Journal of Career Development

Motives behind occupational choice of graduates in two tertiary training programs for Israeli ultraorthodox (Haredi) women, practical engineering (PE) and teaching (T), are explored. Five hundred and twelve participants (278 PEs and 234 Ts) answered a questionnaire referring to 13 potential work motives. The main findings are as follows: (a) factor analysis reveals that the 13 components cluster into the four composite factors of “intrinsic motive,” “calling motive,” “extrinsic motives relating to job conditions,” and “extrinsic motives relating to effect of choice on society”; (b) t tests show that PEs express higher intrinsic motives than Ts and Ts express a higher sense of “calling” than PEs; and (c) t tests further show that for the whole sample, intrinsic motives are ranked higher than extrinsic motives (relating to both job conditions and society). Discussion suggests counseling and public policy that can lead to more successful integration of Haredi women into the world of labor.

Affective occupational commitment (AOC) during training is considered to prevent occupational turnover and positively influence later work-related outcomes and learning processes. However, little is known about AOC development in a training context. This study examines antecedents and consequences of AOC and its development during vocational education and training. Participants were 497 Swiss apprentices who took part in a longitudinal survey throughout their 3-year training program. The results of latent growth curve modeling showed a slight average decrease in AOC over time. Initial AOC was negatively related to occupational turnover intention and positively related to satisfaction with the apprenticeship. Perceived person–occupation fit and feelings of competence during in-company training were positively correlated with initial AOC. Change in AOC was the smallest when apprentices felt autonomous and larger when they felt competent. The results indicate how in-company training environments can be arranged that foster apprentices’ AOC.

We test two models in which Latina/o students’ school connectedness partially mediates the relationship between barriers (discrimination experiences at school and other educational barriers, respectively) and thoughts of dropping out of high school. Results of a moderated mediator analyses in a sample of 896 Latina/o high school students were consistent with hypotheses. Latina/o students who reported greater frequency of discrimination experiences and those who reported greater frequency of other barriers that affect how they are doing in school were more likely to have thoughts of dropping out, and these relationships were attenuated by school connectedness. A hierarchical regression indicated that discrimination experiences, other educational barriers, and school connectedness each contributed unique variance to thoughts of dropping out. Findings highlight the salience of efforts to reduce discrimination in schools and enhance school connectedness as a potential protective factor for Latina/o youth. Implications for dropout prevention are discussed.

This investigation of proactive personality focused on life satisfaction during a 10-year period in which people went from being full-time employees to being fully retired. The study contributes at the intersection of the literatures on proactive personality, careers, retirement, and life satisfaction. In a sample of 118 recent retirees across the U.S. workforce (mean age = 65), personality was correlated with assessments of life satisfaction over the prior 10-year period and a variety of control variables (individual, household, and previous job) were included so that we could examine the incremental and unique effects of proactive personality. Proactive people were more satisfied during this critical period of life. This was true whether differences in life satisfaction included or excluded differences in career satisfaction during that time. We discuss future research implications and potential practical implications for enhancing satisfaction during a life stage in which proactive behavior may be beneficial.

This study revisits the parameters of authenticity, balance, and challenge in The Kaleidoscope Career Model (KCM) concerning gender differences in midcareer. Unemployed individuals were surveyed (n = 744) to determine gender differences in the three parameters across five segmented career stages. The results showed variance in the Authenticity, Balance and Challenge (ABC) parameters across career stages by gender, with balance increasingly important in full midcareer for women but of lesser importance for men. Authenticity showed a similar pattern for men and women, with authenticity rising for women and declining for men in very late career as predicted by the model. Challenge remained consistent for men and women, declining in importance over time. The study contribution offers sharper resonance of the KCM through closely segmented midlife career stages for an unemployed population undergoing career transitions.

This article explores how the perception of increasing professionalism of home health-care influences caregivers’ experienced work engagement. A qualitative study including 24 interviews, 85 hours of observations and the think-aloud technique was applied in three Danish caregiving organizations. Using a consensual qualitative research approach, analysis of the data suggests that increasing professionalism is experienced among caregivers and influences caregivers’ engagement in three distinct ways: through their identification with their work, psychological safety, and feelings of insecurity. This article contributes by emphasizing an individual perspective of engagement and by providing empirical evidence of links between professionalism and engagement. Additionally, by focusing on relatively low-educated employees, the article highlights how professionalism challenges the perception of caregiving as a job rather than a career. Practically, the findings from the study suggest that caregiving organizations should communicate the reasons for the increasing professionalism so caregivers become aware of potential career options it provides.

This study examined the role of work volition in the relation between college students’ health and several short-term career outcome variables. The responses of 393 students to an online survey revealed that the number of the last 30 days that were deemed unhealthy was significantly related to work volition, and work volition was associated with major satisfaction, leadership aspirations, educational persistence intentions, and real versus ideal career aspiration discrepancy. Path analysis results were consistent with a model specifying work volition as a mediator of the associations between unhealthy days and the career variables. It therefore appears lower work volition may be a risk factor for students with health-related challenges. When conducting career assessment and counseling, career counselors and other providers should consider the perceived career-choice constraints that college students with chronic illnesses and general symptomatology perceive. Limitations and future research directions are discussed.