A life-span, life-space approach to career development
TL;DR: In this paper, a Life-Career Rainbow is presented as a means of helping conceptualize multidimensional careers, the temporal involvement in, and the emotional commitment to, each role.
About: This article is published in Journal of Vocational Behavior.The article was published on 1980-06-01. It has received 3973 citations till now. The article focuses on the topics: Career assessment & Career development.
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TL;DR: The Meaning in Life Questionnaire (MLQ) as mentioned in this paper is a 10-item measure of the presence of, and the search for, meaning in life, which was developed to measure the emotional well-being of counseling patients.
Abstract: Counseling psychologists often work with clients to increase their well-being as well as to decrease their distress. One important aspect of well-being, highlighted particularly in humanistic theories of the counseling process, is perceived meaning in life. However, poor measurement has hampered research on meaning in life. In 3 studies, evidence is provided for the internal consistency, temporal stability, factor structure, and validity of the Meaning in Life Questionnaire (MLQ), a new 10-item measure of the presence of, and the search for, meaning in life. A multitrait-multimethod matrix demonstrates the convergent and discriminant validity of the MLQ subscales across time and informants, in comparison with 2 other meaning scales. The MLQ offers several improvements over current meaning in life measures, including no item overlap with distress measures, a stable factor structure, better discriminant validity, a briefer format, and the ability to measure the search for meaning.
3,066 citations
Cites background from "A life-span, life-space approach to..."
...Vocational development theories also incorporate the idea of recycling through stages during transitions or in response to crisis (e.g., Super, 1990)....
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...Vocational development theories also incorporate the idea of recycling through stages during transitions or in response to crisis (e.g., Super, 1990 )....
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TL;DR: In this article, a life-designing model for career intervention endorses five presuppositions about people and their work lives: contextual possibilities, dynamic processes, non-linear progression, multiple perspectives, and personal patterns.
1,428 citations
Cites background from "A life-span, life-space approach to..."
...This means that, although the vocational aspects related to the work and student roles are at the center of attention, other important life roles such as family member, citizen, and hobbyist should be taken into account (Super, 1990)....
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...By similar reasoning many traditional vocational counselors believed in a general law, basing their practice on the assumption that aptitudes and interests of an individual enabled counselors to predict future career development....
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TL;DR: In this article, career adaptability is defined as a bridging construct to integrate the complexity engendered by viewing vocational behavior from four distinct vantage points: individual differences, development, self-and context.
Abstract: The four segments in the life-span, life-space approach to comprehending and intervening in careers (individual differences, development, self, and context), constitute four perspectives on adaptation to life roles. Adaptation serves as a bridging construct to integrate the complexity engendered by viewing vocational behavior from four distinct vantage points. To correspond to adaptation as the core construct, career adaptability should replace career maturity as the critical construct in the developmental perspective on adaptation. Moreover, adaptability could be conceptualized using developmental dimensions similar to those used to describe career maturity, namely planning, exploring, and deciding.
1,275 citations
TL;DR: The authors examined the work values of a nationally representative sample of U.S. high school seniors in 1976, 1991, and 2006 (N = 16,507) representing Baby Boomers, Generation X (GenX), and Generation Me (GenMe), also known as GenY, or Millennials).
1,224 citations
TL;DR: An expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance shows that although age was largely unrelated to core task performance, creativity, and performance in training programs, it demonstrated stronger relationships with the other 7 performance dimensions.
Abstract: Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, organizational citizenship behaviors, safety performance, general counterproductive work behaviors, workplace aggression, on-the-job substance use, tardiness, and absenteeism. Results show that although age was largely unrelated to core task performance, creativity, and performance in training programs, it demonstrated stronger relationships with the other 7 performance dimensions. Results also highlight that the relationships of age with core task performance and with counterproductive work behaviors are curvilinear in nature and that several sample characteristics and data collection characteristics moderate age-performance relationships. The article concludes with a discussion of key research design issues that may further knowledge about the age-performance relationship in the future.
1,000 citations
Cites background from "A life-span, life-space approach to..."
...* p .05. of aging, it is more feasible to study aging in 5-year periods corresponding to three important career stage transitions (Super, 1980): between the exploration and the establishment stages (typically surrounding age 30), between the establishment and career maintenance stages (typically…...
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...Second, previous research on life-span development has suggested that the time before 30 years old is often a period within which individuals explore careers, whereas the time after 40 years old roughly marked the end of establishment years (Super, 1980)....
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...Third, careers researchers have observed that age 40 typically marks the end of career establishment stage and the start of career maintenance stage (Super, 1980)....
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References
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TL;DR: A theory of vocational development, a theory inherent in and emergent from the research and philosophy of psychologists and counselors, is discussed in this article, where the authors describe a developmental process of occupational choice that ends in a compromise between interests, capacities, values, and opportunities.
Abstract: This chapter discusses a theory of vocational development, a theory inherent in and emergent from the research and philosophy of psychologists and counselors. Occupational choice is a developmental process, which takes place over a period of some 10 years. The process is irreversible. The process of occupational choice ends in a compromise between interests, capacities, values, and opportunities. There are three periods of occupational choice. A theory of vocational choice and adjustment would synthesize the results of research because they lend themselves to synthesis; it would take into account the continuity of the development of preferences and of the differences in the stages, choices, entry, and adjustment; it would explain the process through which interest, capacities. Values and opportunities are compromised. The chapter discusses the elements of the theory of vocational development. The term “development” is used rather than “choice,” because it comprehends the concepts of preference, choice, entry, and adjustment. There are many elements to a theory of vocational development.
1,223 citations
TL;DR: In this paper, some hypotheses about the relationships between early experience and attitudes, abilities, interests, and other personality factors that affect the ultimate vocational selection of the individual are discussed. But beyond these it is uncertain how far specifically genetic elements are primary factors.
Abstract: This chapter discusses some hypotheses about the relationships between early experience and attitudes, abilities, interests, and other personality factors that affect the ultimate vocational selection of the individual. Some hypotheses with regard to personality variables are expressed in behavior are considered. Gross hereditary differences in such things as specific sensory capacities and the plasticity and complexity of the central nervous system must affect behavior, but beyond these it is uncertain how far specifically genetic elements are primary factors. The hereditary bases for intelligence, special abilities, interests, attitudes, and other personality variables seem to be non-specific. The pattern of development of special abilities is determined by the directions in which psychic energy comes to be expended involuntarily. These directions are determined by the patterning of early satisfactions and frustrations. The intensity of the unconscious needs, as well as their organization, is the major determinant of the degree of motivation as expressed in accomplishment.
429 citations