Acculturation and enculturation are currently conceptualized as bilinear, multidimensional, and context-dependent cultural socialization processes (Yoon et al., 2013). Yet, this conceptualization requires further specification and empirical evidence. Our work is timely given the downward shift in productivity of traditional acculturation research and the need for a new direction. We examined the constructs and processes of acculturation and enculturation by meta-analytically synthesizing the findings of 255 publications (343 independent samples). In support of a bilinear (vs. unilinear) conceptualization, we found that acculturation and enculturation were only slightly associated with each other, r = −.18. In support of multidimensionality and context-dependency, their relationship varied by dimension (e.g., nonsignificant association of mainstream and ethnic identities vs. significant associations in other dimensions), geographic region, and race. Additionally, acculturation and enculturation rates/patterns varied by dimension; extrinsic changes (e.g., behavior) proceeded faster than intrinsic changes (e.g., values, identity). We discuss a direction for future research and implications for practice, advocacy, and education/training.
Despite what we have learned about the causes and consequences of bullying, efforts to reduce bullying through interventions to date have yielded modest results. Most bullying prevention efforts have targeted perpetrators and victims, ignoring the powerful role that observers play in maintaining cycles of bullying. This article presents literature from the fields of bystander behavior, empathy training, multicultural education, and ally/social justice orientation development; integrates relevant findings; and proposes a comprehensive model of upstanding behavior to inform prevention efforts. Through helping youth understand the value of being upstanders, there is a greater propensity for our schools and communities to become safer, more compassionate places that value the contributions of all members.
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."
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