Styles of Counselor Supervision as Perceived by Supervisors and Supervisees

The purpose of the present study was to evaluate the preferences of supervisors and supervisees for 4 styles of counselor supervision and the perceived frequency of use of the 4 styles during a 10‐week supervision experience. The styles are labeled directive teacher, supportive teacher, counselor, and consultant. Data collected using 90 doctoral student supervisors and 168 master's‐degree student supervisees showed significant correlations among the styles. Implications for the process of counselor supervision are offered.     

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.     

An exploratory study of subordinates' perceptions of supervisory politics

This study was designed to explore the relationships between subordinates' perceptions of their supervisors' involvement in organizational politics and subordinates' perceptions of supervisory work facilitation, satisfaction with supervision, and openness in superior‐subordinate communication. Results suggest that subordinates who perceive their supervisors as highly involved in politics are less open in communication and less satisfied with their supervisors than subordinates who perceive their supervisors as moderately or minimally involved in politics.     

Encouraging the Cognitive Development of Supervisees: Using Bloom's Taxonomy in Supervision

The article applies Bloom's Taxonomy of Educational Objectives (B. S. Bloom, M. D. Engelhart, F. J. Furst, W. H. Hill, & D. R. Krathwohl, 1956) to the process of counseling supervision. The taxonomy is provided as a mechanism to help supervisors encourage the growth of cognitive complexity in supervisees. Examples of supervision questions for each level of the taxonomy are provided.     

Personality Type and Clinical Supervision Interventions

In this study, the authors investigated personality type of supervisors and supervisees and interventions chosen by supervisors for 78 supervisory dyads from 9 different counselor education programs. Gender effects were also investigated. Results indicated that interventions were not influenced by supervisor personality type as measured by the Revised NEO (Neuroticism, Extraversion, Openness to New Experiences) Personality Inventory (NEO PI‐R; Costa & McCrae, 1992a), nor were they influenced by similarity or dissimilarity of supervisory dyads by type or gender. Rather, most supervision interventions were Intuitive or Perceiving as measured by the Focus of Supervision Form. One exception was when supervisees scored high on Openness on the NEO PI‐R, which resulted in supervisors choosing Judging interventions.     

Does Our Humor Affect Us?: An Examination of a Dyad's Humor Orientation

In this article, researchers explain how individuals' similarities in humor orientation influence dyadic cohesion and satisfaction. The researchers in this study investigated the impact of communication appropriateness as a mediating variable in relationships. Relational partners (n = 151 dyads) completed measures of both self and other regarding humor orientation, cohesion, and satisfaction. A couple's humor orientation was positively correlated with both dyadic satisfaction and cohesion. Communication appropriateness was a mediating factor in both the relationship between a couple's humor orientation and dyadic cohesion, and humor orientation and satisfaction. The overall dyadic humor orientation was more important than a couple's humor discrepancy, or either partner's scores.     

Communication and decision‐making styles,power base usage,and satisfaction in marital dyads

This research focused on use of power, decision‐making and communication styles of spouses in marital dyads, and the level of marital satisfaction of the partners in these relationships. Drawing primarily on previous work involving Management Communication Style and decision‐making styles in organizational and instructional communication contexts, but also examining directly relevant work within the marital context, three hypotheses and five research questions were advanced. Marital satisfaction for members of 136 marital dyads was examined to determine its relationship with self‐ and spouse‐reported communication and decision‐making styles and use of various power bases in communication designed to influence marital partner. The three hypotheses were supported by the findings: 1) Self‐reported satisfaction as a member of a marital dyad was positively related to the spouse's use of a more co‐active style of communication and decision‐making; 2) Such satisfaction was positively related to one's spouse's communication of referent power; and 3) Such satisfaction was negatively related to one's spouse's communication of coercive power. Use of reward power was also found to be negatively associated with a spouse's marital satisfaction. With only one meaningful exception, results for husbands and wives were very similar.     

Influence Strategies in the Supervisory Dyad: An Investigation Into the Effects of Gender and Age

A content analysis of audiotapes from 42 counseling supervisory dyads examined the effects of supervisor and supervisee gender on the influence strategies used in the session. Gender of the supervisor was not related to influence strategy. Supervisors of both genders were significantly more likely to accept or build upon the ideas generated by female supervisees and asked for more opinions from male supervisees. Male supervisees gave significantly more suggestions than did female supervisees, and female supervisees praised their supervisors more often than did male supervisees. Also, age differences between supervisor and supervisee interacted with gender to affect influence strategies used in the supervisory dyad.     

Reducing Supervisee Anxiety: A Cognitive-Behavioral Approach

The effectiveness of counselor supervision is often diminished because of supervisee anxiety. Drawing from the cognitive theories, this article contends that supervisee anxiety is a result of placing one's self-worth on the external, and often vague, criteria of approval from others and competence in one's performance. While it is not uncommon or unprofessional for supervisees to feel anxious, high levels of anxiety can trigger a variety of defensive reactions that inhibit the learning process. For this reason, supervisors are encouraged to help supervisees resolve their approval and performance anxiety and thus increase their potential for growth and change. The anxiety management approach presented in this article is based on the principles of rational-emotive and cognitive-behavior therapies and stresses the importance of identifying feelings and beliefs, cognitive restructuring, and behavior risk taking.     

Doctoral supervisors’ and supervisees’ responses to co-supervision

With the increasing demand for doctoral education, co-supervision, understood as the formally agreed supervision of a research student by two or more academics in doctoral programmes, has become common practice in postgraduate circles in the UK. If supervision with one supervisor is complex due to personal, academic, ethical and sometimes cross-cultural issues, having two supervisors makes this process sufficiently challenging in practice to be specifically investigated in research, not least because of the additional communication issues. However, co-supervision is under-explored in the academic literature. In this article we look at the experience of co-supervision as reported by co-supervisors and those supervised by them in a UK university department within an arts and social sciences faculty, and aim to contribute to the literature on co-supervision by considering co-supervisors’ and their supervisees’ perspectives on co-supervision practices. Amid a general welcoming of the practice, with both parties seeing co-supervision entailing learning opportunities – for co-supervisors, learning from colleagues; for supervisees, learning from two experienced researchers – we report shared and specific concerns of these two groups. Time is a concern for both groups, but in different ways. Particularly interesting is the issue of harmony between the co-supervisors, including in feedback, the desirability of which will be perceived differently within any co-supervisor–supervisee relationship. The need for awareness-raising for co-supervisors as regards what their supervisees may feel but may not articulate may be greater for co-supervision than solo-supervision arrangements, given the additionally complex web of institutional and interpersonal relationships co-supervision entails.     

University–industry collaboration from a relationship marketing perspective: an empirical analysis in a Spanish University

Building relationships between universities and industry bodies is of prime importance for creating value for universities’ stakeholders. This paper focuses on relationships in relation to undergraduate internship programmes in the Social Sciences. Using the relationship marketing approach, we analyze this type of collaboration of firms with a large public Spanish University. We build and test a structural equations model whose results show that communication is a key building block of relationships, having a positive effect on satisfaction with the relationship, trust and functionality of conflict, and that trust and commitment increase the level of collaboration of firms with universities.     

A Comparison of Beginning and Expert Supervisors’ Supervision Cognitions

Beginning and expert supervisors’ cognitions and cognitive structures were compared via concept mapping, a mixed methods design. Both beginning and expert supervisors reported a variety of cognitions representing developmental characteristics in 3 areas: assessment of supervisees, conceptualization and management of supervision, and supervisory relationship.     

Vicarious Traumatization,Trauma‐Sensitive Supervision,and Counselor Preparation

Counselor educators have an ethical responsibility to prepare counselors and supervisors to detect and resolve vicarious traumatization in themselves and their supervisees. This article reviews relevant literature on vicarious traumatization and strategies to mitigate it. Also included is a review of the American Counseling Association's (2005) ACA Code of Ethics and the Council for Accreditation of Counseling and Related Educational Programs' (2007) proposed 2009 standards as each relates to trauma counseling and vicarious traumatization. Specific counselor preparation practices are suggested.     

The Relationship of Supervisory Styles to Satisfaction With Supervision and the Perceived Self‐Efficacy of Master's‐Level Counseling Students

The purpose of this study was to determine whether supervisors' supervisory styles are related to master's‐level counseling students' satisfaction with supervision and their perceived self‐efficacy. Multiple regression analyses of data obtained for 82 participants indicated that particular supervisory styles were significant predictors of supervisees' satisfaction with supervision and perceived self‐efficacy. Findings can be used to enhance the training of supervisors.     

Trait Emotional Intelligence and Perceived Supervisory Working Alliance of Counseling Trainees and Their Supervisors in Agency Settings

The present study investigated the relationships between supervisee and supervisor trait emotional intelligence (EI) levels and their perception of the supervisory working alliance. Data were collected from 64 supervisor-supervisee dyads among masters-level community counseling internship students and their site supervisors. Findings indicated that supervisees and supervisors with higher levels of trait EI tended to perceive the supervisory working alliance more positively. However, findings did not support the presence of an interaction effect between supervisee and supervisor trait EI on either supervisees’ or supervisors’ perceptions of the working alliance. Implications of the findings and directions for future research are discussed.     

Effects of Supervisor Social Influence,Nonverbal Immediacy,and Biological Sex on Subordinates' Perceptions of Job Satisfaction,Liking, and Supervisor Credibility

This study investigated the impact of supervisor biological sex, power use, and nonverbal immediacy on subordinates' satisfaction, liking for the supervisor, and perceptions of the supervisors' credibility. After viewing video scenarios of male and female supervisors engaging in nonverbally immediate (or nonimmediate) and prosocial (or antisocial) power use, subordinates reported perceptions of satisfaction, affect, and credibility. Results of the 2 × 2 × 2 experimental design indicated significant main effects for supervisor prosocial power and nonverbal immediacy. Although there were interaction effects, the variance accounted for was minimal. Supervisor prosocial power use and nonverbal immediacy were positively and significantly related to subordinates' self-reported satisfaction, liking for the supervisor, and work enjoyment. Supervisor biological sex did not show a relationship to any of the criterion variables. This study demonstrates that supervisors should maintain nonverbal immediacy and frame prosocial-type messages to preserve their credibility in the workplace.     

Idiomatic Communication in the Stages of Coming Together and Falling Apart

Idiomatic communication is a strategic and unique form of communication that is indicative of a close relationship. The purpose of this study was to investigate the relationship between idiomatic communication with solidarity and satisfaction to validate Social Penetration Theory using Knapp's stages of escalation and de-escalation. The results of the study (N = 275) found that couples in de-escalation stages report less idioms, and use idioms with less frequency, than couples in the escalation stages. Couples in de-escalating stages use confrontation, nickname, and teasing insult idioms with more negative effects than escalating couples. Finally, the use of idiomatic communication is significantly related to solidarity and relational satisfaction.     

Supervisor Malpractice: Liability to the Supervisee in Clinical Supervision

Legal liability of supervisors to supervisees beyond the principles of respondeat superior or vicarious liability was explored. After defining 4 widely accepted elements of malpractice, it was determined that each of the 4 elements could be applied in the supervisory relationship.     

The Relationship of Facilitative Functioning to Effective Peer Supervision

This study was conducted to investigate the process of peer supervision. The criterion used was counselor trainees' growth in facilitative functioning. The study sought to ascertain whether the facilitative counselor trainee was also the effective peer supervisor, to provide information on evaluating the peer-supervisory experience, and to shed light on the most effective techniques of supervision. Peer supervisors were found to be effective in improving the performance of counselor trainees in the core dimensions of empathy, respect, genuineness, and concreteness. A significant positive correlation was found between peer supervisors' level of empathy in the counseling relationship and the trainees' ratings of supervisors on the relationship questionnaire. No significant correlation was found, however, between the trainees' ratings of their supervisors and the improvement demonstrated by the trainees in the core conditions. In addition, no significant correlation was found between the extent of the trainees' improvement and the supervisors' level of functioning as counselors. The relationship between trainees' responses to the supervisor role-analysis form and their improvement in counseling skills suggested that the most effective supervisors were structured, didactic, and more technique oriented.     

家长如何诠释“爱”能让宝贝们体验到幸福

从当代中国独生子女家庭教育存在的实际问题出发,立足于教育管理的视角,将家长和孩子视为管理者和被管理者的角色,将教育活动视为管理活动,将家庭教育视为组织的管理,运用教育学和管理学的相关原理及具体理论,寻求真正诠释＂爱＂的正确价值取向。