Strategies for coping with career indecision: Concurrent and predictive validity

Recently, Lipshits-Braziler, Gati, and Tatar (2015a) proposed a model of strategies for coping with career indecision (SCCI), comprising three main types of strategies: Productive coping, Support-seeking, and Nonproductive coping. Using a two-wave longitudinal design (30-week time lag), the effects of these strategies on career decision status and career decision-making difficulties were tested among 251 students in a college preparatory program. The results showed that the use of Nonproductive coping strategies at the beginning of the program was associated with and predicted a higher degree of individuals' career decision-making difficulties, and also distinguished between decided and undecided participants at both the beginning and the end of the program, thus partially supporting the concurrent and the predictive validity of the SCCI. Furthermore, a decrease in the use of Nonproductive strategies over time predicted a decrease in individuals' career decision-making difficulties. In addition, a decrease in the use of Nonproductive coping strategies and an increase in the use of Productive ones predicted individuals' advancement toward making a career decision. Theoretical and counseling implications are discussed.     

Asymmetric option effects on ease of choice criticism and defense

Individuals often criticize others’ choices and seek to defend their own. In theory, the ease of criticizing a particular choice should correspond to the ease of defending it. However, we demonstrate that differences in the types of arguments put forth in choice criticism and defense result in a systematic discrepancy in the ease with which these tasks are performed. Specifically, criticism arguments tend to be based on norms or conventions, and defense arguments on idiosyncratic tastes or circumstances; accordingly, whether the chosen option is perceived as un/conventional has a significantly greater effect on the ease of choice criticism than on the ease of choice defense. Furthermore, assessing the ease of choice defense increases the choice share of unconventional options, whereas judging the ease of choice criticism has only a small impact on choice. We discuss the implications of our findings with respect to research on reason-based choice in socially-intensive environments.     

Career counsellors' perceptions of the severity of career decision-making difficulties

Individuals differ in the type and severity of the difficulties they face when making a career decision. Relying on the Gati, Krausz, and Osipow (1996) taxonomy of career decision-making difficulties, we elicited the judgements of 28 career counselling experts about factors that contribute to the perceived severity of the difficulties. Difficulties attributed to an internal or emotional cause were judged as more severe than difficulties attributed to an external or cognitive cause. With respect to the consequences, difficulties that prevent making a decision, or those that require long-term treatment, were judged as more severe than difficulties that may lead to a non-optimal decision, and those that require a short-term treatment. The analysis revealed that the factor that most affected the experts' severity judgements was the expected length of treatment. Treatment priority was affected only partially by severity, reflecting the role of other considerations.     

Bringing (Contingent) Loss Aversion Down to Earth — A Comment on Gal & Rucker's Rejection of “Losses Loom Larger Than Gains”

Although we disagree with some of Gal and Rucker's (2018 – this issue) specific evidence and with their overstated conclusion regarding loss aversion, their overarching message makes a worthwhile contribution. In particular, loss aversion is less robust and universal than has been assumed while its most prominent empirical support — the endowment effect and the status quo bias — is susceptible to multiple alternative explanations. Instead of accepting loss aversion as true unless proven otherwise, we should treat it like other decision properties and psychological accounts that are contingent on various moderators and call for an analysis of psychological mechanisms. In this commentary, we suggest that gatekeepers, such as reviewers, tend to favor loss aversion and other widely accepted tendencies, while demanding a much higher support‐threshold for alternative or newer accounts. Although building on prior theories and concepts is of course important, the bias in favor of incumbent assumptions can impede scientific progress, bar new ideas from the literature, and reinforce well‐established but contingent notions that may apply under some conditions but not others.     

Should I use a computer-assisted career guidance system? It depends on where your career decision-making difficulties lie

The present study examined the pattern of career decision-making difficulties encountered by 417 young adults who used one or more of the computer-assisted career guidance systems (CACGSs) available at one of the Israeli Veteran Administration's counselling centres, and assessed the effectiveness of these CACGSs in reducing their career decision-making difficulties. Career decision-making difficulties were found to be highest for individuals who were prior to the pre-screening stage of the career decision-making process and lowest for those who were at the choice stage. The reduction in difficulties after using the CACGSs was statistically significant in seven of the 10 difficulty categories examined: an especially marked reduction was found for difficulties related to lack of information. No such reduction was observed for difficulties related to external conflicts. Participants' perception of having been assisted through the dialogue with the CACGSs was highest for individuals who used all three systems, and lowest for those who accessed only one of the three CACGSs.     

From career decision-making styles to career decision-making profiles: A multidimensional approach

Previous research on individual differences in career decision-making processes has often focused on classifying individuals into a few types of decision-making styles based on the most dominant trait or characteristic of their approach to the decision process (e.g., rational, intuitive, dependent; Harren, 1979). In this research, an alternative approach, which offers a multidimensional profile characterization of individuals’ career decision-making processes based on a simultaneous consideration of 11 dimensions, is presented. Thus, the proposed model refers to career decision-making profiles rather than career decision-making styles. The model, which emerged from a systematic analysis of previous research, was refined on the basis of preliminary empirical tests (five samples, N = 2764) using the Career Decision-Making Profile (CDMP) questionnaire. Study 1 reports the psychometric properties and the results of an exploratory factor analysis of the CDMP questionnaire, in a sample of young adults deliberating their career decisions (N = 285). Study 2 presents the results of a confirmatory factor analysis, based on Israeli (N = 431) and US (N = 208) samples of young adults. The results of both studies supported the hypothesized 11 dimensions. The implications for future research and for counseling are discussed.     

The effectiveness of sources of support in career decision-making: A two-year follow-up

Making career decisions is often difficult and challenging, and one way to advance in the process is to seek help. The present research focused on the various sources of support young adults tend to look for when making their career decision and the factors that affect their actual use of these sources. Study 1 elicited the self-reported help-seeking behavior and the Career Decision-Making Profile (CDMP) from 1071 young adults (ages 18–35) who had already chosen their major(s) at a university. The young adults used sources that were easily accessible, even when they were perceived as being less effective. Additionally, those with less career decision-making adaptability, as derived from the CDMP, tended to seek help more often. Study 2, a two-year follow-up of 296 young adults who participated in Study 1, revealed that getting help reduced the likelihood of changing one’s major.     

The consistency and structure of aspect-based career preferences

Career aspects (e.g., work environment, using verbal ability, length of training, teamwork) are an elaboration and extension of vocational interests. Aspect-based preferences can serve individuals and their career counselors only if they are reliable and stable. Study 1 estimated the two-week test–retest reliability of 213 college freshmen's preferences in 31 career aspects and the two-year stability of these preferences for 132 of these freshmen. The two-week reliability and the two-year stability of both the within-aspect preferred levels (e.g., “only indoors” most preferred, but “mostly indoors” is also acceptable) and the aspect importance were tested for each of the aspects. The interquartile ranges of the two-week reliability of the aspect importance and of the preferred within-aspect levels were .54–.62 and .63–.74 for the 31 aspects; the interquartile ranges of the two-year stabilities were .38–.48 and .48–.59, respectively. These interquartile ranges reflect the variance in consistency among the aspects. Study 2 explored the structure of the aspects based on the pattern of associations among them. In addition, it examined the consistency of the aspect structures by comparing them in four samples (total N = 40,313). The structure was found consistent across time (Spearman r_s = .88, .76 and .68, two weeks, two years, and 20 years later, respectively), within culture (r_s = .75 and .76, for women and men, respectively), and across cultures (USA and Israel; r_s = .64). Theoretical and practical implications are discussed.