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Analyzing Factors Influencing College Athletes’ Career Actions Using Social Cognitive Career Self-Management Model 运用社会认知职业自我管理模型分析大学生运动员职业行为的影响因素
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-11-22 DOI: 10.1177/08948453221141441
Chun-Chen Chan
This study examines the career actions of college athletes and factors influencing the process by integrating the concept of goal setting in a social cognitive career self-management model. The author used a questionnaire survey to collect data. In total, 675 valid questionnaires were returned. The data obtained were statistically analyzed using structural equation modeling. The results show that our career action model for college athletes has an acceptable fit with the sample data. The results reveal that career self-efficacy, outcome expectations, career goals, career barriers, and goal adjustment are keys in college athletes’ career actions. The findings can serve as a reference to develop career counseling strategies for college athletes. This study not only expands the scope of research on career development counseling for athletes, but also increases the applicability and explanatory power of CSM theory.
本研究采用社会认知职业生涯自我管理模型,整合目标设定概念,探讨大学生运动员职业生涯行为及其影响因素。作者采用问卷调查的方式收集数据。共回收有效问卷675份。所得数据采用结构方程模型进行统计分析。结果表明,本文建立的大学生运动员职业行为模型与样本数据拟合较好。结果表明,职业自我效能感、结果期望、职业目标、职业障碍和目标调整是影响大学生运动员职业行为的关键因素。研究结果可为高校运动员职业生涯咨询策略的制定提供参考。本研究不仅拓展了运动员职业发展咨询的研究范围,而且增加了CSM理论的适用性和解释力。
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引用次数: 0
“It Felt Like a Little Community”: Supporting Rural Appalachian College Students “感觉像一个小社区”:支持阿巴拉契亚农村大学生
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-11-10 DOI: 10.1177/08948453221139273
Melinda M. Gibbons, L. Cain, Henrietta S. Gantt, Kertesha B. Riley, Covington Hanley, E. Hardin, Timara McCollum
Students from rural Appalachian regions often face increased career development barriers within university spaces. As part of an NSF-funded program, we provided diverse, structured supports for a group of STEM majors from rural Appalachian backgrounds. We utilized narrative inquiry to interview 10 Program participants, which allowed us to explore which supports they described as impactful, including graduate student mentors, their fellow program peers, program coordinators, campus supports, and other various campus faculty. Participants further described being impacted in a variety of ways: as an individual person, in their research pursuits, in their future plans, academically, and financially through the program’s scholarship. Specifically, they described strategies for success and the importance of belonging as impactful. Implications for future college support programming and for how to best support the career development of rural Appalachian college students, along with suggestions for future research needs and limitations to the research, are provided.
来自阿巴拉契亚农村地区的学生在大学里往往面临着越来越多的职业发展障碍。作为nsf资助项目的一部分,我们为一群来自阿巴拉契亚农村的STEM专业学生提供了多样化、结构化的支持。我们利用叙述性调查采访了10名项目参与者,这使我们能够探索他们认为哪些支持是有影响力的,包括研究生导师、他们的项目同伴、项目协调员、校园支持和其他各种校园教师。参与者进一步描述了他们在各个方面受到的影响:作为个人,在他们的研究追求中,在他们的未来计划中,在学术上,以及通过项目奖学金获得的经济上。具体来说,他们将成功的策略和归属感的重要性描述为有影响力的。对未来的大学支持规划和如何最好地支持农村阿巴拉契亚大学生的职业发展提供了启示,以及对未来研究需求和研究局限性的建议。
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引用次数: 0
Does Burnout Decrease With Teacher Professional Identity Among Teachers in China? 中国教师职业倦怠是否随教师职业认同而减少?
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-11-08 DOI: 10.1177/08948453221138937
Xinwei Li, Weilong Xiao, Changkang Sun, Weijian Li, Binghai Sun
In China, burnout is common among kindergarten, primary, and secondary school teachers. Previous studies have demonstrated that professional identity positively affects the prevention of burnout among teachers. However, studies on the mediating mechanisms behind and the moderating factors affecting this relationship remain scarce. In this study, the mediating role of work engagement as well as the moderating roles of self-efficacy and perceived organizational support in these relationships was examined. A total of 3,147 kindergarten, primary, and secondary school teachers completed self-reported questionnaires. SPSS 21.0 was used to conduct data analyses, and ordinary least square (OLS) regression was used to conduct mediation and moderation analyses. Results found that the relationship between teacher professional identity and burnout was partially mediated by work engagement. Through work engagement, teacher professional identity had the biggest predictive effects on burnout when the scores for self-efficacy and perceived organizational support were high. Implications for preventing burnout among teachers in the future were provided.
在中国,幼儿园、小学和中学教师普遍存在职业倦怠现象。已有研究表明,职业认同对教师职业倦怠的预防具有正向影响。然而,对这种关系的中介机制和调节因素的研究仍然很少。本研究考察了工作投入的中介作用以及自我效能感和组织支持感在这些关系中的调节作用。共有3147名幼儿园、小学和中学教师完成了自我报告问卷。采用SPSS 21.0进行数据分析,采用普通最小二乘(OLS)回归进行中介和调节分析。结果发现,工作投入在教师职业认同与职业倦怠的关系中起部分中介作用。当自我效能感和组织支持感得分较高时,教师职业认同通过工作投入对职业倦怠的预测作用最大。为今后预防教师职业倦怠提供启示。
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引用次数: 3
Job-Search Behaviors During Involuntary Unemployment: A Social Cognitive Approach 非自愿失业中的求职行为:一种社会认知方法
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-11-08 DOI: 10.1177/08948453221138927
M. Omori, N. Aizawa, Yoko Yamazaki
Job-searching following involuntary job loss is critical. However, as lifetime employment is a defining characteristic in Japan, few empirical studies have examined job-search behaviors after involuntary job loss. To fill this gap in the literature, a survey of 400 unemployed individuals explored the relationship between job-search behaviors and life satisfaction, including investigating self-efficacy, support, work volition, and dispositional optimism. Path analyses found that life satisfaction was predicted by optimism, job-search self-efficacy, and work volition, while job-search behaviors were facilitated by support and self-efficacy. No significant associations were found between job-search behaviors and life satisfaction. Results suggest that job-search interventions attempting to improve an individual’s optimism, feelings that the job search will be successful, and perceived support can facilitate job-search behaviors.
在非自愿失业后找工作至关重要。然而,由于终身雇佣是日本的一个决定性特征,很少有实证研究对非自愿失业后的求职行为进行调查。为了填补这一文献空白,一项针对400名失业人员的调查探讨了求职行为与生活满意度之间的关系,包括调查自我效能感、支持、工作意愿和性格乐观。通径分析发现,乐观、求职自我效能感和工作意愿对生活满意度有预测作用,支持和自我效能感对求职行为有促进作用。求职行为与生活满意度之间无显著关联。结果表明,试图改善个人乐观情绪、求职成功感觉和感知支持的求职干预措施可以促进求职行为。
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引用次数: 0
The Five-Factor Career Adapt-Abilities Scale’s Predictive and Incremental Validity With Work-Related and Life Outcomes 五因子职业适应能力量表对工作和生活结果的预测效度和增量效度
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-11-04 DOI: 10.1177/08948453221138301
Frederick T. L. Leong, Danielle M. Gardner, Christopher D. Nye, Joshua J. Prasad
Career adaptability, often measured using the Career Adapt-Abilities Scale (CAAS), has been conceptualized as consisting of four factors (Concern, Control, Curiosity, and Confidence). However, recent research has produced evidence in support of the inclusion of a fifth factor, Cooperation. The following pair of studies intends to extend the aforementioned work, to examine how the CAAS-5 predicts a number of work and life-relevant outcomes. Results show that the CAAS-5 is uniquely predictive of a number of outcomes over and above theoretically related constructs in both a sample of students with work experience and working adults. Additionally, using a bifactor model, results suggest that many outcomes are best predicted by a unique subset of the CAAS-5 dimensions. The combination of such results provides evidence for the validity and utility of the CAAS-5 for career interventions, and we therefore suggest that future research on career adaptability explore the five-factor structure further.
职业适应性通常使用职业适应能力量表(CAAS)来测量,它被定义为由四个因素(关注、控制、好奇心和信心)组成。然而,最近的研究提供了证据,支持纳入第五个因素,合作。以下两项研究打算扩展上述工作,以检验CAAS-5如何预测一些与工作和生活相关的结果。结果表明,CAAS-5在有工作经验的学生和有工作的成年人的样本中,对许多结果的预测都超过了理论相关的构式。此外,使用双因子模型,结果表明,许多结果可以通过CAAS-5维度的一个独特子集来最好地预测。综上所述,这些结果为CAAS-5职业适应性干预的有效性和实用性提供了证据,因此,我们建议未来的职业适应性研究进一步探索五因素结构。
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引用次数: 0
Linking Career Adaptability to Entrepreneurial Burnout: A Moderated Mediation Model 职业适应与职业倦怠:一个有调节的中介模型
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-10-20 DOI: 10.1177/08948453221124888
Haiyuan Zhao, Q. Weng, Junyi Li, Wenyang Gao
Based on career construction theory and person-environment fit theory, this study developed a theoretical model linking career adaptability to entrepreneurial burnout. A three-wave data collected from 319 owner-manager entrepreneurs showed that career adaptability was positively associated with person-entrepreneurship fit, which negatively related to subsequent entrepreneurial burnout. Moreover, we found that the indirect effect of career adaptability on entrepreneurial burnout was stronger for entrepreneurs with higher (versus low) entrepreneurial role model exposure. By integrating entrepreneurship and career construction literature, this study shows whether, how, and when career adaptability leads to low subsequent entrepreneurial burnout.
本研究基于职业建构理论和人-环境契合理论,构建了职业适应性与创业倦怠的关联理论模型。对319名业主经理型企业家的三波数据分析表明,职业适应性与个人创业契合度呈正相关,个人创业契合度与随后的创业倦怠负相关。此外,我们发现职业适应性对创业倦怠的间接影响在创业榜样暴露程度高(相对于低)的企业家中更强。本研究通过整合创业与职业建设的相关文献,探讨职业适应性是否、如何以及何时导致较低的后续创业倦怠。
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引用次数: 1
Decent Work and Turnover Intentions Among Chinese Millennials: A Longitudinal Study 中国千禧一代体面工作与离职意向:一项纵向研究
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-10-15 DOI: 10.1177/08948453221133831
Wei Wan, Ryan D. Duffy
Turnover among millennial employees is frequent and is more common when work is not considered decent. Nevertheless, the potential reasons for why decent work attainment links with millennials’ turnover intentions deserves further exploration. Grounded in the psychology of working theory and social exchange theory, the current research explored the roles of overall well-being and perceived career opportunity in the relation between decent work and turnover intentions. Through an analysis of three-wave data obtained from 327 millennials in China, we found that decent work was indirectly related to turnover intentions via overall well-being, and that perceived career opportunity served as an important moderator in this relation. The results suggest that millennials who perceive their work as indecent may have greater turnover intentions in part because they are less satisfied with their lives. This relation is even stronger when they perceive few career opportunities in their current job.
千禧一代员工的离职很频繁,在工作不体面的情况下更常见。然而,体面的工作成就与千禧一代离职意向之间存在关联的潜在原因值得进一步探讨。本研究以工作心理学理论和社会交换理论为基础,探讨了整体幸福感和感知职业机会在体面工作与离职意向关系中的作用。通过对327名中国千禧一代的三波数据的分析,我们发现体面工作通过整体幸福感与离职意向间接相关,而感知职业机会在这一关系中起着重要的调节作用。研究结果表明,认为自己的工作不体面的千禧一代可能有更大的离职意愿,部分原因是他们对自己的生活不太满意。当他们认为在目前的工作中几乎没有职业发展机会时,这种关系就会更加强烈。
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引用次数: 5
Facing Change With Stability: The Dynamics of Occupational Career Trajectories 以稳定面对变化:职业生涯轨迹的动态
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-10-14 DOI: 10.1177/08948453221133123
Guri Medici, Ivana Igic, G. Grote, A. Hirschi
In today’s dynamic work environments, individuals must manage their careers. Although research suggests that many individuals change jobs and organizations more frequently, they often pursue their careers within one occupation still. The current study addresses how such seemingly stable careers unfold in the face of societal, economic, and technological changes and explores the proactive and reactive strategies individuals use to sustain occupational stability throughout their careers. Applying qualitative content analysis to 32 semi-structured interviews, we revealed eight major strategies underlying the process of occupational stability maintenance. We discuss the identified strategies using control theory and job crafting as theoretical lenses and introduce the concept of occupational crafting for understanding stability maintenance in vocational careers. The study highlights occupations as meaningful reference points in contemporary careers and illustrates how proactive and reactive strategies lead to occupational stability.
在当今充满活力的工作环境中,个人必须管理自己的职业生涯。尽管研究表明,许多人更频繁地更换工作和组织,但他们往往仍然在一个行业中追求自己的职业生涯。当前的研究探讨了这些看似稳定的职业在面对社会、经济和技术变革时是如何展开的,并探讨了个人在整个职业生涯中用来维持职业稳定的主动和被动策略。通过对32个半结构化访谈的定性内容分析,我们揭示了职业稳定维持过程中的八种主要策略。本文以控制理论和工作加工为理论视角,讨论了这些策略,并引入了职业加工的概念,以理解职业生涯中的稳定性维持。该研究强调了职业作为当代职业中有意义的参考点,并说明了主动和被动策略如何导致职业稳定性。
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引用次数: 0
Role of Family Acculturation Stress in Career Development Among Adolescents From Multicultural Families in Korea 家庭文化适应压力在韩国多元文化家庭青少年职业发展中的作用
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-10-03 DOI: 10.1177/08948453221131362
Duckhyun Jo, Sungbum Woo, Eunjoo Yang
Career indecision is a substantial challenge for multicultural adolescents in South Korea. This study investigated the role of acculturation stress in adolescents and their parents in multicultural families on career decisions in South Korea. Perceived career barriers by adolescents and career-related behaviors of their parents were included as mediators. Using national panel data from 1695 cases longitudinally collected over the 3 years, the mediation analysis was conducted. The results showed that acculturation stress experienced by both adolescents and parents negatively predicted the adolescents’ career decisions. In addition, a sequential mediation effect of parental career-related behaviors and adolescents’ career barriers was found in the relationship between parental acculturation stress and adolescents’ career decisions. These results highlight the importance of acculturative stress experienced by families, and not just by individuals, in understanding the career development of multicultural adolescents. The implications of this study’s findings are discussed.
职业优柔寡断是韩国多元文化青少年面临的一个重大挑战。本研究旨在探讨多元文化家庭中青少年及其父母的文化适应压力对韩国职业决策的影响。青少年的职业障碍知觉和父母的职业相关行为作为中介因素。利用3年纵向收集的1695例全国面板数据,进行中介分析。结果表明,青少年和父母的文化适应压力对青少年的职业决策有负向的预测作用。此外,父母职业相关行为和青少年职业障碍在父母文化适应压力与青少年职业决策的关系中存在序向中介效应。这些结果强调了家庭所经历的异文化压力在理解多元文化青少年职业发展中的重要性,而不仅仅是个人。讨论了本研究结果的含义。
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引用次数: 0
Evaluating the Decent Work Scale Measurement Model in Zimbabwe 评估津巴布韦体面劳动量表测量模型
IF 2.9 3区 心理学 Q2 PSYCHOLOGY, APPLIED Pub Date : 2022-10-02 DOI: 10.1177/08948453221120961
Hamfrey Sanhokwe, Sylvester Takawira
The Decent Work Agenda recognises the role of work and work-related contexts in giving meaning, fulfilment, opportunities for development and growth to the employed and those who aspire to work. The Decent Work Scale (DWS) is a commonly referenced measure to appreciate the experience of decent work in organizations. Limited research has examined the quality of the DWS measurement model in the developing countries, especially in sub-Saharan Africa. This study examined the factor structure of the DWS using bifactor modelling. The study also conducted invariance tests using multi-group confirmatory factor analysis. Last, the study evaluated the predictive validity of the decent work construct using covariance-based structural equation modelling. A probability sample from a large manufacturing firm in Zimbabwe informed the analysis. Bifactor analysis suggested the presence of a strong underlying general factor for DWS. The measure was invariant across gender groups. Decent work had significant, positive relationships with organisational learning and work engagement.
《体面工作议程》承认工作和与工作相关的环境在赋予就业人员和渴望工作的人意义、成就感、发展和成长机会方面的作用。体面工作量表(DWS)是一种常用的衡量组织中体面工作经验的标准。有限的研究检查了发展中国家,特别是撒哈拉以南非洲国家的DWS测量模型的质量。本研究使用双因子模型检验了DWS的因子结构。本研究亦采用多组验证性因子分析进行不变性检验。最后,利用基于协方差的结构方程模型对体面劳动结构的预测效度进行了评估。来自津巴布韦一家大型制造公司的概率样本为分析提供了依据。双因素分析表明,存在一个强大的潜在的一般因素的DWS。该指标在不同性别群体中是不变的。体面的工作与组织学习和工作投入有显著的正相关关系。
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引用次数: 1
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Journal of Career Development
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