Career aspirations of youth: Untangling race/ethnicity, SES, and gender

This study examined the influence of gender, socioeconomic status, and race/ethnicity on the career aspirations of over 22,000 8th and 10th grade youth. The top five occupations identified by youth as aspirations included artist, lawyer, musician, FBI agent, and actor/actress. Top occupations were also reported for each gender × socioeconomic status × race/ethnicity group. Aspirations were coded by social prestige level, minimum education requirements, and median salary. Results revealed significant main effects for socioeconomic status and race/ethnicity as well as significant interaction effects. Further, significant gender main effects and a significant gender × ethnicity interaction were found for occupational prestige and educational requirements.     

Mismatch of vocational graduates: What penalty on French labour market?

This study explores individual effects of educational mismatch on wages, job satisfaction and on-the-job-search on French labour market. We distinguish between horizontal matches (job matches with field of studies) and vertical matches (job matches the level of qualification) on the one hand and skills matches (worker's assessment) on the other hand. We use data from the French survey “Generation 98,” conducted among a sample of 22780 young vocational graduates asked about their employment situation 3 years after leaving school. We show that whatever the criterion chosen, there is a minority of matched situations. We find that situations of vertical mismatch and skill mismatch have strong negative effects on wages, while situations of horizontal mismatch have not. However, horizontal mismatch increases both job dissatisfaction and the desire to find another job, even if their job is qualified, permanent and reasonably well paid. Implications for the evaluation of vocational training programs are discussed.     

普通高校辅导员的职业认同与工作满意度的关系

研究探讨了普通高校辅导员的工作压力、核心自我评价、职业认同和工作满意度的关系。研究发现:(1)辅导员的工作压力、职业认同和工作满意度与专业教师存在差异;(2)工作压力、核心自我评价、职业认同影响着辅导员的工作满意度;(3)核心自我评价调节着工作压力和职业认同的关系;工作压力经由职业认同影响着工作满意度,且这一中介效应受到核心自我评价的调节作用。     

Marx and the Transition Problem

Marx is concerned with theory that not only interprets but also changes the world. His central concern lies in the transition from capitalism to communism. This paper examines three ways that he might understand this transition as concerns economic crisis, politics, or the proletariat.     

Family Intervention Effects on Co-occurring Early Childhood Behavioral and Emotional Problems: A Latent Transition Analysis Approach

This study used latent transition analysis (LTA) to examine changes in early emotional and behavioral problems in children age 2 to 4 years resulting from participation in a family-centered intervention. A sample of 731 economically disadvantaged families was recruited from among participants in a national food supplement and nutrition program. Families with toddlers between age 2 and 3 were randomized either to the Family Check-Up (FCU) or to a nonintervention control group. The FCU’s linked interventions were tailored to each family’s needs. Assessments occurred at age 2, 3, and 4. The FCU followed age 2 and age 3 assessments. Latent class analyses were conducted on mother reports of behavior and emotional problems from age 2 to 4 to study transitions among the following four groups: (a) externalizing only, (b) internalizing only, (c) comorbid internalizing and externalizing, and (d) normative. LTA results revealed that participation in the FCU increased the likelihood of transitioning from either the comorbid or the internalizing class into the normative class by age 4. These results suggest family interventions in early childhood can potentially disrupt the early emergence of both emotional and behavioral problems.     

The nature, prevalence and correlates of generativity among men in middle career

Multiple methods were used to explore the character, contexts, and correlates of generativity among 41 men aged 45–55. Generativity in the role of worker was unrelated to generativity in men’s roles as father, citizen and ‘leisurite’. Individuals who were generative in their work reported greater job satisfaction and subjective career success. These associations were stronger for generativity targeting societal well-being and fellow-workers’ growth than for creative/productive generativity. As some theorists have argued, therefore, nurturant forms of generativity may be more adaptive in mid/late career than other varieties, and more indicative of psychosocial maturity. The status of creativity/productivity within the generativity construct seems problematic. Our findings offer qualified support for McAdams and de St Aubin’s (McAdams, D.P., & de St Aubin, E. (1992). A theory of generativity and its assessment through self-report, behavioral acts, and narrative themes in autobiography. Journal of Personality & Social Psychology, 62 (6), 1003–1015) contention that generativity is expressed differentially in the domains of concern, commitment and action, and that the different relationships of these generativity domains to third variables can be interpreted in meaningful ways.     

Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations

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.     

How does one speak of social psychology in a nation in transition?

Abstract: Although South Africa's transition into nationhood has been remarkable by all measures, persistent inequalities remain. These are directly traceable to the impact of the social engineering of apartheid which has left a legacy of poverty and a lack of education. In this talk, I focus on three key dilemmas for South Africans: identity as a nation of citizens with multiple identities, capacity for self‐knowledge and self‐acceptance and openness to new impulses. Acceptance of multiple identities is widespread but how deep is the acceptance of difference, especially when conflicts of opinion emerge? Finding a language of self‐knowledge and acceptance requires a language that enables us to gain greater mastery of the complexities of living in a diverse society. How can psychology help with this task? In African cultures illness is described as a visitation from the ancestors: affected persons become wounded healers whose healing powers come from their acknowledged weakness. To what extent might you, as analytical psychologists, help find the ritual processes and language to be effective healers of your own nation?     

Person-environment congruence in relation to career change and career persistence

This study examined Holland’s theoretical proposition, that personality-work environment congruence influences career stability and change, with a sample of 212 career changers (respondents who expressed an intent to change career and had engaged in preliminary career change activity) and 249 career persisters (respondents who indicated an intent to remain in their current career). Independent groups ANCOVA (controlling for age and current career tenure) indicated that career persisters scored higher on congruence than career changers, however, the effect size was within the small to medium range. Repeated-measures ANCOVA indicated, with a medium effect size, that career changers moved towards careers that were more congruent with their personality profiles than their current careers. Practical and theoretical implications are discussed.     

Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations

The Career Adapt-Abilities Scale (CAAS) measures career adaptability as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations. Data came from a large and heterogeneous sample of employees in Australia (N = 1723). Results showed that overall career adaptability positively predicted career satisfaction and self-rated career performance above and beyond the Big Five personality traits and core self-evaluations. In addition, concern and confidence positively predicted the two indicators of subjective career success. The findings provide further support for the incremental validity of the CAAS.