Occupational Wellness: The Integration of Career Identity and Personal Identity

Dorn, Fred J.

doi:10.1002/j.1556-6676.1992.tb02194.x

Cited by 25 publications

(19 citation statements)

References 16 publications

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“…Findings of this study are consistent with the findings of previous studies (e.g., Anderson & Niles, 1995;Dorn, 1992;Imbimbo, 1994;Krumboltz, 1993;Manuele-Adkins, 1992) which showed that counseling students hold misconceptions regarding interrelationships between career and personal counseling. Participants with no previous career counseling experience lacked a framework for understanding the purpose or value of career counseling.…”

Section: Discussionsupporting

confidence: 94%

Attitudes Regarding Career Counseling: Perceptions and Experiences of Counselors‐in‐Training

Lara

Kline

Paulson

2011

The Career Development Quart

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The authors explored attitudes regarding career counseling. Interview data were analyzed and conceptualized using grounded theory methods. Peers, faculty, and programs influenced participants' attitudes. Participants' observations regarding instruction and developed understanding of their own career development figured into favorable attitudes regarding career counseling. Data revealed that students did not perceive that they were competent or confident conducting career counseling. Implications for counselor education are discussed. Engels, Minor, Sampson, and Splete (1995) stated that counselors who focus on career development concerns must be prepared to address stress, wellness, change, performance, occupational health, satisfaction, interpersonal and intrapersonal issues, family, leisure, technology, and communication issues with their clients. Other authors (e.g., Flores & Heppner, 2002;Lent, 2001) agreed that it is critical for counselors to gain proficiency in the practice of career counseling with all populations in order to adequately meet clients' needs. Hartung (2005) further asserted that economic globalization demands that career counseling assist workers worldwide in adapting to the transforming work environment.Hartung (2005) pointed out a shortage of adequately trained career counselors, despite an increasing need for career counseling. To complicate this issue, authors (e.g., Hartung, 2005;Warnke et al., 1993) described interest in career counseling as low and perceptions of career counseling as negative within the profession. According to Watts (2005), a closer look reveals that the counseling profession has marginalized career counseling. While Tinsley (2001) remarked that counseling training programs have devolved from training students to offer clients vocational assistance to training them to work with psychopathology, Savickas, Van Esbroeck, and Herr (2005) indicated that master's programs accredited

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Section: Discussionsupporting

confidence: 94%

Attitudes Regarding Career Counseling: Perceptions and Experiences of Counselors‐in‐Training

Lara

Kline

Paulson

2011

The Career Development Quart

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“…F. J. Dorn (1992) examines professional career due to the nature of identification of a person in the career and beyond, examining the influence of social and psychological factors on the choice of education and profession. M. Woodcock (2002), and D. Francis, studying professional career, divide it into stages associated with age-related changes of human rights.…”

Section: Discussionmentioning

confidence: 99%

Features of Managers’ Personality Psychological Properties Relationship

Gabdreeva¹,

Khalfieva²

2014

ASS

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The aim of this article is researching psychological characteristics of Manager's personality. The leading approach of this research is to show close relationship of gender characteristics and significant features of Managers' personality. It has been shown that the most characteristic qualities of effective managers are communication skills, strong-willed qualities and also abilities to self-setting goals and organization of actions aimed at achieving them. Basic contributors indicating personality are: confidence, competitiveness, autonomy, initiative, self-acceptance and organizational skills. The results of research in this article can be used in the process of the managers' professional training.Keywords: professional activity of manager, comparative and correlation analyses, features, structure and strategic properties of the personality of manager

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“…L. Dale (2004) teigia, kad organizacijos kultūra, netiesiogiai įtakoja asmeninius asmens pasirinkimus, susijusius su sveikata ir gerove. Todėl kuriant darbuotojų gerovės organizacijoje stiprinimo programas svarbus yra asmens ir organizacijos vertybių atitikimas (Cennamo, Gardner, 2008), vertybiniai įsitikinimai apie sveikatą (Conrad, 1994), sveikatai palankaus gyvenimo būdo vertybių integracija į darbuotojo vaidmenį, identitetą (Dorn, 1992). Socialinis palaikymas darbe taip pat yra būtina palankios darbo aplinkos sąlyga (Pascual ir kt.…”

Section: Pozityvių Psichologinių Bei Socialinių Veiksnių Stiprinančiunclassified