BACKGROUND Public employees worldwide are increasingly concerned about work anxiety and depression.Cognitive-behavioral career coaching has emerged as a promising strategy for addressing these mental health disorders,...BACKGROUND Public employees worldwide are increasingly concerned about work anxiety and depression.Cognitive-behavioral career coaching has emerged as a promising strategy for addressing these mental health disorders,which can negatively impact on a person's overall well-being and performance.AIM To examine whether cognitive-behavioral career coaching reduces work anxiety and depression among Nigerian public employees.METHODS A total of 120 public employees(n=60)suffering from severe anxiety and depression were randomly assigned to the treatment or control groups in this study.Cognitive behavioral coaching was provided twice a week to those in the treatment group,whereas no treatment was given to those in the control group.As part of the study,the Hamilton Anxiety Rating Scales and Beck Depression Inventory were used to collect data.RESULTS Analysis of covariance of the data from participants indicates a significant effect of cognitive-behavioral career coaching on work anxiety and depression.CONCLUSION Insights into the underlying mechanisms by which cognitive behavior career coaching exerts its effects have been gained from this study.Also,the study has gathered valuable data that can inform future practice and guide the development of strategies for supporting mental health at work.展开更多
This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching(CBCC)to reduce work anxiety and depression among public employees.Public secto...This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching(CBCC)to reduce work anxiety and depression among public employees.Public sector workers often face significant psychological stressors,leading to mental health issues that impair well-being and job performance.The study employed a grouprandomized trial design,involving 120 public employees diagnosed with severe anxiety and depression.Participants were divided into a treatment group,receiving CBCC,and a control group with no intervention.Results showed a significant reduction in anxiety and depression levels in the treatment group,sustained through follow-up assessments.The findings underscore the clinical relevance of CBCC as an effective intervention for improving mental health among public employees.Future research should explore the scalability of CBCC across different sectors and cultural contexts,as well as its integration with other mental health interventions.This editorial advocates for the broader implementation of CBCC practices in public service to enhance employee productivity and psychological well-being.By addressing cognitive distortions and fostering adaptive coping mechanisms,CBCC can help public employees navigate complex professional environments,ultimately contributing to a healthier and more efficient workforce.展开更多
教练员教育是提升教练员专业化水平,促进教练员职业发展的重要动力。以1991-2023年Web of Science核心合集数据库收录的教练员教育相关文献为研究对象,分析国外教练员教育的研究进展,总结特点并提出启示。研究结果显示,当前国外教练员...教练员教育是提升教练员专业化水平,促进教练员职业发展的重要动力。以1991-2023年Web of Science核心合集数据库收录的教练员教育相关文献为研究对象,分析国外教练员教育的研究进展,总结特点并提出启示。研究结果显示,当前国外教练员教育的研究主要聚焦于教练员职业发展、教练员学习路径、教练员教育项目、教练员发展者四个方面。呈现出以下特点:教练员职业发展具有线性和非线性的双重特征;非正式化学习路径是教练员教育的重要补充;以教练员为中心是引领正式化教练员教育发展的重要理念;高水平教练员发展者是开展高质量教练员教育的重要保障。启示如下:优化培养环境,激发教练员职业发展的热情;搭建多元化学习路径,满足教练员能力提升的多重需要;树立以教练员为中心的理念,优化正式教练员教育体系;严格教练员发展者的准入标准,提升教练员教育的服务水平。展开更多
文摘BACKGROUND Public employees worldwide are increasingly concerned about work anxiety and depression.Cognitive-behavioral career coaching has emerged as a promising strategy for addressing these mental health disorders,which can negatively impact on a person's overall well-being and performance.AIM To examine whether cognitive-behavioral career coaching reduces work anxiety and depression among Nigerian public employees.METHODS A total of 120 public employees(n=60)suffering from severe anxiety and depression were randomly assigned to the treatment or control groups in this study.Cognitive behavioral coaching was provided twice a week to those in the treatment group,whereas no treatment was given to those in the control group.As part of the study,the Hamilton Anxiety Rating Scales and Beck Depression Inventory were used to collect data.RESULTS Analysis of covariance of the data from participants indicates a significant effect of cognitive-behavioral career coaching on work anxiety and depression.CONCLUSION Insights into the underlying mechanisms by which cognitive behavior career coaching exerts its effects have been gained from this study.Also,the study has gathered valuable data that can inform future practice and guide the development of strategies for supporting mental health at work.
基金Supported by Basic Science Research Program through the National Research Foundation of Korea funded by the Ministry of EducationNo.NRF-RS-2023-00237287+1 种基金No.NRF-2021S1A5A8062526Local Government-University Cooperation-Based Regional Innovation Projects,No.2021RIS-003.
文摘This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching(CBCC)to reduce work anxiety and depression among public employees.Public sector workers often face significant psychological stressors,leading to mental health issues that impair well-being and job performance.The study employed a grouprandomized trial design,involving 120 public employees diagnosed with severe anxiety and depression.Participants were divided into a treatment group,receiving CBCC,and a control group with no intervention.Results showed a significant reduction in anxiety and depression levels in the treatment group,sustained through follow-up assessments.The findings underscore the clinical relevance of CBCC as an effective intervention for improving mental health among public employees.Future research should explore the scalability of CBCC across different sectors and cultural contexts,as well as its integration with other mental health interventions.This editorial advocates for the broader implementation of CBCC practices in public service to enhance employee productivity and psychological well-being.By addressing cognitive distortions and fostering adaptive coping mechanisms,CBCC can help public employees navigate complex professional environments,ultimately contributing to a healthier and more efficient workforce.
文摘教练员教育是提升教练员专业化水平,促进教练员职业发展的重要动力。以1991-2023年Web of Science核心合集数据库收录的教练员教育相关文献为研究对象,分析国外教练员教育的研究进展,总结特点并提出启示。研究结果显示,当前国外教练员教育的研究主要聚焦于教练员职业发展、教练员学习路径、教练员教育项目、教练员发展者四个方面。呈现出以下特点:教练员职业发展具有线性和非线性的双重特征;非正式化学习路径是教练员教育的重要补充;以教练员为中心是引领正式化教练员教育发展的重要理念;高水平教练员发展者是开展高质量教练员教育的重要保障。启示如下:优化培养环境,激发教练员职业发展的热情;搭建多元化学习路径,满足教练员能力提升的多重需要;树立以教练员为中心的理念,优化正式教练员教育体系;严格教练员发展者的准入标准,提升教练员教育的服务水平。
