In this study, we adopted a person-centered approach using latent profile analysis to explore whether profiles of calling based on the internal and external sources of a calling are identified and how these profiles relate to successful university-to-work transition outcomes (i.e., higher career satisfaction, higher person-job fit, and lower…

Once associated with lifetime employment, policing and teaching have become increasingly associated with employee attrition. We used a life course research design to explore career turning points and transitions, in the context of preceding and following careers. Former police officers ("n" = 9) and former teachers ("n" = 15)…

The Protean and Boundaryless career paradigms are calling for new ways to provide career counseling to clients. Career counselors need methods for facilitating client's career transition across all stages of career development. This facilitation requires career counselors to be armed with methods for promoting client's autonomy,…

This article makes use of a case study involving two career professionals to show how visual metaphors can be used as an important part of a constructivist approach to career counseling. It discusses how visual metaphors can serve as an effective methodology for encouraging adults to engage in the self-review of career transitions, discusses…

It has become a commonplace for people to move from one occupation to another during their career. The authors propose that work-related attitudes and person-related characteristics should be considered when examining the willingness to change occupations (WCOs). Consistent with our hypotheses, we found that high levels of work satisfaction,…

The aim of this research was to examine the antecedents of intent to change careers among psychologists. Specifically, the research examined the importance of the following predictor variables: a multi-dimensional model of career commitment (career planning, career resilience, and career identity), job satisfaction, and conscientiousness. A…

Literature was reviewed on constraints on leisure time choices and on serious leisure (continuous engagement in an activity, which becomes a leisure "career"). Insights include the following: (1) constraints are not necessarily insurmountable but may be negotiated; (2) responses to constraints are not necessarily passive; and (3)…

A model program for counseling professional football players on career transitions takes an early intervention approach in four stages: (1) comprehensive vocational assessment; (2) identification and evaluation of education and training programs; (3) off-season internships; and (4) preretirement review of skills and drafting of a game plan for…

A theoretical framework for the relationship between preparedness for occupational change, occupational self-efficacy, and leadership is presented. Preparedness for occupational change is defined as the wish to acquire higher task demands (i.e. greater complexity) in the sense that employees have thought about change but have not yet acted to seek…

Career entrenchment is immobility resulting from substantial economic and psychological investment in a career that makes change difficult. A survey of 476 workers in various occupational groups found that those higher in entrenchment had higher organizational commitment, lower withdrawal intentions, and longer tenure. (Author/JOW)

The annotated bibliography describes 15 publications in the area of career planning for older adults. (CH)

Defines current perspectives on voluntary job change, documents its prevalence in North America, lists positive and negative effects, and considers theoretical frameworks, counseling interventions, and research needs. (22 references) (SK)

This study aimed to identify the main features of career well-being and the emotions people experience as they navigate their careers. Data from 89 individuals working in various occupations suggested seven features of career well-being involving the following: career transitions, interpersonal relationships, relationship with the organization,…

This study investigated whether occupational changers differed from nonchangers with respect to (1) personal and demographic variables; (2) experience of the life cycle transition periods; and (3) work values, job satisfaction, and organizational commitment. Changers preferred intrinsic rewards, saw their jobs as vehicles for growth, took risks,…

Social defenses that have been used to keep anxiety at constructive levels (institutions, nations, families) are changing. Instead of career development, people need career transformation--the ability to deal with the continual process of change. (SK)