The purpose of this study was to assess the proximal and distal outcomes of a career development training programme for refugees that was developed based on the Hope-Action Theory (HAT). Adopting an experimental design, proximal outcomes such as self-efficacy, hope-action competencies, job search clarity, and career adaptability were assessed three times; and distal outcomes including employment status, job-seeking activities, career growth, hopeful career state, work engagement, and job satisfaction were assessed once at nine months. We used a two-way mixed effects analysis of covariance and a serial mediation analysis. The programme was effective in developing hope-action competencies, general self-efficacy, and job search clarity. The experimental group participants exhibited higher hopeful career state and work engagement. A serial mediation model of the HAT-based intervention predicting job satisfaction was found. Limitations and future directions are discussed.
Diversity initiatives in the US workplace: A brief history, their intended and unintended consequences
Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve equitable opportunities and outcomes in organizations. However, these programs are often ineffective. To better