ISSN:
1573-3548
Source:
Springer Online Journal Archives 1860-2000
Topics:
Economics
Notes:
Conclusions In conclusion, the job change framework outlined by Loughead and Black (1990) helps practitioners focus on numerous issues associated with offering comprehensive career services for employed adults. Future applications of this framework might explore the role of interests and skills as they affect an adult's decision to change jobs. Job dissatisfaction may result from an inability to implement one's interests in one's work or to use skills that one finds satisfying. As Holland (1985) has noted, interests are a central aspect of one's personality as reflected through choice of a work environment. In exploring an adult's dissatisfaction with their present job, it would seem helpful to also focus on what the person likes or dislikes about their work, or whether they wish to continue to use a particular set of skills versus using or developing new skills. From a practitioner's point of view, the framework might be further expanded through a more detailed examination of the broad range of factors that contribute to job satisfaction. Given the location of many career services in educational agencies, libraries, and other public service settings, the implementation of this framework poses some practical and policy questions, including acquiring suitable resources, allocating professional staff time, and targeting client populations. Program managers will need to carefully weigh these issues prior to implementing the job change framework in their setting. Comprehensive evaluation studies, including needs assessments and outcome research, can further enhance the implementation of the job change framework, regardless of the community or institutional context.
Type of Medium:
Electronic Resource
URL:
http://dx.doi.org/10.1007/BF01352366
Permalink
