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.     

Applying the social cognitive model of career self-management to career exploration and decision-making

We present two studies applying the social cognitive model of career self-management (Lent & Brown, 2013) to career exploration and decision-making outcomes in college students. In the first study (N = 180 college students), we developed a new, brief measure of career exploration and decision-making self-efficacy for use in subsequent model testing. The measure yielded two factors, decisional self-efficacy and coping efficacy, with adequate internal consistency reliability estimates. The decisional self-efficacy factor related strongly to an established measure of career decision self-efficacy and produced theory consistent relations with measures of outcome expectations, social support, conscientiousness, exploration goals, prior engagement in career exploration, decisional anxiety, and level of career decidedness. In the second study (N = 215 college students), we re-examined the factor structure of the new self-efficacy measure and used it to assess the tenability of the self-management model in a path analysis predicting exploration goals, decisional anxiety, and career decidedness. The model fit the data well overall, though certain predictors were linked to the criterion variables only indirectly via mediated pathways. Implications of the findings for the social cognitive model as well as for future research and practice are considered.     

未来工作自我:概念、测量及其相关研究

未来工作自我是一个未来导向概念,反映的是个体关于工作希望和抱负的未来形象的表征,是可能自我在工作领域的应用,为理解人们的主动职业行为提供了新视角。未来工作自我具有清晰度和详细度两个属性,并与职业可能自我存在区别。目前,研究证实:自尊、主动性人格和职业探索能够预测未来工作自我;未来工作自我又会影响主动职业行为、求职结果、创造力和工作绩效。未来研究可以关注:未来工作自我的弹性和易得性、认知的预测作用、情感的中介作用、领导风格的调节作用以及干预研究。     

工作使命感:一个正在复苏的研究课题

将工作看成是使命(view work as calling)一直被人类社会文化所倡导。近年来,使命感成为西方学术界的研究热点。西方学者围绕使命感的概念内涵、测量以及对在职人员的主观幸福感、工作态度与行为的影响进行了大量研究。使命感的未来研究议题应当在:探讨使命感的来源;从正面和负面继续探讨使命感的影响效果;考察使命感的前因变量。关于研究方式方法,未来研究应当:强化理论导向、强化纵向和跨层次研究、开展本土化研究。     

Training and development for career management and talent development in wholesale and retail industry in South Africa

The study investigated ways to achieve sustainable career management as well as talent management for employees of a wholesale and retail industry operating in the city of Polokwane, South Africa. Employees (n = 85; females = 47%) completed a questionnaire on their perceptions and experiences of the use of training and development activities to support career management and talent development in their organisation. Data were analysed to predict the extent to which aspects of career management and talent development were explained by training and development within the work setting. Findings from the regression analysis indicate significant effects of the frequency of training needs assessment on career and talent management effectiveness. Significant effects of induction, career-focused job rotation practices, provision of mentors on career and talent development effectiveness are also shown. Career-focused training programmes and development variables appear to have a complementary effect on career management and talent management effectiveness.     

Emotional Intelligence and Career Decision‐Making Self‐Efficacy: Mediating Roles of Goal Commitment and Professional Commitment

This study is the first to examine the mechanism of the relationship between emotional intelligence (EI) and career decision‐making self‐efficacy (CDMSE) and the moderating role of gender in relevant mechanisms. Analyses of 185 Chinese university students showed that EI could influence CDMSE through goal commitment (GC) and professional commitment, and male students exhibited a stronger relationship between EI and GC compared with female students. This study introduces a new perspective for career development research by establishing a mediation‐based emotion–career framework and provides deeper insights for career counselors to assist clients in career decision processes.     

Creativity in Early and Established Career: Insights into Multi‐Level Drivers from Nobel Prize Winners

The freedom to try new things plays a vital role for employees engaging in creative endeavors. This freedom can be influenced by one's relationship with her supervisor, relationship with her team, and various work pressures. One of the first steps to reaching creative output is to have a playful attitude toward work where there is encouragement and processes that allow individuals to take risks and try new things. However, we argue that what allows someone to try new things earlier in their career and when they are more established might be different. Noteworthy progress has been made in conceptualizing the multi‐level factors that are important for creativity. In the current study, we identified variables associated with a willingness to try new things, part of the exploration phase of creativity, and divided them by the early and established careers of 59 Nobel Prize winners. Using a historiometric approach, we rated individual and team‐level variables to identify what makes someone try new things either earlier or later in her career. Findings indicate that willingness to try new things is related to autonomy, the relationship with one's mentor, team climate, and team network, but not to personal initiative.     

Careers guidance and social mobility in UK higher education: practitioner perspectives

This paper reveals findings from a small-scale research project which explored how university careers advisers experience their role in guiding clients within a labour market where barriers to social mobility prevail. The research discovers that advisers' daily work gives them a depth of insight into social mobility. The professional turbulence in which advisers operate and the evolution of their role from in-depth work to a focus on breadth is chronicled. University environments vary with regard to the scope advisers have to impact lives, but a strong set of values anchors them. Recommendations are made with regard to how high quality careers information, advice and guidance can support social mobility for traditionally disadvantaged students into the labour market.     

Professionalism in career guidance and counselling – how professional do trainee career practitioners feel at the end of a postgraduate programme of study?

This paper explores the extent to which students on a vocational postgraduate programme identify with characteristics and competences that define a professional career guidance and counselling practitioner. Literature suggests professionalism in careers work is characterised by a focus on the needs of the client with the practitioner in a facilitative role. Competences are often couched in developmental terms, with practitioners moving from inexperienced to experienced. Students identified the most valued characteristics as adherence to professional values and ethical standards with an emphasis on person-centred practice. They recognised that competence was a developmental process, characterising themselves as at an early stage on completion of their course. Supporting the client took precedence over issues such as advocating for the profession, supporting employers and social responsibility. Generally, students saw completing a programme of study either as a beginning to a process of development of professionalism or as part of their professional development.