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.
Unwanted sexual experiences of males are largely stigmatized in American culture. Although males have experienced various types of sexual victimization and coercion, there is limited research that specifically explores males' experiences as distinctive from females' experiences. Our objective was to use qualitative research to gain a greater understanding of college males' unwanted sexual experiences while considering the potential influence of cultural context and myths about masculinity. Participants in this study were 590 undergraduate and graduate male students from a religious liberal arts college in the Midwest region of the United States who completed an online survey in the 2009 -2010 academic year. Participants provided written responses to open-ended questions about unwanted sexual experiences (i.e., unwanted kissing, touching, intercourse, or any other form of sexual contact). The participants' narratives included both childhood and adult experiences. Qualitative thematic analysis (Braun & Clarke, 2006;Fereday & Muir-Cochrane, 2006) was used to draw meaning from the men's stories. Seventeen percent (n ϭ 102) indicated having had an unwanted sexual experience, and 64% disclosed their experience to another. The authors identified 4 primary categories of unwanted sexual experiences, namely, Childhood Incest/Molestation, Silent Reluctance (inability to express reluctance), and Sexual Assault (which included rape, date rape, and sexual intimidation). The 4th category was Regret, where the experience was wanted at the time but later regretted. Fifty-two percent (n ϭ 34) of the narratives explicitly or implicitly described experiences within a hetero-normative sexual script; prevalence of scripts was explored within particular types of experiences. Clinical implications are discussed. Public Significance StatementQualitative research exploring males' unwanted sexual experiences is critical in providing a better understanding of the impact and prevalence of these experiences. Gendered sexual scripts and myths about masculinity were present throughout narratives, rendering implications for future research and therapeutic support.
In addition to providing financial means, work offers an opportunity for individuals to experience meaning and purpose. Meaningful work, defined in this chapter as work that is worthwhile and personally significant, is linked to job satisfaction, work motivation, and psychological well-being. Several vocational psychology theories of career development, along with research on work as a calling and the protean career orientation, have addressed factors that likely influence meaning and purpose in work, either directly or indirectly. This chapter examines the opportunities for career pathways programs and professionals for promoting purpose and meaning in work over the course of a career. Specific strategies related to career choice, choice implementation, career engagement and maintenance/management, as well as retirement, bridge employment, and encore careers are addressed. Future directions for research and practice are also discussed.
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