Perceptions of Parent-Initiated and Coach-Created Motivational Climate and their Influence on Youth Athlete Achievement Goal Orientation

Researchers have investigated the relationship between motivational climate and achievement goal orientation in an effort to understand how to positively impact sport participants. However, little research has been done looking at the relationship between parents, coaches, and youth athletes with regards to these two constructs. Consequently, the purpose of this study was to investigate the relationship between parent-initiated motivational climate, coach-created motivational climate, and youth athletes\u27 achievement goal orientation. A secondary purpose was to determine which construct, parent-initiated or coach-created motivational climate, had a greater influence on youth athletes\u27 achievement goal orientation. The sample consisted of male and female basketball players (N = 98) between the ages of eight and twelve. Participants completed the Achievement Goal Scale for Youth Sports, the Motivational Climate Scale for Youth Sports, and the Parent-Initiated Motivational Climate Scale 2, and correlations were calculated for each of the scales. Results showed that when youth athletes perceived a mastery climate, they were more likely to report a task orientation. Conversely, when they perceived an ego climate, they were more likely to report an ego climate. Additionally, regression analyses revealed that perceptions of coach-created motivational climate were the more significant predictor of achievement goal orientation when compared to parent-initiated motivational climate. Future research in this area should attempt to further characterize the relationship between coaches, parents, and youth athletes with regards to motivational climate and achievement goal orientation, as well as investigate the impact of motivational climate interventions on the youth sport experience

An Evaluation of State Employees\u27 Preferences for Worksite-based Physical Activity, Nutrition, and Stress Management Programs

Worksite wellness programs (WWPs) have evolved over the last several decades as a way to positively impact employees\u27 health, and to manage rising healthcare costs. Despite the impact that WWPs can have both clinically and financially, participation rates in many programs remain low. Some research has reported success in increasing participation and engagement through tailoring programs to fit employee preferences. The purpose of this study was to investigate the wellness programming preferences of state employees in West Virginia. A secondary purpose was to identify how these preferences differ by health risk, worksite wellness participation, age, and gender. Respondents (N = 18,791) completed a survey that was developed in collaboration with the Public Employees Insurance Agency of West Virginia, with respondents reporting strong interest in nutrition (77.6%), physical activity (81.0%), and stress management programming (61.1%), and with a `personalized webpage\u27 being the most preferred contact method. Interest in wellness programming was higher for females, previous participants, and those who were classified as `high risk.\u27 Focus groups (N = 4) were also conducted at worksites around the state, with employees (n = 24) reporting a lack of knowledge surrounding what programming was offered, and how to get involved. Participants also suggested that future programming should include education tailored to how they could become healthier. Overall the results highlight a lack of familiarity with wellness programs, which was a major barrier to participation. However, interest in wellness programming was high, which suggests that if employees are made aware of what is available, these programs might be taken advantage of

West Virginia State Employees’ Preferences for Worksite Wellness Programming

Objectives: To investigate the wellness programming preferences of state employees in West Virginia. Study Design: A survey-based, descriptive analysis of employees’ preferences Methods: State employees (n = 18,791) of West Virginia were given a38-item wellness survey. Items assessed employees’ interest in programming, methods for receiving wellness information, and incentives for participation.Descriptive statistics were run to provide a summary of state employees’ preferences. Results: The survey response rate was 40%. Respondents showed interest in physical activity (81.0%), nutrition (77.6%) and stress management programming (61.1%). A personalized webpage was the highest rated method of receiving wellness information and a discount on insurance premiums would be the most motivating incentive (69.6%). Conclusion: Interest in wellness programming was high, which suggests that appropriately target interventions may engage a large portion of West Virginia citizens in health education and lifestyle change

Recruiting and retaining children and families' social workers. The potential of work discussion groups

Current difficulties with the recruitment and retention of children and families' social workers have been formally acknowledged. However, although initiatives which focus on remuneration and career progression are clearly welcome, research and evidence from practice highlights how social workers themselves place high value on the availability of good quality supervision. Yet, questions remain about whether first-line managers have the time or are even in the best position to offer this support. This article draws on the experience and evaluation of one particular model of supervision — 'work discussion groups' —and explores its impact with residential social work staff and teachers as well as the potential for further developments of this kind

'No coughing for me, but I'm okay!': a human service worker's narrative exploration of her own and other workers' body stories told in a domestic violence service

Relational, body-oriented and brain-based approaches to recovery and change are increasingly popular modalities for working with traumatised children and adults. However, although these approaches encourage the awareness, and the harnessing of workers' visceral experiences, there is little in the literature to describe how practitioners navigate their own somatic maps. In a research project undertaken from 2008–16, I invited nine human service workers to tell and explore stories about their own experiences of the body that emerged during, and/or in relation to, their own professional practice. A narrative methodology was used to help facilitate a depth of understanding of how the participants used their own bodies as a source of knowledge and/or as an intervention strategy with those with whom they worked. In this paper, I explore one of many stories told by Coral in which she describes the processes she uses to navigate her own somatic map as she interacts with clients and workers in a domestic violence service. I conclude that creating spaces for workers to explore embodied experience in the professional conversation is important, but is difficult without an acceptable discourse or narrative template. Nonetheless, given the opportunity, including the 'body as subject' encourages better outcomes for clients and provides richer accounts of human service workers' professional experience

Visualizing the needle in the haystack: In situ hybridization with fluorescent dendrimers

In situ hybridization with 3DNA dendrimers is a novel tool for detecting low levels of mRNA in tissue sections and whole embryos. Fluorescently labeled dendrimers were used to identify cells that express mRNA for the skeletal muscle transcription factor MyoD in the early chick embryo. A small population of MyoD mRNA positive cells was found in the epiblast prior to the initiation of gastrulation, two days earlier than previously detected using enzymatic or radiolabeled probes for mRNA. When isolated from the epiblast and placed in culture, the MyoD mRNA positive cells were able to differentiate into skeletal muscle cells. These results demonstrate that DNA dendrimers are sensitive and precise tools for identifying low levels of mRNA in single cells and tissues

Spankers and Nonspankers: Where They Get Information on Spanking

Because spanking is common, puts children at risk for harmful side effects, and is ineffective as a positive behavior management tool, it is important to identify the kind of advice families receive about the appropriateness of spanking. Using the health belief model, I examined spankers and nonspankers on the spanking messages they received from eight sources of discipline information and how important they perceived these messages to be. Data from telephone interviews with 998 mothers with children aged 2 to 14 years showed that 33% of mothers rated advice from workshops, pediatricians, newspapers and magazines, and books as ‘‘very important.’’ Less than 15% rated parents and relatives and friends as such. Spankers perceived sources as recommending spanking, whereas nonspankers perceived sources as opposing spanking. Mothers were more likely to spank when they perceived more intense messages to spank, less intense messages opposing spanking, had younger children, and were of lower socioeconomic status

Qualitative interpretation and sampling validity of peer recognition study

In an examination of limitations to a previous study, it was found that there was no significant difference between respondents and non-respondents with regard to country or eminence of institution. Observations from non-respondents illustrate possible constraints on the interpretation of responses.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/23847/1/0000086.pd

Supervisors’ Experiences of Providing Difficult Feedback in Cross-Ethnic/Racial Supervision

Seventeen clinical supervisors were interviewed regarding their experience of providing difficult feedback in cross-ethnic/racial supervision, and their responses were analyzed using consensual qualitative research (CQR). European American supervisors described supervisees of color who had difficulty in their clinical work with culturally different clients. These supervisors then shared with supervisees their concern that supervisees’ interpersonal skills may negatively affect their clinical and/or supervision work. Supervisors of color described European American supervisees who exhibited insensitivity toward clients of color in session or during supervision. These supervisors shared their concern that supervisees’ lack of cultural sensitivity may negatively affect their clinical work. These contrasting feedback experiences had a profound effect on supervisory relationships and the processes within supervision