Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes

We examined the constructs underlying the Career Maturity Inventory-Adaptability Form (CMI-C) and the Career Adapt-Abilities Scale (CAAS). Data from 852 university students indicated that the second-order factors for both scales correlate .43, suggesting that they measure different yet related constructs. All three subscales of the CMI-C correlate most with the “concern” subscale of the CAAS rather than with the corresponding subscale. It appears that the CMI-C is a measure of particular career adaptability for choosing a career whereas the CAAS is a global measure of career adaptability for dealing with all of the tasks of vocational development across the life span. Regression analyses show that the CMI-C does not add to the prediction of boundaryless mindset and protean career attitudes over the CAAS. Relationships between the CMI-C and CAAS with entrepreneurial, professional, and leadership career motivation profiles showed that the CAAS is more strongly related to boundaryless mindset and protean career attitudes, while the CMI-C appears to relate to more traditional (professional and leadership) career motivations.     

Are support and social comparison compatible? Individual differences in the multiplexity of career‐related social networks

Social networks are crucial for helping people in their careers. Moreover, social identity is reflected in and influenced by individuals’ networks. To date, there is little knowledge on how these different functions of networks might interact. A survey in which 450 individuals provided information on 2,499 contacts in their social networks indicated both multiplexity and segmentation in networks. Contacts tended either to provide psychosocial support only or to provide instrumental support and serve as a standard for social comparison. The segmentation was stronger for individuals with an independent career orientation than for promotion‐oriented individuals. These findings contribute to the literature on social networks and careers by providing insights into how career orientation affects the multiplexity in career‐related social networks.     

Applying the Chaos Theory of Careers as a Framework for College Career Centers

The chaos theory of careers (CTC; Pryor & Bright, 2011 ) has emerged as a career development theory to describe the reality of career development and account for the changing nature of work in the 21st century. Integrating CTC into a coherent framework accessible to practitioners is an ongoing process. In recent years, CTC has gained traction within some college career centers. Although techniques and interventions have been discussed to address some of the primary issues, no overarching framework has been conceptualized. This article proposes a model to conceptualize CTC in an accessible framework for college career centers, students, and beyond.     

Academic promises and family (dis)enchantments: clues for guidance and counselling in higher education

Family has an undeniable influence upon the career construction of higher education (HE) students, since it is a primary source of their socialisation. This article presents a qualitative analysis of 30 interviews conducted with first-year students, aimed at understanding the relationship between family sociocultural status and career choice and the perceived meaning in the family of the enrolment of one of their elements in HE. Results show that HE students came mainly from economic, cultural and social upper classes. It was a ‘logic path’, for who would inherit in the adult age, not only the economic capital, but also the relational capital. The educational and economic resources of the students' families are key factors in the choice to pursue HE studies, rather than the professional world.     

Flexible job search behaviour among unemployed jobseekers: antecedents and outcomes

The interest in flexible job search behaviour (FJSB) among unemployed jobseekers, i.e., the extent to which jobseekers also look for jobs that deviate from their studies and earlier work experience, has grown considerably in recent years. Yet, there is large disagreement on both its consequences and drivers. Career scholars as well as policymakers believe that FJSB is important for unemployed and can improve their employment prospects. However, evidence from human resource (HR) literature raises doubts whether FJSB can enhance re-employment success. Similarly, whereas the career literature links FJSB to positive attitudes, such as career adaptability, the HR literature suggests that people searching flexibly may feel pushed into this behaviour due to more negative reasons, like few labour market perspectives. The aim of this study is examining these opposing expectations. We focus on three FJSB types: flexibility with respect to pay/hierarchical level, skill use and commuting time. Hypotheses are tested using two-wave data with 672 unemployed. Results indicate, among others, that career-adaptable people are not inclined to search more flexibly. In addition, FJSB may in certain cases hamper people’s re-employment likelihood. People searching more flexibly also more often became underemployed and as such experienced a more negative job quality.     

Young emerging adults’ graduateness and career adaptability: Exploring the moderating role of self-esteem

This study investigated the moderating role of self-esteem on young emerging adults’ in their school-to-work transition phase of graduateness skills and career adaptability. A non-probability convenience sample (n=332) of undergraduate black (98.5%) and female (62%) young emerging adults (18–29 years) at a Further Education and Training (FET) college in South Africa participated in the study. Participants completed the Culture Free Self-esteem Inventory for Adults (CFSEI 2-AD, Battle, 1992 Battle, J. (1992). Culture-free self-esteem inventories for children and adults. Texas: Pro-Ed. [Google Scholar]), the Graduateness Skills and Attributes Scale (GSAS, Coetzee, 2010 Coetzee, M. (2010). Exploratory Factor Analyses of the Graduateness Scale and the Employability Attributes Scale. Pretoria: Unpublished research report. University of South Africa. [Google Scholar]) and the Career Adapt-abilities Scale (CAAS, Savickas &; Porfeli, 2012 Savickas, M. L., &; Porfeli, E. J. (2012). Career Adapt-Abilities Scale: Construction, reliability and measurement equivalence across 13 countries. Journal of Vocational Behavior, 80(3), 674–679. doi: 10.1016/j.jvb.2012.01.011[Crossref], [Web of Science ®] , [Google Scholar]). Hierarchical moderated regression analysis indicated significant interaction effects between self-esteem and overall graduateness, lifelong learning and global/moral citizenship skills and attributes in moderating overall career adaptability. The relationship between the participants’ graduateness skills and attributes (overall graduateness, global/moral citizenship, and lifelong learning) and their career adaptability was significantly stronger when their self-esteem was high than when their self-esteem was low. The finding suggests self-esteem to influence self-perceived graduateness skills and career adaptability in emerging adults.     

The exploratory and confirmatory factor analyses of two subjective career success instruments

This study investigated the psychometric properties of two subjective career success instruments within the South African context: Perceived Career Success (PCSS: Gattiker &; Larwood, 1986 Gattiker, U. E., &; Larwood, L. (1986). Subjective career success: A study of managers and support personnel. Journal of Business and Psychology, 1(2), 78–94. http://dx.doi.org/10.1007/BF01018805[Crossref] , [Google Scholar]) and Life Success Measures Scale (LSMS: Parker &; Chusmir, 1992 Parker, B., &; Chusmir, L. H. (1992). Development and validation of a life-success measures scale. Psychological Reports, 70(2), 627–637. http://dx.doi.org/10.2466/pr0.1992.70.2.627[Crossref], [Web of Science ®] , [Google Scholar]). Data were collected via a convenient sample of 708 South African Police Services (SAPS) personnel (females = 36.8%; Sotho language = 62.50%). Exploratory factor analysis (EFA) was conducted on both instruments, followed by confirmatory factor analyses (CFA). Both instruments showed acceptable construct validity and reliability of scores.     

The transnational experience of sport psychology practitioners from training to practice

ObjectiveDespite a growing body of literature examining the migratory experiences of athletes, limited attention has been paid to the migratory experience of sport psychology practitioners (SPPs). This study explores SPPs’ experiences of transnational migration; specifically, for those who expatriated to receive their training and repatriated to begin their professional careers.DesignAdhering to consensual qualitative research methodology, we conducted a qualitative study using semi-structured interviews.MethodsFollowing criterion-based sampling, we interviewed six female and four male SPPs who worked in academic (n = 3), applied (n = 3), and governmental (n = 4) environments. We used an analytical procedure encompassing concurrent deductive and inductive processes.ResultsParticipants described their motivations for expatriation and repatriation. They shared the challenges and benefits they faced throughout their transnational experience, recognizing the value that this experience brought to their lives. In most cases, SPPs shared how their training abroad became a professional advantage, once repatriated. They also described how the process of repatriation was more challenging than expected due to personal and professional difficulties.ConclusionsParticipants highlighted the positive influence that their transnational experience had in their personal and professional lives. Their transnational experience helped them grow personally and professionally, and provided them with professional advantages. However, our participants’ stories also highlighted systematic barriers that professional organizations could address to facilitate the transnational experience of practitioners, which would subsequently enhance the cultural growth of the field. Recommendations for professionals engaging in similar transnational experiences are discussed.     

Parents about parenting dual career athletes: A systematic literature review.

ObjectivesTo establish the scientific literature on the parents’ view as supporters of dual career (DC) athletes, and to highlight practical implications for the development of education programmes to empower parents in this role.Methodology: The systematic literature review included four electronic databases, from which 438 articles published in English between 1999 and 2019 were retrieved.ResultsA total of 14 studies achieved the eligibility criteria (i.e., focus on DC, involving parents as participants) for inclusion. Results show that the 14 studies included in the review were characterised by sample sizes <15 to >50 parents of individual and/or team sports athletes, involving data collection based on interviews, semi-structured interviews focus groups, questionnaires and a survey. A thematic synthesis highlighted a two primary constructs: the individual level and the inter-individual level, respectively. The individual level comprised two main themes: Approach to both Sport and Education, and Stressors and Coping, which included five aspects of parenting. The inter-individual level presented three themes: Relationship with the Athlete; Relationship with the Sport Environment and Relationship with the Academic Environment.ConclusionsFindings highlighted a relevant parental role in supporting DC athletes and partial information on parental support strategies. In conclusions, the limited sample size and typology of sports, and the partial representativeness of countries have impacted the global application of the main findings. Furthermore, the need of an educational programme for parents and the need of regular parents-athlete-teacher/coach engagement were considered crucial to facilitate successful parental interventions at academic and/or sports levels and to limit the potential negative effects of DC parenting.     

使命感的影响效果

使命感(calling)作为一个前沿主题, 近年来受到理论界和实务界的广泛关注。根据PRISMA申明推荐的文献搜索流程, 保留国内外使命感的影响效果相关文献, 对这些文献进行系统梳理和分析, 总结出使命感影响效果的三种变量类型：职业心理与状态、职业技能与能力以及职业过程与产出。未来研究应进一步探索使命感消极影响, 关注双刃剑效应; 分析使命感文化差异, 探讨跨文化比较效应; 构建使命感团队模型, 延伸研究层次; 追踪使命感变化, 构建动态模型。