Career Management Chapter 3

Person-environment fit theories, developmental career theories, and management career models.

A match between an individual's capabilities and job requirements leads to positive outcomes.

Frank Parsons proposed P-E fit theories in 1909.

<p>TWA includes both a predictive model and a process model for successful work outcomes.</p> Signup and view all the answers

<p>Self-efficacy and outcome expectations.</p> Signup and view all the answers

<p>The alignment of individual characteristics with job requirements and organizational features.</p> Signup and view all the answers

<p>Vocational guidance and personnel selection.</p> Signup and view all the answers

<p>Positive task-related self-efficacy beliefs, outcome expectations, and learning experiences.</p> Signup and view all the answers

<p>Interests, self-efficacy, outcome expectations, and contextual factors.</p> Signup and view all the answers

<p>The ongoing relevance of counselor frameworks in career development practices.</p> Signup and view all the answers

<p>It describes personal and environmental characteristics that lead to successful work outcomes.</p> Signup and view all the answers

<p>Through self-efficacy beliefs, goal setting, and ability.</p> Signup and view all the answers

<p>Self-efficacy beliefs, goal attainment, work conditions, and affect-related personality traits.</p> Signup and view all the answers

<p>SCCT is not strictly a person-environment fit model.</p> Signup and view all the answers

<p>A large set of adaptive career behaviors in relation to self-efficacy and contextual factors.</p> Signup and view all the answers

<p>Many specific hypotheses proposed by Holland's theory have been falsified.</p> Signup and view all the answers

<p>The two primary forms of correspondence are the alignment of individual abilities with job requirements and the satisfaction of individual needs by job reinforcers.</p> Signup and view all the answers

<p>One adjustment strategy is reactive adjustment, where individuals learn new skills to better fit job requirements.</p> Signup and view all the answers

<p>When individuals or organizations reach their degree of perseverance, they may give up and either leave the organization or dismiss the employee.</p> Signup and view all the answers

<p>The six types are Realistic, Investigative, Artistic, Social, Enterprising, and Conventional, abbreviated as RIASEC.</p> Signup and view all the answers

<p>Holland's theory emphasizes that congruence, or the match between an individual's type and their occupation, is crucial for satisfaction and performance.</p> Signup and view all the answers

<p>TWA's hypotheses have received substantial empirical support, indicating their validity in organizational behavior studies.</p> Signup and view all the answers

<p>They relate through concepts such as rank order, consistency, and differentiation that help characterize an individual's profile.</p> Signup and view all the answers

<p>Organizations might provide training to the employee or change the job duties to better align with the individual's skills.</p> Signup and view all the answers

<p>SCCT focuses on the developmental processes of career decision-making rather than merely predicting career choices based on personal characteristics.</p> Signup and view all the answers

<p>Super's theory addresses the developmental challenges individuals face at different life stages, adding context to the choices predicted by P-E fit theories.</p> Signup and view all the answers

<p>The five stages are growth, exploration, establishment, maintenance, and disengagement.</p> Signup and view all the answers

<p>Personal characteristics such as abilities, interests, and values influence individuals' responses to career development challenges.</p> Signup and view all the answers

<p>Career maturity refers to an individual's readiness to confront and manage the developmental challenges of a specific life stage.</p> Signup and view all the answers

<p>They argue that in a rapidly changing world, the ability to adapt and construct a strong career identity is more vital than finding a perfect career match.</p> Signup and view all the answers

<p>SCCT is informed by advancements in personality, cognitive ability, and developmental psychology, enriching its empirical research base.</p> Signup and view all the answers

<p>During the exploration stage, individuals identify potential career options and assess their fit with personal interests and abilities.</p> Signup and view all the answers

<p>A traditional career is marked by lifetime employment in a single organization and linear advancement, whereas a boundaryless career emphasizes independence from a single employer and involves job opportunities beyond one organization.</p> Signup and view all the answers

<p>Societal and economic changes like globalization and technological advancements have led to increased mobility and individual initiative in careers, moving away from traditional linear paths.</p> Signup and view all the answers

<p>A boundaryless career is defined as a career path that transcends the traditional employer-employee relationship, allowing individuals to seek opportunities across multiple organizations, enhancing their career development.</p> Signup and view all the answers

<p>Individual initiative is crucial in both protean and boundaryless careers as it empowers individuals to actively shape their career paths and pursue opportunities beyond organizational constraints.</p> Signup and view all the answers

<p>One such boundary is 'movement between separate employers,' which allows individuals to transition freely between jobs in different organizations without being confined to one employer.</p> Signup and view all the answers

<p>In traditional careers, advancement opportunities are typically dictated by organizational superiors, while in boundaryless careers, advancement is determined by personal initiative and external opportunities.</p> Signup and view all the answers

<p>Declining job security forces individuals to take greater control over their careers, seeking diverse opportunities and continuously adapting to a changing job market.</p> Signup and view all the answers

<p>External validation plays a key role in boundaryless careers by providing individuals with reputation and credibility through recognition from professional networks or academic sources.</p> Signup and view all the answers

Broadly grouped into person-environment fit theories, developmental career theories, and management career models.

Early career theories focusing on the match between individual characteristics and work environment features. A good match leads to job success, satisfaction, and persistence.

A type of career theory that focuses on matching individual traits (abilities, skills, interests) to suitable career options.

An older career theory with a predictive model and a process model that describes characteristics of individuals and the work environment to predict successful work outcomes.

Describes the personal and environmental factors that lead to successful outcomes in work.

Career theories focusing on how careers evolve over time.

Career theories focusing on the management aspect of careers.

Use of Career theories to help individuals identify suitable career options.

A model of person-environment (P-E) fit that focuses on matching individual needs/values and skills/abilities with job requirements and reinforcers.

The degree to which an individual and their environment (like the job) are compatible.

Aspects of a job that satisfy an individual's needs or values.

Skills and abilities needed to perform a job successfully.

A theory of careers that describes six personality types and six work environments. These types (like Realistic, Investigative) are based on interest in jobs.

The matching of an individual's personality type to their occupation, according to Holland's theory.

When an individual's needs/values and skills/abilities do not match job requirements/reinforcers.

Methods individuals and organizations use to address mismatches: flexibility, reactive and active adjustment, and perseverance.

A model of vocational interests that doesn't accurately form a hexagon. Specific hypotheses about this model have been proven false.

A theory emphasizing self-efficacy, outcome expectations, and contextual factors in influencing vocational behavior.

Belief in one's ability to succeed in specific situations or accomplish a task.

Beliefs about the likely results of one's actions or choices.

Interests in specific fields are developed through positive self-efficacy, expectations of success, and learning experiences.

Career choices are influenced by self-efficacy(skills), outcome expectations(values), and contextual factors.

Effective performance is predicted by self-efficacy, goal-setting, and abilities.

Work satisfaction depends on self-efficacy, achieving goals, work conditions, and personality.

The most researched and connected career theory to other psychology fields (personality, cognitive ability, etc.).

A developmental career theory that complements P-E fit theories by explaining how and why individuals make career decisions across their lives.

A supplementary career theory focusing on circumscribing and compromising career choices based on personal attributes.

Career theories aiming to predict career choices based on compatibility of personal and environmental factors.

Individual's preparedness to tackle career challenges at specific life stages (e.g., exploration, disengagement).

Identifying potential career options during adolescence, a stage described in Super's theory.

Preparing to end one's work career in late adulthood, as outlined in Super's theory.

A career path where an individual isn't tied to a single employer for employment, resources, or growth.

A career characterized by long-term employment with a single company, advancement through a hierarchy, and development guided by the company.

A flexible and adaptable career path where individuals adjust to changing circumstances and opportunities.

Limitations or restrictions on career movement within or across companies.

The ability to move between different jobs, roles, and employers.

Recognition and approval from sources outside of a single organization (e.g., academics, reviewers).

Sequences of available work positions.

The increasing interconnectedness and interdependence of countries through trade, technology, and culture.