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Successful Aging: Criteria For Aging Well In The Workplace
Career theory, to date, has provided several frameworks for understanding how employees develop during their careers. However, these frameworks have not yet directly examined the criteria older workers use to evaluate their success in aging in the workplace. In the present study, the authors develop an inventory of tentative criteria for successful aging in the workplace. Two hundred and one working adults complete a self-report survey indicating the personal importance of each criterion. Factor analyses indicate five theoretically important domains for successful aging in the workplace: (a) adaptability and health, (b) positive relationships, (c) occupational growth, (d) personal security, and (e) continued focus and achievement of personal goals. Analyses indicate that only occupational growth is negatively related to age. Further evidence supporting the relevance of these criteria is also presented.

The Relationship Among Support, Ethnic Identity, Career Decision Self-Efficacy, And Outcome Expectations In African American High School Students: Applying Social Cognitive Career Theory
This study examines the influence of two potential sources of strength (i.e., ethnic identity and parent/teacher support) on the cognitive variables of career decision self-efficacy and outcome expectations in a sample of 104 African American ninth-grade students. The results indicate that parental support is positively related to career decision self-efficacy and teacher support is positively related to career decision self-efficacy and career outcome expectations. No relationship is found between ethnic identity and either self-efficacy or outcome expectations. The findings confirm the importance of considering contextual supports in career counseling and education. Limitations, implications for counseling, and suggestions for future research are discussed.

In Defense Of Spousal Hiring
To suggest a married couple of professors will "vote as one" in a department's policy and tenure decisions is offensive.

Predictors Of Networking Intensity And Network Quality Among White-Collar Job Seekers
Networking has been identified as an important predictor of both reemployment and career success. This research examines the extent to which several sociodemographic variables (gender, race, and age) and one personality variable (proactive personality) predict the intensity with which individuals engage in networking and the perceived quality of their networks. Consistent with our expectations, age demonstrates a curvilinear relationship with network diversity, and proactive personality is positively related to networking intensity. No effects are found for gender or race. Implications for research and practice are discussed.

The Relationship Of Career Decision-Making Self-Efficacy, Vocational Identity, And Career Exploration Behavior In African American High School Students
This study explores the relationship between the social cognitive construct of career decision-making self-efficacy and the outcome variables of vocational identity and career exploration behaviors in a sample of 72 urban African American high school students. The results indicate that higher levels of career decision-making self-efficacy are related to both a more differentiated vocational self-concept and to greater engagement with career exploration activities. Implications for career guidance and future research are discussed.

Clinical Research Associate I
THE CLINICAL RESEARCH ASSOCIATE I PERFORMS AND COORDINATES ALL ASPECTS OF THE CLINICAL MONITORING PROCESS IN ACCORDANCE WITH GCPS AND GLOBAL SOPS TO ASSESS THE SAFETY AND EFFICACY OF INVESTIGATIONAL PRODUCTS AND/OR MEDICAL DEVICES. ALSO, CONDUCTS SI

Administrative Assistant

Executive Assistant
AON IS A GLOBAL LEADER IN RISK MANAGEMENT, INSURANCE AND REINSURANCE BROKERAGE, HUMAN CAPITAL AND MANAGEMENT CONSULTING, AND OUTSOURCING WITH MORE THAN 43,000 EMPLOYEES IN 500 OFFICES IN MORE THAN 120 COUNTRIES. WE INTEGRATE CUSTOMIZED SERVICES, LEVE

Career Competencies For The Modern Career
Career development gains new meaning in the context of employability demands in a knowledge economy. In this context, increased mobility, a dynamic work environment, and an increased level of career support from employers are seen as characteristics of a modern career. All of these characteristics put emphasis on individual and self-management in career development. This article presents the results of an empirical study that addressed the general question as to which competencies employees need to possess to realize career self-management. In a survey of 1,579 employees (51% response) in 16 Dutch companies, 6 career factors and competencies of career self-management prove to be relevant for career development: career development ability, reflection on capacities, reflection on motives, work exploration, career control, and networking. Among the explanatory variables that are considered, mobility perspective and career support at work and private life appear to be associated most strongly (statistical significance at .01) with career competencies.

Telephone Counter
TELEPHONE COUNTER POSITION FOR WHOLESALE AUTOMOTIVE PARTS WAREHOUSE.MUST BE BILINGUAL.MUST HAVE AUTOMOTIVE PARTS SALE EXPERIENCE.WAREHOUSE LOCATED IN NORTHERN ORANGE COUNTY NEAR KNOTTS BERRY FARM.SALARY DEPENDS ON EXPERIENCE.

A Psychometric Evaluation Of The Career Decision Self-Efficacy Scale-Short Form In Chinese High School Students
This study explores the reliability and validity of the Career Decision Self-Efficacy Scale-Short Form (CDSES-SF) in Chinese high school students. One hundred and eighty-three high school students from a city in northeastern China participated in the study. The results indicate that scores on the CDSES-SF are reliable (internal consistency reliability = .93) with this sample of Chinese high school students. The convergent validity of the CDSES-SF is supported by a moderate correlation between the CDSES-SF and the general self-efficacy. A principal component factor analysis reveals that the CDSES-SF is a generalized measure of self-efficacy for career decision making. In addition, the CDSES-SF is not related to age, gender, and math achievement, but it is correlated with the Chinese language achievement. The implications of the findings are discussed in the context of the Chinese socioeconomic environment.