Career Roes Theory of

Theories/Theorists Occupational Choice

PsychoanalyticRoe
Person-environment fit--Holland Early childhood experiences are
DevelopmentalGinzberg & Super related to career choices.
Behavioral/Social Learning Theory Parent-child relationships.
--Krumboltz Emotional concentration
Cognitive Overprotective
Overdemanding
Reardon et al.- - Cognitive Information
Processing (CIP) Avoidance
Self- Efficacy TheoryBandura Neglect
Social Cognitive Career Theory Rejection--Emotional or physical
(SCCT)Sharf Acceptance
Humanistic Loving
Casual
Personal Construct Theory (PCT)
Kelly Likely to choose a work situation that
Holistic/Integrative reflects the psychological climate of
home grew up in.
Integrative Life Planning (ILP)- -
Hansen

Hollands Theory of
RIASEC
Careers
Career choices are an expression of
personality. Investigative
Realistic
People develop stereotypes or typical
images of occupations.
Judge or decide what people in
occupations are like.
6 basic types of personal orientation
toward workRIASEC.
Realisticphysical activities, things.
Investigativethinking, problem
solving, scientific activities. Conventional Artistic
Artisticfree, unstructured, creative
pursuits.
Socialteaching, helping roles.
Enterprisingpersuade, manage
people to attain goals.
Conventionalorderly, systematic
conditions that are directed by others
in authority. Enterprising Social

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 Ginzberg and Super:
Career Develop. Theories
Ginzbergcareer dev. as L-T process.
3 periods
1. Fantasy (childhood, -0 11)
stereotypical rolesnurse, farmer,
fireman, etc.
2. Tentative (adolescence, 11- 17)
Interest stagelikes and dislikes
Capacity stagethings you do better
than other things
Value stagewhats important to you
Transition stageself-
reliance/awareness of occupations
3. Realistic (adulthood, 17
- 20
something)
Exploration stage
Explore college or FT work.
Crystallization stage
Declare major or commit to certain
type of work.
Specification stage
Specialize in grad school or specific
job.
Ginzberg and Super:
Career Develop. Theories
Superstages of voc. dev.
Expressing your self-concept (how
you think of yourself).
Qualified for many occupations.
5 stages
Growth stage
Physical and psychological
development and form attitudes and
behaviors and shape self-concept.
Exploration stage
Explore occupations in school, PT work,
and leisure activities.
Establishment stage
Creating permanent placed in
appropriate field of work.
Maintenance stage
Continuation in your chosen occupation.
Disengagement stage
Work slows down; retirement.

Ginzberg and Super:

Krumboltzs Social
Career Develop. Theories
Supers Career Patterns: Learning Theory
Occupation-stable
Stimulus-response behaviorism.
Series of jobs in same occupation for
different employers. Four influences on career choice.
Organization-stable 1. Genetic (race, sex, physical
Many occupations within same appearance, handicaps).
company. 2. Environmental (availability of
Conventional jobs).
Trial jobs and then stable employment.
3. Past learning experiences.
Double-track
1) Those where you act on the
Two occupations simultaneously.
environment.
Interrupted career 2) Those where you respond to the
Work/no work/return to work environment.
Unstable career 4. Skills and values that you have
Alternating trial and unstable jobs with acquired.
no permanent occupation.
Multiple-trial career
Unrelated jobs with no career

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 Krumboltzs Social Cognitive Theories of
Learning Theory Career Development
Express preferences for Cognitive information processing
occupations and based upon (CIP) theory.
our learned responses. Brain takes in, codes, stores, and
uses information in solving problems
When positively reinforced and making decisions.
(recognition, encouragement), Cognitionway you think and process
more likely to express a information.
preference for it. Your ability as a career problem
When negatively or not solver depends on knowledge of
your self and occupations.
reinforced (low grades,
The quality of your vocational life is
ridiculed, others unable to find
based on how well you make career
work in this area), less likely to decisions and solve career problems;
pursue it. you can improve these abilities by
improving your CIP skills.

Cognitive Theories of Cognitive Theories of

Career Development Career Development
Cognitive information processing
(CIP) theory. Self-efficacy theory
Focuses on how you make A persons judgments about their
decisions. ability to plan and take courses
5 information
- processing skills used. of action required to produce
Ccommunication
Awareness of gap between idea and desired outcomes.
current situation. Low self-efficacy might convince
Aanalysis
Information gathered for research. you to avoid enrolling in certain
Ssynthesis courses (i.e. math), despite
Bring together accumulated evidence that you could succeed
information about self and
occupations. with effort in those courses.
Vvaluing An honest appraisal of your
Using best judgment to set priorities on
remaining options to choose abilities can give you the
occup./major. confidence needed to establish a
Eexecution career goal and achieve it.
Taking action and solving the career
problem identified in communication
stage.

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 Cognitive Theories of
Career Development
Social cognitive career theory
Personal construct theory (PCT)
(SCCT)
Thinking processes and beliefs
control and direct a persons
activities rather than focusing on
the behaviors themselves.
3 concepts that affect the career
decision - making process.
1. Self-efficacy

Can I take this action and complete it
or enter a certain occupation and
perform in it successfully?
2. Outcome expectations

If I do this activity, what will happen?

If you think some activity will end in
failure, youll tend to lose interest in it.
3. Personal goals

Guides that support and maintain a
given activity over a period of time.

L-T and S-T (subgoals).
Personal Construct
Theory (PCT)
Humans are scientists examining our
ideas about the world (making
hypotheses and testing them)
through actions (experimenting), and
coming up with discoveries (findings)
that lead us to make conclusions and
construct concepts (theories) about
the world we live in.
We look at the world and try to make
sense of it by creating constructs
(hypotheses or assumptions we use
to test ideas) that organize and
structure events, other people, and
the environment.
Our constructs are likely to change
as we experience life events
(marriage, working in various jobs,
graduating, being laid off, receiving a
job promotion, etc.).

Integrative Life
Which Theory Fits You?
Planning
Integrative Life Planning (ILP) No theory is perfect
Holistic career-planning model
that goes beyond a linear process
of choosing a vocation to viewing Which one makes the most
work in its relationship to other sense?
roles in life.
6 interactive, critical life tasks.
1. Finding work that needs doing. Which is the most useful?
2. Weaving our lives into a meaningful
whole.
3. Connecting family and work. Maybe a combination of each?
4. Valuing pluralism and an inclusive
worldview.
5. Managing personal transitions and
organizational change.
6. Exploring spirituality and life
purpose.