美国论文代写：职业评估

美国论文代写：职业评估

调查的主要问题是分析自我效能在工作绩效方面的贡献。研究自我效能对五大人格特征，一个人的智力，在工作场所的应用等等的影响。该研究指出，在更远端变量的情况下，贡献相对较小。但是有些情况下效果更好。在工作场所内需要低复杂度的任务，那么一个人的自我效能将会产生显着的效果;然而，高复杂性任务并非如此。研究的目的没有得到确凿的证明，作者认为个体差异可能会影响自我效能感与工作绩效之间的关系。

美国论文代写：职业评估
本研究报告了职业自我效能和职业晋升目标对目标（薪水，地位）和主观（职业满意度）职业成就的影响。毕业以后，三年以后，七年以后，有七百三十四名受过高等教育的全职从业人员立即答复了问卷。控制纪律，掌握GPA水平和性别，我们发现职业进入时测量的职业自我效能对三年后的薪水和状态产生积极的影响，并在七年后对薪酬变化和职业满意度产生积极的影响。职业晋升目标在三年后对工资和地位有积极的影响，七年后对地位变化有积极影响，但七年后对职业满意度有负面影响。女性的收入低于男性，但在层次和职业满意度上与男性没有差别。讨论了社会认知理论和职业成功研究的理论含义以及职业行为的应用含义。

美国论文代写：职业评估

The main issue being investigated is to analyse the contribution of self efficacy when it comes to work related performance. Self efficacy is studied for its impact on the Big 5 personality traits, the intelligence of a person, application in workplace and more. The study noted that in the case of more distal variables, the contributions are relatively small. However some cases the impact was better. A task within the workplace which required low complexity, then the self efficacy of a person would have a significant effect; however this was not the case for high complexity tasks. The aim of the research was not conclusively proved and the authors conclude that individual differences might impact on the relationship of self efficacy and workplace performance.
美国论文代写：职业评估
The present research reports on the impact of occupational self-efficacy and of career-advancement goals on objective (salary, status) and subjective (career satisfaction) career attainments. Seven hundred and thirty four highly educated and full-time employed professionals answered questionnaires immediately after graduation, three years later, and seven years later. Controlling for discipline, GPA at master’s level, and gender, we found that occupational self-efficacy measured at career entry had a positive impact on salary and status three years later and a positive impact on salary change and career satisfaction seven years later. Career-advancement goals at career entry had a positive impact on salary and status after three years and a positive impact on status change after seven years, but a negative impact on career satisfaction after seven years. Women earned less than men, but did not differ from men in hierarchical status and in career satisfaction. Theoretical implications for socio-cognitive theorizing and for career-success research as well as applied implications for vocational behaviour are discussed.