Journal articles on the topic 'Career changes'
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Nayee, Shalini, Alice P. Calvert, and Jennifer E. Gallagher. "Dental careers: changes, choices and challenges." Faculty Dental Journal 5, no. 4 (October 2014): 164–71. http://dx.doi.org/10.1308/204268514x14096686726201.
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Dentists in the United Kingdom have a wide range of career choices available, with opportunities in primary care, community/salaried/public dental services, hospital and academia. This luxury of choice is often touted as desirable but is the multitude of career pathways, in combination with frequently changing recruitment processes, structures and systems, a source of confusion? If you’re at the start of your career (or could do with an update), read on for a straightforward explanation of the dizzying world of dental careers.
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Mihajlović, Dubravka, and Aleksandra Popović. "Karijerno vođenje i savetovanje u evropskim dokumentima." Obrazovanje odraslih/Adult Education 12, no. 2 2012 (2012): 27–46. http://dx.doi.org/10.53617/issn2744-2047.2012.12.2.27.
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Traditionally understood careers, are now being opposed to the concept of modern careers which brings along a great number of changes in the process of carrer guidance and counseling. Career guidance and counseling thus becomes recognized as an instrument of change on a personal and social level. Also, the process is recognized as a lifelong process. The paper discusses the career guidance and counseling. in the terms of European documents. Research of European documents was conducted to examine the main characteristics of carrer guidance an counseling for adults, which are listed in these documents, more accurately, identification of the activies and the holders of career guidance and counseling, and also identification of the target groups which are included in the process. Identification of these aspects is recognized as an important resource in the understanding of the new tendencies in this area.
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Chang, Christina Ling-Hsing, Victor Chen, Gary Klein, and James J. Jiang. "Information system personnel career anchor changes leading to career changes." European Journal of Information Systems 20, no. 1 (January 2011): 103–17. http://dx.doi.org/10.1057/ejis.2010.54.
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Cybal-Michalska, Agnieszka. "Constructing a career as a process of investing in its portfolio." Studia Edukacyjne, no. 40 (June 15, 2016): 7–19. http://dx.doi.org/10.14746/se.2016.40.1.
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Multicontextual social changes imply definitely new ways of interpretation and determine reflections about the condition of contemporary humans, including the human being as “a manager” of his own career. A society has become an area where individuals can show their initiative. A contemporary study of careers demands the inclusion of multicontextual changes in the job world. These changes face employees with new requirements. The most important ones are the increase of the role attached to a career and the ability to plan, manage and monitor one’s own career in a lifelong perspective. Considerations about a career cannot leave out the issue of the subjective sense that an individual finds in one’s own career in the context of possibilities that a man can have a satisfactory career. The world of careers is a world of numerous micro-changes. In the “portfolio” of micro-changes, the time between changes is reduced and after a period of stability renewed separation comes increasingly quickly.
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Iida, Saea. "Changes in Career Consciousness with Career Interview." Proceedings of the Annual Convention of the Japanese Psychological Association 81 (September 20, 2017): 2C—086–2C—086. http://dx.doi.org/10.4992/pacjpa.81.0_2c-086.
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Haase, Sandra, Erica Thomas, and Jan Francis-Smythe. "Applying career competencies in career management." Assessment and Development Matters 5, no. 1 (2013): 2–5. http://dx.doi.org/10.53841/bpsadm.2013.5.1.2.
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Changes in the labour market mean that individuals are increasingly required to take more responsibility for their own careers. In order to do so, they have to develop the skills and abilities necessary to secure employability. However, many employees need help in managing their careers (Kidd et al., 2004). One effective way of supporting individuals in their career development is though career guidance emphasising competencies. This article follows a previous article (Haase at al; ADM, 2012) and presents a recent study into the development of career competencies in police officers.
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Bimrose, Jenny, Antje Barabasch, Alan Brown, and Rachel Mulvey. "Mid-career changes symposium." British Journal of Guidance & Counselling 43, no. 3 (May 11, 2015): 255–62. http://dx.doi.org/10.1080/03069885.2015.1037098.
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Masdonati, Jonas, Geneviève Fournier, and Imane Zineb Lahrizi. "The Reasons Behind a Career Change Through Vocational Education and Training." International Journal for Research in Vocational Education and Training 4, no. 3 (November 22, 2017): 249–69. http://dx.doi.org/10.13152/ijrvet.4.3.4.
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We report the results of qualitative research on adults who enrolled in a vocational and education training (VET) program with the intention of changing their careers. The participants were 30 adults aged between 25 and 45 years. A modified version of the consensual qualitative research method was applied to transcriptions of semi-structured interviews with the participants. There appeared to be two main reasons underlying the decision to enrol in a VET program with the aim of initiating a career change. Based on the reasons given, two groups (career changers and proactive changers) and five distinct categories were recognized. The career changers included individuals who wished to change careers due to dissatisfaction with their current situation. In this group, the decisions were motivated by either health problems or personal dissatisfaction. The proactive changers included individuals who wished to reorient their career because of a desire to undertake new projects. In this group, there were three categories of reasons: a wish to attain better working conditions, a search for personal growth and a desire to have an occupation that fitted the person’s vocation. Thus, the participants reoriented their careers according to various motivations, pointing to the existence of a heterogeneous population and the complexity of the phenomenon. The results highlight the importance of understanding the subjective reasons behind career changes and the need to adjust career interventions accordingly.
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Biegańska, Katarzyna. "Professional Career Breakthrough and Its Determinants." Kwartalnik Ekonomistów i Menedżerów 40, no. 2 (April 1, 2016): 29–44. http://dx.doi.org/10.5604/01.3001.0009.4424.
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Changes in the modern labor market and changes in human motives resulting from the development in the course of life, contribute to the profound changes in their careers. It is necessary to continuous education and openness to new experiences. The presented article includes a theoretical discussion on determinants of decision‑making process concerning a career breakthrough. The author formulates the concept of career breakthrough and reviews empirical research into the tendency to make changes in the course of one’s career with particular emphasis on subjective causes. There are also important growth factors, environmental, individuality – environment. Also included is the role of trade unions and the preferred type of career.
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Törn-Laapio, Anne, Marianne Ekonen, and Pia Heilmann. "Tourism and Hospitality Industry Employees' Experiences of Career Shocks and Career Resilience." International Conference on Tourism Research 7, no. 1 (March 11, 2024): 419–25. http://dx.doi.org/10.34190/ictr.7.1.2197.
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Employees in the tourism and hospitality industry (THI) have experienced a wide range of sudden changes that have had various impacts on their careers. Career shocks are disruptive and extraordinary events often caused by factors outside the focal individual’s control and that trigger a deliberate thought process concerning one’s career. Although career shocks are usually difficult to predict, we can prepare ourselves in advance by developing career resilience. Career resilience refers to an individual's ability to adapt to new situations, overcome negative ones and recover from changes. Research is exceptionally important, especially from the perspective of the THI, which has suffered from a wide range of crises which have caused a significant decrease in workforce engagement and labour shortages. This research aimed to study the experiences of THI employees in career shock situations and how career resilience has affected these situations. The research questions were: What kind of career shocks have employees experienced during their careers? What kind of consequences have these career shocks had on employees’ careers? How have career shock situations strengthened their career resilience? This study was conducted based on a narrative approach and the data consisted of 30 career narrative writings of the students of the Tourism and Hospitality Management master’s degree programme. A three-phase qualitative inductive content analysis was used as an analysis method. The results suggest that employees have experienced a wide range of career shocks during their careers, partly because the THI and workplaces have been sensitive to change. According to the data, career shocks could be categorised into global, organisational, and individual level shocks. Employees experienced career shocks and their consequences mainly positively. In addition, the experiences of surviving career shock situations strengthened individuals’ career resilience in many ways. This study highlights the importance of understanding individuals' experiences of career shocks and the ways to prevent uncertainty to retain employees in the workplaces and an industry suffering from labour shortages.
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Rosenzweig, Emily Q., Cameron A. Hecht, Stacy J. Priniski, Elizabeth A. Canning, Michael W. Asher, Yoi Tibbetts, Janet S. Hyde, and Judith M. Harackiewicz. "Inside the STEM pipeline: Changes in students’ biomedical career plans across the college years." Science Advances 7, no. 18 (April 2021): eabe0985. http://dx.doi.org/10.1126/sciadv.abe0985.
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Researchers often invoke the metaphor of a pipeline when studying participation in careers in science, technology, engineering, and mathematics (STEM), focusing on the important issue of students who “leak” from the pipeline, but largely ignoring students who persist in STEM. Using interview, survey, and institutional data over 6 years, we examined the experiences of 921 students who persisted in biomedical fields through college graduation and planned to pursue biomedical careers. Despite remaining in the biomedical pipeline, almost half of these students changed their career plans, which was almost twice the number of students who abandoned biomedical career paths altogether. Women changed plans more often and were more likely than men to change to a career requiring fewer years of post-graduate education. Results highlight the importance of studying within-pipeline patterns rather than focusing only on why students leave STEM fields.
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Ravn, Karen. "Career changes: Open for business." Nature 514, no. 7523 (October 2014): 523–25. http://dx.doi.org/10.1038/nj7523-523a.
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Bizet, Ivan, Louis Laurencelle, Jean Lemoyne, Richard Larouche, and François Trudeau. "Career Changes Among Physical Educators." Research Quarterly for Exercise and Sport 81, no. 2 (June 2010): 224–32. http://dx.doi.org/10.1080/02701367.2010.10599669.
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Moore, Jo Ellen, Susan E. Yager, Mary Sumner, and Galen B. Crow. "Facilitating career changes into IT." Communications of the ACM 44, no. 7 (July 2001): 70–73. http://dx.doi.org/10.1145/379300.379317.
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Järvensivu, Anu, and Jutta Pulkki. "Multiple job holding, societal change, and individual careers: Contributions to the chaos theory of careers." Australian Journal of Career Development 29, no. 1 (March 5, 2020): 67–76. http://dx.doi.org/10.1177/1038416219886710.
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The chaos theory of careers was applied to identify the connections between multiple jobholders’ careers and societal change. Multiple job holding is a form of employment that consists of two or more overlapping jobs. Six interviews with men born in the 1960s in Finnish North Karelia, whose multiple job holding included agricultural and forestry work, were analyzed. Our results showed that multiple job holding career development has societal connections and that the experiences of multiple job holding varied across individuals. Moreover, multiple job holding experiences and further career development endeavors were influenced by whether the multiple job holding career developed in line with or counter to societal changes. The study contributes to the chaos theory of careers by showing that self-similar fractal shapes can be identified both in individual careers and in societal changes by studying connective metaphors.
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Forbrig, Doreen. "What Keeps Them Interested? Influences on the Stability of Research Career Intentions in the Course of Academic Qualification." International Journal of Doctoral Studies 15 (2020): 217–35. http://dx.doi.org/10.28945/4537.
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Aim/Purpose: While scientists play a crucial role within modern knowledge societies, the attractiveness of scientific careers in Germany is moderate due to career uncertainty and the limited perspectives of long-term retention in academia. This study identifies (intra-individual) changes in the career intentions of early career researchers. Furthermore, supporting factors for the stability of research career intentions are shown. Background: Recent studies investigated early career researchers’ career intentions and predictors for their development in cross-section. These studies determine influences of individual factors, such as interests or self-efficacy beliefs, and organizational aspects like working and doctoral training conditions. By contrast, there is little knowledge about intra-individual changes in career intentions in the course of academic qualification. Methodology: Longitudinal data of 101 research associates at a German university were collected via survey questionnaires in 2016 and 2018. Descriptive analysis was used to investigate changes in career intentions in consideration of doctoral phases. Logistic regression was applied to predict the stability of research career intentions over time. Contribution: So far, research investigated the career intentions of early career researchers in Germany solely in cross-section. The present paper contributes in two ways. Firstly, intra-individual changes in career intentions are identified from a longitudinal perspective. Secondly, the stability of research career intentions is explained, considering various individual and contextual factors based on the Social Cognitive Model of Career Choice. Findings: Descriptive analyses illustrate the tendency of declining interest in scientific careers in the course of academic qualification. The stability of research career intentions is predicted by changes in attractiveness ratings of a professorship and subjective assessments of research abilities relative to peers. Changes in academic self-efficacy beliefs have no significant effect. Recommendations for Practitioners: Firstly, the attraction of and the path to a professorship must be structurally strengthened. Secondly, early career researchers should be supported in developing realistic assessments of their subjective research skills relative to peers. Mentoring in addition to academic supervision, mental support, or opportunities for peer counseling are expected to be valuable offers. Recommendation for Researchers: Researchers seeking to explain the career intentions of early career researchers should be aware of their changeability. Hence, they should be investigated in extended longitudinal studies. Furthermore, impostor feelings as influencing factors on career intentions need further research. Impact on Society: Research and knowledge are the basis for innovation and progress. In today’s knowledge society, research is in direct competition with both other countries and the private sector. In order to attract the “brightest minds” for academia, universities and research institutes must gain a deeper understanding of factors influencing the stability of research career intentions. Future Research: Future research should focus on specific instruments of promoting early career researchers and how they affect the development of realistic assessments of individual research skills. Moreover, international ECRs should be explicitly considered since a researchers’ visa status potentially affects career prospects and individual career intentions.
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KHAN, MAHFUZUR RAHMAN, and SUMAIYA BINTE EKRAM ESHA. "CHANGES IN CAREER PREFERENCES DURING COVID-19 PANDEMIC: A STUDY OF BUSINESS UNDERGRADUATE STUDENTS IN BANGLADESH." Journal of Business and Economic Analysis 04, no. 02 (December 2021): 177–92. http://dx.doi.org/10.1142/s2737566821500109.
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Purpose: This study attempts to investigate the change in career preference of business undergraduates of Bangladesh due to the ongoing COVID-19 pandemic. Design/Methodology: This study is an observational study, where 620 respondents’ data are collected and analyzed. Percentages of career preference changes and reasons for career preference changes of business undergraduates due to the ongoing COVID-19 pandemic are analyzed based on Dhaka, Bangladesh. The paired sample [Formula: see text]-test is used to define the significance of this study. Findings: Most of the preferred fields by the respondents in the coming years are MNCs and the banking sector. However, because of the major consequences of COVID-19, graduates plan to change their careers. More than average, all respondents are planning to change their career preferences to government services and business. The main reasons for the career preference of business graduates before COVID-19 were financial benefits and compensation, social status, and good career opportunities. Now they want a safe and secure source of income for their families and for themselves. Practical Implications: The results of the study can be useful for both academics in their quest to guide students in changes in career preferences and for governments and practitioners to understand the future career preferences of business graduates.
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Clarke, Marilyn. "Dual careers: the new norm for Gen Y professionals?" Career Development International 20, no. 6 (October 12, 2015): 562–82. http://dx.doi.org/10.1108/cdi-10-2014-0143.
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Purpose – The purpose of this paper is to use the kaleidoscope career model as a lens through which to explore the career choices and decisions of young professional couples and the strategies that they use to facilitate successful dual careers while attempting to balance their work and non-work lives. Design/methodology/approach – Data were gathered through face-to-face interviews with 18 couples. Couples were interviewed separately to explore how individual career values and choices shape decisions in partnership. Template analysis was used to identify career patterns as defined by the kaleidoscope career model. Findings – Gender-based patterns suggested by the kaleidoscope career model appear to be giving way to different patterns based on individual career aspirations, earning capacity and motivation within a dual career (as opposed to simply dual income) household. For some young professionals challenge and balance are equally important and so unlike the original interpretation of the KCM their careers reflect dual priorities not challenge followed by balance as their careers evolve. Research limitations/implications – The sample size is small and participants were recruited through purposeful sampling which may have resulted in a more homogeneous cohort than would have been achieved through random sampling. Practical implications – Changing demographic profiles and emerging social norms are changing the way Gen Y approach work and careers. Organisations and professional bodies need to respond to these changes through implementation of appropriate HR policies within supportive organisational cultures if they are to attract and retain young professionals. Social implications – This research is important because there is clearly a gap between changes at a societal level and the way in which organisations are responding to those changes. The paper provides insights into how public policy and organisational practices can be designed and implemented to meet the needs and expectations of Gen Y professionals. Originality/value – This study provides an insight into the way Gen Y professionals are navigating dual careers as opposed to dual incomes. It builds on and expands the kaleidoscope career model by showing that Gen Y professionals are less constrained by gender stereotypes than previous generations in their quest for challenge and balance and that some couples are determined to have both challenge and balance, not either/or.
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Sheath, Janet. "education and training of career coaches: A psychological model." Journal of the National Institute for Career Education and Counselling 30, no. 1 (March 1, 2013): 39–45. http://dx.doi.org/10.20856/jnicec.3007.
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The educational and professional development needs of career coaches are changing. These changes are discussed within a psychologically and contextually informed model. The model identifies a spectrum of career activities in which coaches work. The skills which career coaches need to support them in these range of roles is also presented. An argument is made that the changing nature of careers and career provision demands a broader and deeper range of career coaching skills. This view is supported by a psychological and contextual approach to career coach education.
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Zyberaj, Jetmir, Sebastian Seibel, Annika F. Schowalter, Lennart Pötz, Stefanie Richter-Killenberg, and Judith Volmer. "Developing Sustainable Careers during a Pandemic: The Role of Psychological Capital and Career Adaptability." Sustainability 14, no. 5 (March 7, 2022): 3105. http://dx.doi.org/10.3390/su14053105.
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The Coronavirus disease 2019 (COVID-19) has not only had negative effects on employees’ health, but also on their prospects to gain and maintain employment. Using a longitudinal research design with two measurement points, we investigated the ramifications of various psychological and organizational resources on employees’ careers during the COVID-19 pandemic. Specifically, in a sample of German employees (N = 305), we investigated the role of psychological capital (PsyCap) for four career-related outcomes: career satisfaction, career engagement, coping with changes in career due to COVID-19, and career-related COVID-19 worries. We also employed leader–member exchange (LMX) as a moderator and career adaptability as a mediating variable in these relationships. Results from path analyses revealed a positive association between PsyCap and career satisfaction and career coping. Furthermore, PsyCap was indirectly related to career engagement through career adaptability. However, moderation analysis showed no moderating role of LMX on the link between PsyCap and career adaptability. Our study contributes to the systematic research concerning the role of psychological and organizational resources for employees’ careers and well-being, especially for crisis contexts.
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Tikson, Shinta Dewi Sugiharti, Nadya Septiani Sahas, Sri Ulfa -, and Nurfadillah -. "Career Planning and Career Management: Case on Workforce in Makassar." Hasanuddin Economics and Business Review 5, no. 2 (October 31, 2021): 54. http://dx.doi.org/10.26487/hebr.v5i2.3133.
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Every employee has a career goal he or she wants to achieve. In achieving his or her career, an employee will explore all available opportunities. Career planning is an effort made by individuals in setting goals or achieving desired career goals. This includes activities such as analyzing the abilities possessed, interest in work, values, to identify goals that need to be achieved in supporting the desired career. Looking at the current reality, many companies are experiencing changes caused by the coronavirus pandemic. This problem is felt not only by companies but also by employees because it can hinder their careers. This research is expected to provide insights on individual career planning and the role of organization in career management. This study shows there is a significant relationship between career planning and career management.
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Hughes, Claretha, and Yuanlu Niu. "Preface: Shifting Career Realities and Navigating Career Journeys." Advances in Developing Human Resources 23, no. 3 (June 1, 2021): 195–202. http://dx.doi.org/10.1177/15234223211017847.
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The COVID-19, worldwide pandemic forced organization leaders and employees to shift their career realities. They had to determine ways to navigate their career journeys more rapidly. Human resource development (HRD) scholars and professionals are in positions to assist organization leaders and employees as they seek to succeed in their careers. The researchers are providing career theories, ideas, and recommendations for HRD scholars and professionals to expand their understanding of career development during and beyond the COVID-19 pandemic. Technological changes, remote work experiences, and psychological well-being are but a few of the challenges that have been exacerbated by the pandemic and are affecting the career journeys of organization leaders and employees. This article provides an overview of ways that the authors attempt to solve these concerns and help HRD scholars and professionals help organizations adjust to the shifting career realities.
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Rautio, Krista, Satu Uusiautti, and Sanna Hyvärinen. "Career development to construction site managerial positions in the construction field." Ammattikasvatuksen aikakauskirja 25, no. 2 (June 26, 2023): 20–33. http://dx.doi.org/10.54329/akakk.130984.
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This research explores career development in the construction industry. By showcasing the career narratives of managers of construction sites (N=21), the research unfolds which elements are significant in influencing career development and aims to increase the possibilities for construction workers to flourish in their careers and help make such careers more attractive. The career narratives were analyzed in two phases. First, the analysis of narratives showed that except for the various career experiences, the proximity of construction sites in the interviewees’ managerial career goals differentiated the narratives. Second, as a result of narrative analysis, three construction managerial career paths were identified: I) devotion to construction site management, II) interest in versatile construction projects, and III) passion for leadership. Career development could be viewed from the perspective of various capitals which emerge in the narratives. The interviewees brought up societal and economic changes that challenged or boosted their careers or even caused them to change direction. Career goals might not have been achieved as such if they were not enabled by external factors, such as organizational, economic, societal, or location-related issues or favorable coincidences. The participants found favorable options and solutions for career development by drawing on their social and psychological resources. Social capital supported career choice and career development, whereas psychological capital appeared as, for example, optimism, perseverance, and an ability to follow one’s calling.
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Katane, Irēna, and Evita Korna-Opincāne. "MODERN CAREER THEORIES IN THE CONTEXT OF DIFFERENT GENERATIONS AND CHANGEABLE ENVIRONMENT." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 2 (May 21, 2019): 215. http://dx.doi.org/10.17770/sie2019vol2.3939.
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One the most topical issues in modern education is to support students in their interaction with the changing environment, thus helping them to accept these changes, live with them and find new opportunities for development, including opportunities for career development within these changes. Another topical issue is the generational change of students and respecting the specific qualities of this new generation during the education and career development support process in schools. Both these issues reflect in career theories in a form of new trends. Which generations can these career theories be applied to the most? How will the representatives of different generations join in the changing educational and professional environments? Understanding of these questions is essential within the context of providing modern career support. The aim of this article is to analyse and evaluate modern career theories within the context of different generations and changeable environment. The publication comprises the finding of the latest theoretical studies and results of the authors reflecting upon their professional experience. Career development during the current decade of the 21st century is determined by several new theoretical viewpoints, each of which focuses on its own research issue, yet they are united in the aspect of taking individual responsibility of one’s own career development and career self-management in the situation of changeable environment, which can be helpful in adapting to and coping with unexpected changes and challenges presented therewith in the context of career development. From the point of view of modern career theories, challenges within educational and professional environments posed by global changes may be better understood within the context of career development of pupils. People of different generations have different attitudes towards their careers and the possibilities for their developments, therefore studies within the context of generation and career theories are essential.
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Udayar, Shagini, Leandro Ivan Canzio, Ieva Urbanaviciute, Jonas Masdonati, and Jérôme Rossier. "Significant Life Events and Career Sustainability: A Three-Wave Study." Sustainability 13, no. 23 (November 26, 2021): 13129. http://dx.doi.org/10.3390/su132313129.
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Over the last three decades, the professional landscape has changed, and career paths have become more plural, complex, and flexible, as well as less predictable. Consequently, career sustainability has become a major concern. Since the framework of sustainable careers captures the complexities of modern careers, we used it in the present study to understand how various types of significant life events (i.e., negative work events, negative nonwork events, positive work events, and positive nonwork events) hinder or foster career sustainability among 870 professionally active adults in Switzerland using a longitudinal design. We used repeated measures analysis of variance to study changes in health (i.e., self-rated health and stress at work), happiness (i.e., life satisfaction, quality of life, and job satisfaction), and productivity (i.e., employability and career prospects) by the type of significant life events over time, from 1 year before the event (T0) to 1 year after the event (T2). Results indicated that work events are important to consider when studying career sustainability as there is evidence for spillover effects from work to life. Specifically, experiencing positive work events seems to foster career sustainability, and these effects seem to be stronger than the negative effect of negative work or nonwork life events on health, happiness, and productivity.
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Choi, Minseo. "The Effects of Reduced Career Uncertainty of College Students on Their Career Decision-Making Self-Efficacy : Focused on participation in career group counseling program." Korean Career, Entrepreneurship & Business Association 8, no. 1 (January 31, 2024): 117–34. http://dx.doi.org/10.48206/kceba.2024.8.1.117.
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The complexity and uncertainty of modern society changing every minute have enormous impacts on the lives and careers of individuals living in this era. The major changes to the structure of the occupational society driven by the COVID-19 pandemic and the Fourth Industrial Revolution are increasing uncertainty about careers. In this situation, how college students deal with the career uncertainty they experience works as an important element in their career decisions. This study thus sets out to verify the effects of reduced career uncertainty of college students on their career decision-making self-efficacy.
In order to reduce career uncertainty, the investigator implemented a group counseling program for careers whose effectiveness on the reduced career uncertainty of college students was verified. The study selected college students in lower graders(freshmen and sophomores) to participate in the program for the research purpose at S University in Chungcheongnam Province. They were divided into 163 experimental groups and 159 control groups. While the experiment group participated in an 11-session program with a 50-minute session once or twice per week, the control group participated in no programs. A survey was conducted before and after the program, and collected data was put into the paired-sample t-test and covariance analysis with the SPSS Win 23.0 program.
The findings show that the experiment group had reduction effects in all the subfactors of career uncertainty and that the control group showed no statistically significant effects. The experiment group that had reduction effects for career uncertainty made a statistically significant increase in career decision-making self-efficacy, but there were no significant changes to that of the control group. The present study demonstrated that the reduction of career uncertainty as the first measure for the career uncertainty of individuals had positive effects on the enhancement of career decision-making self-efficacy and shed light on causal relations between the reduction of career uncertainty and career decision-making self-efficacy, thus holding its significance. The findings of the study are expected to serve as grounds for plans to provide more effective career decision counseling by examining the relations of psychological factors in college students that have difficulties with their career decisions due to the uncertainty of their future.
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AMANDA S, E. S. Ghea, Yeyen KOMALASARI, R. Tri Priyono Budi SANTOSO, and I Wayan Ruspendi JUNAEDI. "Factors Influencing Women’s Career Development (A Case Study of Female Workers in Bali Province)." Integration: Journal Of Social Sciences And Culture 2, no. 1 (January 31, 2024): 224–33. http://dx.doi.org/10.38142/ijssc.v2i1.152.
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Purpose:The research objectives are to identify the factors influencing women's career development, especially in Bali, and determine which factors dominate their career development on the island.Methodology:This research employs a quantitative approach with a survey method to collect data from women holding high positions in companies or institutions in Bali Province. The instrument used for data collection is a questionnaire containing questions related to factors influencing women's career development. Data analysis in this study utilizes factor analysis. The research sample consists of 130 married women with at least one child holding high positions in Bali Province companies or institutions.Findings:The research on the factors influencing women's career development in Bali reveals three key factors. First, the Career Development factor highlights the importance of career position changes in women's careers in Bali. Second, the Career Values & Influences factor emphasizes the importance of personal compromise in women's careers. Third, the Success Perspective factor underscores the sacrifices and benefits of success in women's careers.Implication:The research findings indicate the need to focus on career development and understanding personal values to achieve career success for women, especially in Bali.
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Lyons, Sean T., Linda Schweitzer, and Eddy S. W. Ng. "How have careers changed? An investigation of changing career patterns across four generations." Journal of Managerial Psychology 30, no. 1 (February 9, 2015): 8–21. http://dx.doi.org/10.1108/jmp-07-2014-0210.
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Purpose – Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility patterns are becoming more diverse as people engage in more downward and lateral job changes and changes of occupation. The purpose of this paper is to test these assertions by comparing the career mobility patterns across four generations of workers. Design/methodology/approach – The authors analyzed the career mobility patterns of four generations of Canadian professionals (n=2,555): Matures (born prior to 1946); Baby Boomers (1946-1964); Generation Xers (1965-1979) and Millennials (1980 or later). Job mobility, organizational mobility and the direction of job moves were compared across groups through analysis of variance. Findings – Significant differences were observed in job mobility and organizational mobility of the various generations, with younger generations being more mobile. However, despite significant environmental shifts, the diversity of career patterns has not undergone a significant shift from generation to generation. Originality/value – This is the first quantitative study to examine shifting career mobility patterns across all four generations in today’s workplace. The authors extend previous research on generational differences in job mobility by using novel measures of career mobility that are more precise than extant measures.
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Akkermans, Jos, and Stella Kubasch. "#Trending topics in careers: a review and future research agenda." Career Development International 22, no. 6 (October 9, 2017): 586–627. http://dx.doi.org/10.1108/cdi-08-2017-0143.
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Purpose Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers. Design/methodology/approach To achieve this goal, the authors analyzed all published papers from four core career journals (i.e. Career Development International, Career Development Quarterly, Journal of Career Assessment, and Journal of Career Development) between 2012 and 2016. Using a five-step procedure involving three researchers, the authors formulated the 16 most trending topics. Findings Some traditional career topics are still quite popular today (e.g. career success as the #1 trending topic), whereas other topics have emerged during recent years (e.g. employability as the #3 trending topic). In addition, some topics that are closely related to career research – such as unemployment and job search – surprisingly turned out not to be a trending topic. Originality/value In reviewing all published papers in CDI, CDQ, JCA, and JCD between 2012 and 2016, the authors provide a unique overview of currently trending topics, and the authors compare this to the overall discourse on careers. In addition, the authors formulate key questions for future research.
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Kodama, Makiko. "Functions of Career Resilience Against Changes During Working Life in Japan: Focus on Health Condition Changes and Task or Job Changes." SAGE Open 11, no. 1 (January 2021): 215824402110021. http://dx.doi.org/10.1177/21582440211002182.
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This study aimed to clarify the role that career resilience plays in preventing inhibition of career development when individuals confront changes during their working life, such as changes in work tasks or health condition. Career resilience consists of five factors: ability to cope with problems, social skills, interest in novelty, optimism about the future, and willingness to help others. In all, 1,000 Japanese company employees completed an online survey. The results showed that optimism about the future and ability to cope with problems exhibited a negative correlation with NPC when confronting changes. The results of simple slope analysis suggested that social skills and ability to cope with problems decreased the negative influence that psychological symptoms caused by changes had on job satisfaction, which was one index of career development. This study underlines the necessity of developing the ability to cope with problems and social skills.
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Potter, Jesse. "The Ghost of the Stable Path: Stories of Work-life Change at the ‘End of Career’." Work, Employment and Society 34, no. 4 (October 28, 2019): 571–86. http://dx.doi.org/10.1177/0950017019870751.
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Accounts of structural changes to the nature of work, employment, and the economy are numerous. Many of these accounts frame the transition from industrial to post-industrial regimes as destabilizing, bringing about a fundamental transformation to work, the economy, and labour markets. These changes are often juxtaposed against the backdrop of permanence. This article argues that while these accounts are romanticized and over-simplistic, ‘traditional’ notions of stability and linear progress remain the rhetorical benchmark for work and career. Drawing on narrative interviews with individuals who have undergone significant career change, the article examines the subjective, intimate, and interpersonal aspects of careers that are unstable, or in transition. These insights highlight how emphasis on structural changes to work and career can overshadow the discursive prevalence of more traditional or linear notions; that the expectation of progress, promotion, and linearity – often associated with ‘traditional’ work, or organizational/industrial career trajectories – remains hegemonic.
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Chen, Changfeng, Zeren Liang, and Shixiang Liu. "The Impact of Perceived Parental Expectations on Career Adaptability: The Moderating Role of Parental Career Support." Journal of Psychological Research 6, no. 1 (January 24, 2024): 9–16. http://dx.doi.org/10.30564/jpr.v6i1.6106.
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Background: Career adaptability is regarded as the core index to measure the adequacy of youth’s “career readiness”, which refers to the psychological resources of individuals to cope with current or expected career tasks, career changes or career difficulties. Methods: In this study, 529 students (246 male students, 46.5%, 283 female students, 53.5%) in the first grade of a senior high school in Beijing were assessed by the perceived Parental Expectation Scale, the Parental Career Support Scale and the Career Adaptability Scale. Results: (1) Parents’ expectations, parents’ career support and career adaptability were significantly positively correlated, and the scores were all higher than the average. (2) Parents’ expectations and parents’ careers are significantly positive predictors of career adaptability; (3) The variable of parental career support plays a moderating role in the path of perceived parental expectations on career adaptability. Conclusions: In the middle school stage, parents’ provision of career resources has a good promotion effect on students’ career preparation and coping with career difficulties.
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Angervall, Petra, and Jan Gustafsson. "The Making of Careers in Academia: Split Career Movements in Education Science." European Educational Research Journal 13, no. 6 (January 1, 2014): 601–15. http://dx.doi.org/10.2304/eerj.2014.13.6.601.
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In this article the authors discuss developments in the Europeanisation of higher education policy context of Sweden, and in particular certain changes within the field of education science. Detailed career narratives from 30 interviews have been produced and analysed. These narratives illustrate how research careers in education are formed and conditioned by institutional demands, forms of career capital and the actions of researchers. In the making of careers in academia, the authors point out how some researchers get access to resources that make them competitive and influential, and that those with an already strong research career capital tend accumulate more of this. They also point out that researchers with a background in teaching seem to find it harder to develop research careers as they seem to be bound to forms of career capital that are seen as more needed in teaching. Accordingly, two career profiles have been identified: the successful and the supportive researchers, respectively.
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Gibbs, Kenneth D., John McGready, and Kimberly Griffin. "Career Development among American Biomedical Postdocs." CBE—Life Sciences Education 14, no. 4 (December 2015): ar44. http://dx.doi.org/10.1187/cbe.15-03-0075.
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Recent biomedical workforce policy efforts have centered on enhancing career preparation for trainees, and increasing diversity in the research workforce. Postdoctoral scientists, or postdocs, are among those most directly impacted by such initiatives, yet their career development remains understudied. This study reports results from a 2012 national survey of 1002 American biomedical postdocs. On average, postdocs reported increased knowledge about career options but lower clarity about their career goals relative to PhD entry. The majority of postdocs were offered structured career development at their postdoctoral institutions, but less than one-third received this from their graduate departments. Postdocs from all social backgrounds reported significant declines in interest in faculty careers at research-intensive universities and increased interest in nonresearch careers; however, there were differences in the magnitude and period of training during which these changes occurred across gender and race/ethnicity. Group differences in interest in faculty careers were explained by career interest differences formed during graduate school but not by differences in research productivity, research self-efficacy, or advisor relationships. These findings point to the need for enhanced career development earlier in the training process, and interventions sensitive to distinctive patterns of interest development across social identity groups.
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Pordelan, Nooshin, Ahmad Sadeghi, Mohammad Reza Abedi, and Marjan Kaedi. "How online career counseling changes career development: A life design paradigm." Education and Information Technologies 23, no. 6 (May 12, 2018): 2655–72. http://dx.doi.org/10.1007/s10639-018-9735-1.
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Niles, Spencer G., and Gibbs L. Arthur. "Cultural Changes and Career Changes: The Case of Ebo." Career Development Quarterly 40, no. 1 (September 1991): 20–23. http://dx.doi.org/10.1002/j.2161-0045.1991.tb00308.x.
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Ozkan, G., and U. U. Topsakal. "Identifying Middle School Students’ Perceptions of STEAM Careers." Jurnal Pendidikan Fisika Indonesia 19, no. 1 (June 9, 2023): 1–15. http://dx.doi.org/10.15294/jpfi.v19i1.35912.
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The aim of this study was to identify the students' perceptions of STEAM careers. The effect of the STEAM intervention on students’ perceptions was evaluated using one group pretest - posttest experimental design with career questionnaire. The sampling of the study consists of 37 seventh grade middle school students. In the study, STEAM activities were used in the teaching of the Force and Energy unit. First of all, the students were asked about their career choices and their responses were evaluated quantitatively. There was statistically significant difference between the distributions of changes in the number of students choosing STEAM careers. Content analysis also was performed on the findings obtained from the questionnaire. As a result of the study, it was determined that the students increased the percentage of choosing careers in the STEAM career fields such as scientists and engineering. Looking at the interest of students in STEAM fields, one of the biggest changes was in the field of science. One of the important findings of the research was that after the implementation, the majority of the students thought that gender was not important in the success of STEAM career fields. The results of the research revealed that the STEAM education approach can be used a lot to evaluate and improve the academic career choices of middle school students.
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Sox, Harold C. "Career Changes in Medicine: Part II." Annals of Internal Medicine 145, no. 10 (November 21, 2006): 782. http://dx.doi.org/10.7326/0003-4819-145-10-200611210-00012.
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Griffiths, Rod. "Public health changes over my career." Clinical Medicine 9, no. 1 (February 1, 2009): 59–63. http://dx.doi.org/10.7861/clinmedicine.9-1-59.
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Jackson, A. J. "Career Changes in Managed Care Pharmacy." Journal of Managed Care Pharmacy 6, no. 3 (May 2000): 208–15. http://dx.doi.org/10.18553/jmcp.2000.6.3.208.
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Tan, Claire L., and Michael W. Kramer. "Communication and Voluntary Downward Career Changes." Journal of Applied Communication Research 40, no. 1 (February 2012): 87–106. http://dx.doi.org/10.1080/00909882.2011.634429.
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Jeffrey, Karen. "The biggest changes in my career." Dental Nursing 13, no. 6 (June 2, 2017): 304–5. http://dx.doi.org/10.12968/denn.2017.13.6.304.
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Triendl, Robert. "Japanese research center changes career structure." Nature Medicine 6, no. 5 (May 2000): 488. http://dx.doi.org/10.1038/74937.
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Kim, Eun-Sook. "Changes in Career Maturity among Adolescents." Jounral of Educational Therapist 15, no. 3 (December 31, 2023): 381–99. http://dx.doi.org/10.35185/kjet.15.3.381.
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This study changes in career maturity and identified predictive factors from the first year of middle school to the initial year of high school. In the study, DELS 2017 data(N=1,795) was analyzed using a potential growth model. The findings are as hollows: First, career maturity decreased until the second year of middle school, but then increased from the third year of middle school. Second, self-esteem, academic efficacy, school satisfaction, peer relationships, and parent-child relationships emerged as predictors of career maturity. Third, school environment had a simultaneous effect in the first year of high school, while happiness had a simultaneous effect from the first year of middle school to the first year of high school. Additionally, both school environment and happiness showed a delayed effect in the third year of middle school. It becomes apparent that happiness during the third year of middle school has a tangible and delayed effect.
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Kim, Eun-Sook. "Changes in Career Maturity among Adolescents." Jounral of Educational Therapist 15, no. 3 (December 31, 2023): 381–99. http://dx.doi.org/10.35185/kjet.15.3.6.
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This study changes in career maturity and identified predictive factors from the first year of middle school to the initial year of high school. In the study, DELS 2017 data(N=1,795) was analyzed using a potential growth model. The findings are as hollows: First, career maturity decreased until the second year of middle school, but then increased from the third year of middle school. Second, self-esteem, academic efficacy, school satisfaction, peer relationships, and parent-child relationships emerged as predictors of career maturity. Third, school environment had a simultaneous effect in the first year of high school, while happiness had a simultaneous effect from the first year of middle school to the first year of high school. Additionally, both school environment and happiness showed a delayed effect in the third year of middle school. It becomes apparent that happiness during the third year of middle school has a tangible and delayed effect.
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Duester, Emma. "(Up)rooted in mobile careers: Impacts of sustained geographic mobilities across Europe on contemporary visual artists from the Baltic States." Crossings: Journal of Migration & Culture 14, no. 2 (October 1, 2023): 161–75. http://dx.doi.org/10.1386/cjmc_00081_1.
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This article explores the embedded and embodied ‘culture of geographic mobility’ across contemporary visual artists’ careers and its impacts on their feelings towards mobility and home. This article uncovers the under-explored aspects about artists’ lifestyles, for whom geographic cross-border mobilities across Europe are a necessity throughout these artists’ careers. In addition to changes in mobility patterns, pace, motives over their careers, there are also changes in their feelings towards mobilities and home across their careers and as they become older (career and age wise). Mobile careers can often start with feelings of freedom and comfort in having mobile homes. However, the effects of having mobile careers long-term can result in feelings of ambivalence, tensions and anguish towards mobility vis-à-vis home. This longitudinal study draws upon two sets of interviews conducted eight years apart with the same fifteen contemporary visual artists from Lithuania, Latvia and Estonia. They were first interviewed in 2013 at the emerging stage in their career and they were interviewed again in 2021 at the established stage in their career. The nexus between careers, mobility and home helps to expand the ‘mobilities paradigm’, by sharing new knowledge on contemporary visual artists’ mobilities and its effects on feelings of home across their careers.
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McAlpine, Lynn. "Post-PhD non-academic careers: intentions during and after degree." International Journal for Researcher Development 7, no. 1 (May 9, 2016): 2–14. http://dx.doi.org/10.1108/ijrd-04-2015-0010.
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Purpose Although more than half of the PhD graduates do not take up traditional academic positions, the little we know of how they navigate into the non-academic workforce is somewhat conflicting. This study aims to contribute to our knowledge by examining over time the experiences of post-PhD social scientists who went into non-academic careers. It examines how post-PhD social scientists in non-academic careers characterize their experience of the PhD; how they imagine their post-PhD careers during the degree and how this influenced their doctoral activity; and to what extent their intentions changed over time and how agentive they were in managing challenges or disappointments. Design/methodology/approach The study uses a longitudinal qualitative narrative approach to examine the experience of eight post-PhD social scientists beginning during their degrees through their initial years after graduation outside academia. Findings The analysis highlights variation in clarity of career vision, strategic career thinking and action, knowledge of career opportunity structures and changes in career intentions over time. Still, for all individuals, the PhD was considered a powerful learning experience which continued to influence their lives. Practical implications Overall, the results make clear that post-PhD trajectories are best built from the beginning of the PhD, a conclusion that has curriculum implications. Originality/value This study incorporates the career question into the development of junior researchers highlighting the need to attend not only to objective measures of career success but also subjective intentions, investments, choices and assessments. Further, the constructs developed within an academic work context to understand career trajectories proved robust in analyzing non-academic work experience.
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Graf, Noreen M., Irmo Marini, Bruce Reed, and Manisha Sharma. "Exemplar Rehabilitation Educators’ Defining Moments and Career Reflections." Rehabilitation Research, Policy, and Education 32, no. 1 (2018): 38–53. http://dx.doi.org/10.1891/2168-6653.32.1.38.
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Objective: To discover senior and retired exemplary rehabilitation educators’ defining career moments and to provide doctoral students and early career rehabilitation educators with insights from widely recognized and successful rehabilitation educators in the field.Method: Twenty-seven xemplary rehabilitation educators answered qualitative questions related to their career choices and accomplishments. Additionally, satisfaction with career and the perception of contributions to the field were quantitatively assessed using Likert-type questions.Findings: Five themes emerged from the qualitative data which described exemplary educators’ defining career moments. Four additional themes emerged which revealed changes educators would make if they could start their careers over. Quantitative results indicated overall moderate to high satisfaction with career and contributions.Conclusions: The experiences, advice,and wisdom of exemplary educators can provideearly guidance and insights about career decisions and life lessons for doctoral students and academics.
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Barnes, Lynne, and Elizabeth F. Bradley. "Lost in translation: Career coaching deaf students." Journal of the National Institute for Career Education and Counselling 30, no. 1 (March 1, 2013): 19–25. http://dx.doi.org/10.20856/jnicec.3004.
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Understanding employability skills creates numerous challenges for deaf students who use British Sign Language. Graduates need to possess an array of employability skills and career coaching is one way in which careers advisers can support students and graduates. This process helps to identity their skills, define their career goals and translate their experiences into a format that employers anticipate. Careers guidance may not assist deaf graduates unless appropriate changes to methodology and approach are implemented. An example of good practice that could serve as a template for use within the sector is offered.
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McNulty, Yvonne, and Charles M. Vance. "Dynamic global careers: a new conceptualization of expatriate career paths." Personnel Review 46, no. 2 (March 6, 2017): 205–21. http://dx.doi.org/10.1108/pr-06-2015-0175.
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Purpose Most studies of expatriates have explored global careers as unfolding within assigned or self-initiated expatriation contexts in a predominantly linear fashion. The purpose of this paper is to conceptualize that expatriates’ career progression is facilitated by frequent moves between domains, with an increasing overlap among assigned-expatriate (AE) and self-initiated expatriate (SIE) contexts. Design/methodology/approach Underpinned by findings from extant literature, the authors review and integrate studies of expatriation and careers to conceptualize an AE-SIE career continuum. Findings The authors debunk the idea that AEs and SIEs are a type of expatriate per se, but instead is indicative only of their career orientation in terms of where they choose to sit on the AE-SIE career continuum at any point in time. Specifically, individuals pursuing global careers in international labor markets include up to eight types of expatriate who retain varying degrees of AE vs SIE characteristics dependent on the point they choose along the continuum. Practical implications The tension that dynamic global careers cause for multinational enterprises (MNEs) is not necessarily “bad”, and that by accepting and accommodating changes in career orientation MNEs will be able to make clearer and more consistent global staffing decisions. Originality/value The authors provide a new, improved conceptualization of linear and non-linear global careers and of the challenges global career actors face throughout their career development both at home and abroad. They further show that while career orientation explains why expatriates engage in various types of international work experiences, their typology adds explication of the various types of expatriate who pursue global careers.