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":"215 1","pages":"0"},"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":"38 1","pages":"0"},"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}
Despite results showing that planning the transition out of sport is associated with more positive emotional responses and fewer emotional difficulties in retirement, only a small proportion of athletes are using the resources available through support programs. This study investigates factors associated with the help-seeking behaviours toward career support resources of 191 surveyed elite athletes of Canada. Information on perceived barriers to help-seeking, the level of engagement to a career outside of sport, and the use of resources was collected using a survey. Results from descriptive and predictive analysis indicate three main perceived barriers to help-seeking: lack of time (51.8%), lack of knowledge (35.1%) and a fear of stigma associated with the use of career support resources (12.6%). Athlete age, sport category (winter, summer) and level of engagement in a career outside of sport are predictors of the use of career support resources.
{"title":"Planning Life Outside of Sport: Elite Aathletes’ Help-seeking Behaviours Toward Career Support Resources","authors":"Sophie Brassard, Sylvain Bourdon, Dionne Patricia","doi":"10.53379/cjcd.2023.359","DOIUrl":"https://doi.org/10.53379/cjcd.2023.359","url":null,"abstract":"Despite results showing that planning the transition out of sport is associated with more positive emotional responses and fewer emotional difficulties in retirement, only a small proportion of athletes are using the resources available through support programs. This study investigates factors associated with the help-seeking behaviours toward career support resources of 191 surveyed elite athletes of Canada. Information on perceived barriers to help-seeking, the level of engagement to a career outside of sport, and the use of resources was collected using a survey. Results from descriptive and predictive analysis indicate three main perceived barriers to help-seeking: lack of time (51.8%), lack of knowledge (35.1%) and a fear of stigma associated with the use of career support resources (12.6%). Athlete age, sport category (winter, summer) and level of engagement in a career outside of sport are predictors of the use of career support resources.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":"61 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913791","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}
L’utilisation des technologies numériques fait partie intégrante de la pratique de l’orientation depuis plus de 40 ans (Sampson et al, 2020). Toutefois l’accompagnement à distance de ses clients est un phénomène plus récent. Peu de conseillers et conseillères d’orientation accompagnaient à distance leurs clients avant l’arrivée de la Pandémie de COVID-19 (Ozenne et al, 2018; Turcotte et Goyer, 2017). De nombreux auteurs.es rappellent l’importance pour les intervenants.es à se former aux exigences déontologiques pertinentes à ces modalités d’intervention (Anthony, 2015; Bimrose et al, 2015; Haberstroh et al, 2008). Des récits de 27 conseillères et conseillers d’orientation ont été recueillies avant la pandémie. De très nombreux témoignages faisant référence à des réflexions d’ordre déontologique ont été rapportés. On constate que ces personnes professionnelles, assujettis à un code de déontologie, se questionnent sur la manière et le bien fondé d’intervenir en utilisant ces modalités d’intervention à distance, que ce soit par l’usage de la vidéoconférence, du téléphone ou des échanges par courriel.
40多年来，数字技术的使用一直是指导实践的组成部分(Sampson et al, 2020)。然而，远程客户支持是最近才出现的现象。在COVID-19大流行到来之前，很少有辅导员远程陪伴客户(Ozenne et al, 2018;Turcotte和Goyer, 2017)。许多作者回顾了干预者接受与这些干预模式相关的道德要求培训的重要性(Anthony, 2015;Bimrose等人，2015;Haberstroh等人，2008)。在大流行之前收集了27名辅导员的故事。已经报道了许多关于道德考虑的证词。值得注意的是，这些受道德规范约束的专业人士质疑使用这些远程干预方式的方式和有效性，无论是通过视频会议、电话还是电子邮件交流。
{"title":"Accompagnement en orientation à distance : réflexions d’ordre déontologique de conseillers et conseillères d’orientation","authors":"Michel Turcotte, Liette Goyer","doi":"10.53379/cjcd.2023.368","DOIUrl":"https://doi.org/10.53379/cjcd.2023.368","url":null,"abstract":"L’utilisation des technologies numériques fait partie intégrante de la pratique de l’orientation depuis plus de 40 ans (Sampson et al, 2020). Toutefois l’accompagnement à distance de ses clients est un phénomène plus récent. Peu de conseillers et conseillères d’orientation accompagnaient à distance leurs clients avant l’arrivée de la Pandémie de COVID-19 (Ozenne et al, 2018; Turcotte et Goyer, 2017). De nombreux auteurs.es rappellent l’importance pour les intervenants.es à se former aux exigences déontologiques pertinentes à ces modalités d’intervention (Anthony, 2015; Bimrose et al, 2015; Haberstroh et al, 2008). Des récits de 27 conseillères et conseillers d’orientation ont été recueillies avant la pandémie. De très nombreux témoignages faisant référence à des réflexions d’ordre déontologique ont été rapportés. On constate que ces personnes professionnelles, assujettis à un code de déontologie, se questionnent sur la manière et le bien fondé d’intervenir en utilisant ces modalités d’intervention à distance, que ce soit par l’usage de la vidéoconférence, du téléphone ou des échanges par courriel.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913800","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}
Greetings from the Editor-in-Chief and the Associate Editor. To read the full message, please open the PDF link. Welcome to the final issue of 2023 for the Canadian Journal of Career Development. This year has seen an increase in submissions to our Journal and we are grateful to have so many consider us for their research publication. Our reviewers were certainly delighted and intrigued by your work. Contained within this issue are six articles that address various topics related to career development. There are four articles that are published under our Peer-Reviewed Article Category, and two of which we are happy to have from our francophone community. There is one article published in our Practitioner & Community Best Practices and one article published in our Graduate Student Research Brief Sections. Each article is interesting, and we highly recommend you take time readingthem.
{"title":"Greeting from the Editor","authors":"Shea Rob, Boyd Diana","doi":"10.53379/cjcd.2023.388","DOIUrl":"https://doi.org/10.53379/cjcd.2023.388","url":null,"abstract":"Greetings from the Editor-in-Chief and the Associate Editor. To read the full message, please open the PDF link. Welcome to the final issue of 2023 for the Canadian Journal of Career Development. This year has seen an increase in submissions to our Journal and we are grateful to have so many consider us for their research publication. Our reviewers were certainly delighted and intrigued by your work. Contained within this issue are six articles that address various topics related to career development. There are four articles that are published under our Peer-Reviewed Article Category, and two of which we are happy to have from our francophone community. There is one article published in our Practitioner & Community Best Practices and one article published in our Graduate Student Research Brief Sections. Each article is interesting, and we highly recommend you take time readingthem.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":"111 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913801","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}
Few studies have focused on the aging process within the specific context of organizations (Thomas et al., 2014), due to a lack of adequate measures to assess who is an older worker and on what basis do we define such a worker. This paper introduces such a measure, namely the Organizational Age Scale (OAS) comprised of subjective age-related indicators stemming from the work context (Sterns & Doverspike, 1989; McCarthy et al., 2014; Kooij et al., 2008). More specifically, the OAS measures the individual’s perception of his-her own aging as a worker along five dimensions: obsolescence, age norms, career stage, time remaining in the workplace and opportunities for professional development. Such a tool helps identifies workers at risk of embodying negative age-based stereotypes and thus may counter the negative consequences that can result from self-ageism.
很少有研究关注组织特定背景下的老龄化过程(Thomas et al.， 2014)，因为缺乏足够的措施来评估谁是老年工人，以及我们在什么基础上定义这样的工人。本文介绍了这样一种测量方法，即组织年龄量表(OAS)，该量表由来自工作环境的主观年龄相关指标组成(Sterns &Doverspike, 1989;McCarthy et al.， 2014;Kooij et al.， 2008)。更具体地说，OAS从五个方面衡量个人对自己作为一名工人的衰老的看法:过时、年龄规范、职业阶段、在工作场所剩余的时间和职业发展的机会。这种工具有助于识别有可能体现年龄刻板印象的工人，从而可以抵消自我年龄歧视可能导致的负面后果。
{"title":"Organizational Age Scale: New Lenses to Assess the Ageing of Workers","authors":"Amélie Doucet, Sophie Meunier, Lagacé Martine","doi":"10.53379/cjcd.2023.374","DOIUrl":"https://doi.org/10.53379/cjcd.2023.374","url":null,"abstract":"Few studies have focused on the aging process within the specific context of organizations (Thomas et al., 2014), due to a lack of adequate measures to assess who is an older worker and on what basis do we define such a worker. This paper introduces such a measure, namely the Organizational Age Scale (OAS) comprised of subjective age-related indicators stemming from the work context (Sterns & Doverspike, 1989; McCarthy et al., 2014; Kooij et al., 2008). More specifically, the OAS measures the individual’s perception of his-her own aging as a worker along five dimensions: obsolescence, age norms, career stage, time remaining in the workplace and opportunities for professional development. Such a tool helps identifies workers at risk of embodying negative age-based stereotypes and thus may counter the negative consequences that can result from self-ageism.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":"24 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913798","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}
The Hope-Action Inventory (HAI), a hope-based measure of career competencies, has demonstrated solid predictive validity for educational and vocational outcomes. The purpose of this study was to justify an expansion of the use of the HAI by examining group differences and establishing norms for interpreting HAI results with individuals with a history of substance misuse. Participants (N = 783) were recruited through substance use support centers and the Amazon Mechanical Turk online recruitment platform. Significant group differences were found among differing employment statuses and age groups. Normative data on the HAI with substance use populations are provided by age and employment status.
{"title":"Developing Norms for the Hope-Action Inventory with a Substance Misuse Sample","authors":"Lauren Currie, Robinder Bedi","doi":"10.53379/cjcd.2023.362","DOIUrl":"https://doi.org/10.53379/cjcd.2023.362","url":null,"abstract":"The Hope-Action Inventory (HAI), a hope-based measure of career competencies, has demonstrated solid predictive validity for educational and vocational outcomes. The purpose of this study was to justify an expansion of the use of the HAI by examining group differences and establishing norms for interpreting HAI results with individuals with a history of substance misuse. Participants (N = 783) were recruited through substance use support centers and the Amazon Mechanical Turk online recruitment platform. Significant group differences were found among differing employment statuses and age groups. Normative data on the HAI with substance use populations are provided by age and employment status.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134913796","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}
Cancer impacts workability significantly more than other physical and psychiatric disorders. Accommodations are often required upon returning to work after treatment, and cancer survivors may experience discrimination during this process. This article discusses key career challenges cancer survivors face and presents relevant career counselling theories to assist clients in navigating them. Constructivist career counselling models and happenstance theory offer strategies to help survivors make meaning out of unexpected events, explore new possibilities for returning to work, and gain skills for coping with future challenges in the workforce.
{"title":"Career Counselling for Cancer Survivors Returning to Work","authors":"Charles P. Chen, Deana Slater","doi":"10.53379/cjcd.2023.348","DOIUrl":"https://doi.org/10.53379/cjcd.2023.348","url":null,"abstract":"Cancer impacts workability significantly more than other physical and psychiatric disorders. Accommodations are often required upon returning to work after treatment, and cancer survivors may experience discrimination during this process. This article discusses key career challenges cancer survivors face and presents relevant career counselling theories to assist clients in navigating them. Constructivist career counselling models and happenstance theory offer strategies to help survivors make meaning out of unexpected events, explore new possibilities for returning to work, and gain skills for coping with future challenges in the workforce.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":" ","pages":""},"PeriodicalIF":0.7,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46719266","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}
The COVID-19 pandemic has exacted a toll on healthcare workers, who have been required to work during times of great challenge and scarcity, as well as risk to themselves, whilst continuing to provide care for others. This desire to alleviate the suffering of others puts healthcare workers at increased risk of compassion fatigue, a traumatic stress response that can develop from supporting others through emotional suffering and trying to alleviate that pain. Increased risk to this large population poses a challenge to career practitioners, who will need effective ways of supporting these workers in healing. This paper discusses conceptualizing compassion fatigue through a career engagement lens, and proposes the uses of the Hope-Centered Model of Career Development as a means of supporting reengagement. Through the reinstallation of hope, feeling of agency and achievement again become possible.
{"title":"Addressing Compassion Fatigue Using Career Engagement and the Hope-Centered \u2028\u2028Model for Career Development","authors":"K. Lutz, N. Amundson, Ria K. Nishikawara","doi":"10.53379/cjcd.2023.351","DOIUrl":"https://doi.org/10.53379/cjcd.2023.351","url":null,"abstract":"The COVID-19 pandemic has exacted a toll on healthcare workers, who have been required to work during times of great challenge and scarcity, as well as risk to themselves, whilst continuing to provide care for others. This desire to alleviate the suffering of others puts healthcare workers at increased risk of compassion fatigue, a traumatic stress response that can develop from supporting others through emotional suffering and trying to alleviate that pain. Increased risk to this large population poses a challenge to career practitioners, who will need effective ways of supporting these workers in healing. This paper discusses conceptualizing compassion fatigue through a career engagement lens, and proposes the uses of the Hope-Centered Model of Career Development as a means of supporting reengagement. Through the reinstallation of hope, feeling of agency and achievement again become possible.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":" ","pages":""},"PeriodicalIF":0.7,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44524310","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}
Moral distress (MD) is a problematic experience for healthcare workers, with career engagement implications including burnout, job turnover, and career turnover. Instances of MD have been increasing since the start of the COVID-19 pandemic, threatening greater problems for the healthcare system. Although a range of interventions have been explored, no evidence-based treatment has been identified. Because of how embedded ethical decision-making is in the healthcare field, it is unlikely that MD will be eradicated; however, it is suggested that MD can be learned from and transformed into moral resilience. Evidence indicates that healthcare workers could benefit from mindfulness-based and emotion regulation skills, alongside values-based and action strategies, to support the development of moral resilience. This article proposes the applicability of Acceptance and Commitment Therapy (ACT) and its six core skills—acceptance, cognitive defusion, mindfulness, self-as-context, values, and commitment—to the work of career practitioners as a means of developing moral resilience skills among healthcare workers and supporting career sustainability.
{"title":"Moving From Moral Distress to Moral Resilience Using Acceptance and Commitment Therapy","authors":"Ria K. Nishikawara, Teresa D. Maynes","doi":"10.53379/cjcd.2023.350","DOIUrl":"https://doi.org/10.53379/cjcd.2023.350","url":null,"abstract":"Moral distress (MD) is a problematic experience for healthcare workers, with career engagement implications including burnout, job turnover, and career turnover. Instances of MD have been increasing since the start of the COVID-19 pandemic, threatening greater problems for the healthcare system. Although a range of interventions have been explored, no evidence-based treatment has been identified. Because of how embedded ethical decision-making is in the healthcare field, it is unlikely that MD will be eradicated; however, it is suggested that MD can be learned from and transformed into moral resilience. Evidence indicates that healthcare workers could benefit from mindfulness-based and emotion regulation skills, alongside values-based and action strategies, to support the development of moral resilience. This article proposes the applicability of Acceptance and Commitment Therapy (ACT) and its six core skills—acceptance, cognitive defusion, mindfulness, self-as-context, values, and commitment—to the work of career practitioners as a means of developing moral resilience skills among healthcare workers and supporting career sustainability.","PeriodicalId":41626,"journal":{"name":"Canadian Journal of Career Development","volume":" ","pages":""},"PeriodicalIF":0.7,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48226499","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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