Sex and career decision-making styles.

Lunneborg, Patricia W.

doi:10.1037/0022-0167.25.4.299

Cited by 61 publications

(39 citation statements)

References 8 publications

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“…Past research has shown that the behaviors studied here correlate positively with the effectiveness of career decision-making (Blustein, 1987;Lunneborg, 1978;Phillips & Strohmer, 1982;Phillips, Pazienza, & Ferrin, 1984;Phillips, Pazienza, & Walsh, 1988;Rubinton, 1980;. The current study demonstrates that these behaviors reflect the basic motivational goals of autonomy in thought and action, of understanding and accepting the self, and/or of striving for success according to social standards.…”

Section: Discussionmentioning

confidence: 70%

Values, intelligence and client behavior in career counseling: A field study

Sagiv

Schwartz

2004

Eur J Psychol Educ

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We examine relations of values and intelligence to overt behavior in a field study of clients in career counseling (N=365). Eleven counselors reported their clients' independence, activity and insightfulness behaviors. As predicted, both values and intelligencecorrelated substantially with particular behaviors. Activity and independence correlated positively with self-direction and achievement values and negatively with conformity and tradition values. Independence correlated positively with maturity values as well. Insightfulness correlated positively with maturity values and negatively with conformity and tradition values. All three behaviors correlated positively with intelligence. Values predicted behavior over and above intelligence, but intelligence added to the prediction by values only for the clients of some counselors. Implications of the findings for research on values and behavior are discussed.Do values influence daily behavior? The literature on basic human values typically defines values as transsituational goals that serve as guiding principles in people's lives (Kluckhohn, 1951;Rokeach, 1973;Schwartz, 1992). As guiding principles, values would be expected to influence daily behavior. A person who attributes high importance to security values, for example, should act in ways that reflect the pursuit of security (e.g., avoiding situations that involve risk) and that promote attainment of the goals these values represent (i.e., stability and order for self and close others).Contrary to this expectation, many past studies of value-behavior relations report weak to near zero correlations (e.g., see in Kristiansen & Hotte, 1996). Schwartz (1996) pointed to possible reasons for the weak findings (e.g., unreliable single value indicators, failure to take account of the value conflicts and tradeoffs implicated in the behavior and situation). Using his value theory and methods, researchers has presented evidence of substantial and consistent relations between values and a variety of behaviors and behavioral intentions (e.g., Bardi &

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Section: Discussionmentioning

confidence: 70%

Values, intelligence and client behavior in career counseling: A field study

Sagiv

Schwartz

2004

Eur J Psychol Educ

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“…Two career-indecision instruments have been developed in which several factors of career indecision were empirically derived (Career Decision Scale, Osipow, Carney, Winer, Yanico, & Koschier, 1976; Vocational Decision Scale, L. K. Jones & Cheney, 1980). Moreover, researchers also have turned their attention to the relation of career indecision to a host of personality variables such as anxiety (e.g., Hawkins, Bradley, & White, 1977;Mitchell & Krumboltz, 1984), vocational identity (e.g., Holland & Holland, 1977), career decision making styles (e.g., Lunneborg, 1978), and perceptions of problem solving (e.g., Larson & Heppner, 1985). Holland and Holland (1977) expanded the career-indecision research by suggesting that career-undecided students might be conceptualized as a heterogeneous group consisting of multiple subtypes.…”

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confidence: 99%

Investigating multiple subtypes of career indecision through cluster analysis.

Larson

Heppner²,

Ham³

et al. 1988

Journal of Counseling Psychology

110

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Many studies have focused on the differences between decided and undecideds students. Moreover, researchers have also related career indecision to a host of personality variables. The primary purpose of this study was to examine and to describe possible subtypes of undecideds through cluster analysis. Eighty-seven undecided and 26 decided students were individually interviewed and completed four instruments on career planning and problem solving. Compared with previous research, this study used more stringent criteria in selecting the undecided students. Also in contrast with previous research, an initial analysis indicated that the decided and undecided students differed on a broad range of career-planning variables. The cluster analysis revealed four distinct subtypes of undecided students, (a) planless avoiders, (b) informed indecisives, (c) confident but uninformed, and (d) uninformed. We discuss the results in terms of previous research, implications for intervention strategies, and methodological issues.

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“…For instance, a rational decision-making style has been found to be associated with career maturity (Blustein, 1987;Dilley, 1965), planning and information gathering (Jepsen, 1974), ego identity (Blustein & Phillips, 1990), career decisiveness (Lunneborg, 1978;Mau, 1995), problem solving efficacy (Heppner, 1978;Phillips, Pazienza, & Ferrin, 1984a), and occupational certainty (Mau & Jepsen, 1992). In contrast, a nonrational decision-making style tends to be inversely related to progress in resolving various career tasks (Blustein & Phillips, 1990;Mau & Jepsen, 1992;Osipow & Reed, 1985).…”

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confidence: 99%

Cultural Differences in Career Decision-Making Styles and Self-Efficacy

Mau

2000

Journal of Vocational Behavior

183

156

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This study examined the cultural relevance of two important career constructs: career decision-making style and career decision-making self-efficacy. Two distinct cultural groups of college students, Americans (N ϭ 540) and Taiwanese (N ϭ 1026), participated in this cross-cultural study. Results suggested that career decision-making styles have differential impacts on career decision-making self-efficacy, depending on the cultural background of the individuals. Results also showed significant differences in career decision-making style and career decision-making self-efficacy as a function of nationality and gender. Counseling implications and suggestions for future studies are discussed.

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Sex and career decision-making styles.

Cited by 61 publications

References 8 publications

Values, intelligence and client behavior in career counseling: A field study

Values, intelligence and client behavior in career counseling: A field study

Investigating multiple subtypes of career indecision through cluster analysis.

Cultural Differences in Career Decision-Making Styles and Self-Efficacy

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