Lo stage come momento di socializzazione lavorativa: il ruolo di autoefficacia e proattivitŕ

RISORSA UOMO ◽  
2009 ◽  
pp. 151-166
Author(s):  
Alessandro Lo Presti ◽  
Giovannii Sprini
Keyword(s):  
Job Satisfaction ◽  
Labour Market ◽  
Work Engagement ◽  
Work Experience ◽  
Self Efficacy ◽  
Occupational Socialization ◽  
Career Attitudes ◽  
Dependent Variables ◽  
Recent Graduates ◽  
Points Of View

- Despite internship has extended as a means for entering into the labour market, it has not been examined in occupational socialization studies yet. This survey has been carried out on a group of 79 recent graduates at their first work-experience as interns. The effects of new career attitudes, proactivity and self-efficacy in coping with work transitions have been evaluated towards distress, job satisfaction and work engagement. Results highlighted that proactivity shows partial significant effects with all the dependent variables, while self-efficacy is exclusively associated with distress. Finally, results have been discussed from the theoretical and practical points of view.Keywords: occupational socialization, transition, proactivity, self-efficacy.Parole chiave: socializzazione lavorativa, transizione, proattivitŕ, autoefficacia.

scholarly journals A Worksite Self-management Program for Workers with Chronic Health Conditions Improves Worker Engagement and Retention, but not Workplace Function

2021 ◽  
Author(s):  
William S. Shaw ◽  
Robert K. McLellan ◽  
Elyssa Besen ◽  
Sara Namazi ◽  
Michael K. Nicholas ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Self Efficacy ◽  
Management Program ◽  
Chronic Health Conditions ◽  
Health Conditions ◽  
Self Management ◽  
Chronic Health ◽  
Work Limitation

AbstractPurpose An increasing number of workers in the US have chronic health conditions that limit their ability to work, and few worksite interventions have been tested to improve worker coping and problem solving at work. The purpose of this study was to evaluate a worksite-based health self-management program designed to improve workplace function among workers with chronic health conditions. Methods We conducted a randomized, controlled trial of a worksite self-management program (“Manage at Work”) (clinicaltrials.gov #NCT01978392) for workers with chronic health conditions (N = 119; 82% female, ages 20–69). Most workers were recruited from the health care or light manufacturing industry sectors. Workers attended a 5-session, facilitated psychoeducational program using concepts of health self-management, self-efficacy, ergonomics, and communication. Changes on outcomes of work engagement, work limitation, job satisfaction, work fatigue, work self-efficacy, days absent, and turnover intention at 6-month follow-up were compared to wait-list controls. Results The most prevalent chronic health conditions were musculoskeletal pain, headaches, vision problems, gastrointestinal disorders, respiratory disorders, and mental health disorders. The self-management program showed greater improvement in work engagement and turnover intent at 6-month follow-up, but there was no evidence of a parallel reduction in perceived work limitation. Trends for improved outcomes of work self-efficacy, job satisfaction, and work fatigue in the intervention group did not reach statistical significance in a group x time interaction test. Conclusions Offering a worksite self-management program to workers with chronic health conditions may be a feasible and beneficial strategy to engage and retain skilled workers who are risking disability.Clinical trial registration: Clinicaltrials.gov #NCT01978392.

scholarly journals The effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, job engagement and organizational commitment based on Korean employees

2017 ◽  
Vol 30 (2) ◽  
pp. 221-246
Author(s):  
Hyaeyeong Seon ◽  
Suyeon Kim ◽  
Miae Lee ◽  
Jinkook Tak
Keyword(s):  
Organizational Commitment ◽  
Positive Affect ◽  
Work Engagement ◽  
Self Efficacy ◽  
Control Group ◽  
Time Interval ◽  
Job Engagement ◽  
Group Data ◽  
Dependent Variables

This study was designed to examine the effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, work engagement, and organizational commitment based on Korean employees. Participants were 43 Korean employees, 21 for the experiment group and 22 for the control group. Data were collected across three times(pre, post, follow-up). To measure overall effects, strengths self efficacy, positive affect, self efficacy, work engagement and organizational commitment were measured. Results showed that there were significant interaction effects between time interval and groups for all the dependent variables, confirming the effects of the coaching program. Also, there were non significant effects of time interval(post and follow-up) for all the dependent variables, confirming the duration of the program effect across time. Finally, implications and limitations of the study were discussed.

Do Teacher Status, Gender, and Years of Teaching Experience Impact Job Satisfaction and Work Engagement?

2020 ◽  
pp. 001312452092616
Author(s):  
Ruzanna Topchyan ◽  
Carol Woehler
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Work Experience ◽  
Social Engagement ◽  
Teaching Experience ◽  
Teacher Job Satisfaction ◽  
Substitute Teachers ◽  
Full Time ◽  
Teacher Gender ◽  
Teacher Status

This study explored whether teacher status (full-time vs. substitute) and its interaction with teacher gender and length of work experience had an effect on the linear combination of teacher job satisfaction and work engagement. The study was conducted with 238 full-time and substitute teachers. The findings suggested that full-time teachers’ social engagement, social engagement with students, and job satisfaction were significantly higher than those of substitute teachers, and that female teachers were more engaged with students than their male counterparts and substitute teachers. Length of teaching experience did not have any significant effect on job satisfaction or work engagement. Implications for educational leadership are discussed.

scholarly journals The Role of Work Engagement in Moderating the Impact of Job Characteristics, Perceived Organizational Support, and Self-Efficacy on Job Satisfaction

2019 ◽  
Vol 3 (1) ◽  
pp. 15
Author(s):  
Adhe Rachman Sulistyo ◽  
Suhartini Suhartini
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Job Characteristics ◽  
Organizational Goals ◽  
Educational Personnel ◽  
Art And Culture ◽  
The Impact

This research is aimed at figuring out the extent to which job characteristics, perceived organizational support and self-efficacy affect job satisfaction with work engagement serving as an intervening variable. The respondents of this research were 101 employees of the Centre for the Development and Empowerment of Educators and Educational Personnel (P4TK) of Art and Culture of Yogyakarta. The data were collected using questionnaires. The data were analyzed quantitatively and qualitatively. The quantitative analysis techniques used in this research were t-test, F-test, multiple regression analysis and path analysis. The research yielded some results. Firstly,  job characteristics and self-efficacy had a significant effect on work engagement and perceived organizational support did not have any significant effect on work engagement, but together it had a significant effect on work engagement. Secondly, job characteristics and perceived organizational support had a significant effect on job satisfaction, and self-efficacy did not have any significant effect on job satisfaction, but together it had a significant effect on job satisfaction. Thirdly, work engagement had a significant effect on job satisfaction. Fourthly, job characteristics and perceived organizational support had a greater effect on job satisfaction directly, and self-efficacy had a greater effect on job satisfaction indirectly through work engagement. The results of this research can be used as a reference for P4TK to improve employees' job satisfaction, and ultimately, support the achievement of organizational goals.

scholarly journals Work Engagement, Self Efficacy and Job Satisfaction of Professional Educators

2021 ◽  
Vol 4 (2) ◽  
pp. 766-774
Author(s):  
Trisnadi Tarigan ◽  
Dimyati Dimyati
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Social Welfare ◽  
Work Engagement ◽  
Self Efficacy ◽  
Professional Educators ◽  
Intellectual Capacity

Teachers as professional educators have an important role in developing human resources. The task of the teacher is not only as a teacher but also as an educator, so that in addition to having the task of strengthening the intellectual capacity of students, it is also responsible for the formation and development of the personality capacity and abilities of students cognitively, affective and psychomotor. However, apart from these assignments, teachers still have various problems related to excessive workloads and quality demands that are not comparable to the economic and social welfare they receive and problems with politicization of teachers. This problem simultaneously affects work engagement, self-efficacy and job satisfaction of professional educators. Even though work engagement.

Apprenticeships in England: an overview of current issues

2012 ◽  
Vol 2 (3) ◽  
pp. 225-239 ◽  
Author(s):  
Dionne Lee
Keyword(s):  
Labour Market ◽  
Work Experience ◽  
Critical Issue ◽  
Content Type ◽  
Market Intelligence ◽  
General Overview ◽  
Market Experience ◽  
Recent Graduates ◽  
Stable Employment ◽  
Skills Education

PurposeApprenticeships in England are currently experiencing a revival. The purpose of this paper is to provide a general overview of apprenticeships in England, examine current government policy, and explore current issues around the further development of apprenticeships.Design/methodology/approachDesk research, including reviewing other research articles and labour market intelligence has been carried out to provide a general overview of the issues.FindingsApprenticeships have traditionally been regarded as the vocational route to stable employment. Although they have sometimes suffered from a poor reputation they are now becoming an increasingly popular option for both younger and older people. The knowledge economy is driving up the demand for higher level skills and concurrent with this is the notion that, in today's competitive labour market, experience is vital. Not only has this impacted on the popularity of apprenticeships but also upon more traditional “academic” routes such as higher education (HE). In addition it has raised questions about higher level skills and vocational education. The introduction of Higher Apprenticeships and work experience/real world interactions built into HE courses are establishing synergies between the two elements of the skills/education system; however, developing these synergies further is a critical issue for future consideration.Originality/valueThere is a proliferation of publications tracking the nature and value of apprenticeships. This paper traces apprenticeships and their evolution and examines how practices adopted can be applied to newer vocational options being integrated into HE. The paper considers apprenticeships and other vocational options, building on the author's own discussions with employers and recent graduates.

Sign in / Sign up

Export Citation Format

Share Document