Autor(es):
Pinto, Joana Carneiro 
; Taveira, Maria do Céu
Data: 2009
Identificador Persistente: http://hdl.handle.net/1822/10596
Origem: RepositóriUM - Universidade do Minho
Detalhes do Documento
Self career management : effectiveness of an intervention process
Descrição
Since the 20th century, careers have undergone crucial changes (Arthur & Rouseau, 1996; Parker & Inkson, 1999; Thite, 2001), becoming increasingly “boundaryless” and “protean” (e.g., Arthur & Rousseau, 1996; Hall, 1996; Seibert, Kraimer, & Crant, 2001). Due to this dynamic nature of work organizations (King, 2001, p. 65), career management practices are becoming more and more needed at the different career periods of adulthood (Kidd & Killen, 1992; King, 2001; Watts, 1996). Nevertheless, while traditionally the responsibility for career management was equally distributed between organisations and individuals, nowadays, it seems that this accountability lies almost exclusively on the individual (in Sturges, Guest & Davey, 2000). In this context, this study, being part of a larger PhD research, aims to discuss the concept of self career management, derived from Vocational Psychology. In addition, it also intends to present results of the assessment of a self career management intervention efficacy, which was oriented to facilitate that process in workers, at a public university in the northwest of Portugal. The program designated “Personal Career Management Seminar”, invites participants to foster an optimistic vision of their future, to increase their self-knowledge, exploration of advanced training opportunities, employment creation and attainment, as well as, life-career planning and decision-making competencies. For measurement purposes of the intervention impact, it has been used the Career Exploration Survey (CES; Stumpf, Colarelli & Hartman, 1983, EEV, adapt. by Taveira, 1997) to assess the career exploration process, and the Adult Career Concerns Inventory (ACCI; Super, Thompson & Lindeman, 1985; IPC, adapt. by Duarte, 1997), to assess career concerns and valued life-career goals, at a pre and post-test. This measurement plan was administered to 60 research paid workers (38, 63.3% treatment group; 22, 36.7% control group) from both sexes (42, 70% women) with age ranging from 22-48 years old, (Mage=28.12, SDage=5.08), developing their research activities in exact, social and human science domains. In general, the results suggest that at pre-treatment both treatment and control groups are partially equivalent with respect to the assessed dimensions. Furthermore, the outcomes of the post-treatment indicate that this intervention promotes career exploration and reduces the level of career concerns in the experimental group. Main implications for human resources management in work organizations are outlined.
Since the 20th century, careers have undergone crucial changes (Arthur & Rouseau, 1996; Parker & Inkson, 1999; Thite, 2001), becoming increasingly “boundaryless” and “protean” (e.g., Arthur & Rousseau, 1996; Hall, 1996; Seibert, Kraimer, & Crant, 2001). Due to this dynamic nature of work organizations (King, 2001, p. 65), career management practices are becoming more and more needed at the different career periods of adulthood (Kidd & Killen, 1992; King, 2001; Watts, 1996). Nevertheless, while traditionally the responsibility for career management was equally distributed between organisations and individuals, nowadays, it seems that this accountability lies almost exclusively on the individual (in Sturges, Guest & Davey, 2000). In this context, this study, being part of a larger PhD research, aims to discuss the concept of self career management, derived from Vocational Psychology. In addition, it also intends to present results of the assessment of a self career management intervention efficacy, which was oriented to facilitate that process in workers, at a public university in the northwest of Portugal. The program designated “Personal Career Management Seminar”, invites participants to foster an optimistic vision of their future, to increase their self-knowledge, exploration of advanced training opportunities, employment creation and attainment, as well as, life-career planning and decision-making competencies. For measurement purposes of the intervention impact, it has been used the Career Exploration Survey (CES; Stumpf, Colarelli & Hartman, 1983, EEV, adapt. by Taveira, 1997) to assess the career exploration process, and the Adult Career Concerns Inventory (ACCI; Super, Thompson & Lindeman, 1985; IPC, adapt. by Duarte, 1997), to assess career concerns and valued life-career goals, at a pre and post-test. This measurement plan was administered to 60 research paid workers (38, 63.3% treatment group; 22, 36.7% control group) from both sexes (42, 70% women) with age ranging from 22-48 years old, (Mage=28.12, SDage=5.08), developing their research activities in exact, social and human science domains. In general, the results suggest that at pre-treatment both treatment and control groups are partially equivalent with respect to the assessed dimensions. Furthermore, the outcomes of the post-treatment indicate that this intervention promotes career exploration and reduces the level of career concerns in the experimental group. Main implications for human resources management in work organizations are outlined.
Tipo de Documento
Documento de conferência
Idioma Inglês
Idioma Inglês
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