职业妥协：内涵、影响因素与实施效果

职业妥协是职业决策中的一个重要概念,关系着个体职业发展和社会就业的稳定。为了充分了解职业妥协和有效促进就业。首先,介绍了职业妥协的概念、测量;其次,总结了职业妥协的影响因素,并基于差异理论、目标设定理论、社会认知职业理论和人-环境匹配理论解释了职业妥协的实施效果,汇总了实施效果的边界条件;最后从职业妥协对职业行为的影响、个体职业生涯态度、家庭代际支持和上下级匹配与职业妥协的关系几个方面对未来研究进行了展望。     

Inter-relationships among attachment to mother and father, self-esteem, and career indecision

This study investigated the mediating role of adolescents’ global self-esteem, based on the relationship between adolescents’ mother or father attachment and their career indecision; as well as the mediating role of adolescents’ career indecision on the relationship between mother or father attachment and self-esteem. Two hundred and forty-one adolescents completed a self-report questionnaire that measured the difficulty in making decisions about their future academic and vocational careers, their global self-esteem, and their attachment to their parents. Results showed that the more adolescents felt attached to their mother and father the easier it was for them to make career decisions. The self-esteem mediation hypothesis is supported as a function of parent and adolescent gender. Similarly, the mediating role of career indecision is confirmed and depends on the gender of both parents and adolescents. Interpersonal context, identity development, adolescent career development and the relationship between them are discussed.     

Constructing careers: actor,agent, and author

When individuals seek career counseling, they have stories to tell about their working lives. The aim of career construction theory is to be comprehensive in encouraging employment counselors to listen for a client's career story from the perspectives of actor, agent, and author. Taking multiple perspectives on career stories enables counselors to offer clients a fitting intervention, whether it is vocational guidance for action, career education and coaching for agency, or career counseling to construct meaning.     

父母教养行为、自主与大学生职业生涯探索的关系

该研究以676名大学生为被试,采用问卷法考察了大学生的父母教养行为、自主与职业生涯探索的关系。结果表明：（1）父母教养行为显著预测大学生的职业生涯探索。其中,父亲和母亲情感温暖和理解、母亲监控与保护、父亲监控维度为正向预测,而父亲和母亲惩罚严厉维度是负向预测;（2）自主对大学生的职业生涯探索有明显的预测作用。投射调控、认同调控和整合调控在其中起着主要的作用,且认同调控的解释率最高;（3）父母教养行为通过自主间接影响大学生的职业生涯探索,其中,自主在父母情感温暖与理解、母亲监控与保护与大学生职业生涯探索的关系间起完全中介作用。     

大学生主动性人格、职业决策自我效能感与职业生涯探索的关系

该研究以一所综合类大学的305名大学生为被试, 采用问卷法考察了大学生主动性人格、职业决策自我效能感与职业生涯探索的关系。结果表明:(1)大学生的主动性人格与职业决策自我效能感、职业生涯探索的各维度呈显著正相关;(2)大学生的主动性人格显著正向预测其职业生涯探索;(3)职业决策自我效能感在主动性人格对职业生涯探索的影响中起中介作用。其中, 自我评价、制定计划在主动性人格与环境探索的关系间起完全中介作用;自我评价、收集信息和选择目标在主动性人格与自我探索的关系间起完全中介作用;自我评价和收集信息在主动性人格与目的探索的关系间起部分中介作用;自我评价和制定计划在主动性人格与信息探索的关系间起部分中介的作用。     

Work and Family: Satisfaction,Stress, and Spousal Support

Married veterinarians (N = 242) provided information regarding work satisfaction, work‐related stress, marital‐family stress, and spousal support for career. Female veterinarians reported significantly greater effect of marital/family stress on career and less perceived spousal support for career than did their male counterparts. Areas of greatest work dissatisfaction for both genders were income and time required at work. No differences emerged between men and women on various measures of work satisfaction. In addition, no difference was found between the genders in the effect of work‐related stress on career.     

The relationship between spirituality, religiousness, and career adaptability

The present study examined the relationship between spirituality, religiousness, and career adaptability using a sample of undergraduate students (N = 144). We proposed that higher levels of religiousness and spirituality would predict higher levels of career adaptability, defined in this study by career decision self-efficacy and career choice commitment. Results partially confirmed the hypothesis as intrinsic religiousness and spiritual awareness served as significant predictors of career decision self-efficacy. In addition, extrinsic religiousness-personal served as a significant predictor for tendency to foreclose on career choices. The results indicate that individuals who have a strong spiritual relationship with a higher power and are religious due to intrinsic motivation tend to be more confident in their ability to make career decisions and are open to exploring a variety of career options. Theoretical and practical implications of the results are discussed and future research directions are proposed.     

Relationships among perceived career support,affective commitment,and work engagement

This study sought to test the predictive effects of perceived career support and affective commitment on work engagement. It was hypothesized that perceived career support would relate positively to work engagement and this relationship would be transmitted through affective commitment. Survey data were collected from 115 full‐time employees enrolled as part‐time graduate students in a large public university in Malaysia. Multiple regression analysis yielded results indicating that the relationship between perceived career support and work engagement was mediated by affective commitment. This finding suggests that employers can promote employee work engagement by ensuring employees perceive their organization to be supportive of their career and increasing employees' level of affective commitment.     

Advising on career image: perspectives,practice and politics

This article analyses qualitative data gathered from a survey of career practitioners on the issue of career image (n?=?355, 75% female, 89% white and 78% from the UK). Findings reveal three key themes which represent how career image relates to practitioners’ values and beliefs, how practitioners make decisions about whether to address the topic in their practice and the strategies they use to address career image with their clients. Findings are discussed with reference to Watts’s socio-political ideologies of guidance. The data indicate that career practitioners are often uncomfortable about discussing career image, but address it where they believe that it is important to their clients’ success. While some practitioners believe the existing structures to be unjust, they generally seek to address this injustice at the individual level rather than seeking any kind of social transformation.     

The relationship between gender,perceived career barriers,and occupational aspirations

The relationships between college student gender, perceived career barriers, and occupational aspirations were examined. Participants were 314 students located in the southeastern United States. Overall, college women reported higher levels of occupational aspirations than college men. While occupational aspirations were not correlated with perceived career barriers for women or men, women reported anticipating more barriers to their career advancement than their male peers. Perceived career barriers and the interaction between gender and perceived career barriers predicted occupational aspirations after controlling for gender, socioeconomic status, ethnicity, and year in school. The relationship between occupational aspirations and the interaction between gender and perceived career barriers in college‐age adults enhances our understanding of occupational aspirations.     

Protean career orientation,vocational identity,and self-efficacy: an empirical clarification of their relationship

There is a large interest in how people can be more protean in their career development, exhibiting a self-directed striving for personally valued career outcomes. However, existing research on the protean career needs to better address issues of antecedents and outcomes as well as unique effects of a protean career orientation (PCO). We present two studies investigating how PCO is related to vocational identity clarity and occupational self-efficacy. Study 1 reports a 1-year, three-wave cross-lagged study among 563 university students and established that PCO preceded changes in identity and self-efficacy—but not the other way around. A 6-month longitudinal study of 202 employees, Study 2 showed that identity clarity and self-efficacy mediated the effects of PCO on career satisfaction and proactive career behaviours. PCO only possessed incremental predictive validity regarding proactive career behaviours. However, we could not confirm specific direct or mediated effects of PCO on job satisfaction. These results imply that PCO is closely related to vocational identity clarity and self-efficacy because it enhances these career attitudes. Moreover, identity and self-efficacy mediate some, but not all of the effects of PCO on important career outcomes.     

Sex differences in perceptions of interpersonal work style,career emphasis,supervisory mentoring behavior,and job satisfaction

This study examined the perceptions of career-oriented men and women with respect to their interpersonal work style, career emphasis, supervisory behavior, and job satisfaction based on their current or most recent work experience. The results show that women subjects in this study perceived themselves to be less assertive in work situations and also continued to emphasize home life over their career success and advancement when compared to men. In the context of supervisory behavior, women subjects perceived male supervisors as exhibiting less mentioning behavior towards them and had lower job satisfaction when compared to male subjects under male supervisors in the study. Some implications of these results with respect to training and career management were also discussed.     

A comparison of the work needs,attitudes, and preferences of professional accountants at different career stages

Although the concept of career stages has played an increasingly important role in vocational psychology, little research exists on career stage differences among professionals. In the present study, a sample of male professional accountants (N = 764) at different career stages were compared with respect to their work needs, work attitudes (intrinsic and extrinsic satisfaction, organizational and professional commitment), and vocational preferences. Accountants at different stages were found to differ significantly in their needs, work attitudes, and the extent to which they fit the Conventional type in Holland's model. In particular, accountants over the age of 60, in the preretirement stage of their career, when compared to their younger counterparts, reported significantly lower levels of job satisfaction but higher levels of organizational and professional commitment, and they demonstrate weaker higher-order needs but stronger security needs.     

Career-specific parental behaviors,career exploration and career adaptability: A three-wave investigation among Chinese undergraduates

The current research examined the effects of career-specific parental behaviors (reported by parents at time 1) on Chinese university students' career exploration (reported by students at time 2) and career adaptability (reported by students at time 3). A survey study was conducted among Chinese university graduates (N = 244) and their parents (N = 244). The results supported a mediation model such that a high level of parental support and a low level of parental interference had beneficial effects on Chinese undergraduates' career exploration, which in turn positively predicted their career adaptability. Lack of parental career engagement had a direct negative effect on career adaptability. Significant interaction effects were also found among these three types of parental behaviors such that at a lower level of lack of parental career engagement, the positive effects of parental support, as well as the negative effects of interference on career exploration were stronger. The corresponding moderated mediation models were also supported. These findings carry implications for research on career construction theory and career counseling practices.     

Career adaptability,job search self-efficacy and outcomes: A three-wave investigation among Chinese university graduates

Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.     

Career adaptability,job search self-efficacy and outcomes: A three-wave investigation among Chinese university graduates

Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.     

Adversity quotients,environmental variables and career adaptability in student nurses

The cross-sectional study aimed to investigate the career adaptability and its associated factors among 431 student nurses. Participants completed questionnaires on demographics, career adaptability, adversity quotient, clinical learning environment and social support. Findings revealed that student nurses' adversity quotients, individualized clinical learning environment, and family social support associated positively with their degree of career adaptability, even after multiple adjustments. Additionally, career adaptability scores were higher among associate degree student nurses and those who had served as student leaders. These findings may provide referable evidence for schools and educators to improve student nurses' career adaptability.     

Job performance ratings: The relative importance of mental ability,conscientiousness, and career adaptability

According to career construction theory, continuous adaptation to the work environment is crucial to achieve work and career success. In this study, we examined the relative importance of career adaptability for job performance ratings using an experimental policy-capturing design. Employees (N = 135) from different vocational backgrounds rated the overall job performance of fictitious employees in 40 scenarios based on information about their career adaptability, mental ability, conscientiousness, and job complexity. We used multilevel modeling to investigate the relative importance of each factor. Consistent with expectations, career adaptability positively predicted job performance ratings, and this effect was relatively smaller than the effects of conscientiousness and mental ability. Job complexity did not moderate the effect of career adaptability on job performance ratings, suggesting that career adaptability predicts job performance ratings in high-, medium-, and low-complexity jobs. Consistent with previous research, the effect of mental ability on job performance ratings was stronger in high- compared to low-complexity jobs. Overall, our findings provide initial evidence for the predictive validity of employees' career adaptability with regard to other people's ratings of job performance.     

Wanting It All: Career, Marriage, and Motherhood During College-Educated Women's 20s

College women's expectations for career, marriage, and motherhood were assessed during the senior year, and their outcomes were assessed 7 years later. In 1993, 118 White women and 82 Women of Color were randomly selected from 5 northeastern colleges and interviewed in person. In 2000, 178 (89%) were reached for second interviews by telephone. Results indicate that as seniors the women wanted careers, marriage, and motherhood. Career development was the priority of their 20s. At the 7-year point, marital status was unrelated to advanced degrees attained or to career status, but mothers had significantly fewer advanced degrees and lower career status than nonmothers. Socioeconomic status, race, and intentions concerning career and family were related to career status and motherhood status.