Gains and losses in action memory.

Enacting action phrases (SPT for subject-performed task) produces better free recall than only learning the phrases verbally (VT for verbal task). A widespread explanation of the enactment effect is based on the distinction between item-specific and relational information. There is widespread agreement that the main reason is the excellent item-specific encoding by enactment. However, there is little direct evidence in the case of free recall. The role of relational information is less clear. We suggest that content-based relational encoding is better in VTs than in SPTs. In three experiments, in which multiple free recall testing used item gains and losses as indices of item-specific and content-based relational encoding, respectively, these assumptions were confirmed. Consistently more gains (indexing better item-specific encoding) and more losses (indexing poorer relational encoding) were observed in SPTs than in VTs (Experiments 1 and 2). Furthermore, it was demonstrated that the content-based relational information underlying losses is not identical with order-relational information (Experiment 2). In Experiment 3, it was shown that an item-specific orienting task for VTs produced an equivalent number of item gains and losses as did the SPT condition.     

A new framework for the design of career interventions in organisations

There has often been an assumption that the school-to-work transition is fundamental for careers guidance and that mid-career interventions are supplementary. This approach can no longer be maintained. Frequent changes of job are now common. The relationships we have with employing organisations have become important and must become prominent in careers interventions. A model is presented to clarify what is needed. Two problems arise: the need to reconcile individual and organisational perspectives; and the need to look at careers in terms of life-career purpose as well as in terms of goals. It is recommended that individuals' plans mirror strategic management in the organisation. A number of ways are identified which extend the scope of career interventions.     

The attitudes toward work in career transitions

The development of general attitudes toward work was investigated in career transitions of people at various career stages, belonging to various socioeconomic paths. It was assumed that general attitudes toward work, consisting of the affective meaning of work and of its centrality to the subject, are developed in an anticipatory manner on the basis of expectations, integrating occupational information with aspirations. Samples of junior and senior high school students, undergraduate university students, vocational trainees for skilled work, and persons trained for higher executive positions participated in the research. The results confirmed the role of expectations in attitude formation. Similar expectations as to status and advancement lead to similar attitudes regardless of differences in age or cultural background.     

Factors related to marriage and career plans in unmarried women

Career and marriage plans of female unmarried undergraduates were examined and systematically related to other variables. All respondents indicated their plans for a career, marriage, and children. In addition, they completed the Personality Research Form, a standardized personality measure that assesses traits relevant to functioning in a variety of situations. Results showed that while the majority of respondents planned on having a career and family, their priority was the family. Career commitment, as measured by perceived importance of career, was a significant predictor of the woman's educational, career, and family plans. The more respondents aspired to the full-time career model, the less traditionally feminine were their personalities.Grateful acknowledgment is made to the Canada Council for its financial support through grant #410-77-0241.Formerly a psychology student and is presently studying law.     

Gains, losses and lateral differences in the hearing of schizophrenic patients.

Schizophrenic patients, whether newly admitted to hospital or institutionalized, exhibited ear differences in absolute threshold. Right ear thresholds were superior to left ear thresholds especially at frequencies above 2 kHz, but deteriorated in the course of the day or as a result of repeated testing. These effects were attributed to the dynamics of left hemisphere processes which in schizophrenia appear susceptible to inhibition and fatigue, effects that may be endocrine related. Relative to control subjects institutionalized schizophrenic patients showed superior hearing below 1 kHz and inferior hearing above 2 kHz.     

Toward a theory of discontinuous career transition: investigating career transitions necessitated by traumatic life events

Career researchers have focused on the mechanisms related to career progression. Although less studied, situations in which traumatic life events necessitate a discontinuous career transition are becoming increasingly prevalent. Employing a multiple case study method, we offer a deeper understanding of such transitions by studying an extreme case: soldiers and Marines disabled by wartime combat. Our study highlights obstacles to future employment that are counterintuitive and stem from the discontinuous and traumatic nature of job loss. Effective management of this type of transitioning appears to stem from efforts positioned to formulate a coherent narrative of the traumatic experience and thus to reconstruct foundational assumptions about the world, humanity, and self. These foundational assumptions form the basis for enacting future-orientated career strategies, such that progress toward establishing a new career path is greatest for those who can orientate themselves away from the past (trauma), away from the present (obstacles to a new career), and toward an envisioned future career positioned to confer meaning and purpose through work.     

关注自身得失对朋友得失共情的影响

在金钱博弈任务中让被试暗中操控对朋友赢或输的赏罚金额。结果发现,当被试与朋友一起参与博弈时,较之于仅仅观看朋友博弈,对其赌赢的奖赏金额有了明显的降低,而对其赌输的惩罚金额没有受到显著影响。而且,自己输要比自身赢的前提下对朋友赌赢的奖赏更低,但对朋友赌输的惩罚金额则不受自身得失的影响。这说明,关注自身的得失会减弱对朋友获益的共情水平,而不会影响对其损失的共情程度。     

The gendered nature of career related learning experiences: A social cognitive career theory perspective

The learning experiences questionnaire (LEQ; Schaub & Tokar, 2005) was used to examine learning experiences as they relate to SCCT (Lent, Brown, & Hackett, 1994) across the Holland (1997) RIASEC typology. In particular, differences in men’s and women’s career related learning experiences were examined. A sample of 319 undergraduates at a public Midwestern university completed an online survey. Gender differences were observed in reported levels of some learning experiences; similar to prior findings for self-efficacy and interests, women reported more learning experiences in the Social domain, and men reported more experiences in the Realistic and Investigative domains. Results also supported that more reported learning experiences in a given domain relate to higher self-efficacy and outcome expectations in that domain.     

Person-environment congruence in relation to career change and career persistence

This study examined Holland’s theoretical proposition, that personality-work environment congruence influences career stability and change, with a sample of 212 career changers (respondents who expressed an intent to change career and had engaged in preliminary career change activity) and 249 career persisters (respondents who indicated an intent to remain in their current career). Independent groups ANCOVA (controlling for age and current career tenure) indicated that career persisters scored higher on congruence than career changers, however, the effect size was within the small to medium range. Repeated-measures ANCOVA indicated, with a medium effect size, that career changers moved towards careers that were more congruent with their personality profiles than their current careers. Practical and theoretical implications are discussed.     

Development of a measure of home-career conflict related to career motivation in college women

The purpose of this paper is to describe the development of a measure of Home-Career conflict (H-C) for college women. Data from two studies are presented. Subjects for the first study were college women enrolled in undergraduate psychology classes (N=163) at a large midwestern college. Subjects for the second study were fifty student teachers enrolled in Traditional female college majors (i.e., a majority are women) and fifty engineering students in Nontraditional female college majors (i.e., a majority are men). Findings from the first study indicated that high negative affect scores on the H-C measure were significantly (p<.05) related to low career motivation scores. Findings from the first study were used to revise the measure. Using discriminant analysis results from the second study obtained significantly different (p<.02) patterns of scores for Traditional college majors compared to Nontraditional college majors. Traditional majors wrote more stories depicting mothers as primarily homemakers and described more negative affect in their stories. Reliability estimates and validity data are provided. Suggestions for refinement of the measure are discussed as well as possible counseling uses.     

Expatriate career intentions: Links to career adaptability and cultural intelligence

Given the increasing rate of global mobility, it is important to have a greater understanding of the factors that influence intentions for expatriate careers. Guided by the Career Construction Theory and Intelligence Theory, this study takes the view that self-initiated expatriation as a form of global mobility is an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in another country and work to build one's career. This study posits that individuals who want to work overseas rely mainly on their adaptive resources to develop their careers. Additionally, career adaptability, as a self-regulatory competency, is posited to be reinforced by an individual's intercultural capability (i.e., cultural intelligence). To test these assertions, data were collected in a sample of university students (n = 514) in the Philippines, a country reported to have high rates of overseas migration for economic and career-related reasons. Career adaptability was found to be positively and significantly related to overseas career intentions. In addition, cultural intelligence was found to moderate the said relationship. These results offer the groundwork for understanding the earlier stages of expatriate careers and, in particular, how the intention to have a career in another country is developed and influenced by the interaction between the self-regulatory characteristics and intercultural capability of individuals.     

Environmental,background, and psychological variables related to optimizing achievement and career motivation for high school girls

The purpose of the study was to investigate some environmental and psychological variables related to optimizing the achievement strivings of high school girls. It was hypothesized that environmental and psychological variables would have significant relationships to achievement strivings. The criterion variables were career motivation and achievement motivation. The predictor variables were: community support, early family socialization (environmental), self-esteem, risk preference, sex role orientation, and fear of success (psychological). Subjects were 10th-grade girls (N = 158) in a suburban midwestern high school district. Procedures involved group test administration involving 2 hr during the regular school day. Multiple regression analysis indicated that high achievement motivation and career choice were significantly associated with perceived support for achievement and career goals in the school and community environment (p < .01). Implications for increasing achievement and career motivation were discussed in relation to the requirements of the Education Amendments of 1972 and 1976 (Title IX).     

The effect of self‐regulated decision making on career path and major‐related career choice satisfaction

The present research examined the influence of self‐regulated decision making on satisfaction in career path (college major for Study 1, job for Study 2) and major‐related career choice. Results indicate a full mediating effect of fit in the relationship between self‐regulated decision making and satisfaction in career path. Self‐regulated decision making also influenced major–job congruence via satisfaction with a participant's college major. Findings suggest that individuals who possess self‐regulatory ability in decision‐making contexts were more likely to choose majors and jobs of good fit, experience satisfaction from their career decisions, and choose careers relevant to their college majors.     

Cognitive career counseling: A rationalemotive approach to career development

The application of cognitive techniques to the career counseling process has been minimal. Since the career and personal development of individuals is interwoven, practitioners from a variety of disciplines are faced with a wide range of complex presenting problems regardless of their specialty. Providing occupational information and assessing job skills are partial components of the career counseling process. This paper addresses the cognitive barriers which interfere with successful career development. Cognitive career counseling (CCC) is described as a methodology for helping clients modify their vocational irrational beliefs (VIBes) so that they may achieve their career and personal goals during realistically unstable changes in economic conditions.Diana R. Richman, Ph.D., Senior Supervisor, Staff Psychologist, and Graduate Fellow, Institute for Rational-Emotive Therapy, New York City, maintains a private practice in Queens and Manhattan. She is Director of Clinical Supervision at APPLE Continuing Treatment Program, and serves as an organizational consultant.     

Gendered Ways to Motivation Gains in Groups

Recent studies have demonstrated motivation gains of low performing group members even beyond the level of an individual work baseline (e.g., Weber and Hertel, Journal of Personality and Social Psychology, 93:973–993, 2007). We expected that the underlying mechanisms of these motivation gains, i.e., social indispensability and social competition, are moderated by individuals’ gender. Moreover, these gender effects were assumed to be moderated by partner anonymity. Predictions were tested with mostly undergraduate German students (N?=?213) working in same-gender groups in a computer-supported environment. Results revealed that motivation gains due to social indispensability were more likely for women, whereas motivation gains due to social competition were more likely for men. Furthermore, women compared to men showed higher motivation gains in anonymous conditions compared to conditions with an acquainted partner.     

Applying the social cognitive model of career self-management to career exploration and decision-making

We present two studies applying the social cognitive model of career self-management (Lent & Brown, 2013) to career exploration and decision-making outcomes in college students. In the first study (N = 180 college students), we developed a new, brief measure of career exploration and decision-making self-efficacy for use in subsequent model testing. The measure yielded two factors, decisional self-efficacy and coping efficacy, with adequate internal consistency reliability estimates. The decisional self-efficacy factor related strongly to an established measure of career decision self-efficacy and produced theory consistent relations with measures of outcome expectations, social support, conscientiousness, exploration goals, prior engagement in career exploration, decisional anxiety, and level of career decidedness. In the second study (N = 215 college students), we re-examined the factor structure of the new self-efficacy measure and used it to assess the tenability of the self-management model in a path analysis predicting exploration goals, decisional anxiety, and career decidedness. The model fit the data well overall, though certain predictors were linked to the criterion variables only indirectly via mediated pathways. Implications of the findings for the social cognitive model as well as for future research and practice are considered.     

Proactive career behaviours and career success during the early career

The current article tests a longitudinal model of the process of proactive career behaviours and career success with two samples of graduates making the transition from college to work. Using structural equation modelling, we tested a theoretical model that specified the relationships between career progress goals, career planning, networking behaviours, and career success. A longitudinal panel study was conducted within two samples using a 3‐year (sample 1) and 1‐year (sample 2) time lag between the first and second data collection. The results support the process model and suggest that at graduation, career planning is affected by the goal of making career progress. In turn, career planning is positively associated with networking behaviours. Both career planning and networking at graduation are positively related to career planning and networking 1 year later (sample 1) but in sample 2, in which a 3‐year time lag was used, these relationships were no longer significant. Support is found for the relationship between networking during the early career and objective and subjective career success. The findings are discussed in terms of their general implications for understanding the proactive career behaviour process through which graduates affect their career success during the first years of their professional career.     

Facets of role conflict,role-specific performance,and organizational level within the academic career

The relationships among facets of role conflict and role-specific performance were investigated over three organizational levels of one occupation. The responses of a sample of 102 full-time faculty members were analyzed via the use of correlational and multiple regression techniques. The results support treating role conflict as a multifaceted construct, examining role conflict with respect to role-specific performance measures, and considering the moderating effect of organizational level on role conflict-performance relationships in future research. Implications of the results are discussed in regard to the population sampled.     

Learning to Attend and to Ignore Is a Matter of Gains and Losses

ABSTRACT— Efficient goal-directed behavior in a crowded world is crucially mediated by visual selective attention (VSA), which regulates deployment of cognitive resources toward selected, behaviorally relevant visual objects. Acting as a filter on perceptual representations, VSA allows preferential processing of relevant objects and concurrently inhibits traces of irrelevant items, thus preventing harmful distraction. Recent evidence showed that monetary rewards for performance on VSA tasks strongly affect immediately subsequent deployment of attention; a typical aftereffect of VSA (negative priming) was found only following highly rewarded selections. Here we report a much more striking demonstration that the controlled delivery of monetary rewards also affects attentional processing several days later. Thus, the propensity to select or to ignore specific visual objects appears to be strongly biased by the more or less rewarding consequences of past attentional encounters with the same objects.