TPC-Journal-V4-Issue2

The Professional Counselor \Volume 4, Issue 2 151 aspect of the VA’s attempts to increase these individuals’ quality of life is providing quality interventions aimed at improving veterans’ views of employment opportunities as well as their ability to acquire employment. Current Use of Evidence-Based Interventions Approximately 67% of veterans attended at least one counseling session in 2006 and of these, 24.1% attend- ed at least one group therapy session with the average number of group visits being approximately 15.9 (Hunt & Rosenheck, 2011). Veterans with service-connected disabilities are more likely than those without disabilities to engage in counseling, and typically the number of sessions veterans may make is unlimited (Hunt & Rosenheck, 2011). Most group intervention research regarding veterans incorporates a combination of cognitive behavioral therapy (CBT), trauma-focused therapy, interpersonal problem solving, and relapse prevention, and focuses on treatment of mental health diagnoses like post-traumatic stress disorder (PTSD) and depression (Ready et al., 2012). These approaches have been found effective in relieving symptoms of such diagnoses through imple- mentation of theory- and evidence-based techniques (Ready et al., 2012). Holistic approaches to treating the overall wellness of veterans is a growing trend in research. The use of a combination of interpersonal strategies and cognitive behavioral techniques such as behavioral activation also has been found to improve overall wellness in veterans, even as physical functioning is diminished because of chronic illness (Perlman et al., 2010). Across treatment approaches, a common finding is that veterans perceive the use of groups positively. In one study using interpersonal and cognitive-based approaches to aid transition- ing veterans, the researchers found that the group-based format was the key factor in positive outcomes (West- wood, McLean, Cave, Borgen, & Slakov, 2010). Likewise, Ready et al. (2012) attributed low dropout rates to strong group cohesion and resulting positive peer pressure. Hunt and Rosenheck (2011) noted that veterans are likely to prefer group therapy because of reduced perceived stigma and increased cost effectiveness for all involved. In the arena of vocational psychology, a substantial amount of research exists regarding career decision mak- ing, specifically using the cognitive information processing (CIP) approach developed by Sampson, Reardon, Peterson, and Lenz (2004) to conceptualize employment concerns. One of the largest components of the re- search here focuses on dysfunctional career thoughts and their ability to hinder effective career decision making. Bullock et al. (2009) specifically found that dysfunctional career thoughts can stunt readiness for career choices. Furthering this assertion, Bullock-Yowell, Peterson, Reardon, Leierer, and Reed (2011) found that negative career thoughts in fact mediate the relationship between life stress and career decision states. A CIP approach to career counseling with veterans has only been applied in individual cases in the research, and in such applica- tions, significant progress toward making career decisions and improving satisfaction with current career situa- tions has been reported (Clemens & Milsom, 2008). Components of a CIP approach to career counseling such as homework assignments, providing resources, and empowering clients to complete research have been found to contribute to positive career outcomes (Ry- der, 2003). Similarly, a de-emphasis on pathology and a shift in focus toward coping skills and concrete goals have been found to play a part in veterans’ commitment to group therapy (Perlman et al., 2010). Veterans with increased awareness of available vocational services and opportunities have been shown to be five times more likely to return to work after service-related injuries than those without knowledge of available resources (Ot- tomanelli et al., 2009). Evaluations of veterans’ interests, skills and abilities according to John Holland’s RIA- SEC (realistic, investigative, artistic, social, enterprising, conventional) theory have found that veterans endorse a wide range of Holland interest codes, which can characterize both people and career choices (Bullock et al., 2009). That is, when reporting aspects of career development according to the six areas delineated by Holland (listed above), veterans report a wide range of career-related interests, skills and abilities (Bullock et al., 2009). Through education regarding these factors and the variability among both employees and employers, further