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The practitioner effort to say it does not have to be that way (one half of a dichotomy) or a client belief about career circumstances (again one half of a dichotomy) is reframed as pushing against the dichotomised world.
Historically the concept, which can be appropriated here to career situations, described situations in which the two halves of a dichotomised state or situation 'push back' at each other, interacting in opposition or at least response to one another.
The greater the mismatch between two halves of a dichotomised pair (manager/academic, extrovert/introvert, goal orientated/person oriented--the list can extend a very long way) in the individual person's life, the greater the dialectic forces of resistance, undermining and other corrosive results emerge to which individuals are subject.
Yet again, dialogic awareness of career skills and constraints can be used to challenge dialectic pressures individuals struggle with when they have not dealt with the contradictions of dichotomised beliefs and efforts in relation to career progress.
1 were included in the multivariable analysis (see Methods); ([double dagger]) = data presented as mean [+ or -] SD; ([section]) = continuous variables were dichotomised for estimating odds ratios, using following cut-offs: age > 28 yr, body-mass index < 19 kg/[m.
44 - Dichotomised at < 2 and [greater than or equal to] 2 serves/times 0.
Therefore, in order to test hypotheses 1b and 4b if hypotheses 1a and 4a are supported, two-way interactions of two of the independent variables will be tested for subgroups dichotomised at the mean of the third independent variable (Brownell and Dunk 1991, Harrison 1992) following similar approaches to those above.