The relation between person and environment (P-E) fit, defined on the basis of career-related aspects and occupational satisfaction, was examined. The characteristics of 12 occupations along 36 career-related aspects were elicited from 12 career counselors. Thirty professionals in each of the 12 occupations reported their preferences in the same set of aspects, and their occupational satisfaction. Two measures of P-E fit were defined as the mean absolute gap between the professionals' preferences and the respective characteristics of their occupation (a) in all 36 aspects and (b) in the core aspects of each occupation only. The median within-occupation correlation between P-E fit and occupational satisfaction was .27 when all aspects were considered, and .85 when only the core aspects were taken into account. The implications for counseling research and practice are discussed.Since Parsons' (1909) seminal work, the personenvironment perspective on vocational choice has been central to career psychology and counseling (e.g., Buboltz,
This article provides career counselors with a practical procedure, based on decision and information processing theories, for assisting clients in making career decisions. The proposed procedure, which is derived from the sequential elimination approach, considers the individual's limited cognitive and material resources and provides specific guidelines aimed at facilitating career decision making and increasing the quality of the process and its outcomes. The proposed procedure has been found useful in making various types of career decisions.
The present study evaluated the internal structure of two translated multiple-scale questionnaires: the Task-Specific Occupational Self-Efficacy Scale (TSOSS; Osipow, Temple, & Rooney, 1993) and the Career Decision-Making Self-Efficacy Scale (CDMSE; Taylor & Betz, 1983). Data were obtained during a pilot study for testing the Hebrew versions of the TSOSS and the CDMSE. Cluster analysis applied to the split scales was found to complement the traditional method used to assess the psychometric properties of the instruments. As proposed by its authors, the TSOSS was found to possess four distinct scales in both language versions. The elimination of problematic items from the Hebrew version revealed the five hypothesized factors assumed to underlie the CDMSE. The proposed clustering analysis of the split scales appears to have potential application to the refinement process of other multi-scale instruments as well.
Compromise is a significant component of career decisions as well as many other personal decisions. This article presents a conceptual model for dealing with career compromise and discusses its implications for the career counseling process. The model identifies three possible framings that individuals may adopt when facing compromise. Specifically, compromise may be framed in terms of career alternatives, the importance of different aspects, and within‐aspect preferences. The distinctions among the three framings have distinct implications for the career decision‐making process. Suggestions are discussed for relevant intervention options aimed at decreasing the potentially harmful effects of the need to compromise.
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