Career decision-making is complex and dynamic. Cognitive factors that influence career choice are of interest to researchers. In particular, negative career thoughts and career self-efficacy have been found to influence career decidedness. Similarly, cognitive expectancy has been linked to career decidedness through the locus of control construct. Where locus of control has demonstrated salutogenic stress reducing properties in health literature it has also been widely used in career research. Other cognitive expectancies could contribute to the literature pertaining to career choice. In particular, sense of coherence has begun to make inroads to career psychology. Where career decision-making research has been universally conducted with student populations, little has been conducted with adults. Because of developmental factors, student based research may not readily generalize to non-student adult based populations. Researching the career indecision of non-student adults could broaden the literature. Establishing the relationship between career thinking (negative career thoughts & career decision-making self-efficacy) and salutogenic functioning (locus of control & sense of coherence) would provide initial research into the nature of career indecision in non-student adults. A survey design assessed the relationship between career thinking and salutogenic functioning in an adult, career decision-making milieu. Two hundred and twenty five unemployed career undecided adults were sampled from community based career exploration programs. Correlative and regression analysis were conducted on career thinking and salutogenic functioning measures. Data analysis indicated statistically significant findings between career thinking and salutogenic functioning. In particular, negative career thoughts, career decision making self-efficacy, locus of control and sense of coherence were all found to have significant correlations between each other. Career thinking and sense of coherence strongly correlated with level of education, while locus of control negatively correlated with age. Regression analysis indicated that sense of coherence demonstrated stronger relationships to career thoughts than locus of control. Further, sense of coherence significantly predicted negative career thoughts and career decision-making self-efficacy. Locus of control maintained a weak and non-significant predictive relationship with negative career thoughts or career self-efficacy. Results suggest that sense of coherence may contribute to further understanding of career decidedness in adults. Implications for Industrial/Organisational psychology are discussed. / Industrial and Organisational Psychology / D. Litt. et Phil.(Industrial and Organisational Psychology)

This study explores career maturity, self knowledge and career knowledge and how they influence career decision-making processes among psychology honours students at a South African institution of higher learning. A mixed method approach was used to collect data among (N=62) students who were asked to fill in two career development questionnaires namely, the Career Decision-making Difficulties Questionnaire (CDDQ) and the Career Development Questionnaire (CDQ). 10 scales were measured using the CDDQ. Analysis of the CDDQ revealed moderate difficulties on the General Indecisiveness, Dysfunctional Beliefs and Occupational Information scales. Pertaining to the CDQ, 5 distinct scales which explore the levels of Self information (Self knowledge), Decision making, Career information (Career knowledge), Integration of self information and career information, and Career planning were assessed. Analysis of the CDQ revealed that respondents had adequate levels of career maturity. The results of the content analysis on the qualitative data indicate clinical psychology to be the most popular in relation to other fields of study, followed by research psychology counselling psychology and psychometry. / Dissertation (MA)--University of Pretoria, 2010. / Psychology / unrestricted

This study explores career maturity, self knowledge and career knowledge and how they influence career decision-making processes among psychology honours students at a South African institution of higher learning. A mixed method approach was used to collect data among (N=62) students who were asked to fill in two career development questionnaires namely, the Career Decision-making Difficulties Questionnaire (CDDQ) and the Career Development Questionnaire (CDQ). 10 scales were measured using the CDDQ. Analysis of the CDDQ revealed moderate difficulties on the General Indecisiveness, Dysfunctional Beliefs and Occupational Information scales. Pertaining to the CDQ, 5 distinct scales which explore the levels of Self information (Self knowledge), Decision making, Career information (Career knowledge), Integration of self information and career information, and Career planning were assessed. Analysis of the CDQ revealed that respondents had adequate levels of career maturity. The results of the content analysis on the qualitative data indicate clinical psychology to be the most popular in relation to other fields of study, followed by research psychology counselling psychology and psychometry. / Dissertation (MA)--University of Pretoria, 2010. / Psychology / unrestricted

The primary objective of the study was to explore the relationship between career anchors, job satisfaction and organisational commitment using a sample of 86 employees at four Information Technology companies in South Africa. A secondary objective was to determine whether individuals from various gender, race, position and age groups differed significantly regarding their career anchors, job satisfaction and organisational commitment. The instruments used were the Career Orientations Inventory (COI), Job Satisfaction Survey (JSS) and Organisational Commitment Questionnaire (OCQ). The research findings indicated that career anchors are partially related to participants’ job satisfaction and organisational commitment and participants’ levels of job satisfaction and organisational commitment are significantly related. The findings also showed that demographic groups differ significantly regarding their career anchors, job satisfaction and organisational commitment. It is recommended that interventions aimed at improving individual career decision making and organisational retention practices take cognisance of how these variables relate to individuals’ career anchors, job satisfaction and organisational commitment. The study is concluded with recommendations for Industrial and Organisational Psychology practices and further research.

Career exploration and decision making can be a stressful experience, and is often accompanied by dysfunctional thinking regarding the world of work and one’s place in it. Individuals who are able to modify their negative career thoughts are more likely to navigate career exploration successfully. Factors which may influence a person’s ability to cope with dysfunctional thoughts include cognitive ability (IQ) and the inadequately explored construct of emotional intelligence (EI). Establishing the validity of EI by demonstrating its relationship to important outcomes is necessary. This study sought to determine the extent to which IQ and EI were associated with negative career thoughts and negative career thoughts change as a result of career exploration. This correlational study measured IQ using a standard measure and EI using an ability-based instrument. In addition, negative career thoughts were measured both before and after a career exploration program. One hundred ninety three unemployed adults between the ages of 25 and 60 participated in the study. Significant correlation relationships were found between IQ and aspects of negative career thoughts post program. Only one branch of the EI model, managing emotions, was seen to correlate significantly with all aspects of negative career thoughts, both before and after career exploration. No correlations were found between either IQ or EI with negative career thoughts change. Regression analysis indicated that IQ predicted overall negative career thoughts as well as decision-making confusion, but only after career exploration. Overall EI scores did not predict negative career thoughts. However, among the four branches of EI, managing emotions predicted negative career thoughts both before and after career exploration for all of global negative career thoughts, decision-making confusion, commitment anxiety, and external conflict. Neither IQ nor EI predicted negative career thoughts change. The results show that the ability to manage emotions is associated with reduced dysfunctional thinking both before and after career exploration, suggesting that EI managing may be a psychological resource that individuals use in coping with stress. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial and Organisational Psychology)

The aim of the current study is to investigate the some potential factors that contribute to career indecision of university students. In accordance with that, a mediational causal model based on Social Cognitive Career Theory (SCCT) was proposed to test / a) the direct and indirect relationships of locus of control, perceived parental attitudes, career decision-making self-efficacy, and career outcome expectations with career indecision and b) to what extend the combination of these variables explain career indecision. The sample of the study was composed of 723 (338 female, 383 male, 2 unspecified) university students. Demographic Information Form, Career Decision Scale, Career Decision Self-Efficacy Scale Short-Form, Career Outcome Expectations Scale, Parental Attitudes Scale, and Rotter

xiv, 116 p. : ill. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / The family of origin plays a pivotal role in the career development process. The purpose of this study was to better understand the role of both family social status and family process (e.g., parenting behaviors) in the career development of young adults. Social status was measured using both a traditional, objective index (Socioeconomic Index) and a more recently developed subjective measure (Differential Status Identity Scale). Family process was examined using the variables of perceived and enacted family support. A model capturing the relationship among these variables was proposed based upon Social Cognitive Career Theory, with career decision-making self-efficacy and career-related outcome expectations serving as the social-cognitive outcome variables. A path analysis was conducted to explore the fit of the model and the relative contributions of the status and process variables to the career development outcomes. Participants were 279 male and female undergraduate students, aged 18 to 22 years, from 2- or 4-year community colleges, colleges, and universities. The sample was randomly split into a calibration sample and a validation sample. The hypothesized model was modified based on results with the calibration sample, and a multiple group analysis was used to test for model invariance across the two groups for the revised model. The results of this study suggest that both family of origin social status and family support influence career development outcomes. Specifically, results indicated that the influence of family status, enacted family support, and perceived family support on outcomes was primarily indirect; these variables operated through subjective status. Results also indicated a moderate, direct relationship between subjective social status and career decision-making self-efficacy. The findings suggest that prevention and intervention efforts should focus on both increasing family support and increasing access to the other types of resources implicated in shaping subjective status. Additional implications for both research and practice are discussed. / Committee in charge: Ellen McWhirter, Chairperson, Counseling Psychology and Human Services; Krista Chronister, Member, Counseling Psychology and Human Services; Christopher Murray, Member, Special Education and Clinical Sciences; Jocelyn Hollander, Outside Member, Sociology

The primary objective of the study was to explore the relationship between career anchors, job satisfaction and organisational commitment using a sample of 86 employees at four Information Technology companies in South Africa. A secondary objective was to determine whether individuals from various gender, race, position and age groups differed significantly regarding their career anchors, job satisfaction and organisational commitment. The instruments used were the Career Orientations Inventory (COI), Job Satisfaction Survey (JSS) and Organisational Commitment Questionnaire (OCQ). The research findings indicated that career anchors are partially related to participants’ job satisfaction and organisational commitment and participants’ levels of job satisfaction and organisational commitment are significantly related. The findings also showed that demographic groups differ significantly regarding their career anchors, job satisfaction and organisational commitment. It is recommended that interventions aimed at improving individual career decision making and organisational retention practices take cognisance of how these variables relate to individuals’ career anchors, job satisfaction and organisational commitment. The study is concluded with recommendations for Industrial and Organisational Psychology practices and further research.

Career exploration and decision making can be a stressful experience, and is often accompanied by dysfunctional thinking regarding the world of work and one’s place in it. Individuals who are able to modify their negative career thoughts are more likely to navigate career exploration successfully. Factors which may influence a person’s ability to cope with dysfunctional thoughts include cognitive ability (IQ) and the inadequately explored construct of emotional intelligence (EI). Establishing the validity of EI by demonstrating its relationship to important outcomes is necessary. This study sought to determine the extent to which IQ and EI were associated with negative career thoughts and negative career thoughts change as a result of career exploration. This correlational study measured IQ using a standard measure and EI using an ability-based instrument. In addition, negative career thoughts were measured both before and after a career exploration program. One hundred ninety three unemployed adults between the ages of 25 and 60 participated in the study. Significant correlation relationships were found between IQ and aspects of negative career thoughts post program. Only one branch of the EI model, managing emotions, was seen to correlate significantly with all aspects of negative career thoughts, both before and after career exploration. No correlations were found between either IQ or EI with negative career thoughts change. Regression analysis indicated that IQ predicted overall negative career thoughts as well as decision-making confusion, but only after career exploration. Overall EI scores did not predict negative career thoughts. However, among the four branches of EI, managing emotions predicted negative career thoughts both before and after career exploration for all of global negative career thoughts, decision-making confusion, commitment anxiety, and external conflict. Neither IQ nor EI predicted negative career thoughts change. The results show that the ability to manage emotions is associated with reduced dysfunctional thinking both before and after career exploration, suggesting that EI managing may be a psychological resource that individuals use in coping with stress. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial and Organisational Psychology)

abstract: Given the post 9/11 influx of veteran students in higher education and the importance of early career decision-making for establishment of a post-graduation careers, understanding factors that help and hinder the college success and career decision-making of student veterans is needed. The purpose of this study was to explore the experiences of veterans in higher education in relation to career decision-making difficulties. Thus, the influence of variables related to campus environment (mentoring and cultural congruity), experiences of post-traumatic stress symptoms (PTSS) and college stress, and resilience as evidenced by sense of coherence (SOC) was investigated. A sample of 239 United States Armed Forces veterans (171 male, 67 female, 1 nonbinary) enrolled in institutions of higher education across the United States was recruited through an online program. In addition to a demographic sheet, participants completed self-report measures assessing cultural congruity, sense of coherence, post-traumatic stress symptoms, mentoring, college stress, and career decision-making difficulties. Hierarchical multiple regressions revealed that of the two constructs comprising campus environment, only cultural congruity was a significant and negative predictor of college stress. Mentoring was not a significant predictor. Post-traumatic stress symptoms predicted college stress above and beyond the variance predicted by college environment. The greater student veterans’ post-traumatic stress symptoms, the more college stress they reported experiencing. A moderated hierarchical regression revealed that college environment did not moderate the relation between post-traumatic stress symptoms and college stress. College stress was found to be a positive predictor of career decision-making difficulties. Sense of coherence did not moderate the relation between college stress and career decision-making difficulties. Findings are discussed in the context of Schlossberg’s transition model, which posits that individuals will navigate the transition process based on their perceptions of the transition and their personal assets and liabilities, factors that influence coping ability. Limitations and clinical implications for working with student veterans are presented. The importance of early intervention to enhance cultural congruity and address post-traumatic stress symptoms and career decision-making difficulties among student veterans is discussed. / Dissertation/Thesis / Doctoral Dissertation Counseling Psychology 2020