The purpose of the paper is to conduct a systemic study of the internal structure and functions of criminal procedural activity based on patterns of formation of tree-like hierarchical structures, to determine the goals and objectives of criminal proceedings at different levels of the system hierarchy. Within the framework of the study, the criminal procedure is considered as a system with complex inter-element relationships and its own mutual influence on its structural elements. Based on the distinction between the categories "purpose", "goal", "result", the author concludes that the purpose of the criminal process is to resolve the materials on the merits in the production of the preliminary investigation bodies and the court in accordance with the requirements of criminal procedural law providing for criminal law application. The study establishes the possibility of achieving the goal of the criminal procedure at any stage in the case of the simultaneous fulfillment of two conditions: the identification of objective criminal procedural grounds for the completion of the criminal process using the criminal law and ensuring the implementation of the principles of criminal proceedings. Through the goals and principles of criminal procedural activity, the author defines the objectives and main functions of criminal proceedings, identifies the general goal and objectives of the bodies of inquiry, preliminary investigation and the court. The author concludes that the establishment of objective criminal procedural grounds for the resolution of materials in production with the application of criminal law is ensured because of preliminary verification of the materials, preliminary investigation or the implementation of the functions of the judiciary by solving the tasks facing the bodies of inquiry, investigation and court. The paper establishes the real purpose and goals of criminal prosecution, defense, judicial and departmental control, prosecutorial and judicial supervision.

Recent years have seen a shift to strengths-based approaches promoting self-determination and career-related interests among autistic youth. Research is needed to understand the career-related goals set by autistic youth on the basis of their interests. To descriptively explore the career design goals set by autistic youth engaged in the self-determined career design model (SDCDM) intervention. Content analysis was used to analyze the types of goals set by youth during intervention. Two researchers separately reviewed the goal set by each autistic youth (one goal per youth) and determined categories for each goal. Preferred community location (usually the youth's home) in an urban Midwestern city. Twenty-one autistic youth. SDCDM. Participants set goals as part of the SDCDM, which were recorded using Goal Attainment Scaling (GAS). Researchers used GAS to support each participant in setting a measurable and objective goal and describing criteria for meeting the goal. Categories included enhancing self-management, obtaining employment, exploring career opportunities, enhancing learning, and enhancing self-advocacy. The findings from this study indicate that autistic youth set goals related to obtaining employment and enhancing generalizable 21st-century skills, such as self-advocacy and self-management. What This Article Adds: The SDCDM is a tool occupational therapy practitioners can use to support youth in setting and working toward career goals.

Purpose: The purpose of this study was to explore the role of gender in career exploration and job-seeking experiences among adults with autism.Methods: The study drew on qualitative content analysis of 714 randomly sampled posts (357 by women and 357 by men) from an online autism forum. The stages of considering work: contemplation, preparation, and action informed the analysis.Results: The analysis showed several similarities and some differences. In the initial stage of deciding whether or not to seek employment, low self-esteem, rejecting paid employment as a life goal, fear of losing disability benefits and parental overprotection influenced both genders. Gender role and family responsibilities further constrained women. In the stage of defining career goals, common issues included the need for autism-tailored career-matching tools and sector-specific guidance, and lack of self-employment support. Women were further limited by assumptions about stereotypical jobs to which they should aspire. In the job search stage, overly specific job descriptions, a lack of social networks, and transportation barriers influenced both genders. While women talked more frequently about unfavorable experiences in employment support services, men recounted more difficulties with job applications and interviews.Conclusion: Gender-sensitive vocational approaches are needed to assist adults with autism throughout the career decision-making process.Implications for rehabilitationVocational psychologists, clinicians, and policymakers should help to overcome the psychological, social, and financial reasons that may lead adults with autism to decide not to pursue paid work.To assist in setting career goals, vocational specialists need to be aware of the challenges facing adults with autism across various employment sectors and provide them with tailored career-matching tests and tools.Vocational rehabilitation specialists and educators should encourage women with autism into non-traditional areas of employment.Vocational rehabilitation services should empower both males and females with autism by encouraging negotiation and self-advocacy, promoting autism-focused programs, and reducing paperwork and processing time.Vocational rehabilitation specialists should tailor their practice to the gender-specific needs of adults with autism throughout their career decision-making process.

PurposeThe purpose of this paper is to enhance the understanding of self-regulation during job search by integrating goal-orientation theory with a resource allocation framework.Design/methodology/approachThe author surveyed job searching new labor market entrants at two time points and hypothesized that the effects of job seekers’ state goal orientations on indicators of self-regulation during the job search process (procrastination, anxiety, and guidance-seeking behaviors) depended on levels of employment goal commitment (EGC).FindingsResults indicate that for job seekers with higher levels of EGC, a state learning-approach goal orientation (LGO) was beneficial for the job search process and a state performance-approach goal orientation (PGO) was detrimental. For job seekers with lower levels of EGC, a state LGO was detrimental to the search process, while a state PGO was beneficial.Research limitations/implicationsThis research extends the understanding of state goal orientation in the context of job search. Future research may replicate these findings with different samples of employed and unemployed job seekers and extend this research with additional conceptualizations of resource limitations.Practical implicationsThe present research suggests that the effectiveness of learning-approach goal-orientation training methods in the context of job search must be considered in light of individual differences in resource availability. In particular, individuals with lower resources available for job searching may benefit from interventions focusing on increasing state PGO.Originality/valueThe present results suggest that EGC is an important moderator of the impact of job search goal orientation on indicators of self-regulation during job search, and therefore present important boundary conditions regarding the role of state goal orientation in the job search process.

This study focuses on career development processes and options for older workers in South Korea and explores how career coaching enhances their career development efforts and transition needs. The purpose of this study is to investigate the structural relationship between older employees' goal-setting, self-efficacy, and job-search behavior mediated by career coaching. A total of 249 participants were recruited in a metropolitan city in South Korea. Based on the literature review, hypotheses were developed and tested on the structural model and the following findings were revealed. First, the findings indicate a positive effect of self-efficacy on older workers' job-search behavior. Second, the value of career coaching was found to affect older workers' job-search behavior in the South Korean context. Third, career-goal commitment alone did not have a positive significant effect on job-search behavior, but it was influential through the mediating process of the perceived quality of the career coaching program provided by an employment center in South Korea.

AbstractOne of the biggest challenges for research on goal pursuit and self‐regulation has been to understand factors that drive one's goals over the long‐term as well as day‐to‐day. Purpose in life, a component of psychological wellbeing has received increased interest in the health sciences for its ability to predict a myriad of health behaviours. The present work integrates the literature on purpose in life with goal organization and pursuit and posits that purpose in life represents a higher‐order cognitive process which reciprocally stimulates goal selection and long‐term goal maintenance and is itself promoted by such goal pursuits. Purpose in life may influence goal selection consciously through a top‐down hierarchy of goal pursuits as well as unconsciously through direction of nonconscious attentional processes. Goal pursuit may reciprocally promote feelings of purpose in life when individuals are able to continually make strides towards goals of personal relevance to their major life aims. This study aims to present a model of purpose in life and goal pursuit that will serve to guide future work in the fields of motivation, positive psychology, and health and lifespan development.

University students set career goals during their academic journey in order to facilitate their transition to the labor market. Career goals can nonetheless be accompanied by doubt, even among the most determined students. Little is known, however, about the nomological network of career doubt. Using a dual-domain approach, the purpose of the present study was to test a model that integrated career doubt with the coping and progress made by university students (N = 234) during the simultaneous pursuit of their academic and career goals. Results from structural equation modeling revealed a significant negative total effect for the association between career doubt and career goal progress, and a significant indirect effect for the association between career doubt and both academic and career goal progress through task-oriented coping. Although career doubt was positively and significantly associated with disengagement-oriented coping for academic and career goals, disengagement-oriented coping was not significantly associated with academic and career goal progress. Results should be interpreted as supporting a plausible nomological network in which career doubt operates within a dual-domain model of coping and goal progress. Implications for future research are discussed in light of more sophisticated designs that could provide insight into the factors that facilitate students' transition to the working world.

Purpose – The purpose of this paper is to investigate the moderating role of goal conflict in the relationship between the contents of managers’ personal work goals and occupational well-being (burnout and work engagement). Eight goal categories (organization, competence, well-being, career-ending, progression, prestige, job change, and employment contract) described the contents of goals. Goal conflict reflected the degree to which a personal work goal was perceived to interfere with other life domains. Design/methodology/approach – The data were drawn from a study directed to Finnish managers in 2009 (n=806). General linear models were conducted to investigate the associations between goal content categories and occupational well-being and to test whether goal conflict moderates the relationship between goal content categories and occupational well-being. Findings – Career-ending goals related to significantly higher burnout than progression goals. Participants with organization, competence, or progression goals reported the highest goal conflict, whereas participants with well-being, career-ending, or job change goals reported lower goal conflict. Goal conflict was found to have a moderating role: in a high-goal conflict situation, participants with organizational, competence, and progression goals reported lower occupational well-being, whereas participants with job change goals reported higher occupational well-being. Originality/value – The research highlights that both the contents and appraisals (e.g. goal conflict) of personal work goals should be taken into account when investigating the relationship between personal goals and well-being at work.

Location: Dewberry Hall As graduation looms, many students begin to worry that they will not marketable. Encouraging preparation for and attending the career fair can be a unique tool to empower students towards their futures. I encourage students to make an appointment for career services, to work on their resume, and start researching the job they hope to have. Many students feel deflated that a high number of careers in their field require a master's degree. While I also avidly encourage grad school, students whom are feeling the weight of 4+ years of school, debt, and other pressures, are often really discouraged at their job prospects. In my courses, I set out to do a few things: a) encourage and connect students with volunteer, community service, and potential internship options in their field, b) have them take a new look at their resume, highlighting unique skills and experiences that may not have previously related to their major, c) practice invaluable marketing, interview, professionalism, and presentation skills at the career fair, even if they are not actively looking for a job at this time. Students should be able to convey and demonstrate what they are learning in a way that is marketable, exhibiting a growing expertise in their field. Through the development of a personal elevator speech, a polished resume, and guidelines on professional code, students can feel more ready for life after graduation. By shopping the job fair and engaging in conversations with the vendors, they gain a perspective on what the ideal candidate looks like and how they can spend the next 3, 6 or more months molding some of their experiences and courses to the job they hope to have in the future. Faculty can use their own real-life experiences with first-time jobs and share the sometimes bumpy road to a dream job. We can develop ways to help train and empower students whom we know will likely need a Masters in their field, but helping them use their current tools to gain more experience and exposure, in the meantime.

Background/aims Goal setting is a fundamental practice in the effective management of healthcare services worldwide. This study investigated the extent to which leprosy goal formulation in Nigeria is logical and SMART. Methods Document review of baseline problems, goal statements and goal attainments for 2016 in six leprosy projects using a customised logical framework matrix. Results A total of 15 main problems, 6 aims, 19 objectives and 42 indicators were found. The goals were problem-based and logically linked, with a pattern of a single aim per project, multiple objectives per aim, and multiple indicators per objective. Goal statements specified only impact in 5 out of 6 aims, and only outcome and terminal timeframe in 17 out of 19 (89.5%) objectives. Only one objective stated all four SMART components of outcome, indicator, target and timeframe. While three (7.1%) indicators and two (10.5%) objectives were measurable, no target was attainable. Conclusions Goal-setting frameworks for leprosy projects should be problem based and logical according to best practice. That most leprosy objectives were not completely SMART is similar to the reported structure of objectives published by other health organisations globally.