Pathways to adulthood and their precursors and outcomes

Norway has an extensive welfare system which may provide adolescents with many options and high levels of flexibility in terms of pathways to adulthood. This study aimed to describe Norwegian developmental pathways to adulthood, including changes in role statuses (such as living situations, education, work, marriage/cohabitation and parenthood) from 16 to 30 years of age, and their precursors and outcomes. Repeated measures latent class analysis of longitudinal data from 998 Norwegian individuals indicated three main pathways to adulthood among women and men. In both sexes, most individuals undertook a long period of education and postponed family formation. However, some individuals started working early, a group of women established families with partners and children early, and a group of men remained primarily single between 16 and 30 years of age. Furthermore, the results show that pathways to adulthood in Norway are surprisingly similar to pathways in other countries such as the US, UK and Finland. The results indicate that pathways to adulthood are influenced by social reproduction factors in a country with high levels of welfare benefits as well. In addition, the results suggest that pathways involving living with a partner and either higher education or work are associated with high life satisfaction at age 30.     

Can Perfectionism Affect Career Development? Exploring Career Thoughts and Self‐Efficacy

This study identified relationships among career‐specific barriers (i.e., perfectionism, negative career thoughts, career decision‐making self‐efficacy) in a sample of 300 college students. The authors found relationships among the constructs of interest, prediction of variance in career decision‐making self‐efficacy, and differences among groups of perfectionists on endorsements of negative career thoughts and career decision‐making self‐efficacy. The findings suggest that interventions addressing maladaptive perfectionism and dysfunctional career thinking may enhance clients’ confidence in decision making.     

Rethinking deindustrialisation and male career crisis

The decline in manufacturing and growth of service-based jobs has prompted many social theorists to argue that the ability of working-class men to construct meaningful and rewarding careers is becoming ever more limited. Despite using the universal label ‘working class’, the experience of skilled working-class men has been largely ignored. This article explores 26 work history interviews collected from 14 former Royal Dockyard tradesmen in South-East England and 12 of these men's sons and grandsons. Findings from this research challenge the idea that most men were/and are passive victims of industrial change. By contrast, the majority of men in this study managed to carefully adapt to and navigate the transition from industrial to post-industrial work whilst still retaining a ‘linear life narrative’ to give meaning to their evolving careers and lives.     

Offending Patterns of Serial Sex Offenders: Escalation,De‐escalation,and Consistency of Sexually Intrusive and Violent Behaviours

A series of stranger sexual assaults poses considerable obstacles for law enforcement officials. One such preoccupation is concerned with whether or not the offender will escalate in the severity of his behaviours with subsequent victims. The current study uses transition matrices to address whether or not the offending patterns of 72 serial stranger sex offenders change from one victim to the next as it pertains to their sexual acts and level of physical force used during the crime. Findings indicate that stability, specifically the offender's intrusive sexual acts and use of physical force, and versatility are present in this sample's offending patterns. To explain changes in offending patterns between victims, multinomial regression analyses indicate that situational factors and modus operandi strategies are important considerations. Implications for investigations are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Exploring career decision-making styles across three European countries

Career decisions are amongst the most important we make. Unsurprisingly, much published research exists on this particular aspect of career behaviour. However, the overwhelming majority of studies have been carried out on young people making initial career decisions. This paper extends our understanding by examining how mid-career adults in three European countries (Denmark, France and Italy) actually make career decisions. Characteristic patterns of behaviour recur when individuals approach points of transition or of crisis; each of these transitioning styles is illustrated by an iconic case. Emergent findings support the growing body of evidence that challenges the dominant policy and practice orthodoxy, which places rationality at the centre of the process, by recognising the importance of emotion and context.     

The role of learning and career guidance for managing mid-career transitions – comparing Germany and Denmark

In Germany and Denmark, the systems of further education and career guidance are well developed, offering a wide range of services and learning opportunities for targeted, specific and also general skills development. Based on an empirical study with mid-career individuals in both countries, the article investigates how the different systems support individuals to manage a career transition and develop their individual pathways. Mid-career transitions can be considered particularly challenging as they often reflect a more profound crisis and major concerns about future career opportunities. Constraints that prevent individuals in mid-career to fully benefit from the learning and guidance offers available can be identified in both countries. These range from the availability of programmes and accessing funding to getting the ‘right’ information. These constraints partly derive from adult education and guidance systems presupposing linear careers rather than disruptive trajectories and horizontal mobility.     

Guidance systems across Europe: heritage,change and the art of becoming

Guidance systems exist within learning, working and welfare cultures, which are upheld by prevailing institutions and stakeholders. Implementing a lifelong approach questions rooted codes and idiosyncrasies of the sectors across which guidance is distributed. To support individuals' careers, unlock their potential and increase their contribution to the economy i.e. support their process of becoming, lifelong guidance must strive for effective systems' integration across policy fields, cultures and organisations. This article departs from national experiences and discusses how cultures and institutional contexts generate resistance to change, but can also be the departure point for the successful development of lifelong support to people's careers.     

Testing times: careers market policies and practices in England and the Netherlands

Careers work is a very political business. Since the early 1990s, successive governments in England and the Netherlands have persistently challenged those working in the careers sector to demonstrate the educational, social and economic value and impact of their work. In this context, the marketisation of career guidance policies and practices has expanded, with a growing assumption that market-based goods and services ensure greater responsiveness to consumer choice and offer better and/or more innovative services for lower prices. In this article, we do not intend to give a comparison of trends in England and the Netherlands. We only examine the impact of market principles applied to career guidance provision in both countries. Findings indicate such provision for young people is on a steady decline. Lessons learned from these two nations indicate that a market for quality career services does not exist in schools and colleges. As a result, marketisation and privatisation of career services have led to an impoverished and fragmented supply of services. Greater attention by governments in career guidance policies for young people (and adults) is necessary to reduce the widening gap between ‘the haves and have nots’ in society. Failure to reduce labour market mismatch through new forms of careers dialogue is not only damaging and costly for individuals, families and employers, but for the taxpayer too.