Are Realistic Types Really Less Career Mature?: Year 10 Differences in Career Maturity between Holland's Work Personality Types

1994 ◽  
Vol 3 (1) ◽  
pp. 29-34 ◽  
Author(s):  
Ian M. Clayton ◽  
Janet F. Fletcher
Keyword(s):  
Career Development ◽  
Educational Achievement ◽  
Career Maturity ◽  
Personality Types ◽  
Directed Search ◽  
Holland Type ◽  
Relationship Of ◽  
The Relationship

The Career Development Inventory and Holland's Self-Directed Search were administered to 89 Year 10 students. There were no significant differences in attitudinal career maturity between Holland's work personality types, but differences in cognitive career maturity were significant, and closely replicated the patterning obtained by Jones, Hansen and Putnam (1976), in which Investigative types had most career maturity and Realistic types had least. However, when educational achievement was used as a covariate in the relationship of cognitive career maturity and Holland type, there were no longer significant differences. A discussion is made of whether Realistic types are really less career mature, or whether measures of career maturity are inappropriate for Realistic types due to the confounding of other variables.

scholarly journals Long-Term Effect of Parents’ Support on Adolescents’ Career Maturity

2017 ◽  
Vol 46 (1) ◽  
pp. 48-61 ◽  
Author(s):  
Sun Ah Lim ◽  
Sukkyung You
Keyword(s):  
Sex Differences ◽  
Career Development ◽  
Parental Support ◽  
Career Maturity ◽  
Study Finding ◽  
Self Esteem ◽  
Developmental Differences ◽  
Mediating Effect ◽  
Relationship Of ◽  
The Relationship

The purpose of this study was to identify the factors influencing adolescents’ career development. Using three-wave longitudinal data (Seoul Education Longitudinal Study2010), we examined the direct and indirect effects of parents’ support on career maturity, in addition to the mediating effect of self-esteem in the relationship between parents’ support and career maturity. We also examined the sex differences in the relationship among the variables. The subjects of this research were 4,187 adolescents who progressed from seventh grade in 2010 to ninth grade in 2012. The results are as follows: First, parental support has differential effects on career maturity via self-esteem. Second, in the longitudinal relationship of parents’ support, self-esteem, and career maturity, the developmental differences according to sex were supported empirically. This study finding suggests that it is possible to enhance adolescents’ career development by proper interventions in the period of adolescence which take into consideration these sex differences.

scholarly journals APPLYING THE THEORY OF STIFIn PERSONALITY: INVESTIGATING THE EFFECT OF HR MANAGEMENT PRACTICES ON JOB PERFORMANCE

2020 ◽  
Vol 6 (1) ◽  
pp. 103-122
Author(s):  
Yayan Hadiyat ◽  
Nina Sri Indrawati ◽  
Iswahyudi Iswahyudi
Keyword(s):  
Job Performance ◽  
Sampling Method ◽  
Management Practices ◽  
Employee Performance ◽  
Personality Types ◽  
Performance Model ◽  
Hr Management ◽  
Relationship Of ◽  
The Relationship ◽  
Retention Practices

This article examined the effect of STIFIn-based HR Management Practices on Job Performance. This research is a quantitative study with hypothesis testings using the PLS-SEM approach and analyzed using WarpPLS software. Hypothesis testings are carried out with two models; Model-1 investigates the relationship of the variables in STIFIn HR Management, namely selection and retention of performance. Model-2 investigates the relationship between the overall STIFIn HR management practices and overall job performance. This research was conducted at companies that have implemented STIFIn-based HR Management. The sample was determined by purposive sampling method. This study found a significant effect of STIFIn-based HR Management namely selection and retention practices on employee performance both in task performance and contextual performance. While the results of the model-2 analysis show that STIFIn's overall HR practice is also significant on performance with higher impact than if those HR STIFIn are implemented individually both of selection or retention. The results of this study will provide new insights into the previous research on the effect of HR management practices on performance, and specifically on HR management practices based on employee’s personality types.

Prematurity and Deafness: The Magnitude and Nature of the Problem among Deaf Children

1967 ◽  
Vol 33 (5) ◽  
pp. 289-298 ◽  
Author(s):  
McCay Vernon
Keyword(s):  
Hearing Loss ◽  
Psychological Adjustment ◽  
Premature Birth ◽  
Normative Data ◽  
Educational Achievement ◽  
Deaf Children ◽  
Physical Variables ◽  
Relationship Of ◽  
The Relationship

The relationship of premature birth to deafness is investigated, with particular emphasis on the role of prematurity as a factor in multiple handicaps among deaf children. One thousand sixty-eight cases are involved in the research. Those born prematurely are carefully studied in terms of: (a) multiple handicaps, (b) educational achievement, (c) psychological adjustment, (d) intelligence, (e) audiometric responses, and (f) psychodiagnostic evidence of brain damage. Results of these behavioral and physical variables are quantified and compared to normative data and to data on other groups of deaf children having different etiologies of hearing loss. Significant differences are found among the premature deaf youths. The neurophysiological origins of these are discussed, and implications for the future are given.

scholarly journals The Relationship of HR Practices and Job Performance of Academicians towards Career Development in Malaysian Private Higher Institutions

2012 ◽  
Vol 57 ◽  
pp. 102-118 ◽  
Author(s):  
Shanthi Nadarajah ◽  
Vimala Kadiresan ◽  
Ramesh Kumar ◽  
Nurul Nissa Ahmad Kamil ◽  
Yusliza Mohd. Yusoff
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Hr Practices ◽  
Higher Institutions ◽  
Relationship Of ◽  
The Relationship

scholarly journals Model of burnout, depression, and work performance among nurses in China: a questionnaire survey.

2020 ◽  
Author(s):  
Li Li ◽  
Yongcheng Yao ◽  
Xiaoping Lou ◽  
Nan Qin ◽  
Wu Yao
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Educational Status ◽  
Job Characteristics ◽  
Personality Types ◽  
Job Burnout ◽  
Direct Effects ◽  
Job Title ◽  
Relationship Of ◽  
The Relationship

Abstract Background: To investigate the relationship of job burnout, depression, with job performance among nurses and to construct a job performance model.Methods: Questionnaires were administered to 792 nurses working in 5 hospitals in Zhengzhou, Henan province, China from July to August in 2015.Results: Of the 792 nurses, statistically significant differences were found in the age, educational status, years working, department, job title, and personality types with respect to burnout, depression, and job performance ( P <0.05). The job burnout scores were positively correlated with the depression scores and negatively correlated with the job performance ( P <0.001). Nurses in the 25-29 years age group had the highest burnout scores ( P <0.01). The burnout scores were higher among those who worked 6-15 years than those who worked more than 15 years ( P <0.01). The job performance scores were higher in the ≥16-year than <6-year working group ( P <0.05). The burnout scores were lower among intermediate-level than junior-level nurses ( P <0.05), but the job performance scores were higher than those of junior-level nurses ( P <0.01). Path analysis results showed that among the examined job characteristics, the direct effects of age, years working, and job title were greatest.Conclusion: This study suggests that the main risk factors among job characteristics were age, years working, and job title. Burnout may lead to depression and a decline in job performance.

Sign in / Sign up

Export Citation Format

Share Document