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This work presents an advancement in a theory of career problem-solving and decision-making, namely, Cognitive Information Processing (CIP). New conceptualizations of the Pyramid of Information Processing domains and CASVE Cycle are defined and discussed. Developmental aspects, internal aspects and external presses of the career decision context, and the role of self-regulated learning are presented with implications for career counseling in fostering transferable career problem-solving and decision-making skills. The metacognitive aspect of CIP has been expanded to discuss the implications of new considerations of beliefs, experiences, and knowledge in reflecting on the career decision-making process. Suggestions for further avenues of research are proposed based on theoretical modifications presented. [ABSTRACT FROM AUTHOR]

Employment has been shown to be a strong predictor of recovery in individuals with serious mental illness (SMI) and is often amongst the foremost reported goals of this population. Yet individuals with SMI continue to face high levels of unemployment and employment marginalisation. This article aims to outline three major career barriers unique to this population: interrupted vocational development, symptoms of the illness itself, and stigma and discrimination. Three theoretical lenses, Social Cognitive Career Theory, Cochran's Narrative Career Theory, and Chaos Theory of Careers, will be utilised to frame these issues and to identify relevant and effective career interventions for individuals with SMI. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Mobility disabilities are common in Canada and impact over two million Canadians. As such, there is a need for career counsellors to better understand and address the challenges. This literature review article outlines various challenges that this population encounters, including adapting to mobility disabilities, requiring accommodations, facing financial needs, and experiencing loss. It also examines the interplay between the personal and career development needs of individuals with a mobility disability (i.e., people who are unable to engage in job-related activities due to mobility issues). Interventions from Super's life-span theory and Cochran's narrative career counselling theory will be discussed in relation to supporting individuals with mobility disabilities across their career challenges. The article concludes with pertinent considerations for career counsellors, raising awareness on unique issues like accommodation needs, misconceptions, and discrimination when working with this population. [ABSTRACT FROM AUTHOR]

Professional immigrants make up a large portion of immigration to Canada, and many of these individuals pursue retraining in higher education for career transition. This article examines the career challenges faced by immigrant students and looks at their career needs through the lens of Lent, Brown and Hackett's social cognitive career theory and Krumboltz's social learning theory. These frameworks highlight the dynamic interactions between the individual and their environment, making them especially suited to addressing the unique needs of immigrant students. This article also discusses theory-backed interventions that can be adopted by career counsellors when dealing with immigrant students. [ABSTRACT FROM AUTHOR]

Since the late twentieth century, there has been an increase in the number of families headed by a single female parent. Single mothers face a myriad of psychological, social, financial, and institutional challenges that impact wellbeing and career development. Career counselling efforts can provide support for single mothers' career development. In this effort, building better careers may ultimately help single mothers cope more effectively with challenges by diminishing financial strain and psychological distress while bolstering resources. The aim of this paper is to provide a theoretical overview of conditions that impact the career development of single mothers and to offer relevant counselling models and intervention strategies. Counselling strategies to improve single mothers' self-efficacy and self-concept, address role conflict and overload, and advocate for single mothers are discussed using social cognitive career theory and Super's life-span, life space theory as models for support. [ABSTRACT FROM AUTHOR]

Individuals with a history of gang membership face unique difficulties when transitioning out of gang participation and to alternative work. This transition can be of personal and social benefit but requires support to ensure that it is successful. Unfortunately, vocational supports for former gang members often overlook the psychological perspectives that are necessary for their career well-being. Our aim is to shed light on the common barriers former gang members face during their career transition, exploring the socio-environmental factors, identity development, and discrimination that many former gang members must overcome in a North American context. We also review major theories that promote the career well-being of former gang members and provide recommendations for counselling interventions to support their career transitions. [ABSTRACT FROM AUTHOR]

This study extends Flores et al.'s (2006) 36-year analysis of racial/ethnic minority (REM) vocational research published in career journals to REM vocational research in eight counseling psychology and multicultural psychology journals across a span of 51 years. We identified 483 REM vocational studies published in the Journal of Counseling Psychology (JCP), The Counseling Psychologist (TCP), Journal of Multicultural Counseling and Development (JMCD), Cultural Diversity & Ethnic Minority Psychology (CDEMP), Journal of Cross-Cultural Psychology (JCCP), Journal of Black Psychology (JBP), Journal of Latina/o Psychology (JLP), and Asian American Journal of Psychology (AAJP) between 1969 and 2020. Results showed that less than 5% of all articles published in these journals during the past 49 years focused on vocational issues with REMs. Publication trends, article topics and type, samples, and leading individual and institutional contributors to REM vocational research are reported. JMCD published the largest percentage of these articles (33.9%, n = 132) as well as the largest percentage (18%) of REM vocational articles relative to other articles in its journal during this time frame. Implications of the findings are provided for expanding REM vocational scholarship in counseling psychology in the future. [ABSTRACT FROM AUTHOR]

The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands. Logistic regression analysis was utilized to examine survey data obtained from 173 employees with various occupations, who worked for (semi-)public and private organizations in the Netherlands. The variable measuring CA did not contribute to explaining organizational or occupational turnover intention. The variable measuring OE contributed to explaining organizational and, to a lesser extent, occupational turnover intention. In addition, for moderately to higher embedded workers, the odds of organizational turnover increased when they had higher CA. Our results suggest that the fostering of CA, in general, does not influence the likelihood of workers making transitions. Implications for practice and future research are discussed. [ABSTRACT FROM AUTHOR]

Purpose: To explore Louisiana Vocational Rehabilitation Counselors' (VRCs) perceptions and experiences in utilizing career theories suggested by Easter and Gaertner (2009) when providing vocational guidance and career counseling to clients with a criminal record. Results from this research will provide insight to current and prospective VRCs in their practice and heighten educators' and supervisors' awareness of VRCs' experience using career theories. Methods: Six Louisiana VRCs with at least two years of experience working with clients who had a criminal background were interviewed twice using heuristic inquiry. This qualitative method relies on researchers' ability to discover and interpret their own experiences while exploring others' experiences. The data were analyzed by performing both opened-coding and axial-coding. Results: Four major themes were revealed from this qualitative study: (1) expectations, (2) autonomy, (3) counselor development, and (4) fidelity to career theories. Upon further analysis, the emergent theory suggested incongruence of theory and practice amongst participating VRCs. Findings suggest VRCs working with clients with criminal backgrounds do not feel their academic training has prepared them to use career theories with this population effectively. Conclusion: When the participants apply the career theories suggested by Easter and Gaertner to clients with a criminal record, they perceive them to be ineffective. Therefore, this study serves as a baseline for additional research and suggests additional training may be necessary for VRCs who work with clients with a criminal background. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The Problem: The COVID-19 pandemic has forced employees and organizational leaders to consider the reality of its impact on career goals. Individuals have been forced to reconsider or readjust their career goals as being achievable, deferred, or even eliminated. Organizational leaders or those in strategic positions have been forced to consider how individual career goals could impact the organization's capacity to survive. The Solution: Career development theories are useful for examining the role of human resource development professionals in helping employees achieve career goals as they attempt to adjust to the COVID-19 pandemic. Re-emphasizing career development as a core component of HRD highlights the significance of career development theories in adjusting to pandemics and crises that impact individual career goals and organizational strategic goals and opportunities. The Stakeholders: HRD researchers, scholar/practitioners, professionals, and others who research and practice career development and use career development theory. [ABSTRACT FROM AUTHOR]

It is generally assumed that visible actors in the performing arts industry maintain overall wellness despite the knowledge that an actor's life is often characterized by instability. While an actor's performance is often critiqued subjectively and critically, the variety of occupational risks associated with an actor's well-being is less closely examined. Prior research suggests those working within the acting profession experience significant levels of distress. As a result, this article, first, aims to address the issues confronting the actor, in particular, anxiety associated with erratic employment, vulnerability to adverse working conditions, and conflict in identity owing to the impact of acting coupled with the effect of economic insecurity. Second, the paper follows with a consideration of key counselling theories to help strengthen this diverse group's personal well-being and career prospects. By examining counselling interventions, the application of these theories can allow actors to develop optimally in acting industries worldwide. [ABSTRACT FROM AUTHOR]

In an era of rapid development, the world is showing greater openness towards diversity and inclusiveness. There is also an increasing amount of career-related research that has shed light on the LGBTQ+ population. Still, the literature reports many career issues that concern young LGBTQ+ individuals. The current article aimed to highlight the contributing issues that might impact young LGBTQ+ groups' career development, mental health, and well-being – in particular, the issues of workplace hostility, the costs of self-identity disclosure, self-identity confusion, and inadequate career counselling and guidance services. These issues are discussed through the lens of three major career theories: Super's life-span, life-space theory, Gottfredson's circumscription and compromise theory, and Krumboltz's social learning theory. The aim was to equip career counsellors with a better understanding of the challenges facing LGBTQ+ youth and to suggest potentially useful interventions. [ABSTRACT FROM AUTHOR]

This study examines whether job attribute preferences differ across three generational cohorts (i.e., cohorts of undergraduate students from 1995, 2004, and 2013). In 2013, we surveyed undergraduate students from several U.S. universities. We also obtained archival results from surveys administered to undergraduate students in 1995 and 2004. We found that salary/benefits, career advancement, and flexible work policies become more important across all three generational cohorts, whereas gender/racial equality increased in importance only from 2004 to 2013. Leadership showed no net gain from the 1995 to 2013 cohorts. Although most job attributes increased in importance, they largely have the same relative importance. Therefore, organizations should pause before making wholesale changes to workplace incentives and practices to cater to the new generation. To our knowledge, this is the first study to include U.S. millennial college students in the comparison of job attribute preferences across generations. [ABSTRACT FROM AUTHOR]

The article addresses the problem of changes taking place in career counselling. The axis of the narrative is the "paradigmatic changes" category, with reference to the idea of the paradigm, as the basis for conceptual and dominant practices, characterizing a specific period of the career counselling development. The presented analyses show the temporal dimension of practices in this area, embedded in a specific, also variable theoretical perspective. Therefore, the problem of the development of career theory and their adequacy for counselling practice is shown. The background of these analyses and at the same time an attempt to explain the changes taking place are considerations concerning transformations of the world of work, but also socio-economic and technological transformations, as determinants of the need for new competences, important for individual success and career, both in education and in the workplace or in social life. [ABSTRACT FROM AUTHOR]

Vocational and career wellbeing is of essential importance for the successful reintegration of ex-offenders back into civil society, becoming healthy and productive citizens who contribute to the common good of the general society in which they live. Within a Canadian context, this article intends to draw attention to the vocational wellbeing of adult ex-offenders who have served time in prison after a conviction. To this end, the article identifies the major career issues for ex-offenders, and then links theoretical knowledge and research evidence to career development interventions to counter career problems experienced by this population. It sheds light on the pertinence of utilizing career theories to inform and direct career counselling interventions that can improve and enhance the career wellness of this population. [ABSTRACT FROM AUTHOR]

Using latent growth modeling (LGM) procedures, this study tested a model of Latina/o engineering students' life satisfaction based on Lent and Brown's social cognitive well-being model with a sample of 342 Latina/o engineering students attending a Hispanic-serving institution. Participants completed measures of perceived supports, perceived barriers, and coping efficacy at 3 points, each approximately 1 year apart, and life satisfaction at Time 3. The results indicated that perceived supports, perceived barriers, and coping efficacy changed across time. Specifically, perceived supports and coping efficacy decreased and perceived barriers increased over time. Individual differences were found in the growth patterns of these constructs, with participants with low perceived supports and coping efficacy at Time 1 demonstrating more decrease and those with low perceived barriers at Time 1 demonstrating more increase in these variables over time. In the multivariate LGM analysis, the proposed model fit the data, but only partial support was found for the relations among the variables. Specifically, high perceived barriers were negatively related to low coping efficacy, high perceived supports were positively related to high coping efficacy, and high coping efficacy was positively related to high life satisfaction. However, coping efficacy did not mediate the relations between supports and barriers to life satisfaction. Finally, growth in perceived barriers was negatively related to the decline of coping efficacy. Implications for future research and practice are discussed. [ABSTRACT FROM AUTHOR]

The career landscape for doctoral and postdoctoral trainees has significantly changed in recent decades. There is now an oversupply of PhD graduates in the science and engineering fields relative to the availability of academic positions, and jobs outside of academia have now become the norm. Doctoral training programmes have failed to keep pace with this change, and many trainees who are forced to rethink academic career aspirations feel unprepared for today's job market. Intertwined with this are challenges associated with life stage and school-to-work transition, which make the career development issues facing doctoral and postdoctoral trainees unique and complex. The aim of this article is to shed light on these issues and to examine them through the lens of career development theories. Social cognitive career theory offers insight into the factors that influence career development in doctoral and postdoctoral trainees, and narrative career counselling can serve as a valuable intervention for this population to help shape their future career, whether within or outside of academia. [ABSTRACT FROM AUTHOR]

This study revisits the parameters of authenticity, balance, and challenge in The Kaleidoscope Career Model (KCM) concerning gender differences in midcareer. Unemployed individuals were surveyed (n = 744) to determine gender differences in the three parameters across five segmented career stages. The results showed variance in the Authenticity, Balance and Challenge (ABC) parameters across career stages by gender, with balance increasingly important in full midcareer for women but of lesser importance for men. Authenticity showed a similar pattern for men and women, with authenticity rising for women and declining for men in very late career as predicted by the model. Challenge remained consistent for men and women, declining in importance over time. The study contribution offers sharper resonance of the KCM through closely segmented midlife career stages for an unemployed population undergoing career transitions. [ABSTRACT FROM AUTHOR]

Vocational guidance and career counseling is the primary service provided to all clients seeking employment assistance through vocational rehabilitation. Vocational rehabilitation (VR) counselors specialize in helping people with a disability acquire employment. Yet, when the client has a criminal record, selecting and securing successful employment is extremely difficult. For vocational rehabilitation counselors are required to apply theoretically-based career counseling practices in the provision of vocational guidance and career counseling. The purpose of this literature review is to explore the career theories informing vocational guidance and career counseling of clients with a criminal record. The researchers of the Institute of Rehabilitation Issues in 2010 suggested career theories that lay the theoretical framework for this literature review. Within this review, the vocational rehabilitation process, counselor skills training, employment industries, barriers to employment, are discussed in reference to the clients with a criminal record. Eventually, the suggested career theories are explored in relation to clients with a criminal record. The findings suggest that none of the career theories actually work with this population. In the end, recommendations are made suggesting additional research. [ABSTRACT FROM AUTHOR]

The phenomenon of occupational and career burnout in nurses has received recent attention from academia, the media, and health care practitioners. Research surrounding career burnout often adopts a health perspective and focuses on the psychological well-being of nurses. While acknowledging the vital importance of a health perspective, this article contends that the ability to cultivate a sense of career well-being may act as an antidote to the occupational and career burnout in the nursing profession. To examine the relationship between career burnout and career well-being in nurses, the article explores the many ways career counsellors can be of service to clients in the nursing profession, improving clients’ career well-being via the enhancement of effective coping skills. In particular, the phenomenon of career burnout and its related issues and factors in nurses are identified and analysed. Guided by key tenets from career development theoretical approaches, counselling interventions are proposed to address the unique occupational burnout issue in the nursing profession, aiming to further the career well-being of nurses. [ABSTRACT FROM PUBLISHER]

To explore young adolescents’ interest in engineering as a future career, we examined the influence of gender and grade level on participants’ (N = 197, aged 10–13) views of engineering. One group (107 students) viewed a brief engineering video and wrote why they felt the same or different about engineering following the video. Qualitative analyses revealed that some reported viewing engineering differently and more positively, although most did not want to be an engineer. Girls, more than boys, noted that engineers helped people. Six months after the video intervention, participants completed quantitative measures about engineering. Quantitative analyses comparing responses of participants who had seen the video, with those who had not, revealed that the video dispelled some stereotyped beliefs, but not others, with grade-level and gender effects. The findings highlight the importance of listening to adolescents’ views about engineering as a field and as a future career. [ABSTRACT FROM PUBLISHER]

Despite their high intellectual caliber, gifted high school students may experience very unique barriers and challenges in their career exploration and planning. As such, this group of students need much help when it comes to career guidance and counseling in the school setting. Being cognizant of this reality, the current article attempts to apply key tenets of career development and career counseling theories to the helping context of career guidance and counseling for gifted high school students. It examines the unique career-related barriers and challenges faced by this student population, drawing attention to the complexity of the issue in the context of intellectual giftedness as experienced by the target group. It then proposes theory-informed career guidance and counseling interventions for the target group. [ABSTRACT FROM PUBLISHER]

When an employee has to choose among various types of intra-organizational mobility, which factors intervene to explain his choice? Our dissertation explores this question. We have focused this work around two research questions: (1) How can we explain why employees choose a type of intra-organizational mobility rather than another? For that purpose, in the context of the theory of expectations, we seek cognitive factors that explain his choice. (2) What is the role played by socio-demographic factors, personal life factors, characteristics relate to career and personality traits factors to explain his choice? This theory assumes that an employee's beliefs about Expectancy, Instrumentality, and Valence provide a model for the proximal antecedents of the intra-organizational mobility intention. In this study, we elaborate a research model enables to explain why employees choose a particular type of intra-organizational mobility. [ABSTRACT FROM AUTHOR]

In this article we assess the extant literature on women’s careers appearing in selected career, management and psychology journals from 1990 to the present to determine what is currently known about the state of women’s careers at the dawn of the 21st century. Based on this review, we identify four patterns that cumulatively contribute to the current state of the literature on women’s careers: women’s careers are embedded in women’s larger-life contexts, families and careers are central to women’s lives, women’s career paths reflect a wide range and variety of patterns, and human and social capital are critical factors for women’s careers. We also identify paradoxes that highlight the disconnection between organizational practice and scholarly research associated with each of the identified patterns. Our overall conclusion is that male-defined constructions of work and career success continue to dominate organizational research and practice. We provide direction for a research agenda on women’s careers that addresses the development of integrative career theories relevant for women’s contemporary lives in hopes of providing fresh avenues for conceptualizing career success for women. Propositions are identified for more strongly connecting career scholarship to organizational practice in support of women’s continued career advancement. [ABSTRACT FROM AUTHOR]

F.T.L. Leong and E.L. Chou (1994) provided a theoretical model for understanding the acculturation process among Asian Americans and applied that model to predicting the potential career adjustment problems encountered by Asians in the United States. Several of the hypotheses proposed by Leong and Chou were empirically tested in 2 separate studies. In Study 1, acculturation (R.M. Suinn, K. Rickard-Figueroa, S. Lew, & P. Vigil, 1987) was found to be positively related to job satisfaction (A.H. Brayfield & H.F. Rothe, 1951) and negatively related to occupational stress and strain (S. H. Osipow & A.R. Spokane, 1981) in a sample of 39 Asian American employees from 2 major companies who attended career development workshops. In Study 2, acculturation was found to be positively related to supervisors' performance ratings in a different sample of 27 Asian American employees. These preliminary data suggest that acculturation plays an important role in the career development of Asian Americans. The theoretical, research, and counseling implications of the findings are discussed. [ABSTRACT FROM AUTHOR]