Tamara R. Buckley

Adherence to colorectal cancer screening in mammography-adherent older women

Colorectal cancer (CRC) is the third leading cause of cancer mortality among women. Screening can prevent the development of CRC or diagnose early disease when it can effectively be cured, however existing screening methods are underutilized. In this study, we examined the utility of an updated Health Belief Model to explain CRC screening adherence. The present study included 280 older women seeking routine mammography at a large, urban breast diagnostic facility. Overall, 50% of women were adherent to CRC screening guidelines. Multiple regression indicated that self-efficacy, physician recommendation, perceived benefits of and perceived barriers to screening accounted for 40% of variance in CRC screening adherence. However, there was no evidence for two mediational models with perceived benefits and perceived barriers as the primary mechanisms driving adherence to CRC screening. These findings may inform both future theoretical investigations as well as clinical interventions designed to increase CRC screening behavior.

A Pedagogical Model for Increasing Race-Related Multicultural Counseling Competency 1ψ7

With the increasing need for multicultural competence, questions have emerged about the appropriate classroom strategies to cultivate growth in this area. These questions have been further complicated by a growing focus on self-awareness, which has increased the affective demands of and student resistance to the material. This article proposes a pedagogical model to enhance what the authors call race-related multicultural counseling competency, which focuses on race, racism, and racial identity development. The fundamental premise is that two types of safety, psychological safety and identity safety, must be present. The authors further argue that safety requires attention to both course content and teaching processes as well as an incremental learning approach that emphasizes race-related competence as a lifelong developmental process.

Reimagining Cultural Competence: Bringing Buried Dynamics Into the Light

Many organizations attempt to increase cultural competence as one way to foster organizational change to enhance equity and inclusion. But the literature on cultural competence is largely silent on the role of emotion, despite the strong feelings that inevitably accompany work in cross-racial dyads, groups, and institutions. We offer group relations theory as an approach rooted in the importance of emotions, especially anxiety, and offering a rich awareness of how unconscious processes, including defense mechanisms like splitting and projection, drive that anxiety. We show how this approach helps us both diagnose and address difficult dynamics, including by recognizing entrenched power inequities. We draw on examples from others’ research as well as our own research, teaching, and consulting to illustrate key concepts. Ultimately, we argue that buried emotions can create distance and inhibit change. Surfacing and addressing them can foster connection and provide a way for organizations to move forward.

Permeable borders: How understanding conflict in research teams can enhance understanding conflict in work teams

Most often, as researchers, we study conflict “out there”—we study research subjects or participants (whether in dyads, teams, organizations, communities, or societies) and assess the level and kind of conflict, its precursors and consequences, and the like. We usually avoid examining conflict “in here,” among ourselves the researchers, though of course we experience it regularly (see Bartunek & Rynes, 2016, this volume). Rarely do we explore how our own conflict can potentially enhance the validity of our findings, helping us dig down to the deeper dynamics lying below the surface.

Color Minimization: The Theory and Practice of Addressing Race and Ethnicity at Work

A growing literature, largely experimental, is finding that color‐blindness inhibits interactions in racially diverse dyads or groups, while color cognizance, its opposite, enhances them. But little data documents how workers on the ground make sense of these dueling discourses. We draw on an intensive study of child welfare workers to suggest that one response may be “color minimization”: a perspective that acknowledges, but then downplays, the importance of race and ethnicity. While the study takes place in a setting where race and ethnicity are more salient than in many areas of employment, our findings have implications for a wide range of workplaces.