Multidimensional Model of Career Decision-Making Profile|
Itamar Gati, Shiri Landman, Shlomit Davidovitch, Lisa
Asulin-Peretz, and Reuma Gadassi
(Journal of Vocational Behavior, 76 (2010), pp. 277-291)
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Previous research on individual differences in career
decision-making processes has often focused on classifying individuals into
a few types of decision-making styles based on the most dominant trait or
characteristic of their approach to the decision process (e.g., rational,
intuitive, dependent; Harren, 1979). In this research, an alternative
approach, which offers a multidimensional profile characterization of
individuals' career decision-making processes based on a simultaneous
consideration of dimensions, is presented. Thus, the proposed model
refers to career decision-making profiles rather than career decision-making
styles. The model, which emerged from a systematic analysis of previous
research, was refined on the basis of preliminary empirical tests (5
samples, N=2764) using the Career Decision-Making Profile (CDMP)
questionnaire. Study 1 reports the psychometric properties and the results
of an exploratory factor analysis of the CDMP questionnaire, in a sample of
young adults deliberating their career decisions (N=285). Study 2 presents
the results of a confirmatory factor analysis, based on Israeli (N=431) and
US (N=208) samples of young adults. The results of both studies supported
the hypothesized dimensions. The implications for future research and for
counseling are discussed.
The dimensions that are proposed for cdm profile, with their defining
poles, are as follows:
(comprehensive vs. minimal) the degree to which
individuals are meticulous and thorough in collecting and organizing
|IP - Information processing
(analytic vs. holistic) the degree to which individuals
analyze information into its components and process the information
according to these components.
|LC - Locus of
|| (internal vs. external) the degree
to which individuals believe they control their occupational future and feel
their decisions affect their career opportunities.
|EI - Effort
invested in the process
||(much vs. little) the amount of
time and mental effort the individual invests in the decision-making
|| (high vs. low) the degree to
which the individual avoids or delays beginning and advancing through the career decision-making process.
|SP - Speed of
making the final decision
|| (fast vs. slow)
the length of time individuals need to make their final decision once the information has been collected and compiled.
|CO - Consulting
|| (frequent vs. rare) the extent
to which the individual consults with others during the different stages of the decision process.
|DO - Dependence
||(high vs. low) the degree to which
individuals accept full responsibility for making their decision (even if
they consult with others), as opposed to expecting others to make the
decision for them.
|DP - Desire to
|| (high vs. low) the degree to
which the individual attempts to satisfy the expectations of significant others (e.g., parents, partner, friends).
for an "ideal occupation"
||(high vs. low) the
extent to which individuals strive for an occupation that is perfect for them.
Willingness to compromise
|| (high vs. low) the extent to
which individuals are willing to be flexible about their preferred
alternative when they encounter difficulties in actualizing it.
IN - Use of intuition
||(little vs. much) - the degree to
which individuals rely on internal (gut) feelings when making a
In addition to the 36 items representing the dimensions, the CDMP includes:
concerned about choosing a major or an occupation".
validity items aimed at ensuring that individuals reply only after properly
reading the items and considering their responses. The validity items are: "I
try to choose the option that is best for me"
and "It makes no difference to me what career I will have in the