Career Search Self-Efficacy: Ripe for Applications and Intervention Programming

Solberg, V. Scott; Good, Glenn E.; Nord, Dennis

doi:10.1177/089484539402100106

Cited by 27 publications

(8 citation statements)

References 20 publications

(23 reference statements)

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“…Internal consistency for the present sample was α = .99. An estimate of concurrent validity (r = .92; p < .01) was obtained using the Career Search Self-Efficacy Scale (CSES) (Solberg, Good, & Nord, 1994), a 35-item measure with adequate reliability and validity that assesses an individual's degree of confidence in performing a variety of career-search tasks.…”

Section: Instrumentsmentioning

confidence: 99%

Ethnic Differences in Career Supports and Barriers for Battered Women: a Pilot Study

Chronister¹,

McWhirter²

2004

Journal of Career Assessment

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Little empirical attention has been given to the career development needs of battered women. Using social cognitive career theory, the authors examined the relationships among abuse experiences, perceived career barriers, and contextual supports to the career-related self-efficacy and outcome expectations of 74 European American and ethnic minority battered women. The authors hypothesized that women of color would anticipate greater difficulty overcoming barriers, anticipate needing more future support, and have lower career-related self-efficacy and outcome expectations than European American women. Results showed no statistically significant ethnic group differences in participants' perceptions of difficulty overcoming barriers, anticipated future support needed, and career-related selfefficacy and outcome expectations. Results did show ethnic group differences in the relationships between contextual supports and career-related self-efficacy and outcome expectations. The authors discuss implications for research and practice.

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Section: Instrumentsmentioning

confidence: 99%

Ethnic Differences in Career Supports and Barriers for Battered Women: a Pilot Study

Chronister¹,

McWhirter²

2004

Journal of Career Assessment

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“…Another limitation is that our outcome variables are measured by self-administrated survey items, which may not precisely measure these psychological variables. However, it should be noted that the corresponding survey items are derived from the existing research [ 32 , 57 , 58 ]. We did not adopt all of the items, as this not only concerns barriers in terms of data collection, such as participants’ willingness to take the long survey, but also the conducting of reliability tests and factor analyses to enhance the measurement validity.…”

Section: Discussionmentioning

confidence: 99%

“…Self-efficacy is related to career-relevant behavior [ 29 ], and assessing self-efficacy is a very useful strategy for testing whether it affects subsequent behavior in the career area [ 30 ]. Self-efficacy theory has been provided as an important model for the study of career development [ 31 ], which has been used to understand factors related to individuals’ degree of success in performing activities necessary for following and/or developing a career [ 32 ]. In 1983, Taylor and Betz [ 33 ] introduced self-efficacy to the career decision-making process by proposing a new concept called job search self-efficacy.…”

Section: Theories and Hypotheses Developmentmentioning

confidence: 99%

“…It is the responsibility of educational institutions and career providers to develop students’ job search self-efficacy. Furthermore, the development of job search self-efficacy programs applies to all individuals, including both high school students and college students [ 32 ]. One empirical study proved that the reception of social support is positively associated with job search self-efficacy and behavior [ 39 ].…”

Section: Theories and Hypotheses Developmentmentioning

confidence: 99%

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How Do Career Development Courses Help Chinese Undergraduate Students Achieve Healthy and Quality Career Development?

Zhao

2022

IJERPH

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Postsecondary institutions worldwide generally provide career development courses or similar courses to better prepare undergraduate students for healthy and quality future careers. Understanding whether these career development courses positively affect students’ career-related outcomes is crucial. Utilizing survey data collected from a large research university located in the eastern part of China, we found that students who have taken at least one career course exhibited career awareness and career planning abilities that were 0.096 and 0.147 units higher, respectively, than those of students who have not taken career courses, with other variables held constant. More specifically, an additional career course was statistically significantly associated with a 0.099, 0.084, and 0.175 unit increase in students’ career awareness, job search self-efficacy, and career planning ability, respectively. A student’s college major and annual family income seemed to be good predictors for a student’s career awareness, job search self-efficacy, and career-planning ability. Furthermore, the more career courses that a student took, the higher the career awareness, job search self-efficacy, and career planning ability that the student had. With these findings in mind, our study recommends postsecondary stakeholders to leverage such courses to help students better prepare for a healthy and quality career development.

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“…Career self-efficacy is defined as one's perceived sense of confidence in performing tasks associated with career exploration and choice, such as self-exploration, professional search, and questioning of others (Solberg, Good, & Nord, 1994). Studies have found that low self-efficacy is linked to indecision in choosing an occupation, as expressed by switching study majors and difficulty developing a clear professional identity (Betz & Hackett, 1981).…”

Section: Self-efficacymentioning

confidence: 99%

Predicting Occupational Congruence

Tziner

Oren

Caduri

2013

Journal of Career Assessment

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This study compared the congruence between chosen occupation and vocational personality with the congruence between chosen occupation and parent's occupation, investigating the effects of regulatory focus, career self-efficacy, and parental support. Gender differences were also explored. A sample of 260 undergraduate students completed questionnaires measuring their own and their parent's vocational personality type, the quality of the parent-child relationship, and their own career self-efficacy and regulatory focus. Vocational congruence was calculated by C-index. The results show that regulatory focus of promotion and both low and high self-efficacy were related to a significantly higher level of congruence between chosen occupation and vocational personality than between chosen occupation and parent's occupation. However, none of the variables was found to explain the level of congruence between vocational personality and chosen occupation, and no relationship was found between vocational congruence and satisfaction with the chosen profession. The findings indicate the importance of vocational inclinations over parental influence and personality traits in occupational choice. Theoretical and practical implications are discussed.

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Career Search Self-Efficacy: Ripe for Applications and Intervention Programming

Cited by 27 publications

References 20 publications

Ethnic Differences in Career Supports and Barriers for Battered Women: a Pilot Study

Ethnic Differences in Career Supports and Barriers for Battered Women: a Pilot Study

How Do Career Development Courses Help Chinese Undergraduate Students Achieve Healthy and Quality Career Development?

Predicting Occupational Congruence

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