Computer‐Assisted Career Guidance Systems: A Part of NCDA History

The first computer‐assisted career planning systems were developed in the late 1960s and were based soundly on the best of career development and decision‐making theory. Over the years, this tradition has continued as the technology that delivers these systems’ content has improved dramatically and as they have been universally accepted as effective tools for career guidance practice. Although their widespread use in the United States is currently affected by financial conditions, the potential for using these systems in developing countries as a part of their implementation of career guidance services is promising.     

The History of Interest Inventories and Career Assessments in Career Counseling

Interest inventories and career assessments continue to be used to support practitioners as they work to uncover client interests, abilities, skills, motivations, values, and other personal factors that help individuals self‐define and construct their career. The skilled use of career inventories and assessments remains a minimum competency of career service providers' ability to successfully partner with their clients. A history of the evolution of assessment from 1914 through 1974 and considerations for the future of assessment are highlighted to provide historical perspective to inform practitioners as they serve the diverse needs of complex client populations.     

职场Tweens的消费态度及相关因素差异性分析

对职场Tweens的消费态度进行了研究,发现可将职场Tweens的消费态度分为炫耀型、变动型和理智型3种类型.分析了性别、文化程度等人口统计学变量对某一特定消费类型影响的差异程度,结果显示:不同性别的职场Tweens在炫耀型消费方面无显著差异,而在变动型消费和理智型消费方面有显著差异;不同文化程度的职场Tweens仅在炫耀型消费方面有显著差异;处于不同城市的职场Tweens也仅在炫耀型消费方面有显著差异.     

The relative career advancement of men and women engineers in the United States

Abstract

Despite the fact that women engineering students perform as well as their male classmates during college, women engineers report lower salaries and supervisory responsibility levels after about five years in the labour force. Several hypotheses concerning the reasons for the differences in career advancement of men and women engineers were investigated in a national survey of engineers in the United States. The gender differences in career advancement could not be explained by differences in education level or in self-perceptions of ability. The fact that women were more likely to have taken a career break than were men did decrease their salaries and supervisory levels. However, gender differences were still apparent even when this factor was controlled. The careers of both men and women were affected by conflicts arising from the multiple roles of worker, spouse, and parent, but many women engineers avoided such conflicts by remaining single and childless. These results challenge several popular explanations for the differential advancement of men and women, but the actual causes remain unknown.     

Proactivity and work experience as predictors of career-enhancing strategies

The present study aims to enhance researchers' understanding of career self-management behaviour by introducing proactivity along with human capital variables into the analysis. By modelling employees' career strategies, this empirical investigation assesses the relative importance of human capital predictors as well as that of proactive personality. A survey was conducted using a structured questionnaire. There were 328 participants in the survey, consisting of individuals working for firms across all sectors of the Greek economy. Factor analysis was used to form implemented career strategies reported in the survey. Regression analysis was applied for assessing the impact of each predictor on career self-management behaviour. The main findings indicate that the primary sources behind shaping employees' career strategies are their own proactive personality and their work experience in full-time jobs. The importance of combining human capital variables with employees' proactivity in modelling career development is stressed by the present study.     

The role of individual and organizational characteristics in feedback seeking behaviour in the initial career stage

The present study investigates whether the frequency by which employees seek informal feedback and the quality of the self-initiated feedback influences perceived career development. Furthermore, we investigated goal orientation and perceived learning culture, as antecedents of feedback seeking behaviour. Data were collected from 116 financial experts from various multinational corporations worldwide. Results show that particularly the quality of self-initiated feedback from supervisors positively affects perceived career development. The quality of self-initiated feedback from supervisors mediates the relation between the perceived learning culture and perceived career development. Furthermore, learning goal orientation directly relates to perceived career development. Last, our results highlight the significance of creating a learning culture in which informal feedback is stimulated. Implications of these findings are discussed.     

供应链韧性：适应复杂性——基于复杂系统管理视角

构建富有韧性的供应链已从企业层面关注的问题上升到行业、地区和国家层面战略,成为应对当前社会经济发展复杂局面和提升国家安全与竞争力水平的重要举措。本文在阐述了供应链是一个社会型多中心共享共治的复杂适应性系统基础上,指出供应链韧性是供应链系统行为与功能整体适应环境复杂性变动的一种能力标志;供应链韧性的复杂整体性属性特征需要通过复杂系统思维范式转移形成新的研究范式与方法论;供应链韧性理论的学术价值主要不是针对常规问题,而要看它应对供应链失稳、风险、应急、功能退化等韧性危机是否有效和效能如何;供应链韧性有着具体特定的真实世界;解释、分析和揭示供应链韧性复杂现象和客观规律需要充分关注供应链的独特性与话语语境,没有两个现实的供应链韧性机理是完全一样的;供应链韧性是当今供应链研究领域中的一个大问题、难问题,具有重要的学术前沿性、现实性与挑战性,应扎根在我国供应链管理的丰富实践土壤中,从基础性的学术体系、理论体系与话语体系夯实研究基础,而不宜过于被供应链韧性初始定义中的“断”与“不断”捆住手脚。     

研究生职业生涯入口影响因素及其特征差异研究

首先,探究了应届毕业研究生职业生涯入口的影响因素,并按照对研究生就业的作用将影响因素划分为促进因素和阻隔因素;其次,进一步探讨了不同性别、专业学科门类和就职岗位类别等特征的研究生所感知到的阻隔因素和促进因素的差异;最后,从个人,高校和政府3个层面提出了如何克服研究生职业生涯入口阻隔的建议。     

Operational Models of Infrastructure Resilience

We propose a definition of infrastructure resilience that is tied to the operation (or function) of an infrastructure as a system of interacting components and that can be objectively evaluated using quantitative models. Specifically, for any particular system, we use quantitative models of system operation to represent the decisions of an infrastructure operator who guides the behavior of the system as a whole, even in the presence of disruptions. Modeling infrastructure operation in this way makes it possible to systematically evaluate the consequences associated with the loss of infrastructure components, and leads to a precise notion of “operational resilience” that facilitates model verification, validation, and reproducible results. Using a simple example of a notional infrastructure, we demonstrate how to use these models for (1) assessing the operational resilience of an infrastructure system, (2) identifying critical vulnerabilities that threaten its continued function, and (3) advising policymakers on investments to improve resilience.