The career development inventory

The Career Development Inventory is an American instrument designed to measure the vocational maturity of adolescents. Its scales assess Planning Orientation, Resources for Exploration, and Information and Decision-Making. It can be used in evaluating guidance programmes, services and activities, though there are a number of obstacles to using the instrument effectively in evaluation studies, including the limited impact to be expected of a limited programme, and the relative insensitivity of instruments such as the CDI. The other main use of the instrument is diagnostic, either with groups or in individual counselling. It is now being adapted for use in a number of other countries.     

Positive psychology and career development

Positive psychology has been an influential movement within psychology in the early years of the twenty-first century. It is now timely to assess the value of its contribution to career education and guidance. This paper provides a critique of this perspective. Positive psychology can enrich approaches to career development. It can provide a fertile source of concepts and an empirical basis for some elements of practice. However, the application of approaches derived from positive psychology is problematic if it neglects the socioeconomic context in which careers are lived and experienced, or if claims made for its efficacy cannot be supported by the evidence base.     

Cognitive career counseling: A rationalemotive approach to career development

The application of cognitive techniques to the career counseling process has been minimal. Since the career and personal development of individuals is interwoven, practitioners from a variety of disciplines are faced with a wide range of complex presenting problems regardless of their specialty. Providing occupational information and assessing job skills are partial components of the career counseling process. This paper addresses the cognitive barriers which interfere with successful career development. Cognitive career counseling (CCC) is described as a methodology for helping clients modify their vocational irrational beliefs (VIBes) so that they may achieve their career and personal goals during realistically unstable changes in economic conditions.Diana R. Richman, Ph.D., Senior Supervisor, Staff Psychologist, and Graduate Fellow, Institute for Rational-Emotive Therapy, New York City, maintains a private practice in Queens and Manhattan. She is Director of Clinical Supervision at APPLE Continuing Treatment Program, and serves as an organizational consultant.     

Occupational knowledge and career development in adolescence

In an effort to extend our knowledge of career development, two indices of career maturity were investigated in a sample of 6029 high school seniors sampled from 57 Texas public school districts. The study investigated both the degree to which late adolescents choose occupations whose educational requirements match their stated educational goals and the degree to which students' vocational interests are compatible with their occupational choices. The correlations between educational plans and educational requirements of the chosen occupations were .41 or less. Of the subjects who claimed to have at least considerable understanding of their first choice career, only about half planned to achieve the amount of education appropriate to enter that occupation. Subjects' perceptions of how well they understood their occupational choices were also negligibly related to the compatibility of their vocational interests and their career choices. Although educational understanding and interest compatibility both contribute to realism of occupational choices, the correlation between these two indices of career maturity accounted for less than 1% of the variance.     

An individual's work values in career development

This study examined the mediation effect of career decision self‐efficacy in relation to work values and career decision status. The authors surveyed 308 college students about their own intrinsic (e.g., helping others) and extrinsic (e.g., high income) work values and those of significant others, career decision self‐efficacy, and career decision status. The results indicated that the intrinsic and extrinsic work values of significant others were related to the intrinsic and extrinsic work values of the self and that intrinsic work values were more adaptive than extrinsic work values in career development.     

Dimensions of counseling for career development

Counseling practice has not reflected current thinking about career development and career process. Four types of career counseling are described: Type 1, a traditional vocational counseling approach which helps the client with a specific decision; Type 2, which is concerned with teaching decision-making skills; Type 3, which views career development as a process rather than an end-point toward which all decisions lead; and Type 4, which focuses on creating in the individual the ability to utilize his own strengths to achieve self-determined objectives and to influence the nature of future opportunities.     

科学无神论事业的可持续发展

如同一切事业只有可持续发展，才能长久存在一样，科学无神论事业也只有建立起可持续发展的机制，才能长期存在和坚持下去。一个无庸置疑的事实是，不论是作为一个研究学科，还是作为一项宣传教育工作，科学无神论事业在目前的状况都只能用“处于低谷”来形容。在这样的情况下，提出科学无神论事业的可持续发展问题，就更加具有迫切性和现实意义。     

Need fulfillment in the career development of women

To test Harmon's proposal that Maslow's needs theory can explain differences in women's career decisions, need importance scores of 481 college graduate women of 1968 were contrasted. Since full-time homemakers are dependent upon another person for fulfillment of basic needs (Maslow's security-safety and social needs), it was hypothesized that these needs would remain prepotent and, therefore, would be higher for homemakers than for women employed outside the home. Esteem and self-actualization needs of employed women were expected to be higher for employed women than for homemakers. The results of the analyses generally supported the hypotheses. The major resulting discriminant function contrasted negative weights on basic needs with positive weights on high-level needs. Homemakers scored highest on security-safety and social needs, while professional-managerial and clerical-sales workers scored highest on the esteem need. In an unexpected finding, self-actualization was found to be the highest-ranked need for all groups of women in the study.     

A model for career development through curriculum

This article describes a practical model for a systematic, sequential approach to career development in the K-12 curriculum. The model builds on career development principles and vocational development tasks; it is self-concept oriented and uses a variety of methods and media in its implementation. Several strategies for facilitating career development are suggested for each level.     

Eliminating barriers to career development of women

Women, the largest group of “minority” workers, are actively seeking to reduce inequities in opportunities for career development. Counselors and clinicians, who as a group have been found to hold sex-role stereotypes, probably restrict the career opportunities of women. Vocational counselors of women need to consider key questions such as the number of children women would like to have. Researchers, in studying the job performance of highly educated women, need to investigate the amount of financial, clerical, and student assistance received by men and women scholars. Such research might in part explain sex differences in research productivity.     

An age-graded model for career development education

Career development is defined as including self-awareness, career-awareness, and career decision making components. This paper attempts then to provide a framework by which educators interested in stimulating career development can choose the learning experiences most likely to have payoffs for different age youth. Eight stages of child development are described in terms of the major behavioral orientation of the child in each. Career development themes are then suggested for each stage along with sample activities and experiences for each theme. Finally, instructional media are recommended for each stage and related to the themes and activities suggested earlier.     

Academia and career development: toward integration

Traditional career development theories typically stress those aspects of the environment that are directly related to occupational performance. In this article the authors expand the traditional concept of the environment so that it includes the institutional press in which the individual functions. They explore a specific dimension of the institutional press, that of the relationship between the academic departments of a university and the career development of its students. They develop and illustrate a counseling intervention aimed at modifying the press of a university's academic department to make its orientation more consonant with the career development needs of its students, and they define the function of a career development consultant in this process.     

the systems theory framework of career development

The Systems Theory Framework (STF; McMahon & Patton, 1995; Patton & McMahon, 2006) of career development was proposed as a metatheoretical framework that accommodates the contribution of all theories and offers an integrative and coherent framework of career influences. In this article, the author provides an overview of the STF, outlines its applications for employment counselors, and considers future directions.     

Reviewing psychologists' qualifications for career development practice in Australia

Vocational psychology and the practice of career development are important dimensions of the psychology discipline and profession. This paper contains an overview of Australian career development practice in light of recent trends, particularly the formalisation of career development practice among professions other than psychologists. Given the advent of professional standards for Australian career development practitioners, a review of postgraduate degrees in organisational, developmental and educational, and counselling psychology was conducted to determine their correspondence with the competencies presented in the Standards. The review found significant consistency with generic competencies. Degrees in organisational psychology provided the broadest correspondence, while degrees in counselling, developmental and educational psychology had lower levels of correspondence on specific competencies. The implications of the review are discussed in light of the evolution of the career development industry and psychologists' standing in this field.     

The family career development project in Chinese Canadian families

Based on an action-theoretical conceptualization, this research examined the family career development project in Chinese Canadian families. Six families, each composed of a parent and adolescent, participated in a videotaped conversation to determine a family career development project that was subsequently monitored over a 6-month period and followed up with a second videotaped conversation. The further analysis of these data from a larger data set of 20 Chinese Canadian and European Canadian families resulted in the delineation of several properties of the career development project in Chinese Canadian families, including the importance of the parental agenda, the adolescent’s involvement, parental communication of convincing reasoning, and the adolescent’s withholding and withdrawing response. The findings also indicated that a family career development was central to other higher order projects in the family, including the relationship and cultural projects. The data supported the understanding of project as joint goal-directed action over time and as the basis on which career development influence was organized in these families.     

A comprehensive model of career development in early adulthood

The existential dilemma of youth entering the job market has been widely recognized but little understood. Few efforts have been turned to assisting them in making the critical transition from school to work, which has such farreaching ramifications for later career adjustment. This paper addresses some of the theoretical and research issues which are central to furthering our knowledge of how and why neophyte workers establish themselves in the world-of-work. It proposes a comprehensive model of career development in early adulthood, suggests hypotheses to test it, and outlines ways in which it can be translated into operational terms for further research. Desiderata for the construction and validation of a Career Adjustment Inventory (CAI) are also ennumerated.