an article by Patrick J. Rottinghaus, Nikki A. Falk and Chan Jeong Park (University of Missouri-Columbia, USA) published in The Career Development Quarterly Volume 66 Issue 1 (March 2018)
Abstract
Career counselors must continually enhance their knowledge and skills to assist clients contemplating careers in science, technology, engineering, and mathematics (STEM).
Therefore, the authors review STEM disciplines and theory‐driven strategies for assisting diverse individuals to explore, enter, and persist in STEM careers. Appropriate use of career assessments can contribute greatly to this effort.
To identify available measures for STEM‐focused domains and constructs, the authors conducted a journal content analysis of stand‐alone STEM‐related career assessments from 1983 to 2016, identifying 39 articles with 153 measures.
Notable results included the emergence of social cognitive theory and social cognitive career theory as prevailing frameworks for instrument development, a wide variety of disciplines and journals represented, an under-representation of minority samples, and untapped potential for cross‐discipline and researcher–practitioner collaboration.
Useful strategies and resources for counselors and recommendations for enhancing career assessments and interventions are addressed.
Full text (PDF 33pp)
Showing posts with label career_assessment. Show all posts
Showing posts with label career_assessment. Show all posts
Saturday, 24 March 2018
Wednesday, 21 November 2012
The Jackson Career Explorer: Two Further Validity Studies
an article by Julie Aitken Schermer (The University of Western Ontario, London, Canada) published in Journal of Career Assessment Volume 20 Number 4 (November 2012)
Abstract
The present report consists of two further validity studies using the Jackson Career Explorer (JCE), a short form and continuous version of the Jackson Vocational Interest Survey, measuring 34 interests.
The first study examined the relationships between the JCE and five personality factors, from a sample of 528 individuals. The correlations found typically replicate the pattern of relationships found between vocational interests and personality.
The second study examined the JCE in relation to Holland’s Vocational Preference Inventory in a sample of 270 individuals. Convergent correlations were found between the two interest measures.
The results further support the use of the JCE as a measure of vocational interests.
Related Links:
Abstract
The present report consists of two further validity studies using the Jackson Career Explorer (JCE), a short form and continuous version of the Jackson Vocational Interest Survey, measuring 34 interests.
The first study examined the relationships between the JCE and five personality factors, from a sample of 528 individuals. The correlations found typically replicate the pattern of relationships found between vocational interests and personality.
The second study examined the JCE in relation to Holland’s Vocational Preference Inventory in a sample of 270 individuals. Convergent correlations were found between the two interest measures.
The results further support the use of the JCE as a measure of vocational interests.
Related Links:
- The Jackson Career Explorer in Relation to the Career Directions Inventory (this blog November 2011)
- jacksonCAREER allows you to try the Explorer for free
Monday, 19 November 2012
Validating the Future Career Autobiography as a Measure of Narrative Change
an article by Mark C. Rehfuss (Old Dominion University, Norfolk, VA, USA) and Annamaria Di Fabio (University of Florence, Italy) published in Journal of Career Assessment Volume 20 Number 4 (November 2012)
Abstract
This study examined the validity of the Future Career Autobiography (FCA; Rehfuss, 2009), a qualitative instrument designed to capture change or stability in individuals’ life and occupational narratives across time as a result of narrative career interventions.
Italian female entrepreneurs (N = 82) were randomly assigned into either an experimental group (n = 40) that received career counselling consistent with the Life Design paradigm or a control group (n = 42) that received no intervention.
The results indicated a significant narrative movement or change in the post-FCAs of the experimental group, moving from general to more specific life and occupational themes, while the control group’s pre- and post-FCAs remained similar across the same time period.
In addition, word count analysis revealed expanded narrative expression within the experimental group’s post-FCAs.
Together, these findings support the validity of this qualitative instrument.
Abstract
This study examined the validity of the Future Career Autobiography (FCA; Rehfuss, 2009), a qualitative instrument designed to capture change or stability in individuals’ life and occupational narratives across time as a result of narrative career interventions.
Italian female entrepreneurs (N = 82) were randomly assigned into either an experimental group (n = 40) that received career counselling consistent with the Life Design paradigm or a control group (n = 42) that received no intervention.
The results indicated a significant narrative movement or change in the post-FCAs of the experimental group, moving from general to more specific life and occupational themes, while the control group’s pre- and post-FCAs remained similar across the same time period.
In addition, word count analysis revealed expanded narrative expression within the experimental group’s post-FCAs.
Together, these findings support the validity of this qualitative instrument.
Friday, 16 November 2012
Telling Stories of Career Assessment
an article by Mary McMahon (The University of Queensland, Australia) and Mark Watson (Nelson Mandela Metropolitan University, Port Elizabeth, South Africa) published in Journal of Career Assessment Volume 20 Number 4 (November 2012)
Abstract
In the field of career development, there is an acknowledged relationship between career assessment and career counselling.
Traditional career assessment and more recent narrative approaches to career counselling are perceived as having an uneasy relationship because of their different philosophical bases.
A sustainable future story for the field could be constructed that is guided by the complementarities of both.
This article considers this potential complementarity and describes a qualitative Integrative Structured Interview (ISI) Process to construct stories about Holland’s Self-Directed Search (SDS).
Narrative career counselling and the story telling approach are the foundation of a qualitative ISI process based on story crafting questions to demonstrate the complementarity of career assessment and story telling.
Abstract
In the field of career development, there is an acknowledged relationship between career assessment and career counselling.
Traditional career assessment and more recent narrative approaches to career counselling are perceived as having an uneasy relationship because of their different philosophical bases.
A sustainable future story for the field could be constructed that is guided by the complementarities of both.
This article considers this potential complementarity and describes a qualitative Integrative Structured Interview (ISI) Process to construct stories about Holland’s Self-Directed Search (SDS).
Narrative career counselling and the story telling approach are the foundation of a qualitative ISI process based on story crafting questions to demonstrate the complementarity of career assessment and story telling.
Friday, 4 May 2012
An international discussion about cross-cultural career assessment
an article by Debra S. Osborn (Florida State University, Tallahassee, USA) [Don’t you just hate it when you have to go hunting for author affiliation?] published in International Journal for Educational and Vocational Guidance Volume 12 Issue 1 (March 2012)
Abstract
Career assessments are a common resource used by career practitioners internationally to help inform individuals’ career decision-making. Research on the topic of cross-cultural career assessment has been mostly limited to the applicability of an established inventory to a different culture.
The purpose of this paper is to summarize the existing research on cross-cultural assessment, and to indicate a need for collaboration among career development associations with respect to the value and use of career assessments, using current ethical standards as a springboard for determining common ground and perhaps a joint statement about the value of career assessments.
Abstract
Career assessments are a common resource used by career practitioners internationally to help inform individuals’ career decision-making. Research on the topic of cross-cultural career assessment has been mostly limited to the applicability of an established inventory to a different culture.
The purpose of this paper is to summarize the existing research on cross-cultural assessment, and to indicate a need for collaboration among career development associations with respect to the value and use of career assessments, using current ethical standards as a springboard for determining common ground and perhaps a joint statement about the value of career assessments.
Tuesday, 22 November 2011
Impact of the Career Style Interview on Individuals With Career Concerns
an article by Mark C. Rehfuss (Old Dominion University, Norfolk, VA, USA), Jennifer Del Corso and Scott Wykes (Regent University, Virginia Beach, VA, USA) and Kevin Galvin (Nova Southeastern University, Fort Lauderdale, FL, USA) published in Journal of Career Assessment Volume 19 Number 4 (November 2011)
Abstract
A total of 18 participants ranging in age from 20 to 55 were administered the career style interview (CSI) and completed a follow-up interview 2 weeks later. Consensual qualitative research analysis of follow-up interview data indicated that after completing the CSI, participants generally felt helped and also typically experienced awareness, self-confidence, direction, confirmation, and a sense of encouragement related to their career concern. Most participants’ occupational narratives demonstrated a change from pre-CSI to post-CSI, moving toward more specification. Participants primarily recalled role models as the most meaningful aspect of the CSI, and integration of Holland code typology within the CSI produced higher rates of recall than previous studies. This study addresses implications of these findings for theory, practice, and research.
Abstract
A total of 18 participants ranging in age from 20 to 55 were administered the career style interview (CSI) and completed a follow-up interview 2 weeks later. Consensual qualitative research analysis of follow-up interview data indicated that after completing the CSI, participants generally felt helped and also typically experienced awareness, self-confidence, direction, confirmation, and a sense of encouragement related to their career concern. Most participants’ occupational narratives demonstrated a change from pre-CSI to post-CSI, moving toward more specification. Participants primarily recalled role models as the most meaningful aspect of the CSI, and integration of Holland code typology within the CSI produced higher rates of recall than previous studies. This study addresses implications of these findings for theory, practice, and research.
Friday, 12 December 2008
A Psychometric Evaluation of Super's Work Values Inventory—Revised
an article by Carrie H Robinson and Nancy E Betz (The Ohio State University) in Journal of Career Assessment Volume 16 Number 4 (2008)
Abstract
This study describes the psychometric evaluation of Super's Work Values Inventory—Revised (SWVI-R), an instrument comprised of 12 scales measuring the relative importance placed on the following work-related value dimensions:
Abstract
This study describes the psychometric evaluation of Super's Work Values Inventory—Revised (SWVI-R), an instrument comprised of 12 scales measuring the relative importance placed on the following work-related value dimensions:
AchievementThese Work Values scales were internally consistent and showed predictable patterns of gender differences and similarities. Racial/ethnic differences in the relative emphasis placed on work values were also explored in this study. The factor analysis yielded four theoretically consistent underlying factors, as follows:
Coworkers
Creativity
Income
Independence
Lifestyle
Mental Challenge
Prestige
Security
Supervision
Work Environment
Variety
EnvironmentFurthermore, the scales and factors of the SWVI-R were related to the broader cultural value systems of individualism and collectivism. In addition, the Work Values scales demonstrated adequate discriminant validity with two aspects of social desirability. Limitations of this study are discussed, along with further research on and potential uses for this inventory.
Esteem
Excitement
Safety
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