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.     

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.     

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.     

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.     

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.     

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.     

Career development and career choice in pioneer and traditional women

Two groups of college seniors were compared in an attempt to elucidate those factors affecting feminine career choice and career development. The sample consisted of 106 female Caucasian students enrolled at a large Southwestern university. Sixty-three of the subjects were majoring in traditional female fields, while the remaining 43 were majoring in male-dominated areas. Five instruments were administered to the subjects. Seven factors were found to distinguish significantly between the two groups of women. Of the seven, three factors pertained to feminine role perception. The remaining four were concerned with sex-role stereotyping and various aspects of family background.     

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.     

On the reciprocal relationship between gender and occupation: Rethinking the assumptions concerning masculine career development

Social scientists who study the career development of women have tended to ignore variables which function to inhibit or facilitate change in the traditional pattern of men's vocational behavior. Although such neglect is understandable, given the pervasive promasculine bias of society and the parallel disparagement of what has traditionally been considered “women's work,” economists and sociologists have long pointed out that the vocational behavior of both sexes must change for there to be any significant alteration in the sexual division of labor. The present paper suggested the utility of viewing masculine career behavior as an extension of male sex role, and investigated counselors' reactions to an experimental analog of the vocational counseling process. As predicted, the counselors demonstrated negative reactions to a male aspiring to a nontraditional (i.e., feminine) occupation. The discussion outlined suggestions for research into factors which may relate to change in the traditional patterns of men's vocational behavior.     

Relation of interest and self-efficacy occupational congruence and career choice certainty

A sample of 2145 adults completed the Personal Globe Inventory (PGI) as well as indicating their occupational choice and the certainty of this choice. The PGI yielded interest and self-efficacy scores and these were used with the occupational choice to calculate a congruence score for interests and one for efficacy. The prediction of career certainty by each congruence measure and their interaction was examined using hierarchical regression. The results indicated that while both interest and efficacy congruence were related to career certainty, efficacy congruence did not add to prediction above that obtained using interests congruence alone, however there was a substantial interaction. The agreement of interest congruence and efficacy congruence was related to a strong positive relation between congruence and certainty; whereas low agreement between interest and efficacy congruence was related to a non-significant relation between congruence and certainty. The results demonstrate the need to focus on both interest and efficacy and their agreement in our assessments and interventions.     

Test of a psychological cost-benefit model for career choice

A psychological cost-benefit model for career choice was applied to the choice situation after high school graduation. Especially tested were the construct validity and predictive validity of the components of the model. Psychological cost, benefit, and profit scales, with regard to continued education, were constructed on the basis of questionnaire data from 421 high school seniors. The analyses showed a clear, positive relationship between psychological benefit-profit and level of aspiration with regard to continued education. This outcome was regarded as an indication of construct validity for the components of the model. Moreover, groups differing as to post high school choice differed markedly, and in the expected direction, as to psychological cost-benefit-profit. Thus, the model showed high predictive validity with respect to post high school choice, which was also supported by a probability analysis. The results were, in general, more pronounced for boys than for girls.     

The effect of verbal reinforcement on career choice realism

Twenty-four male undergraduates viewed 102 slides containing occupational titles and stated whether or not each represented a realistic career choice. Each subject was given three trials, with the experimental subjects receiving positive verbal reinforcement on the second trial for realistic responses. (If the choice was congruous with the individual's occupational type, as determined by the Vocational Preference Inventory, it was scored as realistic.) The results of the research revealed a tendency for all subjects to increase in career choice realism as a function of participation in the experiment, with significantly (p < .05) more experimental subjects than control subjects demonstrating an operant pattern of responses. Implications of the findings for counselors were discussed.     

Maternal employment and socioeconomic status as factors in daughters' career salience: Some substantive refinements

Research on children of working mothers has indicated that an important relationship exists between maternal employment and subsequent career salience of female offspring. Effects caused by socioeconomic factors have been noted in this relationship but have not been examined either systematically or over time. In the present study, socioeconomic differences were controlled for examination of longitudinal data on established critical factors in career salience of female college graduates. Multiple regression models were estimated for three points in time, covering an eight-year period, for subsamples of single and married women. Details about mother's employment history, respondent's recollection of the attitudes of family members concerning that employment, and indicators of daughter's sex-role ideology were independent variables. Maternal employment was significantly related to both single and married daughters' career salience but in opposite directions and accounted for only a minimum of the observed variance. Related maternal employment variables are associated with career salience of single women early in their postbaccalaureate careers and are not associated with the career salience of married women until somewhat later. Sex-role ideology was important for the career salience of married women but not for single women. The importance of a generalizable context for these findings is discussed.Support for this research was provided in part by a grant from the University of Wisconsin Graduate School and NIMH Grant Number MH-13112 to the Departments of Sociology and Psychiatry, Duke University. This research was based on a part of the author's doctoral dissertation.