Majella J. Albion

Factors Influencing Career Decision Making in Adolescents and Adults.

The structure of the Career Decision-Making Difficulties Questionnaire (CDDQ) was validated and compared across two age cohorts using Structural Equation Modelling. One hundred and twenty-one upper high school students (78 females, 43 males—mean age 15.92 years) participated in Study 1, while 127 adults (86 females, 41 males—mean age 33.44 years) completed the survey for Study 2. The model confirmed the multidimensional structure of the CDDQ, although five first-order factors provided a better fitting model than the three higher-order factors postulated. The model fit both groups, suggesting that a common pattern of difficulties was experienced by people of different ages, although older career deciders reported fewer difficulties on all CDDQ subscales than did students.

Individual differences in age and self-efficacy in the unemployed

The purpose of the present study was to investigate the role of age in influencing the relationships among general self-efficacy, proactive attitude, and proactive coping in unemployed people. The sample consisted of 55 male and 49 female unemployed Australians participating in Job Search Training courses. They completed the General Self-Efficacy (GSE) Scale, the Proactive Attitude (PA) Scale, and the Proactive Coping (PC) Scale. The GSE, PA, and PC scores were found to be correlated, and a moderating effect for age was found on the relationship between PA and GSE. Regression analysis indicated that the moderation process could be explained by a mediating effect of PC. The results are discussed in terms of social learning theory, and implications are drawn regarding customisation of training programs for the unemployed.

Changes in Athletic Identity and Life Satisfaction of Elite Athletes as a Function of Retirement Status

The purpose of this study was to track changes in athletic identity and life satisfaction of elite athletes over time as a function of retirement status and the voluntariness of retirement decisions. Sixty-two elite Australian athletes from 3 different phases of their athletic careers were surveyed 5 years apart. Athletic identity was shown to decrease as athletes approached retirement. Athletes who retired voluntarily reported an increase in life satisfaction post-retirement. These findings support the need for athlete career education programs that emphasize autonomy and career planning.

Career Decision Making for Young Elite Athletes: Are We Ahead on Points?

A comparison is made between the career decision making of secondary school students who are also elite athletes and a sample of non-athlete students. The 226 athletes (111 females, 115 males) in the study were on sporting scholarships with the Australian Institute of Sport or state/territory institutions. Measures used included the Career Decision Difficulties Questionnaire and the Athletic Identity Measurement Scale. The non-athlete data were obtained from 272 secondary school students (149 females, 123 males). Only three athletes indicated a singular focus on a career in professional sport. There were significant relationships between athletic identity and career decision difficulties, especially in relation to dysfunctional myths, and there was only one difference between the difficulties reported by athletes and non-athletes. Tentative conclusions are drawn about the factors that impact on career decision making among elite athletes and possible directions for future research.

Flexible Work Options within the Organisational System

The availability of flexible work options provides an opportunity for individuals to shape their careers in order to optimise their work and life goals. This study takes a systems theory approach to examine how the use of flexible work options influences relationships and interactions in the workplace. The Flexible Work Options Questionnaire (Albion, 2004) and the Voice Climate Survey (Langford, 2002) were administered online to 108 employees (70 females, 38 males) from a chartered accounting firm in Australia. Results suggest positive outcomes for organisations providing support for the use of flexible work options for employees wanting to make career choices that balance the demands of work and non-work roles.