فهرست مطالب پریسا نیل فروشان

This study aimed to develop a Persian version of the Perception of Educational and Career-Related Barriers Scale and examine its psychometric properties, including factor structure, validity, and reliability among students.
 
A sample of 453 undergraduate students from the University of Isfahan (287 females, 166 males) was randomly divided into two groups (n1 = 227, n2 = 226). The factor structure was examined through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). To assess divergent validity, the Career Path Competencies Questionnaire was utilized. Reliability was evaluated based on internal consistency and stability.
 
EFA identified three factors—career barriers, academic barriers, and environmental barriers. CFA indicated that a single second-order factor structure provided a better fit compared to the three first-order factors in the Iranian student sample. Invariance analysis showed no significant differences between male and female students concerning factor loadings, covariances, and residuals, supporting the model's measurement invariance across gender. The correlation with the Career Path Competencies Questionnaire supported divergent validity. The Cronbach's alpha coefficients were 0.93 for the entire scale and 0.90, 0.90, and 0.88 for the subscales of career barriers, academic barriers, and environmental barriers, respectively.
 
The Persian version of the Perception of Educational and Career-Related Barriers Scale is a valid and reliable tool for research in career guidance and counseling, demonstrating acceptable psychometric properties.

The present study aimed to investigate the validity and reliability of the Work Hope scale. The research method was descriptive and correlational. The research sample comprised the enrolled students of Isfahan University in the year 2021. Composed of 292 pupils (188 female and 104 male), the sample was compiled using a proportional stratified sampling method. For data collection, the Work Hope Scale and the General Self-Efficacy Questionnaire were used. AMOS-25 software was utilized to assess convergent validity and one-group and multi-group confirmatory factor analyses in order to ascertain the validity. The estimation of internal consistency was performed using SPSS-19 as a reliability indicator. The results of a one-group confirmatory factor analysis validated the measurement model in which objectives, agency, and pathway were considered as first-order factors and work optimism as a second-order factor. Multi-group confirmatory factor analysis examining the relationship between gender and measurement weights, structural covariance, and measurement residuals revealed no statistically significant differences between the two groups. A statistically significant correlation (r = 0.47, p < 0.01) was observed between overall self-efficacy and work aspiration. Furthermore, the estimated Cronbach's alpha coefficients for the objectives, agency, and pathway subscales were 0.90, 0.71, and 0.74, respectively, for the entire scale. The results of the measurement invariance tests indicated that the conceptual paradigm for comprehending the work hope constructs is identical among males and females, suggesting that this scale may be suitable for use with both genders.

The purpose of this study was investigating the effect of “career constructivism approach” group counseling on the career Planning, decision-making, and adaptability of adolescents (female and male gender). The research method was experimental research pre-test, post-test and follow- up with control group. The statistical population was included both female and male adolescents (ranged from 14 - 18 years old) in 2016-2017education year in Sanandaj City. By using a multisampling method, 60 participants were selected randomly. The measurements were including the Adapt-ability scale (Savickas & Porfeli, 2012), Decision -making questionnaires (Taylor & Betz, 1983) and Career planning questionnaires (Spurk et al., 2011). The experimental groups (a female group, a male group) participated in 8-sessions in 90 minute, “career constructivism" counseling group program, while the control groups didn’t receive any consoling. By using of multivariate covariance test, data were analyzed. The results indicated that career constructivism group counseling enhanced the career planning, adaptability and decision-making ability of participants (P

This study aimed to compare the effect of a vocational rehabilitation program with CBT- based career counseling on career issues of persons with bipolar disorder.

 Methods and Materials: 

To; compare the effectiveness of the vocational rehabilitation program after sampling, the intervention was performed for people with bipolar disorder. The sampling method was purposeful in the first and available second stages. The effectiveness of the vocational rehabilitation program was compared with the control group waiting with CBT-based career counseling in three settings: pre-test, post-test, and follow-up. To evaluate the research data, descriptive statistical indicators (mean and SD) and inferential statistical methods, multivariate analysis of variance test with repeated measures, were used.

The results showed that the vocational rehabilitation program was effective on career issues (p <0.0001) of people with bipolar disorder, and the effectiveness was also continuous after one-month follow-up (p <0.0001). CBT-based career counseling also on career issues (p <0.86) was ineffective.

It seems that the vocational rehabilitation program has a lasting effect on improving the career issues of people with bipolar disorder, and this approach can be used to develop the career of people with bipolar disorder.

Examining the model of career issues of people with bipolar disorder and formulating a vocational rehabilitation program based on it for these people was the aim of the present study.

Methods and Materials: 

This research consisted of two parts. The first part was to discover the career issues of people with bipolar disorder, which was extracted from three sources (articles published on the subject of career issues of people with bipolar disorder (N=34), interviews with people with bipolar disorder(N=48), and interviews with experts who have worked in this field(N=11)), which were extracted using a qualitative method (exploratory meta-synthesis). Then, based on these extracted factors, in the second part of the research, the model of career issues was designed, and finally, based on this model, the vocational rehabilitation program for people with bipolar disorder was prepared and formulated.

Based on the findings of the research in the career issues model of people with bipolar disorder; the conditional factors lead to the emergence of factors, developing career issues, and these factors also exacerbate the disorder symptoms and after the worsening of the disorder symptoms, the factors that accelerate career issues lead to the formation of career issues in the two areas of poor work performance and feeling work insecurity. Also, the findings showed that the occupational rehabilitation program for people with bipolar disorder includes three levels of intervention on people in the workplace, family members, and the person with bipolar disorder.

Discovering career issues and developing rehabilitation programs for bipolar disorder are necessary for improving the career and mental health of persons with bipolar disorder.

Due to the lack of an instrument for measuring the career issues of those with bipolar disorder, the present study was conducted to develop and examine the psychometric characteristics of the Career Issues Inventory for Persons with Bipolar Disorder (CII-BD).

To check the diagnostic validity, via purposive sampling and interviews by a psychiatrist, 108 people were selected from two sample groups (53 normal people and 55 participants with bipolar disorder). The items were extracted from three sources including scientific articles related to the career issues of bipolar people, interviews with individuals with bipolar disorder, and interviews with experts using the Meta-analysis Of Observational Studies in Epidemiology (MOOSE) systematic qualitative method. Finally, the items of the CII-BD were reduced to 81 questions. Content, construct, and convergent validity plus factor analysis of CII-BD were also examined. The reliability of CII-BD was evaluated by internal consistency and test-retest method with seven weeks intervals after the initial implementation of the CII-BD.

The convergent validity of the sum score of CII-BD with the sum score of the symptom inventory of people with bipolar disorder among the sample of normal people and the sample of persons with bipolar disorder was (r=0.79, P<0.01, N=53) and (r=0.78, P<0.0001, N=53) respectively. In construct validity examination, nine subscales were extracted using the factor analysis method with varimax rotation, which included communication problems, poor work performance, insecurity, grandiosity, unreliability, change-seeking, vulnerability, lack of boundaries, and lack of self-control towards the opposite sex. In the reliability analysis, Cronbach’s alpha coefficient was 0.96 (N=55, participants with bipolar disorder) and 0.86 (N=53, normal people), respectively, P<0.05, showing the high internal consistency of CII-BD. The test-retest correlation coefficient of the sum scores of the CII-BD was r = 0.91, P < 0.01, which indicated the credible stability of the CII-BD.

The CII-BD is a valid and reliable instrument to measure the specific career issues of bipolar persons and their early vocational rehabilitation. It is suggested that future research should focus on choosing a job and job placement for bipolar disorder persons.

The purpose of this study was to investigate whether career construction coun-seling brings about qualitative changes in the future career autobiography of ninth grade female students. The statistical population consisted of all 9th grade female students in Isfahan city. Among them 54 students were selected by available sampling method who were randomly assigned to the experimental and the control group. The group-based intervention was performed in the experimental group in 8 sessions. Data as collected by using Future Career Autobiography FCA (Rehfuss, 2009) and as analyzed by performing Chi-square test, phi correlation coefficnarrative thematic analysis. The results of the Chi Square test showed that the difference between the experimental group and the control group was significant in terms of the number of changes in the future career autobiography (P<0.05). The results of narra-tive thematic analysis also showed that career construction counseling created narrative chan-ges in students' future career autobiography.ient, and

The purpose of the current study was to investigate the mediating role of job search self-efficacy, complexity perception, and luck readiness variables in the relationship between career adaptability and employability among Iranian job seekers.

Data gathered using volunteer sampling and recruited a sample of 719 Iranian job seekers. The data was analysed using structural equation modeling. They were administered Career Adapt-Abilities Scale, Job Search Self-Efficacy Scale, Complexity Perception Index, Luck Readiness Index, and Employability Scale.

The results showed that the effect coefficients of career adaptability on job search self-efficacy (γ = 0.75 and p< 0.001), complexity perception (γ = 0.64 and p< 0.001), luck readiness (γ = 0.88 and p< 0.001), were statistically significant. Furthermore, the effect coefficients of job search self-efficacy (β = 0.39 and p< 0.001), complexity perception (β = 0.17 and p< 0.001), and luck readiness (β = 0.6 and p< 0.001) on employability, as an endogenous dependent variable, were statistically significant. Career adaptability was also indirectly related to employability through these variables.

In general, according to the findings of this study based on the existence of an indirect relationship between career adaptability and employability, it should be noted that in order to increase employability, it is necessary not only to pay attention to adaptability, but also to strategies for increasing job search self-efficacy, perception of complexity based on an open thinking system, and readiness for luck.

Aim the present stady was aimed at compareing the effects of career counseling methed based on Holland`s theory, social cognitive career theory, and solution-focused counseling on career well-being of high school students in Isfahan city. 

The research methodology was, semi- experimental method with pre-test design post- test is and follow-up with the control group. The statistical population of all secondary school students in Isfahan was in the 98-97 academic year. The sampling was done in three steps. using simple random sampling, 10 subjects were selected for each group. Based on this, 3 experimental groups of boys with a control group and 3 experimental groups of girls with a control group were formed.

The results indicated that, there is a significant difference between the experimental and control groups regarding (p<0/001) the career well-being. The difference between the grades of the eight groups indicated that the interventions based on the career counseling based on Holland`s theory, social cognitive, and solution-focused on necessity objective square tests occupational autonomy professional growth positive organizational relationships.

The counseling method of social cognitive career and circuit - oriented solution is more effective in counseling with students.

Background &

Considering the lack of research in finding an effective approach in the field of bipolar disorder management and the career success of people with this disorder, the present study aims to compare the effectiveness of vocational rehabilitation programs with career counseling based on the cognitive-behavioral approach on the career success of them, and the following questions were answered: Is the effect of a vocational rehabilitation program with career counseling based on the cognitive-behavioral approach different on the subjective career success of people with bipolar disorder? Is the effect of the vocational rehabilitation program different from career counseling based on the cognitive-behavioral approach to the objective job success (income) of people with bipolar disorder? Is the effect of the vocational rehabilitation program different from career counseling based on the cognitive-behavioral approach to the objective career success (promotion) of people with bipolar disorder?

The design of the current research was semi-experimental, of a pre-test-post-test-fallow-up type with a waiting group. All participants referred by a psychiatrist to a counseling clinic and diagnosed as having bipolar disorder were purposefully selected for the research, and among them, the volunteers were interviewed and diagnosed with a clinical interview based on the criteria of the DSM-5.  To select the research sample, inclusion and exclusion criteria were considered. 24 people were selected by the available sampling method and randomly assigned to groups. 8 people in the experimental group with a vocational rehabilitation program, 8 people in the experimental group with career counseling based on the cognitive-behavioral approach, and 8 people in the waiting group. Before starting the interventions, a pre-test was taken from all 24 participants. After that, the people assigned to the two test groups received the relevant interventions in 10 sessions of 100 minutes (in the experimental intervention with the vocational rehabilitation program and the career counseling intervention based on the cognitive-behavioral approach) and the people present in the waiting group did not receive any intervention. The people participating in the interventions did not have any knowledge or contact with each other, and they tried to maintain is lack of knowledge and communication until the end of the intervention and prevent the exchange of information. For the vocational rehabilitation program and career counseling based on the cognitive-behavioral approach, a pre-developed program was used separately, the validity and reliability of which had been checked and confirmed (5). Moreover, the vocational rehabilitation program, in addition to 10 intervention sessions for the individual with bipolar disorder, included two intervention sessions for the family and two sessions for the employer or his colleague, which are carried out if the individual needs and consents to these two intervention sessions were down. At the end of the interventions, all the people in the experimental and waiting groups filled out the questionnaires again as a post-test. One month after the implementation of the post-test, the research samples filled out the research questionnaires for the third time to implement the follow-up phase. To measure the subjective dimension of career success, the job satisfaction questionnaire (29) and the objective dimension of career success were measured by measuring the amount of income and job promotion. Research data were analyzed using descriptive statistics (mean and standard deviation) and inferential (variance analysis with repeated measures) using SPSS V. 16 software (30). Based on the background of the research, pre-test variables, age, and gender were covariate.

In the post-test stage, the vocational rehabilitation program showed more effectiveness in subjective career success than the career counseling based on the cognitive-behavioral approach (p<0.007) and the waiting group (p<0.006), but none of the two interventions, there was no significant effect on objective career success (p<1). Also, in the follow-up phase of the vocational rehabilitation program, it was more effective on subjective career success than the career counseling based on the cognitive-behavioral approach (p<0.003) and the waiting group (p<0.0001), but between the scores of the participants in the intervention of career counseling based on the cognitive-behavioral approach and the waiting group no significant difference was observed (p<0.26). Besides, there was no significant difference between the objective career success scores (income) of the participants in the two research interventions and the waiting group (p<0.2). In comparison, between the objective career success scores (promotion) of the participants in the two research interventions, there was no significant difference with the waiting group (p<0.36).

According to the data obtained from the results of the research, it can be said that the vocational rehabilitation program has been effective in increasing subjective career success scores, and even after one month of receiving the intervention, the effectiveness of this method has not decreased. Also, career counseling based on the cognitive-behavioral approach has not been effective in the subjective career success of people with bipolar disorder. Besides, none of the two interventions have been effective on the objective career success (income and promotion) of the people participating in the research. In general, according to the results of the research and the explanations presented, it seems that considering the clinical observations, the subjective career success of people with bipolar disorder during the interventions, especially in the vocational rehabilitation program, compared to the career counseling based on the Cognitive-behavioral approach more specifically deals with the career and its appendices, and in addition to managing people, it teaches a person how to build and deal with a real career future. Therefore, it is not far-fetched that a specialized vocational rehabilitation program that is specially designed for vocational interventions will be more effective (5). It is also important to note that increasing income is not a short-term process and requires a long time (34). In addition, this research coincided with the era of Coronavirus and the recession and closure of businesses (36), but under the influence of the interventions, at least the previous income level of the individual in these challenging conditions was maintained. Based on the clinical evidence from the reports of the people present in the research, especially the people who participated in the intervention of the vocational rehabilitation program, after participating in the intervention, these people were able to achieve a higher human credit status in the workplace than before, and the positive feedback of people around these people has confirmed that. Therefore, it seems that in addition to the objective promotion, maybe we can have a word called spiritual promotion, which based on the positive feedback these people received from the people around them at the workplace, is considered a great career success for these people. Will be In fact, it may be possible to talk about the existence of a kind of spiritual promotion in the workplace, which has not been mentioned in research so far (5). This study provides evidence of the effectiveness of the vocational rehabilitation program in increasing the career success of people with bipolar disorder. This new perspective can be used as a reliable source on the career interventions of people with bipolar disorder and can be effective as an early rehabilitation intervention in reducing the career issues of these people.

Protean career orientation is a type of career path has emerged in the transition from the traditional to the contemporary world. This orientation has provided the basis for the formation of flexible personalities, known as the two main features of 'self-management' and ' value-driven. The influence t of culture on the characteristics of individuals with protean orientations in different societies has been underestimated. On the other hand, in respect of the conceptual and functional affinities of protean career orientations and the entrepreneurship, it is needed to determine the conceptual distinctions between these two paths. The purpose of this study was to provide the answers for the below questions. Question 1: What are the characteristics of people with protean career orientation in Iran and question 2: What is the difference between the concept of protean career path and the concept of entrepreneurship?

To answer the first question, the characteristics of individuals with the protean career path were evaluated using the qualitative approach and the grounded theory analysis method.

Three main features and eleven sub-features were obtained for individuals with protean occupational orientation; two of them were consistent with those mentioned in protean career path theory.

The results of this study indicate that the specific characteristics of the Iranian society have led to the emergence of special abilities in people with protean career path. The results of a comparative investigation between entrepreneurs and people with protean career orientations also show that, despite the similarities between them, there are fundamental differences in the level of conceptual paradigm and behavioral strategies between the protean career path and entrepreneurship.

Obsessive-compulsive disorder is a type of neurotic disorder that is included in the category of anxiety disorders, so it may affect the career development of individuals. Thus, the purpose of the study is to compare people with obsessive-compulsive disorder and normal people regarding their career development, career decision-making, and career identity. The research method was causal-comparative, and the study population included all the students of the University of Isfahan in the academic year 2015-2016. The sample was selected by random time sampling from the University of Isfahan students who had visited the counseling center. Then, the subjects were assessed by the Yale-Brown obsessive-compulsive scale, and we diagnosed 85 with obsessive-compulsive disorder, and 50 others were normal. The students in the sample responded to Career Development Inventory-Australia (Creed & Patton, 2004), My Vocational Situation Inventory (Holland et al., 1980), Career Indecision (Osipow et al., 1976), and Career Self-awareness (Kermani, 2011). The results showed that there were significant differences between the two groups, namely people with obsessive-compulsive disorder and normal people, regarding the variables of planning, discovery, self-awareness, and indecision (p<0.001) and the variable of decision-making (p<0.05). But the difference between the two groups regarding the career identity variable was insignificant. Obsessive-compulsive disorder plays a significant role in career development and career decision-making. Differential analysis showed that the research variables explain approximately 50% of the group membership variance. Therefore, focusing on these variables in job counseling for obsessive individuals is very important.

In a world where the phenomenon of job loss is spreading rapidly, it is essential to be willing to invest continuously in a diverse career path that will lead to savings in human, social and psychological capital.

The aim of this study was to compare the effectiveness of Acceptance and Commitment Consulting (ACT) and Constructivism Consulting in orienting the diverse career path of contract employees of an industrial company

The quasi-experimental research design was pretest-posttest with a control group. The statistical population included all contract employees of an industrial company, 36 of whom were selected by random sampling method and randomly assigned to two experimental groups and a control group (12 people in each group). The experimental groups underwent commitment and acceptance training as well as constructivism counseling training for eight sessions per week. Data were collected using the Various Career Questionnaire (PCAS) and analyzed by analysis of Variance.

Findings showed that acceptance and commitment-based training (ACT) and training based on constructivist approach have an effect on the formation of protean career orientation of contract employees in the self-directional subscales of career path management and value motivation.

From the findings of this study, it is concluded that both types of training, depending on the situation, can be used by organizations and industries to increase the adaptability and attitude of the diverse career path of employees.

Cognitive reserve has been created to explain individual differences in vulnerability to brain changes and differences in the occurrence of clinical symptoms. The purpose of this study was to develop and validate a tool to measure the cognitive reserve of the elderly and compare it in two healthy and mild cognitive impairment groups.

The research method was survey and causal-comparative. After studying the theoretical foundations of cognitive reserve and available tools, the desired scale was created and its face and content validity were reviewed and approved by four geriatricians. This scale was performed on 100 elderly people (female=53, male=47) with a mean age of (68.23±6.30) selected by the available sampling method in 2019. Reliability was assessed by Cronbach's alpha coefficient and the retest method. Validity was tested by concurrent validity (correlation) and diagnostic validity (discriminant analysis). The correlations of subscales with each other and with the total score were also calculated. Finally, the difference between the two groups (independent t-test) and the prediction of cognitive status (multiple regression) were also examined.

The results showed the Cronbach's alpha coefficient of α=0.623, retest reliability of 0.839, concurrent validity of 0.616 with cognitive reserve index questionnaire, diagnostic validity of 0.432, the cut-off point of 44, sensitivity of 61.2, and specificity of 62.7. The correlations of subscales with the total score were significant (r=0.654 for educational achievement, r=0.54 for job complexity, and r=0.947 for leisure activities (p<0.01)). The mean of cognitive reserve in the healthy group compared to mild cognitive impairment was higher (p<0.001) and regression analysis was significant for two variables of age and cognitive reserve (p<0.01).

The findings indicate the optimal validity and reliability of the elderly cognitive reserve scale. Due to the limitations of foreign tools and the design of the elderly cognitive reserve scale by Iranian culture, it is recommended for research in the fields of cognitive science and aging.

The purpose of this study was to compare the effectiveness of counseling based on the well-being of the job pathway with the constructivist theory of the job pathway on the well-being and job-adaptability of the employees. The study was a semi experimental design with pretest-posttest design with control group. The statistical population consisted of all employees of Shahid Beheshti University in Tehran. Sampling was done voluntarily and among volunteer staff for career guidance counseling. Then, the selected individuals were randomly assigned to two experimental groups (counseling group based on career path and constructivist group) and one control group (Each group is 15 people). The data were collected using the job welfare questionnaire (researcher-made) and job adaptability (Savicas and Porfelli, 2012). To investigate the research data, descriptive statistics (central tendency and dispersion) and Inferential statistics including multivariate analysis of variance analysis with repeated measurements were used. The findings showed that counseling based on the well-being of the job pathway was effective on the job well-being of the employees, but the constructivist theory of the job path had no significant effect on the worker's job well-being, but both interventional counseling based on the well-being of the career path and path constructivism theory The job was influenced by the adaptability of employees' career paths. It can be concluded that counseling based on the well-being of the job path on the adaptability and well-being of the job path and structuralism theory has an impact on the adaptability of the job path and these two approaches can be used to promote health and well-being as well as adaptation The better the staff use.

In this qualitative research, using summative content analysis are explored patterns and methods for identifying aptitude in psychological and educational literacies. To do this, firstly took notes by referring to texts, materials, and topics related to how to recognize aptitudes. Then, the collected data was coded and stratified. The research findings arrange into four main categories: identification patterns, general identification steps, identification sources, and identification methods and techniques. The result findings showed that thirteen popular patterns in psychological and educational resources are fund for the description of aptitude. All of which, despite their differences, follow five general steps through their identification processes, including screening, collecting evidence, placement, mending, and differentiating. By using whole five different resources Such as Parents, Teachers, Peers, Individuals, and Specialists, and also fifteen methods and techniques, These patterns take action to recognize aptitude.

Protean career orientation is a type of career path has emerged in the transition from the traditional to the contemporary world. This orientation has provided the basis for the formation of flexible personalities, known as the two main features of 'self-management' and ' value-driven. The influence t of culture on the characteristics of individuals with protean orientations in different societies has been underestimated. On the other hand, in respect of the conceptual and functional affinities of protean career orientations and the entrepreneurship, it is needed to determine the conceptual distinctions between these two paths. The purpose of this study was to provide the answers for the below questions. Question 1: What are the characteristics of people with protean career orientation in Iran and question 2: What is the difference between the concept of protean career path and the concept of entrepreneurship?

To answer the first question, the characteristics of individuals with the protean career path were evaluated using the qualitative approach and the grounded theory analysis method.

Three main features and eleven sub-features were obtained for individuals with protean occupational orientation; two of them were consistent with those mentioned in protean career path theory.

The results of this study indicate that the specific characteristics of the Iranian society have led to the emergence of special abilities in people with protean career path. The results of a comparative investigation between entrepreneurs and people with protean career orientations also show that, despite the similarities between them, there are fundamental differences in the level of conceptual paradigm and behavioral strategies between the protean career path and entrepreneurship.

The purpose of this study was to compare the effect of career training based on vocational personality theory and career construction theory on children's career adaptability from the life design perspective.

The research design was quasi-experimental with the follow-up stage. The statistical population of the study was all primary school boys aged 13-10 years in the academic year of 2017-18 in Esfahan city among them 72 people were selected by purposive sampling method based on inclusion criteria and randomly divided into 3 groups of 24 individuals in the career intervention group based on job personality theory, career construction theory, and control group. The children in the experimental group participated in 8 sessions of 45 minutes, but the control group received no intervention. Participants responded to career adaptability scale-short form (Maggiori, Rossier, Svickas, 2015) in 3 stages. Research data were analyzed using analysis of variance with repeated measures.

The results showed that career counseling based on construction theory more effectively increases the career adaptability and the components of concern, control, and curiosity in male students while career counseling based on personality theory has only had a significant effect on the overall score of career path adaptation.

According to the results, career construction counseling based on construction theory and counseling based on job personality theory can be used to design life patterns and adaptability of children's career trajectories.

The purpose of the current study was to investigate the effectiveness of career social cognitive counseling on career goal engagement of individuals with visual impairment.

Statistical population included all visual impairment individuals who were between 18-40 years old and lived in Isfahan city. The sample includes two people with visual impairment (one male and one female) that selected using purposeful non-random sampling. Data collected using career goal engagement scale. This research was a single-subject experimental design in form of an AB design. In this method, after the baseline condition, career counseling based on Social Cognitive Career Theory presented during 10 sessions. Data was analyzed based on descriptive statisticschr('39') and visual analysis indices.

Visual analysis using the index of percentage of non-overlapping data (PND) indicated that intervention had an effective on career goal engagement of both participants.

By considering the presence of different barriers in the lives of individuals with visual impairment and the importance of career goal engagement, the vocational rehabilitation counseling based on Social Cognitive Career Theory can be an effective intervention for encouraging individuals with visual impairment to commit to their career goals. This intervention can be applied in rehabilitation services centers for individuals with visual impairment.

The experience of transitions as a feature of new career paths highlights the need for innovation in interventions. Among the new interventions, life design interventions with the aim of changing career narratives can be stated. the present study was conducted for 2 purposes. The first goal was to examine the impact of career narrative interventions based on my career story (MCS) and pictorial narratives (PN) on future career autobiography (FCA), and the second goal was to study how these interventions affect the successful transition through making a change in agency and reflexivity. The research method used in this study was qualitative and it was a case study. This study deeply examined the impact of interventions based on my career story and pictorial narratives on a case study that took place in 4 sessions. Data collection methods included in-depth interviews, observation, and document recording. The changes made in the future career autobiography were studied using the future career autobiography form (Rehfuss,2009) as a pre-post intervention comparison. Comparing the pre-post intervention in the case under study, reported that 2 kinds of changes have happened: thematic changes in the future career autobiography form in General Interests to More Specification and Disregard to Direction Theme. The results of the study show that the use of narrative interventions (MCS) and (PN) in the form of a single intervention is useful for the development of the studied futuristic career narratives. Also, making changes in agency and thinking has helped him with transition through college successfully.

This study aims to investigate the relationship between academic self-concept and academic engagement of students with regard to the mediating role of academic self-efficacy and self-regulatory learning approaches. This paper is applied in terms of purpose, and is correlational in terms of method. The statistical population consists of 41,876 male students of Isfahan studying the first high school in 2016–2017. A sample of 979 individuals were selected via cluster sampling in several phases. The Academic Engagement Questionnaire (AEQ), the School Self-Concept Inventory (SSCI), the Academic Self-Efficacy Inventory (ASEI), and Motivated Strategies for Learning Questionnaire (MSLQ) were applied in order to collect data. The data was analyzed by using structural equation modeling method and by employing SPSS and Amos statistical software. The results of the analysis indicated that academic self-concept, academic self-efficacy, and self-regulatory learning approaches had a direct impact on academic engagement. In addition, self-concept had an indirect relationship with academic engagement in two ways of academic self-efficacy and academic self-regulatory learning approaches. Therefore, academic self-concept, academic self-efficacy, and academic self-regulatory learning approaches must be considered to increase academic engagement in students.

The present study with the aim of career counseling based on acceptance and commitment therapy in challenges for woman’s occupation and their career life quality in Iranian industry is performed. Semi-experimental, pretest, posttest, and control group was held in the study. All women working in Zob Ahan in Isfahan city formed the ovulation of the study and by random sampling 30 women were chosen, put into two groups of 15as control and experimental. Researcher made questionnaire was used as the data collecting tool. SPS21 and covariance were used as data analysis techniques. Results showed that job consultation based on acceptance and commitment therapy (ACT) has significant effect on challenges in women’s job, but not on the quality of their occupational life.

In order to assess the symptoms of bipolar disorder and to construct an inventory, this study was performed on 108 people from two sample groups (53 non-clinical participants) (55 participants with bipolar disorder) who were selected by a purposive sampling method.

In order to evaluate the reliability of this 74-item of the inventory, the method of internal consistency and temporal stability was used. Factor analysis and content, structure and convergent validity of the bipolar disorder symptom inventory were also examined.

Cronbach’s alpha coefficient was 0.91 (N = 55, in the bipolar sample) and 0.83 (N = 53, in the non-clinical sample), respectively, and P<0.05, which indicated the appropriate internal consistency of this instrument. Also, to evaluate the temporal stability of the inventory, 35 participants (a combination of both non-clinical groups and participants with bipolar disorder) were randomly selected from 108 participants and the inventory for the second time and seven weeks after the first time was filled. The correlation coefficient of the total scores of the inventory between the first and second time was r = 0.91, P <0.01, which indicates a very good stability of this inventory. The convergent validity of this inventory was assessed with the Career Problems Inventory–Bipolar Disorder form (CPI-BD) and the correlation of the total score of the career problems inventory–bipolar disorder form with the total score of the Bipolar Disorder Symptoms Inventory (BDSI) in non-clinical sample and bipolar sample, respectively was (r = 66), P <0.0001, N = 53 and (r = 66, P <0.0001, N = 53). In factor analysis of the inventory using varimex rotation, eight subscales were extracted, which include: communication problems, neuroticism, change seeking, instability, restlessness, euphoria, dysfunctional problem perception and depressive thoughts.

The bipolar disorder symptom inventory is a valid and reliable tool to assess and diagnose bipolar disorder symptoms.

The purpose of this study was to investigate the effect of career adaptability counseling  on academic engagement  and performance.

The method of this study was quasi-experimental with pre-test, post-test and follow up design with a control group. The statistical population of the study consisted of all first-grade male students in Isfahan middle schools in the 2017-18 academic year. Fifty students were randomly selected and allocated randomly into two experimental (n=25) and control (n=25) groups. Pre-test was performed for both groups. The experimental group received seven 75-minute career adaptability counseling sessions using Savikas’s career counseling method (Hartong & Vess, 2016). The post-test was administered at the end of counseling sessions. Then the follow-up test was performed for both groups after one month. Academic engagement questionnaire (Arshambolt, et al., 2009) was used to measure the academic engagement. Also, the mean grades on final exam during the first semester  and on the midterm exam in the second semester were considered as post-test evaluation. Similarly, second semester final exam grades were used as follow up of studentschr('39') academic performance. The results of variance analysis with repeated measurement indicated that career adaptability counseling  had an impact on academic engagement and performance. Furthermore, paired comparison test in three stages of pre-test, post-test and follow-up showed that the mean scores increased in the post-test (p <0.01) and remained stable into the follow-up. The results of the present study indicate that career adaptability counseling is an effective method for increasing the impact of academic engagement and performance.

The purpose of this study was predicting career adapting indices including career exploration, career planning, career decision-making self-efficacy, and career networking behaviors based on career adaptability dimensions adaptability's dimensions. The research method was descriptive and correlational. Statistical Population was university students of Isfahan. From studied population a sample size of 450 students were selected through stratified sampling method proportional to volume. The Research tools were career adaptability scale (Savickas & Porfeli, 2012), career exploration survey (Stumpf, Colarelli & Hartman, 1983), career planning scale (Gould, 1979), career decision making self-efficacy scale (Betz, Klein & Taylor, 1996) and career networking behavior scale (Forret & Dougherty, 2001). Dimensions Results based on stepwise linear regression indicated that among adaptability, concern, control and confidence significantly predicted 37 percent of career planning variance. Also concern, confidence and curiosity significantly predicted 34 percent of career exploration variance. On the other hand, confidence and concern significantly predicted 20 percent of career networking behaviors. Also control, concern and confidence significantly predicted 55 percent of career decision making self-efficacy variance. Overall, the results showed the important role of career adaptability and its dimensions on predicting career adapting including career exploration, career planning, career decision-making self-efficacy and career networking behaviors.