宝鸡市道教协会第三次代表会议召开

周宏是一个古稀老人,每当看到周围同龄的老哥和一些小他不少的老友们病魔缠身,有的甚至过早地离开人世,总有一种惋惜感,同时也庆幸自己在养生保健上所取得的成效.今年74岁的他仍然身板硬朗、耳聪目明,血压、血脂及血糖一直正常,一年到头难得吃药打针.     

The Spiritual Connection

SUMMARY

The spiritual connection between two people in relationship can bring a new perspective to interpersonal issues. When a relationship is based on authentic, congruent communication the process of owning projections and transforming negative emotions can free both people to love more wholeheartedly and to share the healing journey of spiritual awakening. This journey is an opportunity for growth and commitment to a shared purpose shifting motivation from fear to love.     

The Rainbow Connection

Abstract

In this article, Cheng argues that the symbol of the rainbow—with its associated characteristics of multiplicity, diaspora, and hybridity—can be a helpful way of understanding the experiences of queer people of asian descent. Cheng sketches out an outline of a rainbow theology for queer Asian Christians and examines the classical doctrines of Trinity, eschatology, and Christology in light of such a theology. He concludes by examining possible future directions for queer Asian theologies.     

Career Plateauing and Institutional/Occupational Intention for Taiwanese Career Officers

This study examines regulatory focus as a mediator between the perception of reaching a career plateau and institutional/occupational (I/O) intention in the Taiwanese military. Empirical data were collected from 632 career officers receiving full-time training at the National Defense University. For the identification of military value, we found that Taiwanese career officers’ occupational intentions were higher than their institutional intentions. Additionally, the results indicate that prevention focus completely mediated occupational intention and that promotion focus partially mediating institutional intention. Practical management and research implications are discussed and a direction for future research is suggested.     

The Career Beliefs Inventory

The Career Beliefs Inventory (CBI) is designed to help a counselor identify assumptions blocking a client's career progress. It measures domains untapped by other career assessment instruments and legitimizes discussions of important assumptions that are often overlooked and seldom examined. The 25 scales describe categories of beliefs found by prior research to have interfered with career decision making. Lower scores on a scale alert the counselor to explore specific beliefs in that category with the client and to examine their consequences.     

The Life Career Game

Vocational counseling of adolescents is difficult because it requires their evaluation of situations that are unfamiliar and unimportant to many of them. Games with simulated environments are presented as one means of overcoming the discrepancy between the adolescent and the adult world. An example of such a game, in which students plan the life of a fictitious student and receive “feedback” on the possible consequences of their decisions is described. Field testing with the game indicates that it can arouse student interest, communicate factual information about career decision-making, and give young people a realistic, if vicarious, experience of certain aspects of adult life.     

The Career Concept Scale: An Assessment of Career Judgment

An assessment scale of career concepts found to be reliably related with vocational sophistication is developed. With the renewed emphasis in CETA programs for youth-employment counseling efforts, the relative prevocational maturity of those seeking our services can be an element in deriving baseline data from which the efficacy of vocational counseling services can be judged.     

The Multidimensional Assessment of Career Decision Problems: The Career Decision Diagnostic Assessment

The multidimensional assessment of career decision problems as measured by the Career Decision Diagnostic Assessment (CDDA; Bansberg & Sklare, 1986) is described, and the CDDA is evaluated for reliability, validity, and factor structure with a sample of 844 students from three universities. Results supported the reliability and validity of the CDDA as a measure of psychological blocks to career decision making. Preliminary normative scores for university students are presented. Recommendations for improving the CDDA and for using the CDDA in career counseling are discussed.     

理想与长寿

记得,一位外国名作家说过：人类不会因为时间的推移而出现老人,而往往是因为理想的破灭才出现了逝者。初听起来,此话的确有些不太顺耳,但仔细想来却又不无道理。众所周知,人之所以能成为地球生物的灵长,进而主宰了世界,就是因为人类有比较发达的大     

自我职涯管理与职涯高原的关系

组织结构扁平化导致职涯高原员工逐渐增多,给个体和组织造成了消极影响。本研究通过对338名企业员工的问卷调查探讨自我职涯管理与职涯高原的关系。结果显示：自我职涯管理中的职业探索与层级高原、内容高原及中心化高原正相关;目标确定与层级高原、关注学习与内容高原、注重关系与中心化高原及内容高原负相关;自我展示虽在简单相关分析中与内容高原及中心化高原负相关,但在回归分析中则相关不显著。     

Career/Life Planning for Displaced Homemakers

This article describes the development, content, and outcome of a highly cost-effective program designed to meet the personal and vocational needs of displaced homemakers. Future research directions are suggested.     

无边界职业生涯取向与青年员工职业成功：职业胜任力的中介作用

基于职业成功的胜任力模型,探讨无边界职业生涯取向与青年员工职业成功的关系。采用两阶段（two-wave）问卷调查法,以385名35岁以下的年轻员工为样本进行研究。结果表明,无边界思维模式与青年员工的主观职业成功、客观职业成功均显著地正相关,职业胜任力在其中起完全中介作用;组织流动性偏好与青年员工的主观职业成功、客观职业成功均显著地负相关,职业胜任力在其中起中介作用。研究证实了无边界职业生涯取向对青年员工职业成功的“双刃剑”效应,为青年员工的职业生涯管理提供了重要启示。     

The Teacher's Career and Life

Abstract. Participants in a Wabash Center consultation on vocation discussed the variety of expectations, opportunities, and challenges that create contexts for teaching as they move through careers. These essays emerge from the experiences and reflections of four participants about different stages of careers in diverse contexts. Tom Massaro writes from the perspective of one who recently navigated the challenges leading up to the tenure review in a Jesuit theological school and notes common patterns amidst the diversity of challenges. Phyllis Airhart ponders vocational fidelity in the transitions to new roles and responsibilities at mid‐career in a Canadian university. Barbara Brown Zikmund deals with what she calls the ‘mature years’ and traces a major shift in her career from administration in an American school to teaching in Japan. Raymond Williams reflects on vocation during the process of preparing for retirement from teaching in a liberal arts college, attempting to respond faithfully to the inevitable question, ‘What are you going to do when you retire?’ Vocation is a thread that runs through each essay as reflection on the integrity and continuity of careers. The authors raise issues and make suggestions that may help others reflect on their vocation as teacher.     

The Career Human Agency Theory

The authors propose a constructivist theory of career human agency to integrate and update the existing career theoretical models to better address the current postmodern zeitgeist. The career human agency theory (CHAT) represents a metatheory of career psychology guided by the principles of Bandura’s human agency framework and informs career development practice and counseling interventions. CHAT promotes the enactment of personal, proxy, and collective agency in the face of uncertainty and adversity. This article describes 4 pillar principles of career agency and provides concrete examples for career counseling application.