Career Decision-Making Styles

Phillips, Susan D.; Jome, LaRae M.

doi:10.4135/9781412952675.n37

Cited by 3 publications

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“…Generally, being aware of a client’s career decision-making profile makes it possible to tailor counseling interventions more sensitively for the specific client (Gati et al, 2010). Previous research suggests that career-counseling interventions tailored to individuals’ career decision-making style can facilitate their decision-making process (Phillips & Jome, 2006) and presumably lead to better decisions (Phillips & Pazienza, 1988). Further research on the CDMP is needed to determine which career interventions would be more beneficial to individuals with different career-decision profiles.…”

Section: Discussionmentioning

confidence: 99%

The Adaptability of Career Decision-Making Profiles

Gadassi

Gati

Wagman-Rolnick

2013

Journal of Career Development

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The present study investigated a new model for characterizing the way individuals make career decisions (career decision-making profiles [CDMP]). Using data from 285 students in a preacademic program, the present study assessed the association of the CDMP's dimensions with the Emotional and Personality-related Career decisionmaking Difficulties questionnaire, the Career Decision-making Self-Efficacy scale, and the individuals' decision status. The results suggest that comprehensive Information Gathering, analytic Information Processing, a more internal Locus of Control, much Effort Invested, less Procrastination, greater Speed of Making the Final Decision, less Dependence on Others, and less Desire to Please others were more adaptive in making career decisions. Contrary to our hypotheses, high Aspiration for an ideal occupation, and low Willingness to compromise were more adaptive for the decision-making process; no level of Consulting with others was particularly adaptive.

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Section: Discussionmentioning

confidence: 99%

The Adaptability of Career Decision-Making Profiles

Gadassi

Gati

Wagman-Rolnick

2013

Journal of Career Development

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“…Previous research suggests that career counseling interventions tailored to individuals' career decision-making style can facilitate the decision-making process (Phillips & Jome, 2006;Tinsley, Tinsley, & Rushing, 2002) and thus presumably lead to better decisions (Phillips & Pazienza, 1988). Being aware of a client's career decision-making profile makes it possible to tailor counseling interventions to the specific client more sensitively (Gati et al, 2010 Note.…”

Section: Counseling Implicationsmentioning

confidence: 99%

The adaptability of Career Decision-Making Profiles.

Gadassi¹,

Gati²,

Dayan³

2012

Journal of Counseling Psychology

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The Career Decision-Making Profiles questionnaire (CDMP; Gati, Landman, Davidovitch, Asulin-Peretz, & Gadassi, 2010) uses a new model for characterizing the way individuals make decisions based on the simultaneous use of 11 dimensions. The present study investigated which pole of each dimension is more adaptive. Using the data of 383 young adults who were about to make a career choice, we assessed the individuals' decision status and the associations of the dimensions Emotional and Personality-related Career decision-making Difficulties (EPCD; Saka, Gati, & Kelly, 2008) and personality factors (NEO Personality Inventory-Revised; Costa & McCrae, 1992). The results suggest that, as hypothesized, comprehensive Information gathering, analytic Information processing, a more internal Locus of control, more Effort invested, less Procrastination, greater Speed of making the final decision, less Dependence on others, and less Desire to please others were more adaptive in making career decisions. However, contrary to our hypotheses, high Aspiration for an ideal occupation was more adaptive for the decision-making process, Willingness to compromise was not associated with more adaptive decision making, and the results regarding Consulting with others were mixed. Gender differences in the CDMP dimensions and counseling implications are discussed.

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“…Different individuals process career-related information and make decisions in different ways (Gati et al, 2010; Harren, 1979; Phillips & Jome, 2006). Researchers have suggested models with different types of focus and terminology, but there is a general agreement that there are at least two main decision-making styles: rational and intuitive (Phillips, Pazienza, & Walsh, 1984; Rayner & Riding, 1997; Scott & Bruce, 1995).…”

Section: Career Counseling Instrumentsmentioning

confidence: 99%

The PreferenSort

Amit

Sagiv

2012

Journal of Career Assessment

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We present the PreferenSort, a career counseling instrument that derives counselees’ vocational interests from their preferences among occupational titles. The PreferenSort allows for a holistic decision process, while taking into account the full complexity of occupations and encouraging deliberation about one’s preferences and acceptable trade-offs. We describe three validation tests: (a) comparing the vocational interests derived by the PreferenSort to those accumulated using Holland’s Self-Directed Search (construct validity); (b) exploring the relations between the participants’ derived interests and their field of study (concurrent validity); and (c) the degree of improvement in the prediction of the participants’ field of study in the derived over the accumulated vocational interests (incremental validity). As hypothesized, by allowing for a holistic decision process, the PreferenSort explains the vocational interests of intuitive individuals better. These findings provide evidence that the PreferenSort is important as a supplementary counseling tool for individuals with an intuitive decision style—people who currently lack self-help counseling instruments.

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Career Decision-Making Styles

Cited by 3 publications

References 0 publications

The Adaptability of Career Decision-Making Profiles

The Adaptability of Career Decision-Making Profiles

The adaptability of Career Decision-Making Profiles.

The PreferenSort

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