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.     

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.     

工作使命感:一个正在复苏的研究课题

将工作看成是使命(view work as calling)一直被人类社会文化所倡导。近年来,使命感成为西方学术界的研究热点。西方学者围绕使命感的概念内涵、测量以及对在职人员的主观幸福感、工作态度与行为的影响进行了大量研究。使命感的未来研究议题应当在:探讨使命感的来源;从正面和负面继续探讨使命感的影响效果;考察使命感的前因变量。关于研究方式方法,未来研究应当:强化理论导向、强化纵向和跨层次研究、开展本土化研究。     

未来工作自我:概念、测量及其相关研究

未来工作自我是一个未来导向概念,反映的是个体关于工作希望和抱负的未来形象的表征,是可能自我在工作领域的应用,为理解人们的主动职业行为提供了新视角。未来工作自我具有清晰度和详细度两个属性,并与职业可能自我存在区别。目前,研究证实:自尊、主动性人格和职业探索能够预测未来工作自我;未来工作自我又会影响主动职业行为、求职结果、创造力和工作绩效。未来研究可以关注:未来工作自我的弹性和易得性、认知的预测作用、情感的中介作用、领导风格的调节作用以及干预研究。     

Professionalism in career guidance and counselling – how professional do trainee career practitioners feel at the end of a postgraduate programme of study?

This paper explores the extent to which students on a vocational postgraduate programme identify with characteristics and competences that define a professional career guidance and counselling practitioner. Literature suggests professionalism in careers work is characterised by a focus on the needs of the client with the practitioner in a facilitative role. Competences are often couched in developmental terms, with practitioners moving from inexperienced to experienced. Students identified the most valued characteristics as adherence to professional values and ethical standards with an emphasis on person-centred practice. They recognised that competence was a developmental process, characterising themselves as at an early stage on completion of their course. Supporting the client took precedence over issues such as advocating for the profession, supporting employers and social responsibility. Generally, students saw completing a programme of study either as a beginning to a process of development of professionalism or as part of their professional development.     

The Olympic Games as a career change-event: Israeli athletes' and coaches' perceptions of London 2012

ObjectivesThis study used the Scheme of Change for Sport Psychology Practice (SCSPP; Samuel & Tenenbaum, 2011a) to examine athletes' and coaches' personal characteristics, perceptions of, coping with, and perceived outcome of the London 2012 Olympic Games (OGs). We also contrasted several sub-groups (e.g., Olympic and Paralympic athletes) in certain variables, and examined the decision-making and support systems involved in the OGs change process.Design and methodsA cross-sectional and retrospective design was used. Israeli Olympic and Paralympic athletes and coaches (N = 61) completed measures of change-event experiences (Samuel & Tenenbaum, 2011b) and athletic/coaching identity (AI/CI; Brewer & Cornelius, 2001) two years after the London 2012 OGs.ResultsOlympic athletes trained more, and had higher motivation and AI than Paralympic athletes. The OGs were perceived as a significant and positive change-event in the participants' careers. AI/CI was associated with the perceived significance of the OGs. At the time of Olympic qualification, the participants tended either to ignore this change-event or cope with it independently. Most participants reported making a decision to change related to adjustment and coping. Professional support was mainly available prior to and during the OGs. During this experience the participants did not consider using sport psychology services, but retrospectively, valued the usefulness of this support. Athletes' motivation after the OGs was predicted from their satisfaction of coping, and their perceived outcome of this change-event was predicted from their satisfaction of competition results.ConclusionsPsychological support must be provided as part of the Olympic cycle, especially in promoting a decision to change. Maintaining realistic expectations may be critical for facilitating a positive perception of this change-event.     

聋人大学生心理控制源对求职行为的影响：职业成熟度的中介作用

采用中国大学生控制源测量问卷、职业成熟度量表和高校应届毕业生求职调查问卷对重庆、北京、吉林、天津4地4所高校的386名聋人大学生进行调查,旨在探讨聋人大学生心理控制源、职业成熟度与求职行为的关系,揭示职业成熟度在心理控制源与求职行为之间的中介作用机制。结果发现：（1）内控对职业成熟度和求职行为均具有显著的正向预测作用。（2）职业成熟度在内控与求职行为之间起部分中介作用。（3）职业成熟度在外控对求职行为的影响中起着“遮掩效应”。     

Gottfredson的职业抱负发展理论简介与研究评述

戈特弗雷德森（L.S.Gottfredson）的职业发展理论是有关职业抱负的内容及其发展的理论。该理论从职业类型、社会地位和性别类型3个维度对职业抱负的发展进行了论述,并提出了职业抱负的发展阶段论和决策过程中的妥协论。该文首先对戈特弗雷德森的职业抱负的发展理论做了简要介绍,然后从职业抱负的范围限定和妥协过程两个方面对已有的有关研究进行了回顾,并提出了已有研究中存在的问题和不足,最后论述了职业抱负发展理论在学校职业辅导中的应用     

硕士研究生择业心理探析及干预对策

当前硕士研究生就业问题受到重视,其择业心理也开始得到关注。本文通过访谈调查部分硕士研究生的择业心理,首先分析了硕士生择业良好心态的原因,然后重点探讨了硕士生存在的八种不良的择业心态及其产生的深层次背景,最后针对不良择业心态提出了建立以个人、学校、家庭、社会相结合的支持系统的干预措施。     

员工职业生涯自我管理的研究进展

随着经济全球化进程的加快和后工业社会的到来,组织不得不越来越频繁地进行各种变革,这对企业员工的职业发展提出了严峻的挑战。在这种形势下,企业员工应当积极地采取各种有效的行为策略,以此加强对职业生涯的自我管理,消除职业发展中的阻滞状态,从而实现自己预期的职业目标。