Difference between revisions of "Social Cognitive Career Theory"
(Created page with "== Main == SCCT (Lent & Brown 2006)<ref name="lent_brown">Lent, R. W. and Brown, S. D. (2006) ‘Integrating person and situation perspectives on work satisfaction: A social-...") |
m (Protected "Social Cognitive Career Theory" ([Edit=Allow only administrators] (indefinite) [Move=Allow only administrators] (indefinite))) |
(No difference)
| |
Revision as of 16:04, 12 December 2017
Main
SCCT (Lent & Brown 2006)[1] relies on Bandura’s concept of self-efficacy or the belief an individual has in their capabilities to organize and execute the courses of action required to attain certain goals. Self-efficacy is composed of personal exposure to success and failure, modelling others behavior, verbal encouragement or discouragement and stress and other emotional responses. Importantly self-efficacy refers mainly to individuals’ assessments of whether they can carry out the necessary actions to produce the outcomes they seek, rather than an assessment of whether the outcomes themselves are a likely consequence of those actions.
The SCCT perspective has translated most frequently to studies of academic or research career decision-making. There are indications that scientists’ decisions about applying for positions at prestigious institutions or moving into careers in industry may be implicitly related to perceived self-efficacy of doing so.
In particular, scholarship on gendered outcomes of STEM has included significant discussions of women scientists’ lower expectations about what they can achieve.
Berweger (2008)[2] has developed a context specific application of SCCT to the transition from PhD to Post-Doc and tested it on a sample of doctoral students in the Humanities in Switzerland. In her longitudinal study with two time points (during the doctorate and shortly after completion) she finds a strong impact of embeddedness in the scientific community on the intention to continue an academic career in addition to self-efficacy and interests in scientific work. After the actual transition those people with greater embeddedness in the scientific community have a higher chance of working in research positions. All other effects (of self-efficacy and attitudes) only have indirect effects moderated through the intention to pursue an academic career.
Among social science faculty members Pasupathy and Siwatu (2013)[3] have studied the effect of research self-efficacy on productivity of scientists. They find moderate effects of domain specific research self-efficacy on the number of publications of researchers.
Contributions to measurement concepts
Perceived self-efficacy
This is the concept discussed on the same-named page self-efficacy.
Sources
- ↑ Lent, R. W. and Brown, S. D. (2006) ‘Integrating person and situation perspectives on work satisfaction: A social-cognitive view‘, JOURNAL OF VOCATIONAL BEHAVIOR, 69/2: 236–47.
- ↑ Berweger, S. (2008). Doktorat? ja - akademische Karriere? vielleicht…: Sozial-kognitive Aspekte und Kontext der akademischen Laufbahnentwicklung aus einer geschlechtervergleichenden Perspektive. Univ., Diss. Zürich. Retrieved from http://edudoc.ch/record/38781/files/zu10048.pdf
- ↑ Pasupathy, Rubini and Kamau Oginga Siwatu. 2013. “An Investigation of Research Self-Efficacy Beliefs and Research Productivity among Faculty Members at an Emerging Research University in the USA.” Higher Education Research {&} Development 33(4):728–41.
