Artykuły w czasopismach na temat „Careers”
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McKenna, Steve, i Amanda Peticca-Harris. "Globalization, academic knowledge interests and the global careers discourse". critical perspectives on international business 12, nr 4 (3.10.2016): 331–47. http://dx.doi.org/10.1108/cpoib-02-2015-0007.
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Purpose This paper aims to present two objectives. The first objective is to identify the academic knowledge interests (managerial, agentic, curatorial and critical) prevalent in research on global careers. The second objective is to consider and critique the discourse constructed and perpetuated in academic texts on global careers concerning globalization, global careers and the global careerist. Design/methodology/approach Using a critical discourse analysis, the paper analyzes 66 articles and book chapters and one book on the subject of a global career. The authors positioned the texts into one of the four academic knowledge interests – managerial, agentic, curatorial and critical. The texts were also analyzed with respect to the discourse manifested in relation to globalization, global careers and the global careerist. Findings The authors found that the texts were driven by primarily managerial academic knowledge interests, followed by agentic and curatorial interests. Very few reflected critical knowledge interests. In addition, texts on global careers accept the globalization of business as natural and unproblematic and, consequently, construct a discourse about the global career and the global careerist which fits the idea that global business expansion in its current form is inevitable and inescapable. Originality/value This paper is the first to analyze the academic knowledge production and discourse on “global careers” and the “global careerist” as it is emerging among career scholars. It is also one of the very few articles offering a more critical perspective on global careers specifically and careers more generally.
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Bridgstock, Ruth. "Australian Artists, Starving and Well-Nourished: What Can we Learn from the Prototypical Protean Career?" Australian Journal of Career Development 14, nr 3 (październik 2005): 40–47. http://dx.doi.org/10.1177/103841620501400307.
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Recent literature documents the demise of traditional linear careers and the rise of protean, boundaryless, or portfolio careers, typified by do-it-yourself career management and finding security in ongoing employability rather than ongoing employment. This article identifies key attributes of the ‘new career’, arguing that individuals with careers in the well-established fields of fine and performing arts often fit into the ‘new careerist’ model. Employment/career data for professional fine artists, performing artists and musicians in Australia is presented to support this claim. A discussion of the meta-competencies and career-life management skills essential to navigate the boundaryless work world is presented, with specific reference to Australian artists, and recommendations for future research.
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Trevisan, Laís Viera, Patrícia Böck Bandeira, Eliane Alves da Silva, Angela Beatriz Busato Scheffer i Eugênio Ávila Pedrozo. "Creating sustainable businesses and careers: analysis of entrepreneurs’ life stories through the lens of career sustainability". Revista de Administração da UFSM 15, nr 3 (22.10.2022): 469–90. http://dx.doi.org/10.5902/1983465970062.
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Purpose: This study aimed to analyze how the career-building process of sustainable entrepreneurs occurs from the perspective of sustainable careers and how the influential factors in their career decisions are related to the dimensions and characteristics of sustainable careers. Design/methodology/approach: This is a qualitative study carried out by analyzing three Brazilian entrepreneurs’ life stories. Subsequently, the data were submitted to narrative analysis using the Atlas.ti software and then interpreted using sustainable career’s dimensions and characteristics. Findings: The study corroborates the literature on entrepreneurship, sustainability, and careers, shedding new light on the career decision process of sustainable entrepreneurs from the assumptions of the sustainable career perspective. We identified the emergence of influential categories as a disorienting dilemma, the importance of agency and meaning dimensions and the career coherence with values, quality of life, and self-fulfillment. In addition, sustainable entrepreneurship appears to be in line with the ideals of decent work, allowing for individual well-being, matching life and career values, and long-term employability. Originality: The sustainable career perspective offers an innovative, dynamic, and systemic perspective to understanding the professional trajectories of sustainable entrepreneurs, considering their learning along their trajectory, crossing different social spaces, experiences, and creations, which allow them to improve the adaptability necessary for the sustainability of their careers.
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Khasanah, Faizatul, Ni�matin Muyassaroh i Muhamad Rifa�i Subhi. "Penerapan Teori Sosial Kognitif Karir pada Bimbingan Karir dalam Upaya Membantu Pengambilan Keputusan Karir". Jurnal Inovatif Ilmu Pendidikan 2, nr 1 (10.02.2021): 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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Akkermans, Jos, Anne Keegan, Martina Huemann i Claudia Ringhofer. "Crafting Project Managers’ Careers: Integrating the Fields of Careers and Project Management". Project Management Journal 51, nr 2 (7.11.2019): 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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Bal, P. Matthijs, i Roxana Alhnaity. "A Psychology of Sustainable Career Development: Hypernormalized Ideology or Inherently Sustainable?" Sustainability 16, nr 2 (9.01.2024): 578. http://dx.doi.org/10.3390/su16020578.
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Sustainable career development is a great priority for organizations, governments and individuals alike. Facing the grand challenges of our global world, careers and their development have to be re-designed to incorporate more sustainable ways of living and working. However, most work around sustainable careers is centered around neoliberal modes of organizing, amplifying individual responsibility of individuals for their careers, while treating careers merely as an instrumental ‘tool’ towards organizational performance and viability. Hence, sustainable careers are a hypernormalized ideology. In the current paper, a psychology of sustainable career development is introduced that deviates from earlier, more conservative models, of career development towards a more radical interpretation and recognition of truly sustainable ways of organizing and developing careers. Anchored in an interpretation of sustainable careers as promoting dignity and capabilities of people, this conceptual paper formulates a new psychology of the sustainable career, towards integration rather than individualization.
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Mattozzi, Andrea, i Antonio Merlo. "Political careers or career politicians?" Journal of Public Economics 92, nr 3-4 (kwiecień 2008): 597–608. http://dx.doi.org/10.1016/j.jpubeco.2007.10.006.
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Hoffmann, Heath C. "Recovery Careers of People in Alcoholics Anonymous: Moral Careers Revisited". Contemporary Drug Problems 30, nr 3 (wrzesień 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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Smith, Theresa, i Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession". Journal of Management & Organization 12, nr 3 (listopad 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, i Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession". Journal of Management & Organization 12, nr 3 (listopad 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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Kilic, Eren, i Hakan Kitapci. "Contextual and Individual Determinants of Sustainable Careers: A Serial Indirect Effect Model through Career Crafting and Person-Career Fit". Sustainability 16, nr 7 (29.03.2024): 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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Mohtar, Lilia Ellany, Lilia Halim, Norshariani Abd Rahman, Siti Mistima Maat, Zanaton H. Iksan i Kamisah Osman. "A MODEL OF INTEREST IN STEM CAREERS AMONG SECONDARY SCHOOL STUDENTS". Journal of Baltic Science Education 18, nr 3 (10.06.2019): 404–16. http://dx.doi.org/10.33225/jbse/19.18.404.
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Studies have shown that various factors (the role of formal education, informal education, and community) contribute to the lack of participation in STEM and STEM careers. This research aimed to understand the multi pathways of factors contributing to the interest in STEM careers (STEM careers in physical sciences and STEM careers in life sciences). This research was a survey research which administered a questionnaire randomly to 1485 secondary school students (14 years of age). Data analysis was based on the Structural Equation Modeling (SEM) approach using Analysis of Moment Structures (AMOS) to test the hypothesized model. A model containing five constructs, namely environmental factors (learning experiences, media, social influences), self-efficacy in science, technology, engineering and mathematics respectively, perceptions of STEM careers and interest in physical sciences and life sciences STEM careers was proposed in this research. The results show that students’ interest in life sciences based careers is influence by their self-efficacy and perceptions of the career. Meanwhile, students’ interest in physical sciences based careers is influence only by their self-efficacy and not influence by their perceptions of the career. The need to improve students’ self-efficacy through STEM learning experiences is imperative to ensure continued interest in STEM careers. Key words: environmental factors, life sciences STEM careers, perceptions of STEM careers, physical sciences STEM careers, self-efficacy, social cognitive career theory.
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Map, Jurnalmap, Achmad Zainuddin, Muninghar ÔÇì i 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, nr 01 (10.01.2020): 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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Greenglass, Esther R., i Ronald J. Burke. "Career Orientations and Career Development among Male and Female Teachers". Psychological Reports 64, nr 2 (kwiecień 1989): 591–98. http://dx.doi.org/10.2466/pr0.1989.64.2.591.
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Career orientations of 833 male and female school-based educators were examined at the start of their teaching careers and currently. Data were collected using anonymous questionnaires. Although more men held Careerist occupational self-concepts than women initially, this career orientation decreased for men and increased for women over time. The presence of the Careerist orientation was associated with increasing administrative responsibility for both men and women.
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Dyer, W. Gibb. "Toward a Theory of Entrepreneurial Careers". Entrepreneurship Theory and Practice 19, nr 2 (styczeń 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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Choate, Julia, Maria Demaria, Michelle Etheve, Sandy Cran i David Carroll. "A professional development program with an assessed ePortfolio: A practical solution for engaging undergraduates with their career development in large student cohorts". Journal of Teaching and Learning for Graduate Employability 10, nr 2 (16.07.2019): 86–103. http://dx.doi.org/10.21153/jtlge2019vol10no2art788.
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Undergraduate biomedical science degree-programs are considered to be non-vocational, with a diverse range of career outcomes. At our university, student and academic feedback indicated that biomedical science students were anxious and uncertain about their career options. In response to this careers anxiety, an in-curriculum, course-wide and assessed professional development program (PDP) was developed and delivered into the biomedical science degree-program by an integrated team of careers educators and biomedical academics. This program aimed to engage a large cohort of biomedical students (>1000) with their career development, improving their careers awareness and reducing their anxiety about careers options. The impacts of the program on students’ career and employability skills development, as well as their self-reported levels of psychological distress, were evaluated with on-line anonymous student surveys. Student engagement with the program was linked with program assessment submission rates and student interactions with the University Careers Service. Completion of the program increased students’ careers knowledge and confidence, enhanced their awareness of career options and employability skills and increased their engagement with the University Careers Service. It did not alter students’ self-reported levels of depression, anxiety and stress, but students who rated themselves poorly on careers awareness and confidence statements were more likely to have severe depression, anxiety and stress. This program provides a practical approach for students’ career and employability skills development in large cohorts, but could be expanded to include an intervention to reduce student anxiety.
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Müller, Camila Vieira, Angela Beatriz Busato Scheffer i Lisiane Quadrado Closs. "A trip can transform your life: life and career experiences in contemporaneity". Administração: Ensino e Pesquisa 21, nr 3 (1.09.2020): 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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Mainiero, Lisa A. "Early Career Factors That Differentiate Technical Management Careers From Technical Professional Careers". Journal of Management 12, nr 4 (grudzień 1986): 561–75. http://dx.doi.org/10.1177/014920638601200410.
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Feldman, Daniel C., i Mark C. Bolino. "Careers within careers: Reconceptualizing the nature of career anchors and their consequences". Human Resource Management Review 6, nr 2 (czerwiec 1996): 89–112. http://dx.doi.org/10.1016/s1053-4822(96)90014-5.
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Valk, Reimara, Marloes L. van Engen i 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, nr 2 (28.11.2014): 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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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, nr 2 (1.10.2023): 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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Ozbilgin, Mustafa, i Geraldine Healy. "“Don’t mention the war” – Middle Eastern careers in context". Career Development International 8, nr 7 (1.12.2003): 325–27. http://dx.doi.org/10.1108/13620430310505278.
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Mainstream work on careers tends to be situated within an individualistic paradigm and against a North American/Western European context (although frequently unacknowledged). This paper throws new conceptual and contextual insights on the career concept through its exploration of careers in the Middle East. It draws on articles included in two special issues on career development in the Middle East published in Career Development International, and demonstrates how careers are intertwined with history, politics, organisational practices and structures as well as the individual self. Importantly it identifies the interconnectedness of the Middle East with the rest of the world and how this impacts on individual careers. Through this regional lens, the complexity and diversity of the career concept is brought into sharp focus.
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Kirton, Gill. "Alternative and parallel career paths for women: the case of trade union participation". Work, Employment and Society 20, nr 1 (marzec 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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Trimble, Allyson, Amie Imler, Chad Carr i Jason M. Scheffler. "488 Career Awareness of Incoming University of Florida Animal Science Majors". Journal of Animal Science 99, Supplement_3 (8.10.2021): 215. http://dx.doi.org/10.1093/jas/skab235.391.
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Abstract A disproportionate number of Animal Science (ANS) students start their program with the intent of pursuing veterinary school. While some succeed, most change career paths either by personal choice or not gaining admission into veterinary school. Ideally, the sooner a student identifies alternative career path(s), the more opportunities they have to prepare for those careers by pursuing additional classes and extracurriculars. The University of Florida (UF) is unique compared to peer institutions with a 30% freshman acceptance rate, an overwhelming 41% of UF ANS students arrive as transfers. This compresses the time to matriculate through the ANS curriculum and increases the urgency to redirect students into the numerous ANS career paths. The objective of this study is to better understand ANS student’s perceptions of careers. We conducted a career awareness survey at the start and end of the ANS3006 Introduction to Animal Science course over the past two years. Students (n=352) were asked demographic information, and completed an online instrument evaluating their awareness of career options available to them. Over 49% could not list more than two careers. Veterinarian was the most common and appeared on 76% of responses. Students are exposed to careers throughout each lecture module and related career-focused assignments. In the post test evaluation, 57% listed more than two careers, with the average increasing from 2.8 to 3.6 careers per student. Additionally, 18.8% of students indicated their career goals had changed over the course of the semester, with more than 2/3 or those being students who changed from a veterinary path. In conclusion, ANS students arriving at UF have a limited outlook on career options. While introduction to ANS has some success in expanding those options, more efforts need to be made in the current curriculum and through secondary education to increase awareness of ANS careers.
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Leung, Wai-Ching. "Career focus: Generic careers for graduates". BMJ 321, Suppl S1 (1.07.2000): 0007234. http://dx.doi.org/10.1136/sbmj.0007234.
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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, nr 3 (1.05.2021): 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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Govan, Douglas. "Exploring the helping skills used by careers advisers: Application of the Hill Counsellor Verbal Response Mode Category System". Journal of the National Institute for Career Education and Counselling 24, nr 1 (1.10.2010): 28–33. http://dx.doi.org/10.20856/jnicec.2407.
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This article reports on a study that explores the use of the Hill Counsellor Verbal Response Mode Category System as a framework for investigating and categorising the helping skills used by career advisers. Audio-recordings of 13 career guidance interviews undertaken by six careers advisers were transcribed and then coded using the HCVRMCS. At the time that data were collected career advisers participating in the study worked for Careers Scotland and used Careers Scotland’s ‘Approach to Guidance’ (Allen and Paine, 2006) in their interviews with clients.
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Inkson, Kerr, Dale Furbish i Polly Parker. "Fast Forward: Careers Research in New Zealand". Australian Journal of Career Development 11, nr 3 (październik 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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Tomlinson, Jennifer, Marian Baird, Peter Berg i Rae Cooper. "Flexible careers across the life course: Advancing theory, research and practice". Human Relations 71, nr 1 (13.11.2017): 4–22. http://dx.doi.org/10.1177/0018726717733313.
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This introductory article sets out a framework for conceptualizing flexible careers. We focus on the conditions, including the institutional arrangements and the organizational policies and practices, that can support individuals to construct flexible and sustainable careers across the life course. We ask: What are flexible careers? Who are the (multiple) actors determining flexible careers? How do institutions and organizational settings impact upon and shape the career decisions and agency of individuals across the life course? We begin our review by providing a critique of career theory, notably the boundaryless and protean career concepts, which are overly agentic. In contrast, we stress the importance of institutions, notably education and training systems, welfare regimes, worker voice, working-time and leave regulations and retirement systems alongside individual agency. We also emphasize the importance of various organizational actors in determining flexible careers, particularly in relation to flexible work policies, organizational practices, culture and managerial agency. Finally we argue for the importance of a life course framing taking into account key transition points and life stages, which vary in sequence and significance, in the analysis of flexible careers. In concluding remarks, we urge researchers to use and refine our model to the concept of flexible careers conceptually and empirically.
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Portwood, Derek. "Careers and Redundancy". Sociological Review 33, nr 3 (sierpień 1985): 449–68. http://dx.doi.org/10.1111/j.1467-954x.1985.tb02435.x.
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Occupational redundancy is affecting a wide range of workers including those with careers. This challenges assumptions of the inviolability of professional careers and views of careers as steady progress. Individuals' experience of redundancy shows that careers can be very disadvantageous for those who have invested in and become committed to them. Recent changes in society thus call for a revision of the existing sociological concept of career and its use in the analysis of social institutions and processes. These issues are examined by reviewing sociological references to, and analyses of, the concept and by studying the effects of redundancy on a particular group of professionals. It is argued that redundancy compels an approach which treats seriously the capacity of ‘careers’ to inflict psychological and social harm and to involve career holders in political struggle. The concept should retain its place in the sociology of occupations, but to realise its analytical potential, it must be firmly related to political conditions and consequences. This may justify following the commonsense rather than the sociological view and restricting its use to high-status occupations.
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McNulty, Yvonne, i Charles M. Vance. "Dynamic global careers: a new conceptualization of expatriate career paths". Personnel Review 46, nr 2 (6.03.2017): 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.
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Kidd, Jennifer M., John Killeen, Julie Jarvis i Marcus Offer. "L’orientation professionnelle est-elle une science appliquée ? Rôle de la théorie dans la consultation d’orientation professionnelle en Grande-Bretagne." L’Orientation scolaire et professionnelle 24, nr 1 (1995): 19–37. http://dx.doi.org/10.3406/binop.1995.1089.
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Some of the findings of a study investigating British careers officers’ use of theoretical models in the careers guidance interview are discussed. Data were collected through visits to institutions offering Diploma in Careers Guidance courses, a large-scale questionnaire survey of careers officers, and semi-structured interviews and group discussions. There was evidence that in initial training, theory is used to support, rather than determine, the development of skills. Results also suggested that practising career officers are familiar with a fairly wide range of theories, although in their interviewing they tend to apply broad principles of theory, rather than specific elements. Careers officers who trained some time ago were less familiar with theories than those who trained more recently, and there was no support for the hypothesis that long service leads to a greater recognition of the relevance of theories generally. Familiarity with guidance and counselling theories appears to be more influential than knowledge of career theories on the way careers officers think about interviewing. Overall, the findings cast some doubts on the view that careers guidance is an applied science.
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Vargas, Hustana Maria. "TEACHER CAREERS AND TEACHER EDUCATION : A BRAZILIAN DILEMMA". Problems of Education in the 21st Century 47, nr 1 (10.11.2012): 144–51. http://dx.doi.org/10.33225/pec/12.47.144.
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The professional aspect of teacher education is in the core of a more general context of teachers’ work. One of the most marking issues of this work’s conditions, as cause and consequence of many problems, is its insertion in a career framework. At which point of this framework are teaching careers? What consequences for the teaching work may be anticipated from this relative position of teaching in the general career framework? Let us examine this situation from the Brazilian viewpoint. To discuss this subject, a study that deals with career hierarchy in higher education, the socioeconomic profile of undergraduates of some careers related to teacher formation and the position of these careers in the Brazilian university context was conducted. Socioeconomic data were obtained from national microdata of undergraduate students in a time series from 2000 to 2008. The investigation concluded that there is a strong internal hierarchy among careers in Brazil, revealing its effects in symbolic, intra institutional, employment, salary, and corporate terms. This scenario has persisted over time, without the entry of new profiles in teaching careers, traditionally addressed to low-income students. Key words: careers hierarchy, sociology of education, teacher education.
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Naschberger, Christine, i Krista Finstad-Milion. "How French managers picture their careers: a gendered perspective". Equality, Diversity and Inclusion: An International Journal 36, nr 5 (19.06.2017): 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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Moloney, Breda, Thilo Kroll i Attracta Lafferty. "An exploration of young carers’ experiences in school and their perceptions regarding their future career - a scoping review protocol". HRB Open Research 3 (25.06.2020): 41. http://dx.doi.org/10.12688/hrbopenres.13074.1.
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Background: Young carers are individuals under 18 years who care for a relative with an illness, disability, a mental health issue or addiction. Across the world, it is challenging to calculate the exact numbers due to the invisible nature of their role that can exist due to stigmatisation and fear of authoritative intrusion. As young carers reach 16 years and over, future career prospects become more significant. Young carers are more likely than their peers not to be in education, employment, or training and are more likely to do poorly at school or college than their non-caregiving peers due to the demands of caring. Recognising that positive engagement at school is a vital correlate of positive employment outcomes, young carers are at risk as their caring role can limit the range of employment opportunities open to them. This paper outlines the protocol for a robust synthesis of the literature surrounding young carers and their career perceptions. The scoping review will address the research question ‘What is known from the literature about young carers in school and their career perceptions?’ The overall aim of this paper is to present a protocol for the scoping review to map the key concepts, types of evidence, and gaps in research related to young carers in school and their future careers. Methods: The review will follow Arksey and O’Malley (2005) and Levac et al.’s, (2010) Scoping Review Framework. The steps involved include: (1) research question identification; (2) relevant studies identification; (3) selection of studies; (4) data charting; (5) collating, summarising and reporting the results; and (6) stakeholders consultation. Conclusions: The scoping review is an appropriate first step to employ in presenting the literature to inform a larger research study on young carers’ experiences in school and their perceptions regarding their future careers.
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Moloney, Breda, Thilo Kroll i Attracta Lafferty. "An exploration of young carers’ experiences of school and their perceptions regarding their future career - a scoping review protocol". HRB Open Research 3 (20.11.2020): 41. http://dx.doi.org/10.12688/hrbopenres.13074.2.
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Background: Young carers are young people who care for a relative or a friend with an illness, disability, frailty, a mental health issue or addiction. Across the world, it is challenging to calculate the exact numbers due to the invisible nature of their role that can exist due to stigmatisation and fear of authoritative intrusion. As young carers reach 16 years and over, future career prospects become more significant. Young carers are more likely than their peers not to be in education, employment, or training and are more likely to do poorly at school or college than their non-caregiving peers due to the demands of caring. Recognising that positive engagement at school is a vital correlate of positive employment outcomes, young carers are at risk as their caring role can limit the range of employment opportunities open to them. This paper outlines the protocol for a robust synthesis of the literature surrounding young carers and their career perceptions. The scoping review will address the research question ‘What is known from the literature about young carers in school and their career perceptions?’ The overall aim of this paper is to present a protocol for the scoping review to map the key concepts, types of evidence, and gaps in research related to young carers in school and their future careers. Methods: The review will follow Arksey and O’Malley (2005) and Levac et al.’s, (2010) scoping review framework. The steps involved include: (1) research question identification; (2) relevant studies identification; (3) selection of studies; (4) data charting; (5) collating, summarising and reporting the results; and (6) stakeholders' consultation. Conclusions: The scoping review is an appropriate first step to employ in presenting the literature to inform a larger research study on young carers’ experiences in school and their perceptions regarding their future careers.
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Moloney, Breda, Thilo Kroll i Attracta Lafferty. "An exploration of young carers’ experiences of school and their perceptions regarding their future career - a scoping review protocol". HRB Open Research 3 (7.12.2020): 41. http://dx.doi.org/10.12688/hrbopenres.13074.3.
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Background: Young carers are young people who care for a relative or a friend with an illness, disability, frailty, a mental health issue or addiction. Across the world, it is challenging to calculate the exact numbers due to the invisible nature of their role that can exist due to stigmatisation and fear of authoritative intrusion. As young carers reach 16 years and over, future career prospects become more significant. Young carers are more likely than their peers not to be in education, employment, or training and are more likely to do poorly at school or college than their non-caregiving peers due to the demands of caring. Recognising that positive engagement at school is a vital correlate of positive employment outcomes, young carers are at risk as their caring role can limit the range of employment opportunities open to them. This paper outlines the protocol for a robust synthesis of the literature surrounding young carers and their career perceptions. The scoping review will address the research question ‘What is known from the literature about young carers in school and their career perceptions?’ The overall aim of this paper is to present a protocol for the scoping review to map the key concepts, types of evidence, and gaps in research related to young carers in school and their future careers. Methods: The review will follow Arksey and O’Malley (2005) and Levac et al.’s, (2010) scoping review framework. The steps involved include: (1) research question identification; (2) relevant studies identification; (3) selection of studies; (4) data charting; (5) collating, summarising and reporting the results; and (6) stakeholders' consultation. Conclusions: The scoping review is an appropriate first step to employ in presenting the literature to inform a larger research study on young carers’ experiences in school and their perceptions regarding their future careers.
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Chen, Quan, Jing-An Wang, Ruiqiu Ou, Junhua Sun i Li-Chung Chang. "Disruptive technologies and career transition strategies of middle-skilled workers". Career Development International 24, nr 5 (9.09.2019): 475–90. http://dx.doi.org/10.1108/cdi-06-2018-0172.
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Purpose Disruptive technologies often disrupt the careers of middle-skilled workers. The purpose of this paper is to investigate career transition strategies of middle-skilled workers that partially continue or expand their careers under the condition of disruptive technologies. Design/methodology/approach This paper established a conceptual framework of career transition strategies for middle-skilled workers by integrating the existing studies of disruptive technologies, technological trajectory transition, boundaryless and protean careers, and careers as repositories of knowledge. Findings The authors proposed three types of career transition strategies to partially prolong middle-skilled workers’ careers, namely, industry-oriented transition strategy which refers to a transfer to other occupations in the original industry, technology-oriented transition strategy which refers to a transfer to occupations with original technical skills in other industries, and comprehensive transition strategy which refers to a transfer to other occupations in the related industries. Further, this paper discusses the external conditions and individual competencies for each career transition strategy, and timing for implementing a career transition strategy from the perspective of the technology life cycle. Originality/value This paper focused on sustainable careers of middle-skilled workers under the condition of disruptive technologies, which received very little attention from the current literature. The findings also suggested for middle-skilled workers to develop a sustainable or long-term career in the current era of many disruptive technologies. The findings may also imply on how firms and government should contribute to help workers on handling scenarios of technological disruption.
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LaPointe, Kirsi, i Pia Heilmann. "‘Daring Leaps’ Construction of Meaning and Individual Agency in Career Change Narratives in the Media". Nordic Journal of Working Life Studies 4, nr 2 (1.05.2014): 47. http://dx.doi.org/10.19154/njwls.v4i2.3864.
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The role of individual agency in crafting meaningful work has attracted increasing interest in recent studies of careers and working life. The purpose of this paper is to make visible the role of the media in reproducing and shaping understandings of careers and agency. By analyzing narratives of career change in the Finnish media, we identify three types of narrative and show how they construct meaningful careers by juxtaposing the past and present work in terms of setting, status, meaning, pace, and workload. Overall, these narratives depict a shift from traditional careers toward work that is concrete, meaningful, of lower status, and less hectic. Moreover, the narratives represent career changers as self-reliant heroes taking “daring leaps.” Hence, we argue that the media reproduces individualistic assumptions of careers and reinforces the dominant, neoliberal ideal of self-responsible, autonomous subjects. We conclude by calling for alternative narratives that recognize the need for more meaningful careers but help strengthen agency in a less individualistic fashion.
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Aars, Jacob, Audun Offerdal i Dan Rysavy. "The Careers of European Local Councillors: A Cross-National Comparison". Lex localis - Journal of Local Self-Government 10, nr 1 (25.01.2012): 63–84. http://dx.doi.org/10.4335/10.1.63-84.
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This article is concerned with the political careers of local councillors. More specifically, the key question is about a possible professionalization of councillor careers at the local level in Europe. If the careers of local councillors tend to follow a number of standard routes, to what degree can these be perceived of as professionalized? In our effort to identify dominant courses of mobility, we distinguish between three successive stages of councillor careers: Pre-electoral experiences, in-council orientations, and future career aspirations. In the ideal model of professionalization there is a strong link between career stages. Professionalization is seen as a unidirectional process by which an occupational group gradually acquires the traits of a profession. By and large, local political careers in European countries do not adhere to the linear model of professionalization. Instead, a fits-and-start model seems more suitable, indicating that professional careers to a large extent are shaped incrementally, through learning and practical experience.
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Powell, Gary N., i Lisa A. Mainiero. "Cross-Currents in the River of Time: Conceptualizing the Complexities of Women's Careers". Journal of Management 18, nr 2 (czerwiec 1992): 215–37. http://dx.doi.org/10.1177/014920639201800202.
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Womenface a complex panorama of choices and constraints in their career and life development. This article presents an approach to the understanding of women's careers that (a) takes into account non-work as well as work issues; (b) incorporates subjective as well as objective measures of career and life success; (c) incorporates the influence of personal, organizational, and societalfactors on women's choices and outcomes; and (d) does not assume that women's careers go through a predictable sequence of stages over time. Such an approach is vastly differentfrom traditional models of men's careers. Implications of this approach for research, organizations, and men's careers are discussed.
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Ciarocco, Natalie J. "Traditional and New Approaches to Career Preparation Through Coursework". Teaching of Psychology 45, nr 1 (15.12.2017): 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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Susanti, Eni, Neviyarni S i Marjohan Marjohan. "Pemahaman Siswa Tentang Informasi Karir Jurusan Pariwisata dan Upaya Guru BK di SMK Nusatama Padang". Konselor 4, nr 3 (1.09.2015): 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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Wee, Hui Bieh. "Media Communication and Cultural Influence in Chinese Malaysian Students’ Career Choice in STEM". ASM Science Journal 19 (3.04.2024): 1–16. http://dx.doi.org/10.32802/asmscj.2023.1750.
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There has been a decline of Malaysian students pursuing STEM courses over the past few decades. The democratisation of higher education since the 1980s has seen intense advertising of higher education in local media, which plays a role in shaping students’ career choices. Applying Stuart Hall’s theory of Circuit of Culture, a study deploying advertisements, and a survey with intensive interviews has been conducted to understand media and cultural influences on STEM career choice of Chinese Malaysians. Several factors, including media stereotyping nature of jobs of STEM as laboratory-based and practical activities, lack of curation of distinct images and role models in many STEM careers, lack of experiential exposure in daily social settings, fragmentised science communications, and disconnect of Chinese Malaysians from mainstream national development could have contributed to this decline. The study found that there is no distinct dislike towards STEM by Chinese Malaysians. Rather, for them, there are a wide range of careers beyond STEM, with non-STEM careers appearing to be more attractive in terms of career prospects. 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, a 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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Johnson, Claire, i Siobhan Neary. "Enhancing professionalism - progressing the career development sector". Journal of the National Institute for Career Education and Counselling 35, nr 1 (1.10.2015): 57–62. http://dx.doi.org/10.20856/jnicec.3509.
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Much has changed in the career development sector since the launch of the Careers Profession Task Force report, 'Towards a Strong Careers Profession' in 20 IO. The report made recommendations for enhancing the professionalism of the career sector including the establishment of an overarching professional body, new qualification levels and common professional standards. The Careers Profession Alliance (CPA) and then the Career Development Institute (COl), launched in April 2013 have striven to facilitate the sector to be stronger and more cohesive by addressing these recommendations. This article explores what was needed, what has been achievedand plans for the future.
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Banerjee, Dina, Nazia Zabin Memon i Alka Sharma. "Casteism and career change in India: A gender-based explanation of retention". Australian Journal of Career Development 33, nr 1 (25.03.2024): 105–15. http://dx.doi.org/10.1177/10384162241232512.
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“Dalits” are a historically marginalized caste group in India. In this study, we examine the impact that the institution of caste has on career change. Focusing on the shift from science, technology, engineering, and mathematics (STEM) to non-STEM careers, we ask why members of the Dalit communities in India leave their STEM careers. To present a comprehensive understanding of this career change, we also examine the factors that facilitate their retention in STEM careers. Deriving data from in-depth interviews with 42 STEM scholars from the Dalit communities in India, we illustrate their organizational experiences that are based on casteism. Qualitative data analyses were done using the grounded theory method. Results suggest that while caste operates in a unique way to drive away Dalit scholars from their STEM careers, doing gender plays an important role in their retention within the same careers.
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McDarby, Meghan. "BUILDING BRIDGES TO FUTURE LEADERS: A CAREER PATHWAYS WEBINAR". Innovation in Aging 6, Supplement_1 (1.11.2022): 75. http://dx.doi.org/10.1093/geroni/igac059.301.
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Abstract Educational webinars can improve attitudes toward careers in aging. We developed a 6-session webinar series about careers in geropsychology, detailing unique career pathways (e.g., academic, private practice, VA). Our evaluation of the series included trainees from graduate programs and postdoctoral fellowships. Participants rated their attitudes toward each career pathway at pre- and post-session. At post-session, participants reported significantly increased interest in careers in aging (t(83) = 4.72, p < .00). They also reported significantly increased understanding of the type of training required for careers in aging (t(77) = 8.10, p < .00). Importantly, at post-session, participants reported stronger beliefs that they could be successful in a career in aging (t(84) = 3.86, p < .00) and that they would have good work-life balance (t(87) = 9.34, p < .00). Results suggest that a webinar series may increase student interest in and understanding of unique career pathways in geropsychology.
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Järvensivu, Anu, i Jutta Pulkki. "Multiple job holding, societal change, and individual careers: Contributions to the chaos theory of careers". Australian Journal of Career Development 29, nr 1 (5.03.2020): 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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Inkson, Kerr. "Careers and Organisations: A Figure–Ground Problem". Journal of Management & Organization 10, nr 1 (styczeń 2004): 1–13. http://dx.doi.org/10.1017/s1833367200004570.
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ABSTRACTThis paper argues that people's careers have great personal significance for them and energise much organisational activity, but that in the context of organisations and management they often appear irrelevant. Contrasting career metaphors are used to show how careers develop through tensions between organisational and social structure, and individual agency. The findings of a New Zealand research study show how new flexibilities and ambiguities in economic and organisation structures result in people developing careers which, like the Australasian “Big O.E.” institution, are mobile, improvisational, and learning-based. A reflexive model is used to show how careers can create organisations as well as vice versa. The implications of new career theories for workers, managers and management educators are indicated. Greater appreciation of career dynamics results in the subversion of some traditional management ideas and the development of new models of self- and organisational management.
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Inkson, Kerr. "Careers and Organisations: A Figure–Ground Problem". Journal of the Australian and New Zealand Academy of Management 10, nr 1 (styczeń 2004): 1–13. http://dx.doi.org/10.5172/jmo.2004.10.1.1.
Pełny tekst źródłaStreszczenie:
ABSTRACTThis paper argues that people's careers have great personal significance for them and energise much organisational activity, but that in the context of organisations and management they often appear irrelevant. Contrasting career metaphors are used to show how careers develop through tensions between organisational and social structure, and individual agency. The findings of a New Zealand research study show how new flexibilities and ambiguities in economic and organisation structures result in people developing careers which, like the Australasian “Big O.E.” institution, are mobile, improvisational, and learning-based. A reflexive model is used to show how careers can create organisations as well as vice versa. The implications of new career theories for workers, managers and management educators are indicated. Greater appreciation of career dynamics results in the subversion of some traditional management ideas and the development of new models of self- and organisational management.