Gender Differences in the Supervisory Relationship

Doughty, Elizabeth A.; Leddick, George R.

doi:10.1080/15566382.2007.12033835

Cited by 8 publications

(5 citation statements)

References 27 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Findings indicate that differences in race and gender did not significantly influence the feedback and evaluation process – an unexpected finding given the significance of harmful NSEs among mixed race dyads. It also contradicts findings of previous studies (Chung et al, 2001; Doughty & Leddick, 2007; Paisley, 1994). Again, the small sample size and issues of anxiety or trust regarding the evaluative process may account for this.…”

Section: Discussioncontrasting

confidence: 91%

A cross-sectional survey of South African psychology interns’ perceptions of negative supervision events

Hendricks

Cartwright

2017

South African Journal of Psychology

View full text Add to dashboard Cite

Prevalence rates of negative supervision events among Psychology interns in South Africa are non-existent. This article investigates the incidence of negative supervision events and explores the influence of various contextual variables on supervision outcomes. Quantitative data were obtained via a web survey from a sample (N = 92) of Clinical and Counselling psychology interns across nine provinces in South Africa. In all, 42 (or 45.6%) of the 92 participants had a negative supervision event during their internship, 26.19% categorized their experience as ‘Harmful’, and 73.81% (or 31) had an ‘Inadequate’ experience. A total of 14 (or 22.6%) interns experienced a negative supervision event on a weekly basis. Proportionately more White interns reported experiencing negative supervision events and had the highest number of reported harmful experiences. Neither race nor gender significantly impacted the feedback and evaluation process. A significantly larger number of mixed race and mixed culture dyads reported harmful negative supervision compared to same race/culture dyads. There was no significant positive relationship between inadequate or harmful negative supervision event and sexual orientation, theoretical orientation, gender, religion, and language. Implications for training and professional development are discussed.

show abstract

Section: Discussioncontrasting

confidence: 91%

A cross-sectional survey of South African psychology interns’ perceptions of negative supervision events

Hendricks

Cartwright

2017

South African Journal of Psychology

View full text Add to dashboard Cite

show abstract

“…For instance, these authors found that female trainees relinquished power because of supervisors’ tendency to withhold support in situations where supervisees attempted to assert power. As such, Doughty and Leddick (2007) highlight the importance of discussing power and gender dynamics in supervision. They suggest that if supervisors are more open to discussing the dynamics of the relationship, the power differential may decrease, thereby allowing the supervisee to address issues that may not have been raised otherwise.…”

Section: Discussionmentioning

confidence: 99%

Evaluation of the Critical Events in Supervision Model using gender related events.

Bertsch¹,

Bremer-Landau²,

Inman³

et al. 2014

Training and Education in Professional Psychology

View full text Add to dashboard Cite

The purpose of this study was to evaluate the applicability of the Critical Events Model to the psychotherapy supervisory process, with a focus on gender related events (GREs) experienced by counseling trainees. Four research questions framed the study: (1) What types of GREs do trainees experience in psychotherapy supervision? (2) How do supervisors attend to these GREs? (3) What is the relationship between the interventions that supervisors use and the resolution of the critical event? Finally, given the importance of the working alliance and the supervisor's multicultural competence, (4) What is the relationship between GREs, the supervisory working alliance, and supervisees' perceptions of their supervisors' multicultural competence as it relates to gender related events? A consensual qualitative research-modified (CQR-M) method was used to examine the qualitative data, highlighting four types of GREs reported by counseling trainees: Gender Discrimination, Gender Identity Interactions, Attraction, and Power Dynamics. While supervisors attended to GREs using various interventions, multiple linear regression analyses revealed that the most frequently used interventions (i.e., therapeutic process, exploration of feelings, focus on skills, and focus on self-efficacy) were significantly related to the resolution stage. GREs related to Gender Discrimination were significantly and negatively related to the supervisory working alliance and supervisees' perceptions of supervisors' gender-related multicultural competence.

show abstract

“…This theory not only accounts for many outcomes derived from its logic (e.g., Laroche, Saad, Cleveland, & Browne, 2000; Meyers‐Levy & Zhu, 2010; Richard, Chebat, Yang, & Putrevu, 2010), but also appears to accommodate a broad range of other findings, including unpredicted, applied, and non‐theoretically grounded observations. To exemplify, the selectivity hypothesis seems to explain why, compared to males, females more accurately detect and interpret subtle nonverbal cues (e.g., body language, paralanguage; Rosip & Hall, 2004), scan more data (i.e., perform more eye fixations), producing a recognition advantage (Heisz, Pottruff, & Shore, 2013), engage in more patient‐focused behaviors as health‐care providers (e.g., give longer consultations and more patient feedback; Street, 2002), screen and process more problem‐free loans as loan officers (Beck, Behr, & Guettler, 2013), and employ a more employee‐attuned (versus task‐focused) supervisory style (Doughty & Leddick, 2007).…”

Section: Theories Of Gender Differencesmentioning

confidence: 99%

Revisiting gender differences: What we know and what lies ahead

2014

View full text Add to dashboard Cite

Efforts to identify and understand gender differences have a long history that has sparked lively debate and generated much public interest. Although understanding gender differences is pivotal to consumer researchers and marketers, investigations into this issue by such individuals have been few in number, often weak in theory, and rather limited in progress made. This paper strives to reinvigorate such inquiry. We begin by describing four major theories of gender differences (socio-cultural, evolutionary, hormone-brain, and the selectivity hypothesis) and then assess relevant research from 2000 to 2013 in marketing, psychology, and biomedicine. From this, five conclusions emerge: Males are more self-oriented, while females are more other-oriented; females are more cautious responders; females are more responsive to negative data; males process data more selectively and females more comprehensively; and females are more sensitive to differentiating conditions and factors. We conclude by identifying several areas of opportunity for advancing our understanding of gender differences.

show abstract

Gender Differences in the Supervisory Relationship

Cited by 8 publications

References 27 publications

A cross-sectional survey of South African psychology interns’ perceptions of negative supervision events

A cross-sectional survey of South African psychology interns’ perceptions of negative supervision events

Evaluation of the Critical Events in Supervision Model using gender related events.

Revisiting gender differences: What we know and what lies ahead

Contact Info

Product

Resources

About