From Parsons

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From Parsons True Reasoning toModels and
Applications in Career Decision Making

• Itamar Gati
• The Hebrew University of Jerusalem
• Presented at the Symposium (Paul Gore Chair)
• Spotlight on ScienceContributions from
  Vocational Psychology

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Parsons (1908) Zytowski (2008)

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Possible Focuses of Career Decision-Making
Difficulties (Gati, Krausz, Osipow, 1996)
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The Empirical Structure of CDM Difficulties
(CDDQ, N10,000)
Lack of motivation
Indecisiveness
Dysfunctional beliefs
Lack of info regarding the Cdm process
Lack of info about the Self
Lack of info about Occupations
Lack of info about Ways of obtaining info.
Unreliable Info.
Internal conflicts
External conflicts
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www.cddq.org
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The 4 Stages of Interpretation
1
Not Credible
Evaluating Credibility
Doubtful
Credible
Estimating Differentiation
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Low
High
Questionable
3
Locate Salient Difficulties
Compute Informativeness (B /W )
Aggregate Reasons to Add Reservation (RAR)
B/W lt 1
RAR 3
B/W gt 1
RAR 2
Add Reservation to Feedback
No Feedback
Receives Feedback
4
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The distribution of types of feedback in 4 groups
(N6192)
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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)
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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MBCDs Effect (Cohens d) on Reducing Career
Decision-Making Difficulties (Gati, Saka,
Krausz, 2003)
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(No Transcript)
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Frequencies of Occupational Choice Satisfaction
by Acceptance and Rejection of MBCD's
Recommendations (Gati, Gadassi, Shemesh, 2006)
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Gender Differences in Directly Elicited and
Indirectly Derived Preferred Occupations (226
Women 79 Men, Mean Age23 Gadassi Gati,
2008)
2. Preferences in 31 career-related aspects
Data from participant
1. Directly Elicited list of preferred occupations
5. comparison
Occupational information database
4. Indirectly Derived list of recommended
occupations
3. Matching preferences database
MBCD
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Gender Differences in Directly Elicited and
Indirectly Derived Preferred Occupations (Gadassi
Gati, 2008)
masculine
feminine
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www.cddq.org itamar.gati_at_huji.ac.il
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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 users decision status
•  
• Examine perceived benefits
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• Locate factors that contribute to these variables

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Decision Status Before and After the Dialogue
with MBCD (N712)
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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
• those whose present occupation was included in
  MBCDs recommended list (44)
• those whose present occupation was not included
  in MBCDs 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 peoples intuitive ways of
  making decisions (Gati Tikotzki, 1989)
• Most users report progress in the career
  decision-making 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)