The increasing number of graduates from higher education program has arouse the discussion of its effect on Taiwan workers¡¦ competency and whether such booming production has advantages for graduates¡¦ first job search. Even though a large aggregation of literatures has been published and includes such vocational activities into turnover theories, social cognitive theory and so on, there has not been a explicate framework of combining internal and external factors with job search outcome. The study has achieved illustrate 2009 graduates¡¦ from department of business administrative perception of how the difference of their degrees interact with internal factor (self-efficacy), external factor (economic condition) and job search outcome (employment opportunity index). By adding valid scales into the existing job search framework, the study is able to conclude the discrepancy between master degree graduates and bachelor degree graduates scoring on different scales as well as the overall discrepancy the graduates¡¦ perception have against the actual facts in the contemporary job market. In sum, the findings in this study are as the following: 1. There are positive relationships between: education attainment vs. self-efficacy, level of external factor resistance, EOI; self-efficacy vs. level of external factor resistance, EOI; level of external factor resistance vs. EOI. 2. Master graduates have higher occupational self-efficacy, level of external factor resistance and EOI than the bachelor graduates. 3. Master graduates are likely to make overestimation on the amount of their first monthly payment and underestimation on the duration needed for their first job search.

>Magister Scientiae - MSc / Globally, high unemployment rates exist amongst individuals with schizophrenia. Evidence suggests that these individuals have a desire to return to work (RTW), however, they experience difficulty in finding as well as sustaining employment. Work plays a pivotal role in the functioning of individuals with schizophrenia and has a substantial positive influence on their quality of life (QOL). Several studies recommend supported employment as a practice aimed at improving rates of competitive employment for individuals with schizophrenia. The current study aimed to explore the experiences and perceptions of individuals, with a primary diagnosis of schizophrenia, about the use of the Model of Occupational Self-Efficacy (MOOSE) as a supported employment strategy in enhancing the work skills and facilitating RTW in the open labour market. A qualitative research design was utilised to explore these experiences and perceptions from nine participants. Additionally, one occupational therapist and one occupational therapy technician were selected and participated as key informants of the study. Participants were selected through the use of purposive sampling. Written informed consent was received from the participants, and their confidentiality was upheld throughout the study. Semi-structured interviews were used to collect data, and were audiotaped and transcribed verbatim. Transcriptions were anal

<p>Att delegera ansvar till sina medarbetare är närmast självklart i det moderna ledarskapet. Detta har lett till ett ökat behov av tillit mellan ledare och medarbetare. I en väl fungerande ledar-medarbetar-relation har medarbetarens tro på sin förmåga i arbetet – arbetsrelaterad self-efficacy – visat sig vara viktig. I föreliggande studie var syftet att undersöka betydelsen av medarbetarens arbetsrelaterade self-efficacy för ledarens tillitsintention. Avsikten var också att jämföra denna med betydelsen av medarbetarens objektiva kompetens, vilken traditionellt framhållits som viktig i tillitsbedömningar, samt medarbetarens kön. Deltagarna bestod av 44 ledare från ett industriföretag samt 28 ledare från ett vårdföretag. Resultatet visade en stark huvudeffekt av medarbetarens arbetsrelaterade self-efficacy. Detta talar för vikten av att investera i medarbetarnas personliga utveckling.</p>

Att delegera ansvar till sina medarbetare är närmast självklart i det moderna ledarskapet. Detta har lett till ett ökat behov av tillit mellan ledare och medarbetare. I en väl fungerande ledar-medarbetar-relation har medarbetarens tro på sin förmåga i arbetet – arbetsrelaterad self-efficacy – visat sig vara viktig. I föreliggande studie var syftet att undersöka betydelsen av medarbetarens arbetsrelaterade self-efficacy för ledarens tillitsintention. Avsikten var också att jämföra denna med betydelsen av medarbetarens objektiva kompetens, vilken traditionellt framhållits som viktig i tillitsbedömningar, samt medarbetarens kön. Deltagarna bestod av 44 ledare från ett industriföretag samt 28 ledare från ett vårdföretag. Resultatet visade en stark huvudeffekt av medarbetarens arbetsrelaterade self-efficacy. Detta talar för vikten av att investera i medarbetarnas personliga utveckling.

Magister Scientiae (Occupational Therapy) - MSc(OT) / Traumatic brain injury (TBI) is a major public health concern which mostly affects the economically viable population. In addition, the Code of Good Practice as described in South African Labour Law serves as a guide for employers to encourage equal and fair opportunities for employees with disabilities. However, despite the presence of this policy, as well as other legislation, research has shown that individuals with TBI are failing to return to work. The Model of Occupational Self-Efficacy (MoOSE) was developed as a client centered approach to return individuals with TBI to work. The aim of the current study was to explore, and describe the experiences and perceptions of occupational therapists who have used the MoOSE in the vocational rehabilitation and return to work process of clients with TBI. The participants in the study were selected by means of purposive sampling and semi-structured face-to-face interviews were conducted on a monthly basis for three months with 10 occupational therapists. The semi-structured interviews were used to gain insight into and explore the perceptions of the occupational therapists who have used the MoOSE in their vocational rehabilitation programmes with clients who have suffered TBI. The findings of the study were analyzed by means of thematic content analysis. The outcome of this study was aimed at finding ways to enhance / improve the model when it is used in the vocational rehabilitation process with people who have suffered TBI. Informed consent was obtained from the research participants and confidentiality of their information was maintained. Data was collected by means of semi-structured interviews which were audiotaped and transcribed. Transcriptions were analysed by using constant comparative methods of data analysis which resulted in categories, which reflected the purpose of the study being created. The analysis of transcripts was done using Microsoft Word. Results were then divided into themes and discussed holistically. Four themes emerged that answered the research question. Theme one described how client related factors impacted on the implementation of the MoOSE. Theme two explored the therapist related factors that impacted on the implementation of the MoOSE while theme three discussed how characteristic of the model impacted on the vocational rehabilitation and return to work process. The participants appreciated the clear four stages of the MoOSE and the dynamicity of the model. Theme four described how the job market and employer perceptions impacted on the return to work process. Recommendations were then discussed that could further improve the model and the implementation thereof. Recommendations included adding a motivation component to the MoOSE, involving family members in the rehabilitation process and therapist reflection as a means to foster client-centered practice. Other recommendations were aimed at addressing policy issues which interferes with the return to work process and encouraging interdisciplinary collaboration in the vocational rehabilitation of individuals with TBI.

Hög arbetsrelaterad self-efficacy har visat sig fördelaktigt inom organisationer, exempelvis bidrar det till mindre motstånd till förändring. Syftet med denna studie var att finna ledarskapsageranden vilka är av betydelse för arbetsrelaterad self-efficacy samt se ifall arbetsrelaterad self-efficacy i sin tur kan förklara variansen för motstånd till förändring. Studien genomfördes med två delstudier på ett större industriföretag. Kvalitativa intervjuer med 8 chefer genomfördes vilka sedan meningskoncentrerades. En kvantitativ enkät genomfördes med 101 respondenter på företaget. Enkäten inspirerades av skalorna för General Self-Efficacy, Occupational Self-Efficacy samt Resistance to Change. Materialet undersöktes med korrelation- och regressionsanalyser. Studiens resultat visade att då en ledare använder de framtagna ledarskapsagerandena riktade mot den anställde, har det betydelse för graden av arbetsrelaterad self-efficacy. Arbetsrelaterad self-efficacy i sin tur visade sig samvariera negativt med motstånd till förändring. Slutligen bidrog studien med förståelse över ledarskapets komplexitet att anpassa och agera efter såväl syfte, person och situation.

Anställningssituation har visat sig ha betydelsefulla faktorer för tilltron till den egna förmågan (self-efficacy) i utbildnings- och arbetssammanhang. Syftet med denna studie var att belysa studerande bemanningsanställdas upplevelse av self-efficacy gällande studier, nuvarande arbetsuppgifter samt framtida karriär i relation till anställningssituationen. Studien byggde på åtta kvalitativa intervjuer med studenter mellan 21–35 år och som arbetar inom bemanningsbranschen, varav fem kvinnor. Utifrån fenomenologisk analys och genom meningskoncentrering genererades temana Värdering av självet, egna erfarenheter och framtidsmöjligheter, Socialt stöd i arbetsmiljön, Ambivalens jobb-studier-livet, Varierande meningsfullhet i arbetssituationen, samt Trygghet och otrygghet i arbetet. Resultatet visade att anställningssituationen inkluderar faktorer som kan påverka self-efficacy både positivt och negativt. Studien visade som tidigare forskningar att self-efficacy är föränderlig och kan förstärkas eller försvagas. Resultatet kan för bemanningsanställda ge möjlighet att reflektera över sin arbetssituation, förstärka positiva effekter för self-efficacy och reducera negativa.

Research has shown that self-efficacy is one of the most important personal resources in the work context. However, research on working life has mainly focused on a cognitive and task-oriented dimension of self-efficacy representing employees’ perceptions of their capacity to successfully complete work tasks. Thus, little is known about the influence that believing in one’s social and emotional competence could have. This thesis aims to expand previous theory regarding self-efficacy in the workplace by investigating social, emotional, and cognitive self-efficacy dimensions in relation to leadership, health, and well-being.   The thesis rests on four empirical studies, all related to health and well-being, and including at least one self-efficacy dimension. Study I employed questionnaire data from 169 Swedish high school students. The other three studies were based on questionnaire data obtained during a three-year international health-promoting leadership research project. These participants were employees and leaders from 229 different teams in 12 organizations in Sweden and Germany representing a wide range of occupations. Study I supported the idea that emotional self-efficacy is an important antecedent to prosocial behaviour and also highlighted the value of differentiating between different dimensions of self-efficacy. Study II validated the new work-related Occupational Social and Emotional Self-efficacy Scales; and indicated that these dimensions are positively related to well-being. However, Study III showed that emotional exhaustion in followers crossed over to leaders when the leaders’ emotional self-efficacy was high. Study IV revealed that transformational leadership and social self-efficacy can be positive for team climate. The main theoretical contribution of this thesis is to expand previous theory regarding self-efficacy in the workplace by incorporating social, emotional, and cognitive dimensions. The main practical implication is that the new Occupational Social and Emotional Self-efficacy Scales can be used to promote health and well-being in the workplace through activities such as recruitment, staff development, and team-building. This thesis suggests that (a) training managers to exert transformational leadership behaviours may simultaneously promote team climate, and this process may be mediated by social self-efficacy, (b) it may be counterproductive to enhance leaders’ emotional abilities in a team of exhausted followers, since the result can be an exhausted leader rather than an exhilarated team, (c) interventions aimed at improving health and well-being should be specific to each work setting, and (d) a more holistic approach where the mutual influence between leaders and followers is considered may be beneficial for healthier work environments.

Tyrimo tikslas – nustatyti sąsajas tarp Vytauto Didžiojo universiteto psichologijos absolventų iniciatyvumo, nuostatų dėl karjeros tikslų, profesinio saviveiksmingumo ir objektyvaus bei subjektyviai suvokiamo karjeros sėkmingumo. Tyrime dalyvavo 121 Vytauto Didžiojo universiteto psichologijos absolventai (2 vyrai ir 119 moterų), psichologijos bakalauro arba magistro studijas baigę 2004-2012 metais. Iš 370 gavėją pasiekusių elektroninių laiškų, klausimyną užpildė 121 tiriamasis (33 proc.). Asmens iniciatyvumui įvertinti buvo naudojamas Bateman ir Crant (1993) asmens iniciatyvumo klausimynas, nuostatoms dėl karjeros tikslų įvertinti naudojama Mu karjeros tikslų skalė (Creed, Patton, Bartrum, 2002), o profesiniam saviveiksmingumui – Schens, Collani (2010) profesinio saviveiksmingumo klausimynas. Subjektyviai suvokiamas karjeros sėkmingumas buvo matuojamas Grennhaus, Parasuraman ir Wormley (1990) pasitenkinimo karjera klausimynu, o objektyvus karjeros sėkmingumas buvo vertinamas klausimu apie gaunamą atlyginimą. Tyrimo rezultatai parodė, jog labiau iniciatyvūs psichologijos absolventai pasižymi aukštesniu profesiniu saviveiksmingumu ir stipresnėmis nuostatomis dėl karjeros tikslų. O aukštesniu profesiniu saviveiksmingumu ir stipresnėmis nuostatomis dėl karjeros tikslų pasižymintys absolventai išreiškia didesnį objektyvų ir subjektyviai suvokiamą karjeros sėkmingumą. Taip pat didesniu objektyviu ir subjektyviai suvokiamu karjeros sėkmingumu pasižymi absolventai išreiškiantys... [toliau žr. visą tekstą] / The aim of the study was to assess the proactivity, career goals settings, occupational selfefficacy links to objective and subjective career success among Vytautas Magnus University graduates of psychology. The subjects of the study were 121 man and women, psychology graduates of Vytautas Magnus University. Respondents were bachelor or master graduates those who finish their studies in 2004 – 2012. Of 370 e-mails with questionnaire witch have reach respondents, 121 participants (33 percent) complete the questionnaire. In order to evaluate proactivity, it was used self-report measure of proactive personality (Bateman, Crant, 1993). To measure attitude towards career goals it was used Mu career goals settings questionnaire (Creed, Patton, Bartrum, 2002). Additionally it was used occupational self-efficacy scale (Schyns, Collani, 2010) and career satisfaction scale (Greenhaus, Parasuraman & Wormley, 1990) which was used to evaluate subjective career success. In order to evaluate objective career success it was used question about respondents’ salary. The results of the study showed that psychology graduates’ higher proactivity are related to higher occupational self-efficacy, stronger career goals settings, bigger objective and subjective career success. Stronger career goals settings and higher occupational self-efficacy are also related to bigger objective and subjective career success. And objective career success are related to subjective career success. The best... [to full text]

Studien syftade till att undersöka på vilket sätt arbetsrelaterad self-efficacy predicerade de arbetsrelaterade stressorerna krav, kontroll och socialt stöd hos verksamma inom kontaktyrken (N=63). Syftet var också att undersöka om, och därest på vilket sätt, prediktionerna modererades av ålder. Genom en kvantitativ studie distribuerades en webbenkät till slutna Facebook-grupper för verksamma inom kontaktyrken. Webbenkäten innehöll en mätskala för arbetsrelaterad self-efficacy och en mätskala för krav, kontroll samt socialt stöd i arbete. Vidare efterfrågades ålder samt andra demografiska frågor. Resultaten analyserades genom tre linjära (enkla) regressionsanalyser vilka inte påvisade statistiskt signifikanta linjära samband mellan arbetsrelaterad self-efficacy och krav, kontroll eller socialt stöd. Vidare påvisade tre modereringsanalyser inte några statistiskt signifikanta modererande effekter av ålder på prediktionerna mellan arbetsrelaterad self-efficacy och krav, kontroll eller socialt stöd i arbete. / The purpose of this study was to investigate in what way occupational self-efficacy predicted the work-related stressors job demands, control and social support among human services workers (N=63). Furthermore, this study aimed to investigate if, and subsequently how, the predictions were moderated by age. Through a quantitative study, a web-based survey was distributed to closed Facebook-groups for workers in human services. The web-based survey contained a measure for occupational self-efficacy and a measure for job demands, control and social support. Additionally, age and other demographic questions were included. The results were analysed by three linear (simple) regression analyses which showed no statistically significant linear relationships between occupational self-efficacy and job demands, control or social support. Three moderation analyses found no statistically significant moderating effects by age on the predictions between occupational self-efficacy and job demands, control or social support.