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PubMed2001

Report of two preventive medicine job market surveys.

INTRODUCTION: The American Association of Public Health Physicians (AAPHP) conducted two surveys to explore the value of general preventive medicine/public health (GPM) training and board certification to physicians seeking GPM jobs. METHODS: The first survey reviewed advertisements in recent issues of four medical journals. The second surveyed physician registrants at the Prevention 99 meeting. RESULTS: The first survey screened about 18, 500 job advertisements. Of these, 1427 (7.7%) met the study's GPM screening criteria. Only 145 (10.6%) preferred an MPH, management, or related degree. Forty-one (2.9%) preferred a doctorate (MD/DO/PhD) and an MPH, management, or related degree. Only one (0. 07%) required or preferred GPM board certification. Results were consistent across market sectors (federal, state/local, academic, health care delivery) and across job roles (management, direct service, research, technical). The second survey gathered credential, job search, and employment data from 140 physician registrants at Prevention 99 (annual joint meeting of the American College of Preventive Medicine and the Association of Teachers of Preventive Medicine in March 1999). Seventy-eight (55.7%) reported that GPM training was of major importance in securing their current employment. Only 18.5% of physicians holding GPM jobs secured their current employment by responding to an advertisement. CONCLUSION: GPM board certification is of little or no value when competing for the vast majority of GPM-related jobs. RECOMMENDATION: The AAPHP recommends prompt coordinated action by national organizations representing GPM physicians to increase the number of job offerings preferring or requiring physicians with GPM board certification. A six-point action plan is proposed.

Adult↗
PubMed1997

Ministry of healing: a unique nursing role.

"I had felt a deep calling for a long period while I was working on the cardiology floor in the local hospital," remarks Kathy Ford, RN. "When I happened to come across a picture of parish nurse ministries and, after a telephone conversation with one of the nurses who told me what parish nursing was all about, I just knew that was what I was supposed to be doing."

Community Health Nursing↗
PubMed2003

Web presence of an integrated delivery system at year one: lessons learned.

The log analysis of a web site can be used to guide performance improvement. Log analysis identifies which resources on a website are often accessed and those that are not. A log analysis can provide cost justification for a corporate web presence. We describe the log analysis of a large integrated delivery system in New York City from its launch May 1, 2001, through April 30, 2002. During this first year there were 428753 sessions with 1322153 page views. An analysis of page views, exclusive of the default home page, revealed that the pages most frequently visited were related to job opportunities (22.4%, 120086 of 428753), general information ('About') (8.5%, 45355), St. Vincent's Hospital Manhattan (8.3%, 44630), graduate medical education and allied health (8.1%, 43317), facilities (7.2%, 38677), web site search (6.4%, 34322), and physician finder (4.3%, 22910). The web site facilitated 1,980 online job applications. Health information received 15356 page views from 1793 visits. The re-design of the site for year 2 promoted the more frequently selected links, flattened the navigational architecture, and enabled access to all web pages within two to three mouse clicks of the home page. Lessons learned in the process of developing and maintaing a health care organization web site are shared in the case study.

Community Participation↗
PubMedDate not supplied

[Attitudes toward disabilities and mental illness in work settings: a review].

AIMS: The aim of the present work is to analyse employers' and employees' attitudes towards the job integration of people with mental illness or disability and to highlight the socio-demographic and organizational characteristic that are more significantly associated with such attitudes. METHOD: We performed PsycINFO, AskERIC and Medline searches for studies published from 1961 to 2002, with key words such as attitudes, stigma, schizophrenia, mental illness, disability, employers, employees, co-workers and supported employment. RESULTS: Our review of the literature showed that the possibility for people with severe mental illness or disability to enter job market is limited by the discriminating attitudes of employers. The socio-demographic and organizational characteristics, which are more significantly associated with employers' more positive attitudes, are: dimension of the company, previous positive contact with people with disability and employers' high educational level. CONCLUSIONS: Such information could be useful to identify and, perhaps, select those companies, which can be predicted as more likely to accept people with mental disorders as part of their work force; they could also be used to train job applicants to improve their social skills. Finally such information could be used to plan specific programs to modify attitudes of employees and employers.

Attitude to Health↗
PubMed1989

Sex typing and gender ideology: two facets of the individual's gender psychology that go together.

Three studies tested the hypothesis that gendered personality dispositions are related to gender attitudes and gender discriminatory behaviors. In Study 1, sex-typed individuals were more likely than androgynous, undifferentiated, and cross-sex-typed individuals to accept gender rules designating culturally appropriate behavior for men and women. In Study 2, sex-typed individuals were particularly likely to pay attention spontaneously to the sex of job applicants and then to devalue the interview performances of women. In Study 3, only sex-typed men tended to endorse sexist language. As expected, sex typing and gender ideology go together. This relation between two facets of the individual's gender psychology indicates that some sex role inventories may tap more than expressivity and instrumentality.

Attitude↗
PubMed2000

Development and examination of an expectancy-based measure of test-taking motivation.

A 10-item multidimensional measure of test-taking motivation based on expectancy theory, the Valence, Instrumentality, Expectancy Motivation Scale (VIEMS), was developed using a student sample (N = 90) and tested using 2 samples of job applicants in a field setting (N = 296; N = 246). In Field Study 1, the VIEMS was related to test performance. Hierarchical regression analysis showed that the VIEMS explained variance in test score beyond a general measure of test motivation. In a second longitudinal field study, pretest and posttest perceptions of motivation were compared. Results indicated that expectancy was related to actual test performance, and perceived test performance accounted for variance in posttest reports of motivation after controlling for pretest levels of motivation. Test-taking motivation did not account for variance in test performance differences between African Americans and Whites in either field study.

Adult↗
PubMed2002

Is job search related to employment quality? It all depends on the fit.

In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry. Job search behavior and career planning were positively related to pre-entry person-job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated the relationship between career planning and job attitudes. Further, the relationships between pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions. These results indicate that P-J and P-O fit perceptions play an important role in linking job search to employment quality.

Adult↗
PubMed2006

Personality, biographical characteristics, and job interview success: a longitudinal study of the mediating effects of interviewing self-efficacy and the moderating effects of internal locus of causality.

In this study, the authors developed and tested a model of performance in job interviews that examines the mediating role of interviewing self-efficacy (I-SE; job applicants' beliefs about their interviewing capabilities) in linking personality and biographical background with interview success and the moderating role of locus of causality attributions in influencing the relationship between interview success and subsequent I-SE. The authors tested their model (over 5 months' duration) with matched data from 229 graduating seniors, firms, and university records. Hierarchical regression analyses demonstrated I-SE mediated the effects of Extraversion, Conscientiousness, and leadership experience on interview success. Locus of causality attributions for interview outcomes moderated the relationship between interview success and subsequent I-SE. Theoretical and practical implications are discussed.

Achievement↗
PubMed1975

Self-concept and attraction for similar and dissimilar others.

The present study investigated the role of self-concept as a moderator of the similarity-attraction relationship described by Byrne. Subjects conducted face-to-face interviews with confederates who played roles as job applicants. Similarity-dissimilarity was manipulated by the confederate roles as well as by the information given the subjects in accordance with the procedures described by Byrne. The hypothesis was tested and confirmed that persons with favorable self-concepts would be more attracted to others with similar attitudes than to others with dissimilar attitudes. Persons with negative self-concepts did not show a preference for similar others. It was suggested that earlier studies in this area suffered from methodological flaws and did not constitute an adequate test of the hypothesis. Suggestions for future work in the area were given.

Attitude↗
PubMed2003

[Stigma as perceived by schizophrenics and depressives].

QUESTION: The goal of this study is to investigate the stigma of mental illness from the perspective of the persons directly affected by it. METHOD: 210 patients with schizophrenia or major depression were questioned about anticipated and concrete stigmatization experiences, using a questionnaire especially developed for this study. RESULTS: Most of the patients expected negative reactions from the environment. Three quarters were convinced that their job application would be rejected when it became known that they are mentally ill. Almost two thirds felt apprehensive that others would avoid them due to their illness. There is hardly any difference between schizophrenia and depressive patients' assessment of stigmatization of mentally ill people. Concrete stigmatization experiences were most frequently reported in the domain of interpersonal interaction. Second comes the distorted picture of mentally ill people that is depicted in the media and experienced as hurtful by the patients. The obstacles to access social roles (partnership, work, etc.) perceived by the patients come third. Participants least frequently mentioned structural discrimination, i. e. disadvantages regarding psychiatric treatment or rehabilitation measures. Contrary to anticipated stigmatization, there are differences between the two diagnostic groups when it comes to concrete stigmatization experiences. Schizophrenia patients more frequently report that others would avoid contact with them and that the access to social roles was especially complicated for them. They also seemed to be more exposed to structural discrimination than depressive patients. CONCLUSION: Based on the results of this study, ways are discussed of how stigmatization and discrimination of mentally ill people can be reduced.

Adaptation, Psychological↗
PubMedDate not supplied

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Attitude of Health Personnel↗