Career adaptability: A meta-analysis of relationships with measures of adaptivity,adapting responses,and adaptation results

Career adaptability, a psychosocial resource for managing career-related tasks, transitions, and traumas, is a central construct in career construction theory and the field of vocational psychology. Based on the career construction model of adaptation, we conducted a meta-analysis to examine relationships of career adaptability with measures of adaptivity, adapting responses, adaptation results, and demographic covariates. Results based on a total of 90 studies show that career adaptability is significantly associated with measures of adaptivity (i.e., cognitive ability, big five traits, self-esteem, core self-evaluations, proactive personality, future orientation, hope, and optimism), adapting responses (i.e., career planning, career exploration, occupational self-efficacy, and career decision-making self-efficacy), adaptation results (i.e., career identity, calling, career/job/school satisfaction, affective organizational commitment, job stress, employability, promotability, turnover intentions, income, engagement, self-reported work performance, entrepreneurial outcomes, life satisfaction, and positive and negative affect), as well as certain demographic characteristics (i.e., age, education). Multiple regression analyses based on meta-analytic correlations demonstrated the incremental predictive validity of career adaptability, above and beyond other individual difference characteristics, for a variety of career, work, and subjective well-being outcomes. Overall, the findings from this meta-analysis support the career construction model of adaptation.     

医学创新之大忌:急功近利

急功近利是医学创新中的一种不良现象,给我国医学科学的发展带来了十分严重的后果.急功近利背离了正确的科学功利观,是对医学创新功利关系的严重错位.     

抱负水平指导和归因训练对提高学习成功感的影响研究

在学习成功感影响因素研究的基础上,本研究进行了抱负水平指导和归因训练的实验研究,以探索提高学习成功感这一重要的实践问题。研究一的结果表明：通过抱负水平指导,可以使学生的“抱负水平与实际成绩之间的差距”变小．从而帮助学生提高学习成功感,并使其行为变得更为积极。研究二的结果表明：归因训练可以帮助学生的归因向积极方向转化,有助于学生的学习成功感的提高,并可以促使学生的行为向积极的方向转化。     

无边界职业生涯下职业成功的诱因与机制

职业成功(career success)作为职业生涯研究领域的一个前沿主题, 受到了理论界和实务界的广泛关注。研究主要从职业成功的概念、测量、影响因素、实施效果与作用机制等方面, 对国内外相关研究进行了系统梳理与探讨。未来研究应关注无边界职业生涯时代职业成功、开发中国组织情境下职业成功的概念和测量、基于特质激发理论视角分析职业成功的诱因、基于职业成功观分析职业成功的实施效果、探讨中国本土文化的权变作用。     

Adaptation, evolution, and religion

Neo-Darwinian theories of religion include both nonadaptationist and adaptationist versions. Nonadaptationist versions contend that the mental architecture of the brain is wired for religious thinking but that religious concepts have piggybacked on other cognitive adaptations, especially those for agency detection. Religious concepts are not evolved biological adaptations but rather by-products of more general cognitive structures that are adaptations. Adaptationist versions concentrate on the benefits provided by religion, such as increased social cohesion and the individual benefits that stem from it, such as better physical and mental health and greater longevity. After clarifying the meaning of the terms “adaptation” and “adaptationism,” this article presents four lines of evidence in favor of the adaptationist position: (1) in the ancestral environment the role of the shaman was nearly universal and was primarily devoted to the crucial human goals of curing illness and protecting and finding vital resources; (2) religion generally has positive effects on both physical and mental health; (3) religions tend to be pro-natalist and more religious people tend to leave more offspring than less religious or nonreligious people; (4) the major world religions that evolved in the first millennium BCE during a period of major social chaos and disruption emphasized an omnipotent, transcendent God of love and mercy who offered salvation in a heavenly afterlife and released individuals from earthly suffering. None of these facts demonstrate conclusively that cognitive modules specifically oriented to supernatural agents evolved by natural selection, but they are highly suggestive and make a good inferential case.     

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.     

成败情境下不同目标取向学生内在动机特点

以213名小学生为被试,设置成功和失败情境,考察三种成就目标取向学生内在动机的差异。结果发现:两种情境下,掌握目标的学生均有最高的内在动机;失败情境下,成绩接近目标学生的内在动机显著高于成绩回避目标的学生,但成功情境下,两种目标取向学生的内在动机没有显著差异;掌握目标学生在两种情境下的内在动机无显著差异;成绩接近和成绩回避目标学生在失败情境下的内在动机显著低于成功情境下的内在动机。     

Validation of a Portuguese version of the multidimensional measure of employability

This study describes the validity and reliability evidence of the multidimensional measure of employability (MME) based on the internal structure and relations to career self-efficacy and career success. Two hundred forty seven Portuguese persons (75.7% women) aged from 21–73 years old (M = 39.9, SD = 10.9) participated. Confirmatory factor analysis suggested adequate fit in the correlational and hierarchical models. Measurement reliability was good for total score and each factor. Correlations with the additional measures provided evidence of validity. MME provides a tool for research and career counseling, enabling comprehensive employability assessment and personalized interventions, while recognising the interplay between employability dimensions.     

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.