The New Focus for Career Development Programs in Business and Industry

The continuing need to deal with technological change and increased economic uncertainty has had an impact on carer development programs in business and industry. The focus of existing career development programs has changed from a shared vision of meeting both individual and organizational goals to an emphasis on fulfilling organizational needs. Although the rationale for implementing these career development programs was to promote both career planning and career management for the individual and the organization, the current programs reflect a new trend. The research on the current economic factors that affect business and industry indicates that the current career development programs tend to stress career management for the organization. This focus on organizational goals leaves the individual employee with a greater responsibility for his or her own career planning. A review of the research results also provides new information and strategies that can assist employees in their career planning.     

Burnout and Turnover Intentions Among Junior Counseling Faculty: Moderating Role of Mentoring

This study examined the correlation between burnout, mentoring, and turnover intentions among 106 full‐time junior counseling faculty members at U.S. universities. Using the job demands–resources model, the authors aimed to provide a better understanding of the risk and protective environmental factors (i.e., burnout and mentoring) that affect turnover intentions among junior counseling faculty. Burnout was found to be predictive of high turnover intentions. Findings also supported the moderating role of faculty mentoring in the association between burnout and turnover intentions. Implications for counseling programs and institutions are addressed.     

Career And Relationship Satisfaction Among Female Faculty in Marriage and Family Therapy Programs

This study explored career and relationship satisfaction of women faculty in accredited marital and family therapy (MFT) programs. Faculty were more satisfied with teaching duties than research or service duties and more satisfied with service than research duties. A backwards multiple regression procedure showed that the combined variables of psychosocial mentoring functions, expanded service duties, and having received an award for research or service were associated with greater levels of career satisfaction while career mentoring functions were associated with reduced levels of career satisfaction. Implications and suggestions for improving the academic climate are presented for institutions, MFT programs, the American Association for Marriage and Family Therapy (AAMFT), and the Commission on Accreditation for Marriage and Family Therapy Education (COAMFTE).     

Who Should Do Faculty Development and What Should It Be?

In the face of widespread public dissatisfaction with higher education, faculty development programs—especially semester- and year-long leaves—have become more important than ever before as a means of helping faculty broaden their scholarship and enhance their teaching. Department chairs should play an important hand in decisions on faculty development assignments. Given that they also have other important responsibilities, however, ways must be found to entice department chairs to become as involved in faculty development as they are in promotion and tenure, curriculum review, and decisions on merit salary increments. The particular value of faculty development programs for women and members of minority groups must also be recognized. These two groups of faculty may experience special problems in adjusting to faculty life, which make faculty development opportunities even more valuable to them than to others.     

How perceived discrimination and professional rejection sensitivity impact women's career success

Professional rejection is a widespread phenomenon—most, if not all, of us have or will experience it in our lifetimes. However, some are more adept at handling it than others. This paper examines individual differences in how people interpret and handle professional rejection, proposing a construct called professional rejection sensitivity. We focused on whether this construct predicts decreased self-promoting behaviors and increased self-silencing behaviors and, subsequently, whether that impacts career success for junior faculty. Moreover, we investigated whether women may be disproportionally predisposed to professional rejection sensitivity because they tend to experience more discrimination in the workplace than men. We collected self-report data (i.e., individual differences) and biodata (i.e., curriculum vitae) from 300 junior faculty and found evidence of gender differences, such that women perceive more discrimination and report higher professional rejection sensitivity than men. We also found that individuals who are higher in professional rejection sensitivity are more likely to practice self-silencing behaviors, and individuals who perceive more discrimination have lower career success. This paper serves as the first step in demonstrating the existence of professional rejection sensitivity, which can guide future research that addresses how individuals can overcome this disposition. To support this path of research, we conclude with suggestions for potential interventions.     

Multiple mentoring in academe: Developing the professorial network

Previous studies in business organizations have shown that mentoring provides numerous benefits for both individuals and organizations. Most of this mentoring research has been based on traditional, hierarchical mentor-protégé relationships in non-academic settings. We discuss why there is little empirical research on faculty mentoring and review changes in professors’ careers that necessitate a fresh look at this issue. We suggest that because of environmental changes, the traditional model of professors being guided throughout their careers by one primary mentor, usually the dissertation advisor, may no longer be realistic or desirable. Instead, professors may be better served by a portfolio of mentors (Baugh & Scandura, 1999; Higgins & Kram, 2001) who facilitate the protégé’s development of career competencies. Building on the work of intelligent careers (DeFillippi & Arthur, 1996), we examine how the career competencies of knowing why, how, and whom interact with learning demands to produce the need for faculty to develop multiple mentoring relationships across their academic career. We build on this conceptualization by considering the role of signaling of career competencies (Jones, 2002) in developing the professorial network, offering managerial implications in developing mentoring programs, and discussing avenues for future research.     

The development of a taxonomy of career competencies for professional women

The purpose of this study was to develop a taxonomy of the competencies necessary to women's pursuit of professional-level, especially academic, careers. During the first phase of the study two research activities, a review of literature in the areas of career development, career counseling, and the psychology of women, and a semistructured “critical incidents” interview with each of 50 female faculty members from a large midwestern university, resulted in a list of 620 career-relevant behaviors and skills. This pool of career competencies was then examined by three counseling psychologists, and a classification scheme to describe the data was developed. Finally, rates attempted to assign the original competency items to the proposed categories in order to validate the taxonomy. The final, refined version of the taxonomy is presented, and the utility of these results for counseling and research in the area of women's career development is discussed.     

Ten Years of Career Development: A Nationwide Study of High School Students

The authors summarize trends for several indicators of student career development collected in 1973 (when career education and career planning programs began to receive renewed emphasis) and again in 1983. The indicators, obtained for nationally representative samples of junior and senior high school students (N = 18,129 in 1973 and 15,432 in 1983), included career-related concerns, career planning involvement, and reactions to career planning services. Among the major trends was a 32% increase in the proportion of 11th graders who reported receiving “some” or “a lot” of career planning help from their schools. Moreover, the proportion of students involved in typical career exploration activities increased significantly over the 10 years of the study. In general, the 10-year trends indicate that schools are having a greater impact on student career development than they were in 1973.     

Business students' evaluation of their internships

An 8-item evaluation of a business internship was completed by 363 junior and senior undergraduates. Students agreed or strongly agreed that the internship met the following goals and criteria of the for-credit course: adequacy of orientation, clarity of expectations, helpfulness of supervision, adequacy of feedback, application of business education, development of new knowledge and skills beneficial to career exploration, value of the placement and recommendation of employer for other interns. The importance of outcome assessment is discussed within the context of internship programs.     

HEALTHY, WEALTHY, OR WISE: PREDICTING ACTUAL ACCEPTANCES OF EARLY RETIREMENT INCENTIVES AT THREE POINTS IN TIME

Using a sample of several thousand faculty members and multiple measures of health, wealth, and productivity, this study examines the predictors of actual acceptance of 3 successive early retirement incentive offers. Consistent with previous research, the results here suggest that poorer health, lower salary, and higher pension benefits were significantly related to early retirement decisions. In addition, the results suggest that faculty members who planned on working part time after retirement and who expected there would be no future incentive programs were more likely to accept early retirement offers, while those with higher productivity and with spouses still in the workforce were less likely to do so. Implications for future research on early retirement and for the design of early retirement programs are discussed as well.     

Socialization toward a career as a marriage and family therapist: How is our profession doing?

To date, marriage and family therapy does not have formal socialization programs at the undergraduate level. Socialization activities may include career classes, advising, providing internships, or actively recruiting the most talented and qualified students. These socialization activities may also aid in the recruitment of minority students. A survey of the accredited programs revealed that most programs do not have formal opportunities for the faculty to interact and discuss therapy as a career option. While most programs have at least one faculty member who teaches undergraduates, this contact alone is not very good in terms of socializing students into choosing therapy as a career option. While there are some valid concerns about undergraduates, marriage and family therapy as a distinct discipline may benefit from actively recruiting the best students.     

Development of the “Mentorship in Clinical Training Scale” (MiCTS)

Using an online survey, the researchers examined new family therapists’ experiences of four types of professional mentoring during their most recently completed family therapy training programs. The sample of 223 was mostly white, North American, female, and trained in master’s level graduate programs within the United States. Mentorship experiences were assessed with a new scale of quantitative items aimed to represent the four most common types of mentorship: psychosocial mentorship, career mentorship, clinical mentorship, and research mentorship. Exploratory and confirmatory factor analyses identified and supported a four-factor model of mentorship and an assessment scale of 26 items. Characteristics of the students, their mentors, and the programs, as well as the four mentoring factors were used in structural equation modeling to predict student satisfaction with their primary mentoring relationships. Suggestions are made for future research using the “Mentorship in Clinical Training Scale” (MiCTS). In addition, the MiCTS can be useful for measuring student and faculty outcomes with respect to training programs’ mentorship goals.     

Reviewing Faculty Competency and Educational Outcomes: The Case of Doctor of Ministry Education

Abstract. This research report interprets data from a 1902 survey of directors of Doctor of Ministry (D.Min.) programs regarding the competency of faculty members viewed through the interpretive lens of peer review. According to directors, faculty members are more competent in teaching theological reflection than in teaching social science methods, despite the expectation that such methods are part of D.Min. education. The article discusses implications of the data for improving faculty performance, and suggests how the concept of critical friendship might assist those who teach in religious studies to give and receive criticism from peers. The article concludes with suggestions for further research in D.Min. education.     

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.     

Ensuring PhD Development of Responsible Conduct of Research Behaviors: Who’s Responsible?

The importance of public confidence in scientific findings and trust in scientists cannot be overstated. Thus, it becomes critical for the scientific community to focus on enhancing the strategies used to educate future scientists on ethical research behaviors. What we are lacking is knowledge on how faculty members shape and develop ethical research standards with their students. We are presenting the results of a survey with 3,500 research faculty members. We believe this is the first report on how faculty work with and educate their PhD students on basic research standards. Specifically, we wanted to determine whether individual faculty members, who are advisors or mentors, differ in how they implemented components of responsible conduct of research (RCR) with their PhD students. Mentors were more likely than advisors or supervisors to report working with all of their PhDs, who graduated in the last 5 years, on the 17 recognized critical components of RCR training and research skill development. We also found about half of the faculty members believe RCR is an institutional responsibility versus a faculty responsibility. Less than a quarter have had opportunities to participate in faculty training to be a better mentor, advisor, or research teacher, and about one third of faculty did not or could not remember whether they had guidelines related to their responsibilities to PhD students. We discuss the implications of our findings and focus on ways that PhD research mentoring can be enhanced.     

“My Life is Too Chaotic to Practice What I Preach”: Perceived Benefits and Challenges of Being an Academic Women in Family Therapy and Family Studies Programs

The purpose of this study was to explore the experience of female faculty in family therapy and family studies graduate programs. Specifically, we were interested in how female faculty members in these programs experienced their roles as academics, partners, and/or parents. We conducted a discovery-oriented study qualitative study of 62 female academics in family studies and family therapy disciplines to identify the greatest concerns and benefits experienced by women in a family-studies-oriented academic field. Using a content analysis, we found that women in family studies/family therapy academic programs experience both high rewards and high demands and struggle with choosing among competing values. Additionally, the participants perceived support from colleagues, professional institutions, and family members as crucial to a female academic’s ability to perform up to expectations. We also offer suggestions for further research.     

Education With Mind,Heart, and Soul: An Interview With Mary Finn Maples

Dr. Mary Finn Maples is a historic figure in the counseling field. She has been president of the American Counseling Association and president of the Association for Spiritual, Ethical, and Religious Values in Counseling (ASERVIC). She was one of ASERVIC's earliest members, dating back to when it was known as the National Catholic Guidance Conference. Dr. Maples has had an extensive career, and this article highlights some areas of her career, particularly pertaining to her time and commitment to ASERVIC and religious or spiritual issues in counseling. This interview focuses on her career, philosophy, and dedication to the field.     

Career stage as a moderator of performance relationships with facets of job satisfaction and role perceptions

The relationship between performance indices and facets of job satisfaction, role ambiguity, and role conflict was studied among 102 full-time faculty members across three career stages. Results indicate that an individual's career stage within a profession has an important moderating effect on facets of job satisfaction and role perception relationships with role-related performance.     

Students' Perceptions of Multicultural Training in Counseling Psychology Programs

The Multicultural Competency Checklist (Ponterotto, Alexander, & Grieger, 1995) was used to assess counseling psychology students' perceptions of multicultural training in their programs. Results revealed that most students perceived their programs to (a) have a required multicultural counseling course, (b) employ diverse teaching strategies and procedures, (c) use varied methods of evaluating performance, and (d) have faculty members whose primary research interest was in multicultural issues. Alternatively, many students reported that their programs did not (a) have appropriate representation of bilingual individuals on the faculty, (b) demonstrate adequate leadership and support with regard to multicultural issues, (c) use assessment instruments in evaluating their level of multicultural competency, and (d) make available a “multicultural resource center” for their use. The importance of integrating multicultural issues throughout academic programs is also discussed.