Career meta-capacities and retention factors of recruitment advertising agencies: An exploratory study

This study aimed to determine the extent to which employees’ career adaptability and employability capacities predicted employee retention factors in the information sector industry. A probability sample of 337 South African recruitment advertising employees participated in the study (females = 65.9%; black Africans = 53.4%, predominantly early career stage (aged > 40 years = 57.9%). The employees responded to surveys on their career adaptability, employability capacities, and job retention considerations. Step-wise hierarchical regression analysis was computed to predict employee retention factors from their career meta-capacities of career adaptability and employability attributes. Results suggest the career meta-capacities to explain 71% of the variance in employee retention factors. Moreover, overall career adaptability (concern, control, curiosity, and cooperation) predict the overall retentions factors of employees. White employees self-reported with higher work retention and career opportunities than employees of other races/ethnicities. Career adaptability and employability capabilities matter for talented employee retention in the information sector industry.     

基于个体优势的工作重塑

发挥优势(using strengths)能让我们感到充实、真实与高效;而重塑工作(crafting job)则使我们的工作充满意义、认同与使命感。整合优势理论、工作重塑、职业成功和呼唤(calling)研究的已有成果,可以发现:(1)基于个体优势的工作重塑(strengths-based job crafting,SJC)是一个新构念,对优势理论与工作重塑研究具有重要的理论贡献与实践价值;(2)SJC能对个人职业成功、呼唤感及组织绩效产生影响;(3)影响SJC的因素包括个人因素、组织因素与社会文化价值取向。未来研究应以实证的方式重点探索中国情境下SJC的测量与影响机制问题。     

认知闭合需要与预期后悔对个体职业决策过程的影响

本研究旨在探讨认知闭合需要(NFCC)与预期后悔(AR)对个体职业决策过程的影响。基于两种预期后悔启动方式,采用2(高NFCC,低NFCC)×2(不启动AR,启动AR)的两因素被试间设计完成了两个单独实验。结果表明:(1)不同NFCC个体的职业决策过程存在显著差异,NFCC高的个体付出的认知努力更少;(2)预期后悔显著影响个体的职业决策过程,启动预期后悔条件下个体表现出更为谨慎的决策过程;(3)预期后悔能有效缓冲高NFCC个体的认知闭合过程。     

Propositional knowledge and know-how

This paper is roughly in two parts. The first deals with whether know-how is constituted by propositional knowledge, as discussed primarily by Gilbert Ryle (1949) The concept of mind. London: Hutchinson, Jason Stanley and Timothy Williamson (2001). Knowing how. Journal of Philosophy, 98, pp. 411–444 as well as Stephen Hetherington (2006). How to know that knowledge-that is knowledge-how. In S. Hetherington (Ed.) Epistemology futures. Oxford: Oxford University Press. The conclusion of this first part is that know-how sometimes does and sometimes does not consist in propositional knowledge. The second part defends an analysis of know-how inspired by Katherine Hawley’ (2003). Success and knowledge-how. American Philosophical Quarterly, 40, pp. 19–31, insightful proposal that know-how requires counterfactual success. I conclude by showing how this analysis helps to explain why know-how sometimes does and sometimes does not consist of propositional knowledge.     

A model of career success: A longitudinal study of emergency physicians

Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men.     

The role of personality in adolescent career planning and exploration: A social cognitive perspective

Social cognitive career theory (SCCT) recognises the importance of individual differences and contextual influences in the career decision-making process. In extending the SCCT choice model, this study tested the role of personality, social supports, and the SCCT variables of self-efficacy, outcome expectations and goals in explaining the career readiness actions of career planning and exploration. The authors surveyed 414 Australian high school students in Years 10, 11 and 12. Career exploration was associated with goals and social supports, whereas career planning was associated with self-efficacy, goals, personality and an interaction term for goals and social support that indicated that levels of planning were highest when social support and goals were highest. Implications for parents, teachers and guidance counsellors as well as recommendations for future research directions are discussed.     

Disruptive decisions to leave home: Gender and family differences in expatriation choices

I developed a theoretical model predicting how gender and family status would influence employee willingness to expatriate, international job search behavior, and expatriation decisions and tested the model in a longitudinal investigation. Australian employees comprising 230 females and 401 males with partners and/or children and 208 female and male childless singles were surveyed three times over three years. Employees who had greater personal agency and less family barriers were more willing to expatriate, to search for international jobs, and to eventually leave their home countries. Having a family restricted females’ ability to transform their willingness to expatriate into an international job search to a greater extent than it did males’. In turn, international job search predicted actual expatriation for a job. Overall, the expatriation interests of women with partners and/or children were least realized (most inhibited) in international job search and subsequent expatriation behavior. The interests of childless single employees were most realized. The study challenges current thinking on women’s willingness to expatriate by demonstrating that women are willing to expatriate, but family factors lead to women being less able to transform their willingness into an international job search than men, subsequently flowing on to women expatriating less for work than men.     

进化心理学地位追求模块的研究述评

地位的等级差别是所有人类社会的普遍现象。人类在进化过程中遇到了一系列与地位有关的适应性问题并进化出了相应的“地位追求”模块。进化心理学的研究表明,社会地位的提升极大地促进了男性的繁殖成功,即地位较高的男性往往能得到更多更年轻美貌的女子。社会地位也影响了个体的认知推理,并引发了多种不同的情绪。另外,有研究发现,人体内的睾丸激素和5一-羟色胺与社会地位存在着某种相关。     

情绪智力及相关变量对职业决策线索加工的影响

以66名应届或往届大学生为被试,运用何小蕾（2004）修订的情绪智力量表和信息板技术探讨了决策时限、选项数量及情绪智力对职业决策过程中线索加工的影响。结果发现：（1）决策时限和选项数量影响职业决策过程中各条线索的平均点击次数和平均加工时间,说明完成信息板任务过程中被试加工线索的策略会因为决策时限和选项数量的变化而发生改变;（2）情绪智力水平对职业决策中的信息搜索模式有显著影响,高情绪智力水平者倾向于采用基于选项的复杂搜索策略;（3）情绪智力的各维度对职业决策中信息加工的平均决策时间、搜索深度和搜索模式具有不同的影响,其中管理情绪、表达情绪对决策时间和搜索深度均有显著影响,理解情绪对决策时间有显著影响,利用情绪对搜索深度和搜索模式有显著影响,而情绪发展对决策时间有显著影响。     

Confidentiality, privacy, and the facilitating role of psychoanalytic organizations

Burgeoning external threats to confidentiality by claims to clinical information create unprecedented challenges for psychoanalysts. Internal threats arise from the use of clinical material for educational, scientific and historical purposes. Traditionally, confidentiality is considered a patient's right and an analyst's obligation; privacy is not usually stated as a professional requirement. Little consideration has been given to the impact of the confidentiality and privacy dilemmas that analysts encounter throughout their careers. There has been no systematic examination of the confidentiality policies of psychoanalytic organizations, nor has their role in facilitating maintenance of patient confidentiality and analysts' privacy been made explicit. The research reported here was undertaken to address these issues and to obtain baseline information about the current confidentiality policies and practices of psychoanalytic organizations in three English-speaking countries (Britain, Canada and the USA). The author discusses survey results in the light of the challenges which arise at each phase of the analytic career. She makes suggestions as to how psychoanalytic organizations can and should facilitate analysts' resolutions of contemporary confidentiality and privacy dilemmas.