Background
Current study model
Methods
Procedure
Participant samples
Research samples | ||||
---|---|---|---|---|
SEM Model Sample (SOFL) | TRIP Training (WEVAL) | |||
Background measures | N | Mean (SD) | N | Mean (SD) |
Age | 297 | 41.5 (12.5) | 68 | 40.8 (10.7) |
Male (%) | 296 | 34.1% | 68 | 32.4% |
Race (%) | 294 | 67 | ||
African American | 47 | 16.0% | 9 | 13.4% |
White | 183 | 62.2% | 37 | 55.2% |
Hispanic | 42 | 14.3% | 14 | 20.9% |
Mixed | 11 | 3.7% | 1 | 1.5% |
Other | 11 | 3.7% | 6 | 9.0% |
Degree | 301 | |||
Less than college | 13 | 4.3% | 4 | 5.9% |
Some college | 37 | 12.3% | 5 | 7.4% |
Associate’s degree | 21 | 7.0% | 4 | 5.9% |
Bachelor’s degree | 74 | 24.6% | 11 | 16.2% |
Master’s degree | 141 | 46.8% | 38 | 55.9% |
Higher degree | 15 | 5.0% | 6 | 8.8% |
Addiction Certification Status | 290 | 68 | ||
Not certified | 130 | 44.8% | 21 | 30.9% |
Previously certified | 5 | 1.7% | 3 | 4.4% |
Currently certified | 125 | 43.1% | 35 | 51.5% |
Intern | 30 | 10.3% | 9 | 13.2% |
Years Counseling | 298 | |||
< 6 months | 50 | 16.8% | 5 | 7.4% |
6–11 months | 12 | 4.0% | 3 | 4.4% |
1–3 years | 68 | 22.8% | 13 | 19.1% |
3–5 years | 48 | 16.1% | 15 | 22.1% |
> 5 years | 120 | 40.3% | 32 | 47.1% |
Current job tenure | 298 | |||
< 6 months | 46 | 15.4% | 11 | 16.7% |
6–11 months | 34 | 11.4% | 8 | 12.1% |
1–3 years | 86 | 28.9% | 18 | 27.3% |
3–5 years | 41 | 13.8% | 11 | 16.7% |
> 5 years | 91 | 30.5% | 18 | 27.3% |
Discipline/Profession | 301 | |||
Addiction counseling | 183 | 60.8% | 46 | 67.6% |
Social work | 113 | 37.5% | 28 | 41.2% |
Other counseling | 96 | 31.9% | 19 | 27.9% |
Psychology | 66 | 21.9% | 19 | 27.9% |
Criminal justice | 28 | 9.3% | 11 | 16.2% |
Administration | 29 | 9.6% | 6 | 8.8% |
Education | 26 | 8.6% | 6 | 8.8% |
Vocational Rehab | 10 | 3.3% | 3 | 4.4% |
Nurse | 5 | 1.7% | 0 | NA |
Medicine other | 4 | 1.3% | 0 | NA |
Other | 34 | 11.3% | 6 | 8.8% |
Measures
Organizational climate, staff attributes, and director leadership
N | Mean (SD) | |
---|---|---|
Transformational Leadership (Edwards, Knight, Broome, & Flynn, 2010) | 297 | 37.9 (7.4) |
Encourages Innovation (4 items; α = .87): | 297 | 39.1 (7.7) |
o Program director positively acknowleges creative solutions to problems. | ||
o Program director encourages ideas other than own. | ||
Inspirational Motivation (6 items; α = .91): | 297 | 38.7 (7.4) |
o Program director displays enthusiasm about pursuing program goals. | ||
o Program director expresses confidence in staff members’ collective ability to reach program goals. | ||
Develops Others (4 items; α = .88): | 297 | 36.5 (8.6) |
o Program director offers individual learning opportunities to staff members for professional growth. | ||
o Program director takes into account individual abilities when teaching staff members. | ||
Task Delegation (9 items; α = .94): | 297 | 37.4 (7.8) |
o Program director follows delegation of a task with support and encouragement. | ||
o Program director allocates adequate resources to see tasks are completed. | ||
Organizational Climate (Lehman, Greener, & Simpson, 2002) | 297 | 33.6 (5.5) |
Clarity of Mission (5 items; α = .73): | 297 | 35.0 (6.5) |
o Duties clearly related to the goals of this program. | ||
o This program operates with clear goals and objectives. | ||
Staff Cohesiveness (6 items; α = .88): | 297 | 36.2 (8.2) |
o Staff here all get along very well. | ||
o Staff here are always quick to help one another when needed. | ||
Staff Autonomy (5 items; α = .56): | 297 | 35.2 (5.1) |
o Management here fully trusts your professional judgment. | ||
o Counselors here are given broad authority in treating their own clients. | ||
Communication (5 items; α = .81): | 297 | 33.5 (7.3) |
o Program staff are always kept well informed. | ||
o Formal and informal communication channels here work very well. | ||
Stress (4 items; α = .81): | 297 | 32.6 (8.4) |
o You are under too many pressures to do your job effectively. | ||
o The heavy workload here reduces program effectiveness. | ||
Openness to Change (5 items; α = .72): | 297 | 34.3 (6.2) |
o It is easy to change procedures here to meet new conditions. | ||
o You are encouraged here to try new and different techniques. | ||
Staff Attributes (Lehman, Greener, & Simpson, 2002) | ||
Efficacy (5 items; α = .68): | 297 | 40.8 (4.9) |
o You have skills needed to conduct effective group counseling. | ||
o You are effective and confident in doing your job. | ||
Influence (6 items; α = .80): | ||
Willingness and ability of a counselor to influence co-workers | 297 | 37.5 (6.9) |
o Staff generally regard you as a valuable source of information. | ||
o You are viewed as a leader by other staff here. | ||
Adaptability (4 items; α = .65): | ||
Staff ability to adapt to a changing environment | 297 | 40.2 (5.2) |
o Learning and using new procedures are easy for you. | ||
o You are able to adapt quickly when you have to shift focus. | ||
Counseling Innovation Interest (CII; 9 items; α = .85): | 297 | 3.51 (.65) |
• You read about new techniques and treatment information each month. | ||
• You regularly read professional journal articles or books on drug abuse treatment. | ||
• You do a good job of regularly updating and improving your skills. | ||
• When you attend workshops, how often do you try out the new interventions or techniques learned? | ||
• In recent years, how often have you adopted (for regular use) new counseling interventions? | ||
• You like to use new types of therapy/interventions to help your clients. | ||
• You are willing to try new types of therapy/interventions even if you have to follow a treatment manual. | ||
• You would try a new therapy/intervention even if it were very different from what you are used to doing. | ||
• You are willing to use new and different types of therapy/interventions developed by researchers. |
Recent training activity
Counseling innovation interest (CII)
Training endorsements
N | Mean (SD) | |
---|---|---|
Acceptability (8 items; α = .68) | 68 | 42.0 (3.0) |
• You are satisfied with the materials in the TRIP curriculum. | ||
• TRIP seems cumbersome and difficult to use.® | ||
• TRIP materials seem easy to use. | ||
• There are too many steps involved in TRIP.® | ||
Appropriateness (7 items; α = .79) | 68 | 42.3 (4.4) |
• TRIP is relevant to the needs of your clients. | ||
• TRIP fits with your counseling style. | ||
• You already use materials similar to TRIP and see no reason to change.® | ||
• Your program has used similar materials in the past with little success.® | ||
• TRIP can be useful for addressing client motivation. | ||
• TRIP can be useful for addressing client participation. | ||
• TRIP can be useful for addressing client decision making. | ||
Adoption Expectation (1 item) | 68 | 45.3 (6.3) |
• You expect the things you learned in this workshop will be used in your program within the next month or so. | ||
Preparation Adequacy (5 items; α = .71) | 68 | 42.3 (4.2) |
• You are comfortable using TRIP materials with your clients. | ||
• You feel properly prepared to use TRIP. | ||
• You feel able to train others to conduct TRIP. | ||
• Staff at your program will want to start their own TRIP groups when they see the materials. | ||
• You will encourage clients to attend TRIP groups once they are offered. | ||
Leadership Engagement (5 items; α = .71) | 68 | 38.6 (5.1) |
• Your program leaders encourage staff to conduct TRIP groups. | ||
• Leadership at your program provides resources for innovations, like TRIP. | ||
• Your program leadership places adoption of TRIP as a priority. | ||
• Leadership within your agency encourages staff to use TRIP materials within their regular sessions. | ||
• Leadership within your agency recognizes staff that use new approaches, such as TRIP. |