Category: Occupational

Feature, Occupational November 15, 2018November 26, 2018

How To Find Your Calling, According to Psychology

“Look. You can’t plan out your life. What you have to do is first discover your passion—what you really care about.” Barack Obama, as quoted by David Gergen (cited in Jachimowicz et al, 2018).

Last Saturday, the first of two BPS career events took place – “perfect for anyone looking to discover where psychology can take them in their chosen career.” A second follows in London on Dec 4. If, like many, you are searching for your calling in life – perhaps you are still unsure whether psychology is for you, or which area of the profession aligns with what you most care about – here are five digested research findings worth taking into consideration:

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Gender, Occupational, Personality September 2, 2018

Study of 8000 workers finds that gender differences in “achievement motivation” may explain part of the gender pay gap

By Alex Fradera

In the UK, this has been a year of action on the gender pay gap (the, on average, lower pay for women compared with men), with cross-party MPs launching campaigns like #PayMeToo and the government taking steps to investigate and hold organisations to account on the issue. This has also attracted pushback from those that argue that the gender difference in average pay has many causes, including the different interests of, and life choices taken by, men and women. Now a study published in Oxford Economic Papers has examined another complicating factor, namely whether the gender pay gap is influenced partly by an on-average difference between the genders in a trait not previously taken into account – the motivation to achieve.

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Occupational August 23, 2018

First randomised-controlled trial of an employee “Wellness Programme” suggests they are a waste of money

By Alex Fradera

Workplace wellness programmes are an assemblage of wellbeing activities like yoga or cycling clubs, packaged together with diagnostic activities like biometric screenings; their aim is to reduce sickness, increase productivity and cut insurance costs for an organisation’s members. This is big business – in the USA, the market is around $8 billion – with a return-on-investment claim, thanks to a plethora of studies that tout the benefits of these programmes (for example, see this meta-analysis from 2010). But whether staff enter these kind of initiatives in the first place is usually up to them, making it hard to evaluate their effectiveness, as those who choose to participate may differ in key ways from those who do not. To assess the benefits of the programmes accurately therefore requires a randomised-controlled study. This is what the National Bureau of Economic Research published recently, and it leaves these programmes looking sickly.

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Gender, Mental health, Occupational August 14, 2018August 14, 2018

Preliminary evidence suggests women may be better role jugglers than men

Women took only the positive from work into the home (and vice versa), while for men it was the stress that spilt over

By Emma Young

Juggling home and work commitments is never easy, and yet there’s been surprisingly little research into how either demands – or support – at home or work may spillover into the other context. Does a frustrating or combative workday negatively affect family life that evening, for instance? Or if your partner is emotionally supportive when you both get home, will you “pass it on”, and be more supportive of colleagues the next day? And, are men and women affected in the same ways? A new paper, published in the Journal of Applied Psychology, provides some provocative answers.

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Occupational July 17, 2018August 1, 2018

Massive study finds that a sizeable minority of us are in jobs that don’t fit our primary occupational interests

By Alex Fradera

In theory, our personal traits and interests should affect the jobs we pursue and where we thrive the most. This assumption is baked into the Work Psychology theory of “person-environment fit” and it’s an idea that is foundational to services we depend on like vocational guidance and career planning. But one of its key implications has until now been untested: that people who share the same job role will also have similar job interests. Now a surprising new study in the Journal of Vocational Behavior suggests that for many jobs, this simply isn’t true.

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Mental health, Occupational June 22, 2018July 2, 2018

Burnout is common among psychotherapists – now a review has identified the personal characteristics that increase the risk further

By Alex Fradera

Working an emotionally-demanding job can leave you frazzled by alienation, exhaustion, and confusion about whether you are doing any good. Clinical psychologists and psychotherapists live their day-to-day at the interface of their clients’ most difficult emotions and recollections, so it is no surprise that burnout is a leading cause of problems for those in the profession. To better understand the risk factors that contribute to therapist burnout, a new review article in the Journal of Clinical Psychology has examined findings from 30 years of research.

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Gender, Mental health, Occupational, Personality June 1, 2018July 2, 2018

A new study claims that, under pressure, imposter syndrome hits men harder than women

By Christian Jarrett

The idea that some of us experience “imposter syndrome” was first mooted in the 1970s by two US clinical psychologists who noticed the preponderance of high-achieving women who felt they had somehow cheated or fluked their way to success and feared being found out. Research on the syndrome has since exploded and it’s become clear that many men also experience similar fraudulent feelings. In fact, in their new exploratory paper in Personality and Individual Differences, a team of US and German researchers claim that, under pressure, imposter syndrome may hit men harder than women, triggering more anxiety and worse performance – a difference they speculate may be due to traditional gender norms that place a greater expectation on men to be competent.

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Educational, Occupational May 24, 2018

“Growth mindset” theory doesn’t translate directly from kids to adults – telling an adult they are a “hard worker” can backfire

By Emma Young

The way parents and teachers praise children is known to influence not only their future performance, but how they feel about the malleability of intelligence. If a child has done well, focusing positive comments on their efforts, actions and strategies (saying, for example, “good job” or “you must have tried really hard”) is preferable to saying “you’re so smart”, in part because process-centred praise is thought to encourage kids to interpret setbacks as opportunities to grow, rather than as threats to their self-concept. In contrast, a kid who’s led to believe she succeeds because she’s “intelligent” may not attempt a difficult challenge, in case she fails.

Now – and somewhat remarkably, given all the praise and growth mindset research conducted on children – a new study, led by Rachael Reavis at Earlham College, Indiana, US, published the Journal of Genetic Psychology, claims to be the first to test the effects of different types of praise on how adults feel after failure.

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