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Understanding Quality Counsellor Roles and Responsibilities


This set of annotated resources should inform the roles and responsibilities of valued counsellors committed to best practices associated with continuous quality improvement.

Allen, T. D. (2003). Mentoring others: A Dispositional and motivational approach. Journal of Vocational Behavior, 62(1), 134–154.

The focus of this study was on improving our understanding of the mentoring predispositions and mentoring functions from the mentor's viewpoint. Building on social psychological, and organizational behavior theories of prosocial behavior, the authors endeavored to identify individual difference variables ascribed to mentors. They also examined prosocial personality characteristics and personal motives for mentoring others.

Capuzzi, D., & Stauffer, M. D. (2020). Foundations of Addictions Counseling. Pearson.

The book is designed for students taking an introductory course in addictions counselling. It presents a comprehensive overview of the foundations of addictions counselling, the skills and techniques needed, and the habits of counselling in specific settings.

Cheyne, A., & Kinn, S. (2001). Counsellors' perspectives on the use of the schedule for the evaluation of individual quality of life (seiqol) in an alcohol counselling setting. British Journal of Guidance & Counselling, 29(1), 35–46.

This study may foreshadow future findings at recovery facilities charged with piloting MRP. This research report on the first therapeutic use of SEIQoL has shown that counsellors believe it is feasible to introduce the tool in the counselling process at an early stage. As well as the intervention and continue to use it as a review tool or as requested by the service users themselves. SEIQoL, in the counsellors' view, the author contends, is flexible, easy and quick to use and understand and identified with by the client.

Culbreth, J. R. (1999). Clinical supervision of substance abuse counselors: Current and preferred practices. Journal of Addictions & Offender Counseling, 20(1), 15–25.


A national survey of substance abuse counsellors was undertaken to understand their current and preferred supervision practices. Results are presented from a single case study, with intergroup comparisons constructed on counsellor recovery status and education level.

Eby, L. T., Durley, J. R., Evans, S. C., & Ragins, B. R. (2006). The relationship between short-term mentoring benefits and long-term mentor outcomes. Journal of Vocational Behavior, 69(3), 424–444.

From this study, several implications exist for practice. Mentors in the present study reported moderate levels of all four short-term mentoring benefits and were particularly likely to report that mentoring was rewarding. Revealed was that none of the short-term mentor benefits in their study were predictive of the objective career success measures of promotion or compensation. It was recommended that organizations exercise care in not overstating the possible outcomes that mentors might expect from mentoring others.

Forret, M., & de Janasz, S. (2005). Perceptions of an organization's culture for work and family. Career Development International, 10(6/7), 478–492.


The authors' study found that protégés had more favorable perceptions than non‐protégés of the

organization's work‐family culture – the degree to which integration of employees' work and family lives are supported. In the predicted direction, having a mentor was significantly related to each component of work‐family culture (managerial support, time demands, and career consequences).

Fussell, H. E., Lewy, C. S., & McFarland, B. H. (2009). Evaluating and training substance abuse counselors: A pilot study assessing standardized patients as authentic clients. Substance Abuse, 30(1), 47–60.


Mixed ratings of one case in this study point to the implications of bypassing the critical step of assessing authenticity. Although actors may not be able to portray convincingly all clients seen in substance abuse treatment, the methodology does hold promise for training and education purposes.

Knudsen, H. K., Johnson, J. A., & Roman, P. M. (2003). Retaining counseling staff at Substance Abuse Treatment Centers: Effects of management practices. Journal of Substance Abuse Treatment, 24(2), 129–135.


This research project examined the relationships between management practices, organizational commitment, and turnover intention among substance abuse treatment counsellors. Counsellors from 345 randomly selected privately funded treatment centers were surveyed about management practices, organizational commitment, and turnover intention.

Garner, B. R., Knight, K., & Simpson, D. D. (2007). Burnout among corrections-based drug treatment staff. International Journal of Offender Therapy and Comparative Criminology, 51(5), 510–522.


Evidence was found for several individuals and organizational factors not previously reported to be associated with staff burnout. These findings might help guide future burnout prevention efforts, such as pointing to the need for criminal justice agencies to work actively toward achieving a better organizational climate. A clearly articulated and communicated mission statement may have its most significant impact by decreasing potential role ambiguity, shown previously to be related to burnout.

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