Lisa was a young accountant with plenty of experience, solid references and was looking for work. She approached a large accounting firm she had previously worked for in another city in the hope of working with them again.
They were interested, except one thing stood in her way – she could only work part-time. Despite having award winning flexible work policies, this accounting firm wouldn’t employ her, citing the role could not be done on a part-time basis.
Lisa (not her real name) is typical of the 24 people I interviewed as part of my research. These men and women had requested to move to part-time roles in legal, information technology, accounting and consulting firms, having previously worked full-time. Continue reading “More of us could work in part-time roles if they were designed better”
The Career Development Association of Australia brought four keynote speakers to its 2017 annual conference of members and industry bodies. Listen to brief interviews with Dr Ryan Duffy, Dr Ann Villiers, Dr Peter McIlveen, and Ms Marayke Jonkers, to learn more about their ideas for the field of career development.
Psychology of Working
ACCELL International Fellow, Dr Ryan Duffy, and ACCELL Research Director, Dr Peter McIlveen, emphasize issues associated with the psychology of working, decent work, unemployment, and evidence-based practice.
Acknowledgement: Thanks to CDAA Communications Officer, Georgia Kelly-Bakker, who recorded and produced the podcast.
The Psychology of Unemployment
ACCELL’s research into unemployment focuses on its social and psychological impacts on people who want to work but have no work or insufficient work to get by in life. More importantly, ACCELL’s research and development is focused on determining and developing social and psychological resources that better enable individuals’ employability to survive, connect with one another, and live happier, productive lives.
Research recently published by ACCELL in the Journal of Career Development (Kossen & McIlveen, 2017) reveals a new and important perspective on unemployment. The findings of this research show that unemployment can be understood in terms of the Psychology of Working Theory (Duffy, Blustein, Diemer, & Autin, 2016).
“I’m delighted to read about important research emerging from the psychology of working framework. Congrats to
@petermcilveen and colleagues.” Professor David Blustein, Boston College, USA.
Psychological Factors that Remediate Employability
The research demonstrates factors that may worsen a person’s chance of securing decent work. More importantly, the research pinpoints psychological factors that may also improve a person’s chances of getting decent work–and this is where ACCELL is focused on making a difference. These so-called characteristic adaptations that improve a person’s chances of working in a good job can be learned. For example, one of the most important factors is self-efficacy associated with well defined job search strategies that target the “right job” not just “any job”. The “any job” strategy is a recipe for poor outcomes–despite what some politicians may say. Professional career development practitioners (e.g., Career Development Association of Australia) know about these strategies and how to develop their clients’ self-efficacy. Our R&D will sharpen the tools for improving their effectiveness and positive impact.
Duffy, R. D., Blustein, D. L., Diemer, M. A., & Autin, K. L. (2016). The psychology of working theory. Journal of Counseling Psychology, 63(2), 127-148. doi: 10.1037/cou0000140
Kossen, C., & McIlveen, P. (2017). Unemployment from the perspective of the psychology of working. Journal of Career Development, doi: 10.1177/0894845317711043.
This blog article is an extract from:
Kossen, C., & McIlveen, P. (2017). Unemployment from the perspective of the psychology of working. Journal of Career Development, doi:10.1177/0894845317711043.
ACCELL has partnered with other researchers to establish an international benchmark measure of “decent work”. We wish to better understand your experiences of decent work as it relates to where you live.
Please support our research by completing the Online Survey.
The notion of “decent work” refers to fair, safe, and equitable conditions of employment as defined by the International Labour Organisation (ILO). This project will contribute to that international study and also explore a range of factors, such as psychological flexibility, career adaptability, decent work, meaningfulness of work, work engagement, place attachment, and job satisfaction, that influence the wellbeing and retention of workers in non-metropolitan areas of Australia. Continue reading “A Measure of Decent Work”