The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success.     

Accuracy of respiratory symptom perception in persons with high and low negative affectivity

Accuracy of respiratory symptom perception was investigated in different contexts in participants (N = 56) scoring high or low for negative affectivity (NA). Within subject-correlations were calculated between minute ventilation (frequency per minute × tidal volume) and the subjective symptom ‘faster and/or deeper breathing’ across 10 subsequent breathing trials of 2?min with varying air mixtures, containing fresh or foul smelling odours and/or 5.5% CO₂. Half the participants were given a positive information frame for the sensations (‘some air mixtures may induce a pleasantly arousing feeling, like when being in love’), whereas the other half was given a negative frame (‘some air mixtures may induce feelings of being anxious and distressed’). Interoceptive accuracy was overall fairly high (r = 0.56–0.74), but it dropped considerably (r = 0.27), when bodily sensations were induced in high NA persons in a negative information frame (interaction, p < 0.005). Interoceptive accuracy appears low when persons with high NA are in situations characterised by negative affective cues.     

Filial imprinting and associative learning

Evidence is reviewed that is relevant to an interpretation of filial imprinting as a form of classical or Pavlovian conditioning. For such an interpretation it has to be assumed that the imprinting object provides both the unconditioned stimulus (UCS) and the conditioned stimulus (CS). The difficulty for an experimental approach is that CS and UCS are always presented simultaneously and cannot be manipulated independently, making it virtually impossible to test phenomena such as latent inhibition and extinction. Existing evidence is consistent with a conditioning theory of imprinting, for instance with regard to the reversibility of filial preferences. Some hitherto unexplained findings can be accounted for in terms of overshadowing and blocking. Results of an experiment are discussed in which the occurrence of blocking was explicitly tested. The findings support an associative learning interpretation of imprinting, but further experiments are needed to be able to rule cut alternative explanations.     

The French version of the Arnett Inventory of Sensation Seeking: Internal and predictive validity

In this study we examine the psychometric characteristics and the predictive validity of the AISS-17, the French version of the Arnett Inventory of Sensation Seeking. Two samples were used, one of which enabled us to carry out prospective monitoring over a period of six months. Our study provides data that support the validity of the AISS-17. This inventory includes the same two factors as the AISS (Novelty and Intensity). It has good concurrent and convergent validity, and its nomological network is comparable to that of the AISS and to the SSS of Zuckerman. However, our study confirms the low reliability of the AISS. We also showed that the AISS-17 has good predictive validity. We observed a significant cross-lagged effect of the AISS-17 at T1 on risk taking at T2, when controlled for age, gender and risk-taking at T1.     

Competency development and career success: The mediating role of employability

The present study aims to unravel the relationship between competency development, employability and career success. To do so, we tested a model wherein associations between employee participation in competency development initiatives, perceived support for competency development, self-perceived employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of employability. Moreover, self-perceived employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.     

Five Perspectives on the Meaning of Meaning in the Context of Clinical Practices

What is meaningful in life? This is a question many individuals ask at least once in their lifetime. Many researchers have also asked this question, and a large body of literature seems to answer in theoretical and academic terms. But what is the meaning of meaning in clinical practice? That is, what is the role of meaning in psychotherapy, recovery, and positive mental health? And how could meaning in life be addressed in practices: What clinical competencies are needed? To answer these and other questions, a broad panel of researchers and practitioners met at the world conference of the International Network for Personal Meaning (INPM) in Toronto in July of 2016. A passionate debate followed, particularly on the question of the meaning of meaning in clinical practice. In this article, five panel members—Mick Cooper, Clara Hill, Robert Neimeyer, Kirk Schneider, and Paul Wong—elaborate their perspective on these two questions. At the end of the article, the moderator, Joel Vos summarizes, their differences and agreements, and suggests a pluralistic, multidimensional perspective on meaning for practitioners. Despite some fundamental differences, the authors report many similar perspectives on the meaning of meaning in clinical practice and on clinical competencies. This debate could be used as an example of how practitioners could also converse with their clients; the process of exploring the question, “What does meaning mean to you here and now, in our therapy room?” could be meaningful in itself.     

About why there is a shift from cardinal to ordinal processing in the association with arithmetic between first and second grade

Digit comparison is strongly related to individual differences in children's arithmetic ability. Why this is the case, however, remains unclear to date. Therefore, we investigated the relative contribution of three possible cognitive mechanisms in first and second graders’ digit comparison performance: digit identification, digit–number word matching and digit ordering ability. Furthermore, we examined whether these components could account for the well‐established relation between digit comparison performance and arithmetic. As expected, all candidate predictors were related to digit comparison in both age groups. Moreover, in first graders, digit ordering and in second graders both digit identification and digit ordering explained unique variance in digit comparison performance. However, when entering these unique predictors of digit comparison into a mediation model with digit comparison as predictor and arithmetic as outcome, we observed that whereas in second graders digit ordering was a full mediator, in first graders this was not the case. For them, the reverse was true and digit comparison fully mediated the relation between digit ordering and arithmetic. These results suggest that between first and second grade, there is a shift in the predictive value for arithmetic from cardinal processing and procedural knowledge to ordinal processing and retrieving declarative knowledge from memory; a process which is possibly due to a change in arithmetic strategies at that age. A video abstract of this article can be viewed at: https://youtu.be/dDB0IGi2Hf8     

The Relationship Between Career-Related Antecedents and Graduates’ Anticipatory Psychological Contracts

Purpose  The purpose of this study was to investigate career-related antecedents of graduates’ anticipatory psychological contracts. Design/Methodology/Approach  A survey was filled out by a sample of 722 graduates addressing questions on career strategy, individual career management, work importance, and beliefs about employer and employee obligations. Findings  Graduates with a high score on careerism, who are engaged in a high level of individual career management and with management ambitions, reported a higher level of employer obligations and a higher level of employee obligations related to flexibility and employability. Implications  This study adds to the literature by addressing the initial stage of psychological contract formation, taking place in the anticipatory socialization stage. The obligations that are salient in graduates’ pre-employment beliefs are likely to affect their psychological contracts after organizational entry. Moreover, depending on their career goals and other career-related factors, graduates approach their future employment relationship with different beliefs about what they should contribute and what they will receive in return. Employers may use these findings when working out recruitment strategies for young graduates. They also provide input for actively managing the expectations of new hires. Originality/Value  Most studies on psychological contracts addressed the relationship between employees’ psychological contract evaluations and subsequent attitudes and behaviors. Only recently scholars have started to address the topic of psychological contract formation. This study adds to this line of research by addressing the pre-employment stage. It also adds to the literature by addressing the relationship between career-related antecedents and psychological contracts.     

The career development of Christiaan Neethling Barnard: A psychobiography

This study employs a psychobiographical case study to describe and interpret the career development of Christiaan Neethling Barnard, who performed the first human heart transplant. It interprets Barnard's life history according to the career development model of Greenhaus, Callanan and Godshalk (2010), which proposes the following four stages: occupational and organisational choice, early, middle, and late career. Generally, Barnard's career progression matched the stages proposed by Greenhaus et al. (2010 Greenhaus, J. H., Callanan, G. A., & Godschalk, V. M. (2010). Career management (4th ed.). Los Angeles: Sage. [Google Scholar]). Exceptions were noted that relate to the first and fourth stages: Barnard experienced an extended occupational and organisational choice stage, while he showed no signs of career disengagement during the late career stage. The study confirmed the usefulness of the career development model of Greenhaus et al. within the psychobiographical research tradition.