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We surveyed Australian adolescents and parents to test differences and congruence in perceptions of adolescent career development tasks (career planning, exploration, certainty, and world-of-work knowledge) and vocational identity. We found that, for adolescents (N = 415), career development tasks (not career exploration) explained 48% of the variance in vocational identity; for parents (N = 415), this was 38% (not world-of-work knowledge). Parent perceptions of career development tasks did not explain additional variance in adolescent vocational identity. There were moderate correlations between adolescent and parent perceptions of career development tasks and vocational identity, suggesting meaningful, but not substantial, congruence of perceptions. The findings provide useful insights into the understanding of, and relationship between, parent and adolescent perceptions of adolescent career development tasks and vocational identity, which suggest avenues for interventions with adolescents and parents.

We tested a cross-sectional, mediation model of career calling, in which career calling was associated positively with life satisfaction and perceptions of future employability, and these relationships were explained by the self-regulatory mechanisms of work effort, career strategies, and emotional regulation. Using a sample of 664 emerging adults (74.8% female, mean age = 20.2 years) and structural equation modeling, we found that higher career calling was associated with higher life satisfaction and perceived employability. In addition, higher calling was associated with more work effort, greater use of career strategies, and higher emotional regulation. Work effort and emotional regulation mediated the relationship between career calling and life satisfaction. Additionally, work effort, emotional regulation, and career strategies mediated between career calling and perceived employability. We interpreted the results from a developmental and goal-setting perspective and made recommendations for practice.

We surveyed 355 junior doctors (first 4 years of post-university training; 69% female, mean age = 28 years) from multiple hospital and practice locations and used an online questionnaire to assess their training-related demands (academic stress, concern about training debt, and hours worked), academic burnout, and personal resources (operationalized as career calling). We tested whether training-related demands were associated with academic burnout and whether career calling moderated the association between the demands and burnout. The demands accounted for approximately one third of the variance in burnout, with all accounting for significant, unique variance. In the context of the demands, career calling was not a significant predictor, but it moderated the association between academic stress and burnout. The study identified additional ways that junior doctors can be assisted to manage these first few years of medical training after graduating from medical school.

Goal engagement in young adults is variable. We recruited university students to test whether general personal characteristics (educational ability, core self-evaluations, and well-being; study 1, N = 195) and career adaptive variables (career confidence, exploration, and planning; study 2, N = 152) facilitated career goal engagement. Goal engagement was associated positively with goal disengagement in study 1. Moderating effects showed that the positive relationship between engagement and disengagement was stronger when core self-evaluations and well-being (satisfaction) were high, and when career confidence, exploration, and planning were high. Results are discussed in the context of transitions and promoting adaptable career goals.

Identifying a large discrepancy in young people's career goal progress can lead to distress, activating meaning-making, self-regulatory mechanisms aimed at resolving the uncomfortable situation. We assessed these important career-regulatory processes in a theoretical model by testing the indirect effects of career goal discrepancy on goal adjustment (assimilation and accommodation) via career distress, and assessed the conditionality of these effects based on two moderators (career calling and negative career feedback). In a cross-sectional study, we recruited 287 young adults with a mean age of 23.79 years (SD = 3.35), and tested complex dual moderated process model (OLS regression). Greater career goal discrepancy was associated with more career distress, and, in turn, less assimilative and more accommodative tendencies. These indirect effects depended on the level of career calling and negative career feedback. The findings can be used to tailor interventions to optimise the consequences of identified gaps in young people's career progress. [ABSTRACT FROM AUTHOR]

The stress people experience in relation to a highly stressful event, such as the COVID-19 pandemic, can undermine their sense of meaning in life. This study examined the relationship between COVID-19 pandemic-related stress and meaning in life and whether self-compassion and savoring positive emotional experience moderated this relationship. Participants (N = 498) completed measures of pandemic-related stress, dimensions of meaning in life (comprehension, purpose, mattering), self-compassion (self-kindness, common humanity, mindfulness), and savoring (savoring through anticipation, savoring the moment, savoring through reminiscence). Results of regression analyses showed that pandemic-related stress related to less meaning in life and that all dimensions of self-compassion and savoring (with the exception of savoring through reminiscence) related positively to a dimension of meaning in life. Only common humanity buffered the relationship between pandemic-related stress and a dimension of meaning in life (purpose) as expected. Unexpectedly, for people high on common humanity the relationship between pandemic-related stress and mattering was positive, and for people high on mindfulness, the relationship between pandemic-related stress and comprehension was negative. Although cross-sectional, this study's findings suggest that promoting common humanity might be important for protecting purpose and enhancing one's sense of mattering during a pandemic. [ABSTRACT FROM AUTHOR]

Future orientation is crucial for young people to achieve career-developmental milestones, yet little research has examined the role of future orientation in attaining career outcomes in adult samples. Using the future orientation framework, we tested direct effects of future orientation on career agency (proactive career behaviors and work effort) and career success (perceived employability and career adaptability), indirect effects via career agency variables, and conditional effects of negative career feedback in the future orientation-career agency-career success relationships. We surveyed 285 adults (M = 38.38 years) and conducted structural equation and moderated mediation analyses. Future orientation was associated positively with work effort, proactive career behaviors, career adaptability, and perceptions of employability. Work effort and proactive career behaviors mediated the future orientation-career success relationship. The mediation via career behaviors (but not work effort) was dependent on the level of received negative career feedback. The results have theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Aim: To develop and test the psychometric properties of an instrument assessing career success in nurses. Background: Despite the importance of achieving success in nursing, to date, this construct has been measured using unidimensional or generic scales not fully reflecting career success as perceived by nurses. Methods: This scale development study used a large sample of nurses across 10 hospitals in Tabriz, Iran. Items were generated based on existing literature and previous, research team‐led, qualitative study, followed by testing content and face validity of the items. Exploratory factor analysis (N = 530 nurses) then assessed the underlying structure of the scale, and reliability was tested using Cronbach's alpha and a 2‐week test–retest correlation. Findings: From the initial 73 items, fourteen rated by experts as 'not relevant' and seven with poor face validity were deleted. Exploratory factor analysis further identified 13 poor items. The final 39‐item solution extracted four robust career success factors: expected career progress, providing quality care, effective self‐regulation, and person‐organization fit. Cronbach's alpha and test–retest correlation showed excellent reliability. Conclusion: This multidimensional nursing‐specific scale with very good psychometric properties is suitable for individual/group‐based decisions. Implications for Nursing and Health Policy: This instrument can assess current perceptions of career success in nurses, so work resources can be allocated to improve policies, services and training programmes to meet career aspirations of nurses and objectives of the organization. Having a robust scale of career success will enable future research in the field of career success as specific to nursing in a clinical setting. [ABSTRACT FROM AUTHOR]

This study set to provide an age- and culturally-appropriate measure of career calling for Korean young adults. We conducted a literature review and identified a suitable, 15-item Career Calling Scale for Emerging Adults. We translated all items into Korean, back-translated into English, and verified for accuracy. An exploratory factor analysis revealed three factors reflecting those of the original scale (other-oriented meaning, active engagement, and personal meaning; Stage 1; N = 152), and a confirmatory factor analysis supported that these loaded on a higher order factor of career calling (Stage 2; N = 260). The scale showed good internal consistency, and scale validity was supported by finding positive correlations with well-being and a second measure of career calling and a negative correlation with career indecision. The findings support our argument that career calling, viewed as a salient and meaningful career goal, is a relevant concept for Korean young adults. [ABSTRACT FROM AUTHOR]

Objective: The objective of this study was to inform planning for similar events, our aim was to describe planning undertaken by Brisbane Mental Health Services for the 2014 G20 Summit and the impact of the Summit on service use.Methods: We analysed routinely collected service data comparing presentations and discharges for the same time period in two consecutive years.Results: While presentations to mental health services increased from the previous year across a five-month period (including the month of G20), the week of the G20 Summit showed little change.Conclusions: Our findings will be useful to other services that prepare for major events, such as G20. Our experience shows that, with detailed planning and extra resources, the G20 Summit passed without any major mental health incidents or major increase for mental health presentations. [ABSTRACT FROM AUTHOR]

Career calling, a salient career goal that is personally meaningful and oriented toward helping others, is a developmental construct that is especially important for emerging adults when making career decisions and setting career goals. As no existing measure reflects the developmental aspect of career calling, we devised an age-appropriate measure suitable for use with this population. We reviewed the extant literature, conducted focus groups, and used expert reviews to generate 34 initial items. Item and exploratory factor analyses were employed to reduce these items to 15, representing three reliable subscales (Study 1; N = 345 emerging adults). Confirmatory factor analysis supported the initial factor structure (Study 2; N = 527). Expected correlations with adult measures of career calling (search and presence), general career indecision, and life satisfaction supported construct validity (Study 2; N = 435). The implications for research and practice are discussed. [ABSTRACT FROM PUBLISHER]