Investigating the relationship between employability and self-efficacy: A cross-lagged analysis

The construct of employability has been conceptually related to self-efficacy in different ways. Employability has sometimes been regarded as an equivalent to self-efficacy, or as a distinct but related phenomenon. Since the relationship between the two phenomena has not been subjected to empirical scrutiny, the aim of the present study is to analyze whether self-efficacy and employability are two distinct but related constructs, and if they are, to investigate the direction of their relationship. The data (N = 1730) were collected through a two-wave longitudinal survey with one year between each data collection (2005 and 2006). The results of confirmatory factor analysis showed that the measures of employability and self-efficacy were distinct from one another, within and over measurement points, indicating that these are related but separate constructs. The results of latent variable cross-lagged analysis showed that employability predicted subsequent self-efficacy, even after controlling for age, gender, educational level, and regional differences. Thus, employability is not an expression of efficacy beliefs, but rather, the strengthening of employability perceptions may have beneficial effects on more general efficacy beliefs.     

Self-perceived employability: Investigating the responses of post-graduate students

This paper reports the further testing of a research instrument to examine the expectations and self-perceptions of employability of business students at post-graduate level, building on previously reported research with undergraduates [Rothwell, A., Herbert, I., & Rothwell, F. (2008). Self perceived employability: Construction and initial validation of a scale for university students. Journal of Vocational Behavior, 73(1), 1-12]. On this occasion the scale was again found to have a good internal reliability coefficient (α = .84), and discriminant validity from university commitment. Forcing a four-factor solution found components relating to the university’s reputation, individual self-confidence and proactivity, external labor market factors, and finally the individuals’ engagement with study and academic performance. For this multi-cultural post-graduate sample, perceptions of employability were good, but within that they placed significant emphasis on the brand and reputation of the university. Results indicate the potential for further studies with refined scales, particularly the combined scale of employability and ambition.     

Integrating different notions of employability in a dynamic chain: The relationship between job transitions,movement capital and perceived employability

This study connects different notions of employability with the ultimate aim to arrive at integration of a research field that has been criticized for being fragmented and fuzzy. We define employability as “an individual's chance of a job in the internal and/or external labor market”. Employability research assesses employability differently, looking at the realization of this chance (i.e., job transitions), personal strengths that increase this chance (i.e., movement capital) and appraisals of this chance (i.e., perceived employability). We hypothesize and establish in a two-wave sample of 643 Belgian (Dutch-speaking) employees that these different notions of employability form a dynamic chain, so that job transitions promote movement capital, which then affects perceived employability and ultimately feeds back to job transitions. Furthermore, we found that the internal labor market versus the external labor market are important foci in employability research since internal and external job transitions were found to relate differently to the other notions of employability.     

Self-perceived employability: Construction and initial validation of a scale for university students

This paper reports the development of a research instrument to examine the expectations and self-perceptions of employability of business undergraduates (bachelor degree students) in three UK universities, and examines relationships with other measures. The scale was found to have a satisfactory internal reliability coefficient for an untested measure (α = .75) and had discriminant validity from other new measures such as university commitment. ‘Internal’ and ‘external’ dimensions were identified, the latter relating to the perceptions of the strength of the university brand, the state of the external labour market, and the demand for the degree subject. Perceptions of future employability were surprisingly modest, notably for those in arguably the strongest position, suggesting that these self-perceptions may be a product of relative societal expectations, consistent with positional conflict theory.     

Reclaiming professional identity through postgraduate professional development: careers practitioners reclaiming their professional selves

Careers advisers in the UK have experienced significant change and upheaval within their professional practice. This research explores the role of postgraduate-level professional development in contributing to professional identity. The research utilises a case study approach and adopts multiple tools to provide an in-depth examination of practitioners' perceptions of themselves as professionals within their lived world experience. It presents a group of practitioners struggling to define themselves as professionals due to changing occupational nomenclature resulting from shifting government policy. Postgraduate professional development generated a perceived enhancement in professional identity through exposure to theory, policy and opportunities for reflection, thus contributing to more confident and empowered practitioners. Engagement with study facilitated development of confident, empowered practitioners with a strengthened sense of professional self.     

共享心智模型：分布、层次与准确性初探

共享心智模型理论在理论和应用上已经有20多年的历史了,但它尚留有若干基本问题。共享应当包括多种形式,可从同异质和依赖性的关系上进行分析和测量;共享应是多层次多内容的,包括具体的底层构架和上层的抽象构架,以及指向共享内容的态度和信念;在共享心智的准确性和相似性上,唯一的专家心智模型可能不存在,且共享心智模型的演变发展过程较向专家靠近而言更有意义。共享不是团队过程的简单输出,共享心智模型可能包含一套团队加工过程     

Shared intention and personal intentions

This article explores the question: what is it for two or more people to intend to do something in the future? In a technical phrase, what is it for people to share an intention? Extending and refining earlier work of the author’s, it argues for three criteria of adequacy for an account of shared intention (the disjunction, concurrence, and obligation criteria) and offers an account that satisfies them. According to this account, in technical terms explained in the paper, people share an intention when and only when they are jointly committed to intend as a body to do such-and-such in the future. This account is compared and contrasted with the common approach that treats shared intention as a matter of personal intentions, with particular reference to the work of Michael Bratman.     

Introduction to the special issue on the intersection of professional selling and service

As organizational operations continue to evolve in response to increasing customer demands, frontline research has begun to consider how traditionally separate organizational functions may be complementary to firm performance. Specifically, as sales and service activities become increasingly intertwined within the frontline role, this special issue explores how the sales and service functions interact within an organization. The articles contained in this special issue consider the interaction of sales and service with respect to customer, employee, and firm outcomes. After introducing evolving thought in the area, we provide an overview of five articles that make up this special issue. We conclude by offering additional areas of research.     

Expertise in soccer teams: A thematic inquiry into the role of Shared Mental Models within team chemistry

AimsThe purpose of the current study was to establish a conceptual framework of team chemistry components in sport with an emphasis on Shared Mental Models (SMM).MethodElite soccer coaches (n = 6) and players (n = 3) were interviewed using a semi-structured interview guide. An inductive thematic analysis was employed to analyze the data.ResultsFour themes related to team chemistry components were identified: (1) members' characteristics (i.e., demographic data, on-field characteristics, and member's ego), (2) coach–players interactions (i.e., professional interaction and emotional intelligence of coaches), (3) interactions among the players (i.e., professional understanding, efficacy beliefs, team cohesion, players' emotional intelligence, team roles, and goals), and (4) interactions with environmental factors (i.e., owners, management, fans, and media).ConclusionsThe cognitive components of the team chemistry model were clustered to establish a conceptual framework of SMM. Furthermore, the cognitive-affective-social-behavioral linkage of team chemistry and athletic performance is examined in light of the emerged model and conceptual framework. Implications and future directions are also discussed.     

Integrating Cultural Community Psychology: Activity Settings and the Shared Meanings of Intersubjectivity

Cultural and community psychology share a common emphasis on context, yet their leading journals rarely cite each other’s articles. Greater integration of the concepts of culture and community within and across their disciplines would enrich and facilitate the viability of cultural community psychology. The contextual theory of activity settings is proposed as one means to integrate the concepts of culture and community in cultural community psychology. Through shared activities, participants develop common experiences that affect their psychological being, including their cognitions, emotions, and behavioral development. The psychological result of these experiences is intersubjectivity. Culture is defined as the shared meanings that people develop through their common historic, linguistic, social, economic, and political experiences. The shared meanings of culture arise through the intersubjectivity developed in activity settings. Cultural community psychology presents formidable epistemological challenges, but overcoming these challenges could contribute to the transformation and advancement of community psychology.     

The role of career adaptability and work conditions on general and professional well-being

This study, conducted with a representative sample of employed and unemployed adults living in Switzerland (N = 2002), focuses on work conditions (in terms of professional insecurity and job demands), career adaptability, and professional and general well-being. Analyses of covariance highlighted that both unemployed and employed participants with low job insecurity reported higher scores on career adaptability and several dimensions (notably on control) than employed participants with high job insecurity. Moreover, structural equation modeling for employed participants showed that, independent of work conditions, adaptability resources were positively associated both with general and professional well-being. As expected professional outcomes were strongly related to job strain and professional insecurity, emphasizing the central role of the work environment. Finally, career adaptability partially mediated the relationship between job strain and professional insecurity, and the outcome well-being.     

The relation between employee organizational and professional development activities

A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a sample of 197 medical technologists over a four year time period. Prior ODA and PDA were controlled for before testing hypotheses. Results showed that the common antecedent of learning motivation was a robust indicator of both ODA and PDA. Looking at parallel antecedents, job satisfaction and affective organizational commitment had a positive impact on ODA, while occupational satisfaction and affective occupational commitment had a positive impact on PDA. ODA had a negative impact on subsequent intent to leave organization, but PDA did not have a similar impact on intent to leave profession. Study limitations, issues around operationalizing ODA and PDA, and future research directions are discussed.     

Correlates of professional versus organizational withdrawal cognitions

Using a more rigorous research design than previous studies, results generally supported the discriminant validity of professional withdrawal cognitions (PWC) versus organizational withdrawal cognitions (OWC). The sample consisted of 226 medical technologists tracked over a five year period, and the research design used pre- and post-measures of PWC and OWC. Attitudinal professional commitment had a stronger negative relationship to subsequent PWC versus OWC, while gender discrimination and organizational support had stronger relationships to subsequent OWC versus PWC.     

团队作业与团队互动两类共享心智模型的发展特征

共享心智模型指团队成员关于团队作业、策略、团队情境、团队互动等的共同的知识结构,根据内容不同可以分为团队作业模型和团队互动模型两类。该研究通过实验室实验探讨两类共享心智模型的发展特征。132名大学生组成44个3人团队,随机分为团队绩效反馈组和无团队绩效反馈组。采用相似性评定法在团队执行作业前、中、后三次测量两类共享心智模型。结果发现：（1）共享心智模型随团队运作时间增加而发展;（2）团队互动模型形成和发展的难度高于团队作业模型;（3）团队绩效反馈对两类心智模型发展的作用不同,反馈加速了团队作业模型的发展速度,但却是团队互动模型能否得以发展的决定性因素。两类共享心智模型的不同发展特征应归因于两者特异性高低的不同     

Shared structure need not be shared set-structure

Recent semantic approaches to scientific structuralism, aiming to make precise the concept of shared structure between models, formally frame a model as a type of set-structure. This framework is then used to provide a semantic account of (a) the structure of a scientific theory, (b) the applicability of a mathematical theory to a physical theory, and (c) the structural realist’s appeal to the structural continuity between successive physical theories. In this paper, I challenge the idea that, to be so used, the concept of a model and so the concept of shared structure between models must be formally framed within a single unified framework, set-theoretic or other. I first investigate the Bourbaki-inspired assumption that structures are types of set-structured systems and next consider the extent to which this problematic assumption underpins both Suppes’ and recent semantic views of the structure of a scientific theory. I then use this investigation to show that, when it comes to using the concept of shared structure, there is no need to agree with French that “without a formal framework for explicating this concept of ‘structure-similarity’ it remains vague, just as Giere’s concept of similarity between models does ...” (French, 2000, Synthese, 125, pp. 103–120, p. 114). Neither concept is vague; either can be made precise by appealing to the concept of a morphism, but it is the context (and not any set-theoretic type) that determines the appropriate kind of morphism. I make use of French’s (1999, From physics to philosophy (pp. 187–207). Cambridge: Cambridge University Press) own example from the development of quantum theory to show that, for both Weyl and Wigner’s programmes, it was the context of considering the ‘relevant symmetries’ that determined that the appropriate kind of morphism was the one that preserved the shared Lie-group structure of both the theoretical and phenomenological models. I wish to thank Katherine Brading, Anjan Chakravartty, Steven French, Martin Thomson-Jones, Antigone Nounou, Stathis Psillos, Dean Rickles, Mauricio Suarez and two anonymous referees for valuable comments and criticisms, and Gregory Janzen for editorial suggestions. Research for this paper was funded by a generous SSHRC grant for which I am grateful     

Environmental Contributions to Adolescent Delinquency: A Fresh Look at the Shared Environment

Few genetically-informative studies have attempted to explicitly identify the shared environmental (i.e., those environmental influences that contribute to sibling similarity) factors now known to contribute to adolescent delinquency. The current study therefore examined whether the parent-child relationship served as one source of these shared environmental influences. Participants were 610 adoptive and biological families from the Sibling Interaction and Behavior Study (SIBS). Parents and adolescents reported on their parent-child conflict and parental involvement with child, and adolescents reported on their own delinquent behaviors. We employed structural equation modeling and supplementary multilevel modeling, finding consistent evidence that the association between delinquency and the parent-child relationship is at least partially shared environmental in origin. Such findings provide an important extension of previous twin studies, as they suggest that passive genotype-environment correlations do not explain earlier findings of shared environmental influences on this association.     

Collaborative IT offshoring relationships and professional role identities: Reflections from a field study

While IT offshoring has generated heated debates both in scholarly circles and in the popular press, its impact on professional role identities and career experiences of situated individuals in both onshore and offshore locations has received much less attention. In this paper, we present a qualitative case study featuring a large global German technology firm and examine the multiple ways in which working within a collaborative offshoring arrangement has influenced the reconfiguration of German and Indian respondents' professional role identities. In light of these changes, the findings also highlight how emerging offshoring practices led to an ongoing reassessment of our respondents' career aspirations and strategies. In particular, our study draws attention to the often complex means deployed by individuals working in an offshoring environment to further their career prospects. From a practitioner perspective, we suggest several steps managers can take to help employees overcome the anxiety and insecurities, which inevitably seem to accompany the offshoring phenomenon.     

Making use of professional development: Employee interests and motivational goal orientations

Vocational interests and goal orientation (GO) are examined for their potential influences on employees' decisions to engage in professional development and to apply the knowledge and skills gained from development activities in their jobs. Specifically, professional development, in the form of continuing professional education (CE), was examined for a variety of practicing healthcare professionals (N = 183), including physicians, nurses, and allied health professionals in the Midwest United States. Aspects of vocational interest theory (interests and congruence) and GO theory predicted CE outcomes (voluntary participation in CE beyond professional requirements and the application of CE learning at work). Further, employee GO mediated between interests and the application of CE learning at work, providing evidence of a work-specific motivational process linking interests with performance-related behavioral outcomes.