Organisation climate mediation of the relationship between hardiness,self-efficacy,and job satisfaction among military followers

This study examined influences of organisational climate on hardiness, self-efficacy, and job satisfaction in a military setting. Data were collected from 120 South African National Defence Force (SANDF) military personnel (female = 36%; officers = 90%; age range = 24–64 years). The defence force members completed a military hardiness scale, general self-efficacy scale, workplace climate questionnaire, and the generic job satisfaction scale. Regression analyses were computed to predict job satisfaction from hardiness and self-efficacy. This was followed by moderated multiple regression analysis to examine the influence of organisational climate on the relationship between job satisfaction from hardiness and self-efficacy. The results suggest high levels of hardiness (commitment) and organisational climate to predict 71% of the variance in job satisfaction. Personal hardiness (commitment) and organisational climate strongly influence job satisfaction among military followers.     

幼师生职业决策自我效能、学校适应与职业犹豫不决之间的关系

运用自编的职业决策自我效能量表,考察334名幼师生职业决策自我效能、学校适应与其职业犹豫不决的相关关系,结果发现职业决策自我效能对学校适应预测职业犹豫不决起到部分中介作用。进一步研究发现幼师生职业决策自我效能中的目标设定、自我概念和自我评价对其学校适应预测职业犹豫不决起部分中介作用,职业信息收集和学业成绩对此的中介效应不显著。     

Causal Attributions and Sex Differences Associated With Perceptions of Occupational Barriers

This study extends previous research addressing sex differences in perceived occupational barriers and evaluates the mediating role of causal attributions in the relationship between perceived occupational barriers and career maturity. Participants (85 women and 30 men) listed their perceived barriers to occupational goals, completed a measure of attributions for career decision making, and completed 2 different measures of career maturity. Findings revealed that a larger proportion of women than men perceived past barriers associated with family-related issues. Results also revealed a significant, negative relationship between the number of perceived occupational barriers and career maturity for participants who believe that career decision making is an externally caused, uncontrollable process. The implications of these findings and suggestions for career counselors to integrate perceived barriers into the counseling process are discussed.     

Personality, career decision self-efficacy and commitment to the career choices process among Chinese graduate students

This study examined the mediating effect of career decision self-efficacy on the relationship between the Five-Factor Model of personality and the career commitment process (i.e., vocational commitment and the tendency to foreclose) in a sample of 785 Chinese graduate students. The multiple regression analyses showed that neuroticism and conscientiousness related significantly to progress in vocational commitment both directly and indirectly through career decision self-efficacy. High agreeableness related to less premature foreclosure. In addition, career decision self-efficacy associated with greater progress in vocational commitment but also a strong tendency to foreclose. The implications for career development theory and practice are discussed.     

主动性人格与大学生职业成熟度的关系:一个有调节的中介模型

为考察主动性人格、职业决策自我效能感、就业压力和职业成熟度之间的关系,采用主动性人格量表、职业成熟度量表等对713名大学生进行调查。结果显示：（1）职业决策自我效能感在主动性人格与职业成熟度之间起部分中介作用,主动性人格既能直接预测职业成熟度,也通过职业决策自我效能感间接预测职业成熟度;（2）职业决策自我效能感的中介作用受到就业压力的调节,就业压力调节了职业决策自我效能感与大学生职业成熟度之间的关系。     

The role of job control as a moderator of emotional dissonance and emotional intelligence-outcome relationships

Job control may be defined as the latitude to make decisions and the freedom to select the most appropriate skills to complete the task. Emotional dissonance may be defined as the conflict between expressed and experienced emotions. In this study, job control and self-efficacy were theorized to jointly affect emotional dissonance. Individuals with high self-efficacy were found to be more satisfied under conditions of little job control, whereas those with low self-efficacy favored high job control. The impact of job control on emotional intelligence was also studied. Emotional intelligence may be defined as the set of skills that contribute to accurate self-appraisal of emotion as well as the detection of emotional cues in others and the use of feelings to motivate and achieve in one's life. Emotional intelligence and job control explained significant amounts of the variance in both job satisfaction and organizational commitment. Theoretical and practical implications are discussed.     

Relations Among Ethnicity, Gender, Beliefs, Attitudes, and Intention to Pursue a Career in Information Technology

Using data from 159 African Americans and 98 Anglo Americans, we examined relations among ethnicity, gender, information technology (IT) self-efficacy, occupational stereotypes, attitudes toward IT, and IT career intentions. Results revealed that IT self-efficacy and occupational stereotypes were related to attitudes toward IT jobs, and these attitudes were positively related to career intentions. In addition, there were ethnic and gender differences in IT self-efficacy and occupational stereotypes. In particular, African American men reported higher levels of IT self-efficacy, whereas Anglo American women reported lower levels of IT self-efficacy than did members of all other groups. Furthermore, Anglo Americans had more negative stereotypes of IT professionals than did African Americans. Implications for research and practice are discussed.     

政治技能与自我效能感对职业适应能力的影响——自尊的中介作用

本研究采用问卷调查法, 以492名高校大学生为研究对象,探索政治技能和自我效能感对大学生职业适应能力的影响及自尊的中介作用。结果表明：（1）政治技能和自我效能感对个体的职业适应能力有积极影响。（2）自尊在政治技能和职业适应能力之间,自我效能感与职业适应能力之间起着双重中介作用。     

The hardy personality and its relationship to extraversion and neuroticism

Hardiness is conceptualised as a personality characteristic which encompasses three component traits (commitment, challenge and control), and acts as a resistance resource mitigating the adverse effects of stressful life events (Kobasa, 1979). A number of empirical studies in the U.S. have demonstrated its role in moderating stress-illness relationships, but hardiness has not received much attention in the U.K. In the present article, data from a U.K. sample (N = 87) are used to examine (i) the psychometric characteristics of the current version of Kobasa's hardiness measure, and (ii) the relationships of hardiness, and its component scales, to the Eysenck dimensions of extraversion, neuroticism and the lie scale.Hardiness scores were found to be negatively related to age, but did not differ significantly between males and females, and were not influenced by social desirability biases. The alpha value for the reliability of the overall scale was 0.89. Scores on the components of commitment, challenge and control were strongly related to extraversion (positively) and to neuroticism (negatively), the canonical correlation being 0.60. Multiple regression analysis showed that age, gender and the Eysenck dimensions jointly accounted for 37% of the variance in hardiness scores. These results are discussed in relation to psychometric issues and relevant literature findings.     

Job Characteristics That Influence the Career Success of Soldiers in the South African National Defence Force: An Analytical Review

Career success for solders is influenced by objective and subjective job qualities including their antecedents and mediators. This article considers the objective and subjective indicators of career success in the context of the South African National Defence Force (SANDF): achievement, satisfaction, mobility, organizational commitment and retention. Objective determinants of career success include the qualities of the physical environment, physical job demands on effort, typical job demands, role conflict and subjective occupational hazards and the organisational culture of the military. The subjective determinants that impact career success are psychological in nature, such as value conflict, job security and psychological contact. Outcomes for individuals vary as mediated by organizational culture, gender, period of service and education.     

Mental Health,Occupational Trust,and Quality of Working Life: Does Belief in a Just World Matter?

We investigated the hypotheses that personal belief in a just world (BJW) would enhance evaluations of working life (e.g., job satisfaction, organizational commitment), increase occupational trust (e.g., entrepreneurial self-efficacy, occupational self-efficacy), and boost mental health (e.g., life satisfaction, self-esteem). To test these hypotheses, we conducted 3 studies with employees and unemployed individuals in different career situations (total N  = 593). Regression analyses revealed positive relationships between BJW and mental health, as well as occupational trust in all participant groups. These relationships persisted when controlling for objective success criteria and global personality traits. In addition, BJW was found to be associated with subjective quality of working life in employed individuals. We concluded that justice motive matters in the working context.     

The role of future time perspective in career decision-making

The present study of two hundred and seven university students examined the structural relation of future-orientation (both valence and instrumentality), career decision-making self-efficacy and career indecision (choice/commitment anxiety and lack of readiness) in a sample of 218 college students. Future time perspective was viewed as a key input to career decision making. Structural equation modeling results indicated that valence was not significantly related to career decision-making self-efficacy, choice/commitment anxiety and lack of readiness. However, instrumentality completely mediated the relation between valence and career decision-making self-efficacy, choice/commitment anxiety and lack of readiness. Instrumentality was significantly related to career decision-making self-efficacy and lack of readiness. Career decision-making self-efficacy completely mediated the relation between instrumentality and choice/commitment anxiety; however, it only partially mediated the relation between instrumentality and lack of readiness. Although the proposed model was invariant across gender, the findings indicated that women reported higher instrumentality and lower lack of readiness than did men. No differences were found for career decision-making self-efficacy and choice/commitment anxiety across gender. The findings suggest that psychologists, counselors, and teachers should consider the role of future time perspective in university students' career development.     

Matching Abilities to Careers for Others and Self: Do Gender Stereotypes Matter to Students in Advanced Math and Science Classes?

Interest in STEM (science, technology, engineering, and mathematics) careers falls off more quickly for young women than for young men over adolescence, and gender stereotypes may be partially to blame. Adolescents typically become more stereotypical in their career interests over time, yet they seem to become more flexible in applying stereotypes to others. Models of career interest propose that career decisions result from the alignment of self-perceived abilities with occupation-required skills and that gender stereotypes may influence this process. To investigate the discrepancy between applying stereotypes to self and others, we examined if these models can be applied to perceptions of others. Focusing on students from fifth grade through college enrolled in advanced STEM courses, we investigated how STEM occupational stereotypes, abilities, and efficacy affect expectations for others’ and own career interests. U.S. participants (n = 526) read vignettes describing a hypothetical male or female student who was talented in math/science or language arts/social studies and then rated the student’s interest in occupations requiring some of those academic skills. Participants’ self-efficacy, interest, and stereotypes for STEM occupations were also assessed. Findings suggest that ability beliefs, whether for oneself or another, are powerful predictors of occupational interest, and gender stereotypes play a secondary role. College students were more stereotypical in their ratings of others, but they did not manifest gender differences in their own STEM self-efficacy and occupational interests. Experiences in specialized STEM courses may explain why stereotypes are applied differentially to the self and others.     

Analyzing Models of Career Decision Self-Efficacy: First-Order,Hierarchical, and Bifactor Models of the Career Decision Self-Efficacy Scale

The goal of the study was to examine the dimensionality of the Career Decision Self-Efficacy Scale Short Form (CDSES-SF, Betz et al. 1996). Integrating several previous findings from different cultures, we found that the bifactor structure of the CDSES-SF on a Hungarian sample of 649 respondents showed the best model fit. This structure includes a general CDSE factor covering 15 items and the original five specific factors (self-appraisal, occupational information, goal selection, planning, and problem solving) covering three items each. This short form of CDSES shows an acceptable model fit and appropriate reliability in terms of the Cronbach’s alpha and omega values. Regarding career decision self-efficacy, a large proportion of variance was explained by the general factor and to a smaller extent by the specific factors. These results can be considered as a first step in resolving the paradox of the dimensionality of CDSES-SF.     

Parenting styles and career decision-making among French and Korean adolescents

This study compared the relationship of parenting styles to the career decision-making of adolescents from a Western and an Eastern context. Specifically, 575 French high school students and 613 South Korean high school students completed a questionnaire assessing perceived parenting style, career decision-making difficulties, and career decision self-efficacy. The Korean adolescents had lower career decision self-efficacy beliefs and higher career decision-making difficulties than the French adolescents. The authoritarian parenting style was associated with higher scores on career decision self-efficacy and lower scores on a measure of career decision-making difficulties in the Korean sample while the authoritative parenting style was associated with higher scores on career decision self-efficacy and lower scores on a measure of career decision-making difficulties in the French sample. Results showed significant effects for gender and parenting style on the career decision-making outcomes of both samples.     

Self-efficacy and its relationship with satisfaction with life and happiness among university students

This study set out to examine the relationship between self-efficacy and satisfaction with life and happiness among university students in South Africa. The sample comprised 334 students (female = 222, male = 112, black = 96%, mean age = 23 years). The students completed a general self-efficacy scale, the satisfaction with life scale and the subjective happiness scale. Data were analysed utilising regression approaches to predict students’ satisfaction with life and happiness from self-efficacy. The results revealed higher self-efficacy scores to predict both higher satisfaction with life and happiness in both males and females. Self-efficacy seems to facilitate both satisfaction with life and happiness in general.     

Preparing young veterans for civilian life: The effects of a workshop on career decision-making difficulties and self-efficacy

The current study mapped the career decision-making difficulties and career decision self-efficacy of 1315 young veterans who participated in a 5-day workshop aimed at facilitating their transition to civilian life. A pre- and post-test comparison showed that participation in the workshop reduced (d = 0.57) the participants' career decision-making difficulties (measured by the CDDQ; Gati, Krausz, & Osipow, 1996) and increased (d = 0.77) their career decision self-efficacy (measured by the CDSE; Taylor & Betz, 1983). A more advanced decision status, as reflected in the participants' Range of Considered Alternatives ( Saka & Gati, 2007), was negatively associated with participants' career decision-making difficulties, and positively associated with career decision self-efficacy. However, a more advanced decision status and the perceived effectiveness of the workshop were not associated with the decrease in difficulties and the increase in self-efficacy that resulted from participating in the workshop. The theoretical and practical implications of these findings are discussed.     

幼儿教师职业承诺对工作绩效的影响:职业幸福感的中介作用

为探索幼儿教师职业承诺和职业幸福感对工作绩效的影响,选取川渝两地幼儿教师328名,用幼儿教师职业幸福感量表(KTOWBS)、教师职业承诺问卷(TOCQ)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、工作时间、每月收入、教师年龄以及教龄影响后,幼儿教师情感承诺和规范承诺分别对工作绩效有显著的积极影响,继续承诺则对工作绩效有显著的消极影响;(2)幼儿教师职业幸福感在情感承诺、规范承诺和继续承诺对工作绩效的影响中起部分中介作用。以上研究结果对保护和提高幼儿教师工作绩效具有重要理论价值和实践意义。     

粤港澳大湾区大学生前创业行动及受到政策与心理因素的影响研究

对315名粤港澳大湾区大学生进行问卷调查,分析他们前创业行动的情况并采用logistic回归研究其影响因素。结果发现,大学生前创业行动的参与度较为积极,但仍有进一步提升空间。而且,大学生的前创业行动受到了创业效能感、创业意愿和个体背景等内部因素的影响; 以及受到了创业政策熟悉度、大学生家庭所在地创业环境等外部变量的影响。研究结果对高校针对性开展创业教育具有一定的指导意义。     

Development of a Career Task Self-Efficacy Scale: The Kuder Task Self-Efficacy Scale

The present study consisted of developing the Kuder Task Self-Efficacy Scale (KTSES). The KTSES is a 30-item scale measuring a person's self-efficacy for tasks corresponding to Kuder's 10 occupational interest areas (Kuder Zytowski, 1991). Responses from the KTSES were compared with responses to the Self-Esteem Inventory (SES; Rosenberg, 1965) and the Career Decision-Making Self-Efficacy Scale (CDMSE; Taylor Betz, 1983) to see if career task self-efficacy was related to self-esteem and career decision-making self-efficacy. Answers to the KTSES were also compared with responses given for occupations corresponding to the Kuder Occupational Interest Survey (KOIS; Kuder Zytowski, 1991) to see if occupational self-efficacy was related to career task self-efficacy. Results supported the validity and reliability of the KTSES. The utility of having a task self-efficacy scale to go with the KOIS is discussed, and ideas for future research are given.