Narrative career counseling: My career story and pictorial narratives

The present article addresses the questions of what changes during narrative-informed career interventions and what prompts client reflection. We interrogated two case studies that both used the interventions of Pictorial Narratives (Taylor & Santoro, 2016) and My Career Story (Savickas & Hartung, 2012). Being heard and validated were elements that prompted client change through increased reflexivity and agency. And, reflexivity and agency were fostered by encouraging clients to consider the contrast between problem and preferred pictorials and to connect the perspective from early recollections to possibilities in a reconstructed career narrative. This pair of contrasting symbols prompted deep sense-making and new realizations that primed purposeful actions in the real world to reconstruct career and life. In addition to addressing the questions posed by the organizers, this article describes how the Pictorial Narrative methods, when used in career counseling, can been integrated with the My Career Story workbook to enhance client reflection and agency. The two case examples illustrate this unique integration of constructionist career counseling interventions.     

Creative writing for life design: Reflexivity,metaphor and change processes through narrative

To survive and thrive on the labor market of the 21st century, individuals must construct their identities in a process of meaning making, where identity is co-constructed in the form of a narrative. In order to better understand the nature and elements involved in this career-identity change process the Interpersonal Process Recall interview (IPR) method was used to examine the results of a two-day Career Writing (Lengelle, 2014) intervention. The exploration regarding what prompted changes and how reflexivity was developed, was done by having each of two participants bring in pieces written during the course and having the interviewer ask what thoughts and feelings were remembered at the time of writing. The IPR process revealed that Career Writing enables participants to first enter into feelings, then make sense of those by finding the ‘right’ words to describe them, and experience (by thinking and feeling) that their ‘new story’ makes sense on a gut level and provides meaning. This process is made possible by an internal and an external dialogue where various I-positions (voices within the self) speak and where metaphors and analogies concretely facilitate meaning making.     

国内外职业承诺研究述评

从职业与事业的区别入手,对国内外职业承诺的概念、常用的几种职业承诺量表、职业承诺形成过程以及相关模型、前因与后果变量等方面的已有研究进行回顾和分析。研究发现,职业承诺与一些重要的效果变量有比较显著的关系,如职业满意度、工作投入、工作绩效等。文章最后指出了目前存在的问题及今后努力研究的方向,如现有的职业承诺概念比较凌乱,测量工具虽然多数是参照国外的重新编制,但其适用范围比较狭窄,因此需要对职业承诺的概念进行重新整合,职业承诺量表也需要对其在信效度指标上进行深入探索     

风险偏好、信息完整性对职业决策信息加工的影响

本研究旨在探讨个体风险偏好如何影响信息加工过程;同时呈现信息的完整性是否影响个体信息加工过程。以31名正在求职的大学生为被试,探讨了他们在信息板上进行职业决策的信息加工过程。结果显示：(1) 低风险偏好者比高风险偏好者更关注与概率相关的线索;(2) 当信息不完整时,个体在决策中增加了对概率相关线索的关注;(3) 信息完整性对个体决策信息加工过程并未产生显著的影响。     

无边界职涯背景下的离职:重回决策者中心

离职曾被视作组织中的"问题"而受到学术界的重视。传统离职研究更关注通过改变员工的态度来减少离职,进而降低离职对组织产生的负面影响,具有鲜明的组织立场。然而离职的本质是员工个体的决策。无边界职业生涯背景下,面对更加多样化的生涯选择,员工在离职决策中的主体性更加凸显,离职研究需要重回决策者中心,重新聚焦决策者:(1)以决策者为中心探讨离职影响因素;(2)探讨决策者制定离职决策的内在过程;(3)关注员工离职的实际行为及后果。     

The Relationship Between Career-Related Antecedents and Graduates’ Anticipatory Psychological Contracts

Purpose  The purpose of this study was to investigate career-related antecedents of graduates’ anticipatory psychological contracts. Design/Methodology/Approach  A survey was filled out by a sample of 722 graduates addressing questions on career strategy, individual career management, work importance, and beliefs about employer and employee obligations. Findings  Graduates with a high score on careerism, who are engaged in a high level of individual career management and with management ambitions, reported a higher level of employer obligations and a higher level of employee obligations related to flexibility and employability. Implications  This study adds to the literature by addressing the initial stage of psychological contract formation, taking place in the anticipatory socialization stage. The obligations that are salient in graduates’ pre-employment beliefs are likely to affect their psychological contracts after organizational entry. Moreover, depending on their career goals and other career-related factors, graduates approach their future employment relationship with different beliefs about what they should contribute and what they will receive in return. Employers may use these findings when working out recruitment strategies for young graduates. They also provide input for actively managing the expectations of new hires. Originality/Value  Most studies on psychological contracts addressed the relationship between employees’ psychological contract evaluations and subsequent attitudes and behaviors. Only recently scholars have started to address the topic of psychological contract formation. This study adds to this line of research by addressing the pre-employment stage. It also adds to the literature by addressing the relationship between career-related antecedents and psychological contracts.