Person-environment congruence in relation to career change and career persistence

This study examined Holland’s theoretical proposition, that personality-work environment congruence influences career stability and change, with a sample of 212 career changers (respondents who expressed an intent to change career and had engaged in preliminary career change activity) and 249 career persisters (respondents who indicated an intent to remain in their current career). Independent groups ANCOVA (controlling for age and current career tenure) indicated that career persisters scored higher on congruence than career changers, however, the effect size was within the small to medium range. Repeated-measures ANCOVA indicated, with a medium effect size, that career changers moved towards careers that were more congruent with their personality profiles than their current careers. Practical and theoretical implications are discussed.     

Fostering networking behavior,career planning and optimism,and subjective career success: An intervention study

The present study evaluated personal resource-oriented interventions supporting the career development of young academics, working at German universities within the STEM fields. The study sought to foster subjective career success by improving networking behavior, career planning, and career optimism. The study involved a quasi-experimental pre-post intervention with two intervention and two control groups (N = 81 research associates). Participants of the first intervention group received networking training; participants of the second intervention group received the same networking training plus individual career coaching. Participants of both intervention groups were female. Participants of the control groups (i.e., male vs. female group) did not participate in any intervention. As expected, path analyses, based on mean differences from pre-test to post-test, revealed an increase in career planning and career optimism within the networking plus career coaching intervention group, that was indirectly positively related to changes in subjective career success. Contrary to our expectations, the networking group training alone and in combination with the career coaching showed no effectiveness in fostering networking behavior. Results are discussed in the context of career counseling and intervention effectiveness studies.     

Career adaptability and career entrenchment

Career adaptability constitutes a resource that can help employees to effectively manage career changes and challenges. The goal of this study was to investigate the relationship between the two higher-order constructs of career adaptability and career entrenchment (i.e., the perceived inability and/or unwillingness to pursue new career opportunities), as well as relationships among the dimensions of career adaptability and career entrenchment. We hypothesized a negative relationship between overall career adaptability and career entrenchment, and more differentiated associations among their dimensions. Data for this study came from 404 employees in Brazil. Results of structural equation modeling showed that overall career adaptability weakly negatively predicted overall career entrenchment (standardized effect = − .13), after controlling for age, gender, education, and job tenure. More differentiated findings emerged at the dimension level. Future research should examine the mechanisms and boundary conditions of the relationship between career adaptability and career entrenchment.     

Constructionist career counseling of undergraduate students: An experimental evaluation

This study used a pretest–posttest control group design to examine the effectiveness of a six-session constructionist career counseling intervention (Savickas, 2011). It was hypothesized that relative to pre-intervention scores, the participants would demonstrate decreases in their indecision, anxiety, uncertainty, and insecurity about their career choices. Participants consisted of 50 undergraduates ranging in age from 19 to 25. They completed the Undergraduate Career Choice Survey (UCCS) and then were evenly divided into an intervention group and a control group. The intervention group received six sessions of constructionist career counseling. Each session was approximately 45 min with a total of 4 h, 30 min approximately for the six sessions. Both groups then took the UCCS again. Analyses of the data using t-tests revealed significant reductions in indecision, anxiety, uncertainty, and insecurity for the intervention group but not for the control group. The intervention group took the UCCS again eight weeks later. An ANOVA indicated that the reductions in indecision, anxiety, uncertainty, and insecurity were slightly yet significantly greater. Limitations and directions for further research were pointed out.     

Three faces of context and their implications for career: A study of public sector careers cut short

This paper examines the impact of context on careers. It is based on a study of senior managers in an English local authority. It offers two important contributions: first, an empirical contribution examining how context matters to individuals in their career-making in the setting of the UK public sector. Our findings point to three aspects or faces of context: proximal events, ideology and enduring structural features. The first, context as ideology, attends to meaning-making that is collective in nature, and that incorporates concepts of power, domination, subordination and resistance. Our second refers to the enduring structural features. These are on-going trends and developments, predictable and traceable over the medium to long-term which offer rules and resources, thus structuring opportunity and constraint. Finally, the third face, context as proximal events, refers to (often unexpected) contingencies that arise at particular moments. Although bounded both spatially and temporally, they can significantly impact on career decision making. The second contribution of the paper builds upon this empirical base to develop theoretical and conceptual understanding of the link between career and context, illustrating the interconnectedness of the various faces of context and the dynamic ways in which these influence career-making over time.     

Self-efficacy and successful school-to-work transition: A longitudinal study

A successful school-to-work transition is a precursor of promising career development. In the present longitudinal study we investigated whether academic self-efficacy beliefs and grades in school at the ages of 12-15 would be associated with unemployment and job satisfaction at the age of 21. We found that individuals with high self-efficacy beliefs and better grades were less likely to become unemployed and more likely to be satisfied with their jobs. The relationship between high self-efficacy and unemployment was mediated by higher career-related motivation and by less perceived application stress, measured at the time of vocational training at the age of 18. The relationship between self-efficacy and job satisfaction was primarily mediated by higher vocational congruence and less application stress. We conclude that school-based interventions targeted at increasing academic capabilities and self-efficacy would help prepare adolescents for a successful school-to-work transition.     

Modeling college women's perceptions of elite leadership positions with Social Cognitive Career Theory

The utility of Social Cognitive Career Theory (SCCT; Lent, Brown, & Hackett, 1994) for predicting college women's interests and goals for positions of elite leadership was examined with 156 undergraduate women at a public university. They completed measures of elite leadership self-efficacy expectations, outcome expectations, interests, and goals. Results supported SCCT as a theoretical framework for understanding internal factors that may contribute to women's elite leadership interests and goals. Self-efficacy and outcome expectations for elite leadership positions related positively to interests and goals for such positions, and self-efficacy and outcome expectations each contributed unique variance to the prediction of elite leadership interests. Outcome expectations partially mediated the relation between elite leadership self-efficacy and interests, interests partially mediated the relation between elite leadership outcome expectations and goals, and the combination of elite leadership interests and outcome expectations completely mediated the relation between self-efficacy for elite leadership positions and elite leadership goals.     

Achievement motivation among urban adolescents: Work hope, autonomy support, and achievement-related beliefs

Drawing upon expectancy value, hope, and self-determination theories, this study explores the contributions of work-based beliefs and autonomy support as predictors of adaptive achievement-related beliefs. Two hundred and one urban high school students who were enrolled in a work-based learning program completed measures of work hope, autonomy support, and achievement beliefs. Results from the full canonical correlation model revealed that work hope, career planning, and autonomy support shared 37.5% of the variance with achievement-related beliefs. Moreover, work hope and teacher autonomy support further contributed unique variance in explaining these beliefs. The findings contribute to the theoretical knowledge base concerning the value of work-based learning in fostering academic motivation among adolescents.     

Motivational pathways to STEM career choices: Using expectancy–value perspective to understand individual and gender differences in STEM fields

The United States has made a significant effort and investment in STEM education, yet the size and the composition of the STEM workforce continues to fail to meet demand. It is thus important to understand the barriers and factors that influence individual educational and career choices. In this article, we conduct a literature review of the current knowledge surrounding individual and gender differences in STEM educational and career choices, using expectancy–value theory as a guiding framework. The overarching goal of this paper is to provide both a well-defined theoretical framework and complementary empirical evidence for linking specific sociocultural, contextual, biological, and psychological factors to individual and gender differences in STEM interests and choices. Knowledge gained through this review will eventually guide future research and interventions designed to enhance individual motivation and capacity to pursue STEM careers, particularly for females who are interested in STEM but may be constrained by misinformation or stereotypes.     

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.