Effective Group Training Techniques in Job-Search Training.

Department of Psychology, Finnish Institute of Occupational Health, Helsinki, Finland.
Journal of Occupational Health Psychology (Impact Factor: 2.07). 08/2005; 10(3):261-75. DOI: 10.1037/1076-8998.10.3.261
Source: PubMed

ABSTRACT The aim was to examine the effects of group training techniques in job-search training on later reemployment and mental health. The participants were 278 unemployed workers in Finland in 71 job-search training groups. Five group-level dimensions of training were identified. The results of hierarchical linear modeling demonstrated that preparation for setbacks at the group level significantly predicted decreased psychological distress and decreased symptoms of depression at the half-year follow-up. Trainer skills at the group level significantly predicted decreased symptoms of depression and reemployment to stable jobs. Interaction analyses showed that preparation for setbacks at the group level predicted fewer symptoms of psychological distress and depression, and shared perceptions of skilled trainers at the group level predicted fewer symptoms of depression among those who had been at risk for depression.

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Available from: Jukka Vuori, Sep 28, 2015
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    • "This occurs through modeling and rewarding supportive behaviors (Vuori et al., 2011). A supportive environment is crucial for learning and facing challenges (Vuori et al., 2005). Finally, preparation against setbacks is used to brainstorm about potential career-related obstacles and how to overcome these obstacles. "
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    ABSTRACT: The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self-management and well-being of young employees. In a quasi-randomized control trial, the effects of the program were tested in a homogeneous sample of young employees with intermediate vocational education (Nintervention = 112, Nnon-intervention = 61) and in a heterogeneous sample of employees from a special reintegration program (Nintervention = 71, Nnon-intervention = 41). Our results support the effectiveness of the intervention: participants of the CareerSKILLS program, versus a control group, showed increases in six career competencies (reflection of motivation, reflection on qualities, networking, self-profiling, work exploration, and career control), self-efficacy, resilience against setbacks, career-related behaviors, perceived employability, and work engagement. These results provide empirical support for the effectiveness of the CareerSKILLS program. Theoretical and practical implications are discussed. © 2014 Wiley Periodicals, Inc.
    Human Resource Management 07/2015; 54(4):533-551. DOI:10.1002/hrm.21633 · 1.52 Impact Factor
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    • "This occurs through modeling and rewarding supportive behaviors (Vuori et al. 2011 ). A supportive environment is crucial for learning and facing challenges (Vuori et al. 2005 ). This peer-group format seems to fi t well with young people who spend a great amount of time socializing with their own age group. "
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    ABSTRACT: A major work-related transition that individuals go through in the beginning of their career is the school-to-work transition (STWT) . During this transition young individuals face many challenges and changes in a relatively brief period of time, such as developing a professional identity (McKee-Ryan et al. 2005 ), fi nding suitable employment (e.g., Scherer 2004 ), and going through the organizational socialization process (Koivisto et al. 2007 ). The STWT is more relevant now than ever because of increasing demands for fl exibility and career self-management (e.g., Akkermans et al. 2013c ), and because the worldwide economic crisis of the past years has struck young employees hardest of all (European Commission 2012 ). Therefore, this chapter focuses specifi cally on this transition. First, we will discuss recent trends with regard to employment statistics of young workers in Europe. Second, we will focus on known antecedents and consequences of an adaptive STWT. Next, we will discuss the new career perspective, and examine two emerging topics; career adaptability and career competencies . Finally, we will present two cases in which the CareerSKILLS method in The Netherlands, and the School-to- Work Group Method in Finland will be detailed.
    Sustainable Working Lives, Aligning Perspectives on Health, Safety and Well-Being, 1 edited by Jukka Vuori, roland blonk, richard price, 05/2015: chapter 5: pages 65-86; Springer.
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    • "and techniques they learned might have helped them in their job search process and consequently enabled them to find reemployment . Our results support the findings of previous research that showed that teaching unemployed to cope better with the obstacles they encounter during job search can contribute to further reemployment success (Vuori et al., 2005). Additionally, as our results showed, the participants of the intervention increased their perceived employability, which affects not only job search behaviours but also job search outcomes (Fugate et al., 2004). "
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    ABSTRACT: The purpose of the present study is to explore the effects of a structured intervention in emotional competences (EC) on employability prospects of unemployed adults. More precisely, the objective is to analyse whether enhancing EC (such as identifying and expressing emotions, understanding emotions, and regulating one's own and others' emotions) can improve perception of employability, job search, entrepreneurial intention and entrepreneurial self-efficacy and improve reemployment success among unemployed participants. Seventy three participants were randomly assigned to either an experimental (40) or control group (33), and the experimental group underwent a 15 h intervention focused on improving EC and developing effective emotion regulation strategies. Both groups completed all the measures before the intervention (T1), one month later (T2), and six months after the intervention (T3). The results showed that the participants in the experimental group significantly increased their level of perceived employability, overall entrepreneurial self-efficacy, and three dimensions of entrepreneurial self-efficacy after the intervention, unlike their control group counterparts. Moreover, the experimental group showed more reemployment success and less reemployment delay than the control group. No changes were detected in job search or entrepreneurial intention in either group after the intervention. In addition, the positive effects of the intervention were not maintained six months after the intervention. The results suggest that structured interventions in EC can increase people's beliefs in their own capabilities (entrepreneurial self-efficacy) and their ability to find employment (employability) and can contribute to the actual reemployment.
    Journal of Vocational Behavior 02/2015; 88. DOI:10.1016/j.jvb.2015.02.007 · 2.59 Impact Factor
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