Career Compromise and Adjustment Among Non-Professional Graduate Teachers.

Ocansey, Frederick

doi:10.4314/ifep.v8i2.23586

Cited by 3 publications

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“…Compromisers saw their job as less prestigious, less rewarding, and offering less opportunity to use their skills and abilities, and had higher turnover intentions. Ocansey (2000) found similar results. Teachers who perceived their career as a compromise expressed more frustration with the job, were less satisfied with the prestige level, and believed there was less opportunity for self-development and advancement than teachers who viewed teaching as a calling.…”

Section: Correlates Of Career Compromisesupporting

confidence: 62%

Career Development Strategies as Moderators Between Career Compromise and Career Outcomes in Emerging Adults

Creed

Hughes

2012

Journal of Career Development

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We surveyed 130 first year university students (80% female; mean age 20.5 years), and assessed (a) the level of career compromise they reported between their ideal and enrolled university programs, (b) their career-related strategies, (c) their perceptions of employability, and (d) their career-related distress. We tested a model that proposed that career compromise would predict perceptions of employability and career distress, and that the effects of compromise would be moderated by the career-related strategies. Two strategies, seeking career guidance and self-presentation, moderated the relationship between compromise and career distress. There was no moderated effect for perceptions of employability, although compromise was directly associated with these perceptions. Thus, while compromise may be a normal aspect of career development, it was associated with more career distress when career development strategies were low, and associated directly with more negative employment perceptions. Practitioners might assist with career compromise by enhancing career development strategies.

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Section: Correlates Of Career Compromisesupporting

confidence: 62%

Career Development Strategies as Moderators Between Career Compromise and Career Outcomes in Emerging Adults

Creed

Hughes

2012

Journal of Career Development

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“…This omission is significant because individual differences in willingness to compromise are potentially related to organizational outcomes such as work attitudes and behavior (Gottfredson, 2005;Heinz, 2003), as well as experienced affect and psychological well-being (Carr, 1997;Oceansey, 2000). One possible reason that a broad construct of willingness to compromise has not been studied in relation to organizational phenomena might be that a reliable and valid measure of the construct does not currently exist.…”

mentioning

confidence: 99%

“…Specific career-related trade-offs (e.g., work–family issues) have been extensively studied in the past two decades because they predict consequential personal and organizational outcomes. For example, individuals who reported having compromised also report lower life satisfaction and well-being (Carr, 1997), and greater intention to quit their jobs (Oceansey, 2000).…”

mentioning

confidence: 99%

“…Despite having theories and empirical findings supporting the fact that people are frequently required to compromise across organizational contexts (Fouad & Bynner, 2008; Savickas, 2007), the concept of compromise has had less impact on organizational psychology than might be expected (Greenhaus, 2003; Pryor, 1987). This omission is significant because individual differences in willingness to compromise are potentially related to organizational outcomes such as work attitudes and behavior (Gottfredson, 2005; Heinz, 2003), as well as experienced affect and psychological well-being (Carr, 1997; Oceansey, 2000). One possible reason that a broad construct of willingness to compromise has not been studied in relation to organizational phenomena might be that a reliable and valid measure of the construct does not currently exist.…”

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confidence: 99%

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Development and Initial Validation of the Willingness to Compromise Scale

Wee

2013

Journal of Career Assessment

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This study introduced an individual difference construct of willingness to compromise and examined its implications for understanding and predicting career-related decisions in work settings. In Study 1 (N ¼ 53), critical incidents of career decisions were analyzed to identify commonalities across different types of career-related compromises. In Study 2 (N ¼ 171), an initial 17-item scale was developed and revised. In Study 3 (N ¼ 201), the convergent and criterion-related validity of the scale was examined in relation to specific personality traits, regret, dealing with uncertainty, career adaptability, and a situational dilemma task. Willingness to compromise was negatively related to neuroticism, and positively related to dealing with uncertainty, openness to experience, and career adaptability; it also predicted responses to the situational dilemma task. Results provided support for the reliability and validity of the scale.

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Perceived career compromise, affect and work-related satisfaction in college students

Tsaousides

Jome

2008

Journal of Vocational Behavior

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Career Compromise and Adjustment Among Non-Professional Graduate Teachers.

Cited by 3 publications

References 0 publications

Career Development Strategies as Moderators Between Career Compromise and Career Outcomes in Emerging Adults

Career Development Strategies as Moderators Between Career Compromise and Career Outcomes in Emerging Adults

Development and Initial Validation of the Willingness to Compromise Scale

Perceived career compromise, affect and work-related satisfaction in college students

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