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101.
BURTON L. CARLSON ROBERT A. GOGUEN PHILLIP S. JARVIS JULIETTE N. LESTER 《Journal of Employment Counseling》2000,37(2):76-86
This article describes how career development programs became the focus of an international partnership between the United States and Canada. Beginning in 1976 in the United States, the National Occupational Information Coordinating Committee (NOICC) and its State Occupational Information Coordinating Committees (SOICCs) developed training and materials that promote the use of occupational and labor market information. Similarly, in the early 1970s, Canada began to explore the feasibility of creating a computer‐based career information delivery system. What follows is the story of an unusual and significant international collaboration. It concludes with identification of lessons learned. 相似文献
102.
Creativity involves generating novel concepts and products that are valued by the creator as well as by the public. In this paper, we argue that risk‐taking in songwriting increases the likelihood of any individual's product being valued as creative. By reviewing the case histories of several successful songwriters, we show that heightened creativity is associated with a willingness to express novel ideas as well as a willingness to repeatedly confront, and adapt to the possibility of failure. 相似文献
103.
We argue that assessing attraction outcomes is critical to systematic improvement of recruitment effectiveness and offer a new assessment framework that can be adapted by all organizations for any position in any staffing scheme. These methods (a) permit outcomes of different recruitment processes–attraction, status maintenance, and gaining job acceptance–to be evaluated independently, (b) support concurrent evaluations of attraction outcomes, (c) enable cost-benefit analyses of alternative recruitment processes, (d) allow meaningful comparisons of applicants from different recruitment events, and (e) support more aggressive management of the recruitment function than is otherwise possible. An illustrative example demonstrates these methods using attraction outcome data from 5 organizations' recruitment of associate engineers and shows that not only do attraction outcomes differ, the value of those differences can be substantial. 相似文献
104.
This study compared identity and utilitarian motives as predictors of time investment in work and family roles, using structural equation modeling with a sample of 623 working men and women. We tested within-role and cross-role relationships as well as the reciprocal effects of time invested in one role on time invested in the other role. As predicted, identification with a role was positively related to time invested in that role. However, findings for role utility were more complex. Time investment was positively related to both the pleasure and displeasure associated with a role. These findings suggest that people not only seek pleasure from roles but also invest time coping with role displeasure. The cross-role findings supported resource drain and accommodation but not compensation as explanations of work-family linking mechanisms. Gender analyses suggested that, for men, increased work time investment reduced time devoted to family, but increased family time investment did not affect time devoted to work. However, for women, increased time investment in either work or family reduced time devoted to the other role. These findings suggest that men may have greater reserves of time from roles other than work and family that make it unnecessary for them to draw from work time to meet increased family demands. 相似文献
105.
106.
One of the most popular ways to initiate romantic relationships today is through online dating. Typical dating systems follow one of three formats, see‐and‐screen (e.g., Match.com ), algorithm (e.g., eHarmony.com ), and blended (e.g., OkCupid.com ), which differ in the amount of individual control and algorithmic involvement they offer users. Do different features affect daters' decisions and expectations regarding relational development with selected partners? Study 1 indicated that although daters appreciated the personal control over mate selection afforded by see‐and‐screen systems, they also enjoyed using algorithmic systems. Study 2 found that blended systems provided “the best of both worlds” by offering dual benefits of control and algorithmic validation during mate selection. Findings shed light on self‐determination theory, decision making, and relationship formation more broadly. 相似文献
107.
108.
TERA R. HURT JEFFREY K. SHEARS MARGARET C. O'CONNOR SHARON B. HODGE 《Personal Relationships》2017,24(1):84-101
It is important to investigate the ways in which sons learn about marriage from men, including biological fathers, male relatives, and social fathers. This study's purpose is to explore Black sons' observations of fathers' teachings about husbandhood. Semistructured interviews were conducted with 52 married Black men who participated in the Pathways to Marriage project in 2010. Findings highlighted developmental pathways and family processes related to modeling husbandhood, demonstrating trust and commitment, managing conflict, protecting and providing, displaying teamwork and partnership, showing love and affection, and imparting beliefs and values. Implications and recommendations for future studies are also discussed. 相似文献
109.
PROJECT A VALIDITY RESULTS: THE RELATIONSHIP BETWEEN PREDICTOR AND CRITERION DOMAINS 总被引：3，自引：0，他引：3
JEFFREY J. MCHENRY LEAETTA M. HOUGH JODY L. TOQUAM MARY ANN HANSON STEVEN ASHWORTH 《Personnel Psychology》1990,43(2):335-354
A predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual-psychomotor ability tests provided the best prediction of job-specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non-cognitive predictors to its present battery of predictor tests. 相似文献
110.