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Positive Identity Affirmation and Re...

Harper, Donica Jasmine.

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Positive Identity Affirmation and Resiliency in QPOC Supervisees: Protective Factors Against the Experience of Microaggressions in the Supervisory Working Alliance.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Positive Identity Affirmation and Resiliency in QPOC Supervisees: Protective Factors Against the Experience of Microaggressions in the Supervisory Working Alliance./
Author:	Harper, Donica Jasmine.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2024,
Description:	125 p.
Notes:	Source: Dissertations Abstracts International, Volume: 85-08, Section: B.
Contained By:	Dissertations Abstracts International85-08B.
Subject:	Clinical psychology. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30991199
ISBN:	9798381699579

Positive Identity Affirmation and Resiliency in QPOC Supervisees: Protective Factors Against the Experience of Microaggressions in the Supervisory Working Alliance.
Harper, Donica Jasmine.

Positive Identity Affirmation and Resiliency in QPOC Supervisees: Protective Factors Against the Experience of Microaggressions in the Supervisory Working Alliance. - Ann Arbor : ProQuest Dissertations & Theses, 2024 - 125 p.

Source: Dissertations Abstracts International, Volume: 85-08, Section: B.

Thesis (Ph.D.)--Fielding Graduate University, 2024.

This item must not be sold to any third party vendors.

Part A: Positive Identity Affirmation and Resiliency in QPOC Supervisees: Protective Factors Against the Experience of Microaggressions in the Supervisory Working AllianceClinical supervision is one of the most meaningful experiences of a trainee's development. They are potentially exposed to an intimate, collaborative, and affirmative relationship that provides them with a wealth of experiences needed to prepare them for independent licensure (Bernard & Goodyear, 2019). However, not all supervisory experiences are positive ones. Some supervisory working alliances can be bad, harmful, and inadequate due to the presence of microaggressions, cultural insensitivity, and overt racism which has the potential to erode self-confidence and self-efficacy in counselors in training (CITs) (Ellis et al., 2013). While these experiences can be detrimental, research has found that supervisees with intersectional identities are more likely to lean into their communities, thus cultivating resiliency and possibly erasing lasting impacts on their clinical self-confidence and self-efficacy.{A0}Part B: Y'all Gots to Chill: An Examination of How Microaggressions Impact the Supervisory Working Alliance and Self Efficacy in QPOC Supervisees and the Potential Influence of Identity Affirmation and ResiliencyThis quantitative study aimed to explore the impact of racial, sexual orientation, and gendered microaggressions on the supervisory working alliance. The study employed a moderated mediated analysis design and collected data from 58 participants who identified as a graduate student or professional in the psychological field, had experienced microaggressions in the supervisory working alliance, and had engaged in supervisory relationships with supervisors of both different races and sexual orientations. Participants completed a survey that assessed their experiences with microaggressions, their perceptions of the supervisory working alliance, identity affirmation, resiliency, and their demographic characteristics. The results indicated that racial, sexual, and gendered microaggressions were negatively related to the supervisory working alliance. Additionally, racial microaggressions had a more significant negative relationship on the supervisory working alliance than gendered or sexual microaggressions for participants that had supervisors of different races and sexual orientations. Moreover, there was a strong relationship between identity affirmation and resiliency. These findings suggest that supervisors should be aware of the potential impact of microaggressions on the working alliance and take steps to prevent and address them.

ISBN: 9798381699579Subjects--Topical Terms:

524863
Clinical psychology.
Subjects--Index Terms:

Counselor self-efficacy

Positive Identity Affirmation and Resiliency in QPOC Supervisees: Protective Factors Against the Experience of Microaggressions in the Supervisory Working Alliance.
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520 $a Part A: Positive Identity Affirmation and Resiliency in QPOC Supervisees: Protective Factors Against the Experience of Microaggressions in the Supervisory Working AllianceClinical supervision is one of the most meaningful experiences of a trainee's development. They are potentially exposed to an intimate, collaborative, and affirmative relationship that provides them with a wealth of experiences needed to prepare them for independent licensure (Bernard & Goodyear, 2019). However, not all supervisory experiences are positive ones. Some supervisory working alliances can be bad, harmful, and inadequate due to the presence of microaggressions, cultural insensitivity, and overt racism which has the potential to erode self-confidence and self-efficacy in counselors in training (CITs) (Ellis et al., 2013). While these experiences can be detrimental, research has found that supervisees with intersectional identities are more likely to lean into their communities, thus cultivating resiliency and possibly erasing lasting impacts on their clinical self-confidence and self-efficacy.{A0}Part B: Y'all Gots to Chill: An Examination of How Microaggressions Impact the Supervisory Working Alliance and Self Efficacy in QPOC Supervisees and the Potential Influence of Identity Affirmation and ResiliencyThis quantitative study aimed to explore the impact of racial, sexual orientation, and gendered microaggressions on the supervisory working alliance. The study employed a moderated mediated analysis design and collected data from 58 participants who identified as a graduate student or professional in the psychological field, had experienced microaggressions in the supervisory working alliance, and had engaged in supervisory relationships with supervisors of both different races and sexual orientations. Participants completed a survey that assessed their experiences with microaggressions, their perceptions of the supervisory working alliance, identity affirmation, resiliency, and their demographic characteristics. The results indicated that racial, sexual, and gendered microaggressions were negatively related to the supervisory working alliance. Additionally, racial microaggressions had a more significant negative relationship on the supervisory working alliance than gendered or sexual microaggressions for participants that had supervisors of different races and sexual orientations. Moreover, there was a strong relationship between identity affirmation and resiliency. These findings suggest that supervisors should be aware of the potential impact of microaggressions on the working alliance and take steps to prevent and address them.
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