Mediating role of mentoring functions on linking personality and occupational commitment in Indian organizations

ABSTRACT

This study investigated the mediating effect of mentoring on the relationship between the Five Factor Model (FFM) Personality traits and occupational commitment (OC). The study used cross-sectional survey-based research design. Data were collected from 362 managers of public and private sector organizations located in North India. The results indicated that psychosocial mentoring acts as a partial mediator for facilitating the linkage between all the FFM traits and OC. Contrary to this, career mentoring was found to partially mediate the link between only conscientiousness-OC, agreeableness-OC and emotional stability-OC. No mediating effect of career mentoring was found for personality factors of openness and extraversion. HRD practitioners are encouraged to implement train-for-trainers’ sessions for raising awareness among senior managers/mentors about the importance of psychosocial mentoring functions. This study is unique, because it is among the few to appropriately capture the mediating role of mentoring functions vis a vis the personality and OC relationship. Further, it also enriches the existing body of research on workplace mentoring and careers, especially in the South-Asian context.     

Self-management of Initiations by Students Diagnosed with Autism

During prebaseline observations, three students diagnosed with autism were unable to make social initiations to another individual. The ability to make initiations would be considered a “pivotal response” in that it would allow an individual to come into contact with a wide variety of social reinforcement. A multiple-baseline design was implemented to measure the effects of a using a self-management package to teach the students to make social initiations. Two interventionists worked with each student to prompt and reinforce initiations. All students acquired social initiations during externally-determined reinforcement. The initiations were maintained when reinforcement changed from externally determined to a self-management system. The prompts to initiate and self-reinforce were faded over the course of the sessions. The use of self-management by the student led to less need for staff intervention. Implications from the literature are discussed.     

组织职业生涯管理与工作卷入关系的研究

本研究以龙立荣开发的组织职业生涯管理问卷的简缩版和修订过的Kanungo的工作卷入问卷为测量工具,对多家企业的员工进行了调查。统计分析结果显示:组织职业生涯管理与员工的工作卷入之间存在显著的正相关关系,组织职业生涯管理中的各个维度与员工工作卷入的相关关系均达到了显著性水平,其中与员工工作卷入相关性最大的是“晋升公平”,相关性最小的是“注重培训”。此研究证明了组织职业生涯管理的必要性。     

What is Mentoring?

What is mentoring? Is it just a buzz word or is this really valuable? How can mentoring help one to grow and advance personally and professionally? How and where does one even begin? Many of us have these questions. In this article, I will share my perspective and provide some reflections on these questions based on my own personal and professional journey.     

Enhancing the Career Planning Self-Determination of Young Adults with Mental Health Challenges

The impact of an intervention on the self-determination and career planning engagement of young adults with mental health challenges was studied. Sixty-seven young adults, 20 to 30 years of age, with mental health diagnoses (e.g., depression, bipolar disorder) were randomly assigned to intervention and control groups. Statistically significant greater increases were made by the intervention group versus the control group for self-determination and career planning engagement, and self-determination at least partially mediated increases in career planning engagement. With career planning self-determination interventions, young adults with mental health challenges might be able to achieve better career and life outcomes than is typical for this population.     

贾宝玉形象的文化张力

贾宝玉形象的独特性在于,其形象内涵既不属于西方文化,又非中国传统文化所能涵盖。他源于中国传统文化而又不是中国的儒、道所能解释:无论在思想意识、价值追求还是在思维方式等方面均与当时的世俗文化构成极强的张力冲击。这种冲击主要体现在贾宝玉与其它人物在仕途文化、情色文化上的碰撞,以及贾宝玉自身多元素文化的冲突。曹雪芹就是通过这种文化碰撞所塑造的贾宝玉形象,完成了他对中国传统文化的穿越,从而造就了一个独具魅力的艺术张力世界。     

The Career Decision‐Making Difficulties Questionnaire: A Case for Item‐Level Interpretation

The Career Decision‐Making Difficulties Questionnaire (CDDQ; Gati, Krausz, & Osipow, 1996) has long been demonstrated as a useful instrument for career counseling practice. Several case studies have demonstrated how and why using the CDDQ facilitates the career counseling process (e.g., Amir, Gati, & Kleiman, 2008; Gati & Levin, 2014; Levin & Gati, 2014). This study explores how an in‐depth analysis of a case study conducted at the item level can provide career counselors with a richer understanding of their clients’ needs. The case study also emphasizes how administering and providing feedback on the CDDQ in career counseling sessions is likely to foster working alliances. The study concludes by presenting an intervention map based on the CDDQ taxonomy.     

Core self-evaluations mediate the association between leaders' facial appearance and their professional success: Adults' and children's perceptions

Although the link between facial appearance and success is well established, the mechanisms responsible for this association have remained elusive. Evolutionary theory suggests that perceived leadership characteristics should be important for men's self-concept. Drawing on implicit leadership theory and evolutionary perspectives, we therefore examined the associations between first impressions based on facial appearance, core self-evaluations (CSEs), leadership role occupancy, and career success among a sample of working men. In Study 1, we found that CSEs mediated the relationship between individuals' facial appearance and measures of their success as leaders. In Study 2, we replicated these results using children's ratings of facial appearance, thus suggesting that basic properties of the targets' faces communicated their leadership ability more than the perceivers' life experience or acquired knowledge. These results suggest that people may use facial appearance as a diagnostic tool to determine the leadership ability of others.     

Career Adaptability,Self‐Esteem,and Social Support Among Hong Kong University Students

Career adaptability manifests itself through 4 self‐regulated internal resources for coping with occupational challenges and transitions: concern, control, curiosity, and confidence. Few studies have examined career adaptability specifically in the Hong Kong context. The Career Adapt‐Abilities Scale–China Form (CAAS‐China; Hou, Leung, Li, Li, & Xu, 2012 ) was administered, along with measures of self‐esteem and social support, to 522 Hong Kong Chinese undergraduate students. Results indicated that the CAAS‐China is a reliable and valid instrument for use with these students. Data also showed that self‐esteem was strongly associated with career adaptability, and this relationship was partially mediated by perceived social support. Implications for careers counseling in universities and colleges are discussed.     

如何建设与大学生自主管理相适应的校园环境

加强大学生自主管理能力的培养是充分体现和实践科学发展观”以人为本”思想的现实需要,是提升高校学生管理工作层次和水平的新要求,是进一步提高高校人才培养质量的迫切要求。高校校园环境建设要适应大学生自主管理,通过校园硬件和软件环境的建设,创设和营造大学生自主管理的环境和氛围,促进大学生的成才。