Developmental changes of win-stay and loss-shift strategies in decision making

This study aims to clarify the developmental changes in real-life decision making when strategy is adjusted using both positive and negative feedback, that is, whether strategic adjustment evolves with age. A total of 84 participants divided into three age groups (children, adolescents, and adults) performed the standard version of the Iowa Gambling Task (IGT). Children and adolescents showed a strong bias in favor of disadvantageous choices whereas adults learned to decide advantageously during the course of the task. Interestingly, the results clearly demonstrate that children did not switch differently following gains and losses whereas adolescents and adults switched more often after a loss than after a gain, corresponding to the “loss-shift” and the “win-stay” strategies, respectively. The results also revealed that adults switched less often after losses compared to children and adolescents and, thus, used the loss-stay strategy more often than the 2 youngest groups. These new findings suggest that successful completion of the IGT by adults requires fine feedback monitoring and more frequent use of the win-stay and loss-stay strategic adjustments.     

Characterization of Children's Decision Making: Sensitivity to Punishment Frequency,Not Task Complexity

On a gambling task that models real-life decision making, children between ages 7 and 12 perform like patients with bilateral lesions of the ventromedial prefrontal cortex (VMPFC), opting for choices that yield high immediate gains in spite of higher future losses (Crone &; Van der Molen, 2004 Crone, E. A. and Van der Molen, M. W. 2004. Developmental changes in decision-making: Performance on a gambling task previously shown to rely on ventromedial prefrontal cortex. Developmental Neuropsychology, 25(3): 251–279. [PUBMED][INFOTRIEVE][CROSSREF][Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]). The current study set out to characterize developmental changes in decision making by varying task complexity and punishment frequency. Three age groups (7–9 years, 10–12 years, 13–15 years) performed two versions of a computerized variant of the original Iowa gambling task. Task complexity was manipulated by varying the number of choices participants could make. Punishment frequency was manipulated by varying the frequency of delayed punishment. Results showed a developmental increase in the sensitivity to future consequences, which was present only when the punishment was presented infrequently. These results could not be explained by differential sensitivity to task complexity, hypersensitivity to reward, or failure to switch response set after receiving punishment. There was a general pattern of boys outperforming girls by making more advantageous choices over the course of the task. In conclusion, 7–12-year-old children—like VMPFC patients—appear myopic about the future except when the potential for future punishment is high.     

Mentor status,occupational context,and protégé career outcomes: Differential returns for males and females

We report two studies examining the moderating effects of mentor status and protégé gender, along with the moderating role of occupational context, in the relationship of mentoring with protégé career outcomes. Our research replicates and extends previous findings, especially those by Ramaswami et al. (2010b). Results from Study 1 indicated that business school alumni with senior-male mentors earned more compensation than those with no mentors. Additionally, a 3-way interaction (protégé gender × senior-male mentor × occupation type) indicated that the senior-male mentor effect for compensation was especially prominent for females in male-gendered occupation types. Study 2, conducted in an aerospace manufacturing firm comprising both a male-gendered occupation and industry context, confirmed mentor-status by protégé gender interaction for compensation. Female protégés with senior mentors received more compensation than females with no mentors, and also more compensation than males with senior mentors. In contrast, protégés with “other” (not senior) mentors received less compensation than those with no mentors, with this negative effect being especially strong for females. Taken as a whole, these results confirm the importance of mentor status for protégé career success. The results also underscore the importance of considering both mentor attributes and work context in understanding male and female protégés' career returns from mentoring.     

Social aspects of career choice from the perspective of habitus theory

The concept of habitus designates a cognitive structure that is socially embedded and can give valuable insight into the social influences on career choice. A study investigating the relationship of habitus to career choice is presented in a sample of Icelandic youth aged 19–22 (N = 476). Measures of habitus were developed on the basis of reported cultural and leisure activities. The analysis of leisure and cultural items progressed in two steps: factor analysis and cluster analysis. The clusters constitute the four different habitus groups: Pop and fashion, Sports and rock, Music, and Literature. Correspondence factor analysis showed that the habitus groups (clusters) were related to other social variables, such as gender and class; validating habitus theory. Additionally, habitus measures were strongly linked to career variables, such as occupational perception and preferred future occupation. The results support previous research in showing that habitus theory is relevant to career counseling theory and can be a basis of understanding the relationship between social structure and career choice.     

Ten years of career success in relation to individual and situational variables from the employee development literature

Individual, situational, and socio-demographic variables from the employee development literature were combined with theory and research on career success in a ten-year study of 289 workers from across many jobs and industries in the workforce. Support for employee development by one's employer ten years prior and a trend of increasing/accumulating support contributed to career success, providing the first long-term confirmation of the value to careers from support for development by employers. Proactive personality had unique effects on success not accounted for by a broad array of other variables, strengthening conclusions from prior research about the predictive value of proactive personality which were based on data not controlling for these variables. Finally, achievement goal orientation influenced success in a unique way via “profile effects:” Goal orientation dimensions interacted to predict success, suggesting simple linear effects (e.g. being more learning-oriented) may be inadequate in explaining career success. Implications for future research and practice are discussed.     

The role of career values for work engagement during the transition to working life

The present longitudinal study examined the role of career values for work engagement across the transition from university education to working life. Finnish young adults reported on their career values (intrinsic, rewards, and security values) at the age of 23; and the degree of person–organization fit (value congruence, and congruence between one's education and the job), subjective income and economic stress two years later at the age of 25. Work engagement was assessed at both measurement points. Structural equation modeling results showed, first, that intrinsic but not rewards or security career values were related to work engagement. Second, value congruence and having a job which was related to young adults' educational field were positively associated with work engagement. Our findings suggest that along with person–organization fit, intrinsic career values are a significant factor in shaping and facilitating successful transitions from education to work.     

Collective contributions to career efficacy in adolescents: A cross-cultural study

This study extended the concept of collective efficacy to supplement the variable of career self-efficacy to predict vocational exploration and commitment among adolescents. We developed a Collective Contributions to Career Efficacy Scale (CCCE) to measure adolescents' perceived contributions from parents, teachers, and peers on their career-related matters. A total of 1175 high school students from Hong Kong, Shanghai and Michigan participated in the study by completing the CCCE, the Career Decision Self-Efficacy Scale (CDSE-SF), and the Vocational Exploration and Commitment Subscale (VEC). Using multi-sample Structural Equation Modeling, we found that the effect of CCCE on VEC was mediated by CDSE. Although we found cultural differences in the overall level of the vocational measures among the Hong Kong, Shanghai, and American students, the mediation model was confirmed in all three groups of students.     

Stemming the tide: Predicting women engineers' intentions to leave

This investigation adapts and extends the Social Cognitive Career Theory (SCCT) by integrating it with central constructs from turnover theory. The extended model proposes that domain specific self-efficacy and outcome expectations predict job satisfaction and organizational commitment — the two key job attitudes that have been established as influential predictors of turnover cognitions and behaviors. Further, we proposed that one form of organizational supports, specifically developmental opportunities at work, are sources of self efficacy and outcome expectations, and that the relationship between organizational supports and job attitudes is mediated by self-efficacy and outcome expectations. The proposed model was tested on a national sample of 2,042 women engineers. Overall, the results provided support for our newly developed model. Implications for theory, research, and practice are discussed.     

Preparing young veterans for civilian life: The effects of a workshop on career decision-making difficulties and self-efficacy

The current study mapped the career decision-making difficulties and career decision self-efficacy of 1315 young veterans who participated in a 5-day workshop aimed at facilitating their transition to civilian life. A pre- and post-test comparison showed that participation in the workshop reduced (d = 0.57) the participants' career decision-making difficulties (measured by the CDDQ; Gati, Krausz, & Osipow, 1996) and increased (d = 0.77) their career decision self-efficacy (measured by the CDSE; Taylor & Betz, 1983). A more advanced decision status, as reflected in the participants' Range of Considered Alternatives ( Saka & Gati, 2007), was negatively associated with participants' career decision-making difficulties, and positively associated with career decision self-efficacy. However, a more advanced decision status and the perceived effectiveness of the workshop were not associated with the decrease in difficulties and the increase in self-efficacy that resulted from participating in the workshop. The theoretical and practical implications of these findings 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.