This study investigated career adaptability (CA) from an Adlerian perspective. Accordingly, Adlerian lifestyle and perfectionism were examined with CA using cluster analysis. The results supported three groups of personality orientation. The assertive perfectionist group reported the highest scores for all CA domains, the sensitive perfectionist group reported the lowest scores for career collaboration on the CA scale, and the comfort nonperfectionist group reported the lowest score for career concern on the CA scale. The study results assist clients in identifying personality and career themes and enhance career resources through the Adlerian approach with career construction theory.

GP.Mur, commonly known as Miltenberger subtype III, is a clinically‐important red blood cell (RBC) phenotype unique among Southeast Asians (SEA). On the GP.Mur+ erythrocyte membrane, glycophorin B‐A‐B hybrid protein is expressed, instead of glycophorin B (GPB). Different from GPB that does not have any known function, GP.Mur hybrid protein promotes expression of anion exchanger‐1 (AE1) on the RBC membrane and support AE1‐relevant physiological functions in GP.Mur+ carriers. In our previous human studies, we unexpectedly uncovered that GP.Mur+ carriers have slightly higher blood pressure (BP) than GP.Mur‐negative people. Since AE1 has been implicated a role in modulation of NO bioavailability and hemoglobin (Hb) is a major NO scavenger, we hypothesized that the slightly but significantly higher BP in GP.Mur carriers might be related to Hb‐mediated NO processing. Methods With the approval of hospital Institutional Review Board, healthy, non‐smoker subjects aged between 20 and 55 were recruited at Taitung MacKay Memorial Hospital (TT‐MMH). Besides general physical assessment, recruited subjects were tested for CBC and RBC phenotypes, including GP.Mur. Results 345 male and 515 female non‐smoker adults were recruited from Taitung County, Taiwan, and 22.1% of them bear GP.Mur blood type. For male and female cohorts, GP.Mur erythrocyte expression was significantly associated with slightly higher systolic BP (SBP) (122.2±12.9 mmHg [non‐GP.Mur male] versus 127.8±14.4 mmHg [GP.Mur male]; 115.0±13.0 mmHg [non‐GP.Mur female] versus 118.0±13.4 mmHg [GP.Mur female]). Hb levels were not affected by GP.Mur. Hb is known to be positively associated with SBP. We indeed found a Pearson correlation of 0.164 between Hb (g/dL) and SBP (mmHg) in non‐GP.Mur male subjects (*p~0.007). However, Hb‐SBP associations were not observed in our female cohorts with or without GP.Mur. Intriguingly, the Pearson correlation between Hb and SBP from the GP.Mur male group was doubled, compared to that from the GP.Mur‐negative male group (Pearson correlation: 0.299 [GP.Mur male] versus 0.164 [non‐GP.Mur male]). Conclusion From the differences in Hb‐SBP correlations in male, the effects of NO‐scavenging by Hb were likely more substantial in the presence of GP.Mur and/or higher AE1 expression. We did not observe any positive associations in our SEA female subjects, presumably due to menstrual cycle and that SEA women were generally more anemic.

Workplace mistreatment for women increases depression, anxiety, burnout, low self-esteem, low life satisfaction, and psychological distress, and decreases work productivity. Additionally, victims and bystanders of workplace mistreatment are likely to leave an organization. To fulfill the objective of documenting the current best practices that could assist counselors working with and advocating for US women experiencing workplace mistreatment, a systematic literature review (SLR) of materials published in the past 15 years was conducted. The 21 articles found resulted in two major themes. The first theme, Addressing Female Mistreatment in the Workplace, had three sub-themes. Four materials discussed Workplace Interventions, eight discussed Workplace Training, and three discussed the Reporting of Workplace Mistreatment. The second theme, Counseling Women Experiencing Workplace Mistreatment, was supported by 11 articles. When working with employers, counselors can encourage year-round improvements in workplace recruitment, orientation, and inclusion of culturally diverse employees; offer bystander training; and create a comprehensive program to report and resolve workplace mistreatment concerns. Counselors working directly with women experiencing workplace mistreatment will want to help the client focus on productive cognitive processes, obtain social support, directly confront the workplace mistreatment, and negotiate the unfortunate realities of workplace mistreatment.

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