Career support for migrants: Transformation or adaptation?

The complex interfaces created by migration not only challenge core beliefs about the purpose of career guidance and counseling but also about the precise nature and level of the support required for migrants. However, the issue has had little academic attention. While traditional theories informing the practice of career guidance and counseling implicitly reflect a commitment to social equality, they were developed in relatively homogenous Western capitalist contexts that were strongly individualized, masculine, secular, action and future focused. As career guidance and counseling services in more individualized countries seek to meet the needs of a growing number of clients from more collectivist cultures, the universal relevance of such models is increasingly open to challenge. This article explores three core challenges posed by migration for the theory and practice of career guidance and counseling. The first relates to the very purpose of these types of services for migrants; the second, to the way in which migration requires a realignment of the relationship of theory with practice; and the third relates to the need to redefine service delivery models for this client group. The extent to which notions of “quality” in services are culturally dependent will also be considered, together with the potential for general service improvements being stimulated by the provision of high quality services for migrants.     

Career assessment supervision: Could what we don't know hurt us?

In this brief comment, one marked discrepancy in the career assessment field is identified: many students receive career assessment supervision, and many counselling and counselling psychology programs seemingly place much value on such supemision, but theoretical, empirical, and practical attention has yet to be advanced toward explicating the career assessment supervision process itself Concern over this lack of attention as expressed, and the need to make a more direct, concerted attack on explicating the career assessment supervision process is called for.     

Career orientations of senior executives and their implications for careers guidance

The development of career theory has given little attention to mid-career adults relative to that given to school leavers and young adults. Furthermore, in looking at adult careers the focus has primarily been on the objective patterns of career movements rather than on subjective aspects of career. As objective careers become less easily measured, with the disappearance of clear career ladders, the importance of the subjective career increases. In a questionnaire study of senior executives (n = 132) who undertook a formal counselling programme, there was no evidence of any change in expectations of future employing organisations, or the career signals they held important. Post-counselling clients rated themselves more highly than pre-counselling clients on their knowledge and confidence, their self awareness in regard to careers, their ability to negotiate career change and their attribution of career progress to their own personal qualities. The implications of these findings for careers counselling practice, and for the skills of career management, are discussed.     

The therapeutic alliance and the interface of career counseling and personal counseling

This article proposes a very specific pathway for bringing career counseling back into mainstream counseling psychology: more explicit research and clinical attention to the therapeutic alliance. The author hopes that this abbreviated review on the alliance serves as an impetus for increased attention to the alliance in career counseling theory, research, and practice as well as for including training in alliance formation and strengthening in career counselor education and supervision.     

Something Old,Something New: Revisiting Guilford's Conception of Creative Problem Solving

Over the course of his career, Guilford produced a remarkable body of research on creative thought. Today, this research is remembered primarily for its articulation of the notion that divergent thinking plays a key role in creative thought. However, a number of other capacities relevant to understanding creative thought were identified in the course of this research effort. In this article, I review this research program as a whole with special reference to those capacities that warrant more attention in current studies of creativity. Implications for current research are discussed.     

South African Adolescents' Career Development through the Lens of the Systems Theory Framework: An Exploratory Study

Adolescent career development has predominantly been studied in the context of middle class Eurocentric cultures and there have been calls for greater attention to the career development of non-dominant and disadvantaged groups. Further, there have been calls to explore career development in terms of its context and process. In this regard, the need for research measures and approaches sensitive to adolescents and particular cultures has been recognised. This is particularly the case in South African career psychology. The present study used a qualitative career assessment instrument, My System of Career Influences, to explore influences on the career development of disadvantaged South African adolescents living in a children's home. Consistent with previous international and national studies, parents were shown to be an important influence. Unlike previous studies, the influence of working overseas was also identified as an important influence. The MSCI was shown to be effective in providing insight into both the context and process of career development and as a research instrument that may be used with adolescents. Recommendations for future research are made.     

TIMOTHY LEARY'S MID‐CAREER SHIFT: CLEAN BREAK OR INFLECTION POINT?

The psychologist Timothy Leary (1920–1996), an iconic cultural figure in the United States in the 1960s and afterward, has received comparatively scant attention in the history of psychology. This may be due to perceptions that, after a major career shift centering around his experimentation with psychedelic substances and his subsequent dismissal from Harvard in 1963, Leary parted company with the field. While there are several good reasons to adopt this view, examination of his entire career as well as his intellectual ancestry reveals unacknowledged continuities, suggesting that a more prominent place be accorded to him in the history of psychology, as well as to the challenges he poses.     

Career self-efficacy: Empirical status and future directions

Bandura's self-efficacy theory, stemming from a social cognitive model of behavior, has been gaining empirical attention in the career literature. This paper reviews emerging findings applying self-efficacy theory to career-relevant behaviors; examines a number of conceptual and methodological issues arising from this work; and offers several directions for future research and theory on the career self-efficacy construct. Self-efficacy appears to offer promise in understanding certain career entry behaviors, such as college major choices and academic performance, though there has been little work relating self-efficacy to career development beyond college or exploring causal connections between self-efficacy and career behaviors. An expanded base for research on career self-efficacy is advocated.     

Malpractice in clinical social work: A perspective on civil liability in the 1980's

Recently reported cases involving the malpractice of psychiatrists have also focused attention on the potential liability for similar acts by clinical social workers. While there is no appellate case authority holding social work clinicians liable for malpractice at this time, the potential for such litigation is enormous. This article explores some of the more common areas of concern and suggests several prophylactic measures that clinicians may employ to safeguard both their professional career and their continued financial independence.     

WILLIAM MCDOUGALL,AMERICAN PSYCHOLOGIST: A RECONSIDERATION OF NATURE‐NURTURE DEBATES IN THE INTERWAR UNITED STATES

The British‐born psychologist William McDougall (1871–1938) spent more than half of his academic career in the United States, holding successive positions after 1920 at Harvard and Duke universities. Scholarly studies uniformly characterize McDougall's relationship with his New World colleagues as contentious: in the standard view, McDougall's theory of innate drives clashed with the Americans’ experimentation into learned habits. This essay argues instead that rising American curiosity about inborn appetites—an interest rooted in earlier pragmatic philosophy and empirically investigated by interwar scientists—explains McDougall's migration to the United States and his growing success there. A review of McDougall's intellectual and professional ties, evolving outside public controversy, highlights persistent American attention to natural agency and complicates arguments voiced by contemporaries in favor of nurture.     

The 'new career' changes: Understanding and managing anxiety

Extensive changes in work structure and conditions have been widely noted, and many more are predicted. The impact on individuals of these changes is examined. This generally involves the expectation of diminished job/work security, and a requirement for individuals to demonstrate greater responsibility and autonomy in the workplace. The importance and meaning of work to individuals is explored from a psychoanalytic perspective. Particular attention is given to ways in which the predicted changes may create anxiety, when there is a threat to such a significant aspect of human activity. It is suggested that those involved in the counselling process in the workplace or in career guidance may need special awareness of these issues, and the ways that they may manifest in the workplace. The concept of 'containment' is examined as a helpful notion in considering intervention approaches     

Developmental Career Assessment and Counseling: The C-DAC Model

The C-DAC model seeks to implement current development theory and to use innovative assessment measures together with improved counseling methods to improve vocational and life career counseling. At this stage, the project pays more attention to assessment, partly because if one is to counsel with career maturity in mind, one must understand the developmental status of the counselee. In career counseling, facts as well as feelings are important. Therefore, in this article the authors deal with the assessment of career development in detail, treating interests (measured by the Strong) and expressed preferences as basic status data to be viewed in the light of career maturity, the salience of life roles, and the values sought in life as moderator variables. The instruments are described and their use shown in a sample profile for assessment and checking by the reader in another readily available published source.     

The death and transfiguration of career-and of career guidance?

The predominant understanding of career in the industrial era has focused on progression within hierarchical work organisations. With the move into a post-industrial era, the possibility of such careers is rapidly receding. The concept of career, however, has always been broader than this, and other aspects of it are now claiming increased attention. They focus more upon individual experiences in terms of development in learning and work throughout life. The role of career guidance in relation to such experiences is potentially of much greater social significance. A number of implications for career guidance provision and practice are discussed.     

聋人大学生心理控制源对求职行为的影响：职业成熟度的中介作用

采用中国大学生控制源测量问卷、职业成熟度量表和高校应届毕业生求职调查问卷对重庆、北京、吉林、天津4地4所高校的386名聋人大学生进行调查,旨在探讨聋人大学生心理控制源、职业成熟度与求职行为的关系,揭示职业成熟度在心理控制源与求职行为之间的中介作用机制。结果发现：（1）内控对职业成熟度和求职行为均具有显著的正向预测作用。（2）职业成熟度在内控与求职行为之间起部分中介作用。（3）职业成熟度在外控对求职行为的影响中起着“遮掩效应”。     

聋人大学生心理控制源对求职行为的影响：职业成熟度的中介作用

采用中国大学生控制源测量问卷、职业成熟度量表和高校应届毕业生求职调查问卷对重庆、北京、吉林、天津4地4所高校的386名聋人大学生进行调查,旨在探讨聋人大学生心理控制源、职业成熟度与求职行为的关系,揭示职业成熟度在心理控制源与求职行为之间的中介作用机制。结果发现：（1）内控对职业成熟度和求职行为均具有显著的正向预测作用。（2）职业成熟度在内控与求职行为之间起部分中介作用。（3）职业成熟度在外控对求职行为的影响中起着“遮掩效应”。     

Emotion: An Absent Presence in Career Theory

This article couples a review of some of the recent UK literature on careers and career interventions with arguments for greater attention to be given to the role of emotion in career development. In the United Kingdom, changes in the employment context have led career theory to become more concerned with understanding adult work-role transitions, and somewhat less emphasis is now given to initial occupational entry. Accordingly, the aims of career interventions have been extended to promote “career management” skills as well as career decision-making skills. It is argued that ideas from the literature on emotion can be employed to elaborate current notions of career management to take more account of the feelings and emotions underlying career transitions. In particular, examining sequences of cognition, affect, and behavior seems to be a promising way forward in further understanding changes to individuals' psychological contracts with their employing organizations. The literature on emotion generally and on emotional labor also has potential in understanding the dynamics of career counseling and in developing narrative approaches to counseling. An examination of the provision of career interventions in organizations shows how attending to the emotional dimensions of practice highlights some of the challenging political issues inherent in this context.     

A longitudinal study of career success,embeddedness, and mobility of early career professionals

The study of voluntary job mobility has traditionally focused on how the present context and individual factors either support or constrain choice of blue and white collar workers. Less attention has been devoted to the relationships among career success, embeddedness, and mobility of early career professionals. How do past career success and job mobility affect job embeddedness, subsequent career success, and future mobility within and between organizations and occupations? Each of these constructs is often studied as a dependent variable, yet the relationships among them, over time, are rarely examined. We explore the effects of past objective career actions (promotions, % salary change, and job mobility) on current job embeddedness and subjective career success, and on job, organizational, and occupational mobility one year later. Results support the positive influence of past promotions, % salary change, and current job embeddedness on subjective career success, and a negative influence for past promotions, job embeddedness, and subjective career success on mobility one year later as people began to ‘settle in’. We also observed small positive relationships of past promotions and % salary change with job embeddedness, and of past job mobility with future mobility — indicating that objective career success contributes to embeddedness, yet those that move more often tend to keep doing so. There were no differences or interaction effects based on gender or years of work experience. We found significantly stronger negative relationships of embeddedness and subjective career success with mobility between occupations than for mobility within organizations. However, the same pattern of findings was observed for job, organization, and occupational mobility.     

The well-being outcomes of career guidance

ABSTRACT

The potential for career guidance to impact on well-being has received insufficient attention in the UK. There are both conceptual and empirical reasons to expect that the impacts may be positive, but a lack of evidence directly testing this proposition. Career guidance has commonalities with therapeutic counselling suggesting analogous effects, and it promotes positive engagement in work and learning, which may be associated with health benefits. There are implications for services in reconciling health and employment objectives. However, the promotion of well-being need not imply quasi-clinical ways of working. A call is made for more research and debate in the career guidance community as to the extent and implications of the potentially important relationship between career guidance and well-being.     

Understanding and supporting the career implications of international assignments

International assignments represent an important form of migration in the global economy. In contrast to most other migrants, international assignees enjoy a relatively privileged position in the labor market. Authored by a diverse team of academics and practitioners, this paper draws on insights from empirical research and unpublished examples from practice to explore how international assignees can be supported before, during and after the international assignment. We move beyond the traditional expatriate cycle as a frame of reference, arguing that many of the challenges from the individual perspective are continuous, often pertinent well before and well after the assignment. We call for a reframing of career support for international assignees to reflect the reality of the experience. We propose that future studies of the impact of international assignments on career use more sophisticated methods including longitudinal studies of career trajectories and experiences of support practices. (138)     

The interplay of boundaryless and protean careers: Combinations and implications

The boundaryless and protean career concepts are compared in this article. It is suggested that the theories can be more finely delineated to produce more effective theory and research. The boundaryless career concept is profiled according to Sullivan and Arthur’s (this issue) categories of psychological and physical boundarylessness. The protean career concept is discussed based upon the degree of self-directed and values driven career orientations a career actor demonstrates. We join these respective boundaryless and protean delineations to produce eight likely career profiles based upon combinations of the boundaryless and protean career orientations. These eight profiles are examined in terms of challenges to career actors and those who assist them in their career development.