Preparing for uncertain careers: How youth deal with growing occupational uncertainties before the education-to-work transition

Recent changes in labor market and working conditions have rendered youth's education-to-work transitions and career prospects more uncertain. This study investigated how youth, while still in education or training, deal with perceived growing occupational uncertainties in terms of goal engagement (i.e., investing active effort in goal pursuit; surmounting obstacles) and goal disengagement (i.e., distancing from unattainable goals; protecting the self against failure experiences). Analyses with two closely matched samples of youth aged 16–25 years from Germany (N = 529) and Poland (N = 530) revealed high levels of goal engagement and a clear preference of engagement over disengagement. Whereas levels of engagement were comparable across countries, disengagement was considerably higher in Polish youth. Regarding the sources of individual differences in engagement and disengagement, sociodemographic factors had very limited effects in both countries. Compared to sociodemographic factors, the level of perceived growing occupational uncertainties, and especially youth's primary and secondary appraisals thereof, were more strongly and consistently associated with engagement and disengagement, especially in Germany, pointing to the prominence of perceptions and appraisals in shaping youth's responses to growing occupational uncertainties. We offer cultural and economic explanations for these findings and discuss implications for interventions aimed at fostering youth's engagement in preparing for their future careers under today's uncertain conditions.     

Young managers’ drive to thrive: A personal work goal approach to burnout and work engagement

This study approaches young managers’ occupational well-being through their work-related goal pursuit. The main aim was to identify content categories of personal work goals and investigate their associations with background factors, goal appraisals, burnout, and work engagement. The questionnaire data consisted of 747 young Finnish managers (23-35 years; M = 31 years) who were mostly men (85.5%). Seven work-related content categories were found on the basis of qualitative data analysis: (1) competence goals (30.5%), (2) progression goals (23.7%), (3) well-being goals (15.2%), (4) job change goals (13.7%), (5) job security goals (7.4%), (6) organizational goals (5.6%), and (7) financial goals (3.9%). ANCOVA analyses, where goal appraisals and significant background factors were controlled for, indicated that organizational goals were related to low burnout and the highest level of work engagement, whereas well-being and job change goals were related to higher burnout and lower work engagement. The study shows that the contents of young managers’ work-related goals can contribute to the understanding of individual differences in occupational well-being.     

新三元付出-回报失衡模型框架下护士的付出、回报和过度投入与工作倦怠的关系

摘 要 目的：在护士群体中检验付出、回报和过度投入及其交互作用对工作倦怠的影响,验证新三元付出-回报失衡模型。方法：采用问卷法测查了456名女护士的付出、回报、过度投入和工作倦怠。采用分层线性回归分析验证自变量对因变量的影响。结果：付出、过度投入和付出-回报比正向影响情绪耗竭和去个性化,付出和付出-回报比负向影响职业效能,回报负向影响去个性化,正向影响职业效能。付出对工作倦怠的影响最大,其次是过度投入,回报的影响最小。过度投入能调节付出-回报比对情绪耗竭、职业效能的影响。结论：新三元付出-回报失衡模型适用于女护士群体。     

Reward versus punishment: Reinforcement sensitivity theory,young novice drivers’ perceived risk,and risky driving

One reason that young novice drivers remain statistically over-represented in road deaths is their rate of engagement in risky driving. Prominent contributing factors include driver’s age, sex, personality, risk perception, and their driving experience. This study applied reinforcement sensitivity theory (RST, specifically reward sensitivity and punishment sensitivity) to predict young novice drivers’ perceived risk and self-reported risky driving engagement, while accounting for potential influences of age, sex, and driving experience. Drivers (N = 643, 490 females, 17–25 years, M = 20.02, SD = 2.32) who held an Australian driver’s license (P1, P2, or Open) anonymously completed an online survey containing the Behaviour of Young Novice Drivers Scale, the Sensitivity to Punishment and Sensitivity to Reward Questionnaire, and a measure of perceived risk of driving-related behaviours. A path analytic model derived from RST showed that perceived risk had the strongest negative association with reported risky driving engagement, followed by reward sensitivity (positive association). Respondent’s age and reward sensitivity were associated with perceived risk. Age, reward sensitivity, and perceived risk were associated with reported engagement in risky driving behaviours. Driver sex only had direct paths with RST variables, and through reward sensitivity, indirect paths to perceived risk, and reported risky driving. Neither punishment sensitivity nor driving experience contributed significantly to the model. Implications and applications of the model, and the unique set of variables examined, are discussed in relation to road safety interventions and driver training.     

Effective pursuit of personal goals: The fostering effect of dispositional optimism on goal commitment and goal progress

Personal goals play a leading role in directing behavior and influencing well-being. Thus, it is important to assess goal dimensions promoting effective goal pursuit. The current research aimed at identifying the best predictors of goal pursuit, operationalized as perceived goal progress, among goal-related variables and individual differences in dispositional optimism. Two studies examined the influence of optimism on goal progress, commitment, expectancy, value, and conflict. Moreover, the mediation effect of expectancy in the relationships among optimism, commitment and progress was assessed.Participants in the first cross-sectional study were 283 young people (19–32 years old), whereas participants in the second longitudinal study were 409 people (19–71 years old). They reported their most important personal goals and rated each of them with respect to goal progress, conflict, expectancy, commitment, and value. Dispositional optimism was also assessed.In both studies, multilevel and mediational analyses demonstrated the fostering role of optimism on perceived goal progress and commitment through the mediation of goal expectancy. Thus, optimists are more likely than pessimists to report more perceived progress in their pursued personal goals. By clarifying the role of optimism in fostering goal progress and commitment, this research provides insight on how effective goal pursuit could be promoted.     

Identity statuses in young adult employees: Prospective relations with work engagement and burnout

The importance of identity statuses for individuals' well-being and psychosocial functioning has been demonstrated abundantly in high school and college samples. The present longitudinal study complemented this research line by (a) focusing on identity clusters or statuses in a sample of 300 working young adults (21–40 years of age), and (b) investigating the concurrent and prospective implications of these identity statuses for work engagement and burnout. Based on a recently developed dimensional model of personal identity formation, five distinct statuses were obtained, largely replicating previous research on identity clusters. These five statuses were meaningfully differentiated on the basis of their associations with the outcome measures, with the identity achievement status showing the most optimal profile (low burnout, high engagement) and the diffused diffusion status the least adjusted profile across time. Implications and suggestions for future research are discussed.     

Weekly work engagement and flourishing: The role of hindrance and challenge job demands

Two studies were conducted to examine how home healthcare nurses stay engaged in their work and maintain their psychological well-being. In Study 1, we hypothesized that nurses would perceive work pressure more as a hindrance demand than as a challenge demand, and that the reverse would be true for emotional demands. We approached 120 home healthcare nurses who filled in a survey. Results of a series of paired sample t-tests supported our hypotheses. In Study 2, we used the JD-R model to hypothesize that weekly job demands can either facilitate or undermine the positive impact of personal resources on work engagement and flourishing, depending on the nature of the job demand (hindrance vs. challenge). A sample of 63 nurses filled in a questionnaire at the end of the working week during three consecutive weeks (N = 3 × 63 = 189 occasions). Results of hierarchical linear modeling showed that emotional job demands strengthened the effect of personal resources on weekly well-being, whereas work pressure undermined this effect. Taken together, the present findings challenge the idea that whether job demands act as hindrances or challenges is the same for all occupations and for all individuals.     

Career Adapt-Abilities Scale in a French-speaking Swiss sample: Psychometric properties and relationships to personality and work engagement

The aim of this study was to analyze the psychometric properties of the Career Adapt-Abilities Scale (CAAS) in a French-speaking Swiss sample and its relationship with personality dimensions and work engagement. The heterogeneous sample of 391 participants (M_age = 39.59, SD = 12.30) completed the CAAS-International and a short version of the Utrecht Work Engagement Scale. To assess personality dimensions, participants completed either the Zuckerman–Kuhlman–Aluja Personality Questionnaire (n = 283) or the NEO-FFI-R (n = 108). The internal consistencies for the four subscales and total scores of the CAAS ranged from good to excellent, and skewness and kurtosis values indicated that scores were normally distributed. Gender differences and correlations with age were small or negligible. Several CFA models confirmed the factor structure of the French version of the CAAS-International, with loadings very similar to the ones observed for the international form. Adaptability was related to different personality dimensions, particularly neuroticism and conscientiousness, and also to work engagement. When predicting work engagement, career adaptability had a significant incremental validity over personality dimensions. Finally, career adaptability partially moderated the relationship between personality and work engagement, suggesting that career adaptability also contributes to regulating the expression of personality dispositions.     

Promoting an equitable and supportive school climate in high schools: The role of school organizational health and staff burnout

In response to persistent racial disparities in academic and behavioral outcomes between Black and White students, equitable school climate has drawn attention as a potential target for school reform. This study examined differences in Black and White students' experiences of school climate and explored whether indicators of school organizational health and staff burnout moderated differences in students' school experiences by race. Utilizing hierarchical linear modeling with a sample of 18,397 Black students (n = 6228) and White students (n = 12,169) and 2391 school staff in 53 schools, we found a consistent pattern of racial inequalities, such that Black students reported less positive experiences than White students across three indicators of school climate (caring γ = − 0.08, p < .001; equity γ = − 0.05, p = .007; and engagement γ = − 0.05, p < .001). In addition, we found significant, positive associations between aggregated staff-report of school organizational health and student-reported school climate (e.g., staff affiliation and student-perceived equity, γ = 0.07, p < .001). Surprisingly, a number of school organizational health indicators were more strongly associated with positive perceptions of school climate among White students than Black students, translating into greater racial disparities in perceived school climate at schools with greater organizational health (e.g., supportive leadership by race on student-perceived engagement, γ = − 0.03, p = .042). We also found negative associations between staff-reported burnout and students' experience of equity, such that the racial gap was smaller in schools with high ratings of burnout (γ = 0.04, p = .002). These findings have implications for educators and education researchers interested in promoting school social contexts that equitably support student engagement and success.     

The evolutionary role of self-deceptive enhancement as a protective factor against antisocial cognitions

This study investigates the relationship between self-deception and variables associated with antisociality in the general population (i.e., mating effort, antisocial thinking, psychopathy, and personality), seeking to provide an evolutionary explanation for how self-deception might influence antisocial thinking. The Mating Effort Scale (MES); an adjusted version of the Psychological Inventory of Criminal Thinking Styles (PICTS); the Levenson Self-Report Psychopathy Scale (LSRP); the NEO-Five Factor Inventory-Revised (NEO-FFI-R), and the Paulhus Deception Scales (PDS) were administered to 95 participants (33 males, 62 females, mean age = 36.4 years). Self-deceptive enhancement correlated significantly and negatively with Neuroticism (r = −.30, p < 0.01), and positively with Openness (r = .27, p < 0.05) and Conscientiousness (r = .43, p < 0.01). Mating effort related primarily to the PICTS and self-reported psychopathy. Factor analysis of the scales produced two underlying components; ‘careless non-cooperation’ (defined by impulsive antisociality) and ‘careful cooperation’ (reflecting dutifulness, emotional stability, and social desirability). Our results suggest self-deceptive enhancement may be a protective factor against antisocial thinking and behaviour, and that this is impeded by high neuroticism and impulsive thinking.     

Association between the HTR2B gene and the personality trait of fun seeking

Previous research reported that a rare serotonin receptor 2B gene (HTR2B) stop codon mutation predisposes subjects to severe impulsivity and novelty seeking. In this study, we expanded this previous work by testing six single nucleotide polymorphisms (SNPs) within the HTR2B gene for potential associations with the behavioral inhibition system (BIS) and the three components of the behavioral approach systems (BAS: fun seeking, drive, and reward responsiveness) in a Han Chinese sample (N = 478). Association analysis for individual SNPs indicated that four of the six SNPs (i.e., rs6437000, rs10194776, rs16827801, and rs1549339) were significantly associated with BAS fun seeking (p = .0003–.0022). Haplotype-based association analysis revealed that fun seeking was positively associated with haplotype A–A–G–A for SNPs rs6437000–rs10194776–rs16827801–rs1549339 (p = .0002), which survived Bonferroni correction. Except for the association between BAS reward responsiveness and rs16827801 (p = .005), no other association was found for BAS drive, BAS reward responsiveness, or BIS. This study provides the first evidence for the involvement of the HTR2B gene in BAS fun seeking. A better understanding of the genetic basis of the BIS and BAS would allow us to develop more effective diagnosis, treatment, and prevention of impulsive behavioral problems.     

Does equity sensitivity moderate the relationship between effort–reward imbalance and burnout

The model of effort–reward imbalance (ERI) received considerable research attention in the job stress literature. However, very scarce research investigated individual differences as moderators between ERI and stress. The present study is aimed at examining the combined effects of ERI, overcommitment (OVC), and the interaction between ERI and overcommitment on burnout (i.e., emotional exhaustion, cynicism, and inefficacy) and the moderating role of equity sensitivity. A questionnaire measuring ERI, burnout, and equity sensitivity was administered to 159 employees. Regression analyses were conducted to test the proposed relations and moderating hypotheses. ERI was negatively related to inefficacy and overcommitment was positively related to emotional exhaustion and cynicism. In addition, equity sensitivity was found to moderate the effect of overcommitment on emotional exhaustion and inefficacy. The findings emphasize the detrimental effect overcommitment may have on employee's mental health and suggest that the ERI model components may be closely related to perceptions of organizational justice.     

Structural validity of the Mental Health Continuum-Short Form: The bifactor model of emotional,social and psychological well-being

The Mental Health Continuum-Short Form (MHC-SF) is a growingly popular questionnaire designed to assess three components of well-being: emotional, social, and psychological. The main goal of the present study was to evaluate the structural validity of the MHC-SF and test the bifactor model of the MHC-SF, which includes one general factor and three specific factors of well-being. Sample 1 consisted of 1095 Serbian students (aged 18–26 years), while Sample 2 included 325 Serbian adults (aged 27–63 years). The bifactor model of the MHC-SF yielded the best fit to the data across the two samples. The results showed that the general factor of well-being accounted for substantially greater amount of variance of the MHC-SF than three specific factors of well-being. After controlling for the general factor, three specific factors explained a small portion of variance in well-being. In addition, the three subscales of the MHC-SF showed low reliability as estimated by omega-subscale coefficients, indicating that these subscales comprise too small amount of reliable variance to interpret. The present findings suggest that researchers should not calculate separate scores for three types of well-being when using the MHC-SF and that alternative measures of specific components of well-being should be considered.     

Occupational segregation and psychological gender differences: How empathizing and systemizing help explain the distribution of men and women into (some) occupations

The proportion of men and women workers varies among occupation types. There are several factors that may contribute to occupational segregation by gender. Using a large U.S. sample (n = 2149), we examine the extent to which occupational segregation can be attributed to gender differences in empathizing and systematizing: Psychological dimensions which theorists argue represent meaningful differences between men and women. Of the eight occupational categories for which employee gender and occupation type were associated at the p < .01 level, four of these – Construction, Professional/Scientific/Technical fields, Management, and Education – were partially mediated by systemizing and/or empathizing scores, which typically accounted for 10–20% of the observed gender differences. For other areas, like Health, gender differences were not mediated by either measure.     

Impact of a personal goals management program on the subjective well-being of young retirees

A personal goal-based intervention was offered to retired people aged 50 to 65 years with the objective of increasing their subjective well-being. The program aimed to help the participants set, plan, and pursue their personal goals through a learning process based on literature on goal intervention. At the end of the program, the experimental group (N = 117) had improved significantly more than the control group (N = 177) on the majority of the goal and subjective well-being indicators, and this gain was maintained six months later. The enhanced well-being observed in the participants after the intervention stemmed from the mediating effect of the goals and was thus due to the greater focus on goals. Some ideas to make the program more effective are discussed.     

L'évaluation du burnout de Pines : adaptation et validation en version française de l'instrument Burnout Measure Short version (BMS-10)

The aim of this research present the psychometrics properties of a global measure of burnout. This study concern a framework of Pines and Aronson (1988). The aim of the study consist in testing the structure validity, a confirmatory factorial structure and a reliability of the BMS (“Burnout Measure Short version”). The results show that a confirmatory factor analysis and the temporal stability led to a BMS in French version (participants: N1 = 111; for reliability: N2 = 32). The unidimensional dimension of BMS was correlated with other measures (positively with “emotional exhaustion” [r = 0.53; p < 00] and negatively with “work satisfaction” [r = –0.19; p<0.02]). Practical implications are discussed.     

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

IntroductionWork engagement is a positive state of mind related to work, characterized by vigor, dedication, and absorption. It is measured through the Utrecht Work Engagement Scale (UWES), which has shown good psychometric properties across occupational types and languages. Besides, some individuals may more easily experience work engagement than others, suggesting that individual stable tendencies could predict this state of mind.ObjectivesIn this article, we aim to: (1) present the psychometric properties of the French versions of the Utrecht Work Engagement Scale (UWES-9 and UWES-17), and (2) assess whether work engagement can be associated with personality traits and impulsivity.MethodFor this purpose, 661 French-speaking workers (M_age = 40.86, SD_age = 12.35) were recruited in the French-speaking part of Switzerland. Two hundred and eleven subjects responded to the UWES-17, the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ) and the UPPS Impulsive Behaviour Scale (UPPS), and 450 subjects responded to the UWES-9 and the NEO-Five-Factor Inventory Revised (NEO-FFI-R).ResultsResults showed that UWES-9 reached better psychometric properties than UWES-17. Moreover, it appeared that individuals who were active, conscientious, emotionally stable, and extroverted were more prone to experience work engagement than others.DiscussionThus, the path to experiencing work engagement seems to differ as a function of personal stable characteristics. Further studies should analyse how personal characteristics interact with working conditions in determining work engagement.     

Validation of the Career Adapt-Abilities Scale and an examination of a model of career adaptation in the Philippine context

This paper presents the validation of the Career Adapt-Abilities Scale (CAAS) in the Philippine context. The CAAS consists of four subscales, with six items each, measuring self-regulative psychosocial resources (e.g., concern, curiosity, control, and confidence) for coping with occupational tasks and transitions. Filipino university students (N = 289) and working adults (N = 495) participated in the study. Internal consistency estimates for the full scale and subscales ranged from .87 to .97. Confirmatory factor analyses supported the multidimensional and hierarchical model of career adaptability. The factor structure was similar to that obtained from the CAAS international validation from 18 countries. Results also suggested that career adaptability was positively associated with adaptivity in the form of tenacious goal pursuit and flexible goal adjustment as well as with adaptation outcomes of career satisfaction and promotability. Overall, the findings confirm the utility of CAAS in the Philippine context and support the model that states higher levels of personal adaptivity (willingness) and career adaptability (competence) relate to better adaptation outcomes in terms of career success.     

Employee commitment in context: The nature and implication of commitment profiles

It is well established that employee commitment can take different forms (e.g., affective, normative, and continuance), yet it is only recently that theory has been advanced to explain how these different forms combine to influence behavior (Meyer & Herscovitch, 2001). We tested this theory with data from employees in three human services organizations (N = 403). Using latent profile analyses, we identified six distinct profile groups and found that they differed on measures of need satisfaction, regulation, affect, engagement, organizational citizenship behavior, and well-being. The observed differences are consistent with the notion that a commitment profile provides a context that determines how the individual components are experienced (Gellatly, Meyer, & Luchak, 2006). We discuss the theoretical and practical implications of this context effect.     

Interactive effects of emotional dissonance and self-control demands on burnout,anxiety, and absenteeism

Two specific sources of stress at work have recently received increasing attention in organizational stress research: emotional dissonance (ED) and self-control demands (SCDs). Both theoretical arguments and experimental findings in basic research strongly suggest that ED and different SCDs draw on a common limited regulatory resource. Consequently, both kinds of stressors should exert interactive effects on indicators of job strain and well-being. Drawing on two German samples (total N = 586), we tested this prediction by examining the interaction effects of ED and different dimensions of SCDs on burnout, anxiety, and absence behavior. Latent moderated structural equation modeling provided support for the hypothesized interactive effects of ED and dimensions of SCDs in predicting burnout, anxiety, and absence behavior. More specifically, with each pair of stressors the effects of one stressor were found to be amplified by the other. Finally, we discuss theoretical and practical implications of our results.