Rosie Phillips Bingham

Psychotherapy Termination : Clinical and Ethical Responsibilities

The successful termination of the psychotherapy relationship is each psychotherapists goal. Yet, a number of circumstances may arise that interfere with the successful completion and termination of treatment. This article addresses both termination and abandonment and illustrates the applicable guidelines and standards from the American Psychological Associations (2002) Ethics Code. We conclude with 12 recommendations for proactively addressing termination and abandonment consistent with professional standards and each patients best interests.

Career Assessment of Ethnic Minority Women

The authors suggest that the career assessment of ethnic minority women presents some special challenges for the career counselor. We contend that multicultural counseling should become a part of the career counseling process. The authors present a Career Counseling Decision Tree, a Multicultural Career Counseling Checklist for Counselors and a Career Checklist for Clients. It is hoped that these assessment instruments will facilitate the career assessment of ethnic minority women.

Concurrent validity of Holland's theory for college-degreed black women☆

Abstract This study, using the Vocational Preference Inventory (VPI) and the Self Directed Search (SDS), explored the concurrent validity of Hollands theory for employed college-degreed black women. The VPI and SDS were administered to 93 black women workers in occupational environments consistent with Hollands six vocational environments. The results revealed that four scales of the VPI and five scales of the SDS successfully differentiated the occupational groups consistent with Hollands theoretical notions. In general, the findings lend some support to the concurrent validity of Hollands theory for employed college-degreed black women.

Theory Into Assessment: A Model for Women of Color

The field of career development lacks a generally accepted assessment protocol for women of color. This lack is fueled by the breadth of the definition of the category, women of color. In this article, we limit the category to African American, Asian American, Hispanic or Latina American, and Native American women living in the United States. While acknowledging significant within-group and between-group differences among these women, the authors look at the components of the career development literature related to women and various ethnic and racial groups. The authors review and critique the Ward and Bingham (1993) and the Fouad and Bingham (1995) models and discuss ways to expand these existing models. This discussion is then used to suggest a four-step process to career assessment for women of color.

Introduction: a report on the National Multicultural Conference and Summit II.

Multiculturalism, in its broadest terms, not only is defined by race and ethnicity but also involves topics of gender, sexual orientation, and disability. Underlying this notion is the assumption that there is no one way to conceptualize human behavior, no one theory that explains the realities and experiences of various forms of diversity, and no particular set of competencies that have been proven to be effective with every form of diversity. Yet, it is possible to seek and provide information that can move psychologists and other social scientists forward in the search for multicultural awareness, respect, and competence. The 2nd National Multicultural Conference and Summit, held in January 2001 in Santa Barbara, California, was designed to promote knowledge about multiculturalism in these broad terms. This introduction to the special section is designed to (a) provide an overview of the proceedings of the Summit, (b) identify themes that emerged throughout the Summit with a special focus on the major keynote addresses, and (c) recommend future directions for education, training, practice, and research in multicultural psychology.

The Issue May be the Integration of Personal and Career Issues

In this excellent major contribution, Robitshcek, DeBell, and their colleagues have highlighted a question that has loomed in counseling psychology for years—namely the fit between counseling psychology and vocational psychology in training programs. In this reaction article, I raise questions about the need for a “reintegration of vocational psychology and counseling psychology.” I then propose that the authors change the assertion to a call for an integration of career and personal issues. Finally, I offer three recommendations for accomplishing the reintegration for which the authors argue. I struggle with the entire concept of a reintegration of counseling psychology and vocational psychology. The concept begs the question of whether and how vocational psychology and counseling psychology were ever integrated. In truth, vocational psychology predates counseling psychology by several decades.Numerous books and articles cite Parsons (1909) as an introduction to the concept of vocational psychology and career counseling. In the early part of the 20th century, Parsons initiated the notion of trait-factor and person/occupation fit before there was a field clearly entitled “counseling psychology.” A perusal of the history of counseling psychology (Meara&Myers, 1997; Walsh, 1999) reveals that the bylaws of a Division 17 meeting in 1955 established the foundation for the division that became known as the Division of Counseling Psychology. Earlier in 1952, the U.S. Veterans Administration (VA) recognized an occupation called counseling psychology. The VA also was instrumental in the establishment of university and college counseling centers around that same time. In each instance, theVAwas interested in professional counselors who would help veterans with work adjustment. Clearly, the constellation of events surrounding the VA’s interest in veterans’ adjustment, the explosion of vocational theories, and the formation of counseling psychology forged a natural merger of counseling psychology and vocational psychology. However, it is not clear if the merger of the activities

Career and Vocational Assessment 1997-1998 A Biennial Review

This is the third biennial review of career assessment research for the Journal of Career Assessment; this article covers assessment research and affiliated topics from 1997 to 1998. The primary inclusion criterion was that the articles be research-based; in total, there were six inclusion criteria. Seven primary topics are addressed. This review covers the research advances demonstrated by the plethora of research conducted during the biennial period. Sections address new measurement tools, issues of career assessment, and special populations. The review concludes with a summary of the key advances in career assessment research and current trends in the career assessment literature.

Holland's theory and college educated working black men and women

Abstract The main concern of this study was to investigate differences between college educated working men and women employed in traditional occupations who took the Vocational Preference Inventory (VPI) and the Self Directed Search (SDS). The VPI and the SDS were administered to 109 black college educated workers in three of Hollands environmental categories (Realistic, Investigative, and Enterprising). In general, the findings for the three VPI and SDS scales and for these occupational groups indicate that black women when compared to black men in the same occupation tend to report similar mean raw scores. Black men and women in the same occupation seem to be far more similar than different.

Setting the Counseling Psychology Agenda: Principled Commitments Balanced With Market Realities

This reaction to the Major Contribution in the September 2005 issue of The Counseling Psychologist highlights the implied threats to the survival of academic training programs in counseling psychology. Counseling psychologists are urged to analyze the historical roots of the profession and current market realities and to make principled commitments to determine where, when, and how training programs will fit into the culture of any given college or department.

Rightsizing the Workforce: Changing Roles of Vocational Psychology:

This article briefly defines rightsizing the workforce and discusses the rightsizing dilemma in relation to the current economic downturn in the United States, its disparate effects on citizens, and implications for potential shifting roles for vocational psychologists. Next, the discussion will highlight disenfranchised or marginalized groups that have been affected by unemployment and then identify potentially relevant questions that can be drawn from ongoing work in vocational psychology. Finally, there is a discussion of predicted changes in the U.S. demographics over the next 40 years that might influence the size of the working population. The article will conclude with some compelling questions about potential changes in the role of vocational psychologists in rightsizing the workforce.