The Canadian career development sector has worked for decades to enhance the professionalization of career development professionals, with such projects as the original standards and guidelines (S&Gs) launched in 2001. However, to reflect and guide current practice, extensive updates and a new approach were needed. Through research, consultation, development, and validation, the Pan-Canadian Competency Framework for Career Development Professionals, the National Competency Profile for Career Development Professionals, and the Code of Ethics for Career Development Professionals were created. In examining the process of this comprehensive project, Bronfenbrenner’s (1979) ecological systems theory offers a conceptual framework for understanding the complex interconnected systems impacting the sector. Then Kouzes and Posner’s (2003, 2012) five exemplary practices of leadership are applied to explore the actions and behaviours that created purposeful spaces where practitioners, subject matter experts, and theorists could collectively and authentically work together to accomplish extraordinary tasks.
{"title":"Professionalizing the Canadian Career Development Sector: A Retrospective Analysis","authors":"Lorraine Godden, Roberta Borgen","doi":"10.53379/cjcd.2024.385","DOIUrl":"https://doi.org/10.53379/cjcd.2024.385","url":null,"abstract":"The Canadian career development sector has worked for decades to enhance the professionalization of career development professionals, with such projects as the original standards and guidelines (S&Gs) launched in 2001. However, to reflect and guide current practice, extensive updates and a new approach were needed. Through research, consultation, development, and validation, the Pan-Canadian Competency Framework for Career Development Professionals, the National Competency Profile for Career Development Professionals, and the Code of Ethics for Career Development Professionals were created. In examining the process of this comprehensive project, Bronfenbrenner’s (1979) ecological systems theory offers a conceptual framework for understanding the complex interconnected systems impacting the sector. Then Kouzes and Posner’s (2003, 2012) five exemplary practices of leadership are applied to explore the actions and behaviours that created purposeful spaces where practitioners, subject matter experts, and theorists could collectively and authentically work together to accomplish extraordinary tasks.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139593410","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This article will present findings from a single case study analysis on the application of Informed Career-Focused Counselling proposed by Luke and Field (2007). A search of Google Scholar for academic sources on the application of neuroscience to career counselling returned few publications. The only publications with neuroscience and career counselling in the title included a book chapter by Luke and Field (2017) and an article by Dickinson, Miller, and Beeson (2021). There are further articles that reference neuroscience in career counselling; however overall, the contribution of neuroscience to career counselling remains limited. This article hopes to address this gap in the literature by exploring how theories from neuroscience can be applied in career counselling. In response to suggestions that career counselling requires further research and models to prove its effectiveness (Bernes, Bardick, & Orr, 2007; Guindon & Richmond, 2005). This article proposes that neuroscience may be a fruitful discipline to explore for this reason.
{"title":"Applying Neuro-Informed Career-Focused Counselling: A Single Case Study Analysis","authors":"Patrick Phillips","doi":"10.53379/cjcd.2024.380","DOIUrl":"https://doi.org/10.53379/cjcd.2024.380","url":null,"abstract":"This article will present findings from a single case study analysis on the application of Informed Career-Focused Counselling proposed by Luke and Field (2007). A search of Google Scholar for academic sources on the application of neuroscience to career counselling returned few publications. The only publications with neuroscience and career counselling in the title included a book chapter by Luke and Field (2017) and an article by Dickinson, Miller, and Beeson (2021). There are further articles that reference neuroscience in career counselling; however overall, the contribution of neuroscience to career counselling remains limited. This article hopes to address this gap in the literature by exploring how theories from neuroscience can be applied in career counselling. In response to suggestions that career counselling requires further research and models to prove its effectiveness (Bernes, Bardick, & Orr, 2007; Guindon & Richmond, 2005). This article proposes that neuroscience may be a fruitful discipline to explore for this reason.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139593517","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study was conducted to examine the relationship between nursing senior students' perceptions of the nursing profession and their attitudes toward their career future and to determine the factors affecting their career plans. The universe of the descriptive and relation-seeking study consisted of 143 senior students studying at the nursing department of a university. The study was completed with 105 students who met the inclusion criteria and agreed to participate. It was determined that CFI scores differed significantly according to the gender of the students, their readiness for the profession and the post-graduate employment statute. It was determined that there was a significant positive correlation between the CFI scale total score, career adaptability, career optimism sub-dimensions and the total score of PNPS. Also, it was determined that the sub-dimensions of age, gender, post-graduation work plan and PNPS were the variables explaining the students' career plans at 56%. It was determined that students' perceptions of the statute and the quality of the nursing profession were factors affecting their career plans. For this reason, it should be aimed to develop a positive professional perception by providing students with professional values for the profession throughout nursing education.
{"title":"Determining the Relationship Between Perceptions of the Nursing Profession and Attitudes towards Career Future of Nursing Senior Students: An Observational Study","authors":"Kezban Koraş Sözen, Tugba Aydemir","doi":"10.53379/cjcd.2024.373","DOIUrl":"https://doi.org/10.53379/cjcd.2024.373","url":null,"abstract":"This study was conducted to examine the relationship between nursing senior students' perceptions of the nursing profession and their attitudes toward their career future and to determine the factors affecting their career plans. The universe of the descriptive and relation-seeking study consisted of 143 senior students studying at the nursing department of a university. The study was completed with 105 students who met the inclusion criteria and agreed to participate. It was determined that CFI scores differed significantly according to the gender of the students, their readiness for the profession and the post-graduate employment statute. It was determined that there was a significant positive correlation between the CFI scale total score, career adaptability, career optimism sub-dimensions and the total score of PNPS. Also, it was determined that the sub-dimensions of age, gender, post-graduation work plan and PNPS were the variables explaining the students' career plans at 56%. It was determined that students' perceptions of the statute and the quality of the nursing profession were factors affecting their career plans. For this reason, it should be aimed to develop a positive professional perception by providing students with professional values for the profession throughout nursing education.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139593123","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Individuals who have experienced mental disorders face significant career barriers that are not related to their capabilities nor their desire to participate in the workforce. Their unique skills and strengths often go unrecognized. This creates a situation where a population with immense potential and valuable perspective is often overlooked or deemed unemployable. By neglecting to tap into their talents, society not only perpetuates a cycle of stigma and discrimination but also misses out on the opportunity to benefit from their diverse contributions. Through recognizing and drawing out strengths, career counsellors can play a vital role in transforming the narrative surrounding these individuals and fostering a more inclusive and equitable employment environment. It is essential to address the dual challenge of reducing employment barriers while highlighting the invaluable qualities and qualifications that make this population uniquely qualified for various careers. This article discusses key career barriers and career strengths that individuals who have experienced a mental disorder face and presents relevant career counselling considerations aimed at assisting clients in navigating these unique challenges and capitalizing on their unique strengths.
{"title":"Career Counselling Considerations for Individuals With Mental Disorders","authors":"Alyssa Cappon, Deepak Mathew","doi":"10.53379/cjcd.2024.386","DOIUrl":"https://doi.org/10.53379/cjcd.2024.386","url":null,"abstract":"Individuals who have experienced mental disorders face significant career barriers that are not related to their capabilities nor their desire to participate in the workforce. Their unique skills and strengths often go unrecognized. This creates a situation where a population with immense potential and valuable perspective is often overlooked or deemed unemployable. By neglecting to tap into their talents, society not only perpetuates a cycle of stigma and discrimination but also misses out on the opportunity to benefit from their diverse contributions. Through recognizing and drawing out strengths, career counsellors can play a vital role in transforming the narrative surrounding these individuals and fostering a more inclusive and equitable employment environment. It is essential to address the dual challenge of reducing employment barriers while highlighting the invaluable qualities and qualifications that make this population uniquely qualified for various careers. This article discusses key career barriers and career strengths that individuals who have experienced a mental disorder face and presents relevant career counselling considerations aimed at assisting clients in navigating these unique challenges and capitalizing on their unique strengths.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139594574","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Workplace bullying is a pervasive career issue that impacts not only the victim’s vocational well-being, but also the perpetrator, witnesses, and organization. Since many victims of workplace bullying leave their jobs, counselors should be aware of these issues in order to effectively support clients through their transitional difficulties. This article provides a conceptual overview of workplace bullying by exploring the causes and effects of bullying on victims, perpetrators, and the organization. Implications for counseling victims of workplace bullying are discussed using insights from social cognitive career theory and work adjustment theory.
{"title":"Career Counselling Individuals Experiencing Workplace Bullying","authors":"Charles P. Chen, Michelle Fung","doi":"10.53379/cjcd.2024.382","DOIUrl":"https://doi.org/10.53379/cjcd.2024.382","url":null,"abstract":"Workplace bullying is a pervasive career issue that impacts not only the victim’s vocational well-being, but also the perpetrator, witnesses, and organization. Since many victims of workplace bullying leave their jobs, counselors should be aware of these issues in order to effectively support clients through their transitional difficulties. This article provides a conceptual overview of workplace bullying by exploring the causes and effects of bullying on victims, perpetrators, and the organization. Implications for counseling victims of workplace bullying are discussed using insights from social cognitive career theory and work adjustment theory.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139594226","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Women’s career development amid the COVID-19 pandemic suggests that we may be facing a ‘female recession’, where women are at significantly increased risk for dropping out of the workforce with the gender gap in the workplace likely to grow. However, the pandemic may have presented opportunities for working mothers to engage creatively in personal career decisions due to increased opportunities to work flexibly and pivot in a very quickly changing labour market. This qualitative study used the enhanced critical incident technique to explore the intersection of working mothers and career development considering the COVID-19 pandemic. Participants for this study were a sample of 18 working mothers in North America and Australia. Key factors that were identified as helping women do well in their career development during COVID-19 included: Supportive workplaces, social support, personal protective factors, job market factors, and resources (predominantly financial). Hindering factors to working mothers’ career development included: workplace challenges, family challenges, personal stressors, job market factors, COVID-19 mandates and restrictions, and childcare. The findings from this study help elucidate factors that contribute to a meaningful and productive career so that clinicians and other professionals can support, advocate, and encourage women who remain working during motherhood.
{"title":"Career Development of Working Mothers: Helping and Hindering Factors in Doing Well in light of the COVID-19 Pandemic","authors":"Larissa Rossen, Esther Oh, Deepak Mathew","doi":"10.53379/cjcd.2024.383","DOIUrl":"https://doi.org/10.53379/cjcd.2024.383","url":null,"abstract":"Women’s career development amid the COVID-19 pandemic suggests that we may be facing a ‘female recession’, where women are at significantly increased risk for dropping out of the workforce with the gender gap in the workplace likely to grow. However, the pandemic may have presented opportunities for working mothers to engage creatively in personal career decisions due to increased opportunities to work flexibly and pivot in a very quickly changing labour market. This qualitative study used the enhanced critical incident technique to explore the intersection of working mothers and career development considering the COVID-19 pandemic. Participants for this study were a sample of 18 working mothers in North America and Australia. Key factors that were identified as helping women do well in their career development during COVID-19 included: Supportive workplaces, social support, personal protective factors, job market factors, and resources (predominantly financial). Hindering factors to working mothers’ career development included: workplace challenges, family challenges, personal stressors, job market factors, COVID-19 mandates and restrictions, and childcare. The findings from this study help elucidate factors that contribute to a meaningful and productive career so that clinicians and other professionals can support, advocate, and encourage women who remain working during motherhood.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139594663","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sanne Kaas-Mason, Janice Waddell, Karen Spalding, Wendy Freeman, Mary Wheeler
Retirees often have a desire to offer meaningful contributions to their academic community after retiring from their academic roles. This article presents findings from a pilot study of a multi-component career development mentorship program conducted in a Canadian post-secondary institution. In the study, retiree faculty served as mentors to faculty members from across the academic career continuum. A Merriam-informed case study approach was used to delineate the study of the multi-component mentorship program, and analysis of the data was informed by established processes for reflexive thematic analysis (TA), a method for systematic analytic engagement with qualitative data to produce themes.
{"title":"Retirees Paying it Forward: a retiree/faculty mentorship program","authors":"Sanne Kaas-Mason, Janice Waddell, Karen Spalding, Wendy Freeman, Mary Wheeler","doi":"10.53379/cjcd.2024.372","DOIUrl":"https://doi.org/10.53379/cjcd.2024.372","url":null,"abstract":"Retirees often have a desire to offer meaningful contributions to their academic community after retiring from their academic roles. This article presents findings from a pilot study of a multi-component career development mentorship program conducted in a Canadian post-secondary institution. In the study, retiree faculty served as mentors to faculty members from across the academic career continuum. A Merriam-informed case study approach was used to delineate the study of the multi-component mentorship program, and analysis of the data was informed by established processes for reflexive thematic analysis (TA), a method for systematic analytic engagement with qualitative data to produce themes. ","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139594983","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Although there are studies on career decision-making self-efficacy and emotional intelligence, career optimism, locus of control, and proactive personality, no study addresses these four variables together. Therefore, this meta-analysis study examined the correlational findings between career decision-making self-efficacy and four different variables (emotional intelligence, career optimism, locus of control, and proactive personality). In this study, studies published between 1993-2022 examining the relationship between the variables determined from 10 scientific databases (Eric, JSTOR, Sage Journal, Google Academic, Scopus, Springer Ling, Taylor, and Francis ULAKBİM, Proquest, EBSCO) and career decision-making self-efficacy were used. As a result of the research, career decision-making self-efficacy and optimism (r = 0.46; 95% CI [0.33, 0.57]), locus of control (r = 0.36; 95% CI [0.02, 0.62]), proactive personality (r = 0.47; %) 95 CI [0.37, 0.57]) and emotional intelligence (r = 0.45; 95% CI [0.35, 0.54]) were found to be significantly correlated. These critical results point to promising aspects for researchers and practitioners working in career counseling.
尽管有关于职业决策自我效能感与情绪智力、职业乐观主义、控制感和积极主动型人格的研究，但没有研究将这四个变量放在一起进行研究。因此，本荟萃分析研究考察了职业决策自我效能感与四个不同变量（情绪智力、职业乐观主义、控制欲和积极主动型人格）之间的相关研究结果。本研究使用了 1993-2022 年间发表的研究，这些研究考察了 10 个科学数据库（Eric、JSTOR、Sage Journal、Google Academic、Scopus、Springer Ling、Taylor、and Francis ULAKBİM、Proquest、EBSCO）中确定的变量与职业决策自我效能之间的关系。研究发现，职业决策自我效能感与乐观（r = 0.46; 95% CI [0.33, 0.57]）、控制感（r = 0.36; 95% CI [0.02, 0.62]）、积极主动型人格（r = 0.47; %) 95 CI [0.37, 0.57]）和情商（r = 0.45; 95% CI [0.35, 0.54]）显著相关。这些重要结果为从事职业咨询工作的研究人员和从业人员指明了大有可为的方面。
{"title":"The Relationship Between Career Decision-Making Self-Efficacy and Emotional Intelligence, Career Optimism, Locus of Control and Proactive Personality: A Meta-analysis Study","authors":"Hazel Duru, Osman Söner","doi":"10.53379/cjcd.2024.376","DOIUrl":"https://doi.org/10.53379/cjcd.2024.376","url":null,"abstract":"Although there are studies on career decision-making self-efficacy and emotional intelligence, career optimism, locus of control, and proactive personality, no study addresses these four variables together. Therefore, this meta-analysis study examined the correlational findings between career decision-making self-efficacy and four different variables (emotional intelligence, career optimism, locus of control, and proactive personality). In this study, studies published between 1993-2022 examining the relationship between the variables determined from 10 scientific databases (Eric, JSTOR, Sage Journal, Google Academic, Scopus, Springer Ling, Taylor, and Francis ULAKBİM, Proquest, EBSCO) and career decision-making self-efficacy were used. As a result of the research, career decision-making self-efficacy and optimism (r = 0.46; 95% CI [0.33, 0.57]), locus of control (r = 0.36; 95% CI [0.02, 0.62]), proactive personality (r = 0.47; %) 95 CI [0.37, 0.57]) and emotional intelligence (r = 0.45; 95% CI [0.35, 0.54]) were found to be significantly correlated. These critical results point to promising aspects for researchers and practitioners working in career counseling.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.7,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139595545","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This article addresses the challenges faced by graduate students throughout their academic journeys and highlights the pivotal role of organizations such as CERIC in enriching their experiences through active engagement, mentorship, and fostering a sense of connection and belonging. It emphasizes the significance of engagement programs, specifically focusing on the Graduate Student Engagement Program (GSEP). The GSEP offers valuable opportunities for graduate students to connect with peers and experts in their field, fostering an environment conducive to sharing experiences, exchanging knowledge, and building professional networks. GSEP serves as a platform for graduate students to showcase their work and research outcomes, receive constructive feedback, and actively contribute to a vibrant community of scholars. By acknowledging and supporting the unique needs of graduate students, organizations and engagement programs play a vital role in empowering the next generation of researchers and practitioners in career development.
{"title":"Fostering graduate student engagement for the future of career development","authors":"Candy Ho, Alexandra Manoliu","doi":"10.53379/cjcd.2023.381","DOIUrl":"https://doi.org/10.53379/cjcd.2023.381","url":null,"abstract":"This article addresses the challenges faced by graduate students throughout their academic journeys and highlights the pivotal role of organizations such as CERIC in enriching their experiences through active engagement, mentorship, and fostering a sense of connection and belonging. It emphasizes the significance of engagement programs, specifically focusing on the Graduate Student Engagement Program (GSEP). The GSEP offers valuable opportunities for graduate students to connect with peers and experts in their field, fostering an environment conducive to sharing experiences, exchanging knowledge, and building professional networks. GSEP serves as a platform for graduate students to showcase their work and research outcomes, receive constructive feedback, and actively contribute to a vibrant community of scholars. By acknowledging and supporting the unique needs of graduate students, organizations and engagement programs play a vital role in empowering the next generation of researchers and practitioners in career development.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913799","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Bien que la supervision clinique soit reconnue comme centrale dans la formation initiale en orientation, l’état actuel des connaissances est toutefois limité. Afin de décrire le processus de développement professionnel vécu par les personnes supervisées au fil des rencontres de supervision clinique en counseling de carrière groupal, cette recherche qualitative a été réalisée auprès de huit personnes supervisées et de deux personnes superviseures, dans un programme de formation de deuxième cycle en orientation professionnelle d’une université canadienne. En mobilisant le Modèle de supervision développemental intégratif (Stoltenberg et al., 1988; Stoltenberg et McNeill, 2010; McNeill et Stoltenberg, 2016), l’analyse thématique des enregistrements des rencontres de supervision, ainsi que des incidents critiques identifiés par les personnes supervisées met en lumière trois thèmes à l’intérieur desquels s’est manifesté le processus de développement professionnel : (a) s’adapter à la nouveauté en intervention, (b) de la réflexion-sur-l’action à la réflexion-dans-l’action, et (c) composer avec la complexité en intervention. Les implications pour la supervision clinique et la formation initiale sont discutées, puis des recommandations pour des recherches futures sont proposées.
虽然临床监督被认为是初步指导培训的核心，但目前的知识水平是有限的。以描述职业发展过程监督的人多年来所经历的比赛监督在医疗临床groupal生涯,这8人进行了定性研究的指导、监督和两人superviseures研究生培训方案中,加拿大的一所大学的专业方向。通过调动综合发展监督模型(Stoltenberg et al.， 1988;斯托尔滕贝格和麦克尼尔，2010年;麦克尼尔和Stoltenberg, 2016)及监督专题分析、交友的录音,以及监督的人所查明的关键事件凸显了三大主题,在这些专业发展进程表现:(a)适应新奇作为干预;(b) réflexion-sur-l’action réflexion-dans-l’action;以及(c)作曲与复杂性的干预。讨论了对临床监督和初始培训的影响，并提出了进一步研究的建议。
{"title":"Supervision clinique en counseling de carrière groupal : une analyse qualitative du développement professionnel des personnes supervisées","authors":"Audrey Lachance, Patricia Dionne, Réginald Savard","doi":"10.53379/cjcd.2023.371","DOIUrl":"https://doi.org/10.53379/cjcd.2023.371","url":null,"abstract":"Bien que la supervision clinique soit reconnue comme centrale dans la formation initiale en orientation, l’état actuel des connaissances est toutefois limité. Afin de décrire le processus de développement professionnel vécu par les personnes supervisées au fil des rencontres de supervision clinique en counseling de carrière groupal, cette recherche qualitative a été réalisée auprès de huit personnes supervisées et de deux personnes superviseures, dans un programme de formation de deuxième cycle en orientation professionnelle d’une université canadienne. En mobilisant le Modèle de supervision développemental intégratif (Stoltenberg et al., 1988; Stoltenberg et McNeill, 2010; McNeill et Stoltenberg, 2016), l’analyse thématique des enregistrements des rencontres de supervision, ainsi que des incidents critiques identifiés par les personnes supervisées met en lumière trois thèmes à l’intérieur desquels s’est manifesté le processus de développement professionnel : (a) s’adapter à la nouveauté en intervention, (b) de la réflexion-sur-l’action à la réflexion-dans-l’action, et (c) composer avec la complexité en intervention. Les implications pour la supervision clinique et la formation initiale sont discutées, puis des recommandations pour des recherches futures sont proposées.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913668","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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