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based on their own perspectives Understanding a complex phenomenon such as health in today s complex work environments requires not only knowledge of key content areas in psychology but also an awareness of other relevant content areas and disciplines This awareness, coupled with leadership and communication skills, allows occupational health psychologists to bring together and lead a team with the necessary skills to address the complexity of the concerns without being blinded by their own disciplines In this framework, a training model for OHP that acknowledges content areas to be covered and skills to be developed can be visualized The list of content areas is indeed long If we consider the risk factors for occupational stress that have been compiled (eg, the review by Kahn & Byosiere, 1992), there are multiple disciplines and specialties that can contribute to OHP.



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Multivariate genetic analyses showed that the same genetic factors contributed to self-report and peer ratings These results suggest that ndings of a heritable component to all self-report measures are likely to generalize to other methods of measurement Evidence of heritability alone, however, is not suf cient to justify the use of behavioral genetic criteria to clarify trait structure It is possible that environmental factors that account for about 50% of the variance have a substantial effect on trait covariation If this were the case, the nding that traits are genetically related would be of less value in clarifying personality structure The evidence, however, suggests that the phenotypic structure of traits closely parallels the underlying genetic architecture (Livesley, Jang, & Vernon, 1998; Loehlin, 1987) a point that is discussed in detail later in this chapter.

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Industrial and organizational psychology, clinical psychology, life-span developmental psychology, and social psychology offer relevant knowledge as re ected in Volumes 5, 6, 8, and 12 of this Handbook Topics that might be incorporated in a graduate level OHP seminar would typically include occupational stress and burnout, job and work design, social support, organizational health, health psychology, occupational safety and health hazards, job security, work-nonwork balance, and individual differences In addition, other disciplines can contribute to our understanding of organizational risk factors and individual behavior as they relate to health and safety These include the biological and health sciences, economics, engineering, industrial relations, management, and law Therefore, training in OHP should cut across academic departments.

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It should be noted, however, that information about heritability merely explains the variance in a single trait as opposed to the covariance between traits Such information has limited value in explicating personality structure As Turkheimer (1998) argued, all individual differences in behavior are heritable and the very ubiquity of these ndings make them a poor basis for reformulating scientists conceptions of human behavior (p 782) Nevertheless, information on heritability forms the foundation for understanding of the etiology of personality The major contribution of behavior genetics to understanding personality structure, however, comes from multivariate genetic analyses that elucidate the genetic structure underlying multiple traits (Carey & DiLalla, 1994) Multivariate analyses extend univariate analysis of the genetic and environmental in uences on a trait to evaluate genetic and environmental components of the covariation between two or more traits (DeFries & Fulker, 1986) It is this.

A historic and still frequently voiced complaint about diagnosis, be it based or not on the official classification system, is its inutility for therapeutic purposes Many clinicians, whatever their orientation, pay minimal attention to the possibility that diagnosis can inform the therapeutic philosophy and technique they employ A schema of synergistic assessment instruments would be based on an overarching gestalt that gives coherence, provides an interactive framework, and creates an organic order that integrates the syndromes of Axis I with the disorders of Axis II Each person being assessed is seen, therefore, as a synthesized and substantive whole that is greater than the sum of his or her multiaxial parts.

This may be accomplished by establishing collaborative arrangements with other departments or institutions so that students can take courses in safety engineering, occupational safety and health law, con ict resolution, epidemiology, and human resources management and policies Because the list of relevant topics is long, it is probably unrealistic to expect any individual to be an expert in all possible areas Rather, individuals need to have suf cient awareness of other disciplines so that they can recognize the need to enlist team members with the appropriate knowledge They also should develop leadership skills and team-building skills to manage the occupational safety and health function in organizations These skills are probably best developed through internships and practica Formal training in OHP is just getting underway Some academic education in stress and occupational health has been offered at the undergraduate level (eg, at the United States Air Force Academy).

Courses at the master s level have been offered at several schools (eg, University of.

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