Maladaptive repetition and career construction

The role of repeated maladaptive relationship patterns established early in life has been widely studied with the goal of understanding the various factors and processes that contribute to and occur during development and psychological adaptation. The effects of maladaptive patterns have also been studied with regard to the goal of guiding interventions. The present article is intended to highlight the contribution of Career Construction Theory (CCT) for the integration of the concept of maladaptive repetition into the theory and practice of career counseling. It begins with a constructivist conceptualization of maladaptive repetition and proceeds to situate this concept within the contexts of both CCT and the constructivist conception of career indecision. The article then presents a case study, discusses difficulties that arise during career decision-making, and analyzes the maladaptive cycle rupture considering the client's perspective about her transformation.     

Examining process constructs of narrative career counselling: an exploratory case study

The present article examines how the five process constructs of reflection, connectedness, meaning making, learning and agency are operationalised in a constructivist approach to career counselling, specifically a storytelling approach. This article reports on an exploratory case study of a Black South African female university student. The case study provides examples of how a career counsellor enacts these constructs and facilitates their development in a client, as well as examples of how they are evident in client dialogue and action. Insight into the process of a storytelling approach to narrative career counselling is demonstrated, from which tentative suggestions are made about how to facilitate the process constructs of reflection, connectedness, meaning making, learning and agency.     

The career resources model: an integrative framework for career counsellors

Changes in the nature of work and organisations have led to an increased need for self-directed career management (SDCM). However, there is no consensus in the literature of what constitutes SDCM and many related concepts have been proposed. Integrating previous research across different conceptualisations of SDCM, the article proposes four critical career resources which are essential for career development in the modern context: human capital resources, social resources, psychological resources and identity resources. Implications of this framework for counselling practice are presented.     

职业乐观对组织承诺、求职行为的影响:有调节的中介模型

职业乐观是影响个体职业适应的重要因素之一。尽管以往文献大多认为职业乐观是有利的,然而职业乐观的个体也会出现求职行为,导致对现有工作的专注程度降低的负面影响。为了探讨职业乐观的双刃剑效应及其边界条件,通过2个时间点问卷调查法对581名企业员工进行调查,结果发现:(1)职业乐观对求职行为和组织承诺均有正向影响;(2)易变职业生涯定向在职业乐观对求职行为影响中起中介作用,工作归属感在职业乐观对组织承诺影响中起中介作用;(3)心理授权在职业乐观对易变职业生涯定向的影响中起负向调节作用,在职业乐观对工作归属感的影响中起正向调节作用。     

Health inequality and careers

Structural explanations of career choice and development are well established. Socioeconomic inequality represents a powerful factor shaping career trajectories and economic outcomes achieved by individuals. However, a robust and growing body of evidence demonstrates a strong link between socioeconomic inequality and health outcomes. Work is a key factor explaining differences in income and lifestyle. It seems unavoidable that inequality in careers has profound consequences for health and well-being, but this relationship is largely ignored by career scholars. Some implications of health inequality for career guidance interventions are suggested.     

Publishing in Journals Outside the Box: Attaining Mainstream Prominence Requires Demonstrations of Mainstream Relevance

Primary pediatric medical care is as mainstream as any major cultural practice in the USA. Thus, publishing behavior analytic papers that pertain to problems that present in pediatric settings in pediatric medical journals is one route to mainstream relevance. With sufficient numbers of such papers, it could even lead to prominence. This article describes examples of publishing in pediatric journals and some lessons I learned from the experience. For example, (1) all child behavior problems that present in pediatric settings are of social importance but most are high-frequency, low-intensity problems that are not necessarily exotic or representative of serious pathology, and they usually respond to straightforward behavioral applications; (2) it is usually best to use a “colloquialized version of learning theory” when writing for and speaking to pediatric providers (and the families for whom they provide care); (3) pediatricians often have limited knowledge about behavior analytic research designs; and (4) when submissions are rejected by pediatric journals, the rejection can be exploited as an opportunity to educate pediatric editors and reviewers.     

Problematic,absent and stigmatizing diagnoses in current mental disorders classifications: Results from the WHO-WPA and WHO-IUPsyS Global Surveys

This study examined English- and Spanish-speaking psychologists’ and psychiatrists’ opinions regarding problematic, absent and stigmatizing diagnoses in current mental disorders classifications (ICD-10 and DSM-IV), and their perceived need for a national classification of mental disorders. Answers to open-ended questions included in WHO-WPA and WHO-IUPsyS surveys were examined using an inductive content-analysis method. A total of 3,222 participants from 35 countries were included. The most problematic diagnostic group was personality disorders, especially among psychiatrists, because of poor validity and lack of specificity. Complex posttraumatic stress disorder was the most frequent diagnosis suggested for inclusion, mainly by psychologists, to better account for the distinct processes and consequences of complex trauma. Schizophrenia was the diagnosis most frequently identified as stigmatizing, particularly by psychiatrists, due to lack of public understanding or knowledge about the diagnosis. Of the 14.4% of participants who perceived a need for a national classification system, two-thirds were from Africa or Latin America. The rationales provided were that mental disorders classifications should consider cultural and socio-historical diversity in the expression of psychopathology, differences in the perception of what is and is not pathological in different nations, and the existence of culture-bound syndromes. Implications for ICD-11 development and dissemination are discussed.     

Corruption as a challenge to global ethics: the role of Transparency International

Transparency International (TI) is a coalition of individuals that has served as a facilitator against corruption for the past 20 years. The organization first approached its task with a focus on laws concerning corruption and whistleblowing, but corruption does have the capability to win against this institution as well. TI has produced well-known initiatives such as the annual Corruption Perception Index; other formal monitoring includes the Global Corruption Barometer, the Bribe-Payers' Index, the East African Bribery Index, National Integrity Studies, and social auditors present in many nations. Diverse less-familiar initiatives noted here include integrity work in Kenyan election campaigns, monitoring of international professional sports, and integrity clubs at schools and colleges. TI is a coalition of individuals bound together by a common vision of a corruption-free world. A focus on business, a focus on integrity for those within each nation's political system and process, and a truly internationalized process are necessary for these efforts to produce a corruption-free world. The incentive that keeps states interested in acting as safe havens for corrupt persons needs to be eliminated and a new global standard of disclosure adopted.     

When do employees cross boundaries? Individual and contextual determinants of career mobility

This study investigates the joint effects of individual characteristics and the labour market on career mobility. We propose that level of education, openness to experience, and a favourable labour market relate positively to employees crossing organizational, industrial, and occupational boundaries. Management programme alumni (N = 503) provided information through an online survey about their career histories, their level of education, and their openness to experience. Additionally, we used the unemployment rate as an indicator for yearly changes in the labour market. The results of our cross-classified multilevel analysis indicate that both individual characteristics and the labour market are determinants of career mobility. Level of education had a positive effect on organizational and industrial boundary crossing, and changes in the labour market related to organizational boundary crossing. Against our assumptions, openness to experience had no effect on career mobility, and none of the predictors were related to occupational boundary crossing. Our results demonstrate the importance of investigating career mobility from a boundary perspective combined with a focus on both individual and contextual characteristics. The dominance of education compared to personality and the difficulty of explaining occupational mobility open new research avenues and yield practical implications for employees, career counsellors, and organizations.     

Exploring the links between gender,dwelling, and career orientations of African emerging adults

The study explored the socio-ecological (i.e. gender and geographical location) influences on the career orientations of emerging adults. The participants comprised a convenience sample of 159 black African South African university students (57% rural, 43% urban; 63% females, 37% males; mean age = 19.0, SD = 2.24). The emerging adults completed a career orientations inventory and also self-reported their demographics. We applied hierarchical regression analysis to predict the emerging adults’ career orientations from their gender and place of dwelling (geographical location) controlling for age. Results indicate that gender predicts interest in entrepreneurial creativity orientations for males rather than for females, and interest in service-oriented occupations for females compared to males. Geographical location predicted interest in entrepreneurial, general management, and service type of occupations for those from the rural rather than urban areas. Urban location predicted interest in technical and functional careers anchors. Career orientations among South African emerging adults appeared to be gendered and tied to place of geographical origin, suggesting social context socialisation influences.