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Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment

Occupational psychology

Industrial & organizational psychology

Career change Career development Career management Employment history Employment tests Group dynamics Human factors Job applicant screening Job applicant attitude Job characteristics Job enrichment Job involvement Job satisfaction Leadership Occupational adjustment Occupational aspirations Occupational attitudes Occupational choice Occupational exposure Occupational guidance Occupational health psychology Occupational interests Occupational mobility Occupational preference Occupational safety Occupational status Occupational stress Occupational success Occupational tenure Organizational Development Personnel psychology Work (attitudes toward) Work load Work related illness Work rest cycles Work scheduling Working conditions Family work relationship Vocational education Vocational maturity This box: view • talk • edit

Career development relates to the formation of work identity and patterns of decion making around career choice as peoples careers progess. This process is affected by a number of factors including education, occupational aspirations, occupational attitudes work experience, job satisfaction, working conditions.

In organizational development (or OD), the study of career development looks at:

• how individuals manage their careers within and between organizations
• and how organizations structure the career progress of their members

Figures in career developmentEdit

• John L. Holland
• Frank Parsons
• Edgar Schein

See alsoEdit

• Holland Codes
• Personnel placement
• Personnel promotion
• Personnel training
• Professional development
• Professional identity
• Professional specialization

External linksEdit