From Parsons’ “True Reasoning” to Models and Applications in Career Decision Making
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From Parsons’ “True Reasoning” to Models and Applications in Career Decision Making Itamar Gati The Hebrew University of Jerusalem Presented at the Symposium (Paul Gore Chair) Spotlight on Science: Contributions from Vocational Psychology
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From Parsons’ “True Reasoning” to Models and Applications in Career Decision Making. Itamar Gati The Hebrew University of Jerusalem Presented at the Symposium (Paul Gore Chair) Spotlight on Science: Contributions from Vocational Psychology. Parsons (1908) Zytowski (2008). - PowerPoint PPT Presentation
Transcript of From Parsons’ “True Reasoning” to Models and Applications in Career Decision Making
From Parsons’ “True Reasoning” to
Models and Applications in Career Decision Making
Itamar Gati The Hebrew University of Jerusalem
Presented at the Symposium (Paul Gore Chair)
Spotlight on Science:Contributions from Vocational Psychology
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Parsons (1908) Zytowski (2008)
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Prior to Engaging in the Process
Lack of Readiness due
to
Lack of motivatio
n
Indeci-sivene
ss
Dysfunc-tional beliefs
During the Process
Lack of Information
about
Cdm proce
ss
Self Occu-patio
ns
Ways of obtaining info.
Inconsistent Information due
to
Unreliable Info.
Internal conflict
s
Externalconflic
ts
Possible Focuses of Career Decision-Making Difficulties
(Gati, Krausz, & Osipow, 1996)
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The Empirical Structure of CDM Difficulties (CDDQ, N=10,000)
Lack of motivation
Indecisiveness
Dysfunctional beliefsLack of info regarding the Cdm process
Lack of info about the SelfLack of info about Occupations
Lack of info about Ways of obtaining info.
Unreliable Info.
Internal conflicts
External conflicts
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www.cddq.org
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The 4 Stages of Interpretation
CredibleDoubtful
HighQuestionable
Locate Salient Difficulties
Add Reservationto Feedback
Low
No Feedback
Compute Informativeness
(B /W )
Receives Feedback
B/W > 1
B/W < 1
Estimating Differentiation
EvaluatingCredibility
Not Credible
AggregateReasons to Add
Reservation (RAR)
RAR ≤ 2RAR = 3
1
2
3
4
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The distribution of types of feedback in 4 groups (N=6192)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
P & P Internet P & P Internet
feedback
add reservation
no feedback
Hebrew English
Tal
Adding reservations to the feedback provided. The proposed criteria for interpretation revealed that for about a third of the cases across the four groups, the feedback should include reservations. The major reasons for adding reservations were doubtful credibility and low informativeness, whereas partial differentiation was less frequent. A possible explanation for this finding is that the cut-off points used to define the degree of differentiation were less stringent.
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Conclusions
The incorporation of an intermediate level of discrimination increases the usefulness of the feedback and decreases the chances and implications of potential errors
Adding reservations when appropriate is
essential for providing a meaningful feedback and decreasing the chances of misleading conclusions
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Among the salient difficulties is: lack of information about the career
decision-making process (4)Three Levels of Difficulties (negligible, moderate, salient difficulty) in the Ten Difficulty Categories and the Four Groups (N = 6192;H-Hebrew, E-English, p-paper and pencil, I-Internet(
0%10%20%30%40%50%60%70%80%90%
100%
H H E E H H E E H H E E H H E E H H E E H H E E H H E E H H E E H H E E H H E E
p I p I p I p I p I p I p I p I p I p I p I p I p I p I p I p I p I p I p I p I
1 2 3 4 5 6 7 8 9 10
salient difficulty moderate difficulty no difficulty
LP
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MBCD Making Better Career Decisions
MBCD is an Internet-based career planning system that is a unique combination of a career-information system a decision-making support system an expert system
Based on the rationale of the PIC model, MBCD is designed to help deliberating individuals make better career decisions
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Making Better Career Decisions
http://mbcd.intocareers.org
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MBCD’s Effect (Cohen’s d) on Reducing Career Decision-Making Difficulties
(Gati, Saka, & Krausz, 2003)
0.31
0.72
0.11
0.65
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
Lack ofReadiness
Lack ofInformation
InconsistentInformation
Total CDDQ
d
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Perceived Suitability of the "Promising Alternatives" List (N=693)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
26+(n=37)
16-25(n=46)
11-15(n=40)
8-10(n=45)
7(n=236)
6(n=121)
5 (n=71)
3-4(n=74)
2 (n=23)
Number of Alternatives (n - of users)
too long
suitable
too short
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84%
38%
16%
44%
18%
0%10%20%30%40%50%60%70%80%90%
100%
accepted
recommendations
did not accept
recommendations
low satisfaction
medium satisfaction
high satisfaction
Frequencies of Occupational Choice Satisfaction by “Acceptance” and “Rejection” of MBCD's Recommendations (Gati, Gadassi, & Shemesh, 2006)
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Gender Differences in Directly Elicited and Indirectly Derived Preferred Occupations (226 Women + 79 Men, Mean Age=23; Gadassi & Gati, 2008)
2. Preferences in 31 career-related aspects
MBCD4. Indirectly
Derived list of recommended
occupations
Data from participant:
1. Directly Elicited list of preferred
occupations
5. comparison
Occupational information
database
3. Matching preferences & database
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Means of the Gender Dominance Ratings According to Type-of-List and Gender
3.18
2.96
3.13
2.71
2.42.52.62.72.82.933.13.23.3
Directly ElicitedIndirectly Derived
Men
Women
Gender Differences in Directly Elicited and Indirectly Derived Preferred Occupations
(Gadassi & Gati, 2008)
feminine
masculine
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1. Ascertaining Credibility, using validity items and the time required to fill out the questionnaire
2. Estimating Differentiation based on the standard deviation of the 10 difficulty-scale scores
3. Locating the salient, moderate, or negligible difficulties, based on the individual's absolute and relative scale scores
4. Determining the confidence in the feedback and the need to add reservations to it (based on doubtful credibility, partial differentiation, or low informativeness)
The Four Stages of Interpretation
Itamar1
Itamar1
1. Goal: To identify individuals whose response pattern to the questionnaire is not credible (e.g., random, arbitrary), and thus cannot be used as a basis for valid feedbackCategories: credible, doubtful, and not credible
Itamar1
2.Goal: To examine whether the difficulties profile is also differentiated (i.e., a profile that is not “flat) Categories: Differentiated, partially differentiated and undifferentiated
Itamar1
stage 4 - Categories: responses on the basis of which the feedback can be provided with confidence responses for which a feedback can be provided but with added reservations responses that cannot be relied upon for providing the individual with any meaningful feedback.
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• Examine users' perceptions of MBCD • Examine changes in user’s decision status • Examine perceived benefits • Locate factors that contribute to these variables
Criteria for Testing the Benefits of Making Better Career Decisions
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Decision Status Before and After the “Dialogue” with MBCD (N=712)
After the dialogue
Before the dialogue
1 2 3 4 5
1- no direction 34 7 6 7 0
2 - only a general direction
41 66 15 9 5
3 - considering a few specific alternatives
27 58 84 30 6
4 - would like to examine additional alternatives
23 51 35 54 6
5 - would like to collect information about a specific occupation
9 20 21 41 28
6 - sure which occupation to choose
3 0 1 9 16
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Predictive Validity of MBCD (Gati, Gadassi, & Shemesh, 2006)
Design: Comparing the Occupational Choice Satisfaction (OCS) of two groups six years after using MBCD :
those whose present occupation was included in MBCD’s recommended list (44%)
those whose present occupation was not included in MBCD’s recommended list (56%)
Method
Participants 73 out of 123 counseling clients were located after six+ years; 70
agreed to participate in the follow-up: 44 women (64%) and 26 men (36%),aged 23 to 51 (mean = 28.4, SD = 5.03)
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Summary of Major Findings
PIC is compatible with people’s intuitive ways of making decisions (Gati & Tikotzki, 1989)
Most users report progress in the career decision-making process (Gati, Kleiman, Saka, & Zakai, 2003) Satisfaction was also reported among those who did not
progress in the process Users are “goal-directed” – the closer they are to making a
decision, the more satisfied they are with MBCD
The list of “recommended” occupations is less influenced by gender stereotypes (Gadassi & Gati, 2008)
