Career Adjustment Research Articles

Evidence of construct validity for work values

Despite the importance of work values in the process of career adjustment ( Dawis, 2002), little empirical research has focused on articulating the domains represented within the construct of work values and the examination of evidence of validity for the construct has been limited. Furthermore, the larger number of work values measures has made it difficult to determine the key domains that constitute the construct. The current study sought to examine multiple measures of work values to understand domains represented within the construct of work values and to establish evidence of validity for these domains. Principal Components Analysis utilizing scores on the Minnesota Importance Questionnaire ( Rounds, Henley, Dawis, Lofquist, & Weiss, 1981), the revised edition of Super's Work Values Inventory (SWVI-R; Zytowski, 2006), and Manhardt's Work Values Inventory ( Manhardt, 1972) found that six components best explained the data. These components reflected the importance of: the working environment, having challenging work, opportunities for status and income, autonomy, organizational support, and relationships. Implications for research and practice are discussed.

Wearing someone else's shoes

This paper recounts a journey of discovery by a scientist who inadvertently takes on coordination of an ArtsHealth programme. The dynamics of role change are explored showcasing the vulnerabilities and...

The Role of Language and Career Management Self-efficacy in the Career Adjustment of Immigrant Women

The Role of Language and Career Management Self-efficacy in the Career Adjustment of Immigrant Women

How career variety promotes the adaptability of managers: A theoretical model

This paper presents a theoretical model showing how managerial adaptability develops from career variety over the span of the person’s career. By building on the literature of career theory, adult learning and development, and career adjustment, we offer a new conceptualization of managerial adaptability by identifying its behavioral, cognitive, and socio-emotional dimensions, discuss how these competencies can develop from the variety of managers’ cumulative career experiences, and propose several individual and career-related factors that moderates the relationship between managerial career variety and adaptability.

Motivational Correlates of Portuguese High Schoolers’ Vocational Identity: Cultural Validation of the Goal Instability Scale

This study examined the relevance of the Goal Instability Scale-Portuguese Adaptation (GIS-P) on the vocational identity and career certainty of 375 10th-, 11th-, and 12th-grade Portuguese high schoolers. After translating the GIS-P, confirmatory factor analysis was used to examine the factorial unidimensionality and reliability of the construct. A multitrait-monomethod correlation matrix demonstrated convergent and divergent validity with personality, career, and social constructs. As expected, the GIS-P was a stronger predictor of vocational identity than global self-esteem and differentiated those students with postsecondary plans from those who were uncertain about their plans. This research supports the cultural relevance of the goal instability construct and of motivational determinants of academic and career adjustment with Portuguese students.

Experiences and Viewpoints of Selected Women Geomorphologists From the Mid-20th Century

In 1980, as a geomorphology graduate student, I wrote to five senior women geomorphologists in North America and Great Britain requesting information regarding their careers and career experiences. At that time, the number of professionally established women in geomorphology in those countries was very small. The sample consisted of three professors (Borowiecki, King, and Morisawa), one associate professor (Macpherson), and one research scholar (Mammerickx), who had received their doctoral degrees in geomorphology between 1949 and 1966. Each responded to the request for information with a letter and a curriculum vitae. The extent to which they discussed their views regarding, and their personal experiences as, women in geomorphology in the mid-20th century varied widely, as did the amount of biographical information that each provided. Nevertheless this archive reveals some commonalities in their backgrounds, experiences, and views about women in geomorphology. Three of the respondents reported experiencing discrimination early in their careers, while two made career adjustments because of family commitments. Overall the women generally credited their success as professional geomorphologists to a deep appreciation of nature or landscape and to considering themselves as geomorphologists who happened to be women.

The role of acculturation in the career adjustment of Asian American workers: a test of Leong and Chou's (1994) formulations.

F.T.L. Leong and E.L. Chou (1994) provided a theoretical model for understanding the acculturation process among Asian Americans and applied that model to predicting the potential career adjustment problems encountered by Asians in the United States. Several of the hypotheses proposed by Leong and Chou were empirically tested in 2 separate studies. In Study 1, acculturation (R.M. Suinn, K. Rickard-Figueroa, S. Lew, & P. Vigil, 1987) was found to be positively related to job satisfaction (A.H. Brayfield & H.F. Rothe, 1951) and negatively related to occupational stress and strain (S. H. Osipow & A.R. Spokane, 1981) in a sample of 39 Asian American employees from 2 major companies who attended career development workshops. In Study 2, acculturation was found to be positively related to supervisors' performance ratings in a different sample of 27 Asian American employees. These preliminary data suggest that acculturation plays an important role in the career development of Asian Americans. The theoretical, research, and counseling implications of the findings are discussed.

Impact des Travaux de Super sur l'Éducation à la CarriÈre: Recherches et Pratiques au Québec (Canada)

Summary: Impact of Donald Super's work on career education: research and practice in Quebec (Canada).In Quebec, various concepts, instruments or aspects of Super's theory have been used to conduct research and educational experiments. We report on some of these elements that have been used to identify the vocational features and needs of young and adult subjects with regard to career education, to develop the vocational exploration strategies and to assess their efficiency. Super's vocational maturity and adult career adjustment inventories are presented including those that were adapted for our population, and those constructed on the basis of his self-concept formulations.

The role of acculturation in the career adjustment of Asian American workers: A test of Leong and Chou's (1994) formulations. .

The role of acculturation in the career adjustment of Asian American workers: A test of Leong and Chou's (1994) formulations. .

Career Compromise and Adjustment Among Non-Professional Graduate Teachers.

Career Compromise and Adjustment Among Non-Professional Graduate Teachers.

Perceptions of working climate: a study of German employees

Theories of career development urge an upward and linear progression in career adjustment and satisfaction. The results of this study of German paraprofessional employees indicated that the perceptions of their working climate were first accounted for by two separate factors comprising four negative climate components (job pressure, job dissatisfaction, poor relations with co‐workers, lack of recreation) and a separate career motivation dimension. Secondly cross‐sectional comparisons yielded significant age by gender interactions for job pressure, co‐worker relations, and lack of recreation. Women in particular appeared to be most affected by a decrease in the quality of working climate over time.

A Proposal to Apply Career Adjustment Self-Efficacy to Career Guidance

A Proposal to Apply Career Adjustment Self-Efficacy to Career Guidance

Career Choice and Adjustment Issues from a Gender Role Perspective

Career education in schools has helped to enhance the career choices of women by providing information about options and challenging gender stereotypical beliefs about the world of work. However, issues concerned with career adjustment have been neglected. It is increasingly being recognised, however, that the entry of women into new fields of work is not enough. The question is how to keep women, with their knowledge, skills and experience, in the workforce once they have entered it. This issue is the core focus of this case study.

Assessing Barriers to Women's Career Adjustment

In this article, we overview the literature on women's career barriers and identify potential external, environmental barriers and individual, socialized barriers to women's career adjustment. We describe a variety of assessment strategies and instruments that may be utilized to assess barriers to women's career adjustment. A case example is provided to illustrate the assessment process.

Minority Women and Career Adjustment

Minority women have experiences that are similar to those of minority men and White women, but their membership in two (or more) minority groups can be the source of unique challenges and stressors in the workforce. This article examines theory and research on minority women's issues with career adjustment, and uses the Theory of Work Adjustment (Lofquist & Dawis, 1991) to discuss a case of a client experiencing racism in her job.

Women's Work and Life Satisfaction in Relation to Career Adjustment

The literature on women's satisfaction and career adjustment encompasses a broad range of women's career experiences subsequent to entry into an occupation. The experiences most commonly investigated in relation to satisfaction include satisfaction in relation to work experiences and characteristics, satisfaction in relation to managing multiple roles, and satisfaction in relation to occupational transitions. Conclusions from this review include the need to use multidimensional assessments of satisfaction and to use more qualitative assessment strategies as they may be more sensitive to non-normative events than are standard quantitative approaches.

Success and Women's Career Adjustment

Women have made significant advances in their careers during the last few decades, although there are still barriers facing them in their quest for advancement. Consequently, researchers and career professionals have suggested a number of personal and organizational strategies to help women overcome these barriers and achieve greater levels of success in organizations. Nevertheless, in recent years increasingly more women have left organizations to find career success by starting their own businesses. The present paper examines some of the barriers still facing women, proposed assistance strategies, and issues relevant to entrepreneurial women. Suggestions for future research to enhance the career success of women are offered.

Current Perspectives on Women's Multiple Roles

An understanding of gender theory and processes provides a crucial framework for career assessment and adjustment regardless of how individual women may vary in their visions for occupational work and family life. Across cultures, social systems operate in similar ways to "structure the psyches of both sexes to reproduce their desired ideal types, and they do so by controlling what can be thought and felt" (Ker Conway, 1994, p. 152). This article centers around an understanding of the active processes of reproducing gender through societal language and discourses and how such processes can inhibit multiple role involvement and role sharing for women in modern dual-earner families. Two discourses particularly influential in the "doing of gender" are described, and these are referred to as the "women and men as equals" discourse and the "men as incompetent care-givers" discourse. A segment from the popular television program Dateline, provides a powerful illustrative example. Finally, ways to disrupt gender producing processes are briefly considered.

Career adjustment via reasonable accommodations: the effects of an employee-empowerment intervention for people with disabilities

The article describes an experimental approach to increasing consumer participation in the Americans with Disabilities Act's Title I accommodation request process. Specifically, participants (N = 36) completed a structured interview to identify their needs for on-the-job accommodations, received detailed information about Title I provisions, and completed a social competence training program to assist them in requesting accommodations from their employers. Results indicated that the intervention was effective in increasing knowledge of Title I provisions and behavioral activity related to requesting and implementing accommodations.

Career Development For the Language Professional

ABSTRACT Too often, foreign language professionals just let their careers happen, each academic year following the last. However, there is no reason that this should be so. Careers should be viewed as living, changeable entities. Career management is a type of self‐empowerment by which you take control of your professional life. This article includes descriptions of successful careers in language teaching as told by the professionals themselves. Suggestions for a career adjustment are offered: First: Find yourself some role models. Second: Get some advice. Third: Do a self‐survey. Fourth: Fantasize about your career. Fifth: Discuss your situation with professional colleagues. Career development issues make natural themes for meetings of foreign language organizations. Sixth: Network with others at a midpoint in their careers to turn up new possibilities, provide a source of skills training, and foster mutual support. Seventh: Read everything you can get your hands on about possible new directions. Finally, a decision about a career adjustment can often be quickly implemented.