Career Goal Discrepancy, Career Distress, and Goal Adjustment: Testing a Dual Moderated Process Model in Young Adults

Identifying a large discrepancy in young people’s career goal progress can lead to distress, activating meaning-making, self-regulatory mechanisms aimed at resolving the uncomfortable situation. We assessed these important career-regulatory processes in a theoretical model by testing the indirect effects of career goal discrepancy on goal adjustment (assimilation and accommodation) via career distress, and assessed the conditionality of these effects based on two moderators (career calling and negative career feedback). In a cross-sectional study, we recruited 287 young adults with a mean age of 23.79 years ( SD = 3.35), and tested complex dual moderated process model (OLS regression). Greater career goal discrepancy was associated with more career distress, and, in turn, less assimilative and more accommodative tendencies. These indirect effects depended on the level of career calling and negative career feedback. The findings can be used to tailor interventions to optimise the consequences of identified gaps in young people’s career progress.

Career Maturity and Career Decision-Making Self-Efficacy as Predictors of Career Adaptability among Students in Foundation Program, Universiti Putra Malaysia

This study aims to examine the key predictors between career maturity and career decision-making self-efficacy on career adaptability among students in the Foundation Studies for the Agricultural Science programme at Universiti Putra Malaysia (UPM). A quantitative research design using a questionnaire consists of career maturity, career decision-making self-efficacy and career adaptabilities was disseminated to the respondents. Using the cluster sampling method, a total of 329 students were involved in the study. The results indicate that these variables are significantly correlated and suggest that students who are able to have more career maturity or have more self-efficacy in their careers are more susceptible to self-adaptation. Employing hierarchical multiple regression analysis, it was discovered that career competency is the best predictor of career adaptability in relation to career maturity. Meanwhile, career goal-selection and career planning are the best predictors of career adaptability in relation to career decision-making self-efficacy. This study found that developing career maturity with a focus on students’ career competency and career decision-making self-efficacy with an emphasis on career goal-selection and career planning in higher education plays an important role in enhancing their overall career adaptability and preparing them for future career success. Keywords: Career adaptability, career maturity, decision-making, self-efficacy

Parenthood, Parental Benefits, and Career Goals Among Pediatric Residents: 2008 and 2019

OBJECTIVES Examine reported availability of parental benefits for pediatric residents and impact of parenthood on reported importance of characteristics of post-training positions and career goals in 2008 and 2019. METHODS We analyzed data from American Academy of Pediatrics surveys of graduating residents in 2008 and 2019 querying (1) parenthood, (2) benefits during residency, (3) importance of parental benefits and job characteristics in post-training position, and (4) subspecialty career goal. Logistic regression was used to estimate independent effects of gender, partner status, and parenthood via derived predicted values (PVs). RESULTS Of 1021 respondents, three-fourths were women. Respondents in 2019 were less likely than in 2008 to have children (24.5% vs 33.8%, P < .01). In 2019, respondents were less likely to report availability of maternity (PV = 78.5% vs 89.5%, P < .001) or parental leave (PV = 42.5% vs 59.2%, P < .001) and more likely to report availability of lactation space (PV = 77.8% vs 56.1%, P < .001.). Most residents reported control over work hours, family considerations, and number of overnight calls per month as essential or very important characteristics in post-training positions. Controlling for resident characteristics, parenthood was associated with importance of family considerations and overnight calls in post-training position. Parenthood did not associate with subspecialty career goals, but gender did. CONCLUSIONS Residents are less likely to report availability of parental benefits during residency training in 2019. Most residents, both those with children and those without, consider parent friendly characteristics important in post-training positions. Parenthood does not correlate with subspecialty career goals independent from gender.

Career Planning and Career Management: Case on Workforce in Makassar

Every employee has a career goal he or she wants to achieve. In achieving his or her career, an employee will explore all available opportunities. Career planning is an effort made by individuals in setting goals or achieving desired career goals. This includes activities such as analyzing the abilities possessed, interest in work, values, to identify goals that need to be achieved in supporting the desired career. Looking at the current reality, many companies are experiencing changes caused by the coronavirus pandemic. This problem is felt not only by companies but also by employees because it can hinder their careers. This research is expected to provide insights on individual career planning and the role of organization in career management. This study shows there is a significant relationship between career planning and career management.

Effectiveness of vocational rehabilitation counseling based on Social Cognitive Career Theory on career goal engagement among individuals with visual impairment: a single subject study

Aim:The purpose of the current study was to investigate the effectiveness of career social cognitive counseling on career goal engagement of individuals with visual impairment. Method: Statistical population included all visual impairment individuals who were between 18-40 years old and lived in Isfahan city. The sample includes two people with visual impairment (one male and one female) that selected using purposeful non-random sampling. Data collected using career goal engagement scale. This research was a single-subject experimental design in form of an AB design. In this method, after the baseline condition, career counseling based on Social Cognitive Career Theory presented during 10 sessions. Data was analyzed based on descriptive statistics' and visual analysis indices. Findings: Visual analysis using the index of percentage of non-overlapping data (PND) indicated that intervention had an effective on career goal engagement of both participants. Conclusion: By considering the presence of different barriers in the lives of individuals with visual impairment and the importance of career goal engagement, the vocational rehabilitation counseling based on Social Cognitive Career Theory can be an effective intervention for encouraging individuals with visual impairment to commit to their career goals. This intervention can be applied in rehabilitation services centers for individuals with visual impairment.

Career Guidance using Machine Learning

Career guidance is nowadays become necessary because of its proper planning students are always in positive side and very less chances of failure in their respective field. If Career guidance is efficient then there will be excellent match between student skills and their end career goal for that many career counselling institutes using AI and ML with their domain experts for effective counselling.

Career Goal Profiles of Early Career Scientists: A Person-Centered Approach

Obtaining a doctorate offers various career options. This study takes a person-centered approach to identify interest profiles. Career goals (professorate, entrepreneur, etc.) were assessed at two time points (1-year interval) in a sample of doctoral students and doctorate holders from the STEM fields in German-speaking areas ( NT 1 = 2,077). Latent profile analysis revealed that a four-profile solution provided the best data fit: At T1, 33.0% of the participants aimed for a management position in industry, 16.9% pursued an academic career, 30.1% were interested in activities without leadership responsibilities, and 20.1% had a relatively flat career-goal profile. Latent transition analysis indicated that most changes occurred for those classified into the flat profile, while strong interest in a management career was very stable over time. Additionally, the attainment of the doctorate seemed to be a good predictor for profile membership: Doctorate holders were more likely to be clearly dedicated to an academic career.