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Questions and Answers
Person-environment fit theories focus on assessing important characteristics of individuals and work environments and hypothesize that a match between person and environment would lead to positive outcomes
Person-environment fit theories focus on assessing important characteristics of individuals and work environments and hypothesize that a match between person and environment would lead to positive outcomes
True (A)
According to the text, developmental career theories are one of the three broad categories of career theories
According to the text, developmental career theories are one of the three broad categories of career theories
True (A)
The degree to which an individual’s capabilities meet the job’s requirements is a key driver of employee success, satisfaction, and persistence in a career, according to person-environment fit theories
The degree to which an individual’s capabilities meet the job’s requirements is a key driver of employee success, satisfaction, and persistence in a career, according to person-environment fit theories
True (A)
Trait-and-factor or person-environment (P-E) fit theories are examples of developmental career theories
Trait-and-factor or person-environment (P-E) fit theories are examples of developmental career theories
There are four main course learning outcomes mentioned in the text
There are four main course learning outcomes mentioned in the text
According to the text, career management theories are one of the course learning outcomes
According to the text, career management theories are one of the course learning outcomes
The text mentions three categories of career theories
The text mentions three categories of career theories
The text refers to the Handbook of industrial, work and organizational psychology (2nd ed., Vol. 3) as one of the references
The text refers to the Handbook of industrial, work and organizational psychology (2nd ed., Vol. 3) as one of the references
The text mentions Wiernik, B. M., & Wille, B. (2017) as one of the references
The text mentions Wiernik, B. M., & Wille, B. (2017) as one of the references
The text states that different person-environment fit career theories have focused on the same sets of constructs
The text states that different person-environment fit career theories have focused on the same sets of constructs
The P-E fit framework is not widely used in vocational guidance and personnel selection
The P-E fit framework is not widely used in vocational guidance and personnel selection
The dominant approach in career counseling is to identify potential careers that match individual characteristics
The dominant approach in career counseling is to identify potential careers that match individual characteristics
The Theory of Work Adjustment (TWA) is one of the newest career theories
The Theory of Work Adjustment (TWA) is one of the newest career theories
TWA's process model describes how individuals and environments pursue the same adjustment strategies to correct any mismatch
TWA's process model describes how individuals and environments pursue the same adjustment strategies to correct any mismatch
TWA's hypotheses have little empirical support
TWA's hypotheses have little empirical support
Social Cognitive Career Theory (SCCT) is not based on general social cognitive theory
Social Cognitive Career Theory (SCCT) is not based on general social cognitive theory
SCCT consists of only two predictive models
SCCT consists of only two predictive models
SCCT has received little empirical research attention
SCCT has received little empirical research attention
Career models in management do not focus on individuals' observable patterns of movement between different jobs and roles
Career models in management do not focus on individuals' observable patterns of movement between different jobs and roles
Contemporary careers are not characterized by high levels of mobility and individual initiative due to societal and economic changes
Contemporary careers are not characterized by high levels of mobility and individual initiative due to societal and economic changes
Boundaryless careers refer specifically to the boundaries within organizations.
Boundaryless careers refer specifically to the boundaries within organizations.
DeFillippi and Arthur (1994) focused specifically on employment within organizations.
DeFillippi and Arthur (1994) focused specifically on employment within organizations.
Arthur and Rousseau (1996) described six organizational boundaries that have been relaxed during the era of the boundaryless career.
Arthur and Rousseau (1996) described six organizational boundaries that have been relaxed during the era of the boundaryless career.
One of the organizational boundaries relaxed during the era of the boundaryless career is movement between separate employers.
One of the organizational boundaries relaxed during the era of the boundaryless career is movement between separate employers.
According to the text, the protean career is not an alternative to traditional careers.
According to the text, the protean career is not an alternative to traditional careers.
The protean career is characterized by independence from any single employer for work success, resources, and advancement.
The protean career is characterized by independence from any single employer for work success, resources, and advancement.
Arthur and Rousseau (1996) expanded the concept of boundaryless careers.
Arthur and Rousseau (1996) expanded the concept of boundaryless careers.
The protean career is not characterized by independence from any single employer for work success, resources, and advancement.
The protean career is not characterized by independence from any single employer for work success, resources, and advancement.
The boundaryless career concept was expanded to include movement between separate employers.
The boundaryless career concept was expanded to include movement between separate employers.
The text mentions Dr. ADIL KHAMIS AL-BALUSHI as the author of the research.
The text mentions Dr. ADIL KHAMIS AL-BALUSHI as the author of the research.
True or false: The boundaryless career is dependent on a single employer for work success, resources, and advancement
True or false: The boundaryless career is dependent on a single employer for work success, resources, and advancement
True or false: DeFillippi and Arthur (1994) originally focused on employment within a single organization for the boundaryless career concept
True or false: DeFillippi and Arthur (1994) originally focused on employment within a single organization for the boundaryless career concept
True or false: Arthur and Rousseau (1996) expanded the concept of the boundaryless career to include six organizational boundaries that have been relaxed
True or false: Arthur and Rousseau (1996) expanded the concept of the boundaryless career to include six organizational boundaries that have been relaxed
True or false: One of the relaxed organizational boundaries in the boundaryless career concept is favoring personal or family concerns over career opportunities
True or false: One of the relaxed organizational boundaries in the boundaryless career concept is favoring personal or family concerns over career opportunities
True or false: The concept of the boundaryless career was first introduced by Sullivan and Arthur in 2006
True or false: The concept of the boundaryless career was first introduced by Sullivan and Arthur in 2006
True or false: Movement between separate employers is one of the organizational boundaries that have been relaxed during the era of the boundaryless career
True or false: Movement between separate employers is one of the organizational boundaries that have been relaxed during the era of the boundaryless career
True or false: Gaining reputation and validation from internal sources is a characteristic of the boundaryless career
True or false: Gaining reputation and validation from internal sources is a characteristic of the boundaryless career
True or false: The protean career is one of the alternatives to traditional careers
True or false: The protean career is one of the alternatives to traditional careers
True or false: The concept of the boundaryless career is focused on advancing only through the organizational hierarchy
True or false: The concept of the boundaryless career is focused on advancing only through the organizational hierarchy
True or false: Dr. Adil Khamis Al-Balushi's office is located at BS043
True or false: Dr. Adil Khamis Al-Balushi's office is located at BS043
Flashcards
Person-Environment Fit
Person-Environment Fit
Theories that assess individual and environment characteristics, hypothesizing a match leads to positive outcomes.
Developmental Career Theories
Developmental Career Theories
A broad category of theories focusing on career progression and changes over time.
Capabilities Meet Requirements
Capabilities Meet Requirements
When an individual's skills effectively meet the demands of their job, contributing to job satisfaction and success.
Career Management Theories
Career Management Theories
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P-E Fit Framework
P-E Fit Framework
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Dominant Approach in Career Counseling
Dominant Approach in Career Counseling
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TWA Process Model
TWA Process Model
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Social Cognitive Career Theory (SCCT)
Social Cognitive Career Theory (SCCT)
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Career Models in Management
Career Models in Management
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Contemporary Careers
Contemporary Careers
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Boundaryless Career
Boundaryless Career
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Protean Career
Protean Career
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Arthur and Rousseau (1996)
Arthur and Rousseau (1996)
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Movement Between Separate Employers
Movement Between Separate Employers
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Protean Career
Protean Career
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Protean Career Characteristics
Protean Career Characteristics
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Expanded Boundaryless Career
Expanded Boundaryless Career
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The Boundaryless Career
The Boundaryless Career
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Arthur and Rousseau's Expansion
Arthur and Rousseau's Expansion
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Relaxed Organizational Boundaries
Relaxed Organizational Boundaries
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Gaining External Reputation
Gaining External Reputation
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Not Advancing Through Hierarchy
Not Advancing Through Hierarchy
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Study Notes
Career Counseling Theories
- P-E fit framework is widely used in vocational guidance and personnel selection, linked to positive work outcomes.
- Despite growing interest in other counseling frameworks, the dominant approach in career counseling remains identifying potential careers that match individual characteristics.
- Theory of Work Adjustment (TWA) is one of the oldest career theories and includes predictive and process models.
- TWA focuses on personal and environmental characteristics leading to successful work outcomes, including needs/values, skills/abilities, job requirements, and job reinforcers.
- TWA's process model describes how individuals and environments pursue different adjustment strategies to correct any mismatch.
- TWA's hypotheses have substantial empirical support, and its tenets have been incorporated into other P-E fit models in organizational research.
- Social Cognitive Career Theory (SCCT) is based on general social cognitive theory, focusing on the role of self-efficacy and outcome expectations in vocational behavior.
- SCCT consists of four predictive models describing interest development, career choices, educational and vocational performance, and work and career satisfaction.
- SCCT has received the most empirical research attention of any contemporary career theory and remains connected to advances from other fields of psychology.
- Career models in management, organizational behavior, industrial-work-organizational psychology, and related fields focus on individuals' observable patterns of movement between different jobs and roles.
- Career scholars argue that contemporary careers are characterized by high levels of mobility and individual initiative due to societal and economic changes.
- "Traditional" careers were characterized by lifetime employment in a single organization, advancement up a linear organizational hierarchy, and determined development opportunities.
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