Career counsellors and suicide risk assessment

ABSTRACT

Recent discussions suggest that career counsellors need to be trained in more holistic frameworks in order to deal with the career and psychological issues of their clients. In particular, research shows a strong connection between employment and suicidality, including changes in socioeconomic status, disruption in employment, sudden unemployment, learning disabilities, occupational stress, difficulties at work and interpersonal conflicts. Many people struggling with work-related issues are likely to suffer from anxiety, depression, isolation or substance misuse, all significant risk factors associated with suicidal ideation. Therefore, by becoming competent in dealing with both vocational and personal issues, career counsellors might be in a unique position to be effective in assessing suicidal risk due to their less stigmatised role in the field.     

Parent-Collected Behavioral Observations: An Empirical Comparison of Methods

Treatments for disruptive behaviors are often guided by parent reports on questionnaires, rather than by multiple methods of assessment. Professional observations and clinic analogs exist to complement questionnaires, but parents can also collect useful behavioral observations to inform and guide treatment. Two parent observation methods of child aggression and noncompliance were compared: the Parent Daily Report (PDR) and Behavior Record Cards (BRC). Parents tracked misbehavior for 2 weeks using the PDR or BRC. BRC data proved to be more accurate, though both systems yielded strong reliability and moderate validity. The BRC is recommended to clinicians on empirical and conceptual grounds.     

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.     

Nonwork orientations relative to career: A multidimensional measure

Although scholars typically assess an individual's nonwork role orientation relative to career as a unitary construct, we argue that a person's orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork orientations, and empirical data from three studies with samples at different career stages (early and mid-career), we use factor analysis and data from qualitative and longitudinal studies to develop three unique scales to assess a person's nonwork priorities relative to career orientations: family, personal life, and community service. There were generally positive relationships between the protean career scales and the new nonwork role orientation measures. Future research should move beyond a binary work–life or work–family models and include multi-dimensional measures of nonwork orientations relative to career.     

It's Complicated: Corporate Sustainability and the Uneasiness of Life Cycle Assessment

Abstract

Life cycle assessment (LCA) is a technique and field of expertise aimed at modeling the complete ‘cradle-to-grave’ life of goods and services, as well as their multiple impacts on environmental and human well-being. Although not new, in recent years LCA has become a central tool in corporate and government initiatives to improve overall product sustainability. These initiatives show how corporate supply chains have become increasingly important sites and objects of knowledge production. But the production process is not straightforward. LCA practitioners must navigate complicated relationships with corporations that serve as both clients and sources of vital information. The challenges of generating knowledge deemed both credible and useful are compounded by the complexity, diversity and contingency of product life cycles, as well as by ongoing debates about exactly how product sustainability should be modeled and assessed. While some of these challenges are unique to LCA, others reflect tensions common to many fields that assess corporate conduct in order to improve it.     

The feasibility and acceptability of assessing inhibitory control and working memory among adolescents via an ecological momentary assessment approach

Early adolescence is a critical period for the development of executive function (EF). EF deficits are associated with increased engagement in multiple health risk behaviors and may be influenced by momentary factors, such as state mindfulness and physical activity. Ecological momentary assessment (EMA) leverages the increasing ubiquity of smart-phones to assess moment-to-moment changes in neurocognition and behavior with minimal recall bias and high ecological validity. As such, EMA is a promising method for delivering performance-based EF tasks and assessing the degree to which EF is influenced by momentary variation in its putative antecedents (e.g. state mindfulness and PA). This study adapts the (1) State Mindfulness Attention Awareness Scale, (2) physical activity/sedentary behavior recall items, (3) complex symmetry span working memory task, and (4) the child flanker inhibitory control task into an EMA tool delivered via iPhone using Inquisit Web. This tool was piloted with a sample of 32 seventh graders over a 72 h period. Participants’ posttest survey responses indicated that they found these study activities to be enjoyable, non-burdensome, not overly difficult, and preferable to pencil-and-paper instruments. Baseline correlations between flanker task performance and both BRIEF inhibitory control (σ = .23) and working memory subscales (σ = .34) were moderate. Correlations between symmetry span working memory task performance and BRIEF inhibitory control (σabsolute = .28; σpartial = .16) and working memory subscales (σabsolute = .19; σpartial = .15) were slightly lower, demonstrating associations consistent with previous studies. This study supports the feasibility and acceptability of administering two common performance-based EF tasks to adolescents via an EMA approach.     

Oral administration of the Levels of Emotional Awareness Scale

The Levels of Emotional Awareness Scale (LEAS) is a performance‐based measure of emotional awareness. This study examined whether the LEAS is suitable to be administered orally by administering two half‐forms of the LEAS to literate participants; one orally and one in written format. In doing so, this study raised questions regarding the internal reliability and statistical equivalence of the LEAS half‐forms. Despite this, results showed no significant difference between oral and written administration. Further, the correlation between scores obtained through oral and written administration was no less than the correlation between the LEAS‐A and LEAS‐B half‐forms. Together, these results suggest that, in circumstances where administering the written format of the LEAS is not possible, this scale may be administered orally.     

Green construction and energy training program for at‐risk individuals: a case study

Training individuals who are at risk of unemployment/underemployment to increase their employability is a mission of many nonprofit agencies. These training programs, often supported by government funding, attempt to reduce these individuals’ reliance on government assistance. The purpose of this study is to obtain hard data and an in‐depth understanding about the factors that contribute to the success of the Green Construction training program. The methodology used is a multimethod, multimeasure approach, which provides a reasonably robust triangulation of results. The findings indicate that the program is successful because it has good participant retention, knowledge gain, and placement rates.     

Felt and behavioral engagement in workgroups of professionals

This research proposes a two-dimensional measure of engagement for professionals in technically-oriented workgroups. It examines the relationship of their engagement to five workgroup outcomes: innovation, performance, satisfaction with the organization, career success, and intentions to stay. Three studies are reported involving: (1) a random sample of 123 workgroups and 1351 self and reports by others of professionals employed by a Fortune 100 company, (2) a panel study of 1024 of the study one professionals four months later, and (3) the replication of results with 827 professionals across three cultures. The results support felt engagement and behavioral engagement as distinct constructs that can be measured by both a self-report and assessments by others of workgroup engagement. The relationship of engagement to workgroup innovation, performance, satisfaction with the organization, career success, and intentions to stay generalized across four countries and cultures: U.S./North America, The Netherlands/Europe, Argentina, and India. Felt engagement was the best predictor of affective outcomes and intentions to stay when all variables were measured concurrently. Behavioral engagement was the best predictor of workgroup performance concurrently and over time. This research indicates that the two dimensions of engagement are important aspects of vocational adjustment for the success of professionals in technically-oriented workgroups. Implications for future research are to consider multiple dimensions of engagement, clearly define the population and setting for engagement, and to study engagement as a dynamic experience that warrants ongoing management and workgroup attention.     

The assessment of type a behaviour: A critique

Abstract

The validity of type A behaviour (TAB) as a precursor to heart disease is now increasingly subject to debate. This review examines some issues in the assessment of TAB that may have confused rather than clarified such debate. The status and interrelations between four widely used measures of TAB (Jenkins Activity Survey, Framingham Type A Scale, Bortner Rating Scale, and Structured Interview) are described, and a number of problems in their use discussed, including: differing conceptualisations of TAB, drifting criteria of assessment, failure to obtain accurate self-report of TAB, and difficulties associated with the measurement of TAB in populations other than male non-manual workers. Future research should attempt to obviate such difficulties, while elucidating pathogenic behaviours and attitudes, and how these interact with other variables to increase the risk of heart disease. Finally, the value of a state measure of TAB is discussed.