Abstract
The purpose of this study is to develop and validate a competency model for career consulting. To achieve this, the current status and scope of career development consulting were first examined, and existing competency models in professional fields related to careers were reviewed. Specifically, we developed a draft competency model for career consulting by reviewing the competency models of traditional career counseling, which has established authority in supporting individuals in achieving their career goals, and the relatively recently recognized competency models in the field of career coaching. To analyze the competency model’s validity, data was collected from 168 career development consultants at a public agency that implements employment and labor policies. Based on exploratory factor analysis, 27 questions were selected to measure a total of 6 factors, and the final competency model for career counseling was constructed. In addition, by analyzing the correlation between self-measured competency levels and job performance using the competency model, the criterion-related validity of the career counseling competency model defined in this study was confirmed. Based on the above results, we propose the utilization and implication of this study.
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