Transcript שקופית 1 - huji.ac.il

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)
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Possible Focuses of
Career Decision-Making Difficulties
(Gati, Krausz, & Osipow, 1996)
During the Process
Prior to Engaging
in the Process
Lack of Readiness
due to
Lack of
Indecimotivation siveness
Lack of Information
about
Dysfunc- Cdm Self Occupations
tional process
beliefs
Ways of
obtaining
info.
Inconsistent
Information due to
Unreliable Internal
Info.
conflicts
External
conflicts
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The Empirical Structure of
CDM Difficulties (CDDQ, N=10,000)
Indecisiveness
Lack of
motivation
Dysfunctional beliefs
Lack of info regarding the Cdm process
Lack of info about the Self
Lack of info about Occupations
Unreliable Info.
Lack of info about Ways of
obtaining info.
Internal conflicts
External conflicts
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www.cddq.org
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The 4 Stages of Interpretation
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Doubtful
2
Credible
Estimating
Differentiation
Questionable
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Aggregate
Reasons to Add
Reservation (RAR)
B/W < 1
RAR = 3
RAR ≤ 2
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Add Reservation
to Feedback
Not Credible
Evaluating
Credibility
Low
High
Locate Salient
Difficulties
Compute
Informativeness
(B /W )
B/W > 1
Receives
Feedback
No
Feedback
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The distribution of types of feedback
in 4 groups (N=6192)
100%
90%
80%
feedback
add reservation
70%
60%
50%
no feedback
40%
30%
20%
10%
0%
P&P
Internet
Hebrew
P&P
Internet
English
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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)
salient difficulty
moderate difficulty
no difficulty
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100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
p Ip I p Ip I p I p I p Ip I p Ip I p Ip I p Ip I p I p I p Ip I p Ip I
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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)
0.8
0.72
0.65
d
0.7
0.6
0.5
0.4
0.31
0.3
0.2
0.11
0.1
0
Lack of
Readiness
Lack of
Information
Inconsistent
Information
Total CDDQ
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Perceived Suitability of the "Promising Alternatives" List
(N=693)
100%
90%
too long
80%
70%
60%
50%
suitable
40%
30%
too short
20%
10%
0%
2
3-4
5
6
7
8-10 11-15 16-25
26+
(n=23) (n=74) (n=71) (n=121) (n=236) (n=45) (n=40) (n=46) (n=37)
Number of Alternatives
(n - of users)
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Frequencies of Occupational Choice Satisfaction
by “Acceptance” and “Rejection” of MBCD's
Recommendations (Gati, Gadassi, & Shemesh, 2006)
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
16%
18%
low satisfaction
44%
medium satisfaction
high satisfaction
84%
38%
accepted
did not accept
recommendations
recommendations
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Gender Differences in Directly Elicited and
Indirectly Derived Preferred Occupations
(226 Women + 79 Men, Mean Age=23; Gadassi & Gati, 2008)
Data from
participant:
2. Preferences in 31
career-related aspects
1. Directly Elicited
list of preferred
occupations
5. comparison
MBCD
Occupational
information
database
3. Matching
preferences
& database
4. Indirectly
Derived list of
recommended
occupations
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Gender Differences in Directly Elicited and
Indirectly Derived Preferred Occupations
(Gadassi & Gati, 2008)
Means of the Gender Dominance Ratings
According to Type-of-List and Gender
masculine
3.18
3.13
2.96
Men
Women
2.71
Indirectly Derived
Directly Elicited
3.3
3.2
3.1
3
2.9
2.8
2.7
2.6
2.5
2.4
feminine
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www.cddq.org
[email protected]
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The Four Stages of Interpretation
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)
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Criteria for Testing the Benefits of
Making Better Career Decisions
•
Examine users' perceptions of MBCD
•
Examine changes in user’s decision status
•
Examine perceived benefits
•
Locate factors that contribute to these variables
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Decision Status
Before and After the “Dialogue” with MBCD (N=712)
Before the dialogue
After 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
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51
35
54
6
5 - would like to collect
information about a
specific occupation
6 - sure which
occupation to choose
9
20
21
41
28
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 :

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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 decisionmaking 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)
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