Work Self Research Articles

Erratum to: Chivalry’s Double-edged Sword: How Girls’ and Boys’ Paternalistic Attitudes Relate to Their Possible Family and Work Selves

Paternalism refers to the ideology that women need men’s protection (Glick and Fiske 2001), which is associated with greater acceptance of the gender status quo (Jost and Kay 2005) and lower feelings of agency and competence among women (Dumont et al. 2010). To consider the potential impact of paternalistic attitudes during adolescence, we investigated girls’ and boys’ paternalistic attitudes in relation to their possible family and career selves. The sample comprised 201 U.S. adolescents from California high schools (M age = 17.49 years; 46% girls) from ethnically diverse backgrounds (49% White, 26% Asian, 25% other). Participants completed survey measures of paternalistic attitudes, possible family and work selves, and other constructs. Possible work selves included occupations traditionally associated with men (computers, science, business/law, and action-oriented jobs [e.g., firefighter, mechanic]) or with women (elementary-school teacher and aesthetic-oriented jobs [e.g., fashion model, dancer]). There were significant average gender differences in paternalism (boys higher), future family hopes (girls higher), future careers associated with women (girls higher), and most future careers associated with men (boys higher); we found no significant gender difference in business/law career interest. Paternalistic attitudes significantly predicted several aspects of possible selves in hypothesized directions: future family hopes (positive association for girls and boys), future business/law and action-oriented careers (positive for boys), aesthetic-oriented careers (positive for girls), and science careers (negative for girls). Other hypothesized patterns were not indicated. Findings are interpreted as reflecting the potential influences of paternalistic attitudes in the formation of adolescents’ possible family and work selves.

Future work self: Concept, measurement and related research

未来工作自我是一个未来导向概念,反映的是个体关于工作希望和抱负的未来形象的表征,是可能自我在工作领域的应用,为理解人们的主动职业行为提供了新视角。未来工作自我具有清晰度和详细度两个属性,并与职业可能自我存在区别。目前,研究证实:自尊、主动性人格和职业探索能够预测未来工作自我;未来工作自我又会影响主动职业行为、求职结果、创造力和工作绩效。未来研究可以关注:未来工作自我的弹性和易得性、认知的预测作用、情感的中介作用、领导风格的调节作用以及干预研究。

Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance

Recent research suggests that the salience of a future work self has a considerable impact on future-oriented activities such as skill development, career planning, career networking, and job searching. However, little is known as to whether, how, and under what conditions a more salient future work self may influence concomitant work outcomes such as job performance. Drawing on self-regulation theory, we argue that future work self salience (FWSS) affects job performance via its influence on engagement, with this influence amplified as a function of supervisor coaching. Using multi-source and lagged data collected from employees (N=441), their direct supervisors (N=98), and archival records in an insurance company, we found that engagement mediated the relationships between FWSS and both supervisor-rated and archival sales performance. Furthermore, the relationships FWSS has with employee engagement and sales performance, as well as the indirect effects of FWSS on two performance indicators, were stronger for employees exposed to higher levels of supervisor coaching.

Chivalry’s Double-edged Sword: How Girls’ and Boys’ Paternalistic Attitudes Relate to Their Possible Family and Work Selves

Chivalry’s Double-edged Sword: How Girls’ and Boys’ Paternalistic Attitudes Relate to Their Possible Family and Work Selves

Evaluation of the Self-Sufficiency of the Ready Made Clothing and Ready Made Clothing Teaching for Candidate Teachers

In this work self sufficiency of the candidate teachers, who continue the selcuk university proficiency educational faculty clothing programme is analyzed as regards to some variance. 190 teacher candidates constitute the study universe of this research. With the aim of gathering data in the search, the first form is a personal information form to determine the socio-demographic feature of the students, the second form is teaching self-proficiency form which includes 21 points study,” self sufficiency scale for classroom teaching candidates’ science tuition” ın accordance with this study the “science” statements are changed into “clothing” and it is applied to clothing programme, whose validity and reliability is proved by Bikmaz(2002). SPSS programme is used in the evaluation of the data, which is obtained in assessment instrument. T test is used in the direction of sub-problems of the study and the situation of the variances. According to the information which is obtained from the research, Proficiency Teaching Faculty, the clothing programme candidate teacher's self-efficiency isn’t high at all and this isn’t differentiated significiantly according to the sex and age, department and high school, which is graduated, variances. But it is seen that it is differentiated according to the type of the programme variance which is educated.

Critical antecedents to service recovery performance: some evidences and implications for service industry

This empirical study aims to investigate the impact of management commitment to service quality (MCSQ), work self–efficacy (SEFF), organisational politics (POP), work–family conflict (W–CON) and job satisfaction (JSAT) on frontline employees' (FLEs) service recovery performance (SRP) in Izmir/Turkey. A total number of 365 usable questionnaires were gathered from FLEs in the research location. This paper presented an integrative model to test the aforementioned effects and relationships. Results based on hierarchical regression analysis reveal that all hypothesised relationships were supported. Significantly, while education was found to be negatively related to JSAT, on the other hand it was found to be positively related to SRP. Practically, this paper provides implications for managers in terms of minimising the direct negative effects of POP and W–CON on FLEs' SRP. Theoretically, the current study by examining the influence of untested antecedents such as POP and SEFF on FLEs' SRP in a hotel context lends further contribution to the service management literature.

The role of affective commitment and future work self salience in the abusive supervision–job performance relationship

Drawing upon the identity‐based perspective, the current research focused on the role of affective commitment and future work self salience (FWSS) in the relationship between abusive supervision and job performance. We expected that affective commitment, which represents the organization‐based identities of employees, would mediate the relationship between abusive supervision and job performance. Furthermore, we predicted that employees’FWSS, which represents the ease of construction and clarity of an individual's hoped‐for work‐based identity, would amplify the indirect effect of abusive supervision on job performance via affective commitment. Specifically,FWSSwas expected to play an amplifying role in the abusive supervision–affective commitment path. Based on a sample of 480 salespersons, the results of a 3‐wave study revealed that affective commitment mediated the abusive supervision–sales performance relationship. Moreover, the indirect effect of abusive supervision on sales performance via affective commitment was stronger for employees with higherFWSS. Specifically, the deleterious effect of abusive supervision on affective commitment was amplified byFWSS. This was the case even when emotional exhaustion and leader–member exchange were incorporated as competing mediators. Implications of our findings and future directions are discussed.Practitioner pointsOrganizations should pay greater attention to employees with higherFWSSbecause they are more vulnerable to abusive supervision in terms of their decreased affective commitment and performance.To maintain affective commitment and job performance of employees with higherFWSS, organizations should train leaders to reduce or eliminate abusive behaviours, especially for those leading teams with a majority of high‐FWSSemployees.

Newcomers' Future Work Selves, Perceived Supervisor Support, and Proactive Socialization in Chinese Organizations

Based on self-determination theory, we examined how new employees' (newcomers) future work selves and perceived level of supervisor support influence newcomers' proactive socialization in the workplace, a factor that leads to better long-term adjustment. We conducted a survey using a 3-wave longitudinal design with 295 people employed in a range of organizations in China. Results indicate that level of perceived supervisor support had a significant influence on the relationship between newcomers' future work selves and their proactive adjustment behavior, such that the relationship became stronger as perceived supervisor support increased. In addition, we found that newcomers' proactive adjustment behavior was positively related to both the quality of their social integration and their job performance. Theoretical and practical implications and directions for future research are discussed.

Future work self and career adaptability in the prediction of proactive career behaviors

This study examined the motivational resource of future work self salience and the additive effect of career adaptability dimensions in the prediction of career planning, proactive skill development, and proactive career networking in a sample of university students (N=113). It was hypothesized that greater clarity of future work self would predict engagement in each of the proactive career behaviors and that specific dimensions of career adaptability would have an additive effect in predicting particular proactive career behavior in line with the theory of career construction. Results indicated that future work self predicted career planning and that career concern had an additive effect. Future work self also predicted proactive skill development and proactive career networking. However, career confidence and career curiosity mediated these relationships in the prediction of skill development and networking respectively. In sum, results suggest that future work self and career adaptability play an influential role in the engagement of proactive career behavior.

Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes

Basing on career construction theory and self-verification theory, current research examined the mediating and moderating models for the relations among self-esteem, proactive personality, career exploration, future work self and career adaptability. A two-wave survey study was conducted among Chinese university students (N=305). The results showed that both self-esteem and proactive personality (measured at time 1) positively predicted future work self and career adaptability (measured at time 2), with these relationships mediated by career exploration (measured at time 1). In addition, the results further revealed that the positive effect of self-esteem on career exploration was stronger among students who had a higher level of proactive personality. In support of the hypothesized moderated mediation model, for individuals with a higher level of proactive personality, the indirect effects of self-esteem on future work self and career adaptability through career exploration were stronger. These findings carry implications for research on career construction theory and career counseling practices.

The relationship between single-item work ability score and self reported work ability in patients with cervical or low back pain

Background Low back pain (LBP) is a very common health problem worldwide and a major cause of disability affecting work performance and general well-being. In Denmark, LBP is the leading cause according to WHOs Global Burden of Disease study and amounts to approximately 15 billion Danish kroner per year - the major part (65-75%) due to government transfer. Previous studies in LBP have shown several prognostic risk markers for unsuccessful return to work. The Work Ability Index (WAI) is a validated tool to measure work ability. A single-item work …

New job market entrants' future work self, career adaptability and job search outcomes: Examining mediating and moderating models

Based on career construction theory and the model of proactive motivation, the current research examined the mediating and moderating models for the relations among future work self, career adaptability, job search self-efficacy and employment status. A survey study was conducted among Chinese university graduates (N=270). The results showed that future work self (measured at wave 1) had positive effect on employment status (measured at wave 3), with this relationship partially mediated by career adaptability (measured at wave 1) and job search self-efficacy (measured at wave 2). In addition, the results further revealed that the positive effect of future work self on job search self-efficacy was stronger among the graduates who had a higher level of career adaptability. In support of the hypothesized moderated mediation model, for individuals with a higher level of career adaptability, the indirect effect of future work self on employment status through job search self-efficacy was stronger. These findings carry implications for research on job search behavior, career education and career counseling.

Curved focusing crystals for hard X-ray astronomy

A lens made by a properly arranged array of crystals can be used to focus x-rays of energy ranging from 30 to 500 keV for x-ray astronomy. Mosaic or curved crystals can be employed as x-ray optical elements. In this work self standing curved focusing Si and GaAs crystals in which the lattice bending is induced by a controlled damaging process on one side of planar crystals are characterized. Diffraction profiles in Laue geometry have been measured in crystals at x-ray energies E = 17, 59 and 120 keV. An enhancement of diffraction efficiency is found in asymmetric geometries.

Work-self balance: A longitudinal study on the effects of job demands and resources on personal functioning in Japanese working parents

In work-family research the effects on the individual, or the “self”, in terms of personal interests independent of the work and family domains, have been largely neglected. This longitudinal study on 471 Japanese employees with young children investigated how job demands and job resources may have an impact on well-being by facilitating or hindering personal functioning. It was hypothesized that workload would have an unfavourable impact on work-to-self conflict, while supervisor support would have a favourable impact on work-to-self facilitation. In addition, we hypothesized that work–self conflict would diminish well-being (psychological distress and happiness), while work–self facilitation would enhance well-being over time. Structural equation modelling analyses using a full panel design showed that work overload was positively related to work–self conflict over time, whereas supervisor support was positively related to work–self facilitation. Furthermore, work–self conflict predicted psychological distress and happiness at T2, one year later, after controlling for T1 levels. These findings suggest that the demands and resources encountered at work can spill over to the home domain and have an impact on personal functioning and context-free well-being. Further research is needed to determine the importance of work-self constructs in relation to work-family constructs.

The spillover and crossover of resources among partners: The role of work–self and family–self facilitation.

This study tested the positive spillover-crossover model among dual-earner couples. Job resources of 1 partner were predicted to spill over to his/her individual energy, that is, reduced fatigue and increased motivation. Consequently, individual energy was predicted to influence one's partner's family resources, which were hypothesized to influence the partner's level of individual energy. Work-self facilitation and family-self facilitation were hypothesized to mediate the favorable effects of job and home resources, respectively, on individual energy. A sample of 131 couples participated in the study. Structural equation modeling analyses showed that job resources influence one's own individual energy through work-self facilitation. Consequently, the levels of individual energy positively influence one's partner's perception of home resources, which eventually spill over to the partner's individual energy through experienced family-self facilitation. Work-self and family-self facilitation are useful in explaining why job and family resources may enhance the levels of energy that individuals invest in different life domains.

Histological imaging of a human colon polyp sample using Raman spectroscopy and self organising maps

Raman spectroscopy has previously been identified as a suitable technique for the analysis of biological samples and recent technological advancements have allowed more rapid forms of spectral mapping to be undertaken. This promising approach potentially allows more biochemical information to be obtained than would normally be possible using a standard chemical stain, however specialised techniques are required to analyse the hyperspectral datasets acquired. In this work Self Organising Maps (SOM) are applied in combination with Principal Component Analysis (PCA) to analyse a single human colon polyp sample containing varying histological features. It is demonstrated that using SOM to compress the data is robust to outlying spectral features allowing greater contrast in the image for the identification of subtle features. As a secondary outcome, the SOM method also provides an alternative visualisation approach that can be used to identify regions of histological interest within a sample.

Future work selves: How salient hoped-for identities motivate proactive career behaviors.

The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive career behavior. A follow-up longitudinal analysis, Study 2 (N = 53), demonstrated that future work self salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a future work self, and showed that elaboration motivated proactive career behavior only when future work self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior.

A Model for Teaching and Assessing Core Values Development in Doctor of Physical Therapy Students

Background and Purpose. The American Physical Therapy Association describes 7 values that underpin the professional skills required for the Doctor of Physical Therapy (DPT) degree. Physical therapist educators are challenged to design innovative pedagogy that facilitates student awareness of the values, which are crucial for effective patient care. This paper examines the impact of a model designed to teach and assess values development in DPT students. Method/Model Description and Evaluation. The model, implemented in the classroom, combines standardized patients (SP), online communities of practice, and reflection. SP cases were developed using input from clinical instructors (CI) who identified desired professional skills for clinical education (CE) students. Eighty-one DPT students participated and outcomes were assessed using the Professionalism Physical Therapy Core Values (PPTCV) instrument, the Work Self Efficacy Inventory (WS-Ei), and reflective papers. Outcomes. Participation in the model resulted in an increase in post-intervention scores for both the PPTCV and WS-Ei. However, PPTCV scores decreased following CE. Student reflective papers highlighted personal awareness of the values, learning experienced, and need for feedback. Discussion and Conclusion. The model supports the development of increased awareness of the values and confidence for assuming the role of practicing PT in students post SP intervention. Reduction in the PPTCV scores post CE could be attributed to a more realistic self-assessment of professionalism upon entering the clinic. Reflection, a critical element of the model, allowed students to articulate their learning and awareness of the values in action. Students valued the 360 degrees of feedback afforded by the model as it related to their development as professionals. CI reflective comments did not support increased student confidence for entering the clinic. Additional research is indicated to examine the model's longitudinal effectiveness for promoting and sustaining values development. Key Words: Professionalism in physical therapy, Core values, Standardized patients, Reflection, Communities of practice, Physical therapist education. BACKGROUND AND PURPOSE Successful transition from academia to the workplace requires that college graduates acquire technical competence in their field as well as the ability to interact effectively with people.1-4 To assure that physical therapists are prepared for clinical practice in the 21st century, the American Physical Therapy Association's (APTA) has identified the Doctor of Physical Therapy (DPT) degree as the professional (entry-level) degree for the profession.5 Successful DPTs require integration of knowledge, clinical skills, and professional skills as today's health care system is complicated and the expectation for excellence is high.5-13 As part of the Strategic Plan for Transitioning to a Doctoring Profession, APTA identified 7 values that underpin the professional skills comprising the DPT: accountability, altruism, compassion and caring, excellence, integrity, professional duty, and social responsibility.6 In 2003, the values were recognized by APTA as a core document on professionalism 6(p2) Simultaneously, APTA adopted the Professionalism in Physical Therapy Core Values (PPTCV) instrument. The PPTCV allows an individual to self- assess values awareness, personal strengths, and/or areas for growth.14 Debate exists about the effectiveness of current pedagogical strategies for educating students in professional programs, given the current demands for ethical, practical, and cognitive skill development.2,4,13 Physical therapist (PT) faculty members are encouraged to use innovative educational approaches to effectively teach student development of professionalism critical for service to patients.12,15 In the 2009 Pauline Cerasoli lecture, Bella May challenged PT educators to integrate professional issues into curricula to assist with professional role formation. …

The 21ST Century Accounting Career from the Perspective of the Malaysian University Students

Using questionnaire setting, this study examines the perception of the Malaysian public university students on the accounting career in Malaysia. This study seeks to identify the respondents’ preferred accounting career, their career exposure, the factors perceived to be important for an accountant and the acquisition qualities of an accountant. The results of this study provide interesting responses from the respondents. More respondents prefer to become a public accountant rather than holding a management post. The respondents obtained their career exposure mostly from the professional accounting bodies and the factors perceived to be most important in an accountant are work performance and self confidence. Salary is also one of the factors perceived to be important for an accountant. The respondents also perceived the essential qualities of an accountant are acquired through education. The results of this study provide insights to the bodies of accounting profession, employers and academics on the nature and relative importance of the factors deemed important for the accounting students in their employment decision and their preferences to employment opportunities.

Some Enchanted Bureaucracy

With group psychology and business management hand in hand, a major cultural imperative is to strengthen the intensity and intimacy of corporate human resources programs. Stressing an ethic of authentic individuality, the human resources industry seeks to leverage the competitive spirit into a rationale for the collaborative spirit. In so doing, it reflects a profound change in the meaning of vocation. Bureaucracies must compete for the commitment of authenticity-seeking individuals with a freewheeling leisure market that rewards work with social entertainment experiences. The business environment must redefine itself as a social activity center that mirrors rewards available outside the workplace, blurring the lines between work and play and self and other. By elevating teamwork to social instinct as the mode of production, human resources practices contribute to a deepening recognition that bureaucracy must be re-enchanted in order to survive amid the same ethic of individuality that powers contemporary market capitalism.