Self-Directed Career Planning for Persons with Disabilities

Persons with physical disabilities often confront barriers to employment. This article describes a career development project that has addressed the special needs of disabled adults by: (a) developing a multimedia-based, self-directed career planning program organized around modules tailored to meet the unique needs of adults with disabilities; (b) providing a training program for 15 disabled adults working as paraprofessional career guidance technicians; and (c) establishing linkages with educational institutions and community agencies to provide for the institutionalization of this project at the local level.     

THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL

Studies of the influence of trainee characteristics on training effectiveness have focused on the ability level necessary to learn program content. Motivational and environmental influences on training effectiveness have received little attention. The purpose of this study was to test an exploratory model describing the influence on trainee career and job attitudes on training outcomes (learning, behavior change, performance improvement). Results of the study suggest that job involvement and career planning are antecedents of learning and behavior change. Future research directions and practical implications of the results are discussed.     

Career Development for Psychology Students through an Inpatient Mental Health Volunteer Programme

We report on a volunteer programme for undergraduate psychology students, as a prospective career pathway into the inpatient mental health context. Data on motives for joining the programme, as well as their expectations and career plans were collected from 56 students (mainly under 25 years of age; approximately 80% females) in a volunteer placement within an inpatient mental health setting. About 89.3% of the volunteers reported being on the programme to enhance their applications for postgraduate training prospects in the same field. Only 10.7% were motivated primarily by the desire to help mentally ill patients. Over three-quarters planned to pursue postgraduate training in clinical psychology.     

Consideration of Genetic Counseling as a Career: Implications for Diversifying the Genetic Counseling Field

Under-representation of racial/ethnic minority counselors has been an ongoing issue in the genetic counseling field. A better understanding of genetic counseling awareness and career consideration may help to increase the number of applicants to genetic counseling training programs from racial/ethnic minorities. This study sampled high school and college students (n = 233) to examine their awareness and perceptions of genetic counseling. Ethnicity, gender, parental level of education, and interest in biology were significant predictors of a subjects genetic counseling awareness; previous awareness of genetic counseling, interest in psychology, and level of education were significant predictors of whether a subject would consider genetic counseling as a career. The findings suggest that knowledge of genetic counseling is lower among racial/ethnic minorities, but that racial/ethnic minorities are just as likely to consider genetic counseling as a career. Awareness of genetic counseling prior to university education may increase racial/ethnic minority representation among potential applicants to genetic counseling training programs.     

Diversity and General Student Scholarship Recipient Essays: 2010 National Society of Genetic Counselors Membership Committee

In an effort to increase the diversity of the membership of the National Society of Genetic Counselors (NSGC), the Membership Committee provided two $500 scholarships to genetic counseling students planning to attend the NSGC AEC meeting in Dallas, Texas in October 2010. Requirements for applicants of both scholarships included enrollment in the fall of 2010, good standing at an accredited genetic counseling training program, and NSGC membership or plans to join in 2011. Students who are from communities underrepresented in the NSGC, including, but not limited to, those of minority cultural/ethnic backgrounds and those with disabilities were eligible to apply for the “Diversity” scholarship. Students from all backgrounds who have an interest in diversity issues were eligible to apply for the “General” scholarship. Applicants wrote essays 1000 words or less answering the following questions: How has your identity as a member of a group underrepresented in the genetic counseling profession affected your pursuit of this career? What do you feel is lacking in genetic counseling to address the issues of underrepresented groups? What strategies do you recommend for addressing these issues and/or increasing diversity? Why do you think diversity is an important issue for the field of genetic counseling? What strategies do you recommend to attract and retain students, especially those from underrepresented populations, into the field of genetic counseling? How do you envision contributing to these strategies? The essays by the award recipients elucidated interesting perspectives and ideas for increasing diversity in the genetic counseling profession.     

the global career development facilitator credential: an international perspective

The Global Career Development Facilitator (GCDF) credential was established to provide professional training and standards for individuals working in the career field. GCDF programs are now available in the United States and 10 other countries. The authors highlight the first international GCDF program in New Zealand, new online GCDF training in Canada, and other other recent GCDF developments.     

Fostering networking behavior,career planning and optimism,and subjective career success: An intervention study

The present study evaluated personal resource-oriented interventions supporting the career development of young academics, working at German universities within the STEM fields. The study sought to foster subjective career success by improving networking behavior, career planning, and career optimism. The study involved a quasi-experimental pre-post intervention with two intervention and two control groups (N = 81 research associates). Participants of the first intervention group received networking training; participants of the second intervention group received the same networking training plus individual career coaching. Participants of both intervention groups were female. Participants of the control groups (i.e., male vs. female group) did not participate in any intervention. As expected, path analyses, based on mean differences from pre-test to post-test, revealed an increase in career planning and career optimism within the networking plus career coaching intervention group, that was indirectly positively related to changes in subjective career success. Contrary to our expectations, the networking group training alone and in combination with the career coaching showed no effectiveness in fostering networking behavior. Results are discussed in the context of career counseling and intervention effectiveness studies.     

Early Career Boot Camp: A Novel Mechanism for Enhancing Early Career Development for Psychologists in Academic Healthcare

The purpose of this article is to describe a pilot mentoring program for Early Career Psychologists (ECPs) working in Academic Health Centers (AHCs) and synthesize the lessons learned to contribute to future ECP and AHC career development training programs. The authors describe an early career development model, named the Early Career Boot Camp. This intensive experience was conducted as a workshop meant to build a supportive network and to provide mentorship and survival tools for working in AHCs. Four major components were addressed: professional effectiveness, clinical supervision, strategic career planning, and academic research. Nineteen attendees who were currently less than 5 years post completion of doctoral graduate programs in psychology participated in the program. The majority of boot camp components were rated as good to excellent, with no component receiving below average ratings. Of the components offered within the boot camp, mentoring and research activities were rated the strongest, followed by educational activities, challenges in AHCS, and promotion and tenure. The article describes the purpose, development, implementation, and assessment of the program in detail in an effort to provide an established outline for future organizations to utilize when mentoring ECPs.     

Beyond the Total Woman: Creative Life Planning to Meet Women's Needs

What is needed in the face of the changes and challenges offered women today is a multidimensional three-career approach to career planning: an approach that takes into account individual, relationship, and lifework needs and satisfactions. Responsible college counseling should intervene at this point and provide, rather than simple job placement or even career development, a method of creative life planning sensitive to the acknowledged stages of adult development. Through individual counseling, use of role models, seminars and workshops, group discussions and resource centers, the hard, meaningful questions of life planning can be asked and answered.     

School-to-work transition: Mentor career support and student career planning,job search intentions,and self-defeating job search behavior

We hypothesized and tested a model where mentor career support predicts college student career planning, job search intentions, and self-defeating job search behavior via student career self-efficacy. Using survey responses collected at two points in time from college students near graduation who were mentored by working business professionals for 8 months in a formal hybrid university-sponsored mentoring program, results showed that mentor career support was positively related to student career planning and job search intentions and negatively related to student self-defeating job search behavior. In addition, results indicated that student career self-efficacy fully mediated the relations between mentor career support and the outcomes. The findings have important implications for future mentoring and job search research. They also provide practical guidance for improving college students' career planning and job searches.     

Toward a career development model for postbaccalaureate premedical programs: from theory to practice

The purpose of this study was to assess the career maturity of 168 minority and disadvantaged premedical students upon entry into a medical education preparatory program. All took the Medical Career Development Inventory as a pre-assessment in the course. Students' scores identified three instructional groups: on, below, and above instructional level. A model for career intervention for postbaccalaureate premedical programs is presented.     

Career Planning Needs of Unemployed Minority Persons

This study assessed the perceptions of unemployed minority persons regarding their needs for career planning help. The results show that the vast majority expressed a need for this kind of service. Significant differences were found when comparisons were made according to sex and age.     

The daughters of charlotte ray: The career development process during the exploratory and establishment stages of black women attorneys

This exploratory study examines the career development process of Black women in the legal field. The purpose of the study was to gain an understanding of the factors that enable minority women to enter atypical professions and overcome the dual discriminatory obstacles of race and sex. The specific objectives of the study were to determine the impact of sociocultural variables on the career choice process of minority women during the career entry and establishment stages (Super, 1957). The study was focused on the influence of educational values in the home; economic resources of the family, significant role models, legislated educational parity policies such as Brown vs. Board of Education, university affirmative action, and minority recruitment programs.This study was written as part of a grant from the Rockefeller Foundation.     

Increasing Career Center Accessibility for the Blind

To improve career planning services for visually impaired persons, the career center at Florida State University developed a self-directed program. This article describes strategies for making career information materials and resources more accessible to the blind.     

Disparity in occupational training and career planning between contingent and permanent employees

In modern work life, a common structure of staffing comprises a core of permanent employees and a fluctuating number of contingent workers. We examined the degree to which participation in occupational training and career planning differed between these two groups. The study cohort comprised 5127 hospital employees (96% full time), of whom 4211 were permanent, 677 had a contingent contract, and 239 were contingent at baseline but got a permanent job during the 4-year follow-up period. Results show that contingent employees participated less in occupational training and career planning than permanent employees. The difference remained significant even after 6 years' employment in the hospital. Those contingent employees who became permanently employed did not differ from the permanent employees in occupational training and career planning. These trends in human resource allocation support the human capital theory. They also point to an unintended mechanism potentially increasing inequalities in the workforce, arising from the different human capital investments depending on the employment status.     

The Effectiveness of Career Development Seminars on African American Premedical Students: A Program Evaluation Using the Medical Career Development Inventory

The authors examined the impact of a structured career planning program on the career maturity scores of 61 African American premedical students as measured by the Medical Career Development Inventory.     

A STUDY OF VARIABLES RELATED TO SELECTED JOB PLACEMENT CRITERIA

A random sample of 70 training program graduates from the Georgia Rehabilitation Center was used in the present study. Three placement criteria were as follows: 1) salary; 2) number of weeks between graduation and employment; and 3) number of contacts by a field rehabilitation counselor between graduation and closure. Data were collected on 55 test and rating variables during the students' evaluation and training periods, and intercorrelations were examined to determine significant relationships between these variables and the selected criteria. The results were discussed in terms of program implications.     

Multicultural training practices in community psychology programs

Surveyed the directors of 56 community psychology graduate programs to assess multicultural training practices and attitudes. Although most program directors agreed that multicultural training is important in their mission to educate students, less than half the programs (48%) required their students to take any relevant course work and only half of the programs surveyed had any faculty who were members of an ethnic minority group and one third had only one such faculty member. Furthermore, less than half the programs had a combination of training opportunities in place to integrate classroom, research, and field experiences relevant to multicultural issues. Finally, only 23% of program directors believed their training programs were successful for most students, suggesting the need to improve training.     

The effects of didactic classroom instruction versus field exposure on career maturity

This study tested two types of career training (field exposure and didactic classroom) to determine which is more effective in bringing about the development of career maturity. Forty-six first-year Upward Bound students were assigned to either a field exposure or a didactic group by the use of a stratified random assignment technique. A pretest/post-test design was utilized with the Career Maturity Inventory as the data-collecting instrument. The data were analyzed by analysis of covariance. The results of the study indicate that field exposure career training is an effective method to increase career maturity.     

Profile of Rural College Reach-Out Students

This study focuses on the personality profile and career aspirations of rural, underachieving seventh-grade students from low socioeconomic families who were selected to participate in a college reach-out program. Implications for career counseling and educational planning are discussed.