Jean Lau Chin

ABSTRACT South Cove Community Health Center (SCCHC), in Boston, piloted two training models to address the specific training needs of mental health agencies serving low-income Asian-American communities. Both models stress the partnership concept, which builds on mutual strengths. Our goals were to develop: a) community-based training, b) culturally relevant training for working with Asian Americans and, c) continuing education and professional development opportunities for Asian-American professionals. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

when a psychodynamic approach is used with women of color in the US today, different cultural perspectives and experiences must be taken into consideration / this can occur in 2 ways: (1) by reconceptualizing psychodynamic psychotherapy (i.e., changing the theory to fit the population) and (2) by refining psychodynamic psychotherapy to include manifestations of culture and gender differences (i.e., adding to the theory) / both approaches are necessary to account for culture and gender differences in psychodynamic psychotherapy (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Positive stereotypes of contemporary Asian Americans have negative consequences for this minority group. The belief that Asian Americans are successful and have overcome prejudice and discrimination obscures the historical fact that legislation has curtailed Asian American civil rights and sanctioned harassment of Asians by public authorities and private citizens. Chinese Americans, for instance, currently have lower socioeconomic status than Whites, receive low priority on human services, confront distorted Asian American images in print, and face hostility from other groups. Traditional Chinese cultural values which serve to maintain a sense of Chinese ethnic identity become sources of identity crisis among Chinese Americans who are struggling to adapt to the new environment. Commonly held stereotypes about Asian Americans tend to intensify identity conflicts. These considerations have implications for mental health services for Asian Americans. Mental health professionals working...

Leadership research is often silent about how race and ethnicity influence the exercise of leadership and does not include the experiences of racial/ethnic minority leaders. Leaders from five racial/ethnic groups within the U.S. were surveyed on their endorsement of leadership dimensions as defined by the GLOBE studies and the influence of their race, ethnicity and gender on the exercise of leadership in this exploratory study. While all leaders endorsed common leadership dimensions, cultural variation emerged on a factor consistent with a humane orientation and collaborative leadership style. Leaders of color and women leaders strongly embraced their ethnic and gender identities compared with White male leaders. These social identities together with lived experiences associated with minority status were perceived as influencing their exercise of leadership, presenting both challenges and strengths. Differences in the leadership profile of this diverse leadership sample with the Ang...

Why Asian American leadership? Asian Americans, known as the model minority, typically “overachieve” and exceed all other groups on SAT scores, achievement tests, graduate degrees, and higher educational levels. If Asians are so smart, why is it that they are so “underrepresented” in the ranks of leadership within the U.S.? In this Special Section, we address this question and the challenge of: How do we achieve equity? The failure to incorporate diversity into principles and models of leadership leads to the perpetuation of stereotypes “that Asian Americans can’t lead” or “don’t want to lead”, and the incongruity of Asian Americans as leaders. However, the paucity of research in this area together with leadership models drawing primarily on the prototypic leader as a White, heterosexual male with Western cultural values leads us to draw heavily on qualitative studies and grounded research theory to examine leadership issues among Asian Americans. The five articles in this Special S...

Diverse and global leadership is important in today's rapidly changing and increasingly diverse and global society. All leaders grapple with their multiple and intersecting social identities and how it influences the exercise of leadership. Using a Divers-Leader-Member-Organization Exchange paradigm (DLMOX), this book examines the intersection of leaders and members within and across different contexts. The authors argue for inclusive leadership paradigms that incorporate diversity, difference, contexts and leaders and members in an exchange that does not privilege or marginalize any group.

ABSTRACT Presents crosscutting themes to assist in developing a feminist process that is both inclusive and valuing of ethnic differences and the experiences of Asian American women to guide policy, theory, and practice. Topics discussed include diversity of voices, sociopolitical contexts, oppression, difference as strength, biculturalism, a paradigm for Asian American women. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

ABSTRACT This role of relationships among Asian American women from a psychological perspective is the focus of this book. This introductory chapter touches on the interaction of gender and ethnic differences, images of Asian American women, and diversity and difference among Asian American women. The contents and methodology of the book are briefly discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Describes a cognitive tutoring program which had dual goals: to provide an experiential-based educational program to college students and clinical service to children with learning problems. The emphasis of the program was psychoeducational and psychotherapeutic in remediating cognitive defects. Students were closely supervised on case management, behavior management, and cognitive development issues, and the program collaborated closely with the university

... 356 JEAN LAU CHIN ... To study it, we needed new concepts because existing ones did not capture the essence of leader-ship among women; some of those identified in this book are: coactedharmony, collaborative leadership, participatory leadership, empowerment leadership ...

... A transformational leader has a compelling vision, a holistic picture (Tichy & Devanna, 1986), of how the organization should look in the future, when it is meeting all of its stated goals (Bennis, 1984; Sergiovanni ... That vision guides the leader's behavior(s) and decisions ...

ABSTRACT Reviews the book, Asian culture and psychotherapy: Implications for East and West edited by Wen-Shing Tseng, Suk Choo Chang, and Masahisa Nishizono (2005). Although there have been many books comparing Asian culture with Western culture, the reviewer feels that this book does an outstanding job of addressing issues of relevance for clinical practice and the underlying theoretical and philosophical foundations for those contrasting differences. The contributors clearly tap into the complexities of Asian patterns of personality, feeling and thinking, and psychopathology; they take the discussion to new levels of looking at psychotherapy in the broader context of healing. A review of the historical trends of psychotherapy in Asian countries illustrates the efficacy of multiple healing systems and an integration of mind, body, and spirit in their methods, a practice only recently being supported in Western practice. This book is worth reading by clinicians and theorists and for all who practice with clients from diverse cultures. It forces a reexamination of basic Western concepts and the strengths of a culture. It is a book to be used in multicultural studies and culturally competent psychotherapy. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Comments on Deep-level diversity and leadership (see record 2010-24768-017) by Kristen M. Klein and Mo Wang. In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We suggest that researchers could better predict and increase leader effectiveness by explicitly addressing deep-level characteristics in theory and practice. By promoting surface-level diversity in leadership opportunities and deep-level similarities in leadership training, it is conceivable that organizations could counter adverse impact in leader selection while also improving organizational outcomes.

It is generally accepted that ethnic differences can no longer be regarded as extraneous variables in diagnosis. Yet, how to work with these differences often remains unclear. Asian-American cultural views and values are discussed with respect to their influence on the assessment of intellectual and personality functioning. It is proposed that the diagnostic process include a focus on the adaptive potential of particular forms of cultural behavior.

Why an issue on Asian American leadership? Asian Americans, known as the model minority, typically
“overachieve” and exceed all other groups on SAT scores, achievement tests, graduate degrees, and
higher educational levels. If Asians are so smart, why are they so “underrepresented” in the ranks of
political and business leadership within the United States? In this special section, we try to answer that
question and how Asians can achieve equity. We review the current state of the art on leadership and its
failure to incorporate diversity into its principles and models. We examine Asian cultural values and how
they might influence the exercise of leadership among Asian American leaders. We also review
perceptions of incongruity between Asian Americans and their potential for leadership roles. Consequently,
Asian Americans may behave in response to stereotypical threat expectations and how bias may
mitigate against positive views of Asian Americans as effective lea

As society becomes increasingly diverse both nationally and internationally, it is important to deliberate how our leadership models can be inclusive and relevant to recruit and train our next generation of leaders.  Little research has been conducted to examine what diversity leadership is, or to understand the perspectives of diverse leaders.  Although leadership theories have evolved to reflect changing social contexts, they remain silent on issues of equity, diversity, and social justice.  A new paradigm offered by Chin & Trimble (2014) addresses the need for leadership theories and practice to be global and diverse, and examines leadership using an approach that is inclusive, promotes access for diverse leaders, and addresses perceptions and expectations that pose access barriers to diversify the ranks of leadership.  This Diverse Leader-Member-Organization Exchange paradigm (DLMOX) can be used to facilitate leadership training, and to impart new understanding about who our leaders are, the process of intercultural communication, the nature of the leader-member exchange within social and organizational contexts, and the criteria for selecting and evaluating leaders for the 21st century.