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| Motivational Interviewing Fidelity Coding× | Motivoiva haastattelu× | |
|---|---|---|
| Tieteenala≠ | Social Work | Kliininen psykologia |
| Menetelmäperhe | Process / pipeline | Process / pipeline |
| Syntyvuosi≠ | 2016 | 1991 |
| Kehittäjä≠ | Theresa B. Moyers, William R. Miller & colleagues (CASAA, University of New Mexico) | William R. Miller, Stephen Rollnick |
| Tyyppi≠ | Observational coding system for rating fidelity to motivational interviewing | Client-centered counseling approach |
| Alkuperäislähde≠ | Moyers, T. B., Rowell, L. N., Manuel, J. K., Ernst, D., & Houck, J. M. (2016). The Motivational Interviewing Treatment Integrity Code (MITI 4): Rationale, preliminary reliability and validity. Journal of Substance Abuse Treatment, 65, 36–42. DOI ↗ | Miller, W. R., & Rollnick, S. (2002). Motivational interviewing: Preparing people for change (2nd ed.). Guilford Press. ISBN: 9781572305632 |
| Rinnakkaisnimet≠ | MITI, Motivational Interviewing Treatment Integrity, MI Fidelity Coding, MI Treatment Integrity | MI, motivational enhancement |
| Liittyvät≠ | 4 | 3 |
| Tiivistelmä≠ | Motivational interviewing fidelity coding measures how faithfully and skillfully a practitioner delivers motivational interviewing (MI), the collaborative, change-talk-oriented counseling style. The dominant system, the Motivational Interviewing Treatment Integrity (MITI) code developed by Theresa Moyers, William Miller, and colleagues, has trained raters listen to recorded sessions and produce global ratings of the clinician's MI spirit alongside counts of specific behaviors, which combine into summary indices benchmarked against competency thresholds — making it a worked example of practice-specific treatment fidelity. | Motivational Interviewing (MI) is a client-centered counseling approach designed to elicit and strengthen intrinsic motivation for behavioral change. Developed by William R. Miller and Stephen Rollnick in 1991, MI has been extensively applied to substance use disorders, health behavior change, mental health treatment engagement, and numerous other areas where ambivalence about change is a primary obstacle. |
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