Expanding Sources of Recognition: Towards an Experience-Driven Framework for Reengaging Hikikomori and Semi-hikikomori

Abstract

The data that support the findings of this study are available from the third author upon reasonable request. There is no conflict of interest to report. We thank all the volunteer nonhuman animals and guardians of the animals participating in the Regain Momentum (RM) programme.

Validating the decent work scale incorporated with a social recognition component among young adult social workers

“…The findings of the current study may provide a new direction to study wellbeing and self-fulfillment of young people in organizational contexts with the lens of decent work. When compared with their senior counterparts, young employees are largely disadvantaged in relation to access to decent work and positioned at a stage with strong desire for seeking recognition from others, and thus based on the findings of the current study, it is recommended to enhance young people’s access to decent work by expanding their sources and spheres of recognition ( Su et al, 2021a ; Su and Wong, 2022a , b ); specifically, organizations may offer their young employees more opportunities to make contributions at work and acknowledge their diverse and distinct contributions in a concrete or explicit manner. The recognition received by young employees from their service users, coworkers, supervisors, human resources officers, etc.…”

“…Second, workers with a high level of self-recognition may feel more secure to exercise their agency with regard to developing commitments and taking actions to achieve higher goals ( Bandura, 2006 , 2012 ). Third, workers being recognized are more likely to show their recognition to others and thus contribute to a group climate or synergetic atmosphere characterized by mutual recognition, and people working in such a group are more likely to make efforts to achieve common goals ( Su et al, 2021a ; Su and Wong, 2022a ). In this connection, a decent work notion with a component of social recognition is expected to provide an intersubjective or interpersonal platform to foster the development of self-concepts in a positive and reciprocal manner, and promote the personal and shared agency of workers in reviewing the working conditions, enhancing their access to decent work, and fostering their workplace wellbeing and work fulfillment.…”

Contemporary Hermits: A Developmental Psychopathology Account of Extreme Social Withdrawal (Hikikomori) in Young People

“…With regard to the first element, the suggestion has been made to indicate the severity of the social isolation: persons occasionally leaving the home to interact with others (2–3 days per week) can be qualified as ‘mild,’ those who rarely leave the home and barely interact with others outside (1 day per week or less) can be classified as ‘moderate,’ whereas individuals who remain in their room and minimally interact even with cohabiting family members can be defined as ‘severe’ cases (Kato et al, 2020a ). Relatively mild cases of ESW have also been labeled as ‘quasi-hikikomori’ (Tajan et al, 2017 ), ‘semi-hikikomori’ (Su et al, 2021 ), or ‘soft subtype hikikomori’ (Pozza et al, 2019 ): these terms are used for individuals who spend most of the time alone in their home, yet occasionally go out to conduct a hobby or hang out with others.…”

“…After a referral has been made, it may still be challenging to engage the young person with ESW in an intervention or treatment (Su et al, 2021 ). Therefore, the threshold for the intervention should be kept as low as possible.…”

A Recognition-Based Study of Frustrations, Risks, and Navigation in Career Transition Among Educationally Disadvantaged Young Women

“…Given that the career transition journey of educationally disadvantaged young women in Hong Kong is diverse and individualized such a context characterized by growing risks and fluidity, the exercise of self-reflexivity in career transition is also subject to their access to resources, opportunities and networks and to the influence of preferences of their significant others (Albright et al, 2017;Alnıaçık et al, 2019;Bynner & Parsons, 2002;Su & Wong, 2022). Some studies have suggested that access to more enabling resources and networks may buffer the difficulties encountered by these young people in their career transition (Su & Wong, 2022;Su et al, 2021). However, in the existing literature around the career transition of educationally underprivileged young women in the context of risk society, an interpersonal or intersubjective perspective is still lacking, which is unfavorable to inform the exercise of personal agency to initiate changes to cope with risks (Rose et al, 2016;Bandura, 2006;Hart et al, 2014).…”