Borderline Personality Disorder: Foundations of Treatment

The move from social work practitioner to supervisor can cause a crisis in identity for some social workers, a point at which professional values, roles and commitment are questioned and re-analysed. Yet it is an area in which there appears to be little written to assist the worker to normalise their fears and anxieties, or to assist with making the process smoother for both supervisor and supervisee. Drawing on practice experience in a range of health and community service settings, the present study will examine some of the feelings, issues, challenges and dilemmas faced by new social work supervisors. It will also explore the preparation of supervisors, the use of power in the supervisory relationship and the need for training. It will then discuss tips and conditions for improving the supervisory relationship.     

WILL THEY STAY,OR WILL THEY GO? Sex‐Atypical Work among Token Men Who Teach

This study investigates competing propositions about the effect of workplace sex composition on men who do "women's work," and it contributes to our understanding of how men's experience with sex-atypical work affects workplace sex segregation. Using data on 5,734 secondary and elementary school teachers from the 1990–1992 Schools and Staffing Surveys, I conduct multinomial logistic regression analyses to test hypotheses regarding men's and women's relative likelihood of moving out of teaching and advancing up into administrative positions. Results from these analyses provide no evidence that Kanter's tokenism proposition is generalizable to token men who teach in elementary schools; rather than suffering disadvantages, evidence supports William's "glass escalator" proposition that men enjoy privilege in predominantly female jobs and are more likely than women to be promoted into administrative occupations.     

Bridging the Border between Work and Family: The Effects of Supervisor‐Employee Similarity*

We examine the relationship between supervisor‐employee race/ethnicity, gender, and caregiving similarity and employees’ perceptions that supervisors provide support for bridging the border between work and family life. Employees report greater net perceived supervisor interactional support, but not instrumental support, when the immediate supervisor is the same race/ethnicity or the same gender as the employee, but not when they have similar caregiving responsibilities. Having a supervisor of the same gender is more salient for women and race/ethnic similarity is more salient for men. We also find patterns of difference in the relative salience of gender and race/ethnic similarity within race/ethnic/gender groups.     

A typology of supervision in child welfare: Multilevel latent class and confirmatory analyses of caseworker–supervisor relationship type

Based on survey data collected from 1460 public- and private-agency child welfare caseworkers in Illinois, this study examines the nature of child welfare supervisory relationships by empirically identifying a discrete set of modal caseworker–supervisor relationship types as defined by a combination of positive and negative supervisory support. This study also examines the degree to which differences in the nature of caseworker–supervisor relationships are attributable, respectively, to supervisors, supervisor–caseworker dyads, and agency settings. Results suggest the existence of qualitatively distinct caseworker–supervisor relationship types that coalesce into discrete mixtures of relationship types at the supervisory team level. In contrast, results suggest that little, if any, of the overall variability in supervisory relationship type is attributable to the agency level. Findings concerning the interrelationships among relationship type and caseworkers' job satisfaction and perceptions of their work environment underscore the salience of individual caseworker–supervisor dyads, and suggest the importance of relationship building as means to improve the effectiveness of supervision.     

Developing a Working Model of Cross-Cultural Supervision: A Competence- and Alliance-Based Framework

Despite numerous suggestions to integrate culture, diversity and social justice issues in clinical supervision, empirical studies on cross-cultural supervision indicate limited uptake of such recommendations. We suggest that a comprehensive model of cross-cultural supervision could benefit the field by guiding supervisors in this task. A working model is proposed based on a foundation of the supervisory alliance and a focus on social work practice competence, integrating strategies to promote self- and relational-reflexivity within the supervisory relationship. The model is comprised of four components: component 1: goal setting to contract on cross-cultural integration in supervision; component 2: active listening for cross-cultural markers; component 3: bonding through the supervisor’s self-reflexivity to foster the supervisee’s self-reflexivity; and component 4: working through tasks for cultural integration in supervision by modelling the supervisor’s relational reflexivity in case formulation and treatment to foster the supervisee’s relational-reflexivity.     

Ego-net diversity: Same- and cross-sex coworker ties

Negative binomial regression analysis is used to explore how characteristics of 1985 GSS respondents and their work environments contribute to the inclusion of female and male coworkers in their personal networks. Compared to women, men cited more same-sex and fewer cross-sex coworker ties. The results support a model of gender differences in workplace interaction that arise from differing social structural positions (e.g. occupational sex composition and prestige) as well as from individual dispositions.     

A study of live supervisory phone-ins in collaborative family therapy: correlates of client cooperation

The behavior of five supervisors, 19 trainee family therapists, and 20 clients before, during, and after 88 live supervisory phone-in events was examined in this study to determine the correlates of client cooperation. Following supervisory phone-in conversations, client cooperation was associated exclusively with the presence and quality of the collaborative behavior shown by the therapist. Isomorphism between the behavior of the supervisor and therapist was not associated with subsequent client cooperation, nor was any particular category of supervisor behavior. Surprisingly, isomorphism between the quality of supervisor and therapist behavior preceded those events where client resistance occurred.     

An exploration of the use of power in social work supervisory relationships in Hong Kong

Supervision is considered to be a determining factor in the quality of service to clients, the job satisfaction of social workers, and the level of professional development they achieve. How supervisors use their authority affects their relationships with subordinates, which in turn influences service outcomes. This case study reveals the micro-process of the interplay of power in the supervisor–supervisee dyad, the influence of cultural factors on attitudes toward hierarchical relationships, and subordination to authority in the supervisory dyad. Respondents who considered supervision to be counterproductive or disempowering employed tactics to hide their negative attitude, and concealed important cases and project materials, which hindered the disclosure of mistakes. Redistributing power in the current hierarchical supervisor–supervisee relationship could lead to fewer instances of game playing in the supervisory dyad and facilitate disclosure, which is important in ethical practice.     

Family capital: Examining social capital,family commitment,and acculturation among college-enrolled Mexican-American men and women in the Southwestern United States

Social capital is integral to an individual’s ability to access various resources embedded in social and familial networks that are important in academic access and future success. The types and dynamics of social relationships created by men and women are thought to generate different forms of social capital with factors such as acculturation resulting in differences in intercultural networks and potential resource access. However, the factors that contribute to the development of social capital require further investigation. The current study examines the relationship between acculturation, family role commitment, and various social network characteristics associated with social capital among Mexican-American college-enrolled men (n = 119) and women (n = 196). Several multiple regressions were conducted. Findings indicate that acculturation and family role commitment relate differently to social-capital-network characteristics among Mexican-American men and women. For women, marital commitment was consistently related to social-capital-network characteristics whereas acculturation factors seemed to be more salient among men. Overall, study variables accounted for a larger portion of the variance for social-capital-network characteristics across analyses for men than women indicating that other factors may be at play in generating social capital for women.     

Associations of Low‐Income Working Mothers' Daily Interactions With Supervisors and Mother‐Child Interactions

This study investigated associations of low‐income working mothers' daily interactions with supervisors and their interactions with children. Sixty‐one mothers of preschool‐aged children were asked to report on their interactions with their supervisors at work and their interactions with children for 2 weeks (N = 520 workdays). Results show significant within‐day spillover from the quality of mothers' perceived work interactions with supervisors to their reports of interactions with children. Supervisor criticism was positively correlated with harsh and withdrawn mother–child interactions on the same day. Supervisor recognition for good work was positively associated with warm mother–child interactions on the same day. Lagged analyses showed some significant associations between perceived supervisor interactions on a given day and mother–child interactions the next day.     

Role Conflict and Self‐Efficacy Among Employed Parents: Examining Complex Statistical Interactions

In response to growing concerns with explaining how work and family interfere with each other and with statistical approaches that do not capture the way in which predictors interact, this study tested statistical interactions involving personal and social resources of 410 full‐time employed women and men. The results indicate that self‐efficacy is a strong predictor of family interfering with work (FIW) and work interfering with family (WIF). Gender moderates the relation between supervisor support and WIF moderates the impact of efficacy beliefs and instrumental support at home on FIW. Specifically, while supervisor support is negatively related to WIF in women and men, high levels of support more strongly affected men's perceptions of WIF. In low self‐efficacy men, high levels of support at home improved their perceptions of FIW but these perceptions worsened in women. These findings contrast with earlier research that focus predominantly on the predictive value of structural demands (for example, the number of hours worked per week and family size). This study shows that gender plays a critical yet intricate role as a predictor of the successful management of work and family roles: it is not gender per se but its interaction with personal and social variables that informs us about differences in the experience of employed parents.     

Screening for Sexually Transmitted Infections (STIs) Among a Heterogeneous Group of WSW(M)

ABSTRACT

Objectives: This study explored predictors of STI screening among a heterogeneous group of women who have sex with women and men. Methods: Following bivariate analyses, a multivariate logistic regression model was conducted to assess the relationship between testing and sociodemographic, relationship characteristics. Results: The majority of participants reported not receiving STI screening in the past year. Gender expression, and not sexual orientation, was a significant predictor of screening. For each increase in masculinity, participants had lower odds of receiving an STI test. Conclusions: More research is needed to understand how gender expression of WSW(M) relates to preventative health behaviors.     

DO CAPITAL ADEQUACY REQUIREMENTS MATTER FOR MONETARY POLICY?

Central bankers and financial supervisors can have conflicting goals. While monetary policymakers work to ensure sufficient lending activities as a foundation for high and stable economic growth, supervisors may limit banks’ lending capacities in order to prevent excessive risk taking. We show that, in theory, central bankers can avoid this potential conflict by adopting an interest rate strategy that takes accounts of capital adequacy requirements. Empirical evidence suggests that while policymakers at the Federal Reserve have adjusted their interest rate to neutralizing the procyclical impact of bank capital requirements, those in Germany and Japan have not. (JEL E52, E58, G21)     

Safety as a Fifth Dimension in Supervision: Stories from the Frontline

Child and family practice is recognised as a field of social work that has become increasingly complex. While evidence is growing in relation to effective supervision, there has been little research about the attributes of an effective supervisor, or the components of effective supervision. This paper reports on research undertaken in Victoria, Australia, which explored practitioners’ and supervisors’ experiences of effective supervision in this field. Data collection involved in-depth interviews with experienced supervisors and supervisees in order to explore the concept of effective supervision from participants’ perspectives. The data were systematically interrogated using a thematic inductive process, designed to enhance the voice of participants in the research. The study findings confirmed the complexity and centrality of the supervisory relationship, with the experience of a safe supervisory relationship proving essential. The importance of contemporary knowledge, leadership skills, and an enabling organisational and community context were also highlighted.     

Paternal supervisor gatekeeping: How supervising fathers hinder other fathers at work in their uptake of flexible work arrangements

This study explores the role that supervisors play in the low uptake of Flexible Work Arrangements (FWA) among fathers in France. We draw on 28 interviews with fathers who had requested access to FWA and reported on the reaction of their supervisors. These supervisors were all fathers themselves and had previously benefitted from such arrangements themselves, but did not grant such policies to other fathers. To understand these unexpected findings, we conducted an additional 16 interviews with supervising fathers in organizations who had previously enjoyed similar FWA. The findings show that supervising fathers can act as barriers to other fathers in their organizations who try to push for more gender equality. We identified four ways in which supervisors tend to dissuade fathers from accessing policies to which they are entitled: gender-role confirming discourses; career threats; practical reasons as a justification; and a lack of paternal workplace support. The findings highlight the role of men (in this case, supervising fathers) in the lack of increasing gender equality at work. By showing that fathers can function as ‘paternal supervisor gatekeepers’ for other fathers in their organizations, we open up new fruitful ways for studying gender equality in organizations.     

Less assessment and more suggestions please: Factors contributing to effective supervision of counsellors at different experience levels

Abstract

Twenty-two supervisors and 60 supervisees working in community counselling services in Melbourne were asked to rate the importance of 46 supervisory behaviours to good supervision, as well as listing behaviours that contribute to and detract from good supervision. In general, supervisors saw good supervision as relating primarily to feedback to the supervisee, while supervisees were interested in learning new skills and gaining assistance with conceptualisation in supervision. The responses confirmed evidence of differing supervisee and supervisor perceptions of supervision seen in previous research of students' supervisory needs in America.

Differences in responses from supervisees in this sample to the American sample suggest some cultural differences and some differing needs attributable to different levels of experience. Responses in the current research support a developmental model of supervision; that supervisees have different needs as they gain experience. Applying a process model to behaviours believed to contribute to and detract from good supervision revealed that the bulk of responsibility for a good supervisory relationship is attributed to supervisors. Neither supervisors nor supervisees indicated a high level of supervisee qualities and skills that contribute to good supervision. This has obvious training implications.     

Workgroup context and the experience of abuse: An opportunity for prevention

This study examined the relationship between certain workgroup characteristics and the experience of abuse in the workplace. Data were collected from 6540 workers at sixteen work sites among six Fortune 500 companies. Workgroup cohesiveness, workgroup interdependence, supervisory concern, supervisory presence and the percent of women in the workgroup were tested for associations with perceived hostility, harassment and negativity for both women and men. Workgroup cohesiveness and supervisory concern showed the strongest protective relationships. The percent of women in the workgroup was also protective for women on all three abuse measures and for men in relation to experienced hostility and negativity. Workgroup interdependence demonstrated an unexpected positive association for experienced hostility and harassment for both men and women. Findings that identify workgroup characteristics that are protective for employees experiencing workplace abuse will be useful for prevention planning.     

The Role of Supervisory Referral in Employee Assistance Programs

Abstract

A growing number of organizations offer Employee Assistance Programs (EAPs) to help employees with their personal problems. Many organizations rely on their supervisors to help identify and refer troubled employees to the EAP for assistance, yet very little conclusive evidence exists regarding the factors that influence whether or not supervisors identify and intervene with troubled employees. A previous review of the literature (Nord & Littrell, 1989) found that the following variables were consistently related to referral: (a) degree of management support for the EAP, (b) gender of supervisor, (c) gender of subordinate, (d) existence of a supervisor network, (e) occupational category of the employees supervised, (f) social distance between supervisor and troubled employee, (g) supervisors' attitude toward their role in referral, and (h) supervisor knowledge of the EAP. However, results of some of the studies reviewed for the current paper were inconsistent with Nord and Littrell's (1989) findings. Additional research is needed in this area, including research on the effectiveness of EAP supervisory training, in order to provide guidelines for the administration of effective EAP programs.     

Emotional Intimacy Power Predicts Different Sexual Experiences for Men and Women

Those who are more emotionally invested in relationships have less power than their partners. Furthermore, less powerful individuals may attempt to equalize power imbalances by offering rewards to their partner and using sex and condom use as exchange resources. Australian young adults reported their condom use and pressured sex experiences in both romantic (n = 708) and casual (n = 118) relationships. Results showed that greater power (lower relative emotional investment) predicted more condom use among those wanting to use condoms. In casual relationships, an interaction with gender showed that women in particular used condoms more when they had more power. Power also interacted with gender for pressured sex and, unexpectedly, men who had more power experienced more pressured sex. The possibility that condom use and pressured sex have different meanings for men and women is explored.