career: Trait and Type Career Theories Flashcards
Trait and Type Career Theories
Also known as person-environment fit theories, assess the traits or characteristics of individuals in order to match them with an occupation that has similar characteristics. Theories falling under the person-environment fit classification include the trait and factor theory, theory of work adjustment, Holland’s theory of types, and MyersBriggs type theory.
Trait and Factor Theory
A career theory heavily influenced by the work of Frank Parsons and Edmund G. Williamson. This theory maintains that an individual must gain self-understanding and knowledge about the world of work and integrate these understandings (of self and the world of work) in order to choose an occupation that will result in satisfaction and success
6 Key concepts of Lifespan, Life-Space Career Theory:
- lifespan,
- career maturity,
- career adaptability,
- recycling,
- lifespace,
- self concept
Theory of Work Adjustment
A career development theory developed by Dawis and Lofquist that describes the relationship between individuals and their work environments. TWA proposes that this relationship is reciprocal (i.e., complementary), and that, therefore, both the individual environment and the work environment must continue to meet each other’s needs (i.e., correspondence).
work adjustment
The continuous process by which an individual achieves and maintains correspondence with the work environment.
satisfaction
In the theory of work adjustment, an employee’s contentment with the work environment.
satisfactoriness
: In the theory of work adjustment, the employer’s satisfaction with an individual’s job performance.
tenure
In the theory of work adjustment, how long an individual will remain with a company. Dawis and Lofquist (1984) proposed that the degree of an employee’s contentment with the employer (satisfaction) and the degree of an employer’s satisfaction with the worker (satisfactoriness) predict tenure. Tenure is said to be the principal indicator of work adjustment.
Holland’s Theory of Types
A trait and type career theory developed by John Holland (1966); assumes that individuals should “match” their personality type with the work environment. Holland proposed that there are six personality and work environment types: realistic, investigative, artistic, social, enterprising, and conventional (RIASEC). Career satisfaction is dependent on the degree of congruence between an individual’s personality type and work environment.
Myers-Briggs Type Theory
A psychological theory derived from the work of Carl Jung by Katharine Briggs and her daughter, Isabel Myers. The theory proposes that four dimensions shape what individuals pay attention to in the world and how they make decisions about what they see. These dimensions include introversion (I) vs. extroversion (E), sensing (S) vs. intuition (N), thinking (T) vs. feeling (F), and judging (J) vs. perceiving (P). The four dichotomous dimensions yield a total of 16 different psychological types, each denoted by an abbreviation of four letters (e.g., INFP). Briggs and Myers theorized that for each of the 16 types, one guiding or dominant function usually develops as does a secondary, auxiliary function.
Gottfredson’s Theory of Circumscription, Compromise, and Self-Creation
A lifespan theory that outlines the career development processes of children and adolescents. Gottfredson proposes that career development occurs through circumscription and compromise. Gottfredson emphasizes the role that gender and prestige play in making career decisions.
Circumscription
the process by which individuals eliminate career alternatives they believe are not compatible with their self-concept
Compromise
the process by which adolescents give up highly preferred career alternatives for those that are less compatible but more accessible
Lifespan, Life-Space Career Theory
Developmental theory of Donald Super (1953) that assumes individuals engage in a lifelong process of career development; includes five developmental stages (i.e., growth, exploration, establishment, maintenance, and disengagement) and 16 substages that extend from birth to death.
role salience
The importance individuals assign to each life role throughout their lifetime
life-career rainbow
A concept developed by Donald Super (1953) to illustrate how a person’s six major life roles (i.e., child, student, leisurite, citizen, worker, and homemaker) can vary over his or her lifetime
career adaptability
An individual’s readiness and available resources for coping with changing work and employment conditions. It involves the approach that describes a case, a distinct system of an event, process, setting, or individuals or small group of individuals ability to cope with predictable career development tasks (e.g., preparing and locating a job) as well as a future orientation that permits individuals to continually capitalize on their skills and abilities.
recycling
A term used by Donald Super to refer to the idea that an individual can re-enter a developmental stage they have been through before.
Career Transition
A move from one developmental stage to the next. Transitions can be smooth and seamless (e.g., a job promotion) or chaotic and disruptive (e.g., being fired).
Schlossberg’s transition theory
Proposes four different types of transitions that can occur throughout an individual’s life: anticipated, unanticipated, chronic hassles, and nonevents. Schlossberg (2011) maintained that an individual’s willingness and ability to deal with transitions depends on the situation, self, support, and strategies.
model of adult transitions
Developed by Hopson and Adams (1977), this model outlines seven developmental stages (i.e., immobilization, minimization, self-doubt, letting go, testing out, search for meaning, and internalization ) that conceptualize how individuals handle crises.
