主动性人格与大学生职业成熟度的关系:一个有调节的中介模型

为考察主动性人格、职业决策自我效能感、就业压力和职业成熟度之间的关系,采用主动性人格量表、职业成熟度量表等对713名大学生进行调查。结果显示：（1）职业决策自我效能感在主动性人格与职业成熟度之间起部分中介作用,主动性人格既能直接预测职业成熟度,也通过职业决策自我效能感间接预测职业成熟度;（2）职业决策自我效能感的中介作用受到就业压力的调节,就业压力调节了职业决策自我效能感与大学生职业成熟度之间的关系。     

Multidimensional Profiles of Welfare and Work Dynamics: Development, Validation, and Associations with Child Cognitive and Mental Health Outcomes

This prospective longitudinal study addresses the research gap in the literature regarding multidimensional variation in welfare use and employment patterns, and relationships of such variation with parent earnings and child development outcomes. This study also aims to address the limitations of welfare dynamics studies that do not examine how multiple dimensions of welfare receipt and employment co-occur. Cluster analysis was utilized, using monthly welfare and employment data from the National Longitudinal Survey of Youth, to examine variation within the welfare population in their welfare and work patterns across the first 5 years of children's lives. Six cluster profiles of welfare and work dynamics were found: Short-Term, Short-Term Work Exit, Working Cyclers, Nonworking Cyclers, Cycle to Long-Term Exit, and Long-Term. The clusters were validated using mother's 6th-year earnings as the criterion. The clusters' associations with child development outcomes in the cognitive and mental health domains (at ages 6 and 7) were then explored. Work following short-term welfare use was associated with higher child reading scores than that following long-term use (a moderate-size effect). Cycling on and off welfare in the context of high levels of employment was associated with higher child internalizing symptoms than cycling accompanied by low levels of employment (a moderate-size effect). Implications for evaluation of TANF welfare-to-work policies are discussed.     

Effects of Attachment Style on Preferences for and Satisfaction with Different Employment Contracts: An Exploratory Study

Based on the characteristics of three attachment styles—secure, anxious/ambivalent, and avoidance—hypotheses were derived for differences between them with regard to preferences for three employment relationships differing in whether employees are internal—hired and paid by an organization or external—employed through software houses. In addition, hypotheses were also drawn for differences in overall and facet work satisfaction. The sample consisted of computer science students of whom a large proportion have also been working in that field, and individuals employed as software engineers. Anxious/ambivalents were relatively higher in preference for the external contract and lower in preference for the internal contract, as compared to the two other styles. Contrary to the hypotheses, the avoidants did not differ from the secure style in expressing the highest preference to the internal permanent contract and the lowest to the external contract. Work satisfaction was highest among the secure style but contrary to hypotheses, the anxious/ambivalent group did not differ significantly from that group concerning overall, intrinsic, and extrinsic satisfaction. The avoidants were lowest on those measures. Findings are discussed in light of the different attachment styles and the unique features of the high-tech industry.     

OVERVIEW OF SUPPORTED EMPLOYMENT

This article traces the emergence of supported employment as a result of philosophical changes in expectations for persons with disabilities, based on scientific developments that challenged traditional service-delivery models. Supported employment program characteristics also are reviewed, and the influence of applied behavior analysis is outlined. Finally, areas for future research in supported employment are discussed.     

A PROBLEM-SOLVING APPROACH TO SOCIAL SKILLS TRAINING IN EMPLOYMENT SETTINGS WITH MENTALLY RETARDED YOUTH

The present study examined two approaches to teaching social behaviors to 3 developmentally disabled youths in work contexts. In one approach, a problem-solving procedure was learned and transferred to different materials. Conversational probes monitored interactions between disabled employees and their co-workers and customers. A multiple baseline design demonstrated that the training produced generalization and maintenance of the targeted social behaviors to the work settings. A second approach based on a role-playing intervention produced no substantial generalization in the work setting. A social validation questionnaire administered to co-workers supported the efficacy of the problem-solving training procedure. The efficacy of social problem-solving training was discussed in terms of sufficient exemplars, common stimuli, and self-mediations.     

USING SELF-MANAGEMENT PROCEDURES TO IMPROVE THE PRODUCTIVITY OF ADULTS WITH DEVELOPMENTAL DISABILITIES IN A COMPETITIVE EMPLOYMENT SETTING

This study describes the use of self-management procedures, similar to those proposed by Lagomarcino, Hughes, and Rusch (1989), to improve the productivity of 2 women with mild mental retardation who worked in restaurants. Substantial improvements were observed as a function of treatment, and the procedures were deemed acceptable by the participants, their coworkers, and their supervisors.     

当代大学生就业的不良心理状态

本文对当前我国大学生在就业问题上存在的不良心理状态进行了分析,并就如何帮助他们纠正认识,调整心态,正确择业,提出了一些有益的建议。     

就业危机形势下——大学生就业心理问题分析及对策研究

在当前就业危机的严峻形势下,大学生就业是一个社会热点和难点问题。大学生的就业压力越来越大,由此导致大学生出现了自卑、不平衡、自负等一系列的就业心理问题。本文就大学生就业心理问题的表现、产生就业心理问题的原因以及应采取的措施作以分析。