本研究旨在探討老年人寂寞及其相關因素模式。主要目的為：一、編擬老年人寂寞量表，以測量老年人寂寞。二、瞭解我國老年人的寂寞現況並比較不同背景變項之老年人在寂寞上的差異情形。三、建立人格特質（神經質與外向性）、自覺健康狀況、社會關係數量、社會供應（情緒共同感、價值肯定、社會共同感）與寂寞（情緒性寂寞與社會性寂寞）之間的結構方程模式，以瞭解變項之間的路徑關係。 為逹以上目的，本研究採用問卷調查法，以702位老年人為研究對象，施以「人格特質量表」、「社會關係量表」、「自覺健康狀況量表」，修訂之「社會供應量表」、自編之「老年人寂寞量表」等量表，並以描述性統計分析、t考驗、單因子變異數分析、結構方程模式進行統計分析。研究發現：1.老年人寂寞量表經因素分析，可區分為情緒性寂寞與社會性寂寞。2.我國老年人的寂寞程度為中度偏低，社會性寂寞顯著高於情緒性寂寞。3.不同年齡、性別、婚姻狀況、參與社團與居住狀況的老年人在寂寞上有顯著差異。4.去除解釋力低的自覺健康狀況，人格特質、社會關係數量、社會供應與寂寞所建構之結構方程模式的適配度獲得支持，可以有效解釋相關變項間的關聯性。 最後本研究根據研究結果進行討論，並對諮商實務及未來研究提出建議。 / The purpose of this study was to develop a 「Loneliness Scale for the Elderly」 and to explore loneliness and related factors in the elderly. Moreover, this study created the structural equation model of personality traits（neuroticis / extraversion）、quantity of social relationship、self-perceived health status、social provision（emotional togetherness / reassurance of worth / social togetherness）and loneliness（emotional loneliness / social loneliness）in the elderly, which served the purpose of illustrating the linear structural relationships among the relevant variables. The participants in this study were 702 elderly people in Taiwan. Research instruments included Personality Traits Scale、Quantity of Social Relationship Scale、Self-perceived Health Status Scale、Social Provision Scale, and Loneliness Scale for the Elderly. The collected data was analyzed by descriptive statistics, t-test, ANOVA, and structural equation model. The findings were as follows: 1. Two factors were extracted from the Loneliness Scale for the Elderly by factor analysis, they were emotional loneliness and social loneliness. 2. The level of loneliness among elderly was moderate and social loneliness is significantly higher than emotional loneliness. 3. There were significant differences in loneliness among different age groups, gender, marital status, group participations, and living arrangements. 4. The structural equation model of personality traits、quantity of social relationship、social provision and loneliness in the elderly could explain the relationship among main variables. Based on these findings, some suggestions were made for practice and future research.

La notion de Sentiment d’Employabilité est imbriqué dans le concept de l’employabilité et est peu évoquée au niveau des pratiques managériales modernes. Les travaux académiques sur le sujet sont limités à l’heure où les individus, évoluant sur le secteur privé, connaissent des difficultés de repositionnement en avançant dans l’âge. Cette situation se vérifie aussi pour les cadres. Une revue de littérature étayée des concepts permet de livrer une conceptualisation en lien, à la fois, avec l’individu, les variables socio-démographiques et le marché du travail. Une étude qualitative a été menée auprès de plus d’une trentaine d’acteurs. Ensuite, sur la base de plusieurs échelles validées portant sur l’employabilité et la perception individuelle de l’employabilité (et de nouveaux items issus de la recherche exploratoire), nous avons bâti un questionnaire. L’étude quantitative a ainsi permis d’opérationnaliser le Sentiment d’Employabilité comme un construit avec six dimensions : Compétence, Formation Continue, Sentiment d’Efficacité Personnelle, Réseau , Techniques de Recherche d'Emploi, Connaissance de la Réalité du Marché. L' outil montre l’influence du Sentiment d’Employabilité sur la situation professionnelle. Le modèle montre que le fait d’être en activité a aussi une influence sur ce sentiment. Cette étude a vocation à être transposée à d’autres publics (les juniors) et à d’autres contextes culturels / Self-perceived employability as an integrated element of employability…nor has it been really mentioned in modern-day managerial practices. Academic research on the topic is quite limited. It’s almost non-existent when individuals are confronted with difficulties in changing jobs: a tricky context when they get older. An extensive literature review backs up these concepts and delivers an operationalization of the idea linked to the individuals versus socio-demographic variables and employment status. The suggested results are from a qualitative study carried out on more than 30 people. The results then led to a quantitative research on the operationalization of Self-perceived employability. Based on several confirmed scaled (with items linked to employability, and to a lesser extent, Self-perceived employability…and new items from the exploratory research), we built a questionnaire keeping in mind that this way could contribute to a new and innovative measurement of employability. The streamlined scale leads to a new construct with six statistical dimensions: Skills, Training, Sense of Self Efficacy, Networking (internal and external), Job Search Tools and realistic knowledge of the job market. All in all, the research offers a way which could forecast professional situations and allows a realistic evaluation of Self-perceived employability. This study also suggests that self-employability is linked to professional status (ie to be hired). This research could be used for other vulnerable groups (like junior workers) and also on different cultural contexts

The general aim of the study was to assess the relationship between the graduateness, employability and satisfaction with retention factors of individuals and whether graduateness moderates the relationship between employability and satisfaction. The study used a quantitative, cross-sectional research design on a purposive, non-probability sample (N = 100) of predominant black (93%), male (49%) and female (51%) trainees between the ages of 17-29 years (early career). Presenting/applying information skills significantly and negatively predicted compensation while ethical/responsible behaviour significantly and positively predicted satisfaction with job characteristics and organisational commitment. Graduateness related positively to self-perceived general employability. General employability did not significantly predict the participants’ satisfaction with retention factors. Graduate skills and attributes did not significantly moderate the relationship between self-perceived employability and satisfaction with retention factors. Males had significantly stronger perceptions of employability compared to females while females had higher levels of work–life balance satisfaction compared to males. Overall, the results suggest that general self-perceived employability is more a function of graduateness than of retention, while graduateness positively relates to retention factors. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The overall aim of this thesis was to examine the distribution of health literacy (HL) levels in newly arrived Arabic-, Dari-, or Somali-speaking refugees in Sweden. Further aims were to investigate sociodemographic characteristics associated with inadequate HL in this group, and to investigate whether HL levels are associated with experiences of the health examination for asylum seekers (HEA), health seeking behaviour and health. Three quantitative cross-sectional studies, using data from two different surveys, were conducted among Arabic-, Dari-, and Somali-speaking, newly arrived refugees taking part in courses in Swedish for immigrants or civic orientation. In addition, an explorative qualitative study, based on focus group discussions, was performed on Arabic- and Somali-speaking newly arrived refugees who had taken part in an HEA. All data were collected 2013-2016. The quantitative data were analysed using different statistical methods, foremost descriptive statistics and univariate and multivariate binary logistic regression analyses. The qualitative data were analysed using Graneheim and Lundman’s method for latent content analysis. The main findings were that the majority of Arabic-, Dari-, or Somali-speaking refugees in Sweden have limited functional health literacy (FHL) and/or limited comprehensive health literacy (CHL). Having a low education level and/or being born in Somalia were associated with having inadequate FHL, but not with having inadequate CHL. Limited FHL was associated with inadequate CHL. Experiences of poor quality of communication and having benefited little from the HEA were more common among those with limited CHL, as compared to those with higher CHL. Experiences of communication problems and a lack of information related to the HEA were found in the qualitative studies as well. In addition, it was more common that those with limited CHL reported poor general health and impaired psychological well-being, and that they had refrained from seeking healthcare. In conclusion: limited HL is common among newly arrived refugees in Sweden and seems to be of importance for the experience of the HEA, health-seeking behaviour and health. HL needs to be taken into consideration in the work with refugees in order to increase equity in healthcare and health.

Students are exposed to food concepts in agriculture-based career technical education (CTE) courses which provide a gateway for students to become more aware of food science career pathways. Professional development for Mississippi (MS) CTE teachers is needed to effectively implement food science-based instruction since there is not a food science curriculum framework adopted in MS. The objective of this study was to assess a food science professional development training for MS CTE teachers that would increase their self-perceived knowledge of food science, self-perceived ability to conduct food science skills, and their self-efficacy to implement food science-based instruction. Thirty-one teachers participated in a 2-h professional development (PD) training that provided teachers an experiential learning opportunity to learn and apply food science concepts. Results indicated that the food science PD training was effective at increasing teachers’ self-perceived knowledge and ability to conduct food science skills. Post training, more than 77% of the participating teachers were more confident in their ability to teach food science concepts. Overall, teachers were satisfied with the food science PD training. After participating in the food science PD training, teachers were asked to implement food science-based instruction in their CTE courses. A pilot test was conducted to examine MS CTE teachers’ (N=4) perception of implementing food science-based instruction that was provided to them. Post implementation, each teacher participated in a semi-structured interview to capture each teacher’s detailed experience pertaining to the implementation of the food science-based instruction. A conventional content analysis was used to analyze teacher responses. Research findings indicated that MS CTE teachers were interested in teaching food science to increase student knowledge of food science and to enhance student performance on the Future Farmers of America food science career development event. All teachers noted that they had a positive experience implementing the food science toolkit and that they intend to use the food science-based instruction in the future. MS CTE teachers perceived that the food science toolkit increased student exposure to, engagement in, and interest in food science academic and career pathways.