Article

Work personality and contextual work behaviours have been identified
as constructs that play critical roles in developing the foundation for effective
vocational and career behaviour for persons with disabilities. METHOD: For this
study, we used a sample of 84 individuals with disabilities who were eligible to
receive vocational rehabilitation services. Demographic variables and questions
concerning work personality, contextual work behaviours self-efficacy, employment
status and longest time employed were obtained and analysed to determine the
relationship between contextual work behaviours self-efficacy, work personality
and employment outcomes. RESULTS: The results indicate that work personality
explained 24% (F = 2.73; p = 0.013) of the variance of contextual work behaviours
self-efficacy with the subscale of Personal Presentation (beta = 0.466) making a
significant and unique contribution to CWB total score. Results of a correlation
between the work personality profile scale and the contextual work behaviours
self-efficacy scale revealed a significant and positive relationship. Levels of
work personality and contextual work behaviours self-efficacy were unable to
discriminate between employed and unemployed individuals. However, a post-hoc
regression analysis did find that work personality and contextual work behaviours
self-efficacy accounted for approximately 24% of the variance of longest time
employed. CONCLUSIONS: The results of this study provide initial support for the
relationship between work personality and contextual work behaviours
self-efficacy. Overall, work personality appears to be an important construct
related to individual's confidence to meet the contextual demand of the work
environment and length of employment tenure.

Langue : ANGLAIS