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Relevant bibliographies by topics / Personality and employment

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Academic literature on the topic 'Personality and employment'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Personality and employment"

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Black, Kimberli R. "PERSONALITY SCREENING IN EMPLOYMENT." American Business Law Journal 32, no. 1 (May 1994): 69–124. http://dx.doi.org/10.1111/j.1744-1714.1994.tb00931.x.

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Arthur, Winfred, David J. Woehr, and William G. Graziano. "Personality testing in employment settings." Personnel Review 30, no. 6 (December 2001): 657–76. http://dx.doi.org/10.1108/eum0000000005978.

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McTurk, Carolyn, and Jane Shakespeare-Finch. "Barriers to Employment: Personality and Cognitive Predictors of Employment Status." Australian Journal of Career Development 15, no. 1 (April 2006): 10–18. http://dx.doi.org/10.1177/103841620601500104.

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Barriers to employment are linked to individual factors such as thinking styles and personality traits. Personality and cognitive differences between employed ( n = 55) and unemployed ( n = 57) cohorts were analysed to quantify the association between these variables and employment status. Using the Myers-Briggs Type Indicator (MBTI) and the Thinking Styles Inventory, three hypothesised relationships were examined in terms of identifying predictors of employment status. Personality temperament was found to be a significant predictor (particularly Sensing Perceiving style: SP), and thinking type also accounted for variance in employment status. These findings may help direct training strategies adopted by employment agencies in assisting people who are unemployed, collaboratively targeting positive job access outcomes through their consultative partnerships.

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Yang, Byunghwa. "The consistency effect between applicants’ personality traits and job characteristics on employment advertisement." Korean Journal of Industrial and Organizational Psychology 27, no. 1 (February 28, 2014): 55–81. http://dx.doi.org/10.24230/kjiop.v27i1.55-81.

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This study aims to examine the effect of consistency between applicants’ personality traits and job characteristics on employment advertisement. There are few empirical evidences about the consistency of personality traits and job characteristics, particularly in the employment advertisement, even though literature has shown that person-job (P-J) fit and person-organization (P-O) fit are strongly related to organization attractiveness and job choice decisions. The data were collected from a experiment of undergraduate students at a large Korean University. Using a ratin-square design and a eye-movement system in order to control over the order effect of stimuli presentations, the eighty subjects were given a series of employment advertisement one month after they completed the personalty test of NEO FFI-3. The employment advertisement material includes job requirements which represent a specific traits along with applicants’ personality traits. The result shows that the personality-based consistency between individuals traits and job characteristics is fairly associated with perception of person-job fit and intention to job acceptance. However, Results indicate a weak relationship between personality-based consistency and organizational attractiveness on employment advertisement. This study provides unique contributes to the literature by exploring how personality-based consistency between individuals and jobs influences perceived person-environment (P-E) fit and job choice decisions. Theoretical implications to the personality and recruitment literature are discussed along with practical suggestions to manager that are responsible for human resource management.

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Sansone, Randy A., Melissa Butler, Hassan Dakroub, and Michele Pole. "Borderline Personality Symptomatology and Employment Disability." Primary Care Companion to The Journal of Clinical Psychiatry 08, no. 03 (July 14, 2006): 153–57. http://dx.doi.org/10.4088/pcc.v08n0305.

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Hogan, Joyce, Paul Barrett, and Robert Hogan. "Personality measurement, faking, and employment selection." Journal of Applied Psychology 92, no. 5 (2007): 1270–85. http://dx.doi.org/10.1037/0021-9010.92.5.1270.

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Varela, Jorge G., Marcus T. Boccaccini, Forrest Scogin, Jamie Stump, and Alicia Caputo. "Personality Testing in Law Enforcement Employment Settings." Criminal Justice and Behavior 31, no. 6 (December 2004): 649–75. http://dx.doi.org/10.1177/0093854804268746.

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Meta-analysis was used to (a) assess the overall validity of personality measures as predictors of law enforcement officer job performance, (b) investigate the moderating effects of study design characteristics on this relation, and (c) compare effects for commonly used instruments in this setting. Results revealed a modest but statistically significant relation between personality test scores and officer performance. Prediction was strongest for the California Psychological Inventory and weaker for the Minnesota Multiphasic Personality Inventory and Inwald Personality Inventory. Effect sizes were larger for studies examining current job performance, as opposed to future job performance. Implications for using personality tests in the law enforcement officer hiring process are discussed, and recommendations for future research are provided.

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Elliott, Beth, and Odile Weissenborn. "Employment for Persons With Borderline Personality Disorder." Psychiatric Services 61, no. 4 (April 2010): 417. http://dx.doi.org/10.1176/ps.2010.61.4.417.

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Hou, Chunna, Lin Wu, and Zhijun Liu. "Effect of Proactive Personality and Decision-Making Self-Efficacy on Career Adaptability Among Chinese Graduates." Social Behavior and Personality: an international journal 42, no. 6 (July 16, 2014): 903–12. http://dx.doi.org/10.2224/sbp.2014.42.6.903.

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We studied the effect of proactive personality and career decision-making self-efficacy on career adaptability under employment pressure among 810 Chinese graduate students. Participants completed the Proactive Personality Scale, the Career Adapt-Abilities Scale–International Form 2.0, the Career Decision-Making Self-Efficacy Scale, and the Employment Pressure Scale. The results showed: (a) proactive personality affected career adaptability, (b) career decision-making self-efficacy played a mediating role in that relationship, (c) employment pressure moderated the mediating effect on the relationship in (a), and (d) students with a highly proactive personality were more inclined to be influenced by the negative effects of employment pressure than were those with a less proactive personality when forming career decision-making self-efficacy.

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Drydakis, Nick, Katerina Sidiropoulou, Vasiliki Bozani, Sandra Selmanovic, and Swetketu Patnaik. "Masculine vs feminine personality traits and women’s employment outcomes in Britain." International Journal of Manpower 39, no. 4 (July 2, 2018): 621–30. http://dx.doi.org/10.1108/ijm-09-2017-0255.

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Purpose The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits. Design/methodology/approach The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur. Findings Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions. Practical implications Within the labor market, masculine personality traits may increase competency levels and leadership capability. Social implications As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men. Originality/value Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales.

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Dissertations / Theses on the topic "Personality and employment"

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Wolford, Katherine Anne. "Effects of item randomization and applicant instructions on distortion on personality measures." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1245555713.

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Morris, Megan Brianne. "Personality and Simulated Employment Decisions in Perceived Gay and Lesbian Applicants." Wright State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=wright1315487785.

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NORTHCUTT, CECILIA ANN. "PERSONALITY CHARACTERISTICS OF SUCCESSFUL CAREER WOMEN." Diss., The University of Arizona, 1987. http://hdl.handle.net/10150/184089.

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This study used a questionnaire designed to identify personal characteristics that successful career women have in common across career fields. Information was elicited on self-esteem, achievement motivation, self-descriptive words, ethnicity, age, income level and occupational field, among other things. Subjects were women publicly recognized as successful by their peers. Twenty three of the sample (n = 249) were randomly selected for interviews. The questionnaire responses were analyzed to identify differences in self-esteem and achievement motivation between occupational fields, age, income levels, ordinal positions and other independent variables. Collectively, the results identified a high degree of self-esteem as the strongest characteristic shared by these successful career women. Additionally, self-esteem was affected by ordinal position of the subjects and related to the level of the women's perceived success and emotional compensation satisfaction. The career women defined the major components of success as: (1) achieving one's personal goals, (2) receiving recognition from others, (3) enjoying one's work, and (4) contributing to the community, to others, etc. The career women generally described themselves as responsible, competent, and hardworking. Non-traditional career women described themselves somewhat differently, as responsible, enthusiastic and confident. There was no statistical support for a relationship to achievement motivation. This finding, combined with the career women's definition of success, shows that items used in the questionnaire did not measure achievement motivation for this group. Several conclusions were drawn from the data analysis: (1) career women who have been publicly recognized by their peers have a high level of self-esteem; (2) women have a unique pattern of career development; (3) women focused more on "contributing to society/to others" than on "earning a high salary," and (4) women defined themselves as "hardworking" rather than "achievement oriented." Hypotheses made on the basis of previous research on career women and on Individual Psychology theory were generally supported. Future research on career women would be appropriate.

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Gupta, Dipti Marshall Linda L. "Proctored versus unproctored online testing using a personality measure are there any differences? /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3967.

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Johnson, Casey W. "Establishing Criterion on a Personality-Based Assessment for Employment: A Latent Class Analysis of Faking Behavior." Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1404535/.

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Personality assessments have a long history in psychology and have become the backbone of the human capital management industry, with the Big-Five model being the most prevalent. The central criticism of personality assessments for employment decisions is validity of responses since applicants for employment often endorse items to make themselves more desirable for hire, referred to as faking behavior. The present study examined faking behavior using the Assess Personality Survey (APS). Using a sample of applicant and incumbent data (N = 8,020), the objective was to identify response difference between applicant and incumbents, and the prevalence of faking behavior in applicants. Latent class analysis (LCA) was used to compare groups. Results indicate a clear distinction between applicant and incumbent response patterns. Additional analyses suggest 6 classes of testing patterns among applicants, and results are compared with previous faking identification procedures to improve criteria used to establish faking behavior in respondents.

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Deverell, Sally. "The relationship between personality and coping in a pre-employment emergency service organisation context /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18871.pdf.

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Barca, Tara Brook. "Predicting Maritime Pilot Selection with Personality Traits." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7459.

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Maritime pilots provide a vital service in facilitating the safe and efficient passage of vessels into and out of ports and waterways worldwide. Lack of effective selection of maritime pilots can jeopardize the welfare of people, property, and marine ecosystems. Based on Edwards' conceptualization of person-job fit theory, this quantitative, ex post facto study was an examination of whether personality traits, as measured by the Personality Research Form E (PRF-E), could predict maritime pilot selection. The research questions were: (a) Is there a significant relationship between respondents' PRF-E scale ratings and selection for a maritime pilot job and (b) How significant is the relationship between each of the 22 PRF-E scale ratings and selection for a maritime pilot job. Using a sample of 328 maritime pilot applicants, binary logistic regression was conducted to determine if any of the PRF-E variables were significant predictors of pilot selection. The results of the logistic regression analysis illustrated a significant predictive relationship between 9 of the 22 PRF-E scales and maritime pilot selection, specifically the traits of abasement, achievement, change, cognitive structure, dominance, harmavoidance, sentience, desirability, and infrequency. Future research should examine the relationship between selected maritime pilots' personality traits and job performance. Potential contributions to positive social change include improving the capability of maritime pilot commissions and associations to make more informed and effective selection decisions. The continued assessment of maritime pilot candidates' personality traits could support the prevention of future vessel accidents, ecological damage, human injuries, and fatalities.

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Kantrowitz, Tracy M. "A meta-analytic review of personality-motivational antecedents of job search behavior and employment outcomes." Thesis, Georgia Institute of Technology, 2000. http://hdl.handle.net/1853/29215.

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Lickiss, Stephanie J. "Pre-Employment Integrity Testing with Law Enforcement and Security Applicants| A Closer Look at the Law Enforcement Applicant Inventory (LEAI)." Thesis, Alliant International University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3639877.

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Law enforcement agencies face the difficult task of identifying suitable individuals to take on jobs that require certain skills and characteristics. Training new hires requires these agencies' resources, so an important aspect of the hiring process is maximizing these resources and ensuring that as many of these individuals as possible will succeed. Pre-employment screening tools can assist with hiring by identifying notable characteristics, pathology, and attitudes either related to, or vastly different from, the position. Many assessment exist that can contribute to the pre-employment screening process, such as the Law Enforcement Applicant Inventory (LEAI).

The goal of this study was to explore the relationships between scales on the LEAI to better understand how these different areas of interest correlate. Pearson's r statistics were compiled to identify the correlations between each of the eight LEAI scales, including the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, Criminal Justice Orientation (CJO), and Candidate Potential Index (CPI) scales. The results showed that all of the LEAI scales were statistically significantly correlated, p < .01, with large effect sizes, r² < .14. A post-hoc power analysis was also run to further investigate these correlations. Each post-hoc analysis yielded a power = 1.00, which may have been affected by the large sample size. Additionally, this study focused on expanding the readily available reliability statistics for the LEAI. Reliability statistics were provided for the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, and CJO scales in the form of Cronbach's alpha coefficient and split-half reliability.

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Rees, Amy M. "Can relational personality theory provide a framework for differences on Holland typology for women?" Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1117098.

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This study used relational personality theory to explore gender differences in Holland typology. The primary premise of relational personality theory is that women have a self identity that is developed and maintained in relation to others. This orientation to relationship or Connected Self is a primary component of identity that will lead to decisions and actions that reflect the valuing of relationships. This is in opposition to a Separate Self orientation that is primarily centered in independence, separation, and autonomy. The Connected Self was hypothesized to effect women's career interests as measured by the Self-Directed Search (SDS). The strongest relationship was found between Connected Self and scores on the Social scale of the SDS. Connected Self was found to be a significant predictor variable for women's scores on the Social scale. Connected Self also predicted scores on the Artistic scale, although to a lesser degree. In addition, Separate Self was a significant predictor of scores on the Enterprising and Conventional scales of the SDS.In order to further explore the relationship between Connected Self and women's scores on the Social scale, the subjects scoring highest in Social were further divided into groups based on interests in working with peers versus clients and on ability to care for self and others or to put others needs before one's own. Counseling implications for women who score highest on the Social scale are offered. In addition, further research is suggested.
Department of Educational Psychology

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Books on the topic "Personality and employment"

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Evaluating interpersonal skills in the job interview: A guide for human resource professionals. New York: Quorum Books, 1992.

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Rhodes, Peter. Succeed at psychometric testing: Practice tests for personality testing. London: Hodder Arnold, 2008.

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George, Sheldon, ed. Employment personality tests decoded: Includes sample and practice tests for self-assesment. Franklin Lakes, NJ: Career Press, 2007.

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Ultimate aptitude tests: Assess your potential with aptitude, motivational and personality tests. 2nd ed. London: Kogan Page, 2012.

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Weinerman, Adva. ha-Madrikh le-mivḥene miyun ule-ḳabalah la-ʻavodah: Hamlatsot, hesberim meleʼim, dugmaʼot, ṿe-targilim le-hitnasot ʻatsmit. Ḳiryat-Gat: Ḳorʼim, 2008.

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How to pass graduate psychometric tests: Essential preparation for numerical and verbal ability tests plus personality questionnaires. 4th ed. London: Kogan Page, 2011.

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Łączyk, Małgorzata. Osobowościowe uwarunkowania preferencji zawodowych młodzieży. Katowice: Wydawn. Uniwersytetu Śląskiego, 2008.

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Butcher, James Neal. The Minnesota Report: Revised personnel system : user's guide. 3rd ed. Minneapolis, Minn: University of Minnesota, 2001.

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A life you can love: A guide for discovering your personal style and designing your life around it. Grand Rapids, Mich: Zondervan, 1995.

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König, Karl. Arbeitsstörungen und Persönlichkeit. Bonn: Psychiatrie-Verlag, 1998.

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Book chapters on the topic "Personality and employment"

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Perkins, Adam. "The Employment-Resistant Personality Profile." In The Welfare Trait, 18–39. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137555298_2.

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Czarna, Anna Z., and Aleksandra Zajas. "Dark Personality Features and Employment." In Encyclopedia of Personality and Individual Differences, 993–1004. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_2094.

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Czarna, Anna Z., and Aleksandra Zajas. "Dark Personality Features and Employment." In Encyclopedia of Personality and Individual Differences, 1–12. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-28099-8_2094-1.

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Rothstein, Mitchell, and Douglas N. Jackson. "Implicit personality theory and the employment interview." In Issues in Person Perception, 167–201. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003173953-7.

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Fritsch, Michael, and Michael Wyrwich. "Traditions of Self-Employment and the Entrepreneurial Personality Profile of the Population." In International Studies in Entrepreneurship, 119–31. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-97782-9_8.

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"Dark Personality Traits and Employment." In Encyclopedia of Personality and Individual Differences, 1004. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_300606.

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"Dark Triad and Employment." In Encyclopedia of Personality and Individual Differences, 1010. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_300607.

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Hayes, Theodore L., and Robert Hogan. "The Soft Skills Veterans Bring to the Workforce." In Military Veteran Employment, 117–33. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190642983.003.0007.

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One of the benefits of hiring military veterans is the skill set they bring to the civilian workforce. Veterans are keenly aware, through leadership examples and training, of the importance of dealing with other people’s productively and of managing one’s own behavior. Working effectively with others and managing one’s own behavior are examples of nontechnical or “soft” social skills that can be measured by personality assessments. Examples of the types of attributes that personality assessments test for include the “big five factors” of personality (conscientiousness, agreeableness, neuroticism, openness, and extraversion) as well as political skill. Taken together, these soft social skills reflect one’s capacity to get along with others and one’s capacity to compete with others; both getting along and getting ahead are empirically related to work success. Veterans have an advantage in civilian organizations in terms of using their soft social skills for personal and team growth by finding meaning in work.

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O’SULLIVAN, DEIRDRE, JENNIFER L. HANNA, and DAVID R. STRAUSER. "Personality Development and Adjustment Considerations in Vocational Rehabilitation Contexts." In Career Development, Employment, and Disability in Rehabilitation. 2nd ed. New York, NY: Springer Publishing Company, 2020. http://dx.doi.org/10.1891/9780826158161.0005.

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Wang, Ying, and Chia-Huei Wu. "How Work Experiences Drive Personality Change: The Impact of Work, Organisational, Societal and International Environment." In Work and Personality Change, 33–62. Policy Press, 2021. http://dx.doi.org/10.1332/policypress/9781529207552.003.0003.

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This chapter focuses on occurring changes in individuals’ personality as a result of their work and employment experiences, and of the socialising pressure of norm demands during these experiences. This chapter starts from a brief review of traditions in organisational and social psychology on the study of work and personality change. Then, it presents a holistic framework to identify key drivers in work, organisational and societal environment and discuss how they could act as proximal and distal drivers for personality change. In developing this framework, existing literature is reviewed and new research directions are proposed, to advance the understanding of work and personality change.

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Conference papers on the topic "Personality and employment"

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Guseltsev, N. "Employment Of Personality As A Problem Of Interdisciplinary Research." In Psychology of Personality: Real and Virtual Context. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.11.02.36.

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Bickovska, Anna. "Metaphoric Associative Cards – Tool for Career Counselling with Long-Term Unemployed." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.046.

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Topicality of the research is that a significant part of unemployed stay unemployed for a very long time even when the economic situation allows to get employed. This part of society abuses the social security system, misuse the State Employment Agency services. Typically, they are seen by society as less educated, less capable than other groups and they need special assistance in job searching process. The aim of the pilot study was to explore how more creative and skill-oriented methods can be used in career counselling with long-term unemployed. The methodology includes following steps: small group of long-term unemployed (8 women) were asked to reflect on their unemployment and answer 4 questions developed by the author. Questions are covering their opinions on reasons of being unemployed, what kind of a result they want to achieve, what resources they can use and how they are going to feel in case they become employed. Results shows that most participants of the group consider that they can’t find a job because of external obstacles. They mention the State Employment Agency and relatives (families) as resources to use. All respondents were confused answering question about their feelings and cannot name any feeling they might feel getting a job. The results and process of the session show that long-term unemployed have difficulties with soft skills and emotional intelligence.

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Xiaojing, Wang, Wu Wenqin, and Fan Rui. "Study on the Influence of College Students’ Personality Traits on Employment Intention Choice." In 2020 International Conference on Big Data and Informatization Education (ICBDIE). IEEE, 2020. http://dx.doi.org/10.1109/icbdie50010.2020.00041.

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Affifatuholihah, Lina, Farah Putri Wenang Lusianingrum, and Solehatin Ika Putri. "Relationship Between Social, Technology, Personality, and Psychology Factors on Intention in Pre-Employment Training." In Sixth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210616.082.

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Chao, Chia-wei. "A study on the Influence of Internship Satisfaction on Employment Intention - Personality traits as moderator variables." In 2018 International Conference on Education, Economics and Social Science (ICEESS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/iceess-18.2018.4.

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Dislere, Vija, and Natalja Vronska. "Self-Assessment of Career Counsellor Competencies in the Field of Career Guidance Depending on the Place of Residence." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.047.

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The importance of career guidance and the competences of a career counsellor is described and highlighted in this article. The counsellors are seen as key professionals assisting individuals in their educational and job transitions during their career, addressing both individual and labour market requirements. The aim of the study is to analyse the self-assessment of career counsellor competencies in the field of career guidance depending on the place of residence in Latvia. The self-evaluation of career counsellors regarding their competence was used. In the study 340 respondents took part from all Latvia regions, they were graduates of the last eleven years of the Career Counsellors Master's Program and other in-service career counsellors and school career counsellors working in schools, employment agencies and private consulting companies. The data were analysed statistically by using SPSS computer program: 1) crosstab method, 2) chi-squared test. The significance of the results and the most important conclusion: analysing the frequency of respondents’ responses of excellent and good career counsellor competence depending on the place of residence, it can be concluded that excellent (Pearson Chi-Square p-value = 0.867) and good (Pearson Chi-Square p-value = 0.892) career counsellor competence not depending on the place of residence of the respondents, the excellent and good career counsellor competence is equally good everywhere in Latvia.

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Chuykova, T. S. "Psychological resources of professional selfrealization of a teacher of a higher school under conditions of pre-employment." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.694.707.

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The article presents an analysis of psychological resources that are important for the productive professional implementation of university teachers in modern conditions of employment. These conditions are noted by such features as job insecurity, job intensification and flexibilization. As psychological resources, the author considers such complex phenomena as resilience, hardiness, personal potential, as well as more narrow personality characteristics: optimism, self-efficacy, mindfulness. As the conditions that help a person cope with stresses, the author’s attention turns to the physical and social aspects of a person’s life support in difficult life circumstances: physical fitness, the presence of social support. The author shows that these psychological characteristics, phenomena and conditions can be involved in the prevention of psychological, somatic and social consequences of experiencing job insecurity among teachers of higher education.

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Khaled, Salma, Peter Haddad, Majid Al-Abdulla, Tarek Bellaj, Yousri Marzouk, Youssef Hasan, Ibrahim Al-Kaabi, et al. "Qatar - Longitudinal Assessment of Mental Health in Pandemics (Q-LAMP)." In Qatar University Annual Research Forum & Exhibition. Qatar University Press, 2020. http://dx.doi.org/10.29117/quarfe.2020.0287.

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Aims: Q-LAMP aims to identify risk factors and resilience factors for symptoms of psychiatric illness during the pandemic. Study strengths include the 1-year longitudinal design and the use of standardized instruments already available in English and Arabic. The results will increase understanding of the impact of the pandemic on mental health for better support of the population during the pandemic and in future epidemics. Until an effective vaccine is available or herd immunity is achieved, countries are likely to encounter repeated ‘waves’ of infection. The identification of at-risk groups for mental illness will inform the planning and delivery of individualized treatment including primary prevention. Methodology: Longitudinal online survey; SMS-based recruitment and social media platforms advertisements e.g. Facebook, Instagram; Online consent; Completion time for questionnaires: approx. 20 to 30 minute; Baseline questionnaire with follow up at 3, 6, 9 and 12 months; Study completion date: Sept. 2021. Inclusion criteria: Currently living in Qatar; Qatari residents: citizens and expatriates; Age 18 years; read Arabic or English (questionnaire and consent form available in both languages). Instruments: Sociodemographic questionnaire including personal and family experience of COVID-19 infection; Standard instruments to assess psychiatric morbidity including depression, anxiety and PTSD; research team-designed instruments to assess social impact of pandemic; standard questionnaires to assess resilience, personality, loneliness, religious beliefs and social networks. Results: The analysis was based on 181 observations. Approximately, 3.5% of the sample was from the sms-recruitment method. The sample of completed surveys consisted of 65.0% females and 35.0% males. Qatari respondents comprised 27.0% of the total sample, while 52% of the sample were married, 25% had Grade 12 or lower level of educational attainment, and 46.0% were unemployed. Covid-19 appears to have affected different aspects of people’s lives from personal health to living arrangements, employment, and health of family and friends. Approximately, 41% to 55% of those who responded to the survey perceived changes in their stress levels, mental health, and loneliness to be worse than before the pandemic. Additionally, the wide availability of information about the pandemic on the internet and social media was perceived as source of pandemic-related worries among members of the public. Conclusion: The continued provision of mental health service and educational campaigns about effective stress and mental health management is warranted.

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Choi, Seungeun. "RETHINKING THE OTHER FOR MULTICULTURAL EDUCATION – FOCUSED ON THE PHILOSOPHY OF BUBER AND LEVINAS." In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end110.

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The number of foreigners residing in Korea exceeded 2.5 million for the first time ever. As the ratio of foreigners to the total population approaches 5%, it is evaluated that Korea has actually entered a multicultural society. It is known that among the types of foreigners staying there are many young foreigners who visit Korea for the purpose of employment. The number of marriage immigrants was 16,025, an increase of 4.3% from the previous year. Of these, 82.6% were women. Entering a multicultural society in a situation where empathy for each other is insufficient can lead to social conflict. In particular, in the COVID-19 pandemic, hostility toward foreigners is more prevalent, and hatred for strangers is increasing. This study critically analyzes these social phenomena and seeks to raise the philosophical basis for multicultural education by establishing a concept with a new perspective on the other. This paper focuses on the philosophy of Buber and Levinas. By establishing 'I and You' as a meeting, Buber presented a new relationship with others. Meanwhile, Levinas emphasized human ethics and responsibility as the absolute and infinite being of the other. According to Buber, in the world there is a relationship between 'I-You' and 'I-It', and in order to live a true life, you must establish a relationship between 'I and you'. The relationship between 'I and it' is a temporary and mechanical relationship where objects can be replaced at any time by looking at the world from an instrumental point of view. However, the relationship between 'I and You' is a relationship that faces each other personally, and the only 'I' that cannot be changed with anything and the 'You' that cannot be replaced exist in deep trust. In phenomenology of otherness, Levinas intends to describe the encounter with the something outside the subject. The concepts of possession, distinctiveness and understanding are replaced by those of approaches, proximity, care and fecundity. In Korean society, a policy that seeks to use foreigners as human resources and, especially in the case of marriage immigrant women, as a solution to a society with low birthrates along with the labor force, shows how society treats others. Therefore, multicultural education must rethink the existence and dignity of human beings through the perspective of the other as asserted in the philosophy of Buber and Levinas.

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