Evaluation of an Intervention to Foster Time Perspective and Career Decidedness in a Group of Italian Adolescents

A structured 10‐didactic unit intervention was devised to foster adolescents’ time perspective and career decidedness. The study was conducted with 50 adolescents who were selected from a group of 624; 25 of the participants were randomly assigned to the control group and 25 were assigned to the experimental group. They were selected according to their level of career indecision and poor propensity to look to the future. A series of repeated measure analyses of variance were carried out to evaluate pre‐ and posttest differences between the experimental and control groups regarding time perspective and career decidedness. At posttest, the experimental group showed higher levels of continuity, hope, and career decidedness than did the control group. Implications for future practice and research are discussed.     

The Role of Work‐Related Skills and Career Role Models in Adolescent Career Maturity

The authors used data for 2,722 British adolescents, ages 14–18 years, to explore whether work‐related skills and career role models are associated with career maturity when sociodemographic characteristics (age, socioeconomic status, gender, family structure), family support (mother involvement, father involvement), and personal characteristics (self‐confidence, academic motivation) are controlled. Having work‐related skills and having a career role model were positively associated with career maturity, and having career pressure was negatively associated with career maturity. Family structure and socioeconomic status were unrelated to career maturity. Academic motivation, mother involvement, father involvement, and self‐confidence were related to career maturity at the bivariate but not at the multivariate level.     

Perceived Career Barriers and Career Decidedness of First-Generation College Students

We examined the effects of perceived career barriers on career decidedness among first-generation college (FGC) students (n = 149) and non-FGC students (n = 182) at a 4-year university (mean age = 19.3 years). Participants responded online to measures of perceived career barriers and career decidedness. Results indicated that FGC students scored higher on lack of support and lack of time and financial resources than non-FGC students. For both groups, higher levels of perceived lack of skills were related to lower levels of career decidedness, whereas greater levels of family-related responsibilities predicted higher levels of career decidedness. FGC student status moderated the association between perceived lack of time/financial resources and career decidedness. Further research is needed to investigate the differential effects of various domains of career barriers. Career counselors are advised to consider FGC students' perceived career barriers in guiding students' career exploration and decision-making.     

Career decision-making difficulties among career-decided college students

The procedures developed by Gati and colleagues to interpret scores in the Career Decision Difficulties Questionnaire were implemented to examine difficulties’ profiles among self-identified decided college students who reported being either comfortable or uncomfortable with their career choice. Of the 583 participants, 92.5% were career decided and 7.5% were undecided. Close to half (47.2%) of the career-decided students self-identified as uncomfortable with their career choice and reported similar career decision-making difficulties as their undecided peers. The most salient difficulties among decided uncomfortable students were general indecisiveness and lack of knowledge regarding occupations and the decision-making process. Greater difficulties related to lack of knowledge about oneself, and internal conflicts predicted membership in the decided uncomfortable group versus the decided comfortable group. Results indicated that career-decided students are not a homogenous group. Implications of the findings for career counseling with decided uncomfortable college students are discussed.     

The Influence of Career Planning on Career Thoughts in STEM‐Interested Undergraduates

Undergraduate career planning courses have shown efficacy in decreasing students’ negative career thoughts; however, universities have minimally applied these courses to science, technology, engineering, and math (STEM) populations. This study compared the influence of a STEM‐focused career planning course for undecided STEM students with a seminar course for decided STEM majors. An analysis of covariance with covariate adjustment revealed that undecided career planning students had lower adjusted mean scores on a measure of negative career thinking than the decided STEM majors after the first semester of college. The results provide support for the efficacy of STEM‐focused career planning courses and measuring negative career thoughts with STEM undergraduates.     

On School‐to‐Work Transition,Career Development Theories,and Cultural Validity

The authors respond to Duane Brown's (2000) claims about the deficiencies of person‐environment, social learning, developmental, and social cognitive theories as templates for studying and promoting the work transition of racial/ethnic minority students. They (a) suggest that the degree to which theories are generalizable across cultures and subcultures is an empirical question, not a matter to be decided by fiat; (b) counsel against the assumption that cultures exert uniform effects on the career behavior of their members; (c) consider certain mischaracterizations of the career theories; and (d) entertain the possibility that work transition may be studied from the perspective of both generic and culture‐specific career theories.     

Further Evidence for the Use of Career Subtypes in Defining Career Status

Four groups of career-decided students differentiated by the level of comfort they reported with their career choices (Uncomfortable, Somewhat Comfortable, Moderately Comfortable, Very Comfortable) and two groups of career-undecided students differentiated by the level of the problem they perceived their indecision to be (Not Serious, Serious) were compared using three measures of career status and two measures of anxiety. Generally, the results seriously challenge the use of decided versus undecided groupings in defining career status and suggest that many career-decided students may benefit from career intervention. Further investigation of career subtypes, examining both quantitative and qualitative dimensions of career status, is recommended.     

Predicting Work Outcomes From Religiosity and Perceived Calling

Research suggests that individuals who perceive their work as a calling experience a variety of positive outcomes, such as occupational identification, career decidedness, and job satisfaction. The present study examined how calling and religiosity interact to influence workplace cognition and behavior. Using a self‐regulatory, multiple‐goals perspective, the author proposed that individuals with greater religiosity would report lower job involvement and work fewer hours. However, this relationship would attenuate or reverse if individuals perceived a transcendent summons calling them to their jobs. In the present study, 233 employed adults reported perceptions of calling, religiosity, job involvement, and hours worked. Calling and religiosity interacted in the hypothesized manner when predicting both job involvement, ΔR² = .02, and hours worked, ΔR² = .02, although job involvement did not mediate the relationship between calling, religiosity, and hours worked. The results suggest that career counselors and researchers pay particular attention to the role of calling among religious individuals.     

Toward a Mediation Model of Employability Enhancement: A Study of Employee‐Supervisor Pairs in the Building Sector

This study examines whether jobs that enable competence development and a constructive leadership style enhance workers' employability or career potential through their assumed positive relationship with work‐related flow (absorption, work enjoyment, and intrinsic work motivation). The authors conducted an explorative study with 303 pairs of employees and their direct supervisors working in a Dutch building company. Results indicate that self‐ratings of learning value of the current job and transformational leadership have an indirect relationship with supervisor ratings of employability through work‐related flow.     

Career‐Related Parent Support and Career Barriers: An Investigation of Contextual Variables

The authors used social cognitive career theory (Lent, Brown, & Hackett, 1994 ) as the basis for examining the person and contextual variables of gender, ethnicity, educational and career barriers, and career‐related parent support for incoming 1st‐year African American, Asian, Latino, and White college students. Women, as compared to men, perceived significantly higher levels of career barriers but similar levels of coping efficacy in dealing with these barriers. Women also reported receiving more career‐related emotional support from parents than did men. For all participants, career‐related parent support accounted for a significant portion of the variance for perceptions of educational and career barriers and coping efficacy with educational and career barriers.     

A Person‐Centered Perspective to Welfare‐to‐Work Services: In Pursuit of the Elusive and the Unattainable

Because of changes in legislation regarding the U.S. welfare system, there is an urgency now that has never before existed, except perhaps during the Great Depression, for career counselors to advocate for those of their clients who are on welfare and for their minor dependents. E. B. Lent (2001) has revitalized the debate over the role Rogers's person‐centered perspective should play in career development with welfare‐to‐work (WTW) clients. The usefulness of such an approach with today's clients was explored within the context of inherent limitations of Rogers's person‐centered perspective. Potential ethical conflicts for career counselors working with WTW clients were identified.     

Individualized Career Counseling Outcome Assessment: A Case Study Using the Personal Questionnaire

Career counseling has evolved to include practices that attribute a central importance to context variables and meaning‐making processes. Accordingly, there is a need for client assessment tools that consider the subjectivity and cultural specificity of clients and the interface between their work and life concerns. The idiographic assessment of outcomes, which uses individualized measures that involve clients in the definition of person‐specific items, is a promising approach. This article explores the use of the Personal Questionnaire (PQ) as an individualized outcome measure that complements standardized outcome career measures. The authors identify the factors leading to the emergence of idiographic assessment in career counseling, review existing research relevant to the need for the PQ, and present a case study of career construction counseling that illustrates how the PQ helps counselors to obtain sensitive and contextualized assessments of career counseling outcomes, guides interventions, and facilitates meaning making.     

Career Self‐Efficacy and Perceptions of Parent Support in Adolescent Career Development

The authors examined the relative contributions of both proximal and distal supports to the career interests and vocational self‐efficacy in a multiethnic sample (N = 139) of middle school adolescents. Consistent with Social Cognitive Career Theory, it was found that (a) vocational self‐efficacy and career planning/exploration efficacy consistently predicted young adolescents' career interests across Holland (J. L. Holland, D. R. Whitney, N. S. Cole, & J. M. Richards, 1969) themes; (b) gender and career gender‐typing predicted interests in Realistic, Investigative, and Social careers; and (c) perceived parent support accounted for 29% to 43% of the total unique variance in vocational self‐efficacy for all Holland theme careers.     

Career Experiences of Women With Major Financial Barriers

The career experiences of women facing major financial barriers are unique and varied. To better understand and assist such women, the authors interviewed 10 women twice to explore their lived career experiences, using photographs in one interview as stimuli to increase participants' voice and triangulate data. Participants' responses were grouped into 20 themes across 4 domains: career as privilege, reasons for engaging in work, supports, and barriers. Women with major financial barriers appear to understand career as a privilege while experiencing significant obstacles to successfully obtaining work. Participants expressed resiliency and self‐motivation to transcend and mitigate these obstacles. This study indicates a need for increased focus on the career development and engagement of marginalized populations in career counseling theory, assessment, and practice while suggesting practical interventions.     

The Undecided Student: Effects of Combining Levels of Treatment Parameters on Career Certainty,Career Indecision,and Client Satisfaction

The author investigated the impact of a 4‐phase combined intervention on outcomes of career certainty, career indecision, and client satisfaction in undecided college students and compared it to a 2‐phase intervention. Both interventions were effective in increasing career certainty in the sample population; however, the 4‐phase treatment was significantly more effective in increasing career certainty. Both treatments were effective in decreasing career indecision, although no significant difference was found between these 2 groups. There was no significant difference in ratings of satisfaction between the 2 groups. The findings suggest that even the most basic and cost‐effective intervention may benefit the undecided student.     

Construction and Initial Validation of the Planned Happenstance Career Inventory

This study was conducted to develop and initially evaluate the psychometric properties of the Planned Happenstance Career Inventory (PHCI), which aims to assess skill in using chance events to develop career opportunities. After item generation and exploratory factor analysis, 130 original items were reduced to 25 items across 5 factors (5 items for each corresponding factor). Multigroup confirmatory factor analysis confirmed the validity of this 5‐factor structure, and the goodness of fit showed an adequate fit to the observed data for both women and men. Results showed that PHCI subscales correlated moderately and in expected directions with career preparation, career decision‐making self‐efficacy, and career stress. These findings suggest that the PHCI, which assesses 5 dimensions of career‐related planned happenstance skill, shows promise as a useful tool for facilitating understanding of the influence of chance events on career choice behavior.     

African and European American Women's Volunteerism and Activism: Similarities in Volunteering and Differences in Activism

This study examines the relationships of gender and ethnic differences in the experiences of stressful life events, coping-specific responses, and self-reported depression. Seventy high-school aged respondents, 40 boys and 30 girls, responded to a self-reported questionnaire that asked questions on the perceived distress of related life events (i.e., person, family, peer, acculturation events), coping-specific responses, and depression. The findings provide important data on gender and ethnic variations in the ways Southeast Asian-American adolescents deal with life stress and depression. These findings have important implications for social work practice and future research on the psychosocial adjustment with both immigrant and ethnic children and adolescents.     

Vocational Skills and Outcomes Among Native American Adolescents: A Test of the Integrative Contextual Model of Career Development

This study tested hypotheses of the Integrative Contextual Model of Career Development (R. T. Lapan, 2004a) by investigating the multivariate effects of 6 interrelated career development skills (career exploration, person‐ environment fit, goal setting, social/prosocial/work readiness, self‐regulated learning, and the utilization of social support) on 6 intermediate vocational outcomes (academic achievement, self‐efficacy expectations, positive self‐attributions, vocational interests, vocational identity, and proactivity) among Native American adolescents. Results showed that individual and shared variance among the skills positively predicted 79% of variance in 5 of the 6 outcomes. Results suggest that each of the skills contributes substantially and in combination to Native American adolescents' career development.     

Understanding Career Plateauing: Implications for Counseling

The pyramidal shape of most organizations dictates that virtually all careers will level out before an employee reaches the top of the institution, agency, or corporation. How to maintain or enhance worker productivity and job satisfaction when an employee remains at a career level that discourages one's aspirations are concerns for career counselors, their clients, and organizational executives. This article defines career plateauing, explains types and sources of plateauing, and suggests counseling interventions that can help individuals to recognize and adjust to plateauing. In addition, we recommend proactive measures that will perpetuate the work motivation of effectively-performing plateaued workers as well as remediate the work behavior of the ineffective, plateaued worker. One of life's maxims is that all careers reach a level after which no higher achievement can be expected. From night watchguard to chief executive officer, each person's career has its apex. Thus, career plateauing is inevitable for all who strive and struggle in the work world (Bardwick, 1986). The point in time when an individual will experience, if not recognize, career plateauing is difficult to predict as is the extent to which that person can influence the timing or impact of this phenomenon.