Purpose – This paper aims to link fndings from laboratory-based decision-making research and decision-making competence (DMC) aspects that may be central for career-related decision-making processes. Past research has identifed individual differences in rational responses in decision situations, which the authors refer to as DMC. Although there is a robust literature on departures from rational responses focused on heuristics and biases (H&B) in decision-making, such evidence is largely confned to group-level differences observed in psychology laboratories and has not been extended to the realm of career development and workforce behavior. Design/methodology/approach – By frst introducing the concept of DMC and contextualizing it within organizations and the work environment, the paper outlines a review on recent development concerning debiasing interventions in organizations and provides insights on how these may be effective with regard to organizational performance and individual career development. Findings – The contribution presents a perspective to improve knowledge about career decision-making competence (C-DMC) by presenting an approach linking decision-making research to interventions aiming at managing H&B and systematic misperceptions in career processes. Originality/value – This contribution is one of the few linking decision-making research to the applied context of organizations and of career competences. Moreover, while some research has treated decision-making skills as traits, this contribution provides support to consider them developable as competencies.
|Titolo:||The career decision-making competence: a new construct for the career realm|
|Data di pubblicazione:||2017|
|Appare nelle tipologie:||01.01 Articolo in Rivista|