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In recognition of growing economic inequality and rapid transformation in the world of work, we seek to understand how young people perceive their futures to develop career development education that supports both personal goals and promotes social and economic justice. Thirty-six students attending high-performing high schools in the United States (n = 19) and Israel (n = 17) were interviewed to assess their espoused future plans and conceptions of work and society. Consistent with the psychology of working theory, students' plans were reflective of the social, economic, national, and historical contexts in which they are embedded. US and Israeli students expressed optimism and anxieties about their futures, along with recognition of social and economic inequalities and limited motivation and awareness of how to effect social change. The findings are discussed with regard to implications for career development education and the promotion of social and economic justice.

The present research examined attitudes toward career education in kindergarten classes among kindergarten teachers. Cognitive and behavioral aspects of teachers' attitudes toward career education were investigated as they related to teachers' education level, children's economic status, cultural differences, and teaching self-efficacy. Participants were 184 female Israeli preschool teachers in two cultural groups: 96 Israeli Arab and 88 Israeli Jewish teachers. Arab participants expressed greater importance in implementing career education in the preschool setting than did the Jewish participants. Moreover, the findings support the role of teachers' self-efficacy in developing positive attitudes toward novel programs such as career education.

School counselors' occupational plans were investigated in terms of the mediating role of occupational self-efficacy including three antecedents (role clarity, role autonomy, social support) on three outcomes (life satisfaction, job satisfaction, occupational plans) among 483 female Israeli school counselors, aged 26-69. High levels of the three antecedents were associated with high levels of occupational self-efficacy, which in turn was associated with high levels of life and job satisfaction and with counselors' plans to remain in their profession. The antecedents also demonstrated direct effects with job satisfaction. This emphasizes the importance of occupational self-efficacy in counselor retention and its antecedents.

Women and members of many ethnic minority groups continue to be significantly underrepresented in science, technology, engineering, and mathematics (STEM) education and work settings. In this article, we propose that Gloria Anzaldúa's concepts of "nepantla" and "nepantleras/os" can be used to enrich perspectives on underrepresentation among those studying, working, and persisting in STEM fields. We describe how diversity practices may fail to address and foster inclusion in STEM education and workplaces and link inclusion and belonging to engagement and retention in STEM. Recommendations are offered for combining top-down and bottom-up strategies providing information, awareness, and skills training in STEM environments, including recognizing and engaging the insights and experiences of nepantleras/os.

Studies of representative bureaucracy emphasize that minorities' representation in public organizations helps promote their interests. Some areas, however, suffer from a distinct lack of minority representation. Although studies in the field focus on the actions of minority public servants in representing citizens like them, we examine the behavior of majority group street-level bureaucrats toward minorities. Using interviews with female STEM (science, technology, engineering, and mathematics) students from five Israeli academic institutions, we investigate whether male faculty members' interactions with female students reflect their perceptions of the latter's lack of representation. We find that one direct outcome is that male faculty members' unequal and discriminatory behavior offends female students. Through this behavior, these faculty members also signal to the majority group students that this behavior toward women is legitimate, which is an indirect outcome. Finally, female students behave insecurely in this environment. Public managers should be aware that not only is passive representation required in public organizations, but also that in areas with distinct male representation, majority group street-level bureaucrats play an important role in creating an environment that is fair and equitable for minorities. [ABSTRACT FROM AUTHOR]

The virtual interactive consulting agent system is an online virtual career center that supports freshman students in transition to higher education. This virtual counseling system, based on accumulative empirical knowledge for working students and knowledge about effective career intervention, aims to guide first-year university students in combining study and work effectively. Three main aspects of career interventions are supplied by this virtual interactive consulting agent system: personal assessment, information, and personal encouragement and relatedness. The virtual interactive consulting agent is based on the SimCoach system. The current research includes two studies that examine acceptability and satisfaction from two perspectives: that of the counselors (the experts) and of the consultees (the target consumers). Both studies included 87 participants divided into two research groups: 45 counselors and 42 counseled freshman students. The data were collected through four data collection tools: acceptability and satisfaction questionnaire, an open-ended question, Google Docs, and screen recording applications. The participants' answers were analyzed using quantitative software. The results show that the majority of the counselors were satisfied with the usability of the system but not with the process of counseling through the virtual agent, with some expressing concern about the impact on the profession. In contrast, most of the consultees were satisfied with the counseling process and some stated that the virtual agent helped them to determine how to integrate work and study more effectively.

Teachers working in special education are confronted with various requirements. Their ability to cope with these requirements may be largely influenced by their levels of self-efficacy which start to develop during their academic studies and specifically while gaining practical experience. This study examined the contribution of experience-related variables and personal variables to teaching self-efficacy among 98 special education college students from two different training programs in Israel: 58 participated in a program requiring individual instruction-based field experiences and 40 in a program with group instruction-based field experiences. They completed questionnaires measuring teaching self-efficacy, career decision-making self-efficacy, hope, and demographics. The instruction and special education domains of teaching self-efficacy were predicted by the type of field experience and personal variables, efficacy in teacher-student relations was predicted by experience-related variables, and efficacy in educational organizations was predicted by personal variables. Practical implications are discussed.

Guided by Social Cognitive Career Theory, this study investigated the future perceptions of Hong Kong female university students. Fifty-eight students completed a semi-structured questionnaire to better understand their beliefs, hopes, and visions about their future. The thematic analysis performed yielded 10 major future life themes in the participants' responses: (a) work, (b) family, (c) roles and responsibilities, (d) romantic relationships, (e) values, (f) living situation, (g) quality of life, (h) status of education, (i) personal interests and hobbies, (j) finance, and (k) friendship. Findings from this study provide novel information on Hong Kong women's future perceptions that may help career counsellors when constructing client goals and tasks aimed at exploring and fulfilling their future perceptions.

To promote our theoretical understanding regarding the exploration process during adulthood, the current study focusses on this process as it relates to work and family life roles and the relations between them, during the transition to motherhood. Two instruments assessing vocational and maternal exploration, relating to self and environment dimensions, were developed. Validation was conducted through two independent studies of two groups of Israeli Jewish women during their transition to motherhood: exploratory factor analysis (N = 125) and confirmatory factor analysis (N = 232). Results demonstrated good fit of the model to the data, and reveal statistically significant estimates for each of the measurements. Positive, significant correlations between the two exploration processes were found. The findings support the life-long and holistic approach of career development that exploration is an ongoing process, which occur in different life domains simultaneously. Implications for future research and practice are discussed.

The purpose of this study was to describe the development of a new intervention for jobseekers and to assess its efficacy using a naturalistic, pre-post intervention design. In contrast to existing work-based interventions, the Work Intervention Network (WIN) intervention targets multiple intersecting domains through four modules and via six group sessions: deepening and sustaining relationships; fostering social awareness and reducing self-blame; building emotional resilience and self-care; and planning, exploring, and engaging in the job search. To evaluate the intervention, we first recruited a sample of 33 jobseekers to provide feedback on the program. Integrating their feedback into the design of the program, we then recruited a sample of 108 jobseekers who filled out surveys before and after the six-session intervention, which assessed work and mental health functioning across the four domains. Results revealed that participants were highly satisfied with the intervention and reported large increases in social support, belonging, psychological well-being, job search engagement, and work hope as well as decreases in isolation and self-blame. This study provides strong support for the WIN intervention and has implications for how to support jobseekers in an increasingly precarious labor environment. [ABSTRACT FROM AUTHOR]

The current study investigated the content of future perceptions among 47 U.S. women and 48 Israeli women. Thematic analysis was used to explore participants' qualitative responses. Women's responses covered a wide range of topics, and were categorized into ten key themes: (a) work, (b) family/relationships, (c) property, (d) residence, (e) education, (f) general quality of life, (g) leisure, (h) pro-social activities, (i) multiple role management, and (j) religion. Results demonstrated the role of nationality in the process of exploration and future perceptions. Implications for research and practice are discussed.

The current study focuses on the contribution of five personality traits to the development of self-efficacy and outcome expectations regarding selecting a high school major among adolescents with learning disabilities (LD). Social cognitive career theory and the Big Five personality traits model served as the theoretical framework. Participants were 312 adolescents with LD (M[subscript age] = 16.15; SD = 0.46). Positive correlations were found between self-efficacy to select a high school major and outcome expectations from this decision. Structural equation analyses showed that high levels of Extraversion and low levels of Openness to Experience contributed to higher outcome expectations from the chosen major. Theoretical and practical implications are discussed.

The current study focuses on the contribution of the Big Five personality traits to the development of self-efficacy and outcome expectations regarding selection of a high school major among 368 Israeli adolescents (Mage = 16.07, SD = 0.41). Structural equation analyses showed that higher levels of conscientiousness and extraversion and lower neuroticism contributed to higher self-efficacy. In contrast, higher levels of conscientiousness and neuroticism and lower extraversion contributed to higher outcome expectations. These findings expand our understanding regarding personality characteristics serving as antecedents of self-efficacy and outcome expectations and sets important implications for career interventions with adolescents.

The current study examined the contribution of hearing loss, social affiliation, and career self-efficacy to adolescents' future perceptions. Participants were 191 11th and 12th grade students: 60 who were deaf, 36 who were deaf or hard of hearing, and 95 who were hearing. They completed the Future Perceptions Scale, the Career Decision-Making Self-Efficacy (CDMSE) Scale, and the Self-Efficacy for the Management of Work-Family Conflict Scale. Results indicated that participants who were deaf reported significantly higher levels of future clarity and intensity than the other groups. However, no significant differences were found in career self-efficacy. Hearing status and affiliation and the efficacy to manage future conflict between work and family roles were significant predictors of participants' future clarity. CDMSE was a significant predictor of future planning. Implications for theory and practice are discussed.

The aim of the current study was to examine whether the key constructs targeted in the Work Intervention Network (WIN) intervention uniquely predicted well-being outcomes and mediated relations between un/underemployment and these outcomes. Using data from a sample of 462 adults in the U.S., we positioned employment status as a predictor of life satisfaction, well-being, and psychological distress. We also tested four mediators of these relations that operationalized targets in the WIN intervention – career engagement, social support, self-care, and self-blame. Employment status indirectly predicted life satisfaction, life meaning, and psychological distress via self-care and self-blame. Career engagement mediated the relation between employment status and psychological distress but in an unexpected direction. Social support was not directly predicted by employment status but predicted life satisfaction and life meaning. Results provided initial support for the WIN intervention and corroborate the contention that employment status is an important predictor of well-being. [ABSTRACT FROM AUTHOR]

The study examined the contribution of parents' occupational status and expectations regarding persons with hearing loss to career-related support they provide their deaf and hard of hearing (dhh) adolescent children. Thirty-eight parents completed the Evaluation of Occupational Competence Scale (Weisel & Cinamon, 2005), the Evaluation of Family Competence Scale (Caprara, Regalia, Scabini, Barbaranelli, & Bandura, 2004), the Career-Related Parent Support Scale (Turner, Alliman Brissett, Lapan, Udipi, & Ergun, 2003), and a background questionnaire. Parents' occupational expectations were positively correlated with their family expectations regarding deaf persons. Parents' occupational status contributed to expectations of success for deaf persons in prestigious occupations with high communication demands. Different types of expectations contributed to career-related parental support. Implications for theory and practice are discussed.

Quantitative methods were used to investigate attributions of importance to work and family roles and anticipated work--family conflict and facilitation among 353 at-risk Israeli male and female adolescents. Qualitative interviews conducted with 26 of the at-risk youth explored future work and family perceptions. Findings indicated that both sexes anticipated greater facilitation than conflict and demonstrated little exploration and unsophisticated understanding of the work domain. However, perceptions of family were very salient. Females' exploration of family roles was widespread. Both genders understood work as a means to financially support the family. At-risk adolescents' work--family thinking differed meaningfully from descriptions of mainstream youngsters. Implications for career interventions and research with at-risk adolescents are considered.

This study examined two models of adolescents' future perceptions and life satisfaction through a sense of career self-efficacy. Derived from the satisfaction model proposed by social cognitive career theory (SCCT), both examined models address work and family domains but differ in how career self-efficacy is appraised. The integrative model considers career self-efficacy a latent variable, incorporating three self-efficacy types as follows: occupational, spousal, and managing work and family roles. The alternative discrete model considers these three self-efficacy types separately. Israeli Jewish adolescents (N = 264) completed measures of the three self-efficacy domains, future perceptions, and life satisfaction. Findings for both models extended the SCCT's satisfaction model's applicability to adolescents. The broader, integrative definition of career self-efficacy proved superior to the alternative model, reckoning the self-esteem types discretely. Research and practice implications are discussed. [ABSTRACT FROM AUTHOR]

Migration is a common phenomenon of the globalization era. In this article we explore the interplay of three foundational concepts in the migration experiences of Ethiopian Jewish immigrants in Israel: citizenship, identity and career. Through our analysis we examine the multiple layers of being an immigrant citizen. Following immigration, as reflected in empirical studies with members of this community, we have observed tensions between inclusion and exclusion, equality and difference, work and family as well as gender role transformation, family restructuring, and generational differences. These issues are discussed in the context of the development of active citizenship and career. Career development is found to be a core process in the enactment of citizenship, the promotion of a sense of belonging and deeply related to identity formation. Identity as an overarching perspective, with its personal and collective meanings, plays an important role at the intersection between citizenship and career.

This mixed-method study examined a neglected area in career education: parents' attitudes toward the relevance of early career development, parents' attitudes toward the implementation of career education in preschools (including preferred subjects to be included in curricula), and the contribution of gender, socioeconomic status (SES), and education to these attitudes. Fifteen parents were interviewed, and an additional 140 parents (47 men, 93 women; ages 24-55 years) with at least one preschooler (4-6 years old) completed two attitude questionnaires developed for the current study. Results indicated moderate positive agreement with the developmental approach and with preschool implementation of career education. Parents agreed that the curriculum in the preschool system should include some career education, but they wanted it introduced slowly, step-by-step. Almost all of them talked about the need to protect children from the complexity of work. Education and high SES correlated with positive attitudes. The study discusses practical implications for career education programs. (Contains 4 tables.)

The current study investigated how male and female university students' self-efficacy and their role salience contributed to the variance in their anticipated work-family conflict (WFC). Participants comprised 387 unmarried students (mean age 24 years). Cluster analysis yielded four profiles of participants who differed in their attributions of importance to work and family roles: work oriented, family oriented, dual oriented, and no orientation. Of the women, 30.1% were family oriented, versus only 18.9% of the men. The work oriented participants anticipated the highest levels of WFC and demonstrated the lowest efficacy to manage this conflict. The family oriented participants anticipated the lowest levels of WFC and demonstrated the highest efficacy to manage it. Implications were raised for research and career counselling. (Contains 5 tables.)

This study investigated interrelations between conflict and facilitation in work and family domains, with spousal, managerial, and collegial social support serving as antecedents, and professional vigor and burnout as outcomes. Participants were 322 female, married teachers. Regression analyses revealed complex relations between conflict and facilitation, and different patterns of association in the work and family domains. Only managerial support predicted conflict and facilitation relations. Work-to-family (W[right arrow]F) and family-to-work (F[right arrow]W) conflict predicted burnout. Results suggest that conflict and facilitation are distinct constructs and they underscore the importance of working with managers to enhance their ability to promote employees' health. (Contains 3 tables.)

This study examines 15 at-risk Israeli youngsters' work and family plans and the perceived barriers and resources influencing the realization of those plans. In-depth interviews analyzed by Consensual Qualitative Research (CQR) demonstrate the complexity of the future awaiting these youths. Participants perceive work mainly as a means of obtaining money and only consider a limited range of occupations as being available to them. Their vision of their future family focuses mainly on their providing a safe place for their children and providing food and stability. They view themselves as being both their own major resource and chief barrier to the realization of future plans. Other resources comprise social support and the ability to cut themselves off from their past, including original family and childhood friends. Implications for practice and research are discussed. (Contains 1 table and 2 notes.)

Conceptualizing career development in a cultural and contextual framework, this study examined within-gender differences in role salience and work-family conflict (WFC) among 101 Jewish and 99 Arab female teachers (aged 23-64 years) from central Israel. The contribution of social support to women's conflict was also examined. Results highlighted various differences: in contrast to expectations, Jewish teachers demonstrated higher spouse and parent values than Arab teachers, who demonstrated higher work values and work commitment. As expected, Jewish women reported higher levels of WFC compared to their Arab colleagues. Support systems in Jewish culture were related to lower WFC but not in Arab culture. Theoretical and practical implications emphasize the need for culture-sensitive models of work-family relations and for career counseling interventions. (Contains 4 tables.)

The study examined conflict and facilitation in work-family relations among working mothers of children with learning disorders (LD) or with typical development. The study also focused on three maternal personal resources (maternal anxious/avoidant attachment security, affect and sense of coherence) as antecedents of these work-family relations, and examined outcomes of such conflict and facilitation between the two life domains, as they affected patterns of close relationships within the family (child attachment and family cohesion). The sample included 96 mother-child dyads: 48 mothers and their children with LD; and 48 mothers and their typically developing children. Children's ages were 8-12 years. All attended public elementary schools in urban areas of central Israel. Significant group differences emerged on mothers' family to work conflict and on mothers' work to family facilitation. Findings indicated that several maternal personal resources were antecedents of these relations and also contributed to differences in mother-child attachment relationships and family cohesion. Discussion focused on understanding work-family relations among these mothers of children with LD, as well as the influence of maternal personal resources on patterns of close relationships (i.e., child attachment, family cohesion). (Contains 3 tables and 1 figure.)

This study examined the effect of hearing status on role salience and anticipated work-family relations among 101 unmarried young adults aged 20-33 years: 35 with hearing loss (19 hard of hearing and 16 deaf) and 66 hearing. Participants completed the Life Role Salience scale, anticipated conflictual relations scale, anticipated facilitory relations scale, and a background questionnaire. The deaf participants demonstrated a significantly higher level of commitment to work but anticipated the significantly lowest level of conflict. Hearing status was a significant variable in predicting anticipated conflictual relations among all participants. Mode of communication was a significant predictor of conflictual relations among the hearing loss group. Implications for theory and practice were discussed.

To expand work-family conflict (WFC) research to specific occupations, this study investigated how work and family generic and occupation-specific stressors and support variables related to family interfering with work (F [right arrow] W) and work interfering with family (W [right arrow] F) among 230 Israeli high school teachers. Further expanding WFC research, the authors assessed WFC effects on burnout and vigor. Results indicated that W [right arrow] F conflict was related to generic variables and more so to distinctive teaching characteristics (e.g., investment in student behavior and parent-teacher relations). Both W [right arrow] F and F [right arrow] W predicted burnout, whereas only F [right arrow] W predicted vigor. Implications for WFC research and occupational health programs are discussed. (Contains 3 tables.)

To better understand the work-family interface within the family domain, this study investigated crossover effects of two types of work-family conflict among 120 participants (60 married couples), these conflicts' relations with parental self-efficacy and perceived quality of parent-child interaction, and the contribution of attributions of importance to life roles on variance in these two parental outcomes. Results indicated complementary correlations between men's and women's conflicts. That is, work[right arrow]family conflict of one spouse was positively correlated to family[right arrow]work conflict of the other spouse. Both types of conflict were negatively correlated with parental self-efficacy and perceived quality of parent-child interaction. Parents' sense of self-efficacy in their parenting role was associated with the higher value they attributed to that role and to the dual role of working parent, and with the stronger sense of commitment to the parenting and dual roles. Theoretical and practical issues are discussed. (Contains 3 tables.)

The current study examined the characteristics and functioning of 12 Israeli school counsellors located at different stages of professional development who worked in schools affected by terrorist attacks. Semi-structured interviews explored the counsellors professional behaviour, activities, and coping with terror and its effects. Consensual qualitative research analysis revealed five major domains: role definition, organisational characteristics, affective reactions, dilemmas, and barriers and resources. Counsellors at different stages of professional development demonstrated different patterns of behaviour across the domains categories and subcategories. Implications for research and supervision are discussed. (Contains 5 tables.)

Anticipated levels of 2 types of work-family conflict (WFC) were studied among 358 students from 2 universities. The study examined the contribution of gender, parental models of child care and housework, and self-efficacy to the variance in anticipated WFC. Findings demonstrated that the bidirectionality of the relations between work and family life also exists in anticipated conflicts. A number of gender-related differences emerged: Women anticipated higher levels of work interfering with family and family interfering with work and demonstrated lower efficacy in managing these conflicts than did men. Exposure to an egalitarian child care model correlated with lower anticipated levels of work interfering with family. Self-efficacy correlated negatively with both types of conflict. Implications for further research and career programs are discussed. (Contains 4 tables.)

Work-family conflict is a vocational psychology variable whose antecedents and outcomes have been extensively investigated. In contrast, less effort has been invested in creating practical programs to prevent and reduce it. This article provides the rationale and describes the framework for a comprehensive organizational program designed to ease employees' work-family conflict. Using an interdisciplinary approach, the program combines primary and secondary interventions aimed at school managers and teachers. The program is grounded in work-family conflict models, social cognitive career theory, and the literature on health promotion in organizations and includes process variables comprising critical career intervention components.

This study examined 74 deaf and hard-of-hearing (D/HH) and 91 hearing high school students regarding their own occupational aspirations and their evaluations of occupational competence (EOCs) for deaf adults. In the EOC, participants rated the suitability of 25 occupations (varying according to prestige and required level of communication) for deaf men and women. The results showed that occupations requiring intensive communication levels, regardless of their prestige, were evaluated as much less suitable for deaf individuals than were those requiring less communication. D/HH adolescents did not find highly prestigious occupations as suitable for deaf adults even when communication barriers were irrelevant. Both D/HH and hearing participants expressed biased evaluations of deaf women's competence, but no further evidence emerged for stereotypic attitudes. Higher educational aspirations among hearing adolescents, especially hearing males, correlated with a higher EOC of deaf adults. No such associations emerged for D/HH participants. No gender effects emerged. Implications of these outcomes for career development, especially for females, were discussed.

Semistructured interviews were conducted with 16 Israeli adolescents and young adults with mild mental retardation to examine their perceptions of the world of work. A consensual qualitative strategy of analysis (C. E. Hill, B. J. Thompson, & E. N. Williams, 1997) yielded 4 domains (Definitions of Work, Reasons for Working, Self-Awareness, Knowledge About the World of Work) and 12 categories. Although respondents showed strong willingness to participate in the world of work, they had little information regarding this realm. Implications are discussed for career development programs targeting young persons with mental retardation and community and family involvement in such programs. (Contains 1 table.)

This study explores stages of professional development among Israeli school counsellors by investigating their attitudes toward evolving professional identity and professional patterns across the career span. We interviewed 15 school counsellors from different age groups, seniority levels, and school types (elementary, middle, high). A consensual qualitative research strategy enabled classification of counsellors' rich descriptions into various developmental stages. We classified four distinct stages according to counsellors' perceptions of counselling, professional identity, work patterns, and resources and barriers in their work: exploration, establishment, maintenance, and specialisation. Findings enriched the knowledge of counsellors' professional development and its application with counsellors in the field. We discuss implications for further research and practical applications, mainly for supervision and career planning.