choice formation and implementation (for instance, discrimination
in hiring, “glass ceiling” obstacles, or cultural practices wherein
career decisions are deferred to one’s parents or elders). These direct
influences are represented by the solid-line paths from contextual
variables to goals and actions in Figure 7.2.
As we will discuss later, the contextual aspects of SCCT’s
choice model highlight the value of interventions aimed at assist-
ing career clients to negotiate barriers to, and marshal support for,
their career choices. Research suggests that familial and other social
influences can have an important bearing on career choice (Ferry,
Fouad, & Smith, 2000; Lent et al., in press; Tang, Fouad, & Smith,
1999), and that career decision makers perceive barriers and sup-
ports to their career aspirations and performances (McWhirter,
Torres, & Rasheed, 1998; Richie, Fassinger, Prosser, & Robinson,
1997). Proactive barrier-coping and support-building interventions
may, therefore, be particularly helpful for those persons who are
most likely to encounter oppressive conditions in educational or
work environments (Chartrand & Rose, 1996; Hackett & Byars,
1996).
Summary. SCCT’s model of career choice holds that interests are
typically related to the choices that people make and to the actions
they take to implement their choices. In other words, all else being
equal people will choose (develop choice goals for) occupations in
which they are interested. The model also states, however, that
choices are affected as well by contextual influences and by other
person variables. For example, people will be more likely to have to
compromise their interests in making career choices if they perceive
that their environment is not supportive of their choice or if they
perceive significant barriers to entering and prospering in careers
that most interest them. When people perceive a need to compro-
mise their interests because of limited opportunities, insurmount-
able barriers, or a nonsupportive environment, their choices will be
made primarily on the basis of job availability, self-efficacy beliefs,
and outcome expectations. In other words, when people cannot
276 CAREER CHOICE AND DEVELOPMENT