大学生职业价值观：手段与目的

大学生职业价值观研究随着大学生就业问题的加剧变得日趋重要。通过25例深度访谈、60例开放式问卷调查和813例各类大学生调查,建立了大学生职业价值观的四因子的目的性职业价值观和六因子手段性职业价值观模型。并据此编制了大学生目的性职业价值观和手段性职业价值观量表。验证性因素分析结果验证了模型假设高度拟合,同时也证明了目的性价值观对手段性职业价值观所具有的影响。     

高校毕业生职业价值观研究

运用自编的职业价值观问卷对南京师范大学和河海大学的2003级大四学生进行了调查。通过调查了解到高校毕业生职业价值观现状是：职业价值因子有发展、保健、工作单位声望和工作者声望四个因素;毕业生在择业时,主要考虑发展因素和保健因素,不看重工作单位声望因素和工作者声望因素;与女生相比,男生更看重“工作单位能解决住房问题或有住房补贴”;与男生相比,女生更看重“工作符合自己的兴趣”和“工作强度或压力小”,更不看重“工作单位要在大城市”;来自大城市的毕业生更希望到大城市找工作,来自其他地方的毕业生对是否到大城市工作不太看重;来自大城市和中等城市的毕业生更希望通过工作获得较高的社会地位;父母的职业状况对毕业生择业也有一定程度的影响;感觉家庭收入越低,认为“工作单位能解决住房问题或有住房补贴”越重要。并将研究结果与凌文辁、方俐洛和白利刚上个世纪90年代中期的职业价值观研究相对比,考察十年来我国高校学生职业价值观的变迁及其原因。深度访谈一名南京师范大学2003级大四女生,对问卷调查结果进行补充。     

《升学与就业指导测验》(升学版)编制报告

一个人想要上理想学校的专业、获得理想的职业 ,不仅要掌握必要的知识 ,要对工作环境、工作条件等外部因素有正确的认识 ,还要了解自己的兴趣、能力、气质、价值观等心理因素。事实证明 ,在了解了自我以后 ,升学、就业的适合率就会明显提高。对学校、机关、企业来说 ,它们可以最快地获得所需的人才 ,有针对性地培养、提高他们 ,提高工作效率。对于个人来说 ,可以满足自己的兴趣爱好 ,更加努力地学习、提高 ,在工作、学习中充分发挥自己的优势。在选择专业时要考虑职业兴趣、能力、个性和职业价值观 ,除此之外还要考虑健康状况、过去受教育情…     

研究生职业价值观的定量比较研究

用修订后的中文super职业价值观量表为工具对377名在读硕士研究生的职业价值观进行调查,研究结果表明：1．在研究生职业价值观中影响最大的因素为进取心、经济价值和工作关系。2．研究生对15种职业价值尺度最重视的前4位依次为生活方式、成就、独立性、同事关系,而对监督关系、变动性、安全性、管理最不重视。研究生的职业价值观在不同年级、性别、工作经历、婚姻状况、学科间重视顺序一致性程度很高,但在一些价值尺度上也表现出了团体差异和个别差异。     

当代高中生职业选择调查研究

本研究对浙江三所高中的三个年级共 3 3 7名高中生职业选择情况进行了调查 ,调查内容包括高中生对将来的打算、职业兴趣以及职业能力。调查结果表明 ,职业兴趣的性别分化在高中时期业已显现 ;高中生虽然会结合自己的理想、兴趣对职业进行选择 ,但是也受到社会环境和社会舆论的影响     

当代农民职业价值观及其影响因素研究

随着农村劳动力大量地向城镇和非农产业转移,我国农民的职业价值观也发生了前所未有的变化。本研究以问卷调查为手段,以浙江省本地和来自外省的503名农民为样本,对农民的职业价值观进行了较为系统的分析,探讨了当代农民职业价值观的结构模式,考察了不同因素对于农民职业价值观的影响。研究结果有助于人们更好地理解农民的择业心理和就业行为。     

高师大学生职业价值观研究

高师院校学生的基本职业定位主要是教师,他们对教师职业的价值判断直接影响着职业选择和教育质量.本文通过对浙江省某重点师范大学学生的抽样调查,分析了高师大学生职业价值观各因子在性别、年级、专业等变量上的差异,探索了转型期高师大学生职业价值观的特点,并提出了高师大学生职业价值观教育的若干对策:树立正确的职业价值取向、突出职业价值观教育的实践性、强化就业指导教育、培养高师大学生的敬业精神.     

斯特朗-坎贝尔兴趣量表(SCI)的综合介绍

ＳＣＩ内容丰富，体系完整，精确度高，现已成为在各个领域最为广泛使用的职业兴趣问卷，有着坚实的理论基础和很高应用价值。本文综合阐述了有关ＳＣＩ的方方面面，对编制中国特色的职业兴趣问卷和进行中国本土化的职业兴趣的研究有着指导性的作用。     

情绪对职业价值观的影响——意义建构的中介作用

为了考察情绪对于职业价值观的影响,本研究采用情绪量表、意义建构量表、职业价值观量表以及社交媒体依赖程度量表等,对938名员工数据进行检验,结果表明:(1)情绪对于职业价值观具有显著的正向影响;(2)意义建构在情绪与职业价值观之间起完全中介作用;(3)社交媒体依赖程度负向调节了情感与意义建构之间的关系。情绪通过意义建构的中介作用对职业价值观产生影响,并且社交依赖在路径的前半段起调节作用。探究情绪与职业价值观关系,对于科学树立合理的职业价值观具有重要意义。     

职业兴趣的结构：理论与研究

有着近70年历史的职业兴趣结构的研究丰富与发展了其理论,这些理论主要包括：Roe的圆形模型、Holland的六边形模型、Prediger的维度模型、Gati的层级模型以及Tracey-Rounds的球形模型。总结比较这些不同的职业兴趣结构的研究发现,Holland的六边形模型更适合于美国样本(非种族样本)群体,而其他的模型则有待于进一步的考察。研究还表明没有广泛适用的职业兴趣模型,因此,职业兴趣的跨化研究应深入探讨与验证。     

The Meaning, Development, and Career Outcomes of Breadth of Vocational Interests

Breadth of vocational interests (BVI) denotes the diversity of an individual's vocational interests. Not much is known about the meaning and development of BVI or its career outcomes. The authors' framework for conceptualizing the development of BVI includes three individual difference domains (i.e., life experiences, cognitive ability, and personality) related to the development of BVI and three possible outcomes (i.e., career commitment, job involvement, and stability of occupational classification). The framework is tested longitudinally. It appears that life experiences are more instrumental in the development of women's BVI, whereas academic achievement is more important for men. These findings have practical implications for counselors, career clients, and researchers alike. In light of the suggested changes in career management and the dynamic work environment, understanding BVI should prove insightful to all. BVI may be associated with adaptability to a changing economy and shifting job demands.     

Getting interested in interests for employee selection: Key concerns and areas for future research

The paper by Wille and De Fruyt suggests that vocational interests should be used throughout the human resources cycle and provides a useful model that can facilitate the application of interests throughout this process. This commentary builds on their review to discuss the unique benefits and challenges of implementing vocational interests in the employee selection process. Using research from the employee selection literature, we also discuss potential solutions for many of the issues raised by Wille and De Fruyt. Therefore, our commentary is meant to supplement the focal article and answer specific questions about why and how vocational interests can be used in this high-stakes setting.     

Hiring on vocational interests to simultaneously improve validity and organizational diversity

We discuss how using vocational interests in the selection process can help address the diversity-validity dilemma. First, we point out how incorporating vocational interests as predictors in selection could help to reduce adverse impact. We further suggest that by using optimal predictor weights, one could simultaneously improve validity while enhancing organisational diversity. Finally, the predictive validity of vocational interests arises from their ability to capture the congruence between individuals and occupations, which is a cross-level phenomenon. Thus, when gathering validity evidence for vocational interests, multi-occupation samples should be incorporated into validation efforts.     

Convergent and Discriminant Validity of Five Interest Inventories

This study investigated whether interest inventories that purport to measure the same constructs actually yield scores that correspond. The study examined the empirical relation of scores for similarly and same-named scales on five widely used interest inventories: the Campbell Interest and Skills Survey, the Kuder Occupational Interest Survey-Form DD, the Self-Directed Search, the Strong Interest Inventory-Skills Confidence Edition, and the Revised Unisex Edition of the ACT Interest Inventory. Comparisons were made among scores for (a) vocational interests measured by homogeneous, rationally based scales; (b) occupational interests measured by heterogeneous, criterion-based scales; and (c) self-efficacy for RIASEC tasks. The participants consisted of 80 women and 38 men employed as career counseling practitioners and professors. Results from analyses of multitrait-multimethod matrices indicated that similarly and same-named scales correlated moderately and that, with few exceptions, these matched scales demonstrated convergent and discriminant validity. These conclusions were interpreted by distinguishing between the linguistic explication and operational definition of constructs in theories of vocational and occupational interests. The implications of these interpretations were considered for both the science of vocational psychology and the practice of career counseling. Future research should investigate both the profile validity and the interpretive validity of interest inventories that yield scale scores derived from different scaling strategies.     

当代大学生职业兴趣结构特征研究

通过实际调查对当代大学生的职业兴趣结构特征进行了分析研究。用主成分分析方法以及多维尺度方法探索出当代在学生的职业兴趣有三个潜在维度,可以分为18类。利用RANDALL和18RQNd96程序检验职业兴趣结构,构建了职业兴趣的球形模型。     

Sex Differences in Variability in Vocational Interests: Evidence from Two Large Samples

Greater male variability has been established in cognitive abilities and physical attributes. This study investigated sex differences in variability in vocational interests with two large samples (N > 40 000 and N > 70 000). The results show that although men varied more in Realistic and Enterprising interests, women varied more in Artistic and Conventional interests. These differences in variability had considerable influence on the female–male tail ratios in vocational interests that have been found to contribute to reported gender disparities in certain fields of work and academic disciplines. Moreover, differences in means and variability interacted non‐linearly in shaping tail‐ratio imbalances. An age‐specific analysis additionally revealed that differences in variability diminished with age: Older samples showed smaller differences in variance in Realistic, Artistic, and Social interests than younger samples. Thus, I found no evidence that greater male variability applies for vocational interests in general. Copyright © 2015 European Association of Personality Psychology     

Convergence of Vocational Interests and Personality: Examples in an Adolescent Gifted Sample

This investigation explored the convergence between vocational interests as measured by the Strong Interest Inventory (Hansen & Campbell, 1985) and two competing personality models: the Big Five as measured by the NEO Personality Inventory-Revised (NEO-PI-R) (Costa & McCrae, 1992) and the Big Three as measured by the Multidimensional Personality Questionnaire (MPQ) (Tellegen, 1982; Tellegen & Waller, in press). The participants were 323 gifted adolescents. The authors predicted that specific NEO-PI-R facet scales and specific MPQ primary scales would add meaningful variance to the prediction of hypothesized Basic Interest Scales (BISs) on the Strong after the variation due to the respective Big Five or Big Three factors was removed. The predictions were largely supported. Moreover, this study provided additional evidence regarding convergence of Holland's Big Six and the Big Five model of personality. This study could serve to prompt a new generation of studies relating vocational interests and personality.     

中小学教师职业生涯高原现象的特征及相关因素

对428名中小学教师的职业生涯高原现象及其影响因素进行调查,分析当前中小学教师职业生涯高原现象的特征,探索其形成的影响因素并编制了三个教师职业生涯高原影响因素量表,分别为职业情感量表、背景支持量表、社会压力量表。研究结果表明自编的三个教师职业生涯高原影响因素量表具有较好的信、效度;相关分析表明教师职业生涯高原与职业情感、背景支持、社会压力显著相关;回归模型的比较表明,教师的职业情感对教师职业生涯高原的形成影响最大,其次是社会压力、背景支持;教师职业情感在背景支持和社会压力对教师职业生涯高原形成的影响中起着部分中介的作用。     

Vocational interests across 20 years of adulthood: Stability,change, and the role of work experiences

Vocational interests demonstrate high rank-order stability during childhood and adolescence. However, few studies have investigated the development of vocational interests into adulthood. The present study examined rank-order and profile stability, mean-level and correlated change, and individual differences in change in RIASEC scores across 20 years of adulthood. In addition, life events were examined as moderators of change. Rank-order stability was strong across vocational interest dimensions. Mean-level changes also occurred, with increases in Realistic interests and decreases in Investigative interests for men, increases in Enterprising interests for women, and decreases in Artistic interests for men and women. Individual differences in change indicated that not everyone changed in the same manner, with occupational experiences, such as job loss, related to greater change.     

Value‐related goals and vocational choice: The effect of temporal distance

This field study examines the importance that people assign to value‐related goals in their vocational decisions. We focused on the interactive effects of temporal distance from the vocational decision and the level of abstraction of the goal. Soldiers rated the importance of value‐related goals for their vocational choice following their release from military service. They were presented with value‐driven, abstract, decontextualized goals and with value‐driven, concrete, job‐related goals. For half, vocational choice was temporally close, and for the rest, it was temporally distant. Temporal distance from the vocational decision interacted with the level of abstraction of the goals in predicting their importance: When construed in the abstract, the goals were deemed more important if the vocational decision was distant. When construed concretely, the goals were deemed more important if the vocational decision was proximate.