Compromises in career-related decisions: Examining the role of compromise severity

Research output: Contribution to journalArticle

Abstract

This study tested L. S. Gottfredson's (1996) revised compromise theory by examining whether the relative importance of job sex type, job prestige, and person-job interest congruence for predicting job choice changed as the level of compromise required changed. The fully within-persons design had participants engage in a simulated occupational choice task where job sex type and job prestige were manipulated to be experimentally independent. Participants 1st categorized jobs as unacceptable, acceptable, or preferred. Then, within each category, they made further pairwise choices among jobs in that category. In Study 1, participants were 168 college seniors (124 women, 44 men) from a large Midwestern university. In Study 2, participants were 262 (146 women, 116 men) individuals residing in the United States and recruited via Amazon's Mechanical Turk platform. Across both studies, job sex type predicted choice when large compromises were required. Across both studies, job prestige did not predict choice when moderate compromises were required. In Study 2 but not Study 1, person-job interest congruence predicted choice when minimal compromises were required. © 2014 American Psychological Association.
Original languageEnglish
Pages (from-to)593-604
Number of pages12
JournalJournal of Counseling Psychology
Volume61
Issue number4
DOIs
Publication statusPublished - Oct 2014
Externally publishedYes

Cite this

@article{a39a7205c14346d3b28819ccb9b52b49,
title = "Compromises in career-related decisions: Examining the role of compromise severity",
abstract = "This study tested L. S. Gottfredson's (1996) revised compromise theory by examining whether the relative importance of job sex type, job prestige, and person-job interest congruence for predicting job choice changed as the level of compromise required changed. The fully within-persons design had participants engage in a simulated occupational choice task where job sex type and job prestige were manipulated to be experimentally independent. Participants 1st categorized jobs as unacceptable, acceptable, or preferred. Then, within each category, they made further pairwise choices among jobs in that category. In Study 1, participants were 168 college seniors (124 women, 44 men) from a large Midwestern university. In Study 2, participants were 262 (146 women, 116 men) individuals residing in the United States and recruited via Amazon's Mechanical Turk platform. Across both studies, job sex type predicted choice when large compromises were required. Across both studies, job prestige did not predict choice when moderate compromises were required. In Study 2 but not Study 1, person-job interest congruence predicted choice when minimal compromises were required. {\circledC} 2014 American Psychological Association.",
author = "Serena Wee",
year = "2014",
month = "10",
doi = "10.1037/cou0000037",
language = "English",
volume = "61",
pages = "593--604",
journal = "Journal of Counseling Psychology",
issn = "0022-0167",
publisher = "American Psychological Association",
number = "4",

}

Compromises in career-related decisions: Examining the role of compromise severity. / Wee, Serena.

In: Journal of Counseling Psychology, Vol. 61, No. 4, 10.2014, p. 593-604.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Compromises in career-related decisions: Examining the role of compromise severity

AU - Wee, Serena

PY - 2014/10

Y1 - 2014/10

N2 - This study tested L. S. Gottfredson's (1996) revised compromise theory by examining whether the relative importance of job sex type, job prestige, and person-job interest congruence for predicting job choice changed as the level of compromise required changed. The fully within-persons design had participants engage in a simulated occupational choice task where job sex type and job prestige were manipulated to be experimentally independent. Participants 1st categorized jobs as unacceptable, acceptable, or preferred. Then, within each category, they made further pairwise choices among jobs in that category. In Study 1, participants were 168 college seniors (124 women, 44 men) from a large Midwestern university. In Study 2, participants were 262 (146 women, 116 men) individuals residing in the United States and recruited via Amazon's Mechanical Turk platform. Across both studies, job sex type predicted choice when large compromises were required. Across both studies, job prestige did not predict choice when moderate compromises were required. In Study 2 but not Study 1, person-job interest congruence predicted choice when minimal compromises were required. © 2014 American Psychological Association.

AB - This study tested L. S. Gottfredson's (1996) revised compromise theory by examining whether the relative importance of job sex type, job prestige, and person-job interest congruence for predicting job choice changed as the level of compromise required changed. The fully within-persons design had participants engage in a simulated occupational choice task where job sex type and job prestige were manipulated to be experimentally independent. Participants 1st categorized jobs as unacceptable, acceptable, or preferred. Then, within each category, they made further pairwise choices among jobs in that category. In Study 1, participants were 168 college seniors (124 women, 44 men) from a large Midwestern university. In Study 2, participants were 262 (146 women, 116 men) individuals residing in the United States and recruited via Amazon's Mechanical Turk platform. Across both studies, job sex type predicted choice when large compromises were required. Across both studies, job prestige did not predict choice when moderate compromises were required. In Study 2 but not Study 1, person-job interest congruence predicted choice when minimal compromises were required. © 2014 American Psychological Association.

U2 - 10.1037/cou0000037

DO - 10.1037/cou0000037

M3 - Article

VL - 61

SP - 593

EP - 604

JO - Journal of Counseling Psychology

JF - Journal of Counseling Psychology

SN - 0022-0167

IS - 4

ER -