The authors investigated the relationship between self-compassion and trait resilience and tested the potential moderating roles of these variables in the relationship between trauma exposure and general psychological distress in a sample of undergraduate students (N = 296). Results revealed a significant relationship between self-compassion and trait resilience. Self-compassion emerged as a significant moderator in this relationship, whereas trait resilience did not. Given high rates of trauma exposure in college student populations, implications for counseling are discussed.

This paper discusses growth-promoting supervisory practices from the perspectives of women of color psychology trainees. Based on three personal narratives, we discuss the unique ways that supervisors invite the multiple salient identities of trainees into the supervisory relationship and engage in a mentorship approach tailored to each trainee. We discuss key themes that emerged across the three narratives: the importance of a supervisor pivoting between the role of the expert and the role of a learner, the value of embracing an attitude of shared responsibility toward promoting trainee growth, and the role of cultural humility in the supervisory relationship. We draw from various theories in framing our work, including Paulo Freire's theory of conscientização and Atkinson, Morten, and Sue's (1998) Five-Stage Model of Cultural/Racial Identity Development. We close with situating these impactful supervisory practices within the context of the American Psychological Association's (2015) "Guidelines for Clinical Supervision in Health Service Psychology."

The Feminist Identity Composite is a commonly used measure of feminist identity development. However, psychometric examinations of this measure with samples of diverse women are lacking. The current study presents the first investigation, to our knowledge, to examine the factor structure of the Feminist Identity Composite with two subsamples of sexual minority women (N ¼ 402). We used exploratory factor analysis (EFA), partial confirmatory factor analysis (CFA), and CFA and found both the EFA and subsequent partial CFA (n ¼ 201) indicated a six-factor solution, which was upheld in the final CFA (n ¼ 201). The results generally corroborated four (Passive Acceptance, Embeddedness/Emanation, Synthesis, Active Commitment) of the five original subscales reported in previous studies with predominately heterosexual (or sexual orientation not reported) undergraduate women. However, the subscale Revelation was further delineated into two subscales labeled Societal Revelation and Contact Revelation. Convergent validity of the obtained Feminist Identity Composite subscale scores was largely supported by correlations in expected directions with measures of perceived sexism and heterosexism. We encourage future researchers to investigate the structural and convergent validity of the Feminist Identity Composite with other diverse samples of women.

<p>This paper discusses growth-promoting supervisory practices from the perspectives of women of color psychology trainees. Based on three personal narratives, we discuss the unique ways that supervisors invite the multiple salient identities of trainees into the supervisory relationship and engage in a mentorship approach tailored to each trainee. We discuss key themes that emerged across the three narratives: the importance of a supervisor pivoting between the role of the expert and the role of a learner, the value of embracing an attitude of shared responsibility toward promoting trainee growth, and the role of cultural humility in the supervisory relationship. We draw from various theories in framing our work, including Paulo Freire’s theory of conscientização and Atkinson, Morten, and Sue’s (1998) Five-Stage Model of Cultural/Racial Identity Development. We close with situating these impactful supervisory practices within the context of the American Psychological Association’s (2015) “Guidelines for Clinical Supervision in Health Service Psychology.” </p>

<p>This paper discusses growth-promoting supervisory practices from the perspectives of women of color psychology trainees. Based on three personal narratives, we discuss the unique ways that supervisors invite the multiple salient identities of trainees into the supervisory relationship and engage in a mentorship approach tailored to each trainee. We discuss key themes that emerged across the three narratives: the importance of a supervisor pivoting between the role of the expert and the role of a learner, the value of embracing an attitude of shared responsibility toward promoting trainee growth, and the role of cultural humility in the supervisory relationship. We draw from various theories in framing our work, including Paulo Freire’s theory of conscientização and Atkinson, Morten, and Sue’s (1998) Five-Stage Model of Cultural/Racial Identity Development. We close with situating these impactful supervisory practices within the context of the American Psychological Association’s (2015) “Guidelines for Clinical Supervision in Health Service Psychology.” </p>