Social Cognitive Career Theory (SCCT)

SCCT, developed by Robert Lent, Steven D. Brown, and Gail Hackett, integrates principles from cognitive psychology, social psychology, and career development to explain how individuals make career choices and pursue career goals. The theory emphasizes several key components:

1. Self-Efficacy Beliefs: Individuals’ beliefs about their capabilities to perform specific tasks or succeed in particular career pursuits. High self-efficacy leads to greater motivation and persistence in pursuing career goals.
2. Outcome Expectations: Individuals’ expectations about the consequences of their career-related actions. Positive outcome expectations increase the likelihood of engaging in activities that lead to desired career outcomes.
3. Personal Goals: Individuals’ aspirations and objectives related to their careers. Personal goals guide career decision-making and behavior.
4. Observational Learning: The process through which individuals acquire knowledge and skills by observing others’ behaviors and the outcomes of those behaviors. Observational learning plays a significant role in career development by providing models for career-related behaviors and strategies.
5. Social Influences: The influence of parents, peers, teachers, and other social agents on individuals’ career choices and actions. Social support and encouragement can enhance career decision-making and goal pursuit.

Overall, SCCT suggests that career development is influenced by cognitive processes (such as self-efficacy beliefs and outcome expectations), social factors (such as observational learning and social influences), and individual behaviors (such as goal setting and decision-making).