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Global self-esteem as a mediating variable in the relationship between cultural process variables, perceived career barriers, and job procurement self-efficacy among American Indians.

机译:全球自尊心是美洲印第安人文化过程变量,感知的职业障碍和工作采购自我效能之间的中介变量。

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摘要

Career impediments such as few and or insufficient employment opportunities for American Indians have been identified in the research, and have led to devastating consequences for this population (Pavel et al., 1998). Given the complexity of the career process, the purpose of this study was to examine the role of acculturation, ethnic identity, perceived career barriers and self-esteem as predictors of American Indian's confidence for securing employment.;The final three hypotheses addressed the path model. First it was predicted that the relations among acculturation, ethnic identity, and job procurement self-efficacy would be fully mediated through global self-esteem. Second, it was expected that the relations among perceived career barriers and job procurement self-efficacy would be partially mediated, through global self-esteem. Non-significant correlations were found for acculturation and perceived career barriers and they were removed from the model. Based on the pattern of significant correlations found between ethnic identity, self-esteem, and job procurement self-efficacy, a multiple regression analysis to test for mediation was conducted. Evidence for a partially mediated model was found. The results indicated that there was a direct effect of ethnic identity on job procurement self-efficacy as well as an indirect effect through global self-esteem. The need to account for ethnic identity was discussed, including implications and recommendations for future research.;Eight hypotheses were examined in 151 American Indian Job Corps students. Hypothesis one was supported in that acculturation was related to ethnic identity. The second hypothesis that high acculturation would be associated with fewer perceived career barriers was not upheld. The third hypothesis is two fold, and partial support was found. Specifically, acculturation and global self-esteem were found to be unrelated, whereas ethnic identity was related to global self-esteem. Partial support for the fourth hypothesis was found. Perceived career barriers were not inversely related to global self-esteem. However, the perception of more barriers to career was related to lower job procurement self-efficacy. The fifth hypothesis was upheld in that global self-esteem was related to job procurement self-efficacy.
机译:在研究中已经发现职业障碍,例如美洲印第安人很少或没有足够的就业机会,并导致对该人口的破坏性后果(Pavel等,1998)。考虑到职业过程的复杂性,本研究的目的是检验文化适应,种族认同,职业障碍和自尊心的作用,这些变量是美洲印第安人获得就业信心的预测指标。最后三个假设解决了路径模型。首先,人们预料到,文化适应,种族认同和工作采购自我效能之间的关系将通过全球自尊得到充分的调节。第二,人们期望通过全球自尊可以部分地调节感知到的职业障碍和工作采购自我效能之间的关系。发现文化适应性和感知职业障碍的非显着相关性,并将它们从模型中删除。基于种族认同,自尊和工作采购自我效能之间的显着相关性模式,进行了多元回归分析以检验调解。发现了部分介导的模型的证据。结果表明,种族认同对工作采购自我效能有直接影响,而通过全球自尊则有间接影响。讨论了考虑种族身份的必要性,包括对未来研究的影响和建议。;在151名美国印第安乔布斯学生中研究了8个假设。假说与种族认同有关,这一假说得到了支持。第二个假设是,高文化程度将与较少的职业障碍相关联。第三个假设是双重的,并且发现了部分支持。具体而言,文化适应与全球自尊无关,而种族认同与全球自尊有关。发现对第四种假设的部分支持。感知的职业障碍与全球自尊并非成反比。但是,人们对职业障碍的看法与较低的工作采购自我效能有关。坚持第五个假设是,全球自尊与工作采购的自我效能感有关。

著录项

  • 作者

    Lavish, Lea Anne.;

  • 作者单位

    University of Missouri - Kansas City.;

  • 授予单位 University of Missouri - Kansas City.;
  • 学科 Education Bilingual and Multicultural.;Education Vocational.;Native American Studies.;Psychology Clinical.
  • 学位 Ph.D.
  • 年度 2007
  • 页码 120 p.
  • 总页数 120
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

  • 入库时间 2022-08-17 11:40:08

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