Journal articles on the topic 'Career'
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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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Karakus, Filiz. "A retrospective view from traditional to boundaryless career and career success." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (May 1, 2021): 65–81. http://dx.doi.org/10.20525/ijrbs.v10i3.1131.
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An increasingly dynamic career context has changed the nature of careers and led to the emergence of more autonomous and self-directed boundaryless careers. The common idea in different forms of boundaryless careers is mobility. Psychologically and physically mobile individuals start to manage their own careers in terms of their personal pursuits. In such a career environment, the nature of career success has also changed. The importance of subjective career success has been emphasized more than objective career success because only individuals themselves can meaningfully define and assess their career success with reference to their own self-defined standards, needs, and values in such an unstable environment. With the transmission of career responsibility to the individuals, the need to develop career competencies as knowing why competencies, knowing whom competencies, and knowing how competencies emerge in order to survive and become successful. This study reviews career concept and the new perspectives as a boundaryless career within a constantly changing environment which makes it impossible to become successful unless gaining new competencies and survival methods and the new perspectives on career success with a growing increase in subjective career success instead of objective career success
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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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Akkermans, Jos, Anne Keegan, Martina Huemann, and Claudia Ringhofer. "Crafting Project Managers’ Careers: Integrating the Fields of Careers and Project Management." Project Management Journal 51, no. 2 (November 7, 2019): 135–53. http://dx.doi.org/10.1177/8756972819877782.
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Project managers experience unique careers that are not yet sufficiently understood, and more people than ever before are pursuing such careers. The research on project management and careers is therefore urgently needed in order to better understand the processes and systems shaping the careers of project managers. We address this gap by reviewing several key career theories and constructs and examining how these are mobilized to understand project managers’ careers in existing research. Our main conclusion is that boundaryless career theory has been the dominant career perspective in project management research, whereas other career theories—specifically protean career theory, social cognitive career theory, career construction theory, and sustainable career theory—are far less often mobilized as a basis for studies. We also find that some of the most popular constructs in careers research, such as career success and employability, have been used in recent project management research. However, their use in these studies is often implicit and does not necessarily leverage existing work from the careers field. We argue that there is strong potential for further and more systematic integration between project management and careers research in order to enrich both fields, and we offer a research agenda as a starting point.
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Kilic, Eren, and Hakan Kitapci. "Contextual and Individual Determinants of Sustainable Careers: A Serial Indirect Effect Model through Career Crafting and Person-Career Fit." Sustainability 16, no. 7 (March 29, 2024): 2865. http://dx.doi.org/10.3390/su16072865.
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The evolving nature of contemporary careers has sparked an interest in the sustainability of individual careers, which encompasses the pursuit of careers in a manner that promotes health, productivity, and overall happiness. Although previous studies have provided valuable perspectives on sustainable careers, there remains a notable lack of evidence regarding the interplay between individual and contextual determinants in crafting sustainable careers. Therefore, integrating the framework of sustainable careers with the Conservation of Resources (COR) theory, this study proposes a serial indirect effect mechanism that examines the relationship between contextual determinants (i.e., work/family demands and resources) and career sustainability indicators (i.e., work-family balance, employability, work engagement, and work strain) sequentially through career crafting and person-career fit. A two-wave time-lagged survey was conducted with 412 employees from Turkey. Hierarchical regression analyses were performed to test the proposed model, while Process Macro analyses were conducted to examine the serial indirect effects. Results showed that contextual demands and resources were positively associated with career crafting and such career initiatives were related to optimized person-career fit and career sustainability indicators. Notably, contextual determinants were indirectly related to employability and work engagement serially via career crafting and person-career fit. Highlighting the importance of a whole-life perspective in career development, which involves work and family contexts, this study reveals the integral role of career proactivity and its interplay with contextual determinants in building sustainable careers.
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Müller, Camila Vieira, Angela Beatriz Busato Scheffer, and Lisiane Quadrado Closs. "A trip can transform your life: life and career experiences in contemporaneity." Administração: Ensino e Pesquisa 21, no. 3 (September 1, 2020): 425–53. http://dx.doi.org/10.13058/raep.2020.v21n3.1786.
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Based on real data, the following case describes Marília’s career and life paths. Marília is a young executive who lives a moment of reevaluation in both professional and life aspects. A lack of life meaning led her to do volunteer tourism, seeking significant experiences and self-development in both career and life. The case aims to understand contemporary careers conceptions in its relations with the current marketplace, and how they are related to Marília’s career decisions. Career is defined as a series of experiences that allows personal development and enhance individual employability. The case allows to (a) comprehend, throughout the volunteer tourism experience, how different experiences can foster and build contemporary careers thru theoretical frameworks like protean career, borderless career, kaleidoscope career, and sustainable career.(b) situate the raise of contemporary careers conceptions; (c) highlight the main features of these conceptions; (d) compare the traditional career path with the contemporary careers; (e) understand Marília’s career decisions in life and work contexts, which includes the decision to travel in a volunteer tourism experience; (f) encourage the discussion of other life experiences that might add value to contemporary careers.
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Mattozzi, Andrea, and Antonio Merlo. "Political careers or career politicians?" Journal of Public Economics 92, no. 3-4 (April 2008): 597–608. http://dx.doi.org/10.1016/j.jpubeco.2007.10.006.
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Nilawati, Levi, Engelbertha E. Silalahi, and Endang Sulistyaningsih. "PENGUKURAN DIMENSI KARIER PROTEAN DAN BOUNDARYLESS: KOMBINASI ATAU IMPLIKASI." Prosiding Working Papers Series In Management 15, no. 1 (May 19, 2023): 265–79. http://dx.doi.org/10.25170/wpm.v15i1.4688.
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Contemporary career research is characterized by the concepts of boundaryless and protean careers. The concepts of boundaryless and protean careers are compared in this review. The boundaryless career concept is profiled according to Sullivan and Arthur's categories of physical and psychological limitations. The protean career concept is discussed based on the degree of self-directed and value-oriented career orientation exhibited by a career actor. The researcher combined the protean and boundaryless career descriptions to produce eight career profiles based on a combination of boundaryless and protean career orientations. These eight profiles were examined in terms of the challenges to career actors and individuals that assist them in individual career development.
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Layton, Rebekah L., V. Scott H. Solberg, Arthee E. Jahangir, Joshua D. Hall, Christine A. Ponder, Keith J. Micoli, and Nathan L. Vanderford. "Career planning courses increase career readiness of graduate and postdoctoral trainees." F1000Research 9 (February 3, 2022): 1230. http://dx.doi.org/10.12688/f1000research.26025.2.
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Background: Given national calls for intentional career development during graduate and post-graduate scientific training, this study assessed career readiness development within the context of academic career courses. The current study evaluated the effects of academic career courses offered at two institutions that were specifically designed to increase career awareness, interest, and career-related confidence among doctoral students and postdoctoral fellows. Methods: Participants enrolled in a career course at trainees’ respective academic institutions and responded to pre- and post-course surveys (n=32, n=148). The paper offers a thematic analysis of each of the two courses using an individualized learning plan career development framework and describes the results of their respective pretest-posttest evaluations which indicated increases in career readiness. Results: Though the format and content provided in each course varied, participation was associated with increases in career readiness. Participants reported increased career-awareness including a greater familiarity with different types of careers overall. Furthermore, interest in tenure track faculty careers increased in both samples, which may assuage fears that exposure to diverse career pathways could reduce interest in academic careers. Transferrable skills, including career planning and awareness also significantly increased. Course participants reported an increase in the number and type of mentors they interacted with beyond their principal faculty mentor (other faculty, professional PhDs, peers, and administrative staff). Conclusions: Findings provide supporting evidence for the benefits of implementing structured career development efforts during PhD training; even with varying content, delivery methods, and instructor type, both academic career courses led to significant gains in career awareness and readiness. Successful development and delivery of academic career courses, with a focus on career planning skills, suggest that institutions can utilize these and are an effective way to prepare PhDs for their transition from training positions into careers.
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Layton, Rebekah L., V. Scott H. Solberg, Arthee E. Jahangir, Joshua D. Hall, Christine A. Ponder, Keith J. Micoli, and Nathan L. Vanderford. "Career planning courses increase career readiness of graduate and postdoctoral trainees." F1000Research 9 (October 13, 2020): 1230. http://dx.doi.org/10.12688/f1000research.26025.1.
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Background: Given national calls for intentional career development during graduate and post-graduate scientific training, this study assessed career readiness development within the context of academic career courses. The current study evaluated the effects of academic career courses offered at two institutions that were specifically designed to increase career awareness, interest, and career-related confidence among doctoral students and postdoctoral fellows. Methods: Participants enrolled in a career course at trainees’ respective academic institutions and responded to pre- and post-course surveys (n=32, n=148). The paper offers a thematic analysis of each of the two courses using an individualized learning plan career development framework and describes the results of their respective pretest-posttest evaluations which indicated increases in career readiness. Results: Though the format and content provided in each course varied, participation was associated with increases in career readiness. Participants reported increased career-awareness including a greater familiarity with different types of careers overall. Furthermore, interest in tenure track faculty careers increased in both samples, which may assuage fears that exposure to diverse career pathways could reduce interest in academic careers. Transferrable skills, including career planning and awareness also significantly increased. Course participants reported an increase in the number and type of mentors they interacted with beyond their principal faculty mentor (other faculty, professional PhDs, peers, and administrative staff). Conclusions: Findings provide supporting evidence for the benefits of implementing structured career development efforts during PhD training; even with varying content, delivery methods, and instructor type, both academic career courses led to significant gains in career awareness and readiness. Successful development and delivery of academic career courses, with a focus on career planning skills, suggest that institutions can utilize these and are an effective way to prepare PhDs for their transition from training positions into careers.
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Gander, Michelle. "The hybrid career concept: creating hybrid career pathways." Career Development International 26, no. 7 (October 8, 2021): 853–68. http://dx.doi.org/10.1108/cdi-07-2020-0189.
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PurposeHybrid career has been discussed in the literature for some time but is still an emergent concept. The study investigated the careers of university professional staff working in universities in Australia and the UK to better understand the careers of this underresearched cohort of staff. The findings were used to extend the theory of the hybrid career.Design/methodology/approachA total of 139 career stories were collected via an open-ended question in an online survey. Inductive thematic analysis was used to create themes and theorise career pathways relevant to the participants' careers.FindingsIt was found that participants had a hybrid career orientation (HCO) based on their essential values and their reciprocal relationship with their employer. Four career pathways emerged from the data: intra-organisational advancement, inter-organisational advancement, work–life balance and dead end.Research limitations/implicationsThere is a need for future research to investigate the HCO, both to add depth to the understanding of careers for university professional staff in universities and to examine the hybrid concept in other settings.Practical implicationsIt is suggested that by grouping staff into career pathways, human resource practitioners could provide more targeted interventions to ensure that staff are motivated and productive for the benefit of the organisation.Originality/valueThe research has extended the concept of the hybrid career and discovered four career pathways relevant to university professional staff.
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Elley-Brown, Margie J., Judith K. Pringle, and Candice Harris. "Women opting in?: New perspectives on the Kaleidoscope Career Model." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 172–80. http://dx.doi.org/10.1177/1038416217705703.
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This paper reports on findings of an interpretive study, which used the Kaleidoscope Career Model as lens through which to view the careers of professional women in education. The study used hermeneutic phenomenology, a methodology novel in management and career management to gain a subjective perspective on women’s career experience and what career means to them at different career stages. Findings indicated that women did not “opt-out,” or adopt a clear-cut gender beta career pattern. Rather, they mirrored an alpha pattern with challenge continuing into mid-career. The three Kaleidoscope Career Model parameters operated in an ongoing way in women’s lives, and authenticity was a powerful theme throughout their careers. However, women in late career tended to “lean back”; their desire for authenticity became subjugated by their need for balance. These findings add to extant Kaleidoscope Career Model research and reveal factors, which contribute to women’s ability to “opt-in” rather than out of their careers.
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Ingarianti, Tri Muji, Ririn Gustiana, Hanifatul Qoniah, and Devina Andriany. "Protean Career Attitudes and Boundaryless Career Attitudes Can Predict Subjective Career Success in Teachers." ANIMA Indonesian Psychological Journal 38, no. 2 (July 30, 2023): e05. http://dx.doi.org/10.24123/aipj.v38i2.5074.
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Teachers are foundational, and have great influence in the world of education. In their careers as teachers, these people must no longer care only about their own interests, but must also focus on the progress of the children they teach. The presence of this new concept in their careers can, it is thought, become an indicator for teachers in identifying and evaluating their careers, so that they may achieve career success, using subjective criteria. This study was aimed at understanding the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers. The approach in the study was a quantitative one, with the number of participants being 320 teachers, living in Java and Kalimantan. The instruments utilized were the Protean Career Attitudes Scale (PCAS), the Boundaryless Career Attitudes Scale (BCAS), and the Subjective Career Success Inventory (SCSI). Multiple regressive linear testing overall, and per dimension, produced scores in which p < .01, and indicated the existence of the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers, as well as the existence of the roles of each dimension of the study variables.
Guru merupakan fondasi yang sangat berpengaruh dalam dunia pendidikan. Dalam karier sebagai guru, seharusnya guru tidak lagi hanya mempedulikan kepentingan untuk dirinya sendiri, namun juga berfokus pada kemajuan anak didik. Keberadaaan konsep baru dalam karier diduga dapat menjadi indikator untuk guru dalam mengenali dan mengevaluasi kariernya, sehingga dapat mencapai kesuksesan karier menggunakan kriteria subjektif. Studi ini bertujuan untuk mengetahui peran dari protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru. Pendekatan dalam studi ini adalah pendekatan kuantitatif dengan jumlah partisipan sebanyak 320 guru yang berdomisili di Jawa dan Kalimantan. Instrumen yang digunakan adalah Protean Career Attitudes Scale (PCAS), Boundaryless Career Attitudes Scale (BCAS), dan Subjective Career Success Inventory (SCSI). Uji regresi linier berganda secara menyeluruh dan per dimensi menghasilkan skor dengan p < 0,01, yang menunjukkan adanya peran protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru, serta adanya peran tiap dimensi dari variabel studi.
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Olson, Deborah A., and Kenneth S. Shultz. "Employability and Career Success: The Need for Comprehensive Definitions of Career Success." Industrial and Organizational Psychology 6, no. 1 (March 2013): 17–20. http://dx.doi.org/10.1111/iops.12002.
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In their focal article, Hogan, Chamorro-Premuzic, and Kaiser (2013) define career success objectively “in terms of occupational prestige and financial attainment.” However, it is clear from the careers literature that workers in early, mid, and late career are likely to define both subjective and objective career success differently (Wang, Olson, & Shultz, 2013). Therefore, we recommend an expanded definition of career success that includes both subjective and objective measures when exploring the relationship between employability and career success across individuals' careers.
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Map, Jurnalmap, Achmad Zainuddin, Muninghar ÔÇì, and Fatimah Riswati. "PENGARUH DIKLAT FUNGSIONAL, KOMPETENSI SDM DAN DISIPLIN KERJA TERHADAP PENGEMBANGAN KARIER PERSONEL POLSEK DAU KABUPATEN MALANG." MAP (Jurnal Manajemen dan Administrasi Publik) 3, no. 01 (January 10, 2020): 38–56. http://dx.doi.org/10.37504/map.v3i01.230.
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ABSTRACT
The purpose of this research is 1) to know the simultaneous effect of functional training, human resource competence, and work discipline, to the development of career careers of DAU Police Sub-district of Malang Regency, 2) to know the partial influence of functional training, human resource competence, and work discipline, to the development of career careers of DAU Police Sub-district of Malang Regency, 3) To know the variables that have dominant influence to the development of career careers of DAU District Police Sector Malang. The results showed: 1) simultaneously functional training, human resource competence, and work discipline had a significant influence on the development of career careers of Malang District Police Sector, 2) Partially functional training, human resource competence, and work discipline have a significant influence on the development of career careers of DAU District Police Sector Malang, 3) Based on the results of the t test, it is known that the competence of human resources have a dominant influence on the development of career careers Police Sector of Malang Regency.
Keywords: Functional Training, Human Resource Competence, Work Discipline and Career Development
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Hupkens, Leon, Jos Akkermans, Omar Solinger, and Svetlana Khapova. "The Dynamics of Subjective Career Success: A Qualitative Inquiry." Sustainability 13, no. 14 (July 8, 2021): 7638. http://dx.doi.org/10.3390/su13147638.
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Current perspectives on career success have yet to show whether and how subjective career success evaluations may change over time and across career phases. By adopting a retrospective life-span approach to careers, our qualitative inquiry into the career experiences of 63 professionals contributes to the temporal understanding of subjective career success by exploring patterns in how subjective career success perceptions and priorities may change over time. The temporal development of subjective career success was explored among early-career, mid-career, and late-career workers by piecing together retrospective evaluations of career success perceptions. Our findings point to common patterns in career success perceptions across the lifespan. Specifically, we found five shift components of career success perceptions during people’s careers: (1) quitting striving for financial success and recognition; (2) an increased focus on personal development across the career; (3) a stronger emphasis on work–life balance across the career; (4) a shift toward being of service to others; and (5) no change in subjective career success components across the career. These patterns reflect ways in which workers engage in motivational self-regulation and the corresponding career goal-setting across the lifespan. The theoretical implications are discussed.
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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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Adekola, Bola. "CAREER PLANNING AND CAREER MANAGEMENT AS CORRELATES FOR CAREER DEVELOPMENT AND JOB SATISFACTION." Australian Journal of Business and Management Research 01, no. 02 (August 11, 2011): 100–113. http://dx.doi.org/10.52283/nswrca.ajbmr.20110102a07.
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The notion of empowering human capital to onset creativity and innovation through planning the careers of institutional members using HRM policies and practices to develop different mindsets, skills and competencies with the ultimate aim to provide a range of innovative products and services is attracting attention. This paper explores the link between career planning and career management as antecedents of career development and job satisfaction, and career commitment as its outcome. A sample of 505 employees of a Nigerian Bank revealed the significant link between the variables of career planning and career management, and career development, and in turn, with job satisfaction and career commitment. The paper discusses the implications of these findings for career development.
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Ciarocco, Natalie J. "Traditional and New Approaches to Career Preparation Through Coursework." Teaching of Psychology 45, no. 1 (December 15, 2017): 32–40. http://dx.doi.org/10.1177/0098628317744963.
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Traditional career preparation courses provide students with a variety of benefits. Students taking these courses report a better understanding of psychology-related careers, less indecision about their future careers, and are more knowledgeable about themselves in relation to careers. Yet only 37% of undergraduate psychology programs offer formal career preparation through the curriculum. Given the lack of experience and training faculty have on career preparation issues, they may be uncomfortable developing such courses. This article addresses considerations one should make when developing a career preparation course for undergraduate psychology majors as well as potential topics and assignments for the course. It also outlines how to place career preparation within the major using modules when career preparation courses are not available.
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Khasanah, Faizatul, Ni�matin Muyassaroh, and Muhamad Rifa�i Subhi. "Penerapan Teori Sosial Kognitif Karir pada Bimbingan Karir dalam Upaya Membantu Pengambilan Keputusan Karir." Jurnal Inovatif Ilmu Pendidikan 2, no. 1 (February 10, 2021): 65–72. http://dx.doi.org/10.23960/jiip.v2i1.21813.
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This article explores the notion of the cognitive social theory of careers. The social theory of cognitive careers is a theory about a career that adopts the behavioral theory of bandura to take a career decision. The purpose of the social in this theory is the client's expectations of career decisions taken, while the intent of cognitive is the belief of the client. To help one's career decision making can be done by using a career's social cognitive theory, because this theory can assist clients in developing, transforming, teaching the careers that their clients demand. This theory also relates to self efficacy, ie individual beliefs about his ability to perform tasks or actions necessary to achieve certain results. This article focuses on individuals who are still in their early adolescence. The career guidance done by the author succeeds in assisting clients in making career decisions in accordance with the client's belief. The client decides to make a career as a doctor, the client is sure to be able to live his career well because the client has a lot of experience in the field of medicine. Keywords: social cognitive social theory, career decision making, early adolescence, career guidande results
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Valk, Reimara, Marloes L. van Engen, and Mandy van der Velde. "International Careers and Career Success of Indian Women in Science and Technology: The Importance of Career Capital and Organizational Capital." South Asian Journal of Human Resources Management 1, no. 2 (November 28, 2014): 175–205. http://dx.doi.org/10.1177/2322093714549107.
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This article presents a study on international careers and career success of Indian women in Science & Technology (S&T). We conducted interviews with 30 (upper) middle class Indian women in New Delhi and Bangalore (India) who pursued careers abroad as self-initiated expatriates (SIEs). Important elements of career capital competencies in international career pursuits and career success of Indian women SIEs in S&T were: (a) families who value higher education and careers of their female children, which motivated women to pursue international careers to elevate family class status (knowing-why); (b) the motivation to gain knowledge and skills in science and technology (knowing-how) and (c) the encouragement and support from family for women’s international career pursuits, and international networks (knowing-whom). Furthermore, findings show that patriarchy entrenched in Indian society and culture resulted in a lack of organizational capital, which impede career success of women in S&T. We advise organizations in India to implement HR policies and practices embracing the development of career capital to empower Indian women in S&T to be successful in their international careers.
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Inkson, Kerr, Dale Furbish, and Polly Parker. "Fast Forward: Careers Research in New Zealand." Australian Journal of Career Development 11, no. 3 (October 2002): 36–45. http://dx.doi.org/10.1177/103841620201100315.
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This article describes and discusses developments in careers research in the past few years in New Zealand. While detailing some important mainstream research in the ‘career development’ tradition, it focuses on research conducted largely in New Zealand business schools, which may have been prompted by the country's rapid deregulation in the 1980s and 1990s. Particular attention is paid to the destabilisation of careers and the development of ‘boundaryless’ and other new forms of career. This work provides a framework enabling us to understand career adaptation, and ‘mobile career’ phenomena such as careers based on project work and the role of overseas experience in career development.
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Dyer, W. Gibb. "Toward a Theory of Entrepreneurial Careers." Entrepreneurship Theory and Practice 19, no. 2 (January 1995): 7–21. http://dx.doi.org/10.1177/104225879501900202.
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Parallel streams of theory and research regarding entrepreneurship and careers has led to a dearth of comprehensive theories regarding the careers of entrepreneurs. This article describes four core dimensions of theory that are essential in developing a comprehensive theory of entrepreneurial careers: (1) a theory of career choice; (2) a theory of career socialization; (3) a theory of career orientation; and (4) a theory of career progression from entry to exit. A general model is presented that articulates various aspects of theory building along each of these four dimensions. Implications for both theory and practice regarding entrepreneurial careers is also discussed.
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Nazlı, Serap. "Career Development of Upper Primary School Students in Turkey." Australian Journal of Guidance and Counselling 24, no. 1 (April 10, 2013): 49–61. http://dx.doi.org/10.1017/jgc.2013.7.
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The purpose of this exploratory-descriptive study was to determine the career development of upper primary school students in Turkey. The Revised Career Awareness Survey (RCAS) was completed by 644 Turkish upper primary school students. Results indicated that the students were able to associate their own personal characteristics with particular careers and knew the characteristics of careers. They were less knowledgeable about life/career implications and life/career management tasks. The implications of the findings for career guidance and counselling practice are considered.
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Naschberger, Christine, and Krista Finstad-Milion. "How French managers picture their careers: a gendered perspective." Equality, Diversity and Inclusion: An International Journal 36, no. 5 (June 19, 2017): 401–16. http://dx.doi.org/10.1108/edi-10-2016-0082.
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Purpose The purpose of this paper is to investigate how French managers picture their careers, specifically female careers. Design/methodology/approach The sample was composed of 93 women and 5 men attending a professional women’s networking event in France. Participants answered a questionnaire, including images to choose from to best describe how they perceived their own career development. Findings The results indicate that a female career is closely associated with work-life balance by both women and men. Also, women acknowledge three times more than men, the existence of a glass ceiling in their organisation. Women and men choose both traditional and contemporary images of career. Research limitations/implications As the sample was taken from a women’s network event, the male sample size is small. Despite the small sample of men, giving voice to male participants leads to rich insights which challenge gendered and non-gendered career models. Practical implications On an individual level, reflection on one’s career path fosters awareness and ownership of career choices. Further, working with career images enhances discussion and experience sharing about personal career choices, and offers opportunities to organisations concerned with developing female talent. Originality/value The study contributes to the career literature by providing insights into how female and male managers perceive female careers. The study’s originality lies in the methodology, based on using images of careers to better understand how managers picture their own careers.
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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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Santos, Gina Gaio. "Career barriers influencing career success." Career Development International 21, no. 1 (February 8, 2016): 60–84. http://dx.doi.org/10.1108/cdi-03-2015-0035.
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Purpose – Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics. Design/methodology/approach – This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese academics of both sexes and in different stages of their academic careers. Findings – The findings pinpoint the existence of multi-level barriers encountered by the academics when trying to succeed in their careers. The interviewees mentioned particularly the organizational-professional career barriers pertaining to three general themes: poor collegiality and workplace relationships; the lack of organizational support and employment precariousness; and the career progression standards and expectations. At the individual life cycle level the interviewees referred to the theme of finding balance; at the same time, the gender structure was also a theme mentioned as an important career barrier in career success, particularly by the women interviewed. Research limitations/implications – One of the limitations of this research is related to the impossibility of generalizability of its findings for the general population. Nevertheless, the researcher provides enough detail that grants the reader with the ability to judge of its similarity to other research contexts. Practical implications – This research highlights the role played by distinct career barriers for a specific professional group: academics. This has implications for higher education policy-makers and for human resources managers in higher education institutions. Originality/value – The current study extends the literature on career success by offering detailed anecdotal evidence on how negative work experiences might hinder career success. This research shows that to understand career barriers to success it is useful to consider multi-level factors: organizational-level factors (e.g. poor collegiality and workplace relationships); individual-level factors (e.g. life-cycle factors such as age/career stage); and structural-level factors (e.g. gender).
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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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Ridgway, Maranda. "Taking a Step Back? Expatriation Consequences on Women in Dual-Career Couples in the Gulf." Merits 1, no. 1 (June 21, 2021): 47–60. http://dx.doi.org/10.3390/merits1010006.
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This article develops our understanding of how host country contextual features affect the career coordination strategies of dual-career couples (DCCs) from the perspective of expatriate women. The lived experiences of nine women expatriates in the Gulf Cooperation Council (GCC) were explored through in-depth interviews. The findings challenge our understanding of the coordinated career strategies of DCCs by suggesting that sociocultural features of the host country context can hamper egalitarian career strategies such that they become hierarchical and subsequently negatively impact women expatriates’ career capital. Not only are women’s careers hampered while in the GCC, but the contextual setting has a long-term adverse effect on women’s career capital. The main results from this study suggest that sociocultural features of the host country setting, such as the inability to access professional networks due to gendered segregation, prevent women’s careers from being prioritised and force a ‘tipping point’, creating a lag in women’s careers and negatively impacting their career capital.
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Farida, Farida, Teti Sobari, and Rima Irmayanti. "LAYANAN BIMBINGAN KARIER TERHADAP PERENCANAAN KARIER PESERTA DIDIK DI SMA." FOKUS (Kajian Bimbingan & Konseling dalam Pendidikan) 3, no. 5 (October 2, 2020): 164. http://dx.doi.org/10.22460/fokus.v3i5.5777.
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The purpose of this study was to obtain the implementation of career guidance services on the career planning of students in class XII IPA, the response of students at the time of implementation after being given career guidance and to find out the obstacles of students during the implementation of career guidance. This research is descriptive qualitative. The methods used in this research are interviews, observation, and documentation. The subjects in this study were the Counseling Guidance Teacher and 6 students of class XII IPA SMA Negeri 16 Garut. The results showed that career guidance services were needed to assist students in planning their careers. After attending career guidance services students have a new picture or insight in the world of careers, there is motivation or encouragement in finalizing career planning, and can better recognize the talents that exist within themselves, so there is no mistake in determining career planning.Keywords: Career Guidance, Career Planning
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Mtemeri, Jeofrey. "The impact of school on career choice among secondary school students." Global Journal of Guidance and Counseling in Schools: Current Perspectives 12, no. 2 (August 30, 2022): 185–97. http://dx.doi.org/10.18844/gjgc.v12i2.8158.
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Many factors affect how people make career choices. The study sought to investigate school influence on career pathways among secondary school students in the Midlands Province of Zimbabwe. The investigation serves as a springboard to establishing a career guidance model that would assist career guidance teachers in high schools in their endeavours to help students make career choices from a well-informed perspective. A self-designed questionnaire was used in collecting data from the participants. One thousand and ten high school students and 20 career guidance teachers participated in the study. Statistical Package for Social Sciences version 19 was used to calculate the percentages that were used to analyse the data. The study revealed that schools had an impact on secondary school students’ choice of careers. The geographical location of schools was cited as quite influential in the choices of careers by students and career guidance teachers are allowed to teach career guidance.
Keywords: Career, career choice, guidance, secondary school
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Zikic, Jelena, and Souha Ezzedeen. "Towards a more integrated view of entrepreneurial careers." International Journal of Entrepreneurial Behavior & Research 21, no. 6 (September 7, 2015): 756–77. http://dx.doi.org/10.1108/ijebr-07-2014-0129.
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Purpose – The purpose of this paper is to employ intelligent career theory to simultaneously explore the relationships between three types of entrepreneurial career capital (i.e. motivations, human, and social capital). It illustrates the interconnectedness of these three forms of capital as an important way to study entrepreneurial careers and provide a new lens for understanding both personal and venture success. Design/methodology/approach – This qualitative study of 22 in depth semi-structured interviews explores career stories of entrepreneurs in the high tech industry. The interviews focus on examining three aspects of their career, motivations to become an entrepreneur, ways of learning and developing their human and social capital. Interviews were transcribed and coded using grounded theory approach. Findings – The findings describe how entrepreneurial careers as simultaneously shaped by three types of career capital: motivations (knowing-why), knowledge (knowing-how), and relationships (knowing-whom). It also illustrates the accumulation of career capital as a continuous cycle of interrelationships between these three types of capital. Research limitations/implications – In sum, the findings add to the knowledge on entrepreneurial careers and the role that the three types of capital play in venture formation and success. It also points to the importance of a more integrated view of these careers, embedded in a web of motivational, social, and human capital. Practical implications – The study’s findings suggest that entrepreneurs should paid equal attention and nurture each form of career capital throughout their careers. It also has implications for entrepreneurship programs as well career advisers to. Originality/value – Prior entrepreneurship research has examined aspects of entrepreneur’s career capital (e.g. intentions, social, and human capital) typically in isolation from one another and little is known about their reinforcing relationships in entrepreneurial careers. This study provides novel insights for understanding the three types of career capital and the importance of this more integrated view in entrepreneurship education and career counseling.
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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.1017/s1833367200003977.
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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.5172/jmo.2006.12.3.223.
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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Baumer de Azevedo, Maria Candida, Sara De Hauw, Judith Semeijn, and Tinka van Vuuren. "Do parallel career tracks harm professionals more than single career tracks?" Australian Journal of Career Development 31, no. 2 (July 2022): 149–59. http://dx.doi.org/10.1177/10384162221110366.
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Parallel career tracks have become more prevalent today, especially in Brazil, where more than a quarter of all postgrads have one. Despite its growing popularity, little research has tapped into this new career phenomenon. This study examines whether having a parallel career track leads to negative work outcomes related to sustainable careers, such as higher absenteeism and lower engagement, in comparison to a single career track. Cross-sectional and longitudinal data were gathered from 380 and 102 Brazilian professionals respectively, who filled out an online survey. A normal and a repeated-measures multivariate analysis of variance were used to examine whether work outcomes differed between those with parallel career tracks versus single career tracks. The findings indicate that parallel career tracks do not have different effects on individual sustainable employability outcomes when compared to single career tracks, including employability, engagement, absenteeism, presenteeism, and burnout. Therefore, organizations can face this new career trend without reluctance as it does not harm individual work outcomes related to sustainable careers. This study contributes significantly to improving the understanding of this new career format by examining the impact of parallel career tracks on individual work outcomes through a longitudinal design.
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Leung, Wai-Ching. "Career focus: Generic careers for graduates." BMJ 321, Suppl S1 (July 1, 2000): 0007234. http://dx.doi.org/10.1136/sbmj.0007234.
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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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Kirton, Gill. "Alternative and parallel career paths for women: the case of trade union participation." Work, Employment and Society 20, no. 1 (March 2006): 47–65. http://dx.doi.org/10.1177/0950017006061273.
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This article argues that a broader, horizontal and multiple concept of career helps us to understand women’s union participation. Women frequently commit to and actively balance more than one significant life activity - each of which can be conceptualized as a career - in the public and private spheres. These careers inter-relate and overlap, sometimes complementing each other, sometimes conflicting; thus commitment to, progression in, or setbacks for one mode of career cannot be understood without appreciation of the others. The study shows that within a context of gendered employment barriers and constraints, a trade union career can often constitute an alternative or parallel career for women, to which some women commit the energy and resources many people reserve for their paid work careers. The article also explores the private meanings attached to careers, revealing union careers as a subjective and moral project.
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Afdal, Afdal, M. Suya, Syamsu Syamsu, and Uman Uman. "Bimbingan Karir Kolaboratif dalam Pemantapan Perencanaan Karir Siswa SMA." Jurnal Konseling dan Pendidikan 2, no. 3 (November 30, 2014): 1. http://dx.doi.org/10.29210/110000.
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Individual career development along the life span is integrated in each role, setting, events in life and is influenced by many factors. One of the factors that affect the development of the individual's career is a family environment. At issue now is the development of a career is not a major concern for parents. Parents consider issues relating to the development of careers is the responsibility of the teacher at the school, particularly teachers of guidance and counseling. The problem becomes when the teacher/counselor who understands the BK and understand deeply about children and career progression does not perform activities of collaboration/cooperation with parents to jointly realize the optimal child development careers so it is able to take decisions appropriately and independently with regard to education and career in the future. This paper discusses the basic concept of collaborative career guidance, career guidance principles and collaborative implementation of collaborative career guidance to establish career planning high school students.
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Övgü Çakmak-Otluoğlu, K. "A cluster analysis of protean and boundaryless career orientations: Relationships with career competencies." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 127–36. http://dx.doi.org/10.1177/1038416217743024.
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Previous research on protean and boundaryless careers has been variable centred, testing the outcomes of the dimensions of protean and boundaryless careers separately. Following the career typology of Briscoe and Hall (2006), this study aimed to explore the combined effect of protean (self-directedness and values orientation) and boundaryless (psychological and physical mobility) career dimensions on various career competencies, including identity awareness, adaptability, career planning, proactive job search behaviour, and external networking behaviour. Using cluster analysis with a sample of 285 professionals and mid-level managers, five of the eight career profiles in Briscoe and Hall’s (2006) typology emerged: protean career architect, hired gun, solid citizen, the wanderer, and trapped/lost. Results showed that the most positive career competencies were associated with protean career architect. Additionally, it was found that higher levels of self-directed career management and psychological and physical mobility were not sufficient to enhance identity awareness when the values-driven orientation was lower.
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Schweitzer, Linda, Sean Lyons, and Chelsie J. Smith. "Career Sustainability: Framing the Past to Adapt in the Present for a Sustainable Future." Sustainability 15, no. 15 (July 31, 2023): 11800. http://dx.doi.org/10.3390/su151511800.
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The emerging literature concerning sustainable careers posits that career development is an adaptive and dynamic process of creating person–career fit, in pursuit of a career that is happy, healthy, and productive. Our goal is to advance this literature by delving deeper into the intrapersonal processes involved in constructing career sustainability—which involves meeting one’s needs in the present without sacrificing one’s needs in the future—and clarifying the role of time in this process. We articulate a fundamentally subjective, intrapersonal process of enacting career sustainability that draws upon career construction theory, prospective and adaptive sensemaking, conservation of resources theory, and career adaptability to articulate how individuals reflect, frame, envision, re-frame, and ultimately, adapt to effect and maintain their career sustainability over time. This expansion brings added conceptual depth to earlier sustainable careers models by situating the career firmly within the agency of the career actor and articulating how this process unfolds with specific recognition of the past, present, and future. Educators, career counselors, HR representatives, and community organizations are called upon to promote and support career sustainability and support individuals through this dynamic and adaptive process.
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Setiawan, Totok Andi, and Fibria Indriati. "Which Individual or Organization is Responsible For Career Planning? (Literature Review)." Journal of Law, Politic and Humanities 4, no. 4 (May 28, 2024): 557–67. http://dx.doi.org/10.38035/jlph.v4i4.389.
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Career is important in the life of employees, and humans have the desire to continue to develop and advance. Therefore, there is a need for clear career planning in order to align the interests of individuals and organisations. Career planning is divided into two, namely individual career planning and organisational career planning. It is still debatable who is responsible for career planning, individuals or organisations. This research is a qualitative research with a literature study approach. The literature used in this research are national and international scientific books and articles. The purpose of this research is to find out who is responsible for career planning. It was found that good career planning will identify strengths and weaknesses as well as abilities that must be fulfilled to face the future. With career planning will provide a career path that can be travelled by employees. Career planning should be made realistically not just a career goal. The result of the research is that individuals have responsibility in their careers, because individuals know exactly what their interests and talents are. However, the organisation must facilitate individuals to develop in their careers.
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Wee, Hui Bieh. "Career as Self-Identity in Chinese Malaysian Students’ Career Choice in STEM." ASM Science Journal 19 (April 3, 2024): 1–12. http://dx.doi.org/10.32802/asmscj.2023.1751.
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Chinese Malaysians who inherit the traditional Chinese culture have evolved with assimilation of globalisation with colonialism elements to form a myriad of cultural mélange, with an impact on career choice in STEM. Applying Stuart Hall’s theory of circuit of culture, a study deploying obituaries has been used to understand media and cultural influence on STEM career choice. Career as self-identity and social status has influenced Chinese Malaysian students’ career choice, with a hierarchy of prestige among them and medicine occupying the top position. Career choice for them in STEM is found to be limited to a few which are socially visible. In addition, the hegemony of “university”, “degree” over “college”, “diploma”, “vocational” and “training” has resulted in Chinese Malaysians to consider technical and vocational education and training as well as practical-oriented courses in STEM as second choice. This does not augur well for national human resource development in emerging fields in STEM. Alternative discourses and narratives for STEM careers with reimaging of nature of jobs for STEM careers to reconstruct perception towards STEM via the media and science communications could enhance the attractiveness of STEM careers. Additionally, multi-disciplinary approach to higher education and promotion of specific STEM careers based on market needs could bring STEM closer to students.
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Susanti, Eni, Neviyarni S, and Marjohan Marjohan. "Pemahaman Siswa Tentang Informasi Karir Jurusan Pariwisata dan Upaya Guru BK di SMK Nusatama Padang." Konselor 4, no. 3 (September 1, 2015): 111. http://dx.doi.org/10.24036/02015436463-0-00.
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Counselor is one of the educators who assist students in understanding their career will live in the future. Specifically for vocational students, information about the types of careers that have been linked to employment, position or career aspired after completing studies in education are taken. The purpose of this study to describe: 1) understanding students majoring in Tourism Vocational Nusatama Padang on the type of career information and a description of the types of careers, 2) attempts to provide insight counselor to students about careers Nusatama SMK Padang Tourism department. The population was 156 students. The number of sample was 111 students and have been using cluster random sampling technique. The findings of the study are: 1) students understand the types of careers and career descriptions are in the middle category, 2) counselor need to further improve the students in understanding the type and career description. Therefore counselors need to improve guidance and counseling services related to an increase students' understanding of career information and descriptions of tourism department, so students are prepared to enter the workforce.
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Lo Presti, Alessandro, Amelia Manuti, Assunta De Rosa, and Angelo Elia. "Developing a sustainable career through discourse: a qualitative study on a group of Italian project managers." International Journal of Managing Projects in Business 15, no. 8 (December 3, 2021): 1–18. http://dx.doi.org/10.1108/ijmpb-12-2020-0376.
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PurposeThe current study makes two main contributions: one theoretical and one methodological. First, it investigated the theoretical prepositions of career sustainability perspective, which appears particularly suitable for examining project managers' careers' dynamics and patterns, featured by explicit and recursive interactions between individual, temporal and contextual factors. Second, the study aimed to adopt a qualitative approach to this topic as to allow a deeper understanding of individual narratives about careers, highlighting underexplored issues and peculiarities that future research could further examine through quantitative methodologies.Design/methodology/approachProject managers' careers are still an under-researched topic, especially through qualitative methods. The study applied career sustainability theory to the realm of project management, moreover, adopting a socio-constructivist perspective. Participants were 50 Italian project managers who were involved through a narrative in-depth interview that focused on career and career success. Their answers were analyzed through thematic analysis of contents and diatextual analysis.FindingsResults showed that project managers' career could be a prototypical example of sustainable career, basically described in terms of four basic constitutive dimensions as follows: time frame, social space, agency and meaning. Implications for both future theoretical expansion of career sustainability theory and project managers' career management interventions were also discussed.Originality/valueThe originality of the paper could be found in the effort to adopt a socio-constructivist perspective to investigate the topic of career sustainability taking the exemplary case of project managers' career.
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Lokan, Jan, Marianne Fleming, and Bryan Tuck. "Career-Related Information." Australian Journal of Career Development 2, no. 1 (March 1993): 14–19. http://dx.doi.org/10.1177/103841629300200106.
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The provision of comprehensive, well-organised information on educational courses, jobs and career opportunities has been recognised as a key component of careers services in schools since the inception of such services. Recent position papers on desirable career education programs and training programs for careers teachers/coordinators in Australia have reinforced the important role of adequate information resources. Some of the recommendations of these papers are summarised and recent Australian research on adolescents' life concerns and the perceived value of a range of potential sources of career-related information is reviewed. Findings related to information seeking by over 5000 high school students in some new research are described and discussed.
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Hughes, Amanda. "An Overview of Three Online Career Assessment Tools." Vocational Evaluation and Career Assessment Professionals Association Journal 16, no. 1 (December 1, 2021): 24–32. http://dx.doi.org/10.52382/peoi/0954.
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Exploring careers and deciding on a career path can be an intimidating activity. With over 12,000 careers available to choose from, information can become overwhelming (Robinson, n.d.). Career assessment and counseling services can assist with accurately evaluating an individual’s interests, skills, work values, and temperaments in order to appropriately plan a long-term career pathway. There are many online tools available to the general public to help with this process of information gathering, personal career exploration, and self-discovery. The Career Index Plus, O*NET Online, and EducationPlanner are three specific online resources that can be beneficial to use when delivering career assessment and counseling services. In reviewing these resources, conclusions can be drawn about the strengths and weaknesses of these tools, as well as accessibility considerations and their application to career counseling.
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Hoffmann, Heath C. "Recovery Careers of People in Alcoholics Anonymous: Moral Careers Revisited." Contemporary Drug Problems 30, no. 3 (September 2003): 647–83. http://dx.doi.org/10.1177/009145090303000306.
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The concept of the “moral career” has been used to study the normative sequence of statuses that the mental patient (Goffman, 1959), the marijuana user (Becker, 1953), and the psychiatric resident (Light, 1980) experience as they develop a new identity. This work is limited, though, because these three authors do not discuss variations from the normative model of the moral careers they describe. In this paper I reexamine the moral career looking at participants in Alcoholics Anonymous (AA). While a wealth of research has been devoted to studying the recovery careers of AA participants, the primary focus has been on the moral career of the member who abstains from alcohol, commits herself to AA activities, and embeds herself in social networks that largely consist of other AA members. As a result, we learn mostly about the ideal career path that people should follow in recovery, and not the range of moral careers that members actually exhibit. I compensate for this shortcoming by analyzing the range of roles and statuses occupied by AA Insiders, including AA Regulars, Rank and File members, Bleeding Deacons, Elder Statesmen, and Circuit Speakers. I also discuss the alternative moral careers that depart from the ideal Insider recovery career, including the Tourist, the Relapse career, and the Graduate career. These moral careers reflect variation in AA members' commitment to and participation in AA-related activities.
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Iskhakova, Marina, and Sofia Kosheleva. "Global vs local careers taxonomy for graduate employability: Through the lens of students’ typology and destination." Journal of Teaching and Learning for Graduate Employability 14, no. 1 (August 14, 2023): 187–204. http://dx.doi.org/10.21153/jtlge2023vol14no1art1744.
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Career studies literature suggests that careers become more boundaryless and more global. Students, the agents of the choice of career, are not a homogeneous cohort anymore. We add to the discussion the students’ typology proposition for the career choice to further develop the graduate employability discourse. We make the first attempt to develop a student global vs local career taxonomy to contribute into understanding of graduate employability and career decision making. Our contribution offers a two-dimensional taxonomy, with one dimension being a type of student and another dimension being a career destination. The conceptual taxonomy is empirically tested with data from more than 400 business and economics students. We show that a global career choice would prevail above a local career choice for each of the student types. Our findings contribute into deeper understanding of career decision making and broadens our comprehension of the variety of global vs local careers for graduate employability. The study develops the future research agenda for career development researchers and multinational corporations’ (MNC) practitioners and practical agenda for teaching and learning in universities.
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Oliveira, Lucília Cardoso, Miguel Pereira Lopes, and Sónia Gonçalves. "Career profiles: Career entrenchment or adaptation to change?" Análise Psicológica 38, no. 2 (December 23, 2020): 211–27. http://dx.doi.org/10.14417/ap.1765.
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The rapid development of societies and the transformation of labour markets and organizationsrequires more dynamic careers nowadays. Thus, based on the career profiles described by Carson,Carson, Phillips and Roe (1996) and the association of career entrenchment and career satisfaction,we identified in this study, which career profiles currently exist. The cross-reference of data, withorganizational commitment, career commitment and turnover intention, allowed to characterize eachprofile and the factors that weigh on the decision to stay or change career, keeping or not a positiveattitude. We perform a cluster analysis using the K-means method, in a sample of 386 subjects. Theresults came across a new career profile, called transactional career, which might reflect that careersare currently more active and less stable. In the end, the results and the theoretical and practicalimplications are being discussed.