Living a calling and perceived work ability in domestic violence services.

Calling involves experiencing a sense of purpose to engage in work that benefits others. We contribute to the literature by studying living a calling, which we conceptualize as a resource, to examine how and why it is related to perceived work ability (i.e., one's perception of their ability to continue working in their current job) among women working in domestic violence services. We propose that by living out one's calling, domestic violence services workers may perceive fewer of the salient interpersonal demands in their jobs (relationship conflict among colleagues, workplace incivility from clients served), which may partially explain a linkage to greater perceived work ability. We tested hypotheses using 2-wave survey data. The results suggest that there are direct and indirect positive relations between living a calling and perceived work ability. Workers living out their calling perceive less relationship conflict among colleagues, which partially explains the positive relation with perceived work ability. However, we did not find support for the similarly proposed mediating role of perceived client incivility. Theoretical implications for studying calling and practical implications for career counselors and organizations are discussed. For example, career counselors may consider the presence of a calling when exploring clients' career development in domestic violence work, whereas social service providers may benefit by selecting employees for whom the work aligns with their calling and creating opportunities for their calling to be lived out to facilitate perceived work ability. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Parental pressure and support toward Asian Americans' self-efficacy, outcome expectations, and interests in stereotypical occupations: Living up to parental expectations and internalized stereotyping as mediators.

This study examined whether living up to parental expectations and internalized stereotyping (i.e., internalizing Asian American stereotypes) mediated the impact of parental pressure and support on occupational outcomes (i.e., self-efficacy, outcome expectations, and interests in stereotypical occupations) among 229 Asian American students from universities nationwide. Results indicated that living up to parental expectations and internalized stereotyping partially mediated the associations between parental pressure and these 3 occupational outcomes. In addition, living up to parental expectations fully mediated the associations between parental support and the 3 occupational outcomes, but internalized stereotyping did not. The results demonstrated the differential role of parental pressure and parental support as well as the mediating role of living up to parental expectations and internalized stereotyping in Asian Americans' occupational outcomes. Future research directions and clinical implications are discussed.

Development and initial validation of the internalization of Asian American stereotypes scale.

This research consists of four studies on the initial reliability and validity of the Internalization of Asian American Stereotypes Scale (IAASS), a self-report instrument that measures the degree Asian Americans have internalized racial stereotypes about their own group. The results from the exploratory and confirmatory factor analyses support a stable four-factor structure of the IAASS: Difficulties with English Language Communication, Pursuit of Prestigious Careers, Emotional Reservation, and Expected Academic Success. Evidence for concurrent and discriminant validity is presented. High internal-consistency and test-retest reliability estimates are reported. A discussion of how this scale can contribute to research and practice regarding internalized stereotyping among Asian Americans is provided.