74 research outputs found
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Understanding potential career changers’ experience of career confidence following a positive psychology based coaching programme
Changes in the labour market over the last decades have led to an increase in the number of career and job changes individuals are likely to face in their working lives. Previous research indicates that a high level of confidence can help individuals to make positive career changes, yet an agreed definition of confidence is not widely accepted, and the literature provides a limited evidence base for practice. This research involved five female participants who were contemplating a career change. They took part in a coaching programme which consisted of four positive psychology interventions based on a proposal of core confidence as a higher order construct composed of self-efficacy, hope, optimism and resilience. Data were gathered through semi-structured interviews and written reflections and an interpretative phenomenological analysis showed that participants perceived their career confidence before the programme as low, incorporating negative affect and self-doubt. After the programme, participants demonstrated increased career engagement, self-awareness and a positive and optimistic outlook. The analysis revealed that change was effected through the development of hope, change in cognitive processes and coaching as a catalyst. Implications for the definition of career confidence, and for positive psychology and career coaching practice are considered
Psychologists’ dilemmas in career counselling practice
In this study, we explored main dilemmas psychologists face in career
counselling in two main professional settings: employment and education. Participants
included 24 experienced Portuguese psychologists, working in employment
(n = 14) and educational (n = 10) settings. We used consensual qualitative
research to conduct and analyse semi-structured interviews. Results revealed
dilemmas’ in five domains: neutrality, assessment, dual loyalty, role boundaries, and
confidentiality, with the typical dilemma in the domain of neutrality. Differences
between groups were found in the domains of dual loyalty and role boundaries.Dans cette étude, nous avons exploré les principaux dilemmes rencontrés
par les psychologues dans le conseil en orientation dans deux milieux professionnels
centraux: le placement et l’éducation. Parmi les participants figuraient 24 psychologues
portugais expérimentés travaillant dans des contextes de placement (n = 14)
et d’éducation (n = 10). Nous avons utilisé la recherche qualitative consensuelle
pour mener et analyser les entretiens semi-structurés. Les re´sultats ont révé lé des
dilemmes dans cinq domaines: la neutralité, l’évaluation, la double loyauté, les
limites du rôle, et la confidentialité, avec le dilemme typique dans le domaine de la
neutralité. Les différences entre les groupes ont été identifiees dans les domaines de
la double loyauté et les limites du rôle.In dieser Studie untersuchten wir die hauptsä chlichen Dilemmata, mit denen Psychologen in der Berufsberatung in zwei wesentlichen professionellen
Einrichtungen konfrontiert sind: Beruf und Bildung. Zu den Teilnehmern geho
¨rten 24 erfahrene portugiesische Psychologen, die in Einrichtungen von Beruf
(n = 14) und Bildung (n = 10) arbeiteten. Wir verwendeten einvernehmliche
qualitative Forschung um semi-strukturierte Interviews durchzufu¨hren und zu
analysieren. Die Ergebnisse zeigten Dilemmata in fünf Bereichen: Neutralität,
Beurteilung, doppelte Loyalität, Rollengrenzen und Vertraulichkeit, mit dem
typischen Dilemma in der Domäne der Neutralität. Unterschiede zwischen den
Gruppen wurden in den Bereichen der doppelten Loyalität und Rollengrenzen
gefunden
Risk factors for ischemic stroke and transient ischemic attack in patients under age 50
Clinical career supervision in independent practice: A counselor- and supervisor-learning system perspective
Die Wasserverdichtung an Bodenkolloiden und deren Veränderung durch hydrophile und hydrophobe Hüllen
Understanding potential career changers’ experience of career confidence following a positive psychology based coaching programme
Changes in the labour market over the last decades have led to an increase in the number of career and job changes individuals are likely to face in their working lives. Previous research indicates that a high level of confidence can help individuals to make positive career changes, yet an agreed definition of confidence is not widely accepted, and the literature provides a limited evidence base for practice. This research involved five female participants who were contemplating a career change. They took part in a coaching programme which consisted of four positive psychology interventions based on a proposal of core confidence as a higher order construct composed of self-efficacy, hope, optimism and resilience. Data were gathered through semi-structured interviews and written reflections and an interpretative phenomenological analysis showed that participants perceived their career confidence before the programme as low, incorporating negative affect and self-doubt. After the programme, participants demonstrated increased career engagement, self-awareness and a positive and optimistic outlook. The analysis revealed that change was effected through the development of hope, change in cognitive processes and coaching as a catalyst. Implications for the definition of career confidence, and for positive psychology and career coaching practice are considered
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