The current study investigated how the five components of planned happenstance skills are related to vocational identity statuses. For determination of relationships, cluster and discriminant analyses were conducted sequentially on a sample of 515 university students in South Korea. Cluster analysis revealed vocational identity statuses to be divided into six meaningful groups, as the six-cluster model originally proposed by Porfeli, Lee, Vondracek, and Weigold: achieved, searching moratorium, moratorium, foreclosed, diffused, and undifferentiated. Moreover, discriminant analysis indicated that planned happenstance skills differentially discriminated the six vocational identity statuses. The more advanced vocational identity statuses (i.e., achieved and searching moratorium) had higher scores on the assessment of planned happenstance skills than their counterpart, the less advanced group (i.e., diffused and undifferentiated). Implications of the findings were discussed in the context of career counseling intervention (133 words).

This study investigated the extent to which tolerance of uncertainty affects the relationship between happenstance skills and career satisfaction via career decision self-efficacy. Moderated mediation analysis was conducted on data collected from 321 graduates (175 men, 146 women) of Korean universities making the school-to-work transition. Results showed that career decision selfefficacy fully mediated the relationship between happenstance skills and career satisfaction. Furthermore, the moderation effect of tolerance of uncertainty had a significant impact on the relationship between happenstance skills and career decision self-efficacy. Tolerance of uncertainty should be considered an important variable in happenstance career theory and intervention. Unplanned influences should also be considered important factors in the career decision-making process.

This study investigated the relationships between the supervisory working alliance and supervision outcome variables using meta‐analysis. The authors reviewed 27 articles, dissertations, and theses published between 1990 and 2018. The authors used the MIX program to calculate the meta‐analyses. The results indicate that the supervisory working alliance is positively related to supervision outcome variables. Supervisees’ perceived relationship with the supervisor was positively related to the relationship with the client. This shows that the phenomenon of isomorphism is a repeated pattern in the relationships in supervision and counseling. The authors discuss the limitations and implications.

This study examines the role of dysfunctional career thoughts between two-wave longitudinal data (Time 1 and Time 2) in career decision-making self-efficacy during school-to-work transition periods. Career decision-making self-efficacy was measured before (Time 1) and after college graduation (Time 2). The results indicated that the growth of dysfunctional career thoughts during school-to-work transition periods negatively mediated the two time points (Time 1 and Time 2) of career decision-making self-efficacy. This study also examines the moderation effect of planned happenstance career skills, which refers the individuals’ skills in generating learning experiences during unexpected events on the relationship between dysfunctional career thoughts and career decision-making self-efficacy. College students’ career decision self-efficacy (Time 1) appeared to weaken individual’s career decision self-efficacy after college graduation (Time 2) via dysfunctional career thoughts when students were less likely to have developed planned happenstance career skills in order to discover unexpected career opportunities during school-to-work transition periods.

The purpose of this study is to examine the factorial validity of the Career Growth Scale (CGS), which was originally developed by Weng and Hu. Using a sample of 230 South Korean employees, we confirmed that Weng’s four-factor model was appropriate for assessing career growth. When comparing Korean with Chinese employees, Korean employees had relatively higher scores on two CGS subscales, Career Goal Progress and Promotion Speed. Results indicated that the CGS was a valid instrument to measure career growth in Korean employees, suggesting the possibility that the CGS could be used regardless of cultural background. Implications for future research, practice, and limitations are discussed.