Resistance as a factor in career counseling

Conclusion Resistance can no longer be seen as a concept that is relevant only to personal counseling. The career literature includes ample reference to the role of threat and anxiety in inhibiting the decision-making process, a process that is analogous to resistance in the eclectic counseling literature. Assimilation of knowledge about resistance into the planning and implementation of career programming holds promise for helping motivate students/clients to use the career decision-making process more effectively with less defensiveness.     

Gender as a moderator of relation between emotional intelligence and career development

The purpose of this study is to examine the relationship of emotional intelligence with career development and the moderating role of gender in the relationship. This study adopted a survey research design. Questionnaires were used to obtain data on emotional intelligence, career development and demographic factors from 485 secondary school students （male=255, female=230） randomly selected from 5 states in southwestern Nigeria. Data analysis included regressing career decision-making self-efficacy and career maturity on emotional intelligence and gender. Results indicated that emotional intelligence and gender predicted career development and gender moderated the relationship between emotional intelligence and career development. The implication of the findings is that counseling psychologists should assess the emotional intelligence of the male and female students when conducting career counseling. In addition, the findings suggest that the students need to be exposed to counseling interventions for enhancing their emotional intelligence. This study is able to demonstrate the relationship of emotional intelligence and career development of secondary school students in Nigeria and the first to explore the moderating role of gender in the relationship.     

The development of a career identity

In modern society individuals are becoming responsible for their own work allocation. In order to overcome an increasing social and work-related insecurity, they not only have to acquire specific career skills but also a so-called \"career identity\". A career identity is a structure of meanings in which the individual links his own motiviation, interests and competencies with acceptable career roles. In the article the concept of meaning is explored and further elaborated as a social learning process. The article concludes with some remarks about the need for a strong learning environment.     

我的主持人之路

中央电视台娱乐节目主持人全国选拔活动进行得如火如荼,一位年近50的业余“挑战者”在与专业选手的PK中拿下了央视《挑战主持人》比赛的冠军。侯玉璞，一家企业的宣传干部，没有学过播音主持，没有受过专业的训练，却当了15年的主持人，他把业主和副业都做得精彩纷呈——[编者按]     

Retirement as a career transition in ballet dancers

This paper discusses ballet dancers’ retirement, looking at the reasons for ending a performing career and their rehirement to an alternative role(s). The findings, explore different dimensions of the reasons for retirement. It attempts to investigate and nurture alternative thoughts on chronological age, in the context of ballet dancers’ retirement. Semi-structured interviews were conducted with 14 international ballet dancers. A qualitative approach was adopted through Interpretative Phenomenological Analysis (IPA), and tenets of Grounded Theory. Practical implications for career guidance practitioners are addressed in the final section.     

Career education and career guidance: Strategies for implementing career development

Dedmond is Supervisor, Career Education and Career Guidance, Virginia Department of Education.     

Small significant networks as birds of a feather

Current research indicates that instructors find support for their teaching via membership in small social networks. The present study was conducted to further our understanding of these networks by looking specifically at the perceptions network members hold of each other in terms of similarity of beliefs and the value of their interactions. Results indicate that participants were more likely to perceive high rather than low similarity of beliefs with others in their network, and value was positively associated with perceived similarity. Implications for teaching practice and the work of educational developers are discussed.     

Predicting career development in hard-of-hearing adolescents in Australia

This article reports on a study investigating the career development of hard-of-hearing high school students attending regular classes with itinerant teacher support. We compared 65 hard-of-hearing students with a matched group of normally hearing peers on measures of career maturity, career indecision, perceived career barriers, and three variables associated with social cognitive career theory career decision-making self-efficacy, outcome expectations, and goals. In addition, the predictors of career maturity and career indecision were tested in both groups. Results indicated that (a) the two groups did not differ on measures of career maturity, (b) the SCCT variables were less predictive of career behaviors for the hard-of-hearing students than for the normally hearing students, and (c) perceived career barriers related to hearing loss predicted lower scores on career maturity attitude for the hard-of-hearing students. These findings are discussed in the context of career education and counseling interventions that may benefit young people who are hard of hearing.     

A model of career development for a multicultural work force

This article highlights a career development model (Coleman, 1989) designed for use with multicultural and diverse populations. Individuals from these backgrounds sometime encounter difficulties with their career development, and the model was created to focus on the particular issues, needs, and concerns of multicultural populations. The career development model consists of six components: 1) Introduction and Orientation; 2) Self-Assessment; 3) Decision Making; 4) Educational, Occupational, and Community Information; 5) Preparation for Work, Leisure, and Retirement; and 6) Research and Evaluation. A discussion of the barriers encountered by multicultural populations is included, along with implications for counseling and development professionals.     

Planning and presenting career development seminars

Summary An overview of the seminar planning process that includes needs assessment, program planning, implementation and evaluation has been presented. In addition, necessary platform skills have been identified to help staff members move from the role of planner to that of presentor. With training, either in counselor education programs or as a part of staff development, career counselors can provide a higher quality service to a larger number of students by learning more about the science and art of seminar planning and presentation.     

The value of failing in career development: a chaos theory perspective

Failing is a neglected topic in career development theory and counselling practice. Most theories see failing as simply the opposite of success and something to be avoided. It is contended that the Chaos Theory of Careers with its emphasis on complexity, uncertainty and consequent human imitations, provides a conceptually coherent account of failure in career development. The benefits of failing are outlined. The counselling implications of failure and ways for it to be addressed and utilised with those confronting career development challenges are also discussed.     

My career chapter as a tool for reflective practice

The career assessment and counselling procedure My Career Chapter is presented as a tool for reflexive self-awareness within career counsellors. To demonstrate application of the procedure as a method of self-supervision, this paper presents a study in which the participant studies himself. Results indicate a reflexive consciousness for the career counsellor that extends his self-awareness as a professional into his personal, non-professional life. Implications are presented with a focus upon the scope of self-report in qualitative research and collegial supervision.