Career choice interventions typically rely on methods for matching people to work environments based on a century-old three-step prescriptive formula (e.g., self-exploration, occupational exploration, self-occupation comparison). Although Parsons' (1909) formula is still useful as a general guide to career choice intervention, it also has a number of limitations, particularly in the contemporary work world. For example, simple matching methods do not adequately consider rapid changes in technology and in the global economy that can destabilize initial career choices. Neither do they take into account contextual barriers, person factors (e.g., negative affect), or human reasoning processes that sometimes impede career decision-making. We suggest several ways to update career choice interventions, in particular, by (a) more fully integrating concepts from cognitive psychology (e.g., decisional heuristics) with decision-making models in vocational psychology, (b) taking a comprehensive approach to assessment, and (c) emphasizing preparedness for career disruptions. These suggestions coalesce within an integrated content-process-context framework for career choice assessment and intervention. We describe the framework's main elements and cite directions for research and practice innovation intended to promote career sustainability amidst uncertainty about the availability of stable and secure work in the future.

职业选择干预通常依赖于基于百年历史的三步骤规定式公式（例如，自我探索，职业探索，自我职业比较）使人们与工作环境匹配的方法。尽管Parsons（1909）的公式仍然可以作为职业选择干预的一般指南，但它也有很多局限性，特别是在当代工作世界中。例如，简单的匹配方法无法充分考虑技术和全球经济的快速变化，而这可能会破坏最初的职业选择。他们也没有考虑到有时会阻碍职业决策的背景障碍，人为因素（例如负面影响）或人类推理过程。我们建议了几种更新职业选择干预措施的方法，特别是，（a）将认知心理学（例如，决策启发法）中的概念与职业心理学中的决策模型更充分地整合在一起；（b）采取综合方法进行评估，以及（c）强调职业破坏的准备。这些建议在一个整合中融合内容过程上下文框架，用于职业选择评估和干预。我们描述了该框架的主要元素，并列举了研究和实践创新的方向，这些创新和实践旨在在不确定未来能否获得稳定和安全的工作的情况下促进职业可持续性。