Supervisors’ reports of the effects of supervisor self-disclosure on supervisees

Managing Transference and Countertransference in Cognitive Behavioral Supervision: Theoretical Framework and Clinical Application

Dysfunctional patterns, beliefs, and assumptions that affect a patient’s perception of other people often affect their perceptions and behaviours towards the therapist. This tendency has been traditionally called transference for its psychoanalytical roots and presents an important factor to monitor and process. In supervision, it is important to put the patient’s transference in the context of the conceptualization of the case. Countertransference occurs when the therapist responds complementary to the patient’s transference based on their own dysfunctional beliefs or assumptions. Transference and countertransference provide useful insights into the inner world of the patient, therapist, and supervisor. Guided discovery is one of the most common approaches used by a supervisor and a supervisee to map all types and directions of transference and countertransference. Other options to map transference and countertransference are imagery and role-playing techniques.

Supervisees’ Nondisclosure in South Korea and the United States: A Cross-Cultural Comparison

This study investigated the effects of supervisee characteristics (rejection attachment), the supervisory relationship (supervisory working alliance, role conflict), and Asian cultural values on supervisee nondisclosure (clinically related and supervision related nondisclosures) for South Korean and U.S. American supervisees. Participants were 474 predominantly female supervisees in counseling and clinical psychology programs (227 South Korean, 247 U.S. American). Three major findings emerged: (a) the four predictors collectively predicted both types of supervisee nondisclosure jointly in both countries, (b) the supervisory working alliance predicted the two types of supervisee nondisclosure jointly in both countries, and (c) post hoc tests suggested that the supervisory working alliance mediated the relations of role conflict and rejection attachment with supervisee nondisclosure in both countries, and the relation of Asian cultural values with supervisee nondisclosure for South Korean supervisees. Implications for theory, research, and practice are discussed.

The supervisory relationship from an attachment perspective: Connections to burnout and sense of coherence in health professionals

Supervision is an essential part of the training and work environment of health professionals, especially of psychotherapists and clinical/health psychologists. However, although the supervisory process is always a relational one and may therefore be influenced by attachment dynamics, the importance of the supervisory relationship for the professional's performance and the well‐being of the supervisee has yet to be fully examined.

In this cross‐sectional observational study, the Experiences in Close Relationships‐Revised (ECR‐RD; avoidant and anxious attachment), the Supervisory Relationship Questionnaire (SRQ), the Maslach Burnout Inventory (MBI) and the Sense of Coherence Scale (SOC‐13) were analysed for 346 (81.8% female) health professionals.

Considering professional experience and number of supervision sessions as control variables, a better supervisory relationship negatively predicted burnout symptoms (β = −.31) but positively predicted sense of coherence (β = .31, both p < .01). The final model, including avoidant and anxious attachment as additional predictors, explained 30% of the variance in burnout symptoms and 41% of the variance in sense of coherence.

The results underline the importance of the supervisory relationship for the well‐being and the professional performance of health professionals. Interactions between the supervisory relationship and underlying attachment parameters should be further explored in future studies.

Influences on Women Counseling Psychology Associate Professors’ Decisions Regarding Pursuit of Full Professorship

Twelve women tenured as associate professors in American Psychological Association—accredited counseling psychology doctoral programs were interviewed regarding their pursuit of promotion to full professor. Interview data were analyzed using a modified version of consensual qualitative research. Most participants indicated a strong desire to be promoted and stated that they would not change their minds about achieving this goal. Participants reported that their universities’ guidelines for promotion emphasized a strong publication record and evidence of a national reputation, but participants often described these criteria as vague. Pursuit of full professorship was encouraged by having a current mentor, receiving supportive feedback about applying for promotion, and publishing noteworthy research. Pursuit of full professorship was discouraged by negative prior promotion experiences, feelings that colleagues did not value the participant’s research, and conflicts between career and family obligations. Results are discussed within the context of Super’s theory of career development and social cognitive career theory.