International Journal for Educational and Vocational Guidance

The link between identity and creativity has received attention from developmental psychology only recently, even if these competences are also critical for the formation processes of vocational identity, mainly during late adolescence when young people have to define plans for their professional future. The current study aims at identifying typologies of ‘creativity–vocational identity interplay’ in 190 late adolescence. Using a person-centred approach, our findings confirm the relationship between vocational identity and creativity identifying a two-cluster solution with differences in terms of creativity processes involved in the formation of vocational identity.

This study develops and validates the fifteen-item Turkish version of the Career Adapt-Abilities Scale Short Form (CAAS-5-SF) with a cooperation dimension. The data of the study were collected from 1.575 different high school students (aged between 15 and 18 years) in Turkiye. It has been observed that the scale has acceptable validity and reliability values. Significant relationships were obtained between the CAAS-5-SF and perceived stress, problem-solving self-efficacy and career adaptation responses.

European researchers have recently introduced Bourdieu’s habitus theory and research methods into the research field of career development. The advantage of Bourdieu’s theory is to overcome the theoretical problems that in this field have resulted from overemphasis on individual aspects of career development at the expense of social aspects. The habitus concept allows for the dichotomy between the individual and the social dimensions to be overcome. The research reported here looks at the interplay between habitus, social variables and career preferences but in a younger age group than has previously been studied. It also wonders whether habitus groups exist in the relatively homogenous population of Iceland at a relatively young age, i.e., before divergence in the educational system. Analyses resulted in five habitus groups being formed on the basis of endorsement of cultural and leisure activities. Furthermore, the five groups differed both in terms of sex composition and — importantly — of preferred future occupations. It was concluded that habitus groups form readily and have important implications for research and practice within the field of career counselling.

Empirical and conceptual literature on career and workforce development increasingly cites the importance of connections between policy, research and practice domains. Yet, few if any models inform such collaborations. In the proposed Tripartite Model of Program Evaluation, the inter-play between these three key stakeholder groups is conceptualized within the paradigm of program evaluation in relation to best practices. A case example of an actual application of the model conducted in Turkey is also provided to illustrate the Tripartite Model.

This article reports the findings from a phenomenographic investigation into career experts’ conceptions of innovation in career development. The results show that conceptions of innovation in career development varied from (1) initiating service, (2) developing demographic-based programmes, (3) professionalising the sector to (4) exploiting cross-sectoral synergies. The findings give us a more profound understanding of critical aspects that may have an important role in improving innovation in career development.

The purpose of this research was to validate the scores of a short form of a new instrument, l’Épreuve de décision vocationnelle, forme scolaire (EDV-9S; vocational assessment test), which measures six indecision-related problems (lack of self-knowledge, lack of readiness, lack of method in decision making, lack of information, external barriers, and dysfunctional beliefs). In Study 1 (n = 778; M age = 17.7 years; female = 55.4 %), we first assess the reliability and factorial validity of the EDV-9S scores. Subsequently, 24 of 48 items were selected using Rasch modeling. In Study 2 (n 1 = 757; M age = 18.0 years; female = 55.9 %), we assess the reliability, factorial validity, and convergent and divergent validity of the short form scores and their invariance across gender and over time. Findings from both studies suggest that the original as well as the short form scores present adequate psychometric properties and could be used to assess indecision problems in French-speaking students in higher education.

The papers in this issue of the journal stem from the largest harmonised set of international reviews of national career guidance policies ever undertaken. Separately they cover 37 countries. They provide a rich set of data for researchers on comparative career guidance systems, and they contain many important lessons for policy makers. Nevertheless they leave important questions about the determinants of differences between national career guidance systems unanswered.

The aim of this study was to explore experiences of Roman Catholic clergy who relinquish the priesthood. Ten former priests participated in semi-structured interviews that were subjected to interpretative phenomenological analysis. Overall, the study found that priests experienced needs and aspirations conflicting with their social role and the expectations made of them. They found making decisions about vocational change frustrating and stressful because of concerns about breaking community norms, fear of social stigma, and disbelief in their ability to cope in lay life. Specific guidelines for supporting priests through counseling psychologists are provided.

This scoping paper sets out to consider various aspects of the phenomenon of people on the move, and to examine some of the ways in which career guidance has responded to the challenge of integrating the newly arrived. The paper is informed by a recognition of the dignity of individuals above any classificatory system that places persons in a hierarchy, with some having access to rights that others are denied. This stance requires career practitioners to confront the prevalent vocabulary, discourses and attitudes circulating in the mainstream in order to become aware of—and to overcome—personal prejudice, thus opening up possibilities for more socially just forms of service. A synthesis of relevant literature concerning the integration of migrants and refugees in the labour market is provided in order to signpost emancipatory forms of career guidance, ones that move beyond an emphasis on individual resilience to take seriously the impact of exclusionary social practices and structures. The paper concludes by highlighting a number of initiatives that suggest that career guidance is rising to the challenge of catering for a diverse group of newly arrived by mobilising theoretical frameworks that are fit for purpose, by developing bespoke training programmes for practitioners, and by sharing the lessons learnt from the field.