Perspectives on Donald Super's Construct of Career Maturity

The evolution of Donald Super's construct of Career Maturity (CM) is traced from the Career Pattern Study of the 1950s to the innovative research of the Work Importance Study in the 1980s. Successful attempts to establish the portability of the CM construct across countries, particularly in Canada and Australia, are described. An overview of instruments derived from Super's theories about career development and maturity is presented, together with an overview of research on the correlates of CM. Reference is made to implications of changes over time in the nature of work and the nature of careers for Super's theories. As others have recognised, evolving changes in these areas mean that theories, to remain relevant, also need to evolve. The article includes discussion of some of the dimensions identified more recently as useful in explaining career development levels and patterns, including career indecision and work role salience.     

Donald Super's Contribution to Career Guidance and Counselling in Japan

Dr Donald Super's contributions to career guidance and counselling in Japan are summarised within the framework of his career development theory from 1960 to 1990. The first part is related to the theoretical frame of reference of career guidance in the secondary school. The second is focused on developing a theoretical and practical basis for career counselling for the adult population. It is concluded that the importance of his approach has increased in the changing Japanese society.     

Using Super's Career Development Assessment and Counselling (C-DAC) Model to Link Theory to Practice

Super's Career Development Assessment and Counselling Model (C-DAC)represents an excellent translation of career development theory intopractice. After decades of developing the various segments of his theory(i.e., developmental stages and tasks, life span, self-concept) toexplain career development, Super focused on using these theory segmentsto help individuals resolve their career concerns. This uniqueassessment-based intervention model is the result of a multinationalresearch effort directed toward understanding the individual'ssubjective and objective career development experience. This paperprovides a brief overview of the C-DAC model and then discusses how theC-DAC model is useful for addressing career concerns in the post-modernera.     

Imprisonment and Career Development: An Evaluation of a Guidance Programme for Job Finding

This study describes the evaluation results of PORO; a three level occupational guidance programme designed to improve offender's job finding possibilities and to reduce reoffending after imprisonment. The programme is carried out at a Catalan prison, and the evaluation approach used is Stufflebeam's CIPP model, considering the efficiency, effectiveness and impact of the programme. Evaluation outcomes and practical suggestions for career development applications addressed to prison populations are reported.     

高校管理人员职业发展评价与激励

高校管理人员肩负着管理育人和服务育人的重任,其工作成效对高等学校的人才培养、科学研究和社会服务三大任务影响深刻。目前,高校管理人员职业发展道路上的制度阻碍在于:职业多元晋升与发展、考核、职称职务晋升、职业准入与培训进修、退出机制、薪酬机制。构建高校管理人员职业发展体系,包括建立高效的管理岗位职级体系、规范的岗位任职资格管理机制和完善的考核评价机制,并开辟多元化的职业晋升通道。     

Evaluation of Preservice Teachers’ Internships: A Model to Encourage Career Continuity and Program Reform

Quality teacher evaluation is a complex subject, requiring complex methods that draw from multiple data sources (Peterson, 2000). Most importantly, preservice teacher evaluation should match teacher education objectives (Popham, 1993) and, ultimately, be used to inform teacher practices and reform educational programming (Darling-Hammond, 1990). The purpose of this study is to present an evaluation model that uses multiple data sources for a preservice teacher’s internship experience. This model is employed within a teacher education program at a large land-grant university; the multiple data sources match program objectives and draw parallels between preservice and inservice teacher evaluation tools at use in this particular state. The evaluation model incorporates two guiding objectives within this college of education’s mission statement—objectives that focus on performance and reflection. First, preservice teachers are educated to assume roles of leadership and service in classroom practice, and second, preservice teachers are taught to become reflective practitioners, The first objective is measured by using a research-based classroom observation rating form during the internship that closely resembles the tool used by the state-licensing department of education. The second program objective is measured through the use of portfolios. In addition to using the results from these instruments to advise preservice teachers regarding their professional growth, the data can also guide program development within the college and suggest programmatic reform, an often overlooked yet integral factor of personnel evaluation. Discussion of specific rating results per instrument and specific avenues for program development are presented.     

Process Evaluation of a Career Course: A Replication and Extension

A process evaluation of a three-credit, upper division career course at a southeastern university is described. Student responses to a standardized course rating instrument were analyzed. Anonymous course evaluations of 293 students enrolled in 11 sections of the career course were compared to student ratings of one section of the course 5 years earlier, and normative data taken from summary reports provided by the university. Results indicated that student perceptions of the course are consistent over time, and more positive in classes meeting multiple times per week. The course was rated higher in course demands, student-instructor involvement, and course organization than other courses. The career course was rated lower in student interest than other courses. Implications of the findings and directions for future research are discussed. Course designers and instructors might benefit from using the information gleaned from this study in structuring career courses and in planning course schedules.     

责任、权益视角下学位点建设与质量评估的风险控制

减少学位点建设与质量评估中的委托代理损失,需要考虑放权背景下行动者的行动取向的变化,建立行政、学术、制度和程序等构成的风险控制系统,解决学位点建设中的数量和质量、均衡与重点、需要与现实、主动和被动等两难问题。,     

Early Career Support Program: Telecommunication Mentoring for Rural Teachers

Journal of Science Teacher Education -     

职业生涯教育应关注人的生涯发展

职业生涯教育是后工业化社会职业指导发展的必然趋势。职业生涯理论经历了人一职匹配和生涯发展两个不同的历史阶段。生涯发展思想认为个体职业发展是一个与人的身心发展相一致的过程。在这一思想背景下,职业生涯教育应该在生涯意识教育、生涯成长支持与辅导等方面进一步拓展工作。     

Alumni Perspectives on Career Preparation during a Postdoctoral Training Program: A Qualitative Study

Published evaluations of career preparation of alumni from long-standing postdoctoral fellowship programs in the biomedical sciences are limited and often focus on quantitative analysis of data from extant publicly available sources. Qualitative methods provide the opportunity to gather robust information about specific program elements from structured postdoctoral training programs and the influence of this training on subsequent career paths of alumni. In-depth interviews with a subset of the National Cancer Institute’s Cancer Prevention Fellowship Program (CPFP) alumni (n = 27), representing more than 25 years of the program’s history and multiple career sectors, were conducted to assess alumni reflections on the training environment and career preparation during their time in the CPFP. NVivo software was used to analyze data and identify major themes. Four main themes emerged from these interviews, including: the value of structured training curriculum, mentorship, transdisciplinary environment, and professional identity. Even when reflecting on training that occurred one to two decades earlier, alumni were able to highlight specific components of a structured postdoctoral training program as influencing their research and career trajectories. These results may have relevance for those interested in assessing how postdoctoral training can influence fellows throughout their careers and understanding salient features of structured programs.     

职业生涯发展:高校就业指导工作的价值诉求

中国高校就业指导工作因长期游离于应有的价值观念与价值取向之外,导致就业指导收效甚微。基于舒伯的职业生涯发展理论及其教育意蕴,对照西方发达国家较成熟的就业理念与操作模式,高校就业指导工作应坚持以人为本的指导思想,建立促进人的全面发展、协调发展和可持续发展的辅导理念与模式。     

Changes in Follow-Up Data Following Marked Changes in a Counselor Education Program

This study compared follow-up data for two groups of master's degree alumni of a counselor education program, one of which graduated before marked changes in the program occurred and the other thereafter. The questionnaire data represented 83.5 percent of the first group and 89.6 percent of the second. Findings concerning the instructional program, advisement, and library services showed significant improvement in appraisal reactions of alumni in six of 12 cases, some deterioration in one. equivocal results in another, and no change in four. Employment data showed an increase from 42 to 71 percent of alumni in counseling and guidance positions. Professional membership data revealed a significant trend toward identification with national organizations. It was concluded that significant changes in much follow-up data occurred after marked changes in the counselor education program studied and that these changes were generally in the direction of further professionalization of counseling and guidance.     

重视形成性评价在大学生职业规划中的作用

形成性评价是专门对学生的表现给出反馈以提高和促进后续学习的一种评价模式,通过对形成性评价运用于大学生职业规划的可行性分析,探索将形成性评价与培养方案、实践活动、大学生素质养成相结合的大学生职业规划全程化指导新模式,以期突显大学生的主体地位和主观能动性的发挥.     

Time to the Doctorate and Research Career: Some Evidence from Spain

Research in Higher Education - Education and research are considered as the cornerstones of the economic growth and the job creation for the Lisbon Strategy proposed by the European Union....     

Changes in Mentor Efficacy and Perceptions Following Participation in a Youth Mentoring Program

Although mentoring programs are increasing in popularity as a preventative intervention strategy for youth, little is known about the experience from the mentor’s perspective. In this study, we describe a longitudinal assessment of 41 mentors, including 13 men and 28 women (M_age?=?21.93?years, SD?=?3.21) working with at-risk youth in a school-based mentoring program. Before starting the program, mentor perceptions, motives, and efficacy were assessed and again after three and six months of mentoring to measure change across time. At the end of the program, mentors evaluated the relationship and rated perceived benefits. Mentors experienced significant changes in perceptions and efficacy across time and changes predicted relationship satisfaction and perceived benefits. Recommendations to support mentors and develop sustainable and satisfying mentoring relationships are provided.