This article reviews the literature in the areas of theoretical contributions to career development, vocational assessment, individual differences, and career counseling written in 1994. It also reviews relevant career books that appeared on the scene. Areas covered in the review as noted above for the most part are consistent with other reviews and represent the contemporary research thrusts in the field.
98THE CAREER DEVELOPMENT QUARTERLY / DECEMBER 19951 VOL. 44 Osipow, focused on helping women prepare for making future career choices. Nine different areas of consideration were discussed. The first chapter addressed basic concepts that career counselors should be aware of in their work with women, most notably the major barriers to and facilitators of women's career choices. Subsequent chapters examined career assessment and the utility of gender role analysis in the assessment process, the extent to which the career counseling literature and practice have incorporated feminism, the socialization and organizational factors that make dual-career relationships difficult, and the unique considerations involved in the career counseling with ethnic minority women, gifted women, women in science and engineering, and women in management. Still another chapter addressed counseling for career adjustment in the work environment, and the final chapter considered some ways in' which the power structure and socialization practices prohibit women's work conditions from improving.
The purpose of this study was to explore the relationship between person-environment congruence and career search and decision- making self-efficacy for a sample of 200 women college students. Self- efficacy was defined by the Career Decision-Making Self-Efficacy Scale (CDMSES) and the Career Search Efficacy Scale (CSES). The congruent, incongruent, and undecided college major choice groups were defined according to Holland's theory of personality dispositions and work environments. The First Letter of the Holland code and the "C" index were used to define congruence. Findings revealed significant differences between the congruent, incongruent, and undecided groups for the two definitions of congruence for the CSES. The findings varied for the CDMSES. Overall, undecided women reported lower levels of career decision-making self-efficacy and career search self-efficacy than women who had chosen a college major regardless of whether or not the major was congruent with personality type.
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