Career maturity in grade 9: The relationship between accuracy of self-appraisal and ability to appraise the career-relevant capabilities of others

The Relationship between Rothwell-Miller Interest Categories and Abilities

“…This approach is consistent with Bandura's self-efficacy theory (1977,1986) andthesocial learning approach to career development (e.g. ) thatpersonal choice behaviour is determined bytheindividuals' level of confidence thatthey can perform that behaviour, Because self-estimates ofability vary in their accuracy (Lowman & Williams, 1987;Westbrook, Sanford, Gilleland, Fleenor &Merwin, 1988), it is recommended thatobjective ability testing isanintegral partofcareer assessment (Chartrand &Bertok, 1993;Lowman, 1991;Swanson, 1993). Prediger (1999) argued thatthe best use oftandem or joint useofinterest and ability assessment isto assist clients to estimate their Similarity to members of various work groups, Forsome clients, ability assessment provides a 'can-do' dimension to interest scores, He further argued thatthe joint useofinterest and ability assessment enables thecounsellor to verify interest scores, aswell asprovide clients with unique information over and above thatprovided byinterest assessment.…”

Ethical Implications of Career Assessment With Women

“…Sundre (2002), however, recommended that in interpreting either a man's or a woman's individual profile, caution be exerted in using the scales because of low internal homogeneity and suggested that practitioners use composite scales (e.g., Career Development Attitudes [CDA], the Career Development Knowledge [CDK], and the Career Orientation Total [COT]). In terms of gender difference on measures of career maturity, some results indicate there are no gender differences (Westbrook & Sanford, 1993), and other studies (Patton & Creed, 2001;Westbrook et al, 1988) have found females are generally more mature than males. Luzzo (1995) found that even though women's career maturity tended to be higher than men's on the average, qualitative assessments indicated that women were more likely to cite barriers, such as role conflicts, as impeding their career development.…”

“…Self-efficacy expectations refer to an individual's belief about his or her ability to perform a specific task or behavior (Bandura, 1986). Although there is support for the use of ability selfestimates (Westbrook, Sanford, Gilleland, Fleenor, & Merwin, 1988) and for self-efficacy estimates (Donnay & Borgen, 1999) in career assessment, particularly when these measures are used in conjunction with vocational interest measures, there are also concerns given women's tendencies to underestimate their skills and abilities (Betz & Fitzgerald, 1987).…”

Improving Prediction of Career Adjustment With Measures of Career Development

“…Several studies have reported significant relationships between measures of career maturity and indicators of crystallization of preferences and with the closely related aspects of career decidedness and vocational identity (Blustein, 1988;Blustein, Devenis, & &dney, 1989;Helbing;Graef, Wells, Hyland, & Muchinsky, 1985;Lokan, 1984;Savickas, 1985;Seifert, 1991b). In addition, positive relationships with the rational decision-making style (Blustein, 1987;Jepsen & Prediger, 1984;Lokan, 1984), with the accuracy of self-estimates of occupational abilities, and with appropriateness of career choices have been reported (Westbrook, 1990;Westbrook et al, 1988). Furthermore, studies conducted in Austria with adaptations of the Career Development Inventory (CDI; Super, Thompson, Lindeman, Jordaan, & Myers 1979 and the Attitude scale of the Career Maturity Inventory (CMI; Crites, 1978) showed consistently that the components career planning and decisiveness-certainty related positively to self-assessed (subjective) congruence and stability of preferences, and related negatively to the degree of emotional strain caused by career choice problems (Seifert, 1991b;Seifert, Bergmann, & Eder, 1985; ).…”