Social aspects of career choice from the perspective of habitus theory

The concept of habitus designates a cognitive structure that is socially embedded and can give valuable insight into the social influences on career choice. A study investigating the relationship of habitus to career choice is presented in a sample of Icelandic youth aged 19–22 (N = 476). Measures of habitus were developed on the basis of reported cultural and leisure activities. The analysis of leisure and cultural items progressed in two steps: factor analysis and cluster analysis. The clusters constitute the four different habitus groups: Pop and fashion, Sports and rock, Music, and Literature. Correspondence factor analysis showed that the habitus groups (clusters) were related to other social variables, such as gender and class; validating habitus theory. Additionally, habitus measures were strongly linked to career variables, such as occupational perception and preferred future occupation. The results support previous research in showing that habitus theory is relevant to career counseling theory and can be a basis of understanding the relationship between social structure and career choice.     

Ten years of career success in relation to individual and situational variables from the employee development literature

Individual, situational, and socio-demographic variables from the employee development literature were combined with theory and research on career success in a ten-year study of 289 workers from across many jobs and industries in the workforce. Support for employee development by one's employer ten years prior and a trend of increasing/accumulating support contributed to career success, providing the first long-term confirmation of the value to careers from support for development by employers. Proactive personality had unique effects on success not accounted for by a broad array of other variables, strengthening conclusions from prior research about the predictive value of proactive personality which were based on data not controlling for these variables. Finally, achievement goal orientation influenced success in a unique way via “profile effects:” Goal orientation dimensions interacted to predict success, suggesting simple linear effects (e.g. being more learning-oriented) may be inadequate in explaining career success. Implications for future research and practice are discussed.     

Occupational stress of professional nurses in South Africa

The objective of this study was to identify occupational stressors for professional nurses in South Africa. A cross-sectional survey design was used. A stratified random sample of professional nurses (n=818; females?=?97%) in hospitals in South Africa was used. The Nursing Stress Indicator (NSI) was administrated together with a biographical questionnaire. Three internally consistent stress factors, namely lack of organisational support, job demands and nursing-specific demands, were extracted. The most severe stressors for professional nurses included staff shortages, inadequate salaries and excessive administrative duties. Work overload, fellow workers not doing their job, health risks posed by contact with patients and demands of patients were also identified as stressors. Stress was associated with specific factors, including age, position (rank), care unit, and work experience.     

Stage of Chronicity and Cognitive Correlates of Pain-Related Disability

The present research examined the functional relations between the different dimensions of catastrophic thinking and pain-related disability, as a function of stage of chronicity. In the present study, 150 patients with chronic pain were grouped to form 3 different levels of chronicity: Group A (6 months to 2 years, n = 44); Group B (2-4 years, n = 55); and Group C (more than 4 years, n = 51). The 3 subscales of the Pain Catastrophizing Scale (Rumination, Magnification, Helplessness) were used as predictors of disability. Disability was assessed with the Pain Disability Index and pain was assessed with the McGill Pain Questionnaire. For Group A, regression analysis revealed that none of the PCS subscales predicted disability beyond the variance accounted for by sex, age and pain. Rumination was a significant predictor of disability in Group B, and both rumination and helplessness predicted disability in Group C. These findings provide preliminary evidence that stage of chronicity is an important moderator of psychological vulnerability for pain-related disability. Discussion addresses how the impact of pain management programs might be increased by tailoring interventions to specific patient needs.     

Effects of lifestyle and stress on the employee and organization: Implications for promoting health at work

Abstract

This research was designed to determine the extent to which employee health and performance are predicted by lifestyle and stress. Data were collected from 345 employees working in a variety of organizations in southern California. Additionally, supervisors evaluated the work performance of the participating employees whom they directly supervised, and company records of employee health care costs were obtained. Hierarchical multiple regression analyses revealed (a) that physical lifestyle (i.e., exercise pattern, eating habits, and general health practices) predicted unique variance in vitality and positive well-being; (b) that psychosocial lifestyle (i.e., social relations, intellectual activity, occupational conditions, and spiritual involvement) predicted unique variance in vitality, positive well-being, anxiety, depression, lack of self-control, and somatic complaints; (c) that employee stress predicted unique variance in vitality, positive well-being, anxiety, depression, physician visits, somatic complaints, illness absences, and supervisory ratings of job performance, absenteeism and tardiness; (d) that physical lifestyle buffered the adverse consequences of stress for anxiety, depression, physician visits, and company health care costs; and (e) that there was a Physical x Psychosocial Lifestyle interaction for anxiety, depression, and lack of self-control. However, the employee lifestyle factors were not related to supervisory ratings of performance at work. The findings have direct implications for organizational health programs and policies.     

Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels

This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work departments). The analyses resulted in three main findings. First, job insecurity, turnover intention, and occupational well-being were found, to some extent (2–6%), to be shared experiences within work departments. Second, we found that low occupational well-being (high exhaustion, low vigour) partly mediated the relationship between job insecurity and turnover intention at both levels of analysis. Third, the results on cross-level interactions revealed that the lower the level of well-being at the work department level, the stronger the negative effect of job insecurity on well-being at the individual level. Thus, if poor well-being characterizes the work department, this may strengthen the negative relationship between job insecurity and well-being at the individual level.     

Are courageous actions successful actions?

When asked to describe a courageous action they have taken personally, people overwhelmingly describe an action with a successful outcome (Pury, Kowalski, & Spearman, 2007 Lopez, SJ, O’Byrne, KK and Peterson, S. 2003. “Profiling courage.”. In Positive psychological assessment: A handbook of models and measures, Edited by: Lopez, SJ and Snyder, CR. 185–197. Washington, DC: American Psychological Association. [Crossref] , [Google Scholar]). Study 1 replicated these findings in observations of other people. Fifty participants described a courageous action taken by another person and made parallel ratings to Pury et al. Participants in Study 1 also described actions with overwhelmingly successful outcomes. In Study 2, 152 participants rated otherwise identical scenarios differing in success of outcome and attribution (internal vs. external) for outcome. Successful actions were rated as more courageous than unsuccessful outcomes, although this effect was attenuated for external attributions. Thus, we suggest that successful outcome is an unarticulated part of implicit theories of courage.     

大学生的成就动机和成功恐惧研究

运用成就动机问卷和投射测验研究了大学生的成就动机和成功恐惧。结果表明 ,大学生的成功恐惧有四种 ,分别与人际、家庭、学业和事业有关。由投射测验引起的成功恐惧有明显的性别差异和专业差异。成就动机、追求成功的动机与成功恐惧负相关显著 ,避免失败的动机与成功恐惧正相关显著。