背景:在新的或新兴的心理实践领域建立能力总是很困难的。对于操作心理学的实践者来说,由于对高度专业化技能的要求,这甚至更具挑战性,新颖的应用,以及许多雇用操作心理学家的组织在机密或敏感环境中运作的事实。尽管有这样做的道德义务,操作心理学家可能面临挑战,在建立和保持他们的资格和能力。
方法:本文根据现有文献概述了操作心理学的核心能力,提供了说明其应用的案例示例,并确定建立和保持能力所需的培训和咨询建议。
结论:鉴于当前培训机会的稀缺性,有限的指导,缺乏培训标准,许多操作心理学家可能只会发展一些,但不是全部,他们专业的核心能力。此外,对于大多数从业者来说,建立和保持能力可能需要多年的研究生学习和经验。
结果:为了加快这一进程并编纂核心能力和培训标准,形成一个操作心理学协会或协会可能是必要的。这些行动可以在从业者之间建立一个集体机构,确保倡导这个实践社区的需求和公平,推进其政策,实践,和奖学金。
BACKGROUND: Establishing competency in new or emerging areas of psychological practice is always difficult. For practitioners of operational psychology, it is even more challenging due to the requirement for highly specialized skills, novel applications, and the fact that many organizations employing operational psychologists operate in classified or sensitive settings. Despite the ethical obligation to do so, operational psychologists may face challenges in establishing and maintaining their credentials and competency.
METHODS: This article outlines the core competencies of operational psychology based on the extant literature, provides case examples illustrating their application, and identifies recommendations for training and consultation necessary for establishing and maintaining competence.
CONCLUSIONS: Given the scarcity of current training opportunities, limited mentorship, and the lack of training standards, many operational psychologists may develop only some, but not all, of their specialty\'s core competencies. Furthermore, establishing and maintaining competency may take years of post-graduate study and experience for most practitioners.
RESULTS: To accelerate this process and codify core competencies and training standards, the formation of an operational psychology society or association may be necessary. Such actions could create a collective agency among practitioners, securing advocacy for the needs and equities of this practice community, and advancing its policies, practices, and scholarship.