Consulting Psychology Journal: Practice and Research

Consulting Psychology Journal: Practice and Research is published by the Educational Publishing Foundation in collaboration with the Society of Consulting Psychology (Division 13) of the American Psychological Association.

The mission of this journal is to advance knowledge and practice in consulting psychology.

All articles listed below are available for free to SCP members and journal subscribers. Non-subscribers can click on the link to read the full article abstract and purchase the article for download.

Is There a Best Way to Coach Global and Diverse Executives?
Writing in the September, 2011 issue of Consulting Psychology Journal: Practice and Research, Coultas, Bedwell, Burke & Salas present a new model of coaching international and diverse executives. Called the DELTA model, the four-step method includes five components. The model is research-based, prescriptive and motivational and provides a framework for both coaches and managers to be more effective in working with persons from diverse backgrounds.

Coultas, C.W., Bedwell, W. L., Burke, C. Shawn, & Salas, E., Values sensitive coaching: The DELTA approach to coaching culturally diverse executive. Consulting Psychology Journal: Practice and Research, Vol 63(3), Sep 2011,149-161. doi: 10.1037/a0025603

Can Psychological Surveys and Tests be Made Shorter without Sacrificing Validity?
Writing in the September, 2011 issue of Consulting Psychology Journal: Practice and Research, Maloney, Grawitch & Barber, show a method to decrease the length of surveys and tests without sacrificing the validity of the measure. Their approach relies on a strategic item selection process that is based on the structure of the test that shows high promise for shortening tests while also being faithful to the constructs being measured.

Maloney, Patrick; Grawitch, Matthew J.; Barber, Larissa K., Strategic item selection to reduce survey length: Reduction in validity? Consulting Psychology Journal: Practice and Research, Vol 63(3), Sep 2011, 162-175. doi: 10.1037/a0025604

Does Employee Engagement Matter? Can It Be Increased?
Considerable evidence suggests that employee engagement is important for a variety of outcomes (e.g., organizational commitment, job satisfaction, extra role performance) yet it is often lacking among employees, costing an estimated $250 to $350 in the U.S. alone. Serano & Reichard, September, 2011 issue of Consulting Psychology Journal: Practice and Research, review the literature on employee engagement showing that employee engagement, and particularly its absence, greatly affect organizational outcomes. They show how two major factors, energy and involvement, help us understand employee involvement and then identify four pathways to increasing it.

Serrano, Shawn A.; Reichard, Rebecca J., Leadership strategies for an engaged workforce. Consulting Psychology Journal: Practice and Research, Vol 63(3), Sep 2011, 176-189. doi: 10.1037/a0025621

How Can Individuals and Teams Motivation to Perform Be Increased?
Getting employees and teams to be goal focused and to achieve their goals is a perennial concern of managers and leaders. In the September, 2011 issue of Consulting Psychology Journal: Practice and Research, Johnson & Wallace identify Regulatory Focus, defined as “self-regulation by individuals or teams to align their behavior with their goals and desired outcomes” as central to the process of increasing goal achievement. Goals and goal striving, the authors argue, are malleable. Leaders and consultants can use the ideas suggested to increase both individual and group/organizational regulatory focus.

Johnson, Paul; Wallace, Craig, Increasing individual and team performance in an organizational setting through the situational adaptation of regulatory focus. Consulting Psychology Journal: Practice and Research, Vol 63(3), Sep 2011, 190-201. doi: 10.1037/a0025622