Beyond the Self: External Influences in the Career Development Process

The purpose of this article is to explore the wide spectrum of external influences that affect career decision making across the life span and, in particular, how these factors may directly or indirectly alter one's career trajectory and the extent of one's work volition. Career development practitioners are encouraged to respect externally oriented frameworks, explore the social influence of career choice alternatives faced by clients, encourage clients to voice their emotional responses to external constraints, and use career decision‐making strategies that seek an optimal balance of internal and external influences.     

Make Your Work Matter: development and pilot evaluation of a purpose-centered career education intervention

Developing a sense of purpose is both salient and desirable for adolescents, and purpose in people's lives and careers is associated with both general and work-related well-being. However, little is known about whether purpose can be encouraged through school-based interventions. This article reports the results of a quasi-experimental pilot study and follow-up focus group that evaluated Make Your Work Matter, a three-module, school-based intervention designed to help adolescent youth explore, discover, and enact a sense of purpose in their early career development. Participants were eighth-grade students. Compared to the control group, the intervention group reported increases in several outcomes related to purpose-centered career development, such as a clearer sense of career direction; a greater understanding of their interests, strengths, and weaknesses; and a greater sense of preparedness for the future. However, no significant differences were found on items directly related to purpose, calling, and prosocial attitudes. These results inform the ongoing development of Make Your Work Matter and other school-based career interventions and pave the way for larger-scale trials of such purpose-promoting intervention strategies.     

Reframing Tri Hita Karana: From ‘Balinese Culture’ to Politics

This article takes issue with the uncritical way in which claims of ‘culture’, ‘tradition’ or ‘local knowledge’ are used in science and policymaking around the Balinese irrigators' association (subak). The growing problems of Balinese irrigated agriculture are increasingly framed in ‘cultural’ ways that are not neutral: such accounts of irrigated agriculture in relation to Balinese culture deeply influence the world of policymaking. In this article we discuss the emergence of Tri Hita Karana (THK; ‘the three causes of well-being’) as an ideology, scientific concept and policy concept in irrigated agriculture and the subak domain. We argue that this ideological concept is not simply ‘local wisdom’, ‘tradition’ or ‘culture’ but requires critical scientific scrutiny as part of wider processes of socio-political change. How is it mobilised? What does its growing popularity mean for our knowledge of Balinese irrigated agriculture, of policy processes directed at the subak and of the workings of policies in real-life contexts?     

The Flip Side of Holland Type Congruence: Incongruence and Job Satisfaction

This study examined the relationship between Holland type (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional; Holland, 1959, 1997) congruence and incongruence (i.e., lack of fit between an occupation's 3‐letter Holland code and a person's lowest 3 Holland interest types) and tested whether incongruence predicts unique variance in satisfaction beyond congruence. Results from an employee sample suggest that incongruence and congruence are distinct constructs (in that they correlated r = ‐.32) and that beyond congruence, incongruence did not predict variance in overall or intrinsic job satisfaction. Counselors are urged to assess both congruence and incongruence, but to focus on helping clients to identify best‐fitting occupations when possible, rather than to merely avoid incongruent occupations.     

Volunteerism and Burnout: Does Satisfaction of Motives for Volunteering Protect Against Symptoms?

VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations - Volunteering leads to many positive outcomes, especially when one’s reasons for volunteering are satisfied by...     

Answered Callings,Unanswered Callings,or No Calling: Examining a Nationally Representative Sample

Research suggests that workers with unanswered callings have poorer outcomes than those without callings; however, these studies have used small or homogeneous samples (Berg et al., 2010; Gazica & Spector, 2015). We aimed to replicate this finding using a nationally representative sample of 445 full-time workers. We compared key work and life criterion variables across three groups: individuals with answered callings, unanswered callings, and no calling at all. Results linked answered callings to benefits but, unlike earlier studies, suggested that unanswered callings were no worse than lacking a calling. These findings call into question the narrative that unanswered callings are associated with adverse effects, suggesting that career counselors may be able to facilitate discernment of a calling without having a negative impact on those for whom that calling goes unanswered. Research designed to test causal influences of these dynamics is an important next step for understanding the experiences of individuals with answered callings, unanswered callings, or no calling at all.