Interests and Values of Career and Homemaking Oriented Women

This investigation of 132 University of Illinois undergraduate women who indicated that they were planning either for a career or homemaking role had three purposes: (a) to cross-validate Hoyt and Kennedy's findings of the measured interests of career and homemaking oriented women; (b) to compare the general values of the two groups; and, (c) to discover differentiated patterns of values and interests. Statistically significant results were: career oriented women higher on the Study of Values theoretical, and Strong Vocational Interest Blank lawyer, psychologist, and physician scales; homemaking oriented women higher on the religious, housewife, home economics teacher, and dietician scales. The results support Hoyt and Kennedy's findings. Four distinctive interest-value patterns were discovered. The results were discussed and precautions for their counseling use were indicated.     

Take a Job,Any Job: Exploring the Importance of Matched Interests to Career Paths and Work Satisfaction

Employment counselors often face the conundrum of whether to advise people to take a job or to hold out for something that better matches their interests. This study investigated whether matched interests in an initial job predicted the subsequent career journey of 336 sales engineers and whether this made a difference to longer term work satisfaction and tenure. Results showed that although the first job significantly influenced people's future career journey, personality and job characteristics were likely to be more influential than matched interests in predicting work satisfaction. Thus, people may be better off taking well‐designed jobs than holding out for matched interests.     

Career Saliency for Teachers and Other Occupational Groups

This study compared the Career Saliency ratings of students planning to enter teaching and those who were considering other occupations. The subjects (68 men and 118 women) were juniors and seniors in college. They were rated by three judges on the basis of information secured through a one-hour structured interview. The ratings were high, medium, and low Career Saliency. Setting up 2 × 2 contingency tables for “high” (high saliency) and “not high” (medium and low saliency) individuals, chi- square values were obtained for teachers and other groups. The chi-square value was not significant for the female sample, but a significant value was obtained for the male sample indicating a significantly lower number of high saliency individuals among prospective men teachers. Implications of the findings are discussed.     

Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting

This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work–home balance via job crafting behaviors. Based on Job Demands‐Resources (JD‐R) Theory, we examined a potential motivational process in which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work–home enrichment. We expected a negative association between job crafting and work–home interference, yet our results indicated that career competencies are indirectly and positively related to work–home interference via job crafting. With our findings, we add to JD‐R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing career competencies and job crafting.     

Workaholism Components,Job Satisfaction,and Career Progress1

This investigation examined the relationship of workaholism‐related measures to work satisfaction and career‐progress outcomes. A comprehensive research framework was developed based on previous speculation and research findings to guide selection of variables and data analysis. Five blocks of predictor variables were included: individual demographics, work‐situation characteristics, two antecedents of workaholism (one an individual‐level measure of beliefs and fears; the other an organizational‐level measure of perceived support of work‐personal‐life imbalance), three workaholism components identified by Spence and Robbins (1992), and workaholic job behaviors (eg, hours worked, perfectionism). Work outcomes included job and career satisfaction, future career prospects, and salary increases. Hierarchical regression analysis generally indicated relationships between workaholism‐related measures and work outcomes.     

Personnel Executives: Personality,Vocational Interests,and Job Satisfaction

The Conducted two surveys of personnel executives to demonstrate the relationships between their job activities and job satisfaction and their vocational interests and personalities.     

大学生生涯成熟状况及与自我同一性关系研究

"职业生涯规划"教育在各高校受到极大关注,但辅导成效甚微,缺少实证研究、缺乏针对性是其深入拓展的障碍.本研究采用自编的<生涯成熟度量表>,测查大学生生涯成熟特点及与自我同一性关系,结果表明:大学生生涯发展的总体水平不是很高;受性别、年级、父母期望、兼职经验等因素影响;不同自我同一性地位大学生的生涯成熟状况存在差异.     

Relationships Between Inventoried Interests and Inventoried Needs

The primary purpose of this study was to investigate the relationship of interests, as defined by the Strong Vocational Interest Blank (SVIB) scales, to psychological needs, as defined by the Minnesota Importance Questionnaire (MIQ) and the Edwards Personal Preference Schedule (EPPS) scales. The 3 instruments were administered to a group of 279 University of Minnesota male student volunteers. A correlational analysis disclosed about one-third of the relationships between the SVIB and the two needs measures significant at the .01 level. Of the MIQ scales, Advancement, Authority, Security, Social Service, Social Status, and Working Conditions were most often related to the SVIB; while of the EPPS scales, Dominance clearly had the most numerous and the highest relationships with SVIB groups, and Order, Exhibition, Autonomy, Abasement, and Endurance also had some relationships. Although relatively low in magnitude, the results of this study tend to support 5 previously identified occupationally related personality need dimensions.     

Relations Among and Between Career Values and Christian Religious Values

Empirical research and vocational theory indicate that values are important in career counseling and vocational choice. Development of these values is influenced by environmental factors, such as religion. However, there are few empirical investigations of the relation between religious values and career values. The purpose of this study was to investigate the relationship of career values to Christian religious values as they might be assessed in career counseling. Results indicate that there was some overlap between religious and career values, although only for specific extrinsic values.     

The Meaning, Development, and Career Outcomes of Breadth of Vocational Interests

Breadth of vocational interests (BVI) denotes the diversity of an individual's vocational interests. Not much is known about the meaning and development of BVI or its career outcomes. The authors' framework for conceptualizing the development of BVI includes three individual difference domains (i.e., life experiences, cognitive ability, and personality) related to the development of BVI and three possible outcomes (i.e., career commitment, job involvement, and stability of occupational classification). The framework is tested longitudinally. It appears that life experiences are more instrumental in the development of women's BVI, whereas academic achievement is more important for men. These findings have practical implications for counselors, career clients, and researchers alike. In light of the suggested changes in career management and the dynamic work environment, understanding BVI should prove insightful to all. BVI may be associated with adaptability to a changing economy and shifting job demands.     

Career,Marriage, and Family: Values in Adult Roles and Guidance

Use of occupational, marriage, and parenthood values may help young women to distinguish values that can be satisfied in major adult roles and assist in the earlier formation of a vocational identity.     

Ability and Personality Predictors of Salary,Perceived Job Success,and Perceived Career Success in the Initial Career Stage

Using longitudinal data from a sample of recent college graduates, we examined the effects of ability (general mental ability and emotional intelligence) and personality (Big Five and proactive personality) on extrinsic (i.e., salary) and intrinsic (i.e., perceived job and career success) indicators of career success. Results from regression analyses indicated that gender, extroversion, and agreeableness were the strongest predictors of salary. Emotional stability and proactive personality predicted perceived job success, while extroversion was significantly related to perceived career success. Neither of the ability measures significantly predicted our indicators of extrinsic or intrinsic career success. Implications for theory and practice are discussed.     

Career Research Interests and Training of Genetic Counseling Students

Research is important to validate clinical services, provide information on the effectiveness of practice techniques, and develop the knowledge base of a clinical profession. Genetic counseling students from American Board of Genetic Counseling (ABGC) accredited training programs were surveyed to determine their career research interests and interest in pursuing a hypothetical doctoral degree in genetic counseling. Genetic counseling program directors were surveyed to assess the emphasis on research training within their programs. A substantial number (46%, n = 92) of genetic counseling students are interested in performing research in their careers and many (40%, n = 80) would pursue a doctoral degree in genetic counseling if it was available. Students and directors from programs with a thesis requirement reported a significantly higher emphasis on career research preparation than those from programs without a thesis requirement. The results of this study indicate that future genetic counselors are interested in contributing to the research base that will advance the field. This study suggests a need to strengthen research training within ABGC accredited graduate programs and explore the development of a doctoral degree option in genetic counseling.     

An Exploratory Study of Perceived Career Change and Job Attitudes Among Job Changers

The study examined the effects of job change characteristics on perceived career change and attitudes toward the new job. The job change characteristics examined were content of change, magnitude of change, direction of change, volitionality of job choice, and duration of the unemployment period between the two jobs. The subjects were 222 university educated men and women. It was found that perceived career change was firmly related to job change characteristics reflecting both "internal" and "external" career perspectives. After controlling for the direction of change, the magnitude of change had a negative impact on satisfaction with the new job, while the volitionality of job choice and the duration of unemployment were positively associated with job satisfaction. Contrary to expectation, the volitionality of job choice and the duration of unemployment did not increase the commitment to continue in the new job.