Emotional and personality-related aspects of persistent career decision-making difficulties

This study focused on examining the persistent aspects of career decision-making difficulties, using the Emotional and Personality-related Career decision-making Difficulties scale (EPCD; [Saka, N., Gati, I., & Kelly, K.R. (in press). Emotional and personality-related aspects of career decision-making difficulties. Journal of Career Assessment]). The contribution of four personality measures—general indecisiveness, self-esteem, trait anxiety, and identity status—to the prediction of persistent career decision-making difficulties was tested on 747 students, using a longitudinal design. Results indicated that individuals with high EPCD scores at the beginning of the academic school year had less confidence in their choice and were less close to making a decision about the major into which they wanted to be admitted at the end of the year. The moderate correlations between the EPCD score and the four personality measures supported the validity of the EPCD. Implications for counseling and future research are discussed.     

Emotional and personality-related aspects of persistent career decision-making difficulties

This study focused on examining the persistent aspects of career decision-making difficulties, using the Emotional and Personality-related Career decision-making Difficulties scale (EPCD; [Saka, N., Gati, I., & Kelly, K.R. (in press). Emotional and personality-related aspects of career decision-making difficulties. Journal of Career Assessment]). The contribution of four personality measures—general indecisiveness, self-esteem, trait anxiety, and identity status—to the prediction of persistent career decision-making difficulties was tested on 747 students, using a longitudinal design. Results indicated that individuals with high EPCD scores at the beginning of the academic school year had less confidence in their choice and were less close to making a decision about the major into which they wanted to be admitted at the end of the year. The moderate correlations between the EPCD score and the four personality measures supported the validity of the EPCD. Implications for counseling and future research are discussed.     

Emotional intelligence as a predictor of employees' career adaptability

Emotional intelligence and career adaptability are crucial psychosocial meta-capacities for successful adaptation in various spheres of life, including the realm of careers. However, little is known about the relationship between emotional intelligence and Savickas's (2005) notion of career adaptability. The current research examines the relation of emotional intelligence to career adaptability. A cross-sectional survey was conducted with a sample of 409 early career black call center agents (Mean age = 32) employed in three of the largest outsourced financial call centers in Africa. Canonical correlation analysis and structural equation modeling confirmed the predictive validity of emotional intelligence in relation to career adaptability. The results showed that managing one's own emotions contributes the most in explaining overall emotional intelligence a n d the variance in overall career adaptability with its four domains of career concern, career control, career confidence and career curiosity. The results of the study highlight the importance of developing individuals' emotional intelligence in order to strengthen their career adaptability. The research contributed new and valuable insights that may inform career development interventions for call center agents.     

Emotional intelligence influences on the work performance of early career academics: An exploratory study

We aimed to investigate emotional intelligence (EI) influences on the work performance of early career academic (ECA) staff. Participants were 220 early career academic staff at a rural South African university (female = 56.8%, 77.7% aged between 20 and 40 years, black = 89.1%). They completed an emotional intelligence scale as well as a measure of work performance. Results, following structural equation modelling, indicated that perception and regulation of emotion aspects of EI to significantly, positively influence the ECA’s job, interpersonal, non-organisational and hierarchical success. ECA staff high on EI perceived to relate better with others, and to be proactive in their adaptive behaviours when change manifests. The ways in which ECA staff appraise and respond to emotionally charged workplace communication appear to influence their likelihood to succeed in the work adjustment.     

Fascinating Womanhood as a Regression in the Emotional Maturation of Women

"Fascinating womanhood" (Andelin, 1974) is explored as a response to anxiety generated by awareness of the potential for experiencing the self as a separate, responsible person. Such a response represents regression and offers only temporary reprieval from personal and/or marital distress. Clinical experiences are related to this concept; observations suggest that the solution formalized by Andelin is unsatisfactory.
A therapeutic approach that can be utilized in encouraging optimal individuation is discussed, with group, marital, and individual therapy examples. A sequence of predictable responses to therapeutic confrontation has been identified, along with indicators for evaluating progress or retreat from the process. Precautions in the use of this approach are also discussed.     

Emotional self‐efficacy,graduate employability,and career satisfaction: Testing the associations

Graduate employability has been the subject of little empirical research. There are a number of difficulties in defining and measuring graduate employability, which means that there is a paucity of research that looks at its predictors and outcomes. Previous work has proposed that emotional competence improves graduate employability, and this study further investigates this idea by examining the association between emotional self‐efficacy and employability. Also investigated is the association between employability and career satisfaction. Working graduates (N = 306) completed measures of emotional self‐efficacy, self‐perceived employability, and career satisfaction, and the data were analysed using structural equation modelling. We found emotional self‐efficacy to be an important predictor of graduate employability. Additionally, we found that graduate employability mediates the relationship between emotional self‐efficacy and career satisfaction. Some recommendations, in light of these findings, are discussed.     

Choosing to be a managerial woman: An examination of individual variables and career choice

This study examined individual difference variables of female MBA students measured toward the end of their academic careers. Data from these subjects as well as from male MBAs and from male and female MA candidates in elementary education were ordered in a 2×2 female/male, traditional role/nontraditional role matrix of analysis (N=151). Female MBA candidates were found to differ significantly from the other subjects on several dimensions. Female managers-to-be saw themselves as more self-assured, more creative, and higher in initiative than did the others. There was no evidence of fear of identity or of sex-role inappropriateness, which had been suggested in earlier literature dealing with women entering nontraditional careers.     

Emotional eating and cognitive conflicts as predictors of binge eating disorder in patients with obesity

Background/Objectives: Binge Eating Disorder (BED) is often associated with obesity. In order to identify the variables that allow to better detect the presence of BED, people with overnutrition were compared with and without BED in the presence of cognitive conflicts, eating symptoms and anxious-depressive symptoms. The inclusion of cognitive conflicts had been relevant in bulimia studies but had not been investigated with respect to BED. Method: Two groups with obesity were evaluated, one without BED (OB, n = 54) and the other with BED (OB-BED, n = 48), using a social-demographic questionnaire as well as a semi-structured interview to assess BED, questionnaires (DASS-21, EDE-Q, EEQ) and the Repertory Grid Technique. Results: Overall, the OB-BED group presented more conflicts and more symptoms. The model that best differentiated between the groups included emotional eating and level of cognitive conflicts, correctly classifying 91.4% of the sample. Conclusion: These results highlight the role played by cognitive conflicts and emotional eating as differentiating elements between OB and OB-BED, with a high level of predictive accuracy.     

On the fragility of medical virtue in a neoliberal context: the case of commercial conflicts of interest in reproductive medicine

Social, political, and economic environments play an active role in nurturing professional virtue. Yet, these environments can also lead to the erosion of virtue. As such, professional virtue is fragile and vulnerable to environmental shifts. While physicians are often considered to be among the most virtuous of professional groups, concern has also always existed about the impact of commercial arrangements on physicians’ willingness and capacity to enact their professional virtues. This article examines the ways in which commercial arrangements have been negotiated to secure medical virtue from real or perceived threats of erosion. In particular, we focus on the concern surrounding conflicts of interest arising from commercial arrangements that have developed as a result of neoliberal economic and social policies. The deregulation of medical markets and privatization of services have produced new commercial relationships that are often misunderstood by patients, publics, and physicians themselves. ‘Conflicts of interest’ policies have been introduced in an attempt to safeguard ethical conduct and medical practice. However, a number of virtue ethicists have critiqued these policies as inadequate for securing virtue. We examine the ways in which commercial arrangements have been seen to impact upon medical virtue, both historically and in the context of modern medicine (using the example of fertility services in Australia). We then describe and critique current efforts to restore clinical virtue through both conflict of interest policies and through virtue ethics. Finally, we suggest some possible ways of addressing the corrosive effects of neoliberalism on medical virtue.     

Emotional Well-Being Following Religious Conversion Among Women in Northeast Thailand

Religious conversion can have a profound impact on individual mental health and emotional well-being. These changes may need specific nursing care. In this article, we describe the lived experiences of 21 women who converted from Buddhism to Islam and who live in Isan, the northeast region of Thailand. The data derive from in-depth interviews, natural conversations, and observations. Thematic analysis revealed two dominant themes: women’s sense of happiness in their new faith, and their suffering following from and as a result of their conversion. To provide appropriate care to and prevent mental health problems among Isan women who convert from Buddhism to Islam, and other women in similar contexts, health providers need to enhance their understanding of conversion and to be aware of life experiences that impact on their emotional well-being.     

Emotional Reactions to Menarche Among Mexican Women of Different Generations

This study explored the information received about menstruation by Mexican women as well as their reactions to menarche. The most important topics that teenagers, young women, and middle-aged women were informed about were menstrual hygiene and physiology. In contrast, senior citizens were more informed about hygiene and activity restrictions. Regarding their reactions to menarche, teenagers and young women reported being confused. Positive reactions were reported only by older women who had knowledge about menstruation prior to menarche. Finally, younger women were more likely to present ambivalent reactions to menarche, probably because they are exposed to mixed messages which are often contradictory, resulting in more confusion and ambivalence.     

Dueling Experiences and Dual Ambivalences: Emotional and Motivational Ambivalence of Women in High Status Positions

A laboratory study demonstrates that women in high status positions experience emotional ambivalence (simultaneous experience of positive and negative affect) and motivational ambivalence (simultaneous desires to build relationships and display power). These effects were found with 2 different measures of ambivalence, 1 derived from the attitudinal ambivalence literature and the other from the structure of affect literature. These findings have implications about the experience of women in the workplace, as well as the current debates concerning structure of affect.     

Executive career management: Switching organizations and the boundaryless career

There has been little research examining executives who change jobs by specifically following these individuals both before and after their employer changes. By incorporating research on the boundaryless career [Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press; Sullivan, S. E., & Arthur, M. B. (2006). The evolution of the boundaryless career concept: Examining physical and psychological mobility. Journal of Vocational Behavior, 69, 19–29] and applying Frank’s theory of relative standing (1985), this study examined factors that may cause executives to change jobs in the context of managing their careers. Our findings revealed that factors, such as age and compensation, were related to the likelihood of job movements as well as declining organizational health. Post-hoc analyses also indicated that executive job-changers received significantly greater increases in total compensation and were more likely to receive increases in organizational status.     

Executive career management: Switching organizations and the boundaryless career

There has been little research examining executives who change jobs by specifically following these individuals both before and after their employer changes. By incorporating research on the boundaryless career [Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press; Sullivan, S. E., & Arthur, M. B. (2006). The evolution of the boundaryless career concept: Examining physical and psychological mobility. Journal of Vocational Behavior, 69, 19-29] and applying Frank’s theory of relative standing (1985), this study examined factors that may cause executives to change jobs in the context of managing their careers. Our findings revealed that factors, such as age and compensation, were related to the likelihood of job movements as well as declining organizational health. Post-hoc analyses also indicated that executive job-changers received significantly greater increases in total compensation and were more likely to receive increases in organizational status.     

Effects of Exposure to Physique Slides on the Emotional Responses of Men and Women

The purpose of this study was to examine high and low body dissatisfied (BD) men's and women's in-task emotional responses to the acute exposure of sex-specific physique slides of the aesthetic ideal (i.e., ideal slides) and themselves (i.e., self-slides). Participants were 35 male and 30 female university students who reported their immediate in-task emotional responses (i.e., pleasure and arousal) to viewing the self- and ideal slides. It was found that the (a) high BD women reported the least amount of pleasure while viewing the self- and ideal slides; (b) women reported less pleasure while viewing the self-slides than did the men; (c) The high BD group reported less pleasure while viewing the self- vs. the ideal slides than did the low BD group, and (d) the high BD men reported the most arousal of any of the groups while viewing the self- and ideal slides. The differing emotional responses of the men and women and the high and low BD groups to viewing the self- vs. ideal slides are discussed, and future research directions are suggested.     

The impact of career boundarylessness on subjective career success: The role of career competencies, career autonomy, and career insecurity

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.