Cary Cherniss

Professional burnout in human service organizations

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Emotional Intelligence and the Career Choice Process.

Once seen as something avoided in making important life decisions, recent research and theories of emotional intelligence point to the interdependence of emotion and cognition in the decision-making process. Emotional intelligence as conceptualized by Mayer and Salovey consists of four interrelated abilities: (a) perceiving emotions, (b) using emotions to facilitate thoughts, (c) understanding emotions, and (d) managing emotions to enhance personal growth. It is hypothesized that such abilities facilitate the career decision-making process and lead to decisions that more fully satisfy career-related interests, values, and aspirations. Emotions experienced during this process have implications for the perception of risk related to specific career options, amount and kind of self-exploration individuals will engage in, and how information related to career choice will be processed. Also reviewed are issues of reliability and validity of the Multifactor Emotional Intelligence Scale and the implications of emotional intelligence for the career counseling process.

Observed Supervisory Behavior and Teacher Burnout in Special Education

A method for assessing the relationship between supervisory behavior and staff burnout was developed and tested in two schools for mentally retarded children. The method uses a new instrument, the Supervisor Behavior Observation Scale. The two schools involved in the study differed significantly in level of staff burnout, as measured by the Maslach Burnout Inventory, and in supervisory behavior. Specifically, the principal of the low burnout staff interacted less frequently with others and spent less time observing staff in their classrooms. Instead, she spent more time in her office engaged in planning and coordinating activities. She also interacted more with her own superior. The low burnout principal also talked more and listened less, and she spent more time discussing work-related problems but less time discussing administrative issues. She also gave staff more emotional support but spent less time in “small talk” with them.

Public Sector Professionals: Job Characteristics, Satisfaction, and Aspirations for Intrinsic Fulfillment through Work

Previous research on job satisfaction in government employees has not distinguished professionals from other high status groups such as managers. Professionals and blue-collar workers employed in a state government in the U.S. (N = 252) were compared in order to learn more about the quality of the professional work experience. Data on job satisfaction, task characteristics, and aspirations for intrinsic fulfillment through work were collected via a questionnaire. Results suggested that there was no difference between the two groups in job satisfaction. However, professionals rated their jobs as significantly lower in skill variety, task identity, task significance, autonomy, and knowledge of results. Professionals also believed that their jobs should provide less intrinsic fulfillment than did the blue-collar workers. It was speculated that professionals employed in government maintain minimal levels of job satisfaction despite less fulfilling jobs by reducing their aspirations for fulfillment in work.

Is there job satisfaction in community mental health

After discussing the importance of job satisfaction, this paper presents data concerning current levels and sources of job satisfaction in community mental health centers. Data came from a survey completed by 164 staff members working in 22 different programs located in Michigan. The return rate was 94%. Results indicated that compared to workers in other occupations, the staff were about average in satisfaction with co-workers and supervision, but low in satisfaction with the work itself. The two major sources of job satisfaction reported by staff were the level of accomplishment experienced in the work and the degree of clarity in organizational goals and policies. The paper concludes by suggesting ways in which job satisfaction in community mental health could be increased.

2001 DIVISION 27 PRESIDENTIAL ADDRESS: Emotional Intelligence and the Good Community

Suggests various ways in which the concept of emotional intelligence (EI) can inform community research and action. Begins by defining EI and reviewing the growing body of research on its contribution to educational, health, and occupational outcomes. Next distinguishes between EI and the related concept of emotional and social competence. Then considers the connection between EI and several topics of interest to community action researchers including prevention and wellness promotion, implementation and dissemination of innovative programs, community development, and the value of diversity. Concludes by suggesting that the ecological perspective can help inform research and practice relating to EI.

The Creation of Alternative Settings

This quote from Machiavelli captures the spirit of much that has been written about the creation of alternative settings. There are no data on the incidence of failure in the creation of alternatives, but the literature on this topic implies that it is quite high. New settings usually begin with great expectations, but hope frequently gives way to disillusionment within a relatively short time (Sarason, 1972). Nevertheless, there have been some notable exceptions: alternative settings that not only survived, but remained true to their original spirit. What, then, are the factors that influence the ultimate success or failure of alternative settings? If the creation of alternative settings is to be a viable intervention strategy in community psychology, this is a crucial question to address

Process‐designed training

Purpose – The purpose of this paper is to evaluate the effectiveness of a leadership development program based on International Organization for Standardization (ISO) principles. The program utilized process‐designed training groups to help participants develop emotional and social competence.Design/methodology/approach – The study involved 162 managers from nine different companies in a random assignment control group design. There were nine different groups with nine managers in each group. Each group was required to follow the identical process. Trained moderators led the groups during year 1, but during year 2 a group member served as moderator, with all new moderators committing to following the process. The outcome measure was the Emotional Competence Inventory (ECI), a multi‐rater measure of social and emotional competencies associated with effective leadership. Outcome data were collected before the program started, one year later, and two years later.Findings – Results indicated that after two ye...

Participation in decision-making by staff in community mental health programs.

Staff participation in decision-making was examined in 22 community mental health programs in Michigan. A questionnaire was completed by 164 practitioners employed at least half time. The response rate was 94%. For virtually every work-related decision examined, the practitioners wanted significantly greater participation in decision-making than they currently have. Also, those working in programs where practitioner participation was high reported greater job satisfaction, less role ambiguity, greater use of their skills, better communication among staff, and greater goal clarity and attainability. Practitioner participation was lowest in programs serving more disturbed, less successful populations, such as inpatient, mental retardation, and drug-abuse programs. Para-professional practitioners in all programs reported less participation in their jobs than professional practitioners. Finally, practitioners who typically interact more with clients also reported lower levels of participation.

Professional involvement in self-help groups for parents of high-risk newborns

Patterns of professional involvement and control in self-help groups were studied through a questionnaire completed by representatives of 63 self-help groups for parents of high-risk newborns located throughout the United States. Results indicated that when professionals began a group, they were likely to continue to maintain control over it. Groups controlled by professionals were more likely to utilize professional counseling as a form of support and less likely to provide outreach services to parents following hospital discharge of their infants. Group stability, growth, and innovation were associated with more consultation between parents and professionals in the planning process.