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排序方式: 共有169条查询结果,搜索用时 15 毫秒
71.
Work and organizational psychology (WOP) research has to date mostly focused on people privileged to have the choice between several attractive job options and less on people who are restricted in their job choice (e.g., due to their qualification or personal contingencies) and have to choose from fewer and often less-than-optimal jobs. Often, the jobs available to the latter are characterized by precarious employment and hazardous working conditions which can put them in the difficult situation of having to choose between a health-threatening job and possible unemployment. Building on interdisciplinary literature, we propose the employment–health dilemma (E-H dilemma) as a framework for analyzing this intrapersonal conflict of having to choose between employment (incurring health threats) and health (incurring economic threats) and discuss potential antecedents and consequences of the E-H dilemma at the societal, organizational, and individual level. We outline the implications of the E-H dilemma and make a case for examining the full spectrum of job choice situations in WOP research. In doing so, we demonstrate what WOP can gain by embracing a more inclusive and multidisciplinary approach: uncovering processes in their entirety (e.g., job choice decisions of all people) and strengthening the role and legitimacy of WOP in society. 相似文献
72.
Eileen Britt Sara Soleymani Mark Wallace-Bell Anna Garland 《Journal of Employment Counseling》2023,60(1):42-59
Motivational interviewing (MI) is an evidenced-based approach for building and strengthening motivation for change. The effect of MI training on practitioner conversations with unemployed clients within a government work and income service was evaluated using a mixed-method approach, comprising a multiple-baseline across practitioner (n = 5) design and a pre/post quasi-experimental design. After workshop MI training, practitioners demonstrated greater MI skills in conversations with clients, and MI skills were maintained during the period of post-workshop feedback and coaching. There was also more change talk spoken by clients in conversations that occurred post-MI workshop training compared to pre-training, suggesting increased motivation for change. 相似文献
73.
Leslye King Mize PhD Emily Sutter PhD Howard Eisner PhD 《Contemporary Family Therapy》1996,18(2):305-313
This research compared trends from 1981 to 1993 in several mental health professional training programs at the University of Houston Clear Lake, surveying graduates from three professional mental health master's programs—clinical psychology, school psychology, and family therapy—with the goal of identifying trends in the status of their professional credentialing and current employment. Four mental health groups have attained licensure since a 1981 survey, resulting in graduates now seeking professional licenses and perform psychotherapy more exclusively than other mental health activities. Interdisciplinary training has become increasingly important due to the introduction of managed care and other insurance regulating entities. 相似文献
74.
Ulrike Fasbender Jürgen Deller Mo Wang Brenton M. Wiernik 《Journal of Vocational Behavior》2014,84(3):215-224
Due to the graying of the global labor markets, post-retirement employment is becoming increasingly important in the 21st century. To better understand older people's decisions to engage in post-retirement employment, the current study investigated the role of the psychological experience of aging. Two dimensions that capture positive aging experience (i.e., personal growth and gaining self-knowledge) and two dimensions that capture negative aging experience (i.e., physical loss and social loss) were differentiated and their relations to post-retirement employment were hypothesized. We argue that aging experience may influence the decision to work after retirement by generating both, approach and avoidance responses. Longitudinal data from the German Aging Survey (N = 551) were used to test the hypotheses. The results of structural equation modeling indicated that retirees who experienced aging as social loss and as personal growth were more likely to engage in post-retirement employment a decade later, while retirees who experienced aging as gaining self-knowledge were less likely to engage in post-retirement employment. Theoretical and practical implications of this study are discussed. 相似文献
75.
Natalee Elizabeth Popadiuk 《British Journal of Guidance & Counselling》2013,41(4):363-374
ABSTRACT Recent discussions suggest that career counsellors need to be trained in more holistic frameworks in order to deal with the career and psychological issues of their clients. In particular, research shows a strong connection between employment and suicidality, including changes in socioeconomic status, disruption in employment, sudden unemployment, learning disabilities, occupational stress, difficulties at work and interpersonal conflicts. Many people struggling with work-related issues are likely to suffer from anxiety, depression, isolation or substance misuse, all significant risk factors associated with suicidal ideation. Therefore, by becoming competent in dealing with both vocational and personal issues, career counsellors might be in a unique position to be effective in assessing suicidal risk due to their less stigmatised role in the field. 相似文献
76.
Effect of Age,Length of Unemployment,and Problem‐Focused Coping on Positive Reemployment Expectations
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This study explored the interrelated job search, unemployment, and coping literature (e.g., Leana & Feldman, 1990 ; McKee‐Ryan, Song, Wanberg, & Kinicki, 2005 ), in which the effects of age, length of unemployment, and coping behaviors on reemployment expectations were investigated. The study included unique demographics in which 65% were long‐term unemployed. Length of unemployment, networking comfort, and job search confidence were significant in a regression, and age was not. Regardless of age, reemployment expectations can be higher if the job seeker has higher levels of networking comfort and/or job search confidence or lower if they have been unemployed for a longer duration. 相似文献
77.
Takashi Shimazaki Takashi Yamauchi Koji Takenaka Machi Suka 《International journal of psychology》2024,59(1):1-29
Involuntary non-regular employment is a severe inequity problem worldwide, and it may significantly affect the mental health of employees. The present study aimed to examine the relationship between employment type and mental health. Additionally, the characteristics of involuntary non-regularly employed workers were explored. An online-based cross-sectional study was conducted in Japan, and 1566 participants were included in the data analysis. The eligible participants were divided into four categories: regularly employed (n = 1092), voluntary (n = 134), average (n = 233) and involuntary (n = 107) non-regularly employed individuals, respectively. Involuntary non-regular employment was associated with greater lack of vigour, anger-irritability, fatigue, anxiety, and depression. It was higher among women, those who were single or had no childcare, and those who had lower personal income or shorter working hours, or who tended not to practice relaxation activities. Lower personal income was associated with a risk of anxiety and depressive symptoms. Those individuals experiencing involuntary non-regular employment had a higher risk of poor mental health; subgroup analysis showed that this was particularly true among men. Both encouragement of employment stability via policy reform and workplace mental health support for involuntary non-regularly employed individuals are urgent health concerns. 相似文献
78.
Exploring Counselor-Client Agreement on Clients’ Work Capacity in Established and Consultative Dyads
Uma Chandrika Millner Diane Brandt Leighton Chan Alan Jette Elizabeth Marfeo Pengsheng Ni Elizabeth Rasch E. Sally Rogers 《Journal of Employment Counseling》2020,57(3):98-114
Counselor-client agreement on the work capacity of clients living with serious mental illnesses informs the counseling relationship and facilitates accurate assessments of client eligibility for public programs. In this exploratory mixed-methods study, we assessed counselor-client agreement on clients’ work capacity in 61 established therapeutic dyads and compared it with 30 dyads involved in an initial assessment session. Intraclass correlation coefficients and mountain plots were used to examine counselor-client agreement. Results revealed moderate counselor-client agreement of work capacity for both dyads. Counselor interviews illuminated sources of discordance. These results have practical implications for assessing the work capacity of clients. 相似文献
79.
Does the form of employment make a difference?—Commitment of traditional, temporary, and self-employed workers 总被引:1,自引:0,他引:1
Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitment to the form of employment as a new focus in commitment. In addition, we compare organizational commitment under conditions of these forms of employment to traditional form of employment. The study is based on several samples representing conventional and new forms of employment (overall N = 494). The results indicate that commitment to the form of employment explains variance of organizational outcomes over and above organizational commitment. Generally, commitment to the form of employment reflects an important attitude to the work situation besides commitment to the organization or occupation. The results are discussed in the light of labor market trends. 相似文献
80.
Self-perceived employability: Construction and initial validation of a scale for university students
This paper reports the development of a research instrument to examine the expectations and self-perceptions of employability of business undergraduates (bachelor degree students) in three UK universities, and examines relationships with other measures. The scale was found to have a satisfactory internal reliability coefficient for an untested measure (α = .75) and had discriminant validity from other new measures such as university commitment. ‘Internal’ and ‘external’ dimensions were identified, the latter relating to the perceptions of the strength of the university brand, the state of the external labour market, and the demand for the degree subject. Perceptions of future employability were surprisingly modest, notably for those in arguably the strongest position, suggesting that these self-perceptions may be a product of relative societal expectations, consistent with positional conflict theory. 相似文献