Influence of Proactive Personality on Career Self‐Efficacy

This study examined the relationship between proactive personality and career decision‐making self‐efficacy. In Study 1, the authors validated the Proactive Personality Scale–Korean Short Form, using the Rasch model with 315 participants, and found that fit statistics, point‐measure correlations, and item difficulty estimates satisfy the construct validity criterion. In Study 2, the authors administered the Proactive Personality Scale, Career Decision‐Making Self‐Efficacy Scale, and Career Search Self‐Efficacy Scale to 296 freshman and sophomore college students. Hierarchical regression analyses showed that proactive personality scores explain additional variance in both career decision‐making self‐efficacy and career search self‐efficacy scores. Implications for theory and practice are discussed.     

Identifying the Career-Interest Profiles of Junior-High-School Students Through Latent Profile Analysis

Exploring the career-interest profiles of students has both practical and theoretical significance; however, a minimal amount of research has been conducted to address this issue. The present study combined latent profile analysis and differentiation values to investigate the career-interest profiles of 13,853 junior-high-school students. The results indicate that while the students’ interests could be stratified into 25 profiles, 44.6% of students could be classified the as having low-differentiation profiles (such as like or dislike all types of vocational activities) and 24.9% of students could be classified the as having the artistic-social (like both artistic and social types of activities) profile. In addition, the proportions of females and males differed significantly among the profiles, but different grades did not. The proportion of males was higher for all three low-differentiation groups than of female proportions. Implications for career practices and future research are proposed.     

Understanding the ‘blind spot’ when children move from foster care into adoption‡

Current social work practice in the UK dictates that when children move from foster care into adoption, the transition takes place within 7 and 14 days, and usually there is no contact between the child and their former carer for several months after the move, if at all. Very little attention or research has been aimed at understanding the rationale for these procedures, or their impact on the children. Joining forces with social work colleagues in a Looked After Children’s team, two child psychotherapists carried out a piece of qualitative research to look at these moves in more detail, and try to tease out how and why these key decisions are made. Analysing data from interviews with foster carers, adopters and social workers, the researchers found that the emotional experience of the child, particularly their experience of losing their foster carer, loses centre stage in people’s minds during this transition, leading to what is described as a ‘blind spot’ across the network. A significant reason for this emerged, in that the children tended to be very compliant both during and after the move and lacking in any obvious distress at losing their former carers, despite having previously been described as passionately attached to them. The research showed that adults across the network, all struggling with intense anxieties of their own, tended to interpret this as evidence that the children were ‘fine’ rather than questioning what might be going on at a deeper level. These research findings are explored in the light of a knowledge base accumulated from a working understanding of attachment and loss in early childhood, and of the psychoanalytical phenomena of individual and organisational defences against loss. Implications for future practice are suggested.     

Magnetic properties of Mn-doped armchair ZnO nanotubes: a Monte Carlo study

The magnetic properties of a Mn-doped armchair ZnO nanotube have been studied using Monte Carlo simulation. The variation of zero-field-cooled and field-cooled magnetisation with reduced temperatures for different values of the dilution x (where x is the Mn concentration: Zn_1?xMn_xO) are given. The freezing temperatures and magnetisation vs. crystal field are calculated for different dilutions x. Finally, the hysteresis loops for different dilutions and temperatures are given for a fixed reduced temperature and crystal field. Superparamagnetic behaviour is observed for small values of x and low temperatures.     

Good looks and good practice: the attitudes of career practitioners to attractiveness and appearance

Empirical evidence attests the impact that career image has on objective career success, yet little is known of how career practitioners conceptualise and operationalise this information. This article presents the quantitative findings of an online survey of career practitioners (n?=?399, 74% female, 89% white and 75% from the U.K.) exploring their attitudes and practices towards issues of appearance and attractiveness. Career practitioners who participated in this survey acknowledged that beauty, self-presentation and interpersonal skills influence career success, and 96% of them considered conversations about career image as part of their professional remit. The career practitioners felt relatively comfortable and well informed in their discussions in this arena, but would welcome further guidance and training to inform their practice. Ethical and practical implications for the profession are considered.     

虚假医药广告问题与对策

夸大其词、耸人听闻的虚假广告给人民群众造成了巨大的身心伤害,对社会的侵害与污染极为严重。这些非法广告之所以存在,一方面是相关法律法规制定不完善和执行不严格,一方面是医药卫生领域和广告传媒领域职业道德的缺失。医药信息关系群众的生命安全,所以清除带有虚假成分的医药广告刻不容缓。     

员工自我调节学习影响因素之研究

通过问卷研究法,研究了影响企业员工自我调节学习的个体因素,包括人口统计学变量、自我效能、成就动机、成败归因、目标定向、职业生涯规划和工作特征。先通过对6家企业的208名被试的研究,确立了研究所使用的相关问卷的项目和信度、效度。然后再通过对11家企业所搜集的603份有效问卷进行分析,结果表明：单位的性质、行业、地域及员工的年龄、工龄、职业生涯规划、自我效能、对员工的自我调节学习有积极的影响。     

工作中心度的作用及其与领导行为的关系研究

本研究在理论分析的基础上,探讨了工作中心度对职业生涯规划的作用,并进一步分析了以工作中心度为因变变量(contingent variable)的领导行为的有效性。通过问卷调查法对233位企业员工进行测量。结果发现:工作中心度高的员工对于他们的职业生涯会有更好的规划;应根据员工不同程度的工作中心度采取不同的领导行为,后者有利于员工更好地规划自己的职业生涯。     

Mismatch of vocational graduates: What penalty on French labour market?

This study explores individual effects of educational mismatch on wages, job satisfaction and on-the-job-search on French labour market. We distinguish between horizontal matches (job matches with field of studies) and vertical matches (job matches the level of qualification) on the one hand and skills matches (worker's assessment) on the other hand. We use data from the French survey “Generation 98,” conducted among a sample of 22780 young vocational graduates asked about their employment situation 3 years after leaving school. We show that whatever the criterion chosen, there is a minority of matched situations. We find that situations of vertical mismatch and skill mismatch have strong negative effects on wages, while situations of horizontal mismatch have not. However, horizontal mismatch increases both job dissatisfaction and the desire to find another job, even if their job is qualified, permanent and reasonably well paid. Implications for the evaluation of vocational training programs are discussed.     

大学生可就业能力与主客观就业绩效：线性与倒U型关系

文献中关于大学生可就业能力与就业绩效的关系存在争议, 本研究认为需要根据不同的就业绩效和具体的调节变量来深入分析二者之间的关系。研究1, 基于预备性研究, 来自全国不同地区10所大学1190份问卷的因素分析结果表明, 我国大学生可就业能力包括8个因素：职业认同、乐观开朗、人际关系、团队合作、学习能力、问题解决、社会支持、网络差异; 问卷具有良好的信效度。研究2, 采用他评、前后间隔2周的问卷调查方法, 获得不同地区高校530份有效匹配问卷, 层次回归分析结果表明, 大学生可就业能力与主观就业绩效呈显著正相关的线性关系, 但与录用通知书(客观就业绩效)呈显著的倒U型关系; 职业探索在可就业能力与录用通知书的倒U型关系中起调节作用：在职业探索高水平下二者呈倒U型关系, 而在职业探索低水平下二者没有显著关系; 生源地在可就业能力与主观就业绩效、录用通知书的关系中起显著的调节作用：农村大学生可就业能力与主观就业绩效呈显著正相关, 而城市大学生二者相关不显著; 城市大学生可就业能力与录用通知书呈显著的倒U型关系, 而农村大学生二者关系不显著。这为未来探究可就业能力的价值实现机制有重要启发。