Journal of Employment Counseling最新文献

Drawing on the 10 principles of anti-oppression and scholarship on recruitment, hiring, and retention (RHR), we propose a diversity, equity, inclusion, and anti-oppression (DEIAO) framework to support counselor educators and institutions in implementing anti-oppressive RHR practices. By framing RHR through an anti-oppressive lens, we developed DEIAO RHR considerations, which offer an approach for fostering transformative, sustainable, and equitable work and learning environments within counseling programs and their broader institutional contexts. We also discuss implications for RHR, counseling programs, and future research.

Employment gives Deferred Action for Childhood Arrivals (DACA) recipients a sense of purpose, financial stability, and the ability to contribute to their household. However, DACA recipients continue to face uncertainty and lack a full sense of security due to the expiration of their work authorization card and the policies that affect their legal status. This scoping review thus examines the employment experiences of DACA recipients in the United States. Findings reveal significant barriers including limited job opportunities, delays in work authorization, restrictive licensure policies, and age-related disparities in employment outcomes. Findings highlight the need for further research on both short- and long-term employment outcomes for DACA recipients, the mental health impacts of job instability, and the role of shifting policies. The paper concludes with policy recommendations to address these employment barriers.

The researchers sought to explore the developmental experiences of individuals with direct engagement in counseling—specifically counseling students, practitioners, and educators—derived from their participation in a career development course. We invited responses that focused on identifying gaps and offering recommendations to enhance the effectiveness of the course. The participants (n = 190), all of whom were counseling students, career counseling professionals, and counselor educators, generated 268 statements that were coded by the research team. Four primary themes emerged from the analysis: (1) diversity and social justice; (2) career counseling gaps; (3) career counseling recommendations; and (4) the value of career counseling. Implications for career counseling instruction and counselor education programs are discussed, with a focus on improving training to better serve diverse populations and address evolving career concerns.

This study examines the mediating role of perceived future employability in the relationship between university students’ hope and subjective well-being. The study explores how students’ hopeful thinking contributes to their well-being, particularly through their perceptions about future employability. Findings from a sample of 379 undergraduates indicate positive correlations between hope, subjective well-being, and perceived future employability. Furthermore, results show that perceived future employability partially mediates the relationship between hope and subjective well-being, suggesting that students with stronger career confidence experience greater well-being. These findings highlight the importance of enhancing hope and perceived employability to support students’ psychological well-being, offering valuable insights for career counselors and higher education policymakers in Türkiye.

Career resilience, which is culturally and contextually determined, has been insufficiently explored in the literature regarding women, with an inadequate investigation into the factors predicting their resilience. This investigation offers fresh insights into the determinants of career resilience among women professionals in the Indian information technology sector by examining career-related personal cognitive factors. The study specifically explored the effects of career self-management skills, work volition, career salience, and occupational self-efficacy on career resilience (N = 306). Hierarchical multiple regression analysis revealed that career self-management skills, work volition, and occupational self-efficacy significantly predicted career resilience in women professionals. Additional analyses revealed occupational self-efficacy as a mediating factor. These findings contribute to formulating strategies to enhance career resilience through organizational support and targeted interventions.

This study examines the interaction among proactive career behavior, self-directed learning, and long-term career sustainability as a response to challenges higher education students face in Egypt. Specifically, it assesses the relationship between career proactivity and career sustainability, with self-regulated learning acting as an intermediating construct grounded in the conservation of resources theory. To empirically test the study assumptions, the authors gathered 373 valid responses from Egyptian higher education students and used partial least squares structural equation modeling for analysis. The study evidenced that career proactivity positively impacts self-regulated learning and career sustainability. In addition, self-regulated learning also positively influences career sustainability. Further, self-regulated learning partially mediated between career proactivity and career sustainability. The study results suggest universities develop initiatives and counseling programs to prepare students for unpredictable job markets.