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Yu MN, Yang P. Empirical development and verification of career well-being scale for teachers in Taiwan: Implications for workplace counseling. Front Psychol 2022; 13:855286. [PMID: 36591013 PMCID: PMC9794854 DOI: 10.3389/fpsyg.2022.855286] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/15/2022] [Accepted: 07/22/2022] [Indexed: 12/15/2022] Open
Abstract
As it is one decade since the establishment of Kidd's model, an analysis of the career well-being (CWB) experienced by Eastern workers is both timely and necessary. To this end, we conducted a series of logical investigations of CWB in Taiwanese school teachers. Study 1 was conducted to conceptualize the main features of CWB (n = 135), and Study 2 was conducted using exploratory factor analysis to determine the validity of a four-factor measurement structure (n = 191). In Study 3, tests were completed to confirm the factor structure of the CWB (n = 533). Accordingly, we established a theory-based CWB measurement approach, and statistical analysis verified the convergent, divergent, and criterion validity of our CWB measurement model. Exploratory structural equation modeling rather than confirmatory factor analysis is recommended in discussions of CWB theory and practice in educational contexts. However, because our sample solely comprised Taiwanese teachers, our results are not generalizable to other occupations or cultures, even Eastern or Chinese-derived cultures. Implications for both theory and workplace counseling practice are presented.
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Affiliation(s)
- Min-Ning Yu
- Department of Education, National Chengchi University, Taipei City, Taiwan
| | - Peter Yang
- Department of Counseling, National Chiayi University, Chiayi City, Taiwan,*Correspondence: Peter Yang,
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2
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Parmentier M, Pirsoul T, Bouchat P, Nils F. Emotional anticipation of the school‐to‐work transition: A multigroup latent profile analysis. THE CAREER DEVELOPMENT QUARTERLY 2022. [DOI: 10.1002/cdq.12309] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Affiliation(s)
- Michaël Parmentier
- UCLouvain Psychological Sciences Research Institute Louvain‐la‐Neuve Belgium
- Research Center in Vocational Psychology and Career Counseling Institute of Psychology Université de Lausanne Lausanne Switzerland
- Division of Research and Innovation University of Applied Sciences and Arts Western Switzerland Delémont Switzerland
| | - Thomas Pirsoul
- UCLouvain Psychological Sciences Research Institute Louvain‐la‐Neuve Belgium
| | - Pierre Bouchat
- UCLouvain Psychological Sciences Research Institute Louvain‐la‐Neuve Belgium
- Service Public Wallon de l'Emploi et de la Formation Namur Belgium
- Équipe PerSEUS (EA 7312) Université de Lorraine Nancy France
| | - Frédéric Nils
- UCLouvain Psychological Sciences Research Institute Louvain‐la‐Neuve Belgium
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Petruzziello G, Chiesa R, Guglielmi D, van der Heijden BI, de Jong JP, Mariani MG. The development and validation of a multi-dimensional Job Interview Self-efficacy scale. PERSONALITY AND INDIVIDUAL DIFFERENCES 2022. [DOI: 10.1016/j.paid.2021.111221] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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4
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Zito M, Bilucaglia M, Fici A, Gabrielli G, Russo V. Job Assessment Through Bioelectrical Measures: A Neuromanagement Perspective. Front Psychol 2021; 12:673012. [PMID: 34456790 PMCID: PMC8387828 DOI: 10.3389/fpsyg.2021.673012] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/26/2021] [Accepted: 07/14/2021] [Indexed: 11/13/2022] Open
Abstract
During recruitment, human resource departments face two challenges: finding the right people for the job and attracting talent. Therefore, the hiring process requires both the ability to communicate a good company brand image and to understand the characteristics and potential of candidates. In this study, we used a neuroscientific approach to measure the experience of candidates during a job interview. The experiment involved 30 participants that individually took part in a job interview lasting 40 min. During the experiment, their engagement and stress levels were measured in real-time with skin conductance and electroencephalographic (EEG) data. From the results, we identified both the most stressful phases (the second and the fourth parts, relating to the explanation of the job and remuneration) and the most engaging phases (the first and the third phases, relating to the presentation of the company and the explanation of the career process) of the interview, suggesting implications for the assessment process. This study is a contribution to the field of neuromanagement, as a neuroscientific approach was applied to management issues in light of work and organizational psychology.
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Affiliation(s)
- Margherita Zito
- Department of Business, Law, Economics and Consumer Behavior “Carlo A. Ricciardi,” Università IULM, Milan, Italy
- Behavior and Brain Lab IULM, Neuromarketing Research Center, Università IULM, Milan, Italy
| | - Marco Bilucaglia
- Department of Business, Law, Economics and Consumer Behavior “Carlo A. Ricciardi,” Università IULM, Milan, Italy
- Behavior and Brain Lab IULM, Neuromarketing Research Center, Università IULM, Milan, Italy
| | - Alessandro Fici
- Department of Business, Law, Economics and Consumer Behavior “Carlo A. Ricciardi,” Università IULM, Milan, Italy
- Behavior and Brain Lab IULM, Neuromarketing Research Center, Università IULM, Milan, Italy
| | - Giorgio Gabrielli
- Department of Business, Law, Economics and Consumer Behavior “Carlo A. Ricciardi,” Università IULM, Milan, Italy
- Behavior and Brain Lab IULM, Neuromarketing Research Center, Università IULM, Milan, Italy
| | - Vincenzo Russo
- Department of Business, Law, Economics and Consumer Behavior “Carlo A. Ricciardi,” Università IULM, Milan, Italy
- Behavior and Brain Lab IULM, Neuromarketing Research Center, Università IULM, Milan, Italy
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5
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Identifying dimensions of job search strategy: A validation of measurement scale. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-018-9984-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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McLarnon MJW, Rothstein MG, King GA. Resiliency, Self‐Regulation, and Reemployment After Job Loss. JOURNAL OF EMPLOYMENT COUNSELING 2020. [DOI: 10.1002/joec.12149] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
| | | | - Gillian A. King
- Bloorview Research Institute and Department of Occupational Science and Occupational Therapy University of Toronto
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Patel KR, Dahling JJ. How Important Is Word of Mouth to College Students When Considering Jobs? A Policy-Capturing Study of Organizational Attraction. JOURNAL OF CAREER ASSESSMENT 2019. [DOI: 10.1177/1069072719880876] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This research examines the effect of reputational word of mouth (WoM) from trusted sources on naive job applicants’ organizational attraction toward a possible employer. We used a policy-capturing experiment to identify the weight placed on WoM relative to other types of hypothetical information that college students with limited work experience might have about a job. Our within-person results show that WoM affects attraction over and above other types of company-dependent information about pay, benefits, and learning opportunities, which underscores the importance of WoM to inexperienced job seekers. Further, our between-person results demonstrate that the weight placed on WoM depends on individual differences in career decision self-efficacy (CDSE). Specifically, people with higher CDSE placed a greater weight on WoM than people with lower CDSE. These findings are important to career counselors who work with college students to understand how they appraise and make decisions about jobs to pursue. Further, these findings have value to organizations by underscoring the importance of reputational information to entry-level job seekers.
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Affiliation(s)
- Kajal R. Patel
- Baruch College and The Graduate Center, CUNY, New York, NY, USA
| | - Jason J. Dahling
- Department of Psychology, The College of New Jersey, Ewing, NJ, USA
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Wang L, Yan F. Emotion regulation strategy mediates the relationship between goal orientation and job search behavior among university seniors. JOURNAL OF VOCATIONAL BEHAVIOR 2018. [DOI: 10.1016/j.jvb.2018.05.011] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/20/2022]
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The relationship between emotion regulation strategies and job search behavior among fourth-year university students. J Adolesc 2017. [PMID: 28651120 DOI: 10.1016/j.adolescence.2017.06.004] [Citation(s) in RCA: 22] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
Abstract
The job search process is a stressful experience. This study investigated the effect of emotion regulation strategies on job search behavior in combination with anxiety and job search self-efficacy among Chinese university fourth-year students (N = 816, mean age = 21.98, 31.5% male, 34.9% majored in science, 18.0% from "211 Project" universities). Results showed that cognitive reappraisal was positively related to job search behavior, while expressive suppression was negatively related to job search behavior. Additionally, anxiety was negatively related to job search behavior, while job search self-efficacy was positively associated with job search behavior. Moreover, both anxiety and job search self-efficacy mediated the relationship between emotion regulation strategies and job search behavior. In general, emotion regulation strategies played an important role in job search behavior. Implications include the notion that emotion regulation interventions may be helpful to increase job search behavior among university students.
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Taggar S, Kuron LKJ. The toll of perceived injustice on job search self-efficacy and behavior. CAREER DEVELOPMENT INTERNATIONAL 2016. [DOI: 10.1108/cdi-10-2015-0139] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– Individuals normally make fairness judgements when experiencing negative outcomes on an important task, such as finding employment. Fairness is an affect-laden subjective experience. Perceptions of injustice can cause resource depletion in unemployed job seekers, potentially leading to reduced self-regulation. The purpose of this paper is to investigate the role of: first, justice perceptions during a job search and their impact on job search self-efficacy (JSSE); second, the mediating role of JSSE between justice perceptions and job search strategies; and third, associations between job search strategies and quantity and quality of job search behavior.
Design/methodology/approach
– Unemployed individuals (n=254) who were actively searching for a job reported on their past job search experiences with respect to justice, completed measures of JSSE, and reported recent job search behavior.
Findings
– Results reveal the potentially harmful impact of perceived injustice on job search strategies and the mediating role of JSSE, a self-regulatory construct and an important resource when looking for a job. Specifically, perceived injustice is negatively associated with JSSE. Reduced JSSE is associated with a haphazard job search strategy and less likelihood of exploratory and focussed strategies. A haphazard job search strategy is associated with making fewer job applications and poor decision making. Conversely, perceived justice is associated with higher JSSE and exploratory and focussed job search strategies. These two strategies are generally associated with higher quality job search behavior.
Research limitations/implications
– There are two major limitations. First, while grounded in social-cognitive theory of self-regulation and conservation of resources (COR) theory, a cross-sectional research design limits determination of causality in the model of JSSE as a central social-cognitive mechanism explaining how justice impacts job search strategies. Second, some results may be conservative because social desirability may have restricted the range of negative responses.
Practical implications
– This study provides insights to individuals who are supporting job seekers (e.g. career counselors, coaches, employers, and social networks). Specifically, interventions aimed at reducing perceptions of injustice, increasing JSSE, and improving job search strategies and behavior may ameliorate the damaging impact of perceived injustice.
Originality/value
– This study is the first to examine perceived justice in the job search process using social-cognitive theory of self-regulation and COR theory. Moreover, we provide further validation to a relatively new and under-researched job search strategy typology by linking the strategies to the quantity and quality of job search behaviors.
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Feiler AR, Powell DM. The Role of Self-focused Attention and Negative Self-thought in Interview Anxiety: A test of two interventions. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2016. [DOI: 10.1111/ijsa.12136] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Amanda R. Feiler
- Department of Psychology; University of Guelph; Guelph Ontario Canada
| | - Deborah M. Powell
- Department of Psychology; University of Guelph; Guelph Ontario Canada
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