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1.
A protean career orientation is assumed to be beneficial for career development but researchers have only recently started to empirically evaluate the concept. Conducting two studies based on three independent samples of university students and working professionals in Germany, we address issues of concurrent validity, predictive incremental validity and mechanisms linking the protean orientation to career outcomes. The first study showed that in a sample of 104 German employees different measures of the protean career orientation all correlated highly, but not identically, to a range of work and career attitudes. Using bootstrapping analysis, a second study with a six-month prospective examination among 419 German university students and a cross-sectional analysis among 526 German employees showed that a protean career orientation predicts proactive career behaviors and career satisfaction beyond a proactive disposition and core self-evaluations, respectively. Moreover, the protean career orientation was a significant mediator of these two personality constructs on both career outcomes. Cumulatively, the studies enrich our understanding of how and when a protean career orientation is related to important career outcomes. 相似文献
2.
Kim Yin Chan Marilyn A. UyMoon-ho R. Ho Y.L. SamOleksandr S. Chernyshenko Kang-Yang Trevor Yu 《Journal of Vocational Behavior》2015
We examined the constructs underlying the Career Maturity Inventory-Adaptability Form (CMI-C) and the Career Adapt-Abilities Scale (CAAS). Data from 852 university students indicated that the second-order factors for both scales correlate .43, suggesting that they measure different yet related constructs. All three subscales of the CMI-C correlate most with the “concern” subscale of the CAAS rather than with the corresponding subscale. It appears that the CMI-C is a measure of particular career adaptability for choosing a career whereas the CAAS is a global measure of career adaptability for dealing with all of the tasks of vocational development across the life span. Regression analyses show that the CMI-C does not add to the prediction of boundaryless mindset and protean career attitudes over the CAAS. Relationships between the CMI-C and CAAS with entrepreneurial, professional, and leadership career motivation profiles showed that the CAAS is more strongly related to boundaryless mindset and protean career attitudes, while the CMI-C appears to relate to more traditional (professional and leadership) career motivations. 相似文献
3.
Jon P. Briscoe Stephanie C. Henagan James P. Burton Wendy M. Murphy 《Journal of Vocational Behavior》2012,80(2):308-316
In this paper, we utilize a sample of working adults (N = 362) in the context of the recent economic recession to explore the coping mechanisms associated with different career attitudes and their subsequent impact on important individual work outcomes. Results of structural equation modeling (SEM) demonstrated that boundaryless mindset and self-directed protean career attitudes were differentially correlated with external support seeking, active coping, and identity awareness, which in turn were differentially correlated with individual work outcomes of job search behavior, performance, career success, and psychological well-being. Evidence for both full and partial mediation within the model tested is presented, as well as the potential implications of these findings and suggested avenues for future research. 相似文献
4.
This study examined the effects of family and career path characteristics on objective and subjective career success among 916 employed mothers. Among family variables, age at first childbirth was positively related and career priority favoring the husband was negatively related to both income and subjective career success; number of children was negatively related and years elapsed since first childbirth was positively related to income only. Among career path variables, career gaps, interorganizational mobility and proportion of one’s career spent in part-time work were negatively related to income; career gaps were negatively related to subjective career success. Income was positively related to subjective career success. Results suggest that integration of traditional and protean career perspectives helps to explain women’s career success. 相似文献
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Sidika N. Colakoglu 《Journal of Vocational Behavior》2011,(1):47-59
Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies—knowing-why, knowing-how, and knowing-whom—and career autonomy and career insecurity. The results provided empirical support for the importance of career autonomy, career insecurity, and the development of knowing-why and knowing-how competencies in the successful pursuit of a boundaryless career. The implications of these findings are discussed. 相似文献
7.
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. 相似文献
8.
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. 相似文献
9.
The boundaryless and protean career concepts are compared in this article. It is suggested that the theories can be more finely delineated to produce more effective theory and research. The boundaryless career concept is profiled according to Sullivan and Arthur’s (this issue) categories of psychological and physical boundarylessness. The protean career concept is discussed based upon the degree of self-directed and values driven career orientations a career actor demonstrates. We join these respective boundaryless and protean delineations to produce eight likely career profiles based upon combinations of the boundaryless and protean career orientations. These eight profiles are examined in terms of challenges to career actors and those who assist them in their career development. 相似文献
10.
Deborah S. Levinson 《Journal of Loss and Trauma》2013,18(3):277-291
Abstract Women between the ages of 35 and 54 experience adjustment to widowhood differently from older widows. There are approximately 1 million new widows in the United States each year; 73,000 are between the ages of 35 and 54. An investigative study of 15 younger widows showed an emerging pattern of life change transition of which mourning is a significant but minor part of the process. This article describes the resulting model of a young widow's transition process. 相似文献
11.
In adults, it is proposed that psychospiritual development occurs concurrently with a shift in god-image. Dreams provide primary access to discover and study this shift. Midlife graduate students in Pastoral Counseling and Spiritual Development each submitted a dream in a group seminar format. Images and themes that emerged reflect the individuation process described by C. G. Jung: the archetypal journey of life, the descent into hell, and the inner marriage were themes that recurred. This paper includes examples of dream material suggesting various sacred images and discussion of the dreams as a call to ministry. Also presented are techniques for group dream work. 相似文献
12.
Betty C. Castellani 《Journal of religion and health》1985,24(3):239-245
What is pastoral care? Many health professionals are not clear about the role of the chaplain on the health care team. This article addresses the question by using an actual case study to demonstrate how the chaplain interacts with the patient and the value of this interaction to the well-being of the patient. It attempts to define, by example, pastoral care. 相似文献
13.
Andreas Hirschi 《British Journal of Guidance & Counselling》2012,40(4):369-383
Changes in the nature of work and organisations have led to an increased need for self-directed career management (SDCM). However, there is no consensus in the literature of what constitutes SDCM and many related concepts have been proposed. Integrating previous research across different conceptualisations of SDCM, the article proposes four critical career resources which are essential for career development in the modern context: human capital resources, social resources, psychological resources and identity resources. Implications of this framework for counselling practice are presented. 相似文献
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Itamar Gati Shiri Landman Shlomit Davidovitch Lisa Asulin-Peretz Reuma Gadassi 《Journal of Vocational Behavior》2010,76(2):277-291
Previous research on individual differences in career decision-making processes has often focused on classifying individuals into a few types of decision-making styles based on the most dominant trait or characteristic of their approach to the decision process (e.g., rational, intuitive, dependent; Harren, 1979). In this research, an alternative approach, which offers a multidimensional profile characterization of individuals’ career decision-making processes based on a simultaneous consideration of 11 dimensions, is presented. Thus, the proposed model refers to career decision-making profiles rather than career decision-making styles. The model, which emerged from a systematic analysis of previous research, was refined on the basis of preliminary empirical tests (five samples, N = 2764) using the Career Decision-Making Profile (CDMP) questionnaire. Study 1 reports the psychometric properties and the results of an exploratory factor analysis of the CDMP questionnaire, in a sample of young adults deliberating their career decisions (N = 285). Study 2 presents the results of a confirmatory factor analysis, based on Israeli (N = 431) and US (N = 208) samples of young adults. The results of both studies supported the hypothesized 11 dimensions. The implications for future research and for counseling are discussed. 相似文献
16.
Robert C. Hamlyn 《Journal of religion and health》1980,19(2):152-156
The author undertook a trip to sixteen cities in eight European countries to study Continental models of integrating spiritual development and mental health and to look at training programs in pastoral counseling. He found a growing secularization of clergy who want to offer human services and cannot do so within established church hierarchies. In Roman Catholic areas he found pastoral counseling services directed to the religious professional rather than to the laity or the public. Training programs have yet to be fully developed. Only the Swedish model, in its history and multidisciplinary character, resembles the situation in the United States. 相似文献
17.
《Journal of Occupational & Organizational Psychology》2004,77(3):403-420
The relationship of the Five‐Factor Model of personality and general mental ability with extrinsic and intrinsic career success was investigated in a British sample of 308 white‐collar workers. Extrinsic career success was associated with both experiential variables and dispositional variables, while intrinsic career success was almost exclusively associated with personality traits. General mental ability contributed to eventual, but not to organization‐specific extrinsic career success; and neuroticism reduced both extrinsic career prospects and intrinsic career evaluations, while agreeableness reduced extrinsic career prospects but enhanced intrinsic career evaluations. However, in sharp contrast to hypotheses, conscientiousness primarily and extraversion secondarily were negatively associated with extrinsic career success. The findings are discussed with respect to extant knowledge and the British national cultural context. 相似文献
18.
This study proposes that employees have to face a variety of obstacles over the course of their careers, each of which can create stress for employees and, in so doing, lower their subjective career success (SCS). Using a meta-analysis of 216 samples published over the past three decades (N = 94,090), we found that career hurdles associated with dispositional traits (e.g., low emotional stability), motivation (e.g., low work engagement), social networks (e.g. low supervisor support), and organizational and job support (e.g., job insecurity) were all significantly related to lower SCS. Counter to expectations, background-related hurdles (e.g., being female) and skill-related hurdles (e.g., lack of job changes and international experience) were not significantly related to SCS. 相似文献
19.
To avoid detection, those high on Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) may adopt a protean approach to interpersonal influence. We show the Dark Triad traits correlate with a number of unique tactics of influence (Study 1; N = 259). We show this protean approach was insensitive to differences in targets of manipulation (Study 2; N = 296). When forced to choose one tactic to solve different adaptive problems, the Dark Triad traits were correlated with unique tactical choices (Study 3; N = 268). We show these associations are generally robust to controlling for the Big Five and participants’ sex (Study 1 and 2). We discuss the theoretical implications of these findings for both life history and cheater-detection theories. 相似文献
20.
According to Hoyt (1974), career education efforts are underway in almost one-third of all school districts in the United States. Indications are that this trend will continue. However, the question of the effects of career education programs remains essentially unanswered. This study was designed to assess the effects of a career education program on students' career maturity as measured by the Career Maturity Inventory (CMI). A pretest/ posttest design was used. The sample consisted of 480 sixth and eighth grade students, one-half of whom participated in a career education program (experimental), with the remaining one-half in a regular school program (control). The career education students consistently displayed higher posttest career maturity levels, four scores being significantly higher. Significant differences were found in occupational knowledge of sixth graders, occupational planning for both the sixth and eighth graders and in the attitude scale score for the eighth graders. It was concluded that the career education program had a positive effect in increasing students' levels of career maturity. 相似文献