Career Self-efficacy Beliefs Research Articles

Future time orientation, life projects, and career self-efficacy of unemployed individuals.

This study examined the relationship between two variables of the psychological future [future time orientation (FTO) and life project (LP)] and their relationship with career self-efficacy in unemployed individuals. Participants were 216 unemployed adults (151 women, 65 men), aged from 18 to 67 years old (M = 42.8, SD = 10.57), who responded to measures of distance and impact of future time orientation, identification and involvement in life project and career exploration and decision-making self-efficacy. Results of latent mediation analysis and correlational analysis indicated that there is a direct effect between FTO and LP, but also an indirect (i.e., mediating) effect between them through career self-efficacy beliefs. These findings suggest that unemployed individuals with a stronger sense of future time orientation are more likely to identify and engage with their life projects, and that this organization of their life projects is mediated by their levels of career self-efficacy. Overall, the study provides important insights into the psychological factors that can impact the careers behaviors of unemployed individuals, as well as on the characteristics of career psychological interventions with this public.

Abusive Supervision and Career Adaptability: The Role of Self-Efficacy and Coworker Support

ABSTRACT Recent literature on abusive supervision has suggested its negative impact on a number of work outcomes. However, we still have little knowledge about the impact of destructive leadership on employee career outcomes. Drawing on social cognitive theory (SCT), we propose that abusive supervision challenges employee career adaptability by damaging career self-efficacy beliefs in the workplace. Three-wave data collected from 287 employees working in different organizations situated in China has shown that abusive supervision is negatively related to employee career adaptability through career self-efficacy. Moreover, coworker support was found to buffer the association between abusive supervision and career adaptability such that the relationships are weaker at higher levels of coworker support. Implications for researchers and practitioners and research directions for the future are discussed.

Gendered Narratives and Linguistic Force Dynamics: Influencing Career Paths of Women

This paper examines the career choice narratives and their possible impact on female adolescents’ career constructs and academic aspirations in the Kasur district. The study presumes that narratives, integrated with socio-economic factors have the potential to influence career trajectories of female youth. Considering language structure as central to the system of interaction (Giddens, 1986), it takes Cognitive linguistic approach to CDA (Hart, 2014) and analyses how linguistic force-interactive patterns can influence female students’ career self-efficacy beliefs, outcome expectations and goals. The results reveal that social actors, with their linguistic choices, become a source of enablement or dissuasion for females’ career path. The research allowed young women to voice their feelings and remove barriers to better understanding their academic/professional competence; the findings are helpful to contextualize career guiding discourse.

Do personality traits and personal values predict career efficacy and career progression of successful political women? An exploratory study

Women constitute slightly more than half of the world population, yet they represent just 24 % of all the legislators in parliaments in all the world. Personality theorists have suggested that in this era of personalization of politics dispositional characteristics of politicians may contribute to political success. We need more empirical studies which explore whether some dispositional variables favor women’s political career progression and efficacy. The main aim of our research was to examine the extent to which the five factors of personality and the personal values account for political career self-efficacy beliefs and career progression, among women elected at the Italian National parliament. A tied comparison of traits and values revealed that personality traits “trumped” personal values in the prediction of political career efficacy. Our results indicate that extraversion was the best predictor of perceived efficacy beliefs. Conservation and extraversion were the main predictors of women’s career progression. Our findings attest, moreover, that the relationship of extraversion and conservation with career progression was partially accounted by the empowerment efficacy dimension of career efficacy.

A Study on Career Self-Efficacy Beliefs on Career Exploration among Students (With Special Reference to MBA Students in Tiruchirappalli District – Tamilnadu)

A Study on Career Self-Efficacy Beliefs on Career Exploration among Students (With Special Reference to MBA Students in Tiruchirappalli District – Tamilnadu)

Influence of career self-efficacy beliefs on career exploration behaviours among TVET college students in Wollega zones town

The purpose of this study was to determine the extent to which influence of career self-efficacy beliefs on career exploration behaviour of TVET college students. A total 238 TVET college students from the three Wollega Zone were selected using multistage sampling methods. The instrument of data collection was self- report questionnaire were career self-efficacy adapted (Nasta, 2007), and Career Exploration behaviour (Stumpf et al., 1983). Data was analyzed using Pearson correlation for career self-efficacy beliefs and career exploration behaviour, and regression analysis used to predicate influence of career self-efficacy on career exploration behaviour. Result of research indicated that career self-efficacy sources were positive influenced and statistical significantly correlated with career exploration behaviour(r= .408, P<.01). The career self-efficacy has positive and strong statistically significant association with past performances accomplishment of the students (r= .752, P< .01). However, it was statistically significant and has weak relationship with career exploration behaviour (r= .214, P<.05).Verbal persuasion is more significant association (r = .555, P<.01) to career exploration behaviours than other sources. Multiple liner Regressions analysis shows that, approximately 17% of variance in the career exploration behaviour was significant prediction by career self-efficacy beliefs. In conclusion, career self-efficacy a belief is positively influenced career exploration behaviour among TVET college studentsKeywords: TVET college Behaviour Western Ethiopia Career Exploration

The Effect of Rational Emotive Behavior Therapy on Irrational Career Beliefs of Students of Electrical Electronics and Other Engineering Trades in Technical Colleges in Nigeria

Irrational beliefs are factors that can explain students’ emotional and/or pragmatic problems. Irrational career beliefs are career myths, maladaptive cognitions and inaccurate beliefs regarding career and the work world which impact negatively on career decision-making. The present research investigated the effectiveness of rational emotive behavior therapy (REBT) on irrational career beliefs of students of electrical electronics, automobile trade, building/woodwork and mechanical trades in technical colleges in Nigeria. Using a pretest–posttest control group, 173 participants were assessed quantitatively at four time points. One-way ANOVA, repeated-measures ANOVA and paired sample t test were utilized for analysis of data. Posttest results indicated that the irrational career beliefs of the REBT participants declined significantly compared to a waitlist control group. Furthermore, results of both 3- and 6-months follow-up evaluations showed that the significant reduction in irrational career beliefs of the REBT participants was maintained. Therefore, supporting interventions which aim to promote functional career beliefs and thoughts among the citizens, beginning from the early school years to the graduate school level and in the workplaces, should be considered a top policy issue in Nigeria. Further studies are needed to examine whether exposing students to an REBT program can lead to less anxiety related to career decision-making and improved career self-efficacy beliefs.

Hope as a Resource for Self-Directed Career Management: Investigating Mediating Effects on Proactive Career Behaviors and Life and Job Satisfaction

Hope is increasingly recognized as an important psychological resource for career development, yet the empirical research on its functioning in this domain is sparse. This paper describes an investigation of how dispositional hope is related to career decidedness, career planning, and career self-efficacy beliefs and whether these more proximal career attitudes mediate the effects of hope on proactive career behaviors, life satisfaction, and job satisfaction. This investigation was conducted using two independent samples of university students (N = 1,334) and working professionals (N = 233). The results showed that in both samples, hope was significantly related but empirically distinct from career variables. In both samples, hope had a direct effect on proactive career behaviors, partially mediated by more career planning. Hope had significant direct and indirect effects on life satisfaction among students, mediated by the three career development attitudes. Although hope was significantly correlated with job satisfaction among employees, no direct effect of hope was found in the mediation model, but an indirect effect through career decidedness was found. The results suggest that hope is an important resource for proactive career development at different career stages and that the positive relation of hope to life and job satisfaction can partially be attributed to the positive relation between hope and favorable career development attitudes.

The Career Engagement Scale

Careers today increasingly require engagement in proactive career behaviors; however, there is a lack of validated measures assessing the general degree to which somebody is engaged in such career behaviors. We describe the results of six studies with six independent samples of German university students (total N = 2,854), working professionals (total N = 561), and university graduates ( N = 141) that report the development and validation of the Career Engagement scale—a measure of the degree to which somebody is proactively developing his or her career as expressed by diverse career behaviors. The studies provide support for measurement invariance across gender and time. In support of convergent and discriminant validity, we find that career engagement is more prevalent among working professionals than among university students and that this scale has incremental validity above several specific career behaviors regarding its relation to vocational identity clarity and career self-efficacy beliefs among students and to job and career satisfaction among employees. In support of incremental predictive validity, beyond the effects of several more specific career behaviors, career engagement while at university predicts higher job and career satisfaction several months later after beginning work.

Are Success Learning Experiences and Self-Efficacy Beliefs Associated With Occupational Interests and Aspirations of At-Risk Urban Youth?

To help increase access to educational and occupational options for a growing yet underrepresented population of low-income, culturally diverse, urban middle school students, we need to increase our understanding of important factors in their career development. The results of this study supported some applications of Krumboltz’s social learning theory to at-risk urban youth and found (a) a significant and positive association between participants’ success learning experiences and their expressed occupational interests, and (b) a positive association between their career self-efficacy beliefs and inventoried occupational interests. However, no association was found between participants’ success learning experiences and their highest or most ideal occupational aspirations. Further research with methods and measures that are reliable and validated with this population is needed to replicate the results of this study. In turn, career counselors might use this understanding to better design effective interventions for at-risk diverse urban youth.

Cross-Cultural Perspectives on Career Assessment

The authors present an overview of the discussion and presentations that took place concerning techniques and assessment in educational and vocational guidance at the recent symposium International Perspectives on Career Development. Two topics were examined. The 1st focused on the theoretical foundations of and psychometric issues in career assessment. The 2nd focused on the practice of career assessment and the use of career measures, particularly in cultural contexts for which the measures were not originally developed. Participants in the 2004 symposium, International Perspectives on Career Development, that was sponsored by the International Association for Educational and Vocational Guidance and the National Career Development Association explored issues and outcomes that differentiate career development practices in different nations. One of the designated discussion groups focused on issues of techniques and assessment in educational and vocational guidance. In this article, we report on the general discussion and specific presentations of participants from eight countries: Canada, China, Croatia, Portugal, South Africa, Switzerland, the United Kingdom, and the United States. The discussion and presentations on techniques and assessment in career psychology addressed a wide range of issues that can be grouped into two main areas: the development of career measurement and the practice of career assessment. The first area explored both the theoretical foundations of career assessment and the psychometric issues in test development. The discussion on the practice of career evaluation and assessment focused on the issues of qualitative and quantitative career assessment and the use of career tests in cultural contexts for which they were not originally developed. These two areas of discussion and presentation are described below. They are followed by a summary of the group's conclusions concerning career assessment. The Development of Career Assessment The broader level of group discussion and individual presentation initially focused on the nature of career assessment and the definition of culture. Defining the terminology seemed a logical step in setting parameters for the group's discussion. A core issue that emerged was whether career assessment is psychological or psychosocial in nature. Glavin (2004; the third author of this article) differentiated between psychological tests, which represent an internal measurement of a specific personality trait, type, or competency, and psychosocial tests, which measure an individual's ability to adapt to the environment. He argued that career measures should be considered psychosocial tests in that they are based on assessing relationships between social factors and the individual. As such, career tests measure an individual against externally defined goals, such as career maturity, career adaptability, life role salience, and career self-efficacy beliefs. This discussion of the definition of career tests was pivotal to the ensuing discussions. At the core of this debate was Glavin's viewpoint that the constructs measured by career tests are not endogenous to all human beings. If one accepts this argument, then career constructs are not universal and, consequently, should not be generalized across cultural groups. It could be argued that subsequent presentations offered considerable support for this differential definition of assessment. For instance, Rossier (2004) reported on the cross-cultural equivalence of several personality inventories in frequent use. Rossier's paper examined personality traits in Burkina Faso, a sub-Saharan African country, and in Switzerland. His results indicated that the structural equivalence of tests is affected by the theoretical differences on which the tests are based. More specifically, when tests are based on theories that ascribe the origins of traits as biologically based (such as McCrae & Costa's, 1999, five-factor theory), then partial and full structural equivalence can be observed across cultural groups. …

Relationship Between a Feminist Approach to Career Counseling and Career Self‐Efficacy Beliefs

To determine whether liberal feminist and conventional approaches to career counseling might differentially affect women's career self‐efficacy beliefs, 40 college women heard audiotapes of career counseling and provided ratings of their own career self‐efficacy. Analysis supported the suggestion that a feminist approach to career counseling can have a significantly more positive effect on career self‐efficacy than a conventional approach. This was true for ratings on the category of nontraditional careers as well as for overall career self‐efficacy ratings.

Development and Use of the Task-Specific Occupational Self-Efficacy Scale

This article presents the rationale for the development of a skill- oriented career self-efficacy scale. It is believed that self-perceptions of these career self-efficacies at a skill-specific level can enable us to better study and understand the role of career self-efficacy beliefs in the career assessment and career development process. The procedures followed in the development of the instrument are described, along with a number of studies that have investigated various psychometric attributes of the instrument. Limitations, suggestions for improvements, and potential applications are also discussed.

Applying Social Cognitive Theory to Career Counseling: An Introduction

The Career Development QuarterlyVolume 44, Issue 4 p. 307-309 Applying Social Cognitive Theory to Career Counseling: An Introduction Robert W. Lent, Robert W. Lent Guest Editor, Special SectionSearch for more papers by this authorSteven D. Brown, Steven D. Brown Guest Editor, Special SectionSearch for more papers by this author Robert W. Lent, Robert W. Lent Guest Editor, Special SectionSearch for more papers by this authorSteven D. Brown, Steven D. Brown Guest Editor, Special SectionSearch for more papers by this author First published: June 1996 https://doi.org/10.1002/j.2161-0045.1996.tb00447.xCitations: 13AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Citing Literature Volume44, Issue4June 1996Pages 307-309 RelatedInformation

The Influence of Psychological Separation and Parental Attachment on the Career Development of Adolescent Women

This study explored the contribution of psychological separation and parental attachment to constructs related to the career development of 282 adolescent women. Results of a canonical correlation analysis suggested that high school women who experienced similar attitudes to mother, reliance on mother for assistance in daily functioning, conflictual feelings toward mother, and freedom from the need for approval, closeness, and emotional support from father evidenced very strong career self-efficacy beliefs and moderate levels of both career orientation and realism. Thus, this study indicated that young women who experienced attachment to their mothers and were moving toward independence were interested in pursuing a career, selected careers which were mostly consistent with their ability, and felt highly efficacious with regard to choosing a career. Continued attention to the career development of young women over time is critical in order to further differentiate among the individual, relational, and societal variables that promote healthy career development as well as occupational success and satisfaction for women.

The role of goal instability and career self-efficacy in the career exploration process

This study sought to ascertain why individuals engage in exploratory activity in late adolescence and early adulthood. A review of the relevant career development and human motivation literatures suggested that goal-directedness and career self-efficacy beliefs would be predictive of environmental and self-exploration. Measures of goal instability, career decision-making self-efficacy, and environmental and self-exploratory activity were administered to 106 college students. A canonical analysis was conducted, yielding one significant canonical root that accounted for 37% of the variance between canonical composites. A close examination of this root suggested that self-efficacious beliefs about career decision making and, to a somewhat lesser extent, goal-directedness are associated with environmental and self-exploration. These results were related to theory, research, and practice on the career exploration process.