WIL.     

Disentangling the role of the supervisor in transfer of training

Literature has indicated that support of the supervisor is critical for an employee to apply the competences developed during a training programme in the job. Typically in training transfer studies this is referred to as ‘supervisor support’. A close examination of supervisor support in training transfer studies shows that, although many studies consider it a similar construct, the content does differ from one study to another. The purpose of this systematic literature study is to elucidate this notion of supervisor support by conceptualising and operationalising the role of the supervisor in training transfer at a deeper level of specificity: in terms of particular behaviours and attitudes adopted by supervisors. Ninety-nine articles were retrieved and examined. As a result, a more holistic definition of the construct is proposed and 24 specific behaviours and attitudes that a supervisor can adopt to support training transfer, were discerned.     

Trust in top management and immediate supervisor: The relationship to satisfaction,perceived organizational effectiveness,and information receiving

Utilizing 2068 individuals in 60 organizations in the U.S. and Italy, this study (a) examines the overall relationship between trust in top management and immediate supervisor and overall estimates of satisfaction and perceived organizational effectiveness, (b) compares the amount of variance in satisfaction and effectiveness that can be explained by trust in top management to the amount of variance explained by trust in immediate supervisor, and (c) clarifies the role of information receiving as a predictor of trust in top management and immediate supervisor. Results of a canonical correlation analysis indicated that the canonical equation explained 49% of the variance in the linear composites (Canonical R = .69, p < .001). Trust in top management was more strongly associated with satisfaction and effectiveness than was trust in immediate supervisor. Tzvo separate multiple regression analyses indicated that after controlling for geographic location of company and type of industry, information received about job and organizational issues uniquely explained 26% of the variance in trust in top management and 13% of the variance in trust in immediate supervisor.