视觉与言语工作记忆表征对视觉注意的引导

通过三个实验,探讨不同时间进程下视觉和言语工作记忆表征对视觉注意的引导。实验1采用注意引导与注意探测任务同时呈现的范式,探讨不同记忆项与注意项时间间隔(SOA)条件下言语工作记忆表征对视觉注意的引导。结果发现,当SOA较短时言语工作记忆表征对视觉注意有引导效应,而SOA较长时未观察到引导效应;实验2、3采用注意引导任务与注意探测任务分离范式,分别探讨在不同SOA条件下言语和视觉工作记忆表征对视觉注意的引导。结果发现,不同SOA条件下言语和视觉工作记忆表征均能引导视觉注意。研究表明,不同实验范式对言语工作记忆表征对视觉注意的引导有明显影响,视觉比言语工作记忆表征能在更广泛条件下引导视觉注意。     

Autonomie en transition de carrière. Développement d’un modèle et validation d’une échelle originale

IntroductionBased on the observation that autonomy is a fundamental concept in a world of work characterized by many transitions, this paper presents the construction and validation of a model and a scale of autonomy in career transitions.ObjectiveThe scale was developed to measure autonomy during adult career transitions.MethodA series of items was first produced following interviews with experts and employees. Three successive surveys involving 336, 314 and 450 participants made it possible, through item analysis and factor analysis, to reduce the number of items and to build a model composed of 14 items and 4 oblique factors.ResultsAfter confirmatory factor analysis, the data fit the model well and a study of external validity shows strong convergences with other measures of autonomy.ConclusionThe model and the measure of autonomy in career transition can be of great help in supporting employees. It makes it possible to identify the people who are most in difficulty and offers benchmarks to support and train organizations to modulate career paths and strengthen the acquisition of certain resources.     

Descartes on Life and Sense

My aim…is to show that the celestial machine is likened not to a kind of divine living being but rather to a clockwork. (Kepler, 1605) I consider the human body to be a machine…(Descartes, 1641)     

Work and psychiatric illness in Aotearoa/New Zealand: implications for career practice

ABSTRACT

This paper aims to examine the influence of Māori culture upon psychiatric service provision in Aotearoa/New Zealand and the implications of this for career counselling of people with experience of mental illness in Aotearoa/New Zealand. The research explored the experiences of a group of women in Aotearoa/New Zealand who have been diagnosed with a psychiatric illness, with the aim of gaining some understanding about how they negotiate issues around diagnosis, recovery and resilience development and employment. The women interviewed for the study ranged in age from 17 to late 60s. They displayed academic ability ranging from literacy issues to postdoctoral experience. Their psychiatric illnesses ranged from single episodes to chronic lifetime conditions and from depression to psychotic bi-polar disorder. Their occupations ranged from unemployed status to an acting CEO. All but one of the women identified as Pākehā/tauiwi. One woman had Māori heritage but had been adopted at birth by Pākehā adoptive parents and had no knowledge of her Māori whakapapa [genealogy; descent lines; ancestry] until later in her adult life. The key idea that emerged was the importance of mentors in vocational settings, and the helpfulness of Māori-focused group and family wellness models for renegotiating vocational identity when suffering from a psychiatric illness. Implications for career practitioners are discussed.     

Personality and creativity in realistic,investigative, artistic,social, and enterprising college majors

Despite much research on how interests are related to personality and creativity, comparatively little work has focused on how different college majors as categorized by the RIASEC model compare on these constructs. In this study, 3295 college students (207 Realistic, 1945 Investigative, 447 Artistic, 480 Social, and 216 Enterprising) completed a five-factor personality measure, a brief self-report of creativity, and the Compound Remote Associates Task (CRAT). Investigative and Artistic majors scored higher on openness and self-assessed creativity than Realistic and Social majors, and Investigative majors were much more agreeable than other majors.     

Career trajectories of older women: implications for career guidance

As work and employment transitions become more frequent and difficult, the demand for formal career guidance increases. Women are likely to experience structural labour market disadvantage and may benefit from formal support that is sympathetic to their particular needs. Yet the traditional psychological paradigms that dominate career guidance practice have assumed homogeneity. To contribute both to broader debates about careers services for adults and the development of more relevant theoretical frameworks for career practice for women, results are presented from an international, comparative qualitative investigation of the career trajectories of older women (aged 45 to 65) in Australia, England and South Africa. These results confirm a need for career guidance that is nuanced and differentiated for women.     

Career support needs of learners with historical disadvantage: an exploratory study

This study explored the career support needs of learners from a historically disadvantaged rural South African school setting. Participants were a convenience sample of 20 high school learners (females=60%; males=40%; age range 15–17 years; schools grades 9–10). They completed focus group interviews relating to their career awareness and needs. The data were thematically analysed. The results suggested learners have significant in-school career awareness and support needs. The learners accessed career related information informally from social networks they were using out of school rather than in the educational setting.     

Scheduling Scaffolding: The Extent and Arrangement of Assistance During Training Impacts Test Performance

Various kinds of assistance, including prompts, worked examples, direct instruction, and modeling, are widely provided to learners across educational and training programs. Yet, the effectiveness of assistance during training on long-term learning is widely debated. The authors examined how the extent and schedule of assistance during training on a novel mouse movement task impacted unassisted test performance. Learners received different schedules of assistance during training, including constant assistance, no assistance, probabilistic assistance, alternating assistance, and faded assistance. Constant assistance led to better performance during training than no assistance. However, constant assistance during training resulted in the worst unassisted test performance. Faded assistance during training resulted in the best test performance. This suggests that fading may allow learners to create an internal model of the assistance without depending on the assistance in a manner that impedes successful transfer to unassisted circumstances.     

Migration: Vocational perspectives on a complex and diverse transition

This paper outlines the origins of this special issue: a UK Economic and Social Research Council supported seminar series on ‘Careers and Migration’. The series elucidated a number of salient (though under-researched) issues: migration as a diverse and complex process; the loss, recovery and reconstruction of career capital as central in the migration experience; insecurity, security and their dynamic interplay; the salience of relationships with family, compatriots and communities in migrants' career development; and the appropriateness of creative approaches in researching migrants' careers. The seven articles, written by interdisciplinary authorial teams (sometimes working in different occupational sectors) contribute to our understandings of these pressing concerns.     

Callings in career: A typological approach to essential and optional components

A sense of calling in career is supposed to have positive implications for individuals and organizations but current theoretical development is plagued with incongruent conceptualizations of what does or does not constitute a calling. The present study used cluster analysis to identify essential and optional components of a presence of calling among 407 German undergraduate students from different majors. Three types of calling merged: “negative career self-centered”, “pro-social religious”, and “positive varied work orientation”. All types could be described as vocational identity achieved (high commitment/high self-exploration), high in career confidence and career engagement. Not defining characteristics were centrality of work or religion, endorsement of specific work values, or positivity of core self-evaluations. The results suggest that callings entail intense self-exploration and might be beneficial because they correspond with identity achievement and promote career confidence and engagement while not necessarily having pro-social orientations. Suggestions for future research, theory and practice are suggested.