Chu Wendy, Wippold Guillermo, Becker Kimberly D
Department of Psychology, University of South Carolina.
Prof Psychol Res Pr. 2022 Aug;53(4):362-371. doi: 10.1037/pro0000469. Epub 2022 Jun 2.
We conducted a systematic review to characterize features and evaluate outcomes of cultural competence trainings delivered to mental health providers. We reviewed 37 training curricula described in 40 articles published between 1984-2019 and extracted information about curricular content (e.g., cultural identities), as well as training features (e.g., duration), methods (e.g., instructional strategies), and outcomes (i.e., attitudes, knowledge, skills). Training participants included graduate students and practicing professionals from a range of disciplines. Few studies (7.1%) employed a randomized-controlled trial design, instead favoring single-group (61.9%) or quasi-experimental (31.0%) designs. Many curricula focused on race/ethnicity (64.9%), followed by sexual orientation (45.9%) and general multicultural identity (43.2%). Few curricula included other cultural categorizations such as religion (16.2%), immigration status (13.5%), or socioeconomic status (13.5%). Most curricula included topics of sociocultural information (89.2%) and identity (78.4%), but fewer included topics such as discrimination and prejudice (54.1%). Lectures (89.2%) and discussions (86.5%) were common instructional strategies, whereas opportunities for application of material were less common (e.g., clinical experience: 16.2%; modeling: 13.5%). Cultural attitudes were the most frequently assessed training outcome (89.2%), followed by knowledge (81.1%) and skills (67.6%). To advance the science and practice of cultural competence trainings, we recommend that future studies include control groups, pre- and post-training assessment, and multiple methods for measuring multiple training outcomes. We also recommend consideration of cultural categories that are less frequently represented, how curricula might develop culturally competent providers beyond any single cultural category, and how best to leverage active learning strategies to maximize the impact of trainings.
我们进行了一项系统综述,以描述针对心理健康服务提供者的文化能力培训的特征并评估其效果。我们回顾了1984年至2019年间发表的40篇文章中描述的37种培训课程,并提取了有关课程内容(如文化身份)、培训特征(如持续时间)、方法(如教学策略)和效果(即态度、知识、技能)的信息。培训参与者包括来自一系列学科的研究生和执业专业人员。很少有研究(7.1%)采用随机对照试验设计,而更倾向于单组设计(61.9%)或准实验设计(31.0%)。许多课程关注种族/民族(64.9%),其次是性取向(45.9%)和一般多元文化身份(43.2%)。很少有课程包括其他文化分类,如宗教(16.2%)、移民身份(13.5%)或社会经济地位(13.5%)。大多数课程包括社会文化信息(89.2%)和身份认同(78.4%)的主题,但较少包括歧视和偏见等主题(54.1%)。讲座(89.2%)和讨论(86.5%)是常见的教学策略,而应用材料的机会则不太常见(如临床经验:16.2%;示范:?13.5%)。文化态度是最常评估的培训效果(89.2%),其次是知识(81.1%)和技能(67.6%)。为了推进文化能力培训的科学与实践,我们建议未来的研究包括对照组、培训前和培训后的评估,以及测量多种培训效果的多种方法。我们还建议考虑较少涉及的文化类别、课程如何培养超越任何单一文化类别的具有文化能力的提供者,以及如何最好地利用主动学习策略来最大化培训的影响。 (注:原文中“modeling: 13.5%”后的“?”为译者添加,原文此处可能有误,按照前文格式推测此处应为“13.5%”)