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Research on the predictors of 3 bully status groups (bullies, victims, and bully victims) for school-age children and adolescents was synthesized using meta-analytic procedures. The primary purpose was to determine the relative strength of individual and contextual predictors to identify targets for prevention and intervention. Age and how bullying was measured were also considered as moderators. From an original pool of 1,622 studies conducted since 1970 (when research on bullying increased significantly), 153 studies were identified that met criteria for inclusion. A number of common and unique predictors were found for the bully status groups. The implications of the meta-analytic findings for future research on bullying and victimization prevention and intervention are discussed.

Prevention of childhood aggression has long been considered an important social and clinical problem (Tolan, Guerra, & Kendall, 1995). In recent years, emphasis has shifted somewhat, particularly for school-based programs, to understanding and preventing a specific form of aggression labeled bullying (Cornell, 2006). This shift becomes evident when one examines the publication trends from 1980 to 2009. Whereas there were fewer than 190 peer-reviewed articles published on bullying during the 20-year span from 1980 to 2000, there have been well over 600 articles published on this topic from 2000 to the present time. Download free Predictors of Bullying and Victimization in Childhood and Adolescence: A Meta-analytic Investigation.pdf here

I wanted to inform you that I have accepted an offer with another firm and I am giving you this formal resignation as my two (2) week notice. I have thoroughly enjoyed the work environment and professional atmosphere. Your management, direction, guidance and counsel have been a source of great personal career satisfaction to me. The experience and knowledge gained during my association with _______________ provided career growth for which I shall always be appreciative. I wanted to thank you for the opportunities that have been extended to me while I have been here. And to let you know my resignation is no reflection on the organization. This is simply a tremendous opportunity that I could not afford to pass up. I’ve thought about it quite a bit and I know you’ll respect my decision. Thank you for past consideration. Sincerely. Download free Resignation Letter Sample.pdf here

When recent grads were asked to comment on their job search and what complaints or difficulties they had encountered during their search, several students commented on a lack of resources for students who were looking for jobs outside the Connecticut area. Conducting an out-of-state job search can often be difficult, especially when the job market is sluggish, and may require considerably more effort and a different approach than a traditional job search. Students are advised to use all the traditional on-campus and off-campus resources available to them, and also to make every effort to tap into the resources in their targeted area.

For obvious reasons, our Business Placement office isn’t always able to provide the resources (job postings, on-campus recruiting, etc.) that students looking for jobs out-of-state need. One reason is that companies located in areas such as Boston, where there is a huge college candidate pool right in their local area, don’t need to come to Connecticut or elsewhere to recruit. We do our best to hook students up with alums and other contacts in their targeted area, but that isn’t always possible either. In addition to fewer job opportunities due to the economy, overall on-campus recruiting nationwide has been down the past several years. In an effort to reduce on-campus recruiting costs, companies are offering full-time positions to candidates who have already proven themselves when doing an internship at their company. Many positions now go unadvertised as companies look to their internship pool for candidates, or for candidates who have been personally referred to them. Download free Out of State Job Searches.pdf here

To a large extent, securing an appropriate position is a challenge of communicating effectively. Job-search letters should reflect sound writing practices and promote your candidacy. You must communicate your value to a prospective employer in an understandable, brief, and positive way. The following guidelines should help you achieve those goals:

1. Design your letters to be work-centered and employer-centered, not selfcentered. Your letters are marketing tools that should address the needs of employers and evoke a desire to learn more about you. If they hire you- what is in it for them? 2. Never delegate responsibility for your job search to anyone else. Do all the writing yourself, and take responsibility for following up with employers. 3. Always address your letters to a specific individual with his or her correct title and business address. 4. When emailing save documents as shown above. 5. Keep the letter to one page. Eliminate extraneous words and avoid rehashing material from your resumé. 6. Produce error-free, clean copy. 7. Tailor your letters for each situation. Generic, mass-produced letters are unprofessional. 8. Show appreciation to the employer for considering your application, for granting you an interview, etc. 9. Always keep your reader in mind. Make your letters easy to read and attractive. 10. Be timely. Demonstrate that you know how to do business for yourself and, by implication, for others. 11. Be honest. Always be able to back up your claims with evidence and specific examples from your experience. When reflected in your writing, these job-search guidelines should communicate that you are a responsible person with a positive attitude who knows how to operate in a professional environment. Download free Tips for Writing and Producing Job-Search Correspondence.pdf here