Career Development and Counseling E-Book

• Herausgeber: John Wiley & Sons
• Kategorie: Fachliteratur
• Sprache: Englisch

Seitenzahl: 1421

Veröffentlichungsjahr: 2012

Beschreibung

Praise for Career Development and Counseling: Putting Theory and Research to Work, Second Edition "This volume is an essential resource for the library of anyone interested in the field of career development, assessment, and counseling and should also prove invaluable for graduate students interested in immersing themselves in some of the best work being done today in the field of career development and counseling." --Nancy E. Betz, PhD, Professor, Department of Psychology, The Ohio State University "In this second edition, Drs. Brown and Lent continue to shape career development discourse and illustrate the ongoing significance of the fields of career development and counseling in the twenty-first century. This edition will help both researchers and practitioners alike to better understand, investigate, and promote the role of work in people's lives." --Angela Byars-Winston, PhD, Associate Professor of Medicine, School of Medicine and Public Health, University of Wisconsin-Madison Complete coverage of leading career theories and practices Filled with the latest empirical and practical evidence, this new edition features: * A new introductory chapter that defines and discusses the importance of career counseling in the twenty-first century, and offers a brief history of the field * New chapters on gender, race/ethnicity, social class and poverty, sexual minority identity, disability status, personality, and relational factors * Major theories of career development * Coverage of the assessment of important career constructs and occupational information systems * Interventions for working with career issues across the life span Edited by two of the leaders in the field of career development, and featuring contributions by many of the most well-regarded specialists in the field, Career Development and Counseling, Second Edition is the one book that every career counselor, vocational psychologist, and student of career development and counseling must have.

Leseprobe

Table of Contents

Praise for Career Development and Counseling: Putting Theory and Research to Work, Second Edition

Title Page

Copyright

Dedication

Preface

Contributors

Chapter 1: Understanding and Facilitating Career Development in the 21st Century

Why Do People Work?

What Is a Career? What Is Career Development?

What Is Career Counseling and How Is It Distinctive?

Some Myths and Realities About Career Counseling

Who Does Career Counseling and Studies Work Behavior?

Career Development and Counseling: Past, Present, and Future

A Final Word: Career Development as Practice, Scholarship, and Social Justice Forum

Conclusion

References

Section One: Major Theories of Career Development, Choice, and Adjustment

Chapter 2: Minnesota Theory of Work Adjustment

Core Concepts of the Theory of Work Adjustment

Research Support for the Theory of Work Adjustment

Applications of TWA

Conclusions and Practice Implications

References

Chapter 3: Holland's Theory of Vocational Choice and Adjustment

Overview of the Theory

Research Support for Holland's Theory

Applications of the Theory

Conclusions and Practice Implications

References

Chapter 4: The Life-Span, Life-Space Theory of Careers

Background of the Theory

Core Principles

Empirical Support

Application to Career Intervention

Conclusions and Practice Implications

References

Chapter 5: Social Cognitive Career Theory

Overview of SCCT

Research on SCCT

Applying SCCT to Practice

Conclusions and Practice Implications

References

Chapter 6: Career Construction Theory and Practice

Self-Making

Foundations of Career Construction: Actor, Agent, Author

A Counseling Model for Career Construction

Conclusions and Practice Implications

References

Section Two: The Role of Diversity, Individual Differences, and Social Factors in Career Development, Choice, and Adjustment

Chapter 7: Women, Men, and Work: The Long Road to Gender Equity

Early Development and the Role of Occupational Stereotyping

Gender-Related Issues in Job Choice and Entry

Gender-Related Experiences in the Workforce

Gender Validity of Career Theories

Implications for Counselors

Conclusions and Practice Implications

References

Chapter 8: The Role of Race and Ethnicity in Career Choice, Development, and Adjustment

Educational and Occupational Disparities

Cross-Cultural Validity of Career Theories

Cultural Factors Related to Career Development

Practical Implications

Summary

References

Chapter 9: Social Class, Poverty, and Career Development

Consideration of Social Class and Poverty in Major Career Development Theories

Additional Perspectives on Social Class and Poverty

The Influence of Social Class and Poverty on Career Development Milestones

Implications for Practice

Conclusions

References

Chapter 10: Career Development of Lesbian, Gay, Bisexual, and Transgender Individuals

Career Theories

Using Career Assessment Tools

Transgender Individuals

Conclusions and Practice Implications

References

Chapter 11: Personality, Career Development, and Occupational Attainment

Perspectives on the Relation of Personality and Life Outcomes

The Structure and Stability of Normal Personality

The Relations of Personality to Career Outcomes Across the Life Span

Counseling, Developmental, and Preventive Implications

Conclusions and Practice Implications

References

Chapter 12: Relational Influences on Career Development

Relational Influences From Childhood Through Young Adulthood

Adult Career Development in a Relational Context

Conclusions and Practice Implications

References

Chapter 13: The Career Development of Youth and Young Adults With Disabilities

Definitions of Disability

Barriers to Work

Legislation and Disability

Career Development for Individuals With Disabilities

Implications for Career Counseling

Conclusions

Section Three: Assessment and Occupational Information

Chapter 14: Nature, Importance, and Assessment of Interests

Interests and Vocational Theories

Interests, Personality, and Abilities

Stability of Interests

Why Measure Interests?

P-E Interest Congruence and Satisfaction and Performance

Methods of Interest Inventory Scale Construction

Assessment of Interests

Using Interest Inventories in Career Counseling

Responsible Use of Tests

Take-Home Message: Steps for Interpreting an Interest Inventory

Conclusions

References

Chapter 15: Nature, Importance, and Assessment of Needs and Values

Conceptual Issues

Content Domain of Values

Individual Differences

Application of Values Measures in Career Counseling

Conclusions and Practice Implications

References

Chapter 16: Ability and Aptitude Assessment in Career Counseling

Historical Milestones in Ability Assessment

Defining Abilities, Skills, and Aptitudes

Issues in Understanding and Assessing Abilities

Developmentally Appropriate Ability Assessment

Career Management

Conclusions and Practice Implications

References

Chapter 17: Assessing Additional Constructs Affecting Career Choice and Development

Theory-Derived Measures

Additional Factors Relevant to Career Development

Conclusions and Practice Implications

References

Chapter 18: The Structure, Sources, and Uses of Occupational Information

Research on the Importance and Use of Occupational Information

Occupational Classification Systems

Sources of Occupational Information

Ethical Issues in the Use of Career Information

Practical Applications

Conclusions

References

Section Four: Counseling, Developmental, and Preventive Interventions

Chapter 19: Promotion of Career Awareness, Development, and School Success in Children and Adolescents

Creating Career Awareness

Supporting Career Development

Promoting School Success

Conclusions and Practice Implications

References

Chapter 20: Promotion of Career Choices

Effectiveness of Career Choice Interventions

Factors That Contribute to Effectiveness

Decision-Making Difficulties

Future Research

Conclusions and Practice Implications

References

Chapter 21: Interventions to Aid Job Finding and Choice Implementation

Job Search Methods

Persuasion Methods

Predictors of Job Search and Persuasion Behaviors and Outcomes

Job-Finding Interventions

Conclusions and Take-Home Messages

References

Chapter 22: Promoting Work Satisfaction and Performance

Job Satisfaction

Work Satisfactoriness or Performance

Summary and Take-Home Messages

References

Chapter 23: Counseling Adults for Career Transitions

Career Transitions: A Common Experience for Adults

Types of Adult Career Transitions

Common Issues Across Career Transitions

Theoretical Perspectives on Career Transitions

Research Perspectives on Career Transitions

Implications for Practice

Summary and Take-Home Messages

References

Author Index

Subject Index

Praise for Career Development and Counseling: Putting Theory and Research to Work, Second Edition

“Outdoing even their excellent first edition, Brown and Lent have strengthened the emphasis on scientifically-informed career practice and on issues of diversity, individual differences, and social justice. This volume is an essential resource for the library of anyone interested in the field of career development, assessment, and counseling and should also prove invaluable for graduate students interested in immersing themselves in some of the best work being done today in the field of career development and counseling.”

Nancy E. Betz, PhD

Professor, Department of Psychology

The Ohio State University

“In this second edition, Drs. Lent and Brown continue to shape career development discourse and illustrate the ongoing significance of the fields of career development and counseling in the 21st century. Woven into the fabric of each chapter are multicultural and practice implications, addressing the complex sociocultural issues salient in career development. This edition will help both researchers and practitioners alike to better understand, investigate, and promote the role of work in people's lives.”

Angela Byars-Winston, PhD

Associate Professor of Medicine, School of

Medicine and Public Health

University of Wisconsin–Madison

“This handbook is a great resource for the student, experienced practitioner, and the researcher in the areas of career counseling and vocational psychology. The coverage of career development theory is detailed and current, and the handbook provides a comprehensive review of approaches to the practice of career counseling. I highly recommend this valuable contribution to the literature.”

Gail Hackett, PhD

Provost and Executive Vice Chancellor for Academic Affairs

University of Missouri, Kansas City

“Career Development and Counseling is a must-have for any researcher in vocational psychology or career counseling or anyone who wishes to understand the empirical underpinnings of the practice of career counseling. If you wish to know why good career counseling works, this is the book for you.”

Mark Pope, EdD, MCC

Professor and Chair, Department of

Counseling and Family Therapy

University of Missouri–Saint Louis

Former President, National Career Development Association & American Counseling Association

Editor, The Career Development Quarterly

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Cover design: John Wiley & Sons, Inc.

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Library of Congress Cataloging-in-Publication Data:

Career development and counseling : putting theory and research to work / edited by Steven D. Brown, Robert W. Lent.— 2nd ed.

p. cm.

Includes bibliographical references and index.

ISBN 978-1-118-06335-4 (cloth)

ISBN 978-1-118-22222-5 (ebk.)

ISBN 978-1-118-23627-7 (ebk.)

ISBN 978-1-118-26097-5 (ebk.)

1. Career development. 2. Vocational guidance. 3. Counseling. I. Brown, Steven D. (Steven Douglas), 1947– II. Lent, Robert W. (Robert William), 1953–

HF5381.C265273 2013

331.702— dc23

2012017192

For Elaine and Ellen

Preface

This Edition of Career Development and Counseling: Putting Theory and Research to Work, like the first edition, has as its primary goal the promotion of scientifically informed career practices. It is, therefore, intended to be helpful to a wide audience of students, practitioners, and researchers who are interested in basing their work on the best that science and theory have to offer—science and theory emanating directly from vocational psychology as well as other disciplines that can inform career practice.

This edition of the text maintains continuity with the first edition in several ways. First, Section One is devoted to major theories of career development, choice, and adjustment that (a) either have received direct empirical attention or are derived from other, well-studied theories and (b) have clear implications for practice. Although the theories we include have received varying amounts of research support, all have the potential to generate new empirical knowledge as well as practical applications. As in the first edition, our goal was not to provide encyclopedic coverage of all available theories, but rather to focus selectively on those that appear to be empirically viable and useful in practice.

Second, this edition also includes separate sections devoted to the assessment of important career constructs and occupational information systems (Section Three) and to interventions for working with career issues across the life span (Section Four), which are mainstay topics of vocational psychology and career development. Third, we asked authors to be selective, scientific, and interdisciplinary in their coverage—to highlight assessment devices, information tools, and interventions that have garnered some scientific support and that have clear implications for practice—and to incorporate literatures from other fields of inquiry (e.g., industrial/organizational psychology, personality psychology) that can inform career research and practice.

Despite these continuities with the first edition, this edition departs from the earlier one in several important ways. The most prominent change in this edition is that we have reconfigured Section Two to focus to a greater extent than in the first edition on the roles of diversity, individual differences, and social factors in the career development process. This edition, therefore, contains separate chapters devoted to gender, race/ethnicity, social class and poverty, sexual minority identity, disability status, personality, and relational factors.

An additional change is that we now include an introductory chapter to set the table for the book by defining the purview of career development, discussing the importance of career counseling in the 21st century, and offering a brief history of career science and practice. This chapter is intended to encourage students to see the unique role of work in people's lives, its interface with other life domains (e.g., family, education, leisure), and the value of assisting people to surmount hurdles to occupational functioning. It is also intended to dispel myths and biases that sometimes surface regarding career counseling and to encourage a view of career development and counseling as vital, relevant areas of scholarship and practice.

We also, frankly, wanted to improve this edition's ability to speak directly to practitioners. Although the first edition, like this one, was developed to promote scientifically based practices, the practice implications of some chapters in the first edition were not always sufficiently clear. Thus, we asked all authors, regardless of specific topic, to think carefully about the practice implications of their chapters and to end their chapters by summarizing in a clear and concise way some of the most important practical take-home messages of their chapters.

We have many people to thank for their help throughout this process. First, we thank all of the students who have taken our courses and who continue to shape our thinking about how to teach career development and counseling in ways that are scientifically informed and useful to practitioners. Second, we are grateful to have had a gifted group of contributing authors whose chapters taught us a great deal and who were exceptionally open to editorial dialogue. Third, we appreciated the valuable input we received at various stages of the book from Ellen Lent and Mark Savickas, who served as sounding boards for particular topics and provided feedback on some of the chapters that we ourselves had authored. Fourth, we were grateful for the superb help we received from Rachel Livsey, our editor at Wiley, and her editorial assistant, Amanda Orenstein. Finally, we (as always) thank our families, friends, and colleagues for their support and inspiration. We could not have completed this edition of Career Development and Counseling: Putting Theory and Research to Work without them.

Steven D. Brown Robert W. Lent March 30, 2012

Contributors

Saba Rasheed Ali, PhD

University of Iowa

Iowa City, IA

Becky L. Bobek, PhD

ACT

Iowa City, IA

Steven D. Brown, PhD

Loyola University Chicago

Chicago, IL

Ellen S. Fabian, PhD

University of Maryland

College Park, MD

Nadya A. Fouad, PhD

University of Wisconsin–Milwaukee

Milwaukee, WI

Paul A. Gore Jr., PhD

University of Utah

Salt Lake City, UT

Jo-Ida C. Hansen, PhD

University of Minnesota–Twin Cities

Minneapolis, MN

Mary Ann Hanson, PhD

ACT

Iowa City, IA

Paul J. Hartung, PhD

Northeast Ohio Medical University

Rootstown, OH

P. Maggie Hauser, MA

Southern Illinois University Carbondale

Carbondale, IL

Mary J. Heppner, PhD

University of Missouri–Columbia

Columbia, MO

Andreas Hirschi, PhD

University of Lausanne

Lausanne, Switzerland

Barbara Noblin James, MEd

Indiana University

Bloomington, IN

Jing Jin, MA

University of Illinois at Urbana-Champaign

Champaign, IL

LaRae M. Jome, PhD

University at Albany, State University of New York

Albany, NY

Janice E. Jones, PhD

Cardinal Stritch University

Greendale, WI

Cindy L. Juntunen, PhD

University of North Dakota

Grand Forks, ND

Neeta Kantamneni, PhD

University of Nebraska

Lincoln, NE

Alexandra R. Kelly, MS.Ed

University of Utah

Salt Lake City, UT

Maureen E. Kenny, PhD

Boston College

Chestnut Hill, MA

Richard T. Lapan, PhD

University of Massachusetts–Amherst

Amherst, MA

Robert W. Lent, PhD

University of Maryland

College Park, MD

Wade C. Leuwerke, PhD

Drake University

Des Moines, IA

Mary Beth Medvide, MA

Boston College

Chestnut Hill, MA

A. J. Metz, PhD

University of Utah

Salt Lake City, UT

Margaret M. Nauta, PhD

Illinois State University

Normal, IL

Roxanna Pebdani, PhD

University of Maryland

College Park, MD

Susan D. Phillips, PhD

University at Albany, State University of New York

Albany, NY

Kipp R. Pietrantonio, MA

University of North Dakota

Grand Forks, ND

Jeffrey P. Prince, PhD

University of California, Berkeley

Berkeley, CA

Steven B. Robbins, PhD

ETS

Princeton, NJ

Patrick J. Rottinghaus, PhD

Southern Illinois University Carbondale

Carbondale, IL

James Rounds, PhD

University of Illinois at Urbana-Champaign

Champaign, IL

Mark L. Savickas, PhD

Northeast Ohio Medical University

Rootstown, OH

Madalyn Schneider, MA

Southern Illinois University Carbondale

Carbondale, IL

Jane L. Swanson, PhD

Southern Illinois University Carbondale

Carbondale, IL

Sherri L. Turner, PhD

University of Minnesota–Twin Cities

Minneapolis, MN

Susan C. Whiston, PhD

Indiana University

Bloomington, IN

Chapter 1

Understanding and Facilitating Career Development in the 21st Century

Robert W. Lent and Steven D. Brown

Why Do People Work? What role does it play in our lives? Why should counselors and psychologists focus on work behavior? What do they have to offer people who are in the process of preparing to enter the world of work, adjusting to the workplace, experiencing problems or major changes in their work lives, or preparing to leave the work role? How does work relate to other life roles? Should work be seen as an impediment or as a complement to involvement in family and other life domains? Is counseling for work issues any different than counseling for other issues?

These are all questions that captivate and challenge those who study work behavior from a psychological perspective or who seek to assist students, workers, and retirees in the process of preparing for, entering, surviving or thriving within, or exiting from the work world. Not surprisingly, such questions form the foundation of this book, which is aimed at introducing students (and reacquainting professionals) in the helping professions with the literature on career development and counseling. This literature includes foundational and evolving theories of work and career behavior, research on a host of work-related constructs, and efforts to translate theory and research into practical efforts to help people experience optimally satisfying and successful work lives.

This chapter is designed to set the stage for the rest of the book by briefly considering the role of work in people's lives, sketching the conceptual and professional boundaries of career development and counseling, discussing some of the myths and realities that surround the field, and describing its historical context and contemporary challenges. Our primary goal is to convince the reader that work and career is one of the most important domains of life that counselors and psychologists can study—and that it is also one of the most meaningful targets of intervention in our roles as counselors, therapists, educators, and advocates. Freud was said to have equated mental health with the capacity to love and to work. Although these capacities may not truly be sufficient to define mental health, it is clear that work has a central location in many people's lives—one that frequently intersects with other life roles and that can have an immense impact on one's overall quality of life.

Why Do People Work?

It seems fitting to begin by considering the reasons that people work and the various roles that work can play in their lives. At first glance, the question of why people work may seem silly or moot—the sort that only academics perched up in their ivory towers might ask. People work because they have to, don't they? They need the money that work provides to put food on the table and a roof over their heads. This may be true for most adults, but work as a means of survival does not tell the whole story, at least not for everyone. As the old saying goes, people do not live by bread alone.

Working to Live or Living to Work? The Differing Roles of Work in People's Lives

In this section, we briefly consider various sources of work motivation.

Work as need fulfillment

One way to view the question of why people work is through the lens of Abraham Maslow's (1943) famous hierarchy, where human needs range from those that focus on basic survival (e.g., the need for food) all the way to self-actualization (e.g., the need to realize one's inner potential). Maslow's hierarchy is often pictured as a pyramid, with more basic needs (e.g., food, safety, security) at the bottom. In this view, the satisfaction of basic needs provides a foundation for meeting higher-order social and psychological needs, such as friendship, intimacy, self-esteem, and personal growth.

One of the problems in applying such a needs hierarchy to work motivation is that it may be used to imply that some reasons to work are somehow nobler or loftier than others or that poor people work only because they have to (i.e., to survive) while those better-off work because they want to (i.e., to satisfy higher-order needs). To avoid such a bind, one can simply view Maslow's needs as reflecting a range or list of reasons why people work, without the added assumption that they are necessarily hierarchical in nature. Thus, in addition to meeting basic survival needs, work can provide the context for fulfilling (at least a portion of) one's needs for security (e.g., enhancing the material comfort of one's family), social belonging and intimacy, personal esteem (e.g., providing a sense of personal worth and accomplishment), purpose, and self-actualization. People may be motivated to work for any combination of these reasons; they are not mutually exclusive or necessarily hierarchical, except to the extent that basic survival is obviously a prerequisite for fulfilling other needs. Rounds and Jin (Chapter 15, this volume) provide a more complete consideration of work needs and values, including their role in the selection of particular forms of work.