Career pathfinders: a qualitative study of career development

This paper examined the perceptions of career path and issues of MBA students in response to Lore's The Pathfinder, a comprehensive career-planning model. Using internet discussion boards, an interactive dialogue was mentioned by participants in response to the components of Lore's model. The sample consisted of 50 fully employed MBA students enrolled in a course on self-assessment and career planning. A total of 1,781 separate postings were made and analyzed, using inductive analysis derived from discussion threads based on Lore's categories: comments on Lore's Pathfinder model, living a life you love (what's the holdup, career fantasies, work and family issues, and career selection), how to get there from here (commitment and future from the present), and designing your future career. Findings indicated several interesting trends in the career planning of current MBA students, particularly the importance of self or self-reflective observations in real time as students who are also fully employed formulate career plans. Implications for psychologists and career counselors, career development models, and suggestions for research are presented.     

Factors related to marriage and career plans in unmarried women

Career and marriage plans of female unmarried undergraduates were examined and systematically related to other variables. All respondents indicated their plans for a career, marriage, and children. In addition, they completed the Personality Research Form, a standardized personality measure that assesses traits relevant to functioning in a variety of situations. Results showed that while the majority of respondents planned on having a career and family, their priority was the family. Career commitment, as measured by perceived importance of career, was a significant predictor of the woman's educational, career, and family plans. The more respondents aspired to the full-time career model, the less traditionally feminine were their personalities.Grateful acknowledgment is made to the Canada Council for its financial support through grant #410-77-0241.Formerly a psychology student and is presently studying law.     

Young Adults' Attitudes toward Multiple Role Planning: The Influence of Gender, Career Traditionality, and Marriage Plans

This study examined personal and relationship influences on attitudes toward multiple role planning, specifically preparing to combine work and partnership roles. Survey data were collected from 66 young adult heterosexual couples. Results revealed that marriage plans related positively to knowledge and certainty about multiple role planning. Gender and career traditionality interacted with marriage plans in its influence on commitment to and involvement in multiple roles. Moreover, attitudes toward multiple role planning mediated the association between marriage plans and planning activity for work-family balance. Implications for research and application in multiple role planning are addressed.     

Proactive career behaviours and career success during the early career

The current article tests a longitudinal model of the process of proactive career behaviours and career success with two samples of graduates making the transition from college to work. Using structural equation modelling, we tested a theoretical model that specified the relationships between career progress goals, career planning, networking behaviours, and career success. A longitudinal panel study was conducted within two samples using a 3‐year (sample 1) and 1‐year (sample 2) time lag between the first and second data collection. The results support the process model and suggest that at graduation, career planning is affected by the goal of making career progress. In turn, career planning is positively associated with networking behaviours. Both career planning and networking at graduation are positively related to career planning and networking 1 year later (sample 1) but in sample 2, in which a 3‐year time lag was used, these relationships were no longer significant. Support is found for the relationship between networking during the early career and objective and subjective career success. The findings are discussed in terms of their general implications for understanding the proactive career behaviour process through which graduates affect their career success during the first years of their professional career.     

Women, Career Orientation, and Employment

This study examines age and life-cycle stage variance in women's career orientation (i.e., intention to pursue a career) and in the expression of career orientation through employment. The study group is a cross-sectional, non-probability sample of 1, 120 women, ages 22–64, who contacted a major mid-western university's Center for Continuing Education of Women. Three findings predominate: (1) Career orientation is negatively related to age, reflecting greater career interest among younger women. (2) In all marital and parental status categories, high proportions of young women are career oriented, suggesting that career interest persists through the periods of family formation and expansion. (3) The greatest discrepancy between career orientation and rate of full-time employment occurs among married mothers of preschool children, suggesting that career plans are deferred during early motherhood. Discussion focuses on the implications of the findings for work and family policy and further research.     

Occupational knowledge and career development in adolescence

In an effort to extend our knowledge of career development, two indices of career maturity were investigated in a sample of 6029 high school seniors sampled from 57 Texas public school districts. The study investigated both the degree to which late adolescents choose occupations whose educational requirements match their stated educational goals and the degree to which students' vocational interests are compatible with their occupational choices. The correlations between educational plans and educational requirements of the chosen occupations were .41 or less. Of the subjects who claimed to have at least considerable understanding of their first choice career, only about half planned to achieve the amount of education appropriate to enter that occupation. Subjects' perceptions of how well they understood their occupational choices were also negligibly related to the compatibility of their vocational interests and their career choices. Although educational understanding and interest compatibility both contribute to realism of occupational choices, the correlation between these two indices of career maturity accounted for less than 1% of the variance.     

Exit and/or Voice? Youth and Post‐Communist Citizenship in Bulgaria

Hirschman's (1970 , 1993 ) theoretical constructs of Exit and Voice represent a useful way to think about citizenship. Exit refers to a desire to emigrate and can be construed as apolitical, private, and passive—a threat to citizenship—whereas Voice refers to political commitment and can be construed as ideal citizenship. A survey of 560 Bulgarian university students in 1998 explored their emphasis on Exit and Voice (as options for themselves in the future) and the association of each option with different economic, political, and psychological factors. One in four students wanted to emigrate, and half of them considered leaving the country for a period of time. Exit plans appeared mainly to be triggered by a wish to participate in the consumer culture, but were also associated with a critical view of the political system as well as a rejection of tradition in conjunction with a Western identity. Although most of the students shared vague or ideal Voice-related plans, few wanted to become actively involved in politics. An emphasis on Voice reflected not only a somewhat limited political engagement but also a more traditionalistic attitude associated with plans for a career and family. The findings indicate that a normative separation between Exit and Voice as theoretical concepts does not cover the complexities of the Bulgarian students' emigration and political involvement plans.     

Significant differences in quality-of-life factors and their correlates: A function of differences in career orientations or gender?

This study compared the differences in the three quality-of-life variables of job satisfaction, life satisfaction, and mental health, and their correlates, based on differences in career orientation vs gender differences. Eight correlates, theorized to have an influence on the three quality-of-life factors were used to investigate the issue. One hundred and sixty-six working couples in a variety of organizations in the midwest and west coast regions of the United States offered a sample of 220 professionals and 120 nonprofessionals with a good mix of both genders in the two groups. The findings of the study indicated that: (1) career orientations had a far greater influence on the perceived quality-of-life and other factors than gender differences; (2) there was no strong support that the predictors differentially predicted the variance in any of the quality-of-life factors based on gender, or on the career orientations for the entire population; and (3) among the subset of the women in the sample, the multiple-role stress experienced did make a significant difference in how job satisfaction was predicted for the professional as opposed to the nonprofessional women. Further research directions and future trends are suggested.     

Two sides of the career resources coin: Career adaptability resources and the impostor phenomenon

Considering the impostor phenomenon (IP) as an important psychological construct in the context of career development requires a theoretical grounding. Using the career construction model of adaptation as a guiding framework, we investigated how the IP is related to adaptive readiness (represented by core self-evaluations), career adaptability resources, and adapting responses, namely, career planning, career decision-making difficulties, career exploration, and occupational self-efficacy. We used parallel multiple mediation modeling to investigate specific indirect effects through concern, control, curiosity, confidence, and the IP. We conducted an online study with 289 university students. Results indicated a positive effect of core self-evaluations on career planning, career exploration, and occupational self-efficacy and a negative effect on career decision-making difficulties through adaptability resources. The IP emerged as a “maladaptability” resource: That is, it might be a hindrance to adaptive coping and behavior and consequently promote maladaptive coping and behavior by decreasing career planning and occupational self-efficacy and increasing career decision-making difficulties. Supplementary negative effects of the IP on adaptability resources are discussed.     

Authoritarianism as an Agent of Status Quo Maintenance: Implications for Women's Careers and Family Lives

We examined how right-wing authoritarianism (RWA) influenced career and family plans and life outcomes in 2 samples of educated women. In the college-aged sample, participants who planned to earn professional degrees scored higher on RWA than those who planned to earn graduate degrees in the humanities or social sciences. RWA was also positively related to the expression of preferences for male partners who possess masculine characteristics. In the midlife sample, RWA scores were higher for participants with traditional career and family outcomes at midlife. For midlife participants following a nontraditional career path, RWA was positively related to compartmentalizing career and family responsibilities and finding role combination stressful. Authoritarianism is important for understanding women's decisions about combining career and family.     

Teacher–Practitioner Multiple-Role Issues in Sport Psychology

The potential for the occurrence of multiple-role relationships is increased when professors also consult with athletic teams on their campuses. Such multiple-role relationships have potential ethical implications that are unclear and largely unexplored, and consultants may find multiple-role relationships both difficult to deal with and unavoidable. Therefore, the purpose of this study was to explore the nature of teacher–practitioner multiple-role relationships. Participants (N = 35) were recruited from Association for the Advancement of Applied Sport Psychology (AAASP) certified consultants (CCs) who were also affiliated with a university (N = 68). All participants completed a 28-item survey exploring the incidence and relevant issues pertaining to multiple-role relationships. Chi-square analyses revealed that licensed mental health practitioners (i.e., psychologists and counselors) were more likely than nonlicensed AAASP CCs to believe that multiple-role relationships were never appropriate in sport psychology, χ²(1, N = 30) = 12.80, p < .001, and to have never taken part in a multiple-role relationship, χ²(1, N = 33) = 12.44, p < .001. Independent samples t tests revealed that mental health practitioners also reported that they would have higher levels of concern for both the practitioner, t(30) = –2.77, p = .009, and the client, t(30) = –2.50, p = .018, in such a relationship.     

Unconscious determinants of career choice and burnout: theoretical model and counseling strategy

A psychodynamic‐existential perspective is proposed as a theoretical model that explains career burnout and serves as a basis for a counseling strategy. According to existential theory, the root of career burnout lies in people's need to find existential significance in their life and their sense that their work does not provide it. The reason that people choose a particular career is explained by psychoanalytic theory, which attributes it to significant childhood experiences, family dynamics, and familial vocational choices. Two detailed and 4 brief cases are presented to demonstrate the application of the psychoanalytic‐existential approach to career counseling that is sought as a result of burnout.     

A Study of Black and White College Women

In an examination of career aspirations, 101 black and 530 white college women were asked to indicate their occupational and educational plans, important considerations for career choices, and their attitudes toward combining the roles of career and family. Results indicated that women who planned careers in male-dominated occupations had higher career and educational aspirations than women who desired careers in femaledominated occupations. Black women who planned careers in male-dominated professions showed high levels of aspirations, planned more education than was necessary for the desired occupations, and perceived less conflict in combining the roles of career and family than their white counterparts. There were few differences between black and white women in their attitudes toward the traditional roles of men and women. Those choosing female-dominated careers, however, had more traditional attitudes regardless of race. Implications of these findings for the influence of occupational gender dominance on career aspirations are discussed.     

Family Therapy Training and Workforce Planning

There is a strong argument for further developing family therapy as a profession within the NHS, using the mechanisms for workforce planning at regional and national levels. Family therapy can be a full-time occupation, as a profession and a secondary activity, as systemic practice. There is ambivalence about professionalism within the field and at different levels of society. This article outlines areas of tension between family therapy and government policies which focus on evidence-based practice. Full integration into the NHS is possible through the career structure which links family therapy with clinical psychology, adult and child psychotherapy, and provides a model for linking workforce planning with education. There are risks of family therapy becoming marginalized in the future, as a profession or as systemic practice, unless it connects better with workforce planning.     

Outcome expectations and work design characteristics in post-retirement work planning

Today, a growing number of individuals decide to work beyond normal retirement age (Eurofound, 2012). Research has revealed influencing factors for post-retirement work at the individual, job and organizational, family, and socioeconomic levels. However, not much is known about post-retirement work planning and its antecedents. The purpose of this study is to examine the effects of outcome expectations regarding post-retirement work and two work design characteristics (i.e., physical demands and social support at work) on post-retirement work planning by applying the framework of social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994). Data from 1065 employees of a German logistics company were used in this study. Results provide support for SCCT to be a suitable theoretical framework for understanding post-retirement career planning and thereby expand the application of SCCT to a new field. Furthermore, multilevel analysis revealed that physical demands were negatively related to the intention to continue to work for the pre-retirement employer after retirement entry, whereas social support at work strengthened the relationship between outcome expectations and same-employer-post-retirement work intention. Organizations who want their retired employees to continue to work in retirement should develop interventions to strengthen post-retirement work outcome expectations. An increase in social support at work as well as a reduction in physical demands may also contribute to increased participation in continued work with the same employer in retirement.     

Who Are the Next Generation of Genetic Counselors? A Survey of Students

Genetic counseling students were surveyed about their backgrounds, application process to genetic counseling programs, and career motivations and plans. Program directors from 27 accredited programs were asked to distribute 362 surveys to students. Fifty-two survey items assess demographics; sources of support for pursuing a genetic counseling career (information about genetic counseling, encouragement/discouragement from others); career motivations (reasons for applying and for becoming a genetic counselor); and career certainty. Two hundred and thirty-five usable surveys were returned (64.9% usable return rate). Most respondents were Caucasian females (mean age = 25.4 years). About 13% identified as ethnic minorities, and about one-third reported family histories of a genetic condition(s). Most respondents learned about the field in classes, and most were strongly encouraged by family and friends to pursue genetic counseling. Reasons rated as most important for becoming a genetic counselor included helping others and intellectual stimulation. Recruitment, training, and research recommendations are given.     

Outcome expectations and work design characteristics in post-retirement work planning

Today, a growing number of individuals decide to work beyond normal retirement age (Eurofound, 2012). Research has revealed influencing factors for post-retirement work at the individual, job and organizational, family, and socioeconomic levels. However, not much is known about post-retirement work planning and its antecedents. The purpose of this study is to examine the effects of outcome expectations regarding post-retirement work and two work design characteristics (i.e., physical demands and social support at work) on post-retirement work planning by applying the framework of social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994). Data from 1065 employees of a German logistics company were used in this study. Results provide support for SCCT to be a suitable theoretical framework for understanding post-retirement career planning and thereby expand the application of SCCT to a new field. Furthermore, multilevel analysis revealed that physical demands were negatively related to the intention to continue to work for the pre-retirement employer after retirement entry, whereas social support at work strengthened the relationship between outcome expectations and same-employer-post-retirement work intention. Organizations who want their retired employees to continue to work in retirement should develop interventions to strengthen post-retirement work outcome expectations. An increase in social support at work as well as a reduction in physical demands may also contribute to increased participation in continued work with the same employer in retirement.     

Emotion and control in the planning of goals

By planning the what, where, and when of pursuing a goal, people improve the likelihood that they will ultimately attain that goal. Whereas research to date has explored the breadth of this planning effect and its underlying processes, contextual variables that influence the formation and execution of plans have mostly gone unexplored. In light of the central role played by emotional experience in goal pursuit, its impact on planning remains an open question of both theoretical and practical importance. Here, we suggest that anger and sadness—and their corresponding, distinct cognitive appraisal patterns regarding control—differentially impact (1) the tendency to plan and (2) the implementation of plans. Anger (greater control) led to the formation of more plans for goal-directed behavior (Studies 1 and 2) and faster execution of real behavior as prescribed by predetermined plans (Study 3). Broader implications for theories of emotion and goal pursuit are discussed.     

金融危机背景下家庭社会地位对大三学生择业动机的影响：社会支配倾向的中介作用

以504名来自5所高校三年级大学本科生为被试,采用问卷法收集数据,探讨了家庭社会地位对大学生择业动机的影响。结果表明：（1）家庭社会地位对大学生内部择业动机具有显著的预测作用,家庭社会地位越高,内部择业动机越强;（2）社会支配倾向对家庭社会地位与内部择业动机之间的关系起中介作用,家庭社会地位通过社会支配倾向对内部择业动机产生间接影响;（3）未发现家庭社会地位、社会支配倾向与外部择业动机之间的显著相关。     

Mental Imagery in Career Counseling and Life Planning: A Review of Research and Intervention Methods

The use of imagery in career counseling and life planning continues to increase just as the use of imagery in counseling and psychotherapy increases. The rationale for using imagery in career counseling and life planning is the same as in counseling and psychotherapy: It allows the client and counselor to bring into awareness unconscious material that is already influencing choices and makes this material usable in future planning. Imagey also allows the client to try on alternative roles. Several studies are cited that indicate that the imagery components of daydreams and fantasies are useful tools for career exploration and life planning when they are accessible to clients and properly processed. Relevant counseling applications and research studies are cited. Some recent tools for eliciting and processing these daydreams and fantasies are presented, and limits as well as benefits of techniques are discussed.