Career Development and Systems Theory

Patton, Wendy; McMahon, Mary

doi:10.1007/978-94-6209-635-6

Cited by 258 publications

(211 citation statements)

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“…It emphasizes the occupational content of career, the intrinsic influences on career development, and the context in which individuals live or derive career influences (Patton & McMahon, 2006). Vocational personalities are formed in one's family and often rehearsed through activities, such as household chores, games, hobbies, reading, and enforced by teachers, role models, and the community (Savickas).…”

Section: Vocational Personalitymentioning

confidence: 99%

“…This level of introspection concerning the evolution of one's career and self-concept is a trend that is clearly emerging in the career development literature (Patton & McMahon, 2006). Savickas (2002Savickas ( , 2005 has been credited as one of the preeminent career development specialists responsible for the paradigm shift from "testing and telling" to the eliciting of stories, whether developmental or drawn from recent experiences (Chope, 2008).…”

Section: Career Adaptabilitymentioning

confidence: 99%

“…Based on the current volatile employment conditions, (i.e., mass corporate downsizing, rampant outsourcing, and fierce global competition), the revival of career development in HRD is more critical than ever. This revival is critical because some scholars claim that downsizing and globalization have altered the traditional career arrangement between the employer and the employee (Donohue, Donohue, & Grimmer, 2007;Patton & McMahon, 2006;McDonald & Hite, 2008;Storey, 2001;Thijssen, Van Der Heijden, & Rocco, 2008) and that immigrants may need specific career interventions to cope with these changes.…”

Section: Career Development Research In Human Resource Developmentmentioning

confidence: 99%

“…One of the major trends attributed to influencing organizational career development is the transformation of the employee-employer relationship (Donohue, Donohue, & Grimmer, 2007;Patton & McMahon, 2006;McDonald & Hite, 2008;Storey, 2001;Thijssen, et al, 2008). The traditional career arrangement between and the employee and the employer refers to a time when employees provided their skills or services and employers provided salaries, benefits, and lifetime work in return (Collin & Young, 2000a).…”

Section: Organizational Trends Influencing Career Developmentmentioning

confidence: 99%

“…Many scholars have suggested the need to focus on contextual factors (i.e., Collin & Young, 2000b;Patton & McMahon;Poole &Langan-Fox's, 1997) and the benefits of collaborating across theories and disciplines to strengthen and broaden the scope of career research and practice.…”

Section: Sociological Perspectivementioning

confidence: 99%

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A Phenomenological Exploration Of How West Indian Professionals In South Florida Perceive Their Career Construction

Bernier¹

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Section: Vocational Personalitymentioning

confidence: 99%

Section: Career Adaptabilitymentioning

confidence: 99%

Section: Career Development Research In Human Resource Developmentmentioning

confidence: 99%

Section: Organizational Trends Influencing Career Developmentmentioning

confidence: 99%

Section: Sociological Perspectivementioning

confidence: 99%

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A Phenomenological Exploration Of How West Indian Professionals In South Florida Perceive Their Career Construction

Bernier¹

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The Professional and Political Context of Veterinary Nursing in the UK

Jeffery¹

2022

Professionalism and Reflection in Veterinary Nursing

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Factors influencing the career interest of SENCOs in English schools

Dobson

Douglas

2020

British Educational Res J

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A named professional with responsibility for overseeing and coordinating the educational inclusion of pupils with special educational needs and disabilities has become an important school role in many countries. In England, the SENCO (special educational needs coordinator) became a mandatory role in 1994, and associated mandatory training was introduced in 2009. A questionnaire survey of 618 in-training and actual SENCOs revealed that their motivating interest in becoming a SENCO varied. An exploratory factor analysis of 32 items covering different interests in the role yielded four interest factors in becoming a SENCO: outward-facing factors ('inclusion' and 'highquality provision') and inward-facing factors ('educational and professional development' and 'leadership voice and status'). The outward-facing factors were viewed as more important to respondents than the inward-facing factors. Interest factors did not interact with organisational variables, including age group taught and school quality. Nevertheless, younger SENCOs and those engaged in training were more motivated by educational and professional development. SENCOs holding school leadership contracts were more motivated in developing leadership voice and status compared with their classroom teacher peers. Moreover, there was a significant overall difference with women reporting a higher interest than men across all factors.

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Career Development and Systems Theory

Cited by 258 publications

References 0 publications

A Phenomenological Exploration Of How West Indian Professionals In South Florida Perceive Their Career Construction

A Phenomenological Exploration Of How West Indian Professionals In South Florida Perceive Their Career Construction

The Professional and Political Context of Veterinary Nursing in the UK

Factors influencing the career interest of SENCOs in English schools

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