Une comparaison des apports des modèles de la construction de la carrière et de la construction de soi au life designing counseling

Recent developments in Western societies and transformations in work organizations have made the vocational issues that people face more frequent, complex, and puzzling. With the individualization of the life course, people now more than ever before need to reflect and deliberate as they design their lives. To assist individuals cope with difficult issues in life-designing, counselors have devised a new approach to counselling dialogues that differs from traditional information and guidance interventions. This article briefly presents the theoretical model for life designing counseling and then compares two distinct life-designing intervention approaches. Both of them share the epistemology of social constructivism and concentrate on the client and counselor's co-construction of meaning. Each approach provides a rigorous and systematic foundation for counselling interviews yet they differ in the ways they tackle meaning-making. The major difference is that the first approach presents a highly-structured form of life-designing interview that highlights the counselor's role in reconstructing a client's meanings, identity, and intentions. In contrast, the second approach presents a form of life-designing interview that highlights the client's role in self-construction of meaning, identities, and future prospects.     

文化心理学的跨学科运用——以跨文化传播研究为例

文化心理学是最近二三十年来心理学中发展最快的领域之一,作为一门典型的交叉学科,它有人类学、心理学、传播学等多种学科取向,是一门有胸怀、有气度、能包容的学科。文化心理学与跨文化传播研究诞生在相同的社会历史文化背景中,拥有共同的学科渊源,这种天然的关系决定了跨文化传播研究中运用文化心理学的正当性、必然性。文化心理学的全球化研究视角为跨文化传播研究提供了参照; 文化的观念、文化适应理论、文化敏感性和文化冲突理论等文化心理学的概念和理论为跨文化传播研究提供了理论支撑; 文化心理学还为跨文化传播现象和问题的具体研究提供了分析工具。反之,跨文化传播研究不仅为文化心理学提供了鲜活的案例,还为其理论建构提供了重要资源。     

‘At the level of the word: Nurturing justice in therapeutic conversations’

The issue of social justice and how it unfolds in the lives of persons seeking counselling has been steadily gaining attention in recent times. This development marks a departure from an individualistic perspective that construes problems as functions of personal deficits, thereby overlooking the many social inequities that contribute to the challenges people face. The turn towards social justice manifests primarily in a call for advocacy on behalf of therapy clients. While celebrating these developments, this article suggests that it is not just in interactions outside the consulting room that injustices may be perpetrated. The author invites attention to the ways in which social justice, or the lack thereof, can be understood to unfold within counselling conversations.     

Gender-sensitive training for substance use disorder treatment: Results and implications of a pilot health professionals needs assessment

This study explored mental health practitioner training needs in gender-sensitive substance use disorder (SUD) counselling genderqueer populations. Informants were health professionals in SUD practices and from the Eastern Cape, South Africa (females = 75%; black = 90%, 10% = white, clinical and counselling psychologists = 10%, social workers = 65%, auxiliary health workers = 25%). They completed focus group interviews regarding their needs for gender-sensitive (GS) training in SUD treatment. Thematic analysis of the data indicated training needs in how to deal with their own bias and prejudice beliefs about the genderqueer population. Furthermore, results indicated that they needed training on how to manage the treatment setting once genderqueer clients were integrated in treatment with cisgender clients. Training for SUD treatment and care with genderqueer clients should prioritise gender sensitisation. Health professionals’ need gender equality awareness training for health care equity with the genderqueer community.     

授权型领导的负面效应：理论机制与边界条件

已有研究主要关注授权型领导的正面影响, 然而, 新近的研究表明授权型领导可能也会引发潜在的负面效应。针对此问题, 首先界定了授权型领导的概念及其核心特征。其次, 基于双重任务加工效应、角色理论和内隐领导理论, 阐释了授权型领导负面效应的理论机制, 并进一步分析和总结了授权型领导的有效性在何种条件下能够实现。最后, 提出了授权型领导负面效应未来研究方向的建议。     

身份认同动机：概念、测量与心理效应

身份认同动机（identity motive,简称身份动机）是引导个体进行身份建构、寻求特定的自我概念与自我评价的心理需要,主要包括自尊、效能、连续、意义、独特、归属六种动机。近十年的研究表明,不同的身份动机在身份的建构、维持、防御与改变等过程中协同发挥作用,而且动机的满足可以增强幸福感和心理适应。未来研究应进一步检验动机维度、考察发展规律、开发实验范式、探究神经机制。     

Career adaptability: A meta-analysis of relationships with measures of adaptivity,adapting responses,and adaptation results

Career adaptability, a psychosocial resource for managing career-related tasks, transitions, and traumas, is a central construct in career construction theory and the field of vocational psychology. Based on the career construction model of adaptation, we conducted a meta-analysis to examine relationships of career adaptability with measures of adaptivity, adapting responses, adaptation results, and demographic covariates. Results based on a total of 90 studies show that career adaptability is significantly associated with measures of adaptivity (i.e., cognitive ability, big five traits, self-esteem, core self-evaluations, proactive personality, future orientation, hope, and optimism), adapting responses (i.e., career planning, career exploration, occupational self-efficacy, and career decision-making self-efficacy), adaptation results (i.e., career identity, calling, career/job/school satisfaction, affective organizational commitment, job stress, employability, promotability, turnover intentions, income, engagement, self-reported work performance, entrepreneurial outcomes, life satisfaction, and positive and negative affect), as well as certain demographic characteristics (i.e., age, education). Multiple regression analyses based on meta-analytic correlations demonstrated the incremental predictive validity of career adaptability, above and beyond other individual difference characteristics, for a variety of career, work, and subjective well-being outcomes. Overall, the findings from this meta-analysis support the career construction model of adaptation.     

Profiles of career adaptivity and their relations with adaptability,adapting, and adaptation

Career adaptivity is the first factor in a chain of putative effects posited in the career construction theory (CCT): Adaptivity → Adaptability → Adapting → Adaptation. Hitherto, research on adaptivity has chiefly used variable-centered strategies to investigate the independent effects of adaptivity-related traits on adaptability, adapting, and adaptation averaged over all individuals constituting a sample. The present research, comprising two studies, seeks to extend this work by using person-centered analytic strategies to identify distinct profiles of adaptivity based on combinations of the Big-Five personality dimensions. We also examine the associations of profile membership with adaptability, adapting, and adaptation from the CCT perspective. Latent profile analyses revealed that a comparable 3-profile solution, comprising so-called “adaptive ready”, “ordinary”, and “rigid” adaptivity profiles, fit best in both studies using distinct measures of the Big-Five. Furthermore, across both studies, the latent subgroups were found to differ on levels of adaptability measured using two distinct instruments. Adaptability was highest in the “adaptive ready” subgroup followed by the “ordinary” and “rigid” subgroups, respectively. Finally, Study 2 showed that the adaptivity profiles differed with respect to indices of adapting (viz., organized study behaviors) and adaptation (viz., academic and career-choice satisfaction) in line with expectations from the CCT. The present findings constitute the first evidence showing that career adaptivity can be adequately represented via trait interactions. The findings also add to the empirical literature underpinning the CCT. Furthermore, this research is an informative demonstration of the utility of finite mixture analyses.     

Two sides of the career resources coin: Career adaptability resources and the impostor phenomenon

Considering the impostor phenomenon (IP) as an important psychological construct in the context of career development requires a theoretical grounding. Using the career construction model of adaptation as a guiding framework, we investigated how the IP is related to adaptive readiness (represented by core self-evaluations), career adaptability resources, and adapting responses, namely, career planning, career decision-making difficulties, career exploration, and occupational self-efficacy. We used parallel multiple mediation modeling to investigate specific indirect effects through concern, control, curiosity, confidence, and the IP. We conducted an online study with 289 university students. Results indicated a positive effect of core self-evaluations on career planning, career exploration, and occupational self-efficacy and a negative effect on career decision-making difficulties through adaptability resources. The IP emerged as a “maladaptability” resource: That is, it might be a hindrance to adaptive coping and behavior and consequently promote maladaptive coping and behavior by decreasing career planning and occupational self-efficacy and increasing career decision-making difficulties. Supplementary negative effects of the IP on adaptability resources are discussed.