Social Cognitive Model Of Career Self-management Research Articles

Exploratory actions as mediators of the association between career exploration self-efficacy and decisional outcomes: Does exploration type matter?

This study used a short-term longitudinal design to test the social-cognitive model of career self-management's (CSM) theorized pathway in which exploratory actions mediate the association between career exploration self-efficacy and decisional outcomes. The study clarifies the role of exploratory actions in the decision-making process by distinguishing between self-exploration and environmental exploration. College students ( N = 136; 77% female; mean age = 18.71 years [ SD = 1.19]; 47% with undeclared majors) completed an online survey assessing self-efficacy for self-appraisal and self-efficacy for obtaining occupational information. A month later, they reported the frequency of their engagement in self-exploratory and environment-exploratory actions over the past month and completed measures of two decisional outcomes reflecting readiness to make career decisions (vocational identity and need for additional occupational information). The CSM's mediational pathway was supported with respect to self-exploration but not environmental exploration. I discuss implications for the CSM model and for career-development interventions.

Social-cognitive predictors of career exploration and decision-making: Longitudinal test of the career self-management model.

We tested the social-cognitive model of career self-management (Lent & Brown, 2013) using a longitudinal design. Participants were 420 college students who completed measures of career exploration and decision-making self-efficacy, outcome expectations, social support, goals, and actions, along with trait conscientiousness, at 2 time points roughly 4 months apart, near the beginning and middle of an academic year. They also reported their level of career decidedness and decisional anxiety at both of these time points as well as near the end of the academic year (about 3 months after the 2nd assessment). The model provided good overall fit to the data and accounted for substantial portions of the variance in engagement in exploratory actions and in the 2 decisional outcomes (decidedness and decisional anxiety) over time. The findings also supported the hypothesized bidirectional paths of the decisional outcomes to self-efficacy and outcome expectations. We consider implications of the findings for the social-cognitive model as well as for future research and practice. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The roles of work and family in men's lives: Testing the social cognitive model of career self-management

We tested a social-cognitive model of career self-management (CSM; Lent & Brown, 2013) in the context of the multiple role management among a sample of 693 working men. The findings of the current study indicated that (a) conformity to masculine norms is linked to work-family positive spillover both directly and indirectly through multiple role self-efficacy; (b) the hypothesized relations were all significant for the full sample; (c) CSM predictors accounted for a significant amount of variance in working men's work-family positive spillover and job, family, and life satisfaction; and (d) the direct and indirect effects among the variables did not vary across participants' relationship status and ethnic minority status. Taken together, these findings provide strong support for the validity of CSM in explaining the multiple role management and well-being of working men. Implications for research and practice are discussed in relation to working men's work-family enrichment and masculine norms.

Prediction of job search intentions and behaviors: Testing the social cognitive model of career self-management.

We present 2 studies testing the recently developed social-cognitive model of career self-management (Lent & Brown, 2013) in the context of the job search process. In the first study, a sample of 243 unemployed job seekers completed measures of job search self-efficacy, outcome expectations, social support, search intentions, conscientiousness, and perceived control (or volition) over the outcomes of the job search. The latter variable was added to the social-cognitive model to examine the possibility, derived from the psychology of working perspective, that perceived volition might moderate the relation of self-efficacy to job search intentions. The second study included 240 graduating college seniors and focused on the utility of the social-cognitive, personality, and perceived outcome control variables in predicting active engagement in the job search process. Path analyses indicated that the model generally fit the data well in both studies. In Study 1, self-efficacy and outcome expectations mediated the relations of the other predictors to job search intentions. In Study 2, job search intentions produced the primary direct path to subsequent job search behaviors; conscientiousness, support, and outcome control related to job search behavior indirectly through self-efficacy and its linkage to intentions. Outcome control moderated self-efficacy/intention relations only in Study 2, and the pattern of moderation was contrary to expectations. Implications for further inquiry and practice with job seekers are discussed. (PsycINFO Database Record