Cabell Autumn L, Kozachuk Lindsay
College of Education, DePaul University, Chicago, IL United States.
Palm Beach Atlantic University, Orlando, FL United States.
Int J Adv Couns. 2022;44(3):512-528. doi: 10.1007/s10447-022-09478-w. Epub 2022 Jun 23.
The impact of racial microaggressions on career adaptability and professional leadership engagement of racial/ethnic minoritized counsellors in the United States was examined. The sample included 489 counsellors and counsellors in training. Structural equation modeling pathways indicated a positive pathway from racial microaggressions to both career adaptability and professional leadership development, and a negative pathway from career adaptability to leadership engagement. Additionally, a thematic analysis of written responses from participants who shared why they did not participate in professional organization leadership positions revealed four themes including limited time, opportunity or awareness, newness to the profession, and lack of desire or interest. Study limitations and implications for counsellors, counselor education programs, and counselling/mental health professional organizations are discussed.
本研究考察了种族微侵犯对美国少数族裔咨询师职业适应能力和职业领导力参与度的影响。样本包括489名咨询师和正在接受培训的咨询师。结构方程模型路径表明，从种族微侵犯到职业适应能力和职业领导力发展均存在正向路径，从职业适应能力到领导力参与度存在负向路径。此外，对那些分享了未参与专业组织领导职位原因的参与者的书面回复进行的主题分析揭示了四个主题，包括时间有限、机会或认知不足、对该职业不熟悉以及缺乏意愿或兴趣。文中讨论了研究的局限性以及对咨询师、咨询师教育项目和咨询/心理健康专业组织的启示。
