Career Development Theories Quiz

Organizational researchers have been proposing theories of career for more than a ______

Career theories can be broadly grouped into three categories—person-environment fit theories, developmental career theories, and ______ career models

In that time, hundreds of models, theories, and frameworks have been developed that attempt to explain the processes through which individuals enter, manage, explain, and leave their ______

A selection of prominent theories from each of these groups is summarized in ______ 1

Vocational psychologists and career counselors are enjoined not to believe the reification fallacy by treating linguistic abstractions as if they were a real ______

Psychometric assessments may be useful in career counseling because they provide a useful vocabulary for examining and discussing clients’ constructed ______, not because they provide any form of objective description of individual characteristics

G. D. Gottfredson strongly criticized the postmodern movement in career research, especially its tendency to disregard quantitative research and its preference for complexity and individualized theory over parsimony, even going so far as to call the perspective “______”

Hesketh cautioned vocational psychologists and career ______

PE fit theories focus on how individual capabilities match job requirements and how job or organization features match individual ______

P-E fit framework is influential in vocational guidance and personnel ______

Different P-E fit career theories have different constructs but share the hypothesis of driving employee success, satisfaction, and persistence in a ______

Theory of Work Adjustment (TWA) includes predictive and process models focusing on ______

TWA predicts satisfaction, effective performance, and long-term tenure when ______ is present, and describes adjustment strategies for mismatches

TWA has received substantial empirical support and influenced other P-E fit models in organizational ______

Holland’s Theory of Vocational Personality Types and Work Environments articulates 6 types to describe individuals and work environments ______

Holland’s theory predicts that a match between an individual’s type and their occupation is a major contributor to satisfaction, performance, and ______

Holland’s model is popular due to its parsimony and ease of remembering, using types for wide interpretations of factor definitions and assessment ______

Research testing Holland’s predictions has suffered from methodological flaws, with weak relationships between RIASEC-based congruence and ______

Despite the popularity of Holland’s theory, its predictions, especially regarding the structure of interests, are often evaluated ______

______ theory of career development includes five stages, which can be repeated multiple times, and emphasizes the role of developing a self-concept in career decision making.

Research using ______ framework has been common, limited to propositions regarding childhood development and retirement.

P-E fit theories and TWA have been influential in vocational guidance and personnel selection, with Holland’s theory dominating vocational counseling ______

______ theory of career choice and development considers hereditary and biological factors alongside sociocultural factors in describing how individuals make career choices.

Children develop a self-concept based on their ______ talents and capabilities, including their level of general cognitive ability and vocational interests.

Individuals eliminate career options based on factors such as perceived lack of power, sex roles, and social prestige (______), and may compromise based on political, economic, and social constraints.

Both classic career development models emphasize psychological assessment and advocate ______ assessing traditional individual differences.

Postmodern career development theories adopt a perspective that views the ______ career as more important than objectively observable career events and work positions.

Two postmodern perspectives, ______ and social constructionism, have been applied in many contemporary career theories.

Constructivism argues that individuals mentally construct their experience of the world through ______ processes and focuses on understanding how individuals develop and manage their career identities and life narratives.

Social constructionism argues that knowledge and meaning are the product of social ______, institutions, and interactions between different social groups.

Extreme forms of social constructionism completely reject traditional ______ notions that any form of truth or knowledge exists objectively and independently of a particular community of meaning.

RIASEC interests do not form a ______, contrary to popular belief, and many researchers' data actually contradicts Holland's model

Social Cognitive Career Theory (SCCT), based on general social cognitive theory, focuses on self-efficacy and outcome expectations in driving vocational ______

A key construct in Super’s theory is career maturity, defined as an individual’s readiness to face the particular developmental challenges at each ______

Super's Life-span, Life-space Theory describes a sequence of five developmental stages through which individuals pass during their lives, each with particular developmental challenges, determined by personal characteristics, environmental features, and past ______

SCCT self-management model specifies a large set of adaptive career behaviors and predicts how self-efficacy, outcome expectations, contextual factors, and general personality traits are related to different classes of these ______

Classic developmental theories address how and why individuals make career decisions, while contemporary postmodern career theories reject the entire P-E fit paradigm, emphasizing the importance of constructing a strong career identity and remaining flexible and adaptable in the face of rapid societal, economic, and technological ______

Vocational interests play a crucial role in successful work performance, but many specific hypotheses of Holland's theory have been proven ______

SCCT has been expanded to incorporate a process model that applies social cognitive principles to describe how individuals make career-related decisions, including managing uncertainty and setbacks, finding jobs, and balancing ______

SCCT has received the most empirical research attention of any contemporary career theory and remains connected to advances from other fields of ______

Developmental career theories, such as Super’s Life-span, Life-space Theory and Gottfredson’s Theory of Circumscription and Compromise, complement P-E fit theories by focusing on the attitudes, contexts, and behaviors related to individuals’ career ______

Contemporary Career Theories: ______

Researchers have begun to conduct systematic meta-analytic tests of many of SCCT’s predictions, leading to modifications of the theory and providing point estimates for many of the parameters in its structural ______

RIASEC interests do not form a ______, contrary to popular belief, and many researchers' data actually contradicts Holland's model

Vocational interests play a crucial role in successful work performance, but many specific hypotheses of Holland's theory have been proven ______

Social Cognitive Career Theory (SCCT), based on general social cognitive theory, focuses on self-efficacy and outcome expectations in driving vocational ______

SCCT includes four predictive models: interest development, career choices, educational and vocational performance, and work and career ______

SCCT has been expanded to incorporate a process model that applies social cognitive principles to describe how individuals make career-related decisions, including managing uncertainty and setbacks, finding jobs, and balancing ______

SCCT self-management model specifies a large set of adaptive career behaviors and predicts how self-efficacy, outcome expectations, contextual factors, and general personality traits are related to different classes of these ______

SCCT has received the most empirical research attention of any contemporary career theory and remains connected to advances from other fields of psychology ______

Researchers have begun to conduct systematic meta-analytic tests of many of SCCT’s predictions, leading to modifications of the theory and providing point estimates for many of the parameters in its structural ______

Developmental career theories, such as Super’s Life-span, Life-space Theory and Gottfredson’s Theory of Circumscription and Compromise, complement P-E fit theories by focusing on the attitudes, contexts, and behaviors related to individuals’ career ______

Classic developmental theories address how and why individuals make career decisions, while contemporary postmodern career theories reject the entire P-E fit paradigm, emphasizing the importance of constructing a strong career identity and remaining flexible and adaptable in the face of rapid societal, economic, and technological ______

Super's Life-span, Life-space Theory describes a sequence of five developmental stages through which individuals pass during their lives, each with particular developmental challenges, determined by personal characteristics, environmental features, and past ______

A key construct in Super’s theory is career maturity, defined as an individual’s readiness to face the particular developmental challenges at each ______

Career theories can be broadly grouped into three categories—person-environment fit theories, developmental career theories, and management career models.

Holland’s model is popular due to its parsimony and ease of remembering, using types for wide interpretations of factor definitions and assessment.

Vocational interests play a crucial role in successful work performance, but many specific hypotheses of Holland's theory have been proven false.

Super's Life-span, Life-space Theory describes a sequence of five developmental stages through which individuals pass during their lives, each with particular developmental challenges, determined by personal characteristics, environmental features, and past experiences.

Postmodern perspectives on career counseling have not received any criticism

G. D. Gottfredson strongly criticized the postmodern movement in career research

Psychometric assessments may provide an objective description of individual characteristics

Savickas suggests that psychometric assessments may be useful in career counseling because they provide a useful vocabulary for examining and discussing clients’ constructed meanings

RIASEC interests form a hexagon, contrary to popular belief, and many researchers' data supports Holland's model.

Vocational interests play a minor role in successful work performance, and most specific hypotheses of Holland's theory have been proven true.

SCCT focuses on self-efficacy and outcome expectations in driving vocational behavior.

SCCT includes three predictive models: interest development, career choices, and educational and vocational performance.

SCCT self-management model specifies a small set of adaptive career behaviors.

SCCT has received the most empirical research attention of any contemporary career theory.

Developmental career theories reject the entire P-E fit paradigm.

Super's Life-span, Life-space Theory describes a sequence of three developmental stages.

A key construct in Super's theory is career immaturity, defined as an individual's readiness to face the particular developmental challenges at each life stage.

SCCT remains disconnected from advances from other fields of psychology.

Contemporary postmodern career theories emphasize the importance of conforming to the P-E fit paradigm.

Super's Life-span, Life-space Theory describes a sequence of five developmental stages through which individuals pass during their lives.

PE fit theories focus on how individual capabilities match job requirements and how job or organization features match individual desires

P-E fit framework is influential in vocational guidance and personnel selection

Theory of Work Adjustment (TWA) includes predictive and process models focusing on needs/values, skills/abilities, job requirements, and job reinforcers

TWA predicts satisfaction, effective performance, and long-term tenure when correspondence is present, and describes adjustment strategies for mismatches

Holland’s Theory of Vocational Personality Types and Work Environments articulates 6 types to describe individuals and work environments (RIASEC)

Holland’s theory predicts that a match between an individual’s type and their occupation is a major contributor to satisfaction, performance, and tenure

Holland’s model is popular due to its parsimony and ease of remembering, using types for wide interpretations of factor definitions and assessment results

Research testing Holland’s predictions has suffered from methodological flaws, with weak relationships between RIASEC-based congruence and outcomes

Despite the popularity of Holland’s theory, its predictions, especially regarding the structure of interests, are often evaluated uncritically

P-E fit theories and TWA have been influential in vocational guidance and personnel selection, with Holland’s theory dominating vocational counseling practice

Holland’s theory predicts that a match between an individual’s type and their occupation is a major contributor to satisfaction, performance, and tenure

Different P-E fit career theories have different constructs but share the hypothesis of driving employee success, satisfaction, and persistence in a career

Super's theory of career development includes five stages that can be repeated multiple times.

Research using Super’s framework has been limited to propositions regarding childhood development and retirement.

Super’s theory forms the basis of many contemporary postmodern career development theories.

Gottfredson’s theory of career choice and development considers hereditary and biological factors alongside sociocultural factors in describing how individuals make career choices.

Children develop a self-concept based on their innate talents and capabilities, including their level of general cognitive ability and vocational interests.

Individuals eliminate career options based on factors such as perceived lack of power, sex roles, and social prestige (circumscription), and may compromise based on political, economic, and social constraints.

Both classic career development models emphasize psychological assessment and advocate quantitatively assessing traditional individual differences.

Postmodern career development theories adopt a perspective that views the subjective career as more important than objectively observable career events and work positions.

Two postmodern perspectives, constructivism and social constructionism, have been applied in many contemporary career theories.

Constructivism argues that individuals mentally construct their experience of the world through psychological processes and focuses on understanding how individuals develop and manage their career identities and life narratives.

Social constructionism argues that knowledge and meaning are the product of social practices, institutions, and interactions between different social groups.

Extreme forms of social constructionism completely reject traditional positivistic notions that any form of truth or knowledge exists objectively and independently of a particular community of meaning.