Career portfolio

About: Career portfolio is a research topic. Over the lifetime, 2740 publications have been published within this topic receiving 49876 citations.

Careers In and Out of Organizations

Abstract: Introduction to the Series Preface Acknowledgments PART I: CONTEMPORARY CAREERS 1. The Study of Careers The Changing Context of Careers Why Study Careers? What Is a Career? A Working Definition of Career Why Are Careers Important? Conclusion 2. The Protean Career Contract The Nature of a Psychological Contract The Nature of the New Contract Stages of Adaptation: Three Types of Companies Continuous Learning via Psychological Success Implications for Organizational Career Management Questions for Further Research Conclusion PART II. ELEMENTS OF THE CAREER 3. Career Choice and Decision Making Eras of Career Research Matching People and Occupations Process Models: How Are Career Choices Made? How People Choose Organizations Conclusion 4. Life, Career, and Learning Stages Are Career and Life Stages Still Relevant Today? Life Stages Schein's Model of the Organizational Career The Early Career Years: Becoming Established Midlife and Midcareer: Maintenance and Reexamination A New Stage Model for the Middle and Later Career Years and Beyond: Learning Cycles Later Career and Adjustment Into Retirement Summary of Developmental Needs in Early, Middle, and Late Career Research Issues Conclusion 5. Predicting Career Effectiveness: Performance What Is Career Effectiveness? Understanding How the Process of the Career Affects Performance Research Issues Conclusion 6. The Protean Career Identity and Attitudes Career Identity Career Attitudes Conclusion 7. Career Adaptability - R.F. Morrison & D.T. Hall Why Adaptability Is Critical to Contemporary Career Development Observing the Experience of Adaptability A General Model of Adaptability An Integrated Model of Adaptability Questions for Future Research Conclusion 8. Managing Protean Career and Life Roles Early Work: Interrole Analysis and Dual-Career Couples Protean Careers and Dual-Career Relationships Conclusion Appendix PART III: IMPLEMENTING CAREER CONCEPTS 9. Reflection: Self-Development for the Growth of Identity and Adaptability What is Reflection? Reflection: Stereotype Versus Reality How a CEO Reflects Relfection in the Heat of Battle Identity Growth Through Self-Reflection Steps for Leveraging Learning Through Reflection and Questions for Research Appendix 10. Toward More Strategic and Self-Directed Careers The Business Need for a Career Development Plan A Strategic Framework for Career Development Priorities and Recommendations: Seven Steps to Growth for Career Practice and Research Steps for Guiding the Protean Careerist: Questions for Career Self-Reflection or a Career Discussion 11. Looking Back at Careers in Organizations and Looking Ahead: Toward More Spiritual Careers Looking Back at Careers in Organizations: Then and Now and Beyond Conclusion References Index About the Author

A taxonomy of difficulties in career decision making

Abstract: A general theoretical taxonomy of career decision-making difficulties, based on decision theory, has been developed To examine the proposed taxonomy empirically, a questionnaire was constructed in which the various possible difficulties in the theoretical model were represented by respective statements The questionnaire was administered to a sample of 259 young Israeli adults who were at the beginning of their career decision-making process and to an American sample of 304 university students The observed relations among the 10 scales, which represent the 10 theoretical categories of difficulties, and those among the items within 2 selected categories, were similar in the 2 samples and compatible with the expected relations derived from the theoretical model The implications for career counseling and research are discussed The growing rate of change in the world of work increases the number of career transitions individuals make during their lifetime The quality of the career decisions made during these transitions is significant for both the individual and society Making a career decision is, however, a complex process Although some people make such decisions easily, at least apparently, others face difficulties in making their career decisions, and many seek professional help One of the central aims of career counseling is to facilitate the career decision-making process of counselees and, in particular, to help them overcome the difficulties they encounter during this process Therefore, identifying the unique difficulties that prevent individuals from reaching a decision is an essential step in providing them with the help they need The construct of career indecision has been used to refer to the problems individuals may have in making their career decision (for a review, see Slaney, 1988) Because of its recognized significance, career indecision is one of the central research issues of career psychology (Betz, 1992;