The concept of career motivation initially presented by London (1983) integrates individual differences into three domains: career resilience, career insight, and career identity. This serves as an organizing framework in which to understand and enhance the effects of situational conditions on career decisions and behavior. This article summarizes London's career motivation theory, describes assessment center and paper-and-pencil measures of the career motivation domains, presents a study showing the convergent validity of three measures, and reviews research findings. Suggestions are made for future research and practice.
No takes yet. Share an insight, caveat, or question.
London et al. (1997) studied this question.
Synapse has enriched 3 closely related papers on similar clinical questions. Consider them for comparative context: