Perceptions of serendipity: Career paths of prominent academic women in counseling psychology.

Williams, Elizabeth; Soeprapto, Elvie; Like, Kathy; Touradji, Pegah; Hess, Shirley A.; Hill, Clara E.

doi:10.1037/0022-0167.45.4.379

Cited by 86 publications

(86 citation statements)

References 62 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Division into groups was suggested by Hill et al (1997Hill et al ( , 2005 and has been done in other CQR studies (e.g., Knox, Burkard, Johnson, Suzuki, & Ponterotto, 2003;Williams, Soeprapto, Touradji, Hess, & Hill, 1998). As shown in Table I, the eight supervisees in the good supervision group compared with the six supervisees in the problematic supervision group were significantly more satisfied with their supervision (M=21.…”

Section: Categorization Into Good and Problematic Supervisory Relatiomentioning

confidence: 73%

Predoctoral interns’ nondisclosure in supervision

Hess

Knox

Schultz

et al. 2008

Psychotherapy Research

Self Cite

115

View full text Add to dashboard Cite

Abstract:In interviews with 14 counseling center predoctoral interns regarding a significant nondisclosure in supervision, eight interns reported good supervisory relationships and six indicated that they experienced problematic supervisory relationships. Nondisclosures for the interns in good supervisory relationships related to personal reactions to clients, whereas nondisclosures for interns in problematic supervisory relationships related to global dissatisfaction with the supervisory relationship. In both groups, interns mentioned concerns about evaluation and negative feelings as typical reasons for nondisclosure. Additional reasons for nondisclosure for interns in problematic supervision were power dynamics, inhibiting demographic or cultural variables, and the supervisor's theoretical orientation. Both groups described negative effects of nondisclosure on themselves and their relationships with clients. Interns in problematic supervision also reported that nondisclosures had negative effects on the supervisory relationship.Inherent in most models of supervision is the expectation that supervisees will disclose to their supervisors about themselves, their clients, and the therapeutic and supervisory relationships to facilitate the supervision process and therapist development (e.g., Bordin, 1983;Loganbill, Hardy, & Delworth, 1982;Stoltenberg & Delworth, 1987). When supervisees withhold important information from supervisors, opportunities for therapist development are missed and client welfare may be jeopardized (Ladany, Hill, Corbett, & Nutt, 1996;Yourman & Farber, 1996).Supervisee nondisclosure can occur in two ways. In unintentional withholding, lack of disclosure is the result of NOT THE PUBLISHED VERSION; this is the author's final, peer-reviewed manuscript. The published version may be accessed by following the link in the citation at the bottom of the page.Psychotherapy Research, Vol. 18, No. 4 (July 2008 (Farber, 2006;Wallace & Alonso, 1994). By contrast, willful or intentional withholding is the result of supervisees' conscious decisions to distort or not disclose significant information in supervision (Farber, 2006;Ladany et al., 1996). In this study, we focus on willful withholding. The three empirical studies on supervisee intentional nondisclosure in supervision (Ladany et al., 1996;Webb & Wheeler, 1998;Yourman & Farber, 1996) found that supervisees typically withhold important information from their supervisors. These studies surveyed supervisees with a range of training and experience; however, no studies have examined the phenomenon of nondisclosure from the perspective of trainees who are in the culminating internship year of their doctoral program (predoctoral interns). Therefore, our first purpose was to explore predoctoral interns' experience of nondisclosure.Our second goal was to explore reasons for intentional nondisclosure. From empirical data (Ladany et al., 1996), we know that supervisees sometimes do not disclose to their supervisors because the information is deemed irrelevant...

show abstract

Section: Categorization Into Good and Problematic Supervisory Relatiomentioning

confidence: 73%

Predoctoral interns’ nondisclosure in supervision

Hess

Knox

Schultz

et al. 2008

Psychotherapy Research

Self Cite

115

View full text Add to dashboard Cite

show abstract

“…Such examples were included most often when two groups were being compared (e.g., problematic vs. unproblematic events). Some have also used a composite example (e.g., Williams et al, 1998) that combines results across cases to provide a narrative sense of the average participant without revealing confidential material about any single participant. We highly recommend the use of such illustrative case examples because they help integrate the results and provide a rich picture of the phenomenon (see Ladany et al, 1997, for a good example).…”

Section: Writing Up the Results And Discussion Sectionsmentioning

confidence: 99%

“…Of the 27 studies, 22 used a combination of graduate students and postdoctoral psychologists, 2 used all postdoctoral psychologists, 2 used a combination of postdoctoral psychologists and undergraduates, and 1 used a combination of undergraduates, graduate students, and postdoctoral psychologists. From a perusal of the topics, it appears that undergraduates were used as judges when they had enough maturity or experience to handle the topics (e.g., women's career development; Williams et al, 1998), whereas more experienced people were used as judges for more abstract or difficult topics (e.g., countertransference; Hayes et al, 1998), as suggested by Moras and Hill (1991). At this point, we recommend that the sophistication level of the team members be driven by the topic.…”

Section: Composition Of Teamsmentioning

confidence: 99%

“…In moving from the domains and core ideas to the cross-analysis, for example, researchers must shift from looking at (to borrow a metaphor) the trees to looking at the forest, a shift that is difficult for many novice CQR researchers. We recommend that trainees study Hill et al (1997) and the present article and read exemplar studies Knox, Hess, Williams, & Hill, 2003;Ladany et al, 1997;Williams et al, 1998) prior to training. If team members are having difficulty grasping and applying the constructs, we recommend consultation with an experienced CQR researcher.…”

Section: Trainingmentioning

confidence: 99%

See 1 more Smart Citation

Consensual qualitative research: An update.

Hill¹,

Knox²,

Thompson³

et al. 2005

Journal of Counseling Psychology

Self Cite

2,275

2,923

View full text Add to dashboard Cite

The authors reviewed the application of consensual qualitative research (CQR) in 27 studies published since the method's introduction to the field in 1997 by C. E. Hill, B. J. Thompson, and E. N. Williams (1997). After first describing the core components and the philosophical underpinnings of CQR, the authors examined how it has been applied in terms of the consensus process, biases, research teams, data collection, data analysis, and writing up the results and discussion sections of articles. On the basis of problems that have arisen in each of these areas, the authors made recommendations for modifications of the method. The authors concluded that CQR is a viable qualitative method and suggest several ideas for research on the method itself.

show abstract

“…Other research finds that older students' career trajectories are influenced by chance events to a greater extent than those of younger students (Hirschi 2010), and that women psychologists adopt strategies to maximise chance events (Williams et al 1998). Given that such research suggests specific ways in which chance events influence individuals' career trajectories, some of the theoretical literature advocates the incorporation of chance events into career theory.…”

Section: Traditional Models Of Career Developmentmentioning

confidence: 99%

Valuing complex and diverse career pathways: the career trajectories and career-related choices of early career practitioners

Turner¹

View full text Add to dashboard Cite

Historically, career was understood to be a static, linear concept concerned primarily with paid employment. More recently, broader conceptualisations of career have extended its meaning to incorporate all aspects and roles of an individual's life and to acknowledge its inherently complex, individual, dynamic and contextual nature. Change, now recognised as a key characteristic of career, underpins choice-making processes, which are influenced by a range of factors, including broad contextual issues like labour market trends, in addition to more personal concerns such as family circumstances. This thesis explored the career trajectories of early career professionals (ECPs) employed in the Health Care and Social Assistance (HCSA) industry. Specifically, the aims of the study were to investigate how ECPs describe their career trajectories and account for their careerrelated choices, to identify important attractors and deterrents in relation to career-related choices, and to explore the relevance and usefulness of chaos theory to this topic.In particular, the author sought to understand how the career trajectories of ECPs develop in the context of complex systems including the family, organisations and the broader society. The conceptual approach chosen for its potential to capture this complexity was chaos theory. Three principles of chaos theory were explored. First, chaotic systems change with time and are characterised by randomness and variation. Second, they are sensitive to initial conditions. Finally, their functioning and level of change is affected by several types of attractors.The context of this study was Queensland's non-government mental health sector (NGMHS).Challenges currently facing the broader mental health sector include inadequate responses to consumer needs, difficulties in recruiting and retaining skilled mental health professionals, an ageing workforce, and increasing reliance on non-government organisations (NGOs). Early career professionals employed within Queensland's NGMHS were chosen as the subjects of this study for their documented characteristics, which include high career mobility, variable work readiness, overand under-qualifications, and disparities between their expectations and the realities of employment.Their potential to both exacerbate and to counter challenges faced by Queensland's NGMHS made focusing on these ECPs compelling. Recent calls for Australia to enhance its long-term economic sustainability in the global context by concentrating more on developing the service economy, rather than the commodities sector, provided added impetus for this study.A qualitative, exploratory methodology was adopted. The research design involved a two-phase study consisting of concept maps and individual autobiographical interviews. Participants comprised 25Page 2 of 309 ECPs who had completed university studies in the five years prior to 2012 and who were employed in Queensland's NGMHS. Data were analysed thematically, using both inductive and deductive approaches.Early career ...

show abstract

Perceptions of serendipity: Career paths of prominent academic women in counseling psychology.

Cited by 86 publications

References 62 publications

Predoctoral interns’ nondisclosure in supervision

Predoctoral interns’ nondisclosure in supervision

Consensual qualitative research: An update.

Valuing complex and diverse career pathways: the career trajectories and career-related choices of early career practitioners

Contact Info

Product

Resources

About