Social Cognitive Career Theory

Robert W. Lent, Steven D. Brown & Gail Hackett

In: Encyclopedia of Career Development

Social Cognitive Career Theory

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  • Social cognitive career theory (SCCT) is a relatively new theory that is aimed at explaining three interrelated aspects of career development: (1) how basic academic and career interests develop, (2) how educational and career choices are made, and (3) how academic and career success is obtained. The theory incorporates a variety of concepts (e.g., interests, abilities, values, environmental factors) that appear in earlier career theories and have been found to affect career development. Developed by Robert W. Lent, Steven D. Brown, and Gail Hackett in 1994, SCCT is based on Albert Bandura's general social cognitive theory, an influential theory of cognitive and motivational processes that has been extended to the study of many areas of psychosocial functioning, such as academic performance, health behavior, and organizational ...

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    • Abilities
    • Academic advising
    • Aspirations in career decisions
    • Electronic employment screening
    • Age Discrimination in Employment Act of 1967 (ADEA)
    • Affirmative action
    • Anticipatory socialization
    • Antisocial work behaviors
    • American Counseling Association
    • Culture and careers
    • Industrial Revolution
    • Burnout
    • Career
    • Boundaryless career
    • Blue-collar workers
    • Family background and careers
    • Career anchors
    • Career construction theory
    • Careers and health
    • Leadership Development
    • Expatriate experience
    • American Psychological Association
    • Boundaryless career
    • Assimilation and mutual acceptance
    • Age discrimination
    • Civil Rights Act of 1964
    • Employment advertising
    • Career appraisal
    • Apprenticeships
    • Allport-Vernon-Lindzey Study of Values
    • Armed Services Vocational Aptitude Battery (ASVAB)
    • Assessment centers
    • Career decision-making styles
    • Exit interview
    • Civil Rights Act of 1991
    • Age Discrimination in Employment Act of 1967 (ADEA)
    • Bridge employment
    • Churning of jobs
    • Center for Creative Leadership
    • Globalization and careers
    • Learning organization
    • Child care practices
    • Circumscription and compromise
    • Career as a calling
    • Low-income workers and careers
    • Single parents and careers
    • Career mobility
    • Cognitive information processing in career counseling
    • Crossover effect
    • Nepotism
    • International careers
    • National Career Development Association
    • Contingent employment
    • Career change
    • Biculturalism
    • Collective bargaining
    • Handwriting analysis in hiring
    • Career exploration
    • Career centers
    • Assessment centers
    • Bennett Mechanical Comprehension Test
    • Career coaching
    • Career goal
    • Informational interview
    • Domestic partner benefits
    • Civil Rights Act of 1964
    • Career indecision
    • Customized careers
    • Multinational organization
    • Organizational justice
    • Elder care practices
    • Erikson's theory of development
    • Career motivation
    • Socioeconomic status
    • White-collar work
    • Career salience
    • History of career studies
    • Emotional labor
    • Organizational politics
    • Virtual expatriates
    • Downsizing
    • Career interruptions
    • Civil Rights Act of 1991
    • Employment contracts
    • Integrity testing
    • Career indecision
    • Career counseling
    • Big Five factors of personality
    • Business simulations
    • Career counseling competencies
    • Career investments
    • Internal labor markets
    • Employment-at-will doctrine
    • Comparable worth
    • Career maturity
    • Employability
    • Procedural justice
    • Family and Medical Leave Act (FMLA)
    • Holland's theory of vocational choice
    • Career satisfaction
    • Career success
    • Metaphors for careers
    • Family-responsive workplace practices
    • Toxic leadership
    • Ethics and careers
    • Career plateau
    • Disability
    • Equal Employment Opportunity Commission (EEOC)
    • Internet career assessment
    • Career strategy
    • Career education
    • Butcher Treatment Planning Inventory (BPTI)
    • California Psychological Inventory
    • Career intervention outcomes
    • Environment awareness
    • Internet recruitment
    • Equal Pay Act
    • Disabilities among college students
    • Career transition
    • Job security
    • Flexible work arrangements
    • Minnesota Theory of Work Adjustment
    • Copreneurship
    • Entrepreneurship
    • Occupational choice
    • Job sharing
    • Knowledge work
    • College student career development
    • Diversity in organizations
    • Fair Labor Standards Act (FLSA)
    • Job fairs
    • Human capital
    • Career-planning workshops
    • Campbell Interest and Skill Survey
    • Career anchors
    • Child care practices
    • Impression management
    • Job interviews
    • Family and Medical Leave Act (FMLA)
    • Equal Employment Opportunity Commission (EEOC)
    • Continuing professional education
    • Outsourcing and offshoring
    • Part-time employment
    • Person-environment fit (P-E fit)
    • Job involvement
    • Job satisfaction
    • Positive organizational scholarship
    • Stress at work
    • Protean career
    • Crystallization of vocational self-concept
    • Equal Pay Act
    • Hostile working environment
    • Job search
    • Individual career management
    • Compensation
    • Career decision-making styles
    • Career Decision Scale (CDS)
    • Computer-based career support systems
    • Occupational choice
    • Knowledge, skills, and abilities (KSAs)
    • National Labor Relations Act (NLRA)
    • Gender and careers
    • Derailment
    • Psychological contract
    • Telecommuting
    • Reinforcement theory
    • Lockstep career progression
    • Morale
    • Social cognitive career theory
    • Two-career relationships
    • Spirituality and careers
    • Early career stage
    • Glass ceiling
    • Sweatshop labor
    • Networking
    • Occupational prestige
    • Continuing professional education
    • Career Development Inventory
    • Career maturity
    • Cooperative education
    • Occupational stereotypes
    • Occupational Information Network (O*NET)
    • Work/life litigation
    • Inequality
    • Early retirement
    • Team-based work
    • Unemployment
    • Social constructionism
    • Motivation and career development
    • Needs
    • Social learning theory of career development
    • Wellness and fitness programs
    • Technology and careers
    • Fast-track career
    • Lockstep career progression
    • Worker Adjustment and Retraining Notification Act of 1992 (WARN)
    • Occupational Outlook Handbook
    • Organizational entry
    • Cross-training
    • Career Thoughts Inventory
    • Cognitive Differentiation Grid
    • Elder care practices
    • Organizational image
    • Organizational entry
    • Wrongful dismissal
    • Multicultural organization
    • Identity
    • Workforce 2020
    • Work-family balance
    • Super's career development theory
    • Occupational commitment
    • Occupational professionalism
    • Vocational psychology
    • Work-family conflict
    • Job loss
    • Racial discrimination
    • Organizational image
    • Self-awareness
    • Employee assistance programs
    • Differential aptitude testing
    • Emotional intelligence
    • Employee participation in organizational decision making
    • Self-efficacy
    • Organizational staffing
    • Religious discrimination
    • Late career stage
    • Work-family enrichment
    • Organizational citizenship behavior
    • Organizational commitment
    • Work/life litigation
    • Leadership development
    • Reverse discrimination
    • Personnel selection
    • Self-esteem
    • Empowerment
    • FIRO-B
    • General Aptitude Test Battery (GATB)
    • Executive coaching
    • Self-leadership
    • Realistic recruitment
    • Sex discrimination
    • Lifelong learning
    • Workaholism
    • Protean career
    • Work ethic
    • Workplace romance
    • Lockstep career progression
    • Sexual harassment
    • Recruitment
    • Self-monitoring
    • Family-responsive workplace practices
    • Hall Occupational Orientation Inventory
    • Intelligence, schooling, and occupational success
    • Flexible work arrangements
    • Social capital
    • References for employment
    • Sexual orientation and careers
    • Mentoring
    • Work values
    • Workaholism
    • Middle career stage
    • Stereotyping of workers
    • Résumé
    • Specialty choice
    • Human resource information systems (HRIS)
    • Interests
    • Kuder Career Assessments
    • Human resource planning
    • Turnover
    • Unbiased hiring systems
    • Tokenism
    • Midlife crisis
    • Obsolescence of knowledge and skills
    • Unbiased hiring systems
    • Human resource support systems
    • Learning styles
    • Leisure interests
    • Internships
    • Organizational socialization
    • Phased retirement
    • Job challenge
    • Life Style Inventory
    • Life-Career Rainbow
    • Job design
    • Pygmalion effect
    • Retirement
    • Job-posting programs
    • Lifestyle preferences
    • Locus of control
    • Job rotation
    • Reverse mentoring
    • Role models
    • Job sharing
    • Machiavellianism
    • Minnesota Clerical Test
    • Leadership development
    • School-to-work transition
    • Self-concept
    • Mentoring
    • Minnesota Multiphasic Personality Inventory-2 (MMPI-2)
    • Multiple intelligences
    • Merit-based pay
    • Underemployment
    • Unemployment
    • On-the-job training
    • Myers-Briggs Type Indicator
    • Needs
    • Organizational career management
    • Welfare-to-work programs
    • Orientation
    • Occupational card sorts
    • Occupational classification systems
    • Outplacement
    • Part-time employment
    • Personal Globe Inventory
    • Personality and careers
    • Pay compression
    • Pay-for-performance reward systems
    • Proactivity
    • Rokeach Values Survey
    • Performance appraisal and feedback
    • Pygmalion effect
    • Self-Directed Search (SDS)
    • Sixteen Personality Questionnaire (16PF)
    • Quality of work life (QWL)
    • Redeployment
    • Stanford-Binet Intelligence Scale
    • Strong Interest Inventory
    • Retention programs
    • Retraining
    • Thematic apperception tests (TAT)
    • Tolerance for ambiguity
    • Reverse mentoring
    • Sabbaticals
    • Type A behavior pattern
    • Values
    • Strategic human resource management
    • Succession planning
    • Vocational Preference Inventory (VPI)
    • Wechsler Intelligence Scales
    • Telecommuting
    • Three-hundred-sixty-degree (360°) evaluation
    • Wonderlic Personnel Test
    • Work values
    • Training and development
    • Tuition reimbursement
    • Work Values Inventory
    • Vocational education
    • Wellness and fitness programs
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