Views on the Nine Principles of Archaeological Ethics from the 2020 SAA Ethics Survey

In the spring of 2018, the Society for American Archaeology (SAA) initiated the process of updating and revising the SAA Principles of Archaeological Ethics. As part of this process, the SAA created the Task Force on Revising the SAA Principles of Archaeological Ethics: Stage Two (TF-2), which would collect, organize, and analyze results from a survey (see Rakita and Gordon, this issue, for more details about the work of TF-2). This survey was available online between April and June of 2020 and was open to SAA members and non-members. Consisting of 31 questions, the survey received responses from 1,542 people (including 1,112 SAA members). A key objective was to gauge reactions and attitudes of respondents toward the current SAA Principles of Archaeological Ethics. This article reports the survey results relevant to those principles, which can be found at https://www.saa.org/career-practice/ethics-in-professional-archaeology and which are reprinted in this issue of the Record. We first summarize the respondents’ demographics, and how they are using the principles. We then summarize reactions to each of the nine principles and responses to questions about how the principles address situations and concerns. These data provide an indication of the overall level of satisfaction with the current SAA Principles of Archaeological Ethics. Finally, we conclude with some guidance for considering future revisions of the principles.

Career Development Theory: An Integrated Analysis

Career theories are developed to help make sense of the complexity of career choice and development. The intricacy of the subject matter is such that career theories most often focus on one or two aspects of the phenomenon. As such, the challenges of integrating the theories with each other, and integrating them within career practice, are not insignificant. In this chapter, an overview of the theoretical landscape is offered that illustrates how the theories align with each other to build up a comprehensive picture of career choice and development. The chapter introduces a wide range of theoretical frameworks, spanning seven decades and numerous academic disciplines, and discusses the most well-known theorists alongside less familiar names. The chapter is structured around four concepts: identity, environment, career learning, and psychological career resources. Suggestions are offered for the incorporation of theories in career practice.

Responding to career uncertainty: Applying a 'dual-empathy' approach to career development using corporate strategy theory

We live in rapidly changing times, with workers continuously facing challenges as organisations go through repeat and rapid transformations. Furthermore, literature on Future of Work, including the rise of artificial intelligence in the workplace, predicts greater levels of occupational hybridisation and contingent working, which will further increase job uncertainty. This paper argues that by drawing on theory and practice from organisational literature, career practitioners can appreciate better the impact of organisational change on work, and the implications of this for people's careers. Thus, in understanding both organisational and individual transformation, they can offer a 'dual-empathy' approach to career practice.

The Interplay Between Career Support and Career Pathways

Much has been written about the impacts of labor market volatility on societies, organizations, and individuals. One example relates to career transitions. Multiple career transitions into, and through, labor markets are now experienced by citizens throughout the world, across lifetimes, with the shape of these career transitions transformed from the stereotypically one-off to those that are various and complex. This chapter focuses on the nature of support required by individuals to navigate increasingly volatile labor markets by examining the interplay between career practice and career pathways in the 21st century. In particular, the chapter considers how career practice is adapting to new challenges and how social justice is being accommodated. The chapter also examines the pivotal role of labor market information and explores the impact of occupational identity transformation on career development, where individuals are confronted with unavoidable change to their work processes within organizations.

Kindness in career development interventions

Philosopher Jean-Jacques Rousseau once asked: what wisdom can you find that is greater than kindness? This article explores whether career practitioners might need to ask themselves the same rhetorical question in relation to career practice. Career development consultations that explicitly aim to focus on offering kindness might be a welcome change for practitioners well versed in extolling the oft-cited career competencies of developing resilience and remaining open to opportunities. This study indicates a need for increased focus on the provision of kindness in career development and suggests practical interventions that career practitioners can utilise.

A Survey of the Barriers Affecting the Career Practice and Promotions of Female Dentists in Saudi Arabia

Introduction: Over the last 40 y, the proportion of women in the profession of dentistry has been growing steadily. The extant literature, although limited, demonstrates that gender differences exist in choice of specialization, practice pattern, and professional attitudes, revealing that women are more likely to work in primary dental care and are less prominent in other dental specialties. Female Saudi dentists, working in the government sector, tend to occupy lower positions in the occupational hierarchy, are paid less, and are less likely to hold consultant positions as compared with men. Objectives: The objectives of this study were to identify barriers faced by female dentists practicing in Saudi Arabia in seeking professional advancement and to determine the variables that influenced respondents’ promotions. Methods: In February 2017, a web-based cross-sectional survey was emailed to all female dentists registered with the Saudi Dental Society ( N = 2,651). Completed questionnaires ( N = 130, response rate = 7.1%) were analyzed with simple summary statistics and a logistic regression analysis to evaluate the association between the dependent variable (promotion) and independent variables (family, environmental, interpersonal, and cultural factors). Results: Most female dentists believed that family, environmental, and cultural factors are challenges to their career practice and progression. Other factors included interpersonal challenges, such as gender discrimination and male dominance in the field of dentistry. Results of the regression analysis revealed that family and environmental factors were significant predictors of whether female dentists would be promoted. Conclusion: Saudi female dentists continue to face significant obstacles in their career practice and advancement. Their role in the workplace needs to be recognized. Factors that obstruct their career advancement should be well understood by dental institutions and efforts should be made to move more female dentists into leadership positions. Knowledge Transfer Statement: Policy makers can use the results of this study to develop strategies to overcome the barriers faced by female dentists in Saudi Arabia with respect to their professional and personal (family) needs. This study could lead to the development of employment incentives and a supportive workplace for female dentists.

Family Career Genograms: Beginning Life Design With Exploratory Students

Sixteen exploratory college students participated in in-depth interviews exploring their family career genograms. Through the use of constant comparison method, five salient themes emerged from the qualitative interviews. Important insights affecting college students with undeclared majors are provided to inform family counseling and family-oriented career practice.