Canadian Journal of Career Development

Greetings From the Editor's Desk

Rob Shea — Fri, 26 Jan 2024 00:00:00 -0800

Welcome to the first issue of 2024 of the Canadian Journal of Career Development. This year marks the 22nd anniversary of our Journal, and we are thrilled to announce that we have reached a milestone with our largest issue to date. Contained within these 140+ pages are eight articles that focus on a different aspect of career development. The articles in this compilation explore various areas of expertise, offering valuable insights and effective strategies for professionals at any point in their careers. Whether you are aiming to progress in your job, dealing with specific workplace obstacles, or looking to expand your understanding of career development, this diverse collection provides a wealth of knowledge and practical guidance.

The Relationship Between Career Decision-Making Self-Efficacy and Emotional Intelligence, Career Optimism, Locus of Control and Proactive Personality: A Meta-analysis Study

Hazel Duru, Osman Söner — Fri, 26 Jan 2024 00:00:00 -0800

Although there are studies on career decision-making self-efficacy and emotional intelligence, career optimism, locus of control, and proactive personality, no study addresses these four variables together. Therefore, this meta-analysis study examined the correlational findings between career decision-making self-efficacy and four different variables (emotional intelligence, career optimism, locus of control, and proactive personality). In this study, studies published between 1993-2022 examining the relationship between the variables determined from 10 scientific databases (Eric, JSTOR, Sage Journal, Google Academic, Scopus, Springer Ling, Taylor, and Francis ULAKBİM, Proquest, EBSCO) and career decision-making self-efficacy were used. As a result of the research, career decision-making self-efficacy and optimism (r = 0.46; 95% CI [0.33, 0.57]), locus of control (r = 0.36; 95% CI [0.02, 0.62]), proactive personality (r = 0.47; %) 95 CI [0.37, 0.57]) and emotional intelligence (r = 0.45; 95% CI [0.35, 0.54]) were found to be significantly correlated. These critical results point to promising aspects for researchers and practitioners working in career counseling.

Professionalizing the Canadian Career Development Sector: A Retrospective Analysis

Dr. Lorraine Godden, Dr. Roberta A. Borgen (Neault) — Fri, 26 Jan 2024 00:00:00 -0800

The Canadian career development sector has worked for decades to enhance the professionalization of career development professionals, with such projects as the original standards and guidelines (S&Gs) launched in 2001. However, to reflect and guide current practice, extensive updates and a new approach were needed. Through research, consultation, development, and validation, the Pan-Canadian Competency Framework for Career Development Professionals, the National Competency Profile for Career Development Professionals, and the Code of Ethics for Career Development Professionals were created. In examining the process of this comprehensive project, Bronfenbrenner’s (1979) ecological systems theory offers a conceptual framework for understanding the complex interconnected systems impacting the sector. Then Kouzes and Posner’s (2003, 2012) five exemplary practices of leadership are applied to explore the actions and behaviours that created purposeful spaces where practitioners, subject matter experts, and theorists could collectively and authentically work together to accomplish extraordinary tasks.

Determining the Relationship Between Perceptions of the Nursing Profession and Attitudes towards Career Future of Nursing Senior Students: An Observational Study

Kezban Koraș SÖzen, Tugba Aydemir — Fri, 26 Jan 2024 00:00:00 -0800

This study was conducted to examine the relationship between nursing senior students' perceptions of the nursing profession and their attitudes toward their career future and to determine the factors affecting their career plans. The universe of the descriptive and relation-seeking study consisted of 143 senior students studying at the nursing department of a university. The study was completed with 105 students who met the inclusion criteria and agreed to participate. It was determined that CFI scores differed significantly according to the gender of the students, their readiness for the profession and the post-graduate employment statute. It was determined that there was a significant positive correlation between the CFI scale total score, career adaptability, career optimism sub-dimensions and the total score of PNPS. Also, it was determined that the sub-dimensions of age, gender, post-graduation work plan and PNPS were the variables explaining the students' career plans at 56%. It was determined that students' perceptions of the statute and the quality of the nursing profession were factors affecting their career plans. For this reason, it should be aimed to develop a positive professional perception by providing students with professional values for the profession throughout nursing education.

Retirees Paying it Forward: A Retiree/Faculty Mentorship Program

Fri, 26 Jan 2024 00:00:00 -0800

Retirees often have a desire to offer meaningful contributions to their academic community after retiring from their academic roles. This article presents findings from a pilot study of a multi-component career development mentorship program conducted in a Canadian post-secondary institution. In the study, retiree faculty served as mentors to faculty members from across the academic career continuum. A Merriam-informed case study approach was used to delineate the study of the multi-component mentorship program, and analysis of the data was informed by established processes for reflexive thematic analysis (TA), a method for systematic analytic engagement with qualitative data to produce themes.

Applying Neuro-Informed Career-Focused Counselling: A Single Case Study Analysis

Patrick Phillips — Fri, 26 Jan 2024 00:00:00 -0800

This article will present findings from a single case study analysis on the application of Informed Career-Focused Counselling proposed by Luke and Field (2007). A search of Google Scholar for academic sources on the application of neuroscience to career counselling returned few publications. The only publications with neuroscience and career counselling in the title included a book chapter by Luke and Field (2017) and an article by Dickinson, Miller, and Beeson (2021). There are further articles that reference neuroscience in career counselling; however overall, the contribution of neuroscience to career counselling remains limited. This article hopes to address this gap in the literature by exploring how theories from neuroscience can be applied in career counselling. In response to suggestions that career counselling requires further research and models to prove its effectiveness (Bernes, Bardick, & Orr, 2007; Guindon & Richmond, 2005). This article proposes that neuroscience may be a fruitful discipline to explore for this reason.

Career Counselling Individuals Experiencing Workplace Bullying

Charles P. Chen, Michelle Fung — Fri, 26 Jan 2024 00:00:00 -0800

Workplace bullying is a pervasive career issue that impacts not only the victim’s vocational well-being, but also the perpetrator, witnesses, and organization. Since many victims of workplace bullying leave their jobs, counselors should be aware of these issues in order to effectively support clients through their transitional difficulties. This article provides a conceptual overview of workplace bullying by exploring the causes and effects of bullying on victims, perpetrators, and the organization. Implications for counseling victims of workplace bullying are discussed using insights from social cognitive career theory and work adjustment theory.

Career Development of Working Mothers: Helping and Hindering Factors in Doing Well During the COVID-19 Pandemic

Larissa Rossen, Esther Oh, Deepak Mathew — Fri, 26 Jan 2024 00:00:00 -0800

Women’s career development amid the COVID-19 pandemic suggests that we may be facing a ‘female recession’, where women are at significantly increased risk for dropping out of the workforce with the gender gap in the workplace likely to grow. However, the pandemic may have presented opportunities for working mothers to engage creatively in personal career decisions due to increased opportunities to work flexibly and pivot in a very quickly changing labour market. This qualitative study used the enhanced critical incident technique to explore the intersection of working mothers and career development considering the COVID-19 pandemic. Participants for this study were a sample of 18 working mothers in North America and Australia. Key factors that were identified as helping women do well in their career development during COVID-19 included: Supportive workplaces, social support, personal protective factors, job market factors, and resources (predominantly financial). Hindering factors to working mothers’ career development included: workplace challenges, family challenges, personal stressors, job market factors, COVID-19 mandates and restrictions, and childcare. The findings from this study help elucidate factors that contribute to a meaningful and productive career so that clinicians and other professionals can support, advocate, and encourage women who remain working during motherhood.

Career Counselling Considerations for Individuals With Mental Disorders

Alyssa Cappon, Deepak Mathew — Fri, 26 Jan 2024 00:00:00 -0800

Individuals who have experienced mental disorders face significant career barriers that are not related to their capabilities nor their desire to participate in the workforce. Their unique skills and strengths often go unrecognized. This creates a situation where a population with immense potential and valuable perspective is often overlooked or deemed unemployable. By neglecting to tap into their talents, society not only perpetuates a cycle of stigma and discrimination but also misses out on the opportunity to benefit from their diverse contributions. Through recognizing and drawing out strengths, career counsellors can play a vital role in transforming the narrative surrounding these individuals and fostering a more inclusive and equitable employment environment. It is essential to address the dual challenge of reducing employment barriers while highlighting the invaluable qualities and qualifications that make this population uniquely qualified for various careers. This article discusses key career barriers and career strengths that individuals who have experienced a mental disorder face and presents relevant career counselling considerations aimed at assisting clients in navigating these unique challenges and capitalizing on their unique strengths.