Development of a Post-Modern Career Interest Questionnaire for South-African School Settings

The study explored the potential value and viability of an interest narrative (questionnaire) in terms of its psychometric properties and by comparing it with a commonly administered (positivist) career interest questionnaire. Participants were 159 boys and 183 girls, mean ages were 17.87 (males) and 17.41 (girls), SD (males) = 1.63, SD (females) = 1.70. In the first phase, four provinces were selected purposively: one urban and three rural or semirural. Secondly, a stratified random sample of schools was selected, divided according to medium of instruction (Afrikaans/English) and area (urban/rural area). Data were collected and analyzed using both qualitative and quantitative approaches: trustworthiness, assessment-reassessment consistency and intercorrelations with the Rothwell Miller Interest Blank (Hall, Halstead & Taylor, 1986). The CIP yielded satisfactory results with regard to, inter alia, trustworthiness, assessment-reassessment reliability and intercorrelations with the RMIB, and provides psychologists with a useful instrument for the identification of interest profiles of Grade 11 learners in South Africa.     

Development of a career-enabler framework within a South African higher education institution

This study developed a preliminary career-enabler framework for use in a higher education setting. A quantitative survey was conducted with a sample of 1392 employees within a higher education institution in South Africa. Structural analysis was performed using exploratory factor analysis. The analysis yielded three enablers with acceptable psychometric properties, namely: self-transcendence, self-enhancement and self-conservation through work motives and needs. Interventions that focus on career-enablers within a higher education institution need to address these three factors.     

Predictors of student burnout and engagement among university students

This study investigated influences of core self-evaluation traits, career decision-making difficulties and social support on student burnout and engagement. A cross-sectional design was used with a non-probability quota sample. In the multiple regression analyses, self-efficacy, inconsistent information due to internal conflict and (lack of) parental support were significant predictors of exhaustion, cynicism, vigour and dedication. Self-esteem was also a significant predictor for the two engagement dimensions. In addition, lack of information about the self, lack of information about the occupations and inconsistent information due to external conflict predicted cynicism.     

Personality Factors Explaining Career Success for Soldiers: An Analytical Review

Personality factors influence career success of soldiers in the military. This article focuses on the diversity and complexity of the nature of the military as a working environment. In this regard the article focuses on general personality characteristics (like locus of control, ego power, etc.) and specific personality characteristics for pilots and divers as an example to explain career success with the person-environment fit model as moderator, in the military.     

Initial Review of the Psychometric Properties of a Computerised Career Preference Test for Career Guidance Assessment

Psychometric proprties of the Career Preference Computerised Adaptive Test (CPCAT) (De Beer & Marais, 2010; De Beer, Marais, Maree, & Skrzypczak, 2008) are reported. Participants were high school students (n=343; males=279, females=164)at Grade 9 and Grade 11 level from a South African school district. Reliability and construct validity indices suggest the CPCAT could be of utility in the career counseling of high school students.     

互动公平开启女性管理者责任心之门：“双承诺”视角

采用问卷调查法,以国内十二家企业520名在职女性管理者为研究对象,运用层级回归分析方法,探讨了互动公平对管理者责任心的影响及其内在作用机制。结果表明：互动公平通过组织支持感的完全中介效应影响管理者责任心;职业承诺和组织承诺在互动公平与管理者责任心的关系中,分别起到了调节作用;当两者进入同一个调节模型时,组织承诺的调节作用掩盖了职业承诺的作用。文章最后讨论了本研究的理论价值和实践启示。     

Validation of the Comprehensive ICF Core Set for rheumatoid arthritis: The perspective of psychologists

The ‘Comprehensive ICF Core Set for rheumatoid arthritis (RA)’ is an application of the International Classification of Functioning, Disability and Health (ICF) and represents the typical spectrum of problems in functioning of patients with RA. The objective of this study was to validate this ICF Core Set from the perspective of psychologists. Psychologists experienced in RA treatment were asked about the problems of RA patients, treated by psychologists, in a three-round survey using the Delphi technique. Responses were linked to the ICF. Twenty psychologists in five countries gave a total of 303 responses that were linked to 65 different ICF categories. Fifteen responses were linked to the not yet developed ICF component personal factors and nine were not covered by ICF. Overall, 66% of the ICF categories linked to the responses of the psychologists were represented by the Comprehensive ICF Core Set for RA. Several responses that were not covered need to be investigated further.     

Relationships among perceived career support,affective commitment,and work engagement

This study sought to test the predictive effects of perceived career support and affective commitment on work engagement. It was hypothesized that perceived career support would relate positively to work engagement and this relationship would be transmitted through affective commitment. Survey data were collected from 115 full‐time employees enrolled as part‐time graduate students in a large public university in Malaysia. Multiple regression analysis yielded results indicating that the relationship between perceived career support and work engagement was mediated by affective commitment. This finding suggests that employers can promote employee work engagement by ensuring employees perceive their organization to be supportive of their career and increasing employees' level of affective commitment.     

Goal engagement in coping with occupational uncertainty predicts favorable career-related outcomes

We investigated whether goal engagement and disengagement in coping with occupational uncertainty (e.g., perceptions of growing difficulties in career planning and lacking job opportunities) predicts three objective career-related outcomes: job loss, job finding, and income change. We also tested for the buffering effects of these coping strategies on the association between objectively unfavorable labor market conditions (as indicated by regional unemployment rates) and these outcomes. We used four-wave survey data from a longitudinal sample of 620 German adults aged 16–43 years at the first wave and analyzed changes in the three career-related outcomes across 1294 pairs of successive annual waves. Analyses revealed that goal engagement predicted a higher chance of job finding over one year. Moreover, goal engagement buffered the association between higher regional unemployment rates and a higher likelihood of job loss, as well as a lower income, over one year. Goal disengagement predicted a lower income but had no other statistically significant effects. Thus, even in a relatively highly regulated labor market like the German one, goal engagement in coping with occupational uncertainty can contribute to objective career success.