Self-esteem,self-perceived abilities,and vocational choice

This research tested the theory that self-esteem acts as a moderating variable in the occupational choice process. The theory was not supported when the relationships between self-esteem, self-perceived abilities and abilities perceived as required in occupations were examined. Rather, the data were consistent with the self-implementation theory of vocational choice. However, it was found that those with high self-esteem were more likely than those with low self-esteem to see themselves as possessing the abilities they saw as necessary in their chosen occupations.     

A factorial investigation of career salience

A series of career salience items were factor analyzed and related to several indices of occupational choice behavior. Three factors emerged from the factor analysis: (1) the relative priority of a career; (2) general attitudes toward work; and (3) career advancement and planning. Factor 2 was significantly related to the choice of a congruent occupation for males and to the choice of an “ideal” occupation for males and females. Factor 2 was also most highly related to self-esteem for both sexes.     

Self-esteem as an influence on occupational choice and occupational satisfaction

The purpose of the present study was to investigate the role of self-esteem in occupational choice behavior. It was predicted that self-esteem would be positively related to the degree of self-occupational congruence, and that self-esteem would moderate the relationship between congruence and occupational satisfaction. It was also predicted that self-esteem would moderate the relationship between occupational satisfaction and several indices of social influence. Participants in the study were 228 college undergraduates.     

Taboo desires,creativity, and career choice

Two studies suggest that Protestants are more likely than Catholics or Jews to sublimate taboo desires into motives to pursue creative careers. The results are consistent with a synthesis of psychological and classic sociological theories. In Study 1, Protestants induced to have taboo sexual desires were likely to express a preference for creative careers (as opposed to prosocial ones). In Study 2, a national probability sample revealed that “conflicted” Protestants—who had taboo desires but tried to rule their sexual behavior according to their religious beliefs—worked in the most creative jobs. The effects in both studies did not hold for Catholics and Jews. Results suggest that intrapsychic conflict can partially motivate important real-world decisions, such as the choice to pursue a creative career.     

Group choice: competition, travel, and the ideal free distribution

If a group of foragers distributes among resource patches according to the ideal free distribution, the relative number of foragers in each patch should match the relative amount of resource obtained there, unless deviations arise from factors such as incomplete information or interforager interference. In analogy to individual choice, such effects may produce undermatching—group distribution falling short of resource distribution—or overmatching—group distribution overshooting resource distribution. In the present experiments, a flock of about 30 pigeons distributed between two patches with continuous inputs of green peas. Competition was varied by changing the size or extent of the patches. When the patches were areas or troughs, some undermatching occurred. When the patches were small bowls, strong undermatching occurred. When travel was required to switch patches, undermatching decreased slightly. A visual barrier that prevented pigeons from seeing one patch from the other had no effect. Overall rate of food delivery, varied over a wide range, had no effect. It appeared that the mechanism of flock distribution depended on comparisons between patches that were successive rather than simultaneous. Although most pigeons participated in the experiments, and different pigeons participated to different extents, individual pigeons tended to be consistent in the extent of participation from session to session, suggesting the possibility that participation might reflect competitive ability. Examination of the preferences and switching of individual pigeons revealed no consistency within or across individuals. It appeared that the flock's distribution was a truly emergent phenomenon, in the sense that results at the level of the flock in no way paralleled behavior at the level of the individual.     

Psychological cost-benefit as an intervening construct in career choice models

A causal model for career choice was outlined, encompassing psychological cost-benefit-profit as a central intervening construct. The model was applied to the career choice (education vs work) after high school graduation and tested on longitudinal data from 173 students. The main problem concerned the relationship among the components in the causal career choice model, using multiple correlation and path analysis as tools. The results showed clear sex differences. For boys, the model was a rather powerful predictor of career choice (R = 0.70), and Psychological profit with regard to continued education had a clear direct effect as well as an indirect effect on career choice. For girls, the predictive validity was low (R = 0.35) and Psychological profit affected career choice only indirectly via Educational aspiration.     

Fear of success,sex role attitudes,and career salience and anxiety levels of college women

This study examined, for 99 female undergraduate students, both the relationship between fear of success, sex role attitudes, and career salience, and the relationship between fear of success, career salience, and trait anxiety. Fear of success was assessed using the Fear of Success Scale, while sex role attitudes were assessed using the Attitudes towards Women Scale. Career Salience was measured by the Career Salience Scale, and trait anxiety was assessed by the trait subscale of the State-Trait Anxiety Inventory. The results indicated that fear of success and sex-role attitudes, in combination, significantly predicted the level of career salience in a multiple regression analysis. The women higher in fear of success and more traditional tended to be lower in career salience. Trait anxiety levels of women did not differ significantly as a function of fear of success, career salience, or the combination of the two.     

The relationship between vocational interests and the location of an ideal occupation in the individual's perceived occupational structure

The relationship between vocational interests and the location of an ideal occupation in the perceived occupational structure of career counselees was investigated. Ninety-six career counselees completed the RAMAK vocational interest inventory. Then, the occupational constructs of each subject were elicited by the career grid procedure. Finally, each subject rated 24 occupations and his/her ideal and rejected occupations on his/her own elicited constructs. The intrasubject analyses indicated that the preferences for occupational fields as measured by the interest inventory reflect the fields' proximity to an ideal occupation in the individual's perceived occupational structure. The implications for career development are discussed.     

Change in vocational choice as a function of initial career choice,interests, abilities,and sex

This study examines changes in expressed vocational choices made over an 18-mo period by a sample of students who were each enrolled in one of 62 2-yr institutions. Four mutually exclusive categories of vocational choice change were constructed. Ability, interest, and family background measures were used as independent variables. Results indicated (a) that changers were very similar to nonchangers in terms of the independent variables examined, (b) that there were substantial differences in the choice changes made by males and females, and (c) that vocational choice change patterns varied widely among groups of individuals whose original vocational choices places them in different major vocational categories.     

Effects of a persuasive communication on beliefs, attitudes, and career choice

Fishbein's Theory of Reasoned Action was used to formulate a persuasive communication in an attempt to influence unclassified American college students' beliefs, attitudes, intentions, and behaviors regarding signing up for a career as a registered nurse. A two-stage cluster sample was used to assign 90 male and female students to either an experimental or control group. After persuasive communication exposure, the experimental group showed a significantly more positive change in beliefs, attitudes, and intentions than did the control group exposed to a neutral message. Sign-up rate was also statistically significant for the experimental group. With the Fishbein model to predict sign-up behavior, no other scores were found to add to the prediction once behavioral intention was entered into the model. Change in behavioral intention explained 49% of the variation in behavior. Normative belief scores did not approach statistical significance.     

Secretarial and management students: Attitudes,attributes, and career choice considerations

Secretarial and management students were compared on characteristics that have differentiated between traditional and nontraditional career women. Fifty-five female secretarial students and 55 female management (bachelor of commerce) students completed the following measures: (a) the Work and Family Orientation Questionnaire (WOFO); (b) the Attitudes toward Women Scale (AWS); (c) the Powerful Others, Personal Control, and Chance Scales (I-E Scale); (d) the Personal Attributes Questionnaire (PAQ); and (e) a measure of career choice considerations. The groups differed on two aspects of the WOFO (competitiveness and desire to master difficult intellectual challenges), and on Personal Control, sex role orientation (PAQ), and career choice considerations. The results are discussed with respect to sex role socialization and the denigration of secretarial work.     

Personality correlates of career choice in the Kibbutz: A comparison between career and noncareer women

The study compared Kibbutz career women (who studied beyond high school and worked in their profession) to Kibbutz noncareer women (who did not study beyond high school and worked in various nonprofessional jobs such as the laundry, the kitchen, and child care) on several personality characteristics. All subjects were nonorthodox Jewish women who were born and raised in the Kibbutz. The two groups completed a variety of self-report inventories, including the Bem Sex-Role Orientation Inventory, need for achievement inventory, two self-esteem scales that measured both the global self-esteem and various dimensions of self-esteem (academic, social, physical appearance, physical abilities, and self-regard) and Cattell's Clinical Analysis Questionnaire (CAQ), which is a short version of Cattell's 16 Personality Factors Test. The results showed that Kibbutz career women differed significantly from noncareer women on several personality characteristics. These women attributed to themselves more instrumental characteristics, were found to be more independent and emotionally stable, and had a higher need for achievement and a higher academic and social self-esteem. In addition, the division of household work was more egalitarian in the case of career women. The results are discussed in view of the fact that all of the career women were actually holding traditionally feminine positions such as teachers and social workers.     

Applicant Attraction: The role of recruiter function,work–life balance policies and career salience

This study examined the impact of salient identity, career path and recruiter functional area [internal human resource (HR) personnel vs external recruitment company] on perceptions of organizational attraction with a sample of young, inexperienced job seekers. Two hundred and one participants responded to a questionnaire and rated their attraction to two different job advertisements. The results partially supported the first hypothesis; applicants perceived a job opportunity in an organization that offered either a flexible career path or a dual career path as significantly more attractive than a position in an organization that offered a traditional career path. There was no support for the second hypothesis that identity salience would interact with career path. The results showed that recruiter functional area had no impact on attraction to the organization. It was concluded that flexible HR policies increase applicants' perceptions of organizational attraction during the initial stages of the recruitment process. Practical and research applications are discussed.     

The relationships of career salience,attitudes toward women,and demographic and family characteristics to marital adjustment in dual-career couples

Facilitation of women's increasing involvement and satisfaction in career pursuits necessitates understanding of ways in which multiple roles may be managed and integrated by both women and men. Accordingly, the present study was designed to investigate predictors of levels of marital adjustment in dual-career couples. Both husbands and wives in 42 dual-career couples completed Greenhaus' Career Salience scale, the Attitudes toward Women scale, the Dyadic Adjustment scale, and a demographic information questionnaire. Results indicated, first, that the dual-career couples studied reported relatively high levels of marital adjustment, relatively profeminist attitudes toward women, and moderate levels of career salience; family interests were ranked as more important than were career interests. Second, higher levels of marital adjustment in both husbands and wives were found in couples in which the wife was more highly educated and which had relatively high combined incomes. In addition, greater marital adjustment in husbands was related to higher levels of career salience among wives. Contrary to expectation, husbands' attitudes toward women's roles were unrelated to their levels of marital adjustment. Implications for further research on dual-career couples and for the successful integration of career and family roles are discussed.     

A causal model of college women's career choice

A model of women's career choice was tested using the structural equation modeling methodology (Bentler, P. M. (1980). Multivariate analysis with latent variables: Causal modeling. Annual Review of Psychology, 31, 419–456) and the LISREL VI computer program. In the initial model, it was hypothesized that the independent variables Previous Work Experience, Academic Success, Role-Model Influence, and Perceived Encouragement affect the dependent variables Attitudes toward Work, Attitudes toward Self, and Sex-Role Attitudes. These variables, in turn, affect the dependent variable Life-Style Preferences and Plans, which affects Realism of Career Choice; Realism of Choice is also affected directly by the three attitude variables. Based on information generated by LISREL, seven modified models were tested, two of which are reported in detail. In the final model, found to be most plausible in the sample population, the independent variables Ability, Achievement Orientation, and Feminist Orientation affect the dependent variables Family Orientation and Career Orientation; these dependent variables in turn affect the variable Career Choice, also affected directly by Ability. Theoretical implications of the final model are discussed, as well as methodological issues and limitations of the study. The promise of this line of inquiry into women's career development is noted.     

Work role salience as a determinant of career maturity in high school students

It has often been contended that vocational or career maturity is largely determined by socioeconomic status and sex. But these, although surely important determinants, may function as such only because they determine commitment to working careers. This latter may itself be the immediate determinant of career maturity. In this study data were collected from some 382 students of whom about 55% were girls, using a Personal Data Blank, the Salience Inventory, and the Career Development Inventory. Measures of career and home commitment were obtained from the second, while measures of career or vocational maturity were derived from the last-named instrument. Canonical correlations and variance analyses were done to examine the roles of SES and sex when combined with career commitment. Four hypotheses received full support, three were partially supported, and one was not supported.     

Job choice and career relevance for today's college students

Previous research on college student employment has focused on differences among students based on year of college attendance but included relatively few participants over the age of 25. The current study investigated the relationship between job choice, job/career relevance, and job satisfaction for students under age 20 (n = 143), students ages 20–24 (n = 253), and students over age 25 (n = 141). Results revealed significant differences among age groups in reasons for job choice and reaffirmed the positive correlation that past research had found between job satisfaction and career relevance. Findings emphasized the importance of choosing employment for career‐oriented reasons rather than for reasons of convenience.     

Social aspects of career choice from the perspective of habitus theory

The concept of habitus designates a cognitive structure that is socially embedded and can give valuable insight into the social influences on career choice. A study investigating the relationship of habitus to career choice is presented in a sample of Icelandic youth aged 19–22 (N = 476). Measures of habitus were developed on the basis of reported cultural and leisure activities. The analysis of leisure and cultural items progressed in two steps: factor analysis and cluster analysis. The clusters constitute the four different habitus groups: Pop and fashion, Sports and rock, Music, and Literature. Correspondence factor analysis showed that the habitus groups (clusters) were related to other social variables, such as gender and class; validating habitus theory. Additionally, habitus measures were strongly linked to career variables, such as occupational perception and preferred future occupation. The results support previous research in showing that habitus theory is relevant to career counseling theory and can be a basis of understanding the relationship between social structure and career choice.