Life Career Development Research Articles

Life-Career Re-Engagement: A New Conceptual Framework for Counselling People in Retirement Transition—Part I

New ideas and perspectives are needed to form effective counselling strategies and approaches in an effort to promote and enhance the psychological well-being of individuals in retirement transition. This article suggests that counselling in this context can be considered a special helping intervention for life-career development aiming at helping clients to explore and to acquire a sense of renewed vocation in the retirement phase of their lives. In keeping with this intent, the article proposes the new conceptual framework of life-career re-engagement (LCRE) by expanding on the work of Donald Super (1957, 1990).

Women’s Later Life Career Development: Looking Through the Lens of the Kaleidoscope Career Model

This study explores the relevance of the Kaleidoscope Career Model (KCM) to women’s later life career development. Qualitative interview data were gathered from 14 women in both the ‘‘truly’’ late career and bridge employment periods using a longitudinal design. The relevance of authenticity, balance, and challenge— central parameters in the KCM—is explored, along with the particular meanings associated with those parameters. Results demonstrate that all three parameters have relevance for older working women. In addition, as compared to studies of younger women, there were several unique meanings associated with the idea of authenticity. To a somewhat lesser extent, this was also the case with balance. The meanings of challenge were notably more consistent with those found in younger samples. Practical implications of considering the KCM parameters in reference to employee retention, combating stereotypes pertaining to age, and meeting older employees’ needs for fulfilling work are also described.

Strengthening Career Human Agency

Rooted in A. Bandura's (1982, 2001b) social cognitive theory, the notion of human agency has received considerable attention in vocational and career psychology for the last 2 decades, especially with the recent emergence of social constructivist thinking in the field. This article continues in the same direction. In reviewing the notion of human agency in the broad life-career context, the article illustrates and highlights the constructivist philosophy of human intention and action that constitutes the conceptual foundation of career human agency. Implications for career counseling are discussed with suggestions for using and enhancing agentic functioning in individuals' life-career development.

Career Development and Guidance Programs Across Cultures: The Gap Between Policies and Practices

The authors summarize the presentations and discussions contributed to the symposium International Perspectives on Career Development by members of Group 5, who considered the topic of the structure and organization of career development programs in different nations. A capsule picture of the national setting, primary goals, components, objectives, and implementation strategies is presented. Papers fell largely into 4 categories: national programs with several components; large, but more specific programs, serving a national population; smaller programs serving diverse populations; and focused programs. One theme emerged strongly from virtually every presentation: There is a gap, often profound, between policy or vision and reality. Although every nation about which participants heard had laudable policies and had made genuine attempts to assist its people with life career development, many individuals do not have access to quality, or even any, services.

Gender barriers in the legal profession: Implications for career development of female law students

To draw attention to the changes occurring in the legal profession, in general, and in law school, in particular, this analytical discussion aims at examining some of the key issues pertinent to the life career development of female students in law schools. The authors explore gender‐related psychosocial aspects, such as the differences between the career patterns of men and women. The applicability to women of key tenets from several career development theories is considered, and several specific career counseling implications and strategies, aimed at addressing the unique needs of women studying in a law school environment, are provided.

Cultural Context in Career Theory and Practice: Role Salience and Values

Career theory and practice have long emphasized person variables (e.g., abilities, needs, interests) and have only recently begun focusing on environmental variables in addressing cultural context issues. Contemporary emphasis on contextual variables reflects notable movement toward attaining cultural relevance in career theory and practice. Role salience and values, which are central to developmental perspectives on career and have been considered in other approaches, are key contextual variables that can be examined to make additional progress toward this goal. The author argues that examining the cultural dimensions of social roles and values can enrich theory and enhance practice regarding life‐career development.

How Early Is Too Early to Begin Life Career Planning? The Importance of the Elementary School Years

The relationship of early and middle childhood experiences to life career planning is discussed. Life career planning is presented as a life skill beginning in infancy. The authors present five premises on which they have based their discussion: Life career development is a life-long, spiraling process; Life career planning includes a series of sub-skills; Career awareness and career exploration form the foundation for effective life career planning; Idiosyncratic factors influence the decision-making of each person; and Child development theory (e.g., Erikson, Piaget and Vygotsky) and career development theory (e.g., Super and Gottfredson) are interrelated. Implications for practice are included.

Promoting Life-Career Development in the Student Athlete: How Can Career Centers Help?

Promoting Life-Career Development in the Student Athlete: How Can Career Centers Help?

Understanding career development: a convergence of perspectives

To conceptualise the nature of individuals' life career development, this literature review focuses on identifying three broadly defined explanations: career as life process, career as individual agency and career as meaning making. By integrating both the established and emerging theories into the analysis, a convergence of perspectives are presented to reflect some of the essential psychosocial characteristics of people's worklife and vocational enhancement. While objective career is recognized as a major component in people's life career pathway, the significant function of subjective career in the process is revisited and highlighted.

Multiple outcome evaluation of a life-career development course.

Multiple outcome evaluation of a life-career development course.

Multiple outcome evaluation of a life-career development course.

Multiple outcome evaluation of a life-career development course.

The Life Career Development Model as a Framework for Client Needs Assessment in Probation and Parole Program Development

The Life Career Development Model as a Framework for Client Needs Assessment in Probation and Parole Program Development

A Change Agent Strategy for Counselors Functioning As Consultants

The Personnel and Guidance JournalVolume 56, Issue 7 p. 14-17 A Change Agent Strategy for Counselors Functioning As Consultants Garry R. Walz, Garry R. Walz Garry R. Walz: , Professor of Education and Director of the ERIC Counseling and Personnel Services Information Center at The University of Michigan, and Libby Benjamin, Associate Director of ERIC/CAPS, have worked together since the beginning of 1974. They have published a monograph On Becoming a Change Agent, developed resource materials and conducted workshops on change agentry, and are the major authors of the Life Career Development System, a total system for implementing career development. In helping counselors enhance their effectiveness they have developed a number of competency-based training modules for staff development. He is a past president of ACES and APGA; she was formerly treasurer of Western ACES and is a past president of the Alaska Personnel and Guidance Association.Search for more papers by this authorLibby Benjamin, Libby Benjamin Garry R. Walz: , Professor of Education and Director of the ERIC Counseling and Personnel Services Information Center at The University of Michigan, and Libby Benjamin, Associate Director of ERIC/CAPS, have worked together since the beginning of 1974. They have published a monograph On Becoming a Change Agent, developed resource materials and conducted workshops on change agentry, and are the major authors of the Life Career Development System, a total system for implementing career development. In helping counselors enhance their effectiveness they have developed a number of competency-based training modules for staff development. He is a past president of ACES and APGA; she was formerly treasurer of Western ACES and is a past president of the Alaska Personnel and Guidance Association.Search for more papers by this author Garry R. Walz, Garry R. Walz Garry R. Walz: , Professor of Education and Director of the ERIC Counseling and Personnel Services Information Center at The University of Michigan, and Libby Benjamin, Associate Director of ERIC/CAPS, have worked together since the beginning of 1974. They have published a monograph On Becoming a Change Agent, developed resource materials and conducted workshops on change agentry, and are the major authors of the Life Career Development System, a total system for implementing career development. In helping counselors enhance their effectiveness they have developed a number of competency-based training modules for staff development. He is a past president of ACES and APGA; she was formerly treasurer of Western ACES and is a past president of the Alaska Personnel and Guidance Association.Search for more papers by this authorLibby Benjamin, Libby Benjamin Garry R. Walz: , Professor of Education and Director of the ERIC Counseling and Personnel Services Information Center at The University of Michigan, and Libby Benjamin, Associate Director of ERIC/CAPS, have worked together since the beginning of 1974. They have published a monograph On Becoming a Change Agent, developed resource materials and conducted workshops on change agentry, and are the major authors of the Life Career Development System, a total system for implementing career development. In helping counselors enhance their effectiveness they have developed a number of competency-based training modules for staff development. He is a past president of ACES and APGA; she was formerly treasurer of Western ACES and is a past president of the Alaska Personnel and Guidance Association.Search for more papers by this author First published: March 1978 https://doi.org/10.1002/j.2164-4918.1978.tb04659.x AboutPDF 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 onFacebookTwitterLinkedInRedditWechat Volume56, Issue7March 1978Pages 14-17 RelatedInformation

A Change Agent Strategy for Counselors Functioning As Consultants

The Personnel and Guidance JournalVolume 56, Issue 6 p. 331-334 A Change Agent Strategy for Counselors Functioning As Consultants Garry R. Walz, Garry R. Walz Garry R. Walz: , Professor of Education and Director of the ERIC Counseling and Personnel Services Information Center at The University of Michigan, and Libby Benjamin, Associate Director of ERIC/CAPS, have worked together since the beginning of 1974. They have published a monograph On Becoming a Change Agent, developed resource materials and conducted workshops on change agentry, and are the major authors of the Life Career Development System, a total system for implementing career development. In helping counselors enhance their effectiveness they have developed a number of competency-based training modules for staff development. He is a past president of ACES and APGA; she was formerly treasurer of Western ACES and is a past president of the Alaska Personnel and Guidance Association.Search for more papers by this author Garry R. Walz, Garry R. Walz Garry R. Walz: , Professor of Education and Director of the ERIC Counseling and Personnel Services Information Center at The University of Michigan, and Libby Benjamin, Associate Director of ERIC/CAPS, have worked together since the beginning of 1974. They have published a monograph On Becoming a Change Agent, developed resource materials and conducted workshops on change agentry, and are the major authors of the Life Career Development System, a total system for implementing career development. In helping counselors enhance their effectiveness they have developed a number of competency-based training modules for staff development. He is a past president of ACES and APGA; she was formerly treasurer of Western ACES and is a past president of the Alaska Personnel and Guidance Association.Search for more papers by this author First published: February 1978 https://doi.org/10.1002/j.2164-4918.1978.tb04641.xCitations: 7 AboutPDF 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 Volume56, Issue6February 1978Pages 331-334 RelatedInformation

Beyond Career Development—Life Career Development

The Personnel and Guidance JournalVolume 53, Issue 9 p. 647-654 Beyond Career Development—Life Career Development Norman C. Gysbers, Norman C. Gysbers Professor of Education College of Education at the University of Missouri—Columbia.Search for more papers by this authorEarl J. Moore, Earl J. Moore Associate Professor of Education College of Education at the University of Missouri—Columbia.Search for more papers by this author Norman C. Gysbers, Norman C. Gysbers Professor of Education College of Education at the University of Missouri—Columbia.Search for more papers by this authorEarl J. Moore, Earl J. Moore Associate Professor of Education College of Education at the University of Missouri—Columbia.Search for more papers by this author First published: May 1975 https://doi.org/10.1002/j.2164-4918.1975.tb05216.xCitations: 34AboutPDF 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 onFacebookTwitterLinkedInRedditWechat Citing Literature Volume53, Issue9May 1975Pages 647-654 RelatedInformation

Life Career Development: the Major Focus for Career Guidance Programs

Life Career Development: the Major Focus for Career Guidance Programs