![Career self-management: Its nature, causes and consequences [An article from: Journal of Vocational Behavior]](https://www.ebooknetworking.net/books/B00/0RR/bigB000RR0CYK.jpg)
Career self-management: Its nature, causes and consequences [An article from: Journal of Vocational Behavior]
Book Details
Author(s)Z. King
PublisherElsevier
ISBN / ASINB000RR0CYK
ISBN-13978B000RR0CY2
AvailabilityAvailable for download now
MarketplaceUnited States 🇺🇸
Description
This digital document is a journal article from Journal of Vocational Behavior, published by Elsevier in 2004. The article is delivered in HTML format and is available in your Amazon.com Media Library immediately after purchase. You can view it with any web browser.
Description:
In a recent special issue [Journal of Vocational Behavior 59 (2001) 284], scholars noted that the field of vocational psychology needs a better understanding of career self-management. This article proposes a conceptual framework of career self-management, based on Crites' [Vocational Psychology, McGraw-Hill, New York, 1969] model of vocational adjustment. It argues that people use three types of career self-managing behavior (positioning, influence, and boundary management) as adaptive responses to career development tasks. These behaviors are used to respond to or eliminate thwarting conditions or career barriers, and thereby lead to vocational adjustment. Suggested determinants of this behavior are self-efficacy, desire for control, and career anchors. Career self-management can enhance perceptions of control over the career, leading to career satisfaction, but it may also be associated with negative outcomes and maladjustment. The framework is suggested to apply both to bounded 'organizational' careers and to more flexible, improvised careers. The article concludes by considering the implications for research and practice.
Description:
In a recent special issue [Journal of Vocational Behavior 59 (2001) 284], scholars noted that the field of vocational psychology needs a better understanding of career self-management. This article proposes a conceptual framework of career self-management, based on Crites' [Vocational Psychology, McGraw-Hill, New York, 1969] model of vocational adjustment. It argues that people use three types of career self-managing behavior (positioning, influence, and boundary management) as adaptive responses to career development tasks. These behaviors are used to respond to or eliminate thwarting conditions or career barriers, and thereby lead to vocational adjustment. Suggested determinants of this behavior are self-efficacy, desire for control, and career anchors. Career self-management can enhance perceptions of control over the career, leading to career satisfaction, but it may also be associated with negative outcomes and maladjustment. The framework is suggested to apply both to bounded 'organizational' careers and to more flexible, improvised careers. The article concludes by considering the implications for research and practice.
