从王继先看宋医官与政治的关系

生活在南宋高宗建炎时期的王继先,由于精湛的医术和在朝廷中的尊贵地位,而声名显赫、盛极一时。王继先作为宫中御医,却在政治仕途上平步青云,并且在相当长的时期内权倾朝野,与权臣秦桧、宦官张去为共同构成三足鼎立的形势左右南宋政局。结合王继先的生平,对其与南宋政治的关系加以阐述。     

Executive career management: Switching organizations and the boundaryless career

There has been little research examining executives who change jobs by specifically following these individuals both before and after their employer changes. By incorporating research on the boundaryless career [Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press; Sullivan, S. E., & Arthur, M. B. (2006). The evolution of the boundaryless career concept: Examining physical and psychological mobility. Journal of Vocational Behavior, 69, 19-29] and applying Frank’s theory of relative standing (1985), this study examined factors that may cause executives to change jobs in the context of managing their careers. Our findings revealed that factors, such as age and compensation, were related to the likelihood of job movements as well as declining organizational health. Post-hoc analyses also indicated that executive job-changers received significantly greater increases in total compensation and were more likely to receive increases in organizational status.     

Career And Relationship Satisfaction Among Female Faculty in Marriage and Family Therapy Programs

This study explored career and relationship satisfaction of women faculty in accredited marital and family therapy (MFT) programs. Faculty were more satisfied with teaching duties than research or service duties and more satisfied with service than research duties. A backwards multiple regression procedure showed that the combined variables of psychosocial mentoring functions, expanded service duties, and having received an award for research or service were associated with greater levels of career satisfaction while career mentoring functions were associated with reduced levels of career satisfaction. Implications and suggestions for improving the academic climate are presented for institutions, MFT programs, the American Association for Marriage and Family Therapy (AAMFT), and the Commission on Accreditation for Marriage and Family Therapy Education (COAMFTE).     

Who Are the Next Generation of Genetic Counselors? A Survey of Students

Genetic counseling students were surveyed about their backgrounds, application process to genetic counseling programs, and career motivations and plans. Program directors from 27 accredited programs were asked to distribute 362 surveys to students. Fifty-two survey items assess demographics; sources of support for pursuing a genetic counseling career (information about genetic counseling, encouragement/discouragement from others); career motivations (reasons for applying and for becoming a genetic counselor); and career certainty. Two hundred and thirty-five usable surveys were returned (64.9% usable return rate). Most respondents were Caucasian females (mean age = 25.4 years). About 13% identified as ethnic minorities, and about one-third reported family histories of a genetic condition(s). Most respondents learned about the field in classes, and most were strongly encouraged by family and friends to pursue genetic counseling. Reasons rated as most important for becoming a genetic counselor included helping others and intellectual stimulation. Recruitment, training, and research recommendations are given.     

Sisters of the Heart Along the Way: The Power of the Female Mentoring Relationship

Women's mentoring relationships with other women can have powerful effects on professional development and enrich the lives of both mentor and protégée. Women psychology students and early career psychologists are tasked with integrating their personal and professional identities and overcoming gender-related barriers to professional growth and career success. Mentors provide assistance negotiating these and other challenges to the junior professional's development. The author shares her experience as a woman student and early career psychologist in the context of her relationship with her woman mentor. She discusses her reconciliation of stereotyped beliefs about being a woman and a professional psychologist; processes significantly influenced by powerful characteristics of her mentoring relationship such as supportive encouragement, modeling, transparency, and spiritual connectedness. The author then explores the link between the relational qualities in the mentoring relationship and an enhanced overall approach to clinical work with patients. Last, the benefits of women's intimate relationships are discussed, followed by references that explore benefits and challenges, and models and strategies for women mentoring women. The author concludes that as a sister of the heart relationship, the mentoring bond between women can be a healing and empowering attachment.     

Story telling: crafting identities

ABSTRACT

Career guidance clients are seeking to craft new identities that better position them in their careers. The focus of the present article is on narrative career counselling's potential contribution in providing a meaningful and useful experience for career guidance clients. To illustrate the potential of narrative career counselling, the story telling approach is offered as an example to illustrate how identity can be crafted in contextually and culturally sensitive ways.     

Career Intervention Considerations for Unwed Young Black Mothers in the United States

Teen pregnancy among unwed young Black mothers is still an issue of concern in the United States. Black teen mothers face educational, economic, and career/vocational challenges. This article discusses integrating Gottfredson's (1981) career theory and the Outline for Cultural Formulation ( American Psychiatric Association, 1994 ) in career development counseling with young Black mothers.     

Male Veterans' Perceptions of Midlife Career Transition and Life Satisfaction: A Study of Military Men Transitioning to the Teaching Profession

Members of Troops to Teachers (N = 102 male veterans) were surveyed regarding their career transition experiences and life satisfaction. Primary themes related to career transition included preparation for transition, investment vs. sacrifice, and rewards of new career. Primary themes related to life satisfaction included helping and serving others, accomplishment, and contentment vs. struggle.     

College Students' Judgments and Perceptions of Persons with AIDS From Different Risk Groups

In this analog study, 104 female and 75 male undergraduate students in the United States read 1 of 8 vignettes that described a person who had just received positive HIV antigen results. The vignettes were identical except for the sex of the person described and his or her risk-group membership (gay, heterosexual, injection-drug user, or hemophiliac). After reading the vignette, the participants completed questionnaires assessing (a) responsibility, blame, and personality characteristics of the person described in the vignette; and (b) their own homophobia and knowledge about AIDS. Results revealed that homophobia was a significant covariate that affected participants' perceptions of the person in the vignette. with homophobia as a covariate, the hemophiliac was judged the least harshly, followed by the heterosexual person, the gay person, and the injection-drug user. No gender differences were revealed. The injection-drug user was evaluated the most negatively on the personality characteristics; the other 3 groups were rated similarly. Analyses without homophobia as a covariate revealed significant gender differences, suggesting that prior research findings of gender differences on perceptions of persons with AIDS may be attributable more to differential levels of homophobia than to gender of the rater.     

Searching for the Self: An Identity Control Theory Approach to Triggers of Occupational Exploration

Identity control theory researchers have found evidence for two processes of identity development (identity defense and identity change) and have theorized a third process (identity exploration). College students (N = 123) self-rated as high or low in occupational identity certainty and importance received self-discrepant feedback to induce identity disturbance, and dependent measures of identity defense, identity change, and identity exploration were obtained. As predicted, high certainty about identity standards led to identity defense, while low certainty led to identity change. Although an interaction between certainty and importance was hypothesized to predict identity exploration, results showed that the two operated independently. Low certainty predicted exploration of additional occupational areas, whereas high importance predicted exploration of self, environment, and additional occupational areas.