Clinical Supervision Handbook - CAMH Knowledge Exchange ..

Conceptualization of Clinical Supervision: A Review of the Literature
nurse supervisee.
Additionally Jones (2005) identifies the three models of clinical supervision found in
the nursing literature:
• the growth model and support model (Faugier, 1992)
• the integrative approach (Hawkins & Shohet, 1989)
• the three function-interactive model (Proctor, 1986).
Growth model
In the growth model, the supervisor facilitates growth both educationally and personally,
assisting in developing clinical autonomy in the supervisee. The focus is on the
relationship aspect of clinical supervision and includes mentorship (Faugier, 1992).
Integrative model
The integrative model divides supervision into four components: supervisor, supervisee,
client and work context. The supervisor and supervisee develop a contract with
negotiated shared tasks and goals (Hawkins & Shohet, 1989).
Three-function interactive model
Proctor’s (1986) three-function interactive model is based on a normative or managerial
function, which promotes and complies with organizational policies. Educational
supervision encompasses activities that develop the professional capacity of supervisees,
including teaching knowledge and skills, and developing self-awareness (Barker, 1995;
Munson, 2002) through, for example, teaching, case consultation, facilitating learning
and growth. This educational component and the restorative or pastoral support
function help the nursing practitioner to understand and manage the emotional
stress of nursing practice.
In the ideal working environment, these models of clinical supervision present benefits
for nursing practice. For instance, several studies have shown that nursing staff
who access clinical supervision acquire a greater readiness to act as well as a greater
openness to change attitudes and outlooks when it comes to:
• solving problems that arise in care relations (Begat et al., 1997; Magnusson et al.,
2002)
• co-ordinating their responses with others (Jones, 2003)
• experiencing greater job satisfaction (Arvidsson et al., 2001; Hyrkäs, 2006)
• improving creativity and organizational climate (Berg & Hallberg, 1999).
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