Challenges for Creating Community Career Partnerships: Perspectives From Practitioners

Community career partnerships can draw into working alignment the critical aspects of career development for students (K‐16) and the key social contexts that either promote or inhibit growth. The authors, using a qualitative research methodology, describe challenges faced by practitioners when attempting to create and implement a community career partnership. Implications for practice, theory, and public policies are discussed.     

South Korean College Students' Holland Types and Career Compromise Processes

This study explored South Korean college students' career compromise processes and examined whether preferences for sex type, prestige, or interests would be differentiated by Holland theme interest types, gender, or college major. Participants were South Korean undergraduate students from 2 universities in Seoul, South Korea. They were asked to choose 1 occupation from each of 168 pairs of occupations using a forced‐choice format. A total of 376 surveys were analyzed. There were significant main effects for Holland interest types and for gender but not for college major on their career compromise processes. Implications for career counselors and researchers are discussed.     

Partnership,Service Needs and Assessing Competence in Post Qualifying Education and Training

Education and training must extend beyond initial qualifying courses into post qualifying professional development throughout a social worker's career if practice is to be most effective in meeting clients' needs. In the United Kingdom a Framework for Post Qualifying Education and Training was introduced from 1990. Revised frameworks have been put in place from autumn 2007 in each of the four home countries of the UK. This paper reflects on lessons learned in implementing these post qualifying frameworks in Northern Ireland. Within the overarching theme of relevance to practice, issues are drawn out under three main themes: (1) partnership working between employers and universities including the importance of leadership from policy makers and senior managers; (2) assessing competence including providing an Independent Assessment Route to increase access and to benchmark professional standards; and (3) meeting service needs including specifying learning outcomes to cover a range of practice contexts and accrediting employer-based programmes. Meeting service needs more closely is identified as a key issue driving the new Northern Ireland Post Qualifying Framework introduced in 2007.     

Resilience and Decision‐Making Strategies as Predictors of Career Decision Difficulties

The purpose of this study was to examine resilience and decision‐making strategies as predictors of difficulties experienced during the career decision‐making process. College students (N = 364) responded to measures of resilience, career decision‐making strategies, and career decision difficulties. Results indicated that resilience and decision‐making strategies accounted for 46% of the variance in career decision difficulties. Resilience had a greater influence on problems encountered during decision making than on problems encountered at the outset of the process. Different decision‐making strategies appeared to be related to difficulties encountered at different stages of the decision‐making process. For example, aspiration for an ideal occupation was positively associated only with lack of readiness. Procrastination was the only strategy related to all three decision difficulties: lack of readiness, lack of information, and inconsistent information. The results indicated the importance of decreasing procrastination at all stages of decision making and the need to promote resilience to deal with decision difficulties.     

Collaborative Partnership in Age-Friendly Cities: Two Case Studies From Quebec,Canada

This article aims to explain the collaborative partnership conditions and factors that foster implementation effectiveness within the age-friendly cities (AFC) in Quebec (AFC-QC), Canada. Based on a community-building approach that emphasizes collaborative partnership, the AFC-QC implementation process is divided into three steps: (1) social diagnostic of older adults' needs; (2) an action plan based on a logic model; and (3) implementation through collaborations. AFC-QC promotes direct involvement of older adults and seniors' associations at each of the three steps of the implementation process, as well as other stakeholders in the community. Based on two contrasting case studies, this article illustrates the importance of collaborative partnership for the success of AFC implementation. Results show that stakeholders, agencies, and organizations are exposed to a new form of governance where coordination and collaborative partnership among members of the steering committee are essential. Furthermore, despite the importance of the senior associations' participation in the process, they encountered significant limits in the capacity of implementing age-friendly environments solely by themselves. In conclusion, we identify the main collaborative partnership conditions and factors in AFC-QC.     

Bias Avoidance: Cross‐cultural Differences in the US and Australian Academies

Bias avoidance behaviour arises when individuals minimize or hide family commitments to achieve career success. Bias avoidance behaviour can be divided into productive types of behaviour that free up more time and energy for a career and unproductive ones types that involve hiding or covering up caregiving commitments. This article compares reports of bias avoidance from chemistry and English faculty in US and Australian colleges and universities. The analyses reveal behaviour in Australia that is similar to that in the USA together with some evidence of higher levels of bias avoidance among women and higher levels of unproductive bias avoidance in the Australian sample. It is concluded from this cross‐national study that bias avoidance is both pervasive and gendered across the two countries. However, cultural differences are also important and strategies to reduce bias avoidance behaviour should account for these differences.     

Perfecting the Craft: Formative Assessment of a University–Agency Partnership for Social Work Education

The aim of this study was to identify strengths and weaknesses of a Title IV-E partnership for delivery of child welfare education in the United States. A formative assessment was conducted for a newly developed partnership between a public child welfare agency and seven institutes of higher education. Using a qualitative design, interviews were conducted with professionals from the agency and from each college/university, as well as with students enrolled in child welfare courses supported by the partnership. Findings address strengths and benefits of the partnership, lessons learned, and suggestions for enhancement of program administration, curricula, field placements, and recruitment and retention. Respondents described numerous benefits of the partnership, particularly its contribution to professionalism and commitment among child welfare workers, improving the field of child welfare, and promoting a focus on outcomes of safety, permanency, and well-being for children and families. A concern to be addressed in future research and practice was integrating opportunities for education and career advancement for persons currently on staff at the public agency. Recommendations are discussed for improving university–agency partnerships in child welfare and beyond.     

Navigating employability from the bottom up

ABSTRACT

Research focusing on young people’s career trajectories has emphasised ‘graduate employability’ with much less attention being afforded to the employability strategies used by disadvantaged youth, including the social, political and labour market contexts in which these emerge. This study explores how young people enrolled in entry-level, vocational training courses in Australia attempt to enhance their employability. Interviews explored perceptions of individual employability, the strategies utilised to improve employability, and the economic, personal and employment consequences of these strategies. Three main employability strategies were identified: gaining qualifications to meet employment expectations; securing work experience in a competitive labour market; and addressing economic and social challenges to secure and sustain employment. The study reveals how the dominant narratives of employability in education and employment policy are misaligned with the economic, social and labour market challenges faced by disadvantaged job-seekers with respect to notions of career and ‘fit’ between the individual and the labour market. Policy responses need to take account of the diverse ‘bottom up’ experiences and circumstances of different cohorts of young people.     

Let the right one in: A Bourdieusian analysis of gender inequality in universities’ senior management

This article examines the lack of gender diversity in senior management positions in professional staff in universities. These results are analysed via a Bourdieusian analysis of economic, social, cultural and symbolic capital. Through a purposeful sample of senior professional staff working in universities in three countries: Australia, Canada and the UK, six career‐enhancing strategies needed for career success were determined. The article critiques the resource‐based view of career capital and argues that capitals accumulation for career success can be understood by considering the concepts of symbolic violence and habitus as a way of understanding intra‐cohort differences. It proposes that by considering both the subjective and objective cultural constructs via habitus, and by acknowledging the importance of symbolic capital and symbolic violence towards women, this may be one way of increasing female representation in senior management.     

Men in Non‐Traditional Occupations: Career Entry,Career Orientation and Experience of Role Strain

This article explores the experiences of men in non‐traditional occupations. In particular it focuses on the dynamics of career entry, career orientation (namely, a preference for intrinsic or extrinsic rewards) and the possible existence, nature and consequences of role strain. Four occupational groups are examined: nurses, cabin crew, librarians and primary school teachers. The results suggest that men fall into three main categories: seekers (who actively chose the ‘female’ occupation), ‘finders’ (who did not actively seek a non‐traditional career but who found the occupation in the process of making general career decisions) and settlers (who actively chose the occupation, often as a result of dissatisfaction with a more ‘masculine’ job, and who then settled in their non‐traditional career). Settlers, in particular, are associated with a more intrinsic career orientation and express a desire to remain close to occupational and professional practice. Role strain is prevalent in men's experiences in their non‐traditional career. The potential sources of such role strain and the implications for career aspirations and career choices are explored.     

Entrepreneurial Career Patterns of Residential Real Estate Agents in Montreal

Pour bien comprendre les agents d'immeuble, il faut les considérer comme un type d'entrepreneurs modernes. On construit dans le cadre de cet article un modèle de leurs comportements permettant de comprendre les stratégies qu'ils déploient pour produire des résultats tangibles à brève et à longue échéance. Tenant compte de ce modèle on en arrive à différencier cinq types de carrière: les carrières manquées; les carrières marginales; les carrières ordinaires; les carrières ascendantes; les carrières prestigieuses. Ces types de carrière sont expliqués en utilisant trois facteurs décisifs: (1) le niveau des ventes immobilières utilisant des stratégies entrepreneuriales efficaces; (2) les possibilités de mobilité professionnelle ascendante - ou les barrières structurelles à la mobilité ascendante-lesquelles découlent de l'origine ethnique et du sexe en tant que statuts innés; et (3) les décisions des agents eux-mêmes à des moments critiques de leur carrière dans la vente immobilière.
Real estate agents are best understood as a type of modern entrepreneur. A model of their entrepreneurial behaviour is developed here which includes an explanation of strategies producing short- and long-term success. Given this model, five career patterns are distinguished: abortives, marginals, regulars, upwardly mobiles, and perennial high producers. Finally, these patterns are explained in terms of three determinants: sales success through implementing productive entrepreneurial strategies; mobility opportunities or structurally imposed barriers to mobility, which in turn depend upon ascribed ethnicity and sex status; and individual decisions at crucial career phases.     

Career Counseling With African Immigrant College Students: Theoretical Approaches and Implications for Practice

The purpose of this article is twofold: (a) to explore the career development needs and issues that are unique to Black sub‐Saharan African immigrants, with an emphasis on college students, and (b) to discuss how career development professionals can implement strategies to better serve these students. The number of Black immigrants from sub‐Saharan African countries has increased recently. Many immigrants are confronted with complex life decisions. Career counselors are in a unique position to assist. Theoretical approaches, with a focus on contextual factors, are discussed. Six strategies for career counseling practice, suggestions for their application, and implications for practice are highlighted.     

The North American Career Development Partnership: Experiment in International Collaboration

This article describes how career development programs became the focus of an international partnership between the United States and Canada. Beginning in 1976 in the United States, the National Occupational Information Coordinating Committee (NOICC) and its State Occupational Information Coordinating Committees (SOICCs) developed training and materials that promote the use of occupational and labor market information. Similarly, in the early 1970s, Canada began to explore the feasibility of creating a computer‐based career information delivery system. What follows is the story of an unusual and significant international collaboration. It concludes with identification of lessons learned.     

Neuroticism,Negative Thinking,and Coping With Respect to Career Decision State

Using structural equation modeling, the present study investigated relationships between neuroticism, coping strategies, and negative career thoughts within the context of attaining a positive career decision state. Results from the initial model, based on a sample of college students (119 women, 113 men; M = 20.3 years) enrolled in a career development course, revealed that coping strategies were not a significant contribution to the model. The final model, without coping strategies, showed that neuroticism had a significant indirect effect on career decision state through negative thinking and that the relationship between neuroticism and career decision state was also significant. Findings also indicate that in the presence of negative career thoughts, neuroticism becomes associated with a more positive career decision state. Practical implications include suggestions that counselors intervene on clients' negative career thoughts to potentially render their neurotic tendencies more productive in reaching a desired career decision state.     

First‐Generation African American Male College Students: Implications for Career Counselors

The path to upward mobility or economic success for African American men is often filled with obstacles and roadblocks. Many first‐generation African American men entering colleges and universities face limited resources and opportunities to aid in their career development and efforts to meet their career objectives. This article explores the career development needs of African American men attending colleges and universities. The article provides suggestions, techniques, and strategies that career counselors and student affairs personnel can use to assist these African American men in their career development. Implications for career counselors are also addressed.     

Mechanisms underlying parent–child occupational consistency: a critical review

Parents’ and children’s occupations are often similar on a variety of dimensions, including income, gender typicality, and Holland’s job types [Whiston, S. C., & Keller, B. K. (2004). The influences of the family of origin on career development: A review and analysis. The Counseling Psychologist, 32, 493–568]. The mechanisms underlying this phenomenon are not well understood, limiting both research and application to real-world contexts such as career counseling settings. The present article has three main goals: (1) To critically examine individual mechanisms underlying parent–child occupational consistency; (2) To propose a multiple mechanisms model that accounts for the limitations and assumptions of individual mechanisms; and (3) To propose future research directions while critically examining implicit assumptions of past research and research methodology. By addressing these goals, this paper has the potential to inform future research on parent–child occupational consistency and vocational intervention efforts.     

Career Counseling in the Twenty‐First Century: Beyond Cultural Encapsulation

The author analyzes the context in which professional career counseling in the U.S. exists at the beginning of the 21st century and makes recommendations to enhance the growth and development of the profession. The issues addressed include developing curricula, training career counselors, broadening the focus on career decision making to include work adjustment, improving the basic and advanced skills of career counselors, and extending career services to diverse groups in the U.S. and to people in other nations. Specific strategies that address each of these issues are discussed.     

Effective strategies for responding to rumors about risks: The case of radiation-contaminated food in South Korea

This experimental study explores how governments should respond to rumors about national-level risk issues. Informed by research in rumor psychology and risk/crisis communication, it investigates whether type of rumor and rumor response strategy have main and interaction effects on reducing rumor beliefs and intention to disseminate rumor. The two featured rumor types are the bogie rumor, which highlights feared outcomes, and the wedge rumor, which aims to reinforce differences between rival groups. Derived from Situational Crisis Communication Theory, the three response strategies examined are refuting the rumor, denying it, and attacking its source. Data were drawn from part of a large-scale online experiment, and the sample of the analysis was 942 South Korean adults. The experiment had a between-subjects design of 2 rumor type (wedge vs. bogie) x 3 government response strategies (refutation, denial, attack the attacker). Results show that all three rumor response strategies significantly reduced rumor beliefs, but only the refutation strategy significantly reduced intention to disseminate the rumor. Rumor type (bogie) and response strategies (refutation) had main, but not interaction, effects on reduction of intention to disseminate the rumor.     

Probabilities and Possibilities: The Strategic Counseling Implications of the Chaos Theory of Careers

The chaos theory of careers emphasizes both stability and change in its account of career development. This article outlines counseling strategies derived from this emphasis in terms of convergent or probability thinking and emergent or possibility thinking. These 2 perspectives are characterized, and practical counseling strategy implications are provided. In addition, an illustrative technique example is described. The authors conclude that the challenges of modern career development demand the complementary and the interactive use of both probability and possibility thinking strategies.     

Research project on advocacy and autism

This article presents the findings of a qualitative research project about the difficulties in accessing advocacy faced by adults labelled as having autism and Asperger's Syndrome in the Northwest of England. It is also an example of partnership working between three organisations. The article examines both the process of team-led (emancipatory) research and the project findings. Seven main themes emerged throughout the research: late diagnosis and lack of service support; bad experiences with systems of care; feelings of 'not belonging' (identity issues); barriers around communication and sensitivity towards individuals; lack of awareness and access to advocacy and rights; difficulties of 'fitting into' what is already available; and interest in developing knowledge around advocacy. Examination of the main themes pointed to a disturbing link between poor service response, episodes of crisis and mental ill health. The Carlisle People First Research Team is made up of 6 researchers who are labelled as having 'learning difficulties' who work in partnership with one other researcher.