团体心理咨询与治疗师胜任特征初探

Exploration of Competency Model of Group Counsellors and Group Psychotherapists

为了探索团体心理咨询与治疗师的胜任力模型,本研究用行为事件访谈法对13位团体心理咨询与治疗师进行访谈,分析文献提取并整理成编码词表,并对访谈数据进行编码,统计各词条在访谈资料里的出现频次并排序。最终提炼出了团体心理咨询与治疗师的基准性胜任特征和鉴别性胜任特征,并整理得到了团体心理咨询与治疗师的胜任特征模型。研究表明,基准性胜任特征的存在表明团体心理咨询与治疗师具有共同的胜任特征,如专业知识、变化觉察、把握环境、判断力等;鉴别性胜任特征则反映了不同水平的团体心理咨询与治疗师在胜任特征上的差异,如专业知识、洞察力、观察力、分析性思维等。

With the development of group counseling and psychotherapy, more and more qualified group leaders are needed. However, there is a lack of specific studies on what qualified group leaders in group counseling and psychotherapy are, especially in Chinese culture. At present, there are only some views of qualified group leaders in group counseling and psychotherapy from influential psychologists in this area, but there is still a lack of empirical support on this topic. Even in the field of counselor＇s competency, which focuses on the research of abilities a counselor needs in the psychological counseling process, studies on individual counseling ability are lacking. Meanwhile, psychologists agree that group counseling ability is not the same as individual counseling ability. For these reasons, this study sought to explore which abilities group leaders need in group counseling and psychotherapy and to construct ＂The Competency Model of Group Leaders＂ via a qualitative approach, This model is aimed to provide a reference standard for evaluating the capability of group leaders, and it can be used to guide the training and evaluation of group leaders. Fourteen Chinese group leaders from university counseling centers, hospitals and corporations participated in the study, out of which thirteen were valid. Five of these people belonged to the ＂excellent group＂, and the other eight belonged to the ＂average group＂. Two were male and eleven were female. The age range was from 26 to 58 with the average age of 40.64. We collected qualitative data by using the Behavior Event Interview （BEI）. Every group leader was interviewed face to face for at least two hours. We then converted the recordings into text. There was no statistically significant difference between the excellent group and the average group in terms of the length of the interview and the coding frequencies. Referencing the coding protocol, we coded the text from the interview materials. We analyzed the most critical coding words and built the competency model for group leaders in China with this data. Validity and reliability of this model are reported. The primary competency model of group leaders was established, which consisted of benchmark competency characteristics and distinctive competency characteristics. The benchmark competency characteristics include professional knowledge, change detection, environmental monitoring, judgment, discernment, observation, rational thinking, analytical thinking, comprehensive thinking, flexibility, initiative, clear objectives, problem solving, ability of reflection, ability under pressure, emotional expression, self-awareness, honesty, positive self-evaluation, focus on others＇ positive sides, interpersonal understanding, communication skills, empathy, caring about others, desire to help, respect for others, tolerance of others, influence, guidance and training others, dedicated and responsible. Besides the common features, the distinctive competency characteristics also include courage to attempt, strong willed, stability, optimistic, patience, listening skills, the ability to control and rule consciousness. The reliability of the model （category agreement） was between 57.0%-72.1%. In addition, the coding results of behavioral interviews and study participants＇ subjective capability cognition were analyzed. There are differences between the competencies subject participants showed and the competencies they believed to be the most important, between new group leaders and experienced ones and between male group leaders and female group leaders. Reasons as to why these differences exist are discussed.