How does job quality predict subjective well-being in the United States? Prior research suggests that various job quality dimensions such as job security and individual task discretion affect subjective well-being, but the theoretical mechanisms are implied rather than tested and aspects of job quality are rarely tested together. I use structural equation modeling and General Social Survey data to assess the impact of five job quality dimensions—individual task discretion, monetary compensation, job security, low work intensity, and safe work conditions—on subjective well-being. Then, I show that job quality influences subjective well-being by improving social life, altering class identification, affecting physical health, and increasing amounts of leisure time. Finally, while I find that job quality dimensions do have statistically significant effects on subjective well-being, the way in which job quality affects subjective well-being differs by job dimension. In other words, job quality has a statistically significant impact on subjective well-being, but different job quality domains are connected to subjective well-being in different ways.
Men's and women's economic resources are important determinants of marriage timing. Prior demographic and sociological literature has often measured resources in narrow terms, considering employment and earnings and not more fine-grained measures of job quality. Yet, scholarship on work and inequality focuses squarely on declining job quality and rising precarity in employment and suggests that this transformation may matter for the life course. Addressing the disconnect between these two important areas of research, this study analyzes data on the 1980-1984 U.S. birth cohort from the National Longitudinal Survey of Youth 1997 to examine the relationships between men's and women's job quality and their entry into marital or cohabiting unions. We advance existing literature by moving beyond basic measures of employment and earnings and investigating how detailed measures of job quality matter for union formation. We find that men and women in less precarious jobs-both jobs with standard work schedules and those that provide fringe benefits-are more likely to marry. Further, differences in job quality explain a significant portion of the educational gradient in entry into first marriage. However, these dimensions of job quality are not predictive of cohabitation.
Job loss is one of the most difficult work related situations that an individual may encounter. Yet, sometimes job loss may also turn into a blessing in disguise. Combining the careers literature with the literature on unemployment, the current paper addresses potential positive outcomes of job loss by focusing on specific career adaptability activities that individuals can undertake to obtain these outcomes. Three hundred and four unemployed outplacement attendees reported their use of self and environmental career exploration and career planning, as well as of job search (general and networking) and the availability of two resources that may foster these activities, general self-efficacy and social support. Six months later, 215 individuals reported their current reemployment status and, when applicable, the quality of that reemployment. Results replicate the positive effects of job search on finding reemployment but moreover outline the relevance of career planning and exploration during unemployment on ensuring the quality of this reemployment. Theoretical implications and directions for practice and future research are discussed.
The Career Adapt-Abilities Scale (CAAS) measures career adaptability as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations. Data came from a large and heterogeneous sample of employees in Australia (N = 1723). Results showed that overall career adaptability positively predicted career satisfaction and self-rated career performance above and beyond the Big Five personality traits and core self-evaluations. In addition, concern and confidence positively predicted the two indicators of subjective career success. The findings provide further support for the incremental validity of the CAAS.
A nationally representative sample of college graduates (N = 11,152) were surveyed regarding their job-seeking behaviors and outcomes. Race and sex differences among the job search strategies used, number of job interviews, number of job offers, annual salary, and job satisfaction were examined. Results indicated significant race and sex differences in job search methods used. There were significant differences in underemployment and job satisfaction as a function of race, and in underemployment and annual salary as a function of sex. There were no significant differences in number of job interviews or job offers regardless of race or sex.
Past job-search research has focused on how hard unemployed people search for a job, but we still know little about the strategies that people use during their search and how we can predict the quality of the reemployment found. The first aim of this study was to predict the use of different job-search strategies via job-seekers' career adaptability. The second aim was to examine the impact of different job-search strategies on both the number of job-offers and the quality of the obtained job. In a two-wave study, 248 unemployed people indicated their career adaptability and the job-search strategies that they used. The use of a focused and exploratory strategy contributed to the number of job offers, whereas the use of an exploratory strategy reduced the quality of reemployment 8 months later. Moreover, career decision making and career confidence positively predicted reemployment quality. Implications for reemployment practice and further research are discussed.
Master the new world of work. You want--no, you need--a new job. But not just any job. The job. So you polish your resume till it shines. You apply for countless openings, tailoring your message to each. You search for the hidden job market, although it remains very well hidden. And the response? Well, it's underwhelming. To top things off, maze-like online application systems appear designed to keep you and the perfect job apart. What's going on? How people successfully land jobs has changed. You need help from a pro, someone who navigates career data, the labor market, and hot jobs with ease. You want a coach who will tell you what to pursue and what to avoid, and an expert who has mastered job-hunting and career change to offer wisdom gained from experience. What you need is a career coach. Better yet, several. Expert career coaches contributing to this volume include Lakeisha Mathews, Dan Schwartz, Sheila Margolis, Alisa Cohn, Michelle Riklan, Marie Zimenoff, Laura Labovich, Lynne Williams, Thea Kelley, Jean Juchnowicz, Alan DeBack, Marilyn Feldstein, Vivian Blade, David Hosmer, Barbara Seifert, and Nicole Miller. Find Your Fit guides you through answering foundational questions like: What do I want to do with my career? Where should I do it? And how do I get there? As you develop a strong sense of self-awareness, you'll be able to identify the work environment best for you, shape your online identity, and network more effectively by focusing on people instead of openings. You'll learn about coveted employee referrals, and how to get one at your target company. With the help of experienced career coaches, you'll be able to handle any kind of interview. And, you'll become familiar with the pre-employment testing and assessments increasingly common today. What are you waiting for? Your personal coaching session awaits.
The co-founders of the hugely successful Who What Wear empire share their best career advice for smart, stylish, self-starting women of all professional levels. In The Career Code, the third book in the smash-hit Who What Wear series, fashion and digital entrepreneurs Katherine Power and Hillary Kerr bring you the Everygirl's guide for creating your own professional success, on every level, flawlessly. The book is filled with insightful, pragmatic "career codes" to follow, as well as all of the practical, how-to advice they've learned while building their company from zero employees in 2006, to the thriving, multibrand, multiplatform, multi-million dollar company it is today. In this approachable, authoritative, and inspirational book, you will find the most useful and accessible tips and tricks to strategically build your career into exactly what you want it to be, from negotiating your salary to avoiding the biggest mistake most people make when they quit. Chapters include advice on résumé building, dressing for the job you want, and how to effectively communicate at work--even with the most difficult colleagues--all done with the Who What Wear girls' practical and polished signature style. It gives you total insight into how you can excel at work in every arena, whether you're just starting your very first job, contemplating switching fields, or finally a boss who's building her own team. The Career Code also includes over 20 of Hillary and Katherine's best "life hacks" to ensure your out-of-office life runs just as smoothly as your career.Take your ambition to the next level and give your career the stylish edge it deserves. This is the must-have handbook for every woman at every stage of her career, no matter where she sits in the boardroom.
A provocative new approach to discovering your true calling in life and achieving not just a good career, but a great one Over the past three decades, professor Larry Smith has become something of a "career whisperer" for his students at the University of Waterloo. Each year, millions of talented college students graduate with little or no real sense of what their next step will be, yet they are determined not to settle for a so-so career; they are looking for a great career. Smith points out that only a few fortunate souls are born knowing exactly what they want to pursue in life. The rest of us have to stop making excuses and start asking ourselves tough questions about achieving our goals. In his straightforward, no-nonsense approach, Smith itemizes and dismisses all the usual excuses, fears, and worries that people hide behind when trying to find their true direction. His unusual take on this challenging conundrum is both universal and timely, and his stunning TEDx talk on this subject has been viewed by more than six million people so far. This is the perfect book for any college graduate who is wondering where he or she fits into the world. It won't necessarily be easy, but if you follow Smith's guidance, your career dreams can indeed come true.
Instructor and Life Coach Kari Blackett's Career Achievement: Growing Your Goals teaches students how to personally and professionally achieve their goals. This text breaks down the elements of career management, including goal setting, resume-writing, and networking effectively with clarity and ease. Portfolio assignments, Career Coaching, Networking Business cards, and more make this text ideal for adults returning to the workforce and career-changers. Multiple activities are interspersed within the chapters allow for practical application.
Call Number: GCC Main & North -- - CARCOLL - BF698.9 .O3 T54 2014
Publication Date: 2014
The bestselling guide to finding career success and satisfaction through Personality Type is now thoroughly revised, expanded, and updated. Do What You Are -- the time-honored classic that has already helped more than a million people find truly satisfying work -- is now updated to include jobs in today's hottest markets, including health services, education, and communications technology. With the global economy's ups and downs, the advent of astonishing new technology, the migration to online work and study, and the ascendancy of mobile communication, so much has changed in the American workplace since this book's fourth edition was published in 2007. What hasn't changed is the power of Personality Type to help people achieve job satisfaction. This fifth edition is especially useful for millennials and for baby boomers experiencing midlife career switches. The book leads readers step-by-step through the process of determining and verifying Personality Type. Then it identifies occupations that are popular with each Type, provides helpful case studies, and offers a rundown of each Type's work-related strengths and weaknesses. Focusing on each Type's strengths, Do What You Are uses workbook exercises to help readers customize their job search, ensuring the best results in the shortest period of time.
While the American workplace affords many and varied career options, the process of determining what to do with one's life remains a significant challenge. The Bound-for-Career Guidebook views career identification, selection, entry, and progression as part of a larger developmental process--the career development process. This book addresses the incredible importance that change plays in education and career. What we need to know and the skills required to perform our work roles are affected dramatically by change, and all workforce members must possess the ability to learn and adapt. Empowered students and workers are better able to guide themselves through their personal career journeys. The Bound-for-Career Guidebook, with its information and exercises, will point you in the direction of opportunities and options that are realistic, desirable, and achievable.