Pub Date : 2020-03-05DOI: 10.1177/1038416219876367
Charles P. Chen, B. Shields
Vocational and career wellbeing is of essential importance for the successful reintegration of ex-offenders back into civil society, becoming healthy and productive citizens who contribute to the common good of the general society in which they live. Within a Canadian context, this article intends to draw attention to the vocational wellbeing of adult ex-offenders who have served time in prison after a conviction. To this end, the article identifies the major career issues for ex-offenders, and then links theoretical knowledge and research evidence to career development interventions to counter career problems experienced by this population. It sheds light on the pertinence of utilizing career theories to inform and direct career counselling interventions that can improve and enhance the career wellness of this population.
{"title":"Career counselling ex-offenders: Issues and interventions","authors":"Charles P. Chen, B. Shields","doi":"10.1177/1038416219876367","DOIUrl":"https://doi.org/10.1177/1038416219876367","url":null,"abstract":"Vocational and career wellbeing is of essential importance for the successful reintegration of ex-offenders back into civil society, becoming healthy and productive citizens who contribute to the common good of the general society in which they live. Within a Canadian context, this article intends to draw attention to the vocational wellbeing of adult ex-offenders who have served time in prison after a conviction. To this end, the article identifies the major career issues for ex-offenders, and then links theoretical knowledge and research evidence to career development interventions to counter career problems experienced by this population. It sheds light on the pertinence of utilizing career theories to inform and direct career counselling interventions that can improve and enhance the career wellness of this population.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"24 1","pages":"36 - 43"},"PeriodicalIF":1.3,"publicationDate":"2020-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79015320","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-05DOI: 10.1177/1038416219863518
Rosalie Coppin, G. Fisher
Understanding the nature of career mentoring is important for improving the career experience of aged care workers. This study explores the career mentoring behaviours of sponsorship, coaching, advocacy, challenging assignments, exposure and visibility in the residential aged care context. Interviews were conducted with 32 aged workers from several occupations within the care context. It was found that career mentoring in the aged care context was limited. The mentor behaviours of coaching, sponsorship and advocacy were limited and there was no opportunity in aged care to provide challenging assignments or promote exposure and visibility. Organisations and managers can facilitate learning and personal development by providing inclusive training for all workers regardless of the need to meet professional registration requirements. Learning needs to be continuous as careers and clinical techniques evolve. Extension of existing mentoring programmes to include all care workers would improve overall quality of care in residential aged care facilities.
{"title":"Career mentoring in aged care: Not all it seems","authors":"Rosalie Coppin, G. Fisher","doi":"10.1177/1038416219863518","DOIUrl":"https://doi.org/10.1177/1038416219863518","url":null,"abstract":"Understanding the nature of career mentoring is important for improving the career experience of aged care workers. This study explores the career mentoring behaviours of sponsorship, coaching, advocacy, challenging assignments, exposure and visibility in the residential aged care context. Interviews were conducted with 32 aged workers from several occupations within the care context. It was found that career mentoring in the aged care context was limited. The mentor behaviours of coaching, sponsorship and advocacy were limited and there was no opportunity in aged care to provide challenging assignments or promote exposure and visibility. Organisations and managers can facilitate learning and personal development by providing inclusive training for all workers regardless of the need to meet professional registration requirements. Learning needs to be continuous as careers and clinical techniques evolve. Extension of existing mentoring programmes to include all care workers would improve overall quality of care in residential aged care facilities.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"5 1","pages":"12 - 23"},"PeriodicalIF":1.3,"publicationDate":"2020-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86524749","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-05DOI: 10.1177/1038416219843620
P. Gray
What can large datasets tell us about the propensity of workers to disclose their disability? By comparing two large employee-based datasets from the same underlying population, this study aims to identify patterns of disability disclosure across age, gender, education, and public service classification levels. Data are obtained from the Australian Public Service Employment Database (150,000+ employees), a collection of information of every federal Australian public employee, and the APS State of the Service Employee Census (100,000+ respondents), an anonymous, non-compulsory survey of the same population. People with a disability who have not disclosed to their agency may be captured in the anonymous survey. The two datasets are compared regarding how many individuals have a disability at each variable (i.e. male/female, etc.). The data show that patterns of disclosure do differ across job classification levels and age, but not by gender or education levels.
{"title":"Disclosure of disability in the Australian Public Service: What the statistics tell us","authors":"P. Gray","doi":"10.1177/1038416219843620","DOIUrl":"https://doi.org/10.1177/1038416219843620","url":null,"abstract":"What can large datasets tell us about the propensity of workers to disclose their disability? By comparing two large employee-based datasets from the same underlying population, this study aims to identify patterns of disability disclosure across age, gender, education, and public service classification levels. Data are obtained from the Australian Public Service Employment Database (150,000+ employees), a collection of information of every federal Australian public employee, and the APS State of the Service Employee Census (100,000+ respondents), an anonymous, non-compulsory survey of the same population. People with a disability who have not disclosed to their agency may be captured in the anonymous survey. The two datasets are compared regarding how many individuals have a disability at each variable (i.e. male/female, etc.). The data show that patterns of disclosure do differ across job classification levels and age, but not by gender or education levels.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"38 1","pages":"11 - 3"},"PeriodicalIF":1.3,"publicationDate":"2020-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89281084","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-05DOI: 10.1177/1038416219886116
Sophie M. Keele, Ray Swann, Annette Davie-Smythe
This review aimed to identify the tenets of best practice in career education and development within Australian schools. Analysis of 13 articles revealed that career education and development is increasingly recognised as the critical transitional mechanism for young people. An embedded, whole-school approach with services tailored to the individual, school, community and culture was a central theme. Furthermore, one-on-one counselling by appropriately resourced and qualified professionals, provision of experiential learning opportunities, and the inclusion of activities aimed at inspiring students and equipping them with the skills of forethought, reflection, flexibility and decision-making were also critical. Designing a perfect model of delivery or theoretical framework is untenable, but identifying attributes of exemplary practice provides a basis for improvement and adaptation to students and contexts with differing needs. Opportunities for future research are also discussed briefly.
{"title":"Identifying best practice in career education and development in Australian secondary schools","authors":"Sophie M. Keele, Ray Swann, Annette Davie-Smythe","doi":"10.1177/1038416219886116","DOIUrl":"https://doi.org/10.1177/1038416219886116","url":null,"abstract":"This review aimed to identify the tenets of best practice in career education and development within Australian schools. Analysis of 13 articles revealed that career education and development is increasingly recognised as the critical transitional mechanism for young people. An embedded, whole-school approach with services tailored to the individual, school, community and culture was a central theme. Furthermore, one-on-one counselling by appropriately resourced and qualified professionals, provision of experiential learning opportunities, and the inclusion of activities aimed at inspiring students and equipping them with the skills of forethought, reflection, flexibility and decision-making were also critical. Designing a perfect model of delivery or theoretical framework is untenable, but identifying attributes of exemplary practice provides a basis for improvement and adaptation to students and contexts with differing needs. Opportunities for future research are also discussed briefly.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"111 1","pages":"54 - 66"},"PeriodicalIF":1.3,"publicationDate":"2020-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79915061","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-05DOI: 10.1177/1038416219876113
Janet L. Ferguson, Katrine Sonnenschein
It is important for graduate employees and their employers that Australian graduates (both domestic and international) develop knowledge, skills, and other qualities that are easily transferrable to their employment in Australia, China, and the Asia-Pacific region. Much contemporary research addresses the appropriateness of graduate attributes such as leadership, teamwork, and communication skills in relation to meeting employers’ needs. This qualitative study contributes to these discussions by comparing how Chinese and domestic graduates apply a lesser regarded attribute, the use of connections, to the work setting. Since Chinese employers follow the principles of guanxi (being able to earn and use influential networks), this might complicate attempts by returned Chinese graduate employees (“sea-turtles”) who are graduates of Australian universities to transfer their use of connections. This study compares Australian graduates’ experiences of using connections and Chinese sea turtles’ experiences of using connections within the protocols of guanxi.
{"title":"Comparing Australian graduate employees’ “use of connections” and Chinese “sea-turtle” graduate employees’ use of “guanxi”","authors":"Janet L. Ferguson, Katrine Sonnenschein","doi":"10.1177/1038416219876113","DOIUrl":"https://doi.org/10.1177/1038416219876113","url":null,"abstract":"It is important for graduate employees and their employers that Australian graduates (both domestic and international) develop knowledge, skills, and other qualities that are easily transferrable to their employment in Australia, China, and the Asia-Pacific region. Much contemporary research addresses the appropriateness of graduate attributes such as leadership, teamwork, and communication skills in relation to meeting employers’ needs. This qualitative study contributes to these discussions by comparing how Chinese and domestic graduates apply a lesser regarded attribute, the use of connections, to the work setting. Since Chinese employers follow the principles of guanxi (being able to earn and use influential networks), this might complicate attempts by returned Chinese graduate employees (“sea-turtles”) who are graduates of Australian universities to transfer their use of connections. This study compares Australian graduates’ experiences of using connections and Chinese sea turtles’ experiences of using connections within the protocols of guanxi.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"22 1","pages":"24 - 35"},"PeriodicalIF":1.3,"publicationDate":"2020-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90098999","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-05DOI: 10.1177/1038416219886317
Shalini Srivastava, Poornima Madan
The aim of this research was to assess the relationship between resilience and career satisfaction. Individuals feel more satisfied with their choice of career when they are higher on resilience, resulting in higher self-esteem and better health. Such individuals have better control over their work, even in disruptive times. The study was conducted with 272 middle level managers (60% male and 40% female) from 10 private banks in Delhi/NCR India. The research illustrated that resilience has a positive and significant association with career satisfaction, accounting for 41% of variance, and established the moderating roles of trust, political skills and organizational identification in the resilience-/career-satisfaction relationship. Employers could benefit if they engage employees in resilience training programmes that endow them with the ability and tactics to deal with challenges and uncertainty about the future.
{"title":"The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators","authors":"Shalini Srivastava, Poornima Madan","doi":"10.1177/1038416219886317","DOIUrl":"https://doi.org/10.1177/1038416219886317","url":null,"abstract":"The aim of this research was to assess the relationship between resilience and career satisfaction. Individuals feel more satisfied with their choice of career when they are higher on resilience, resulting in higher self-esteem and better health. Such individuals have better control over their work, even in disruptive times. The study was conducted with 272 middle level managers (60% male and 40% female) from 10 private banks in Delhi/NCR India. The research illustrated that resilience has a positive and significant association with career satisfaction, accounting for 41% of variance, and established the moderating roles of trust, political skills and organizational identification in the resilience-/career-satisfaction relationship. Employers could benefit if they engage employees in resilience training programmes that endow them with the ability and tactics to deal with challenges and uncertainty about the future.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"25 1","pages":"44 - 53"},"PeriodicalIF":1.3,"publicationDate":"2020-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90028986","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-29DOI: 10.1177/1038416219857567
Ulas-Kilic Ozlem
Career decision-making self-efficacy is one of the key concepts in the social cognitive theory; thus, programs to develop it must be informed by the best available evidence. To this end, a meta-analysis was undertaken to determine the extent to which different career interventions affect university students’ levels of career decision-making self-efficacy. The existing literature was first reviewed, and 20 studies were included in the analysis based on a set of specific criteria. The studies selected for the meta-analysis were (a) experimental or quasi-experimental research and had a control group or a group that could be considered a comparison group, (b) reported what could be conceived as effects of career interventions on career decision-making self-efficacy, (c) recruited university students as participants, and (d) were published in English. Effect sizes were calculated using the Comprehensive Meta-Analysis software, and the results showed that career interventions were associated with a large increase in university students’ levels of career decision-making self-efficacy.
{"title":"The effects of career interventions on university students’ levels of career decision-making self-efficacy: A meta-analytic review","authors":"Ulas-Kilic Ozlem","doi":"10.1177/1038416219857567","DOIUrl":"https://doi.org/10.1177/1038416219857567","url":null,"abstract":"Career decision-making self-efficacy is one of the key concepts in the social cognitive theory; thus, programs to develop it must be informed by the best available evidence. To this end, a meta-analysis was undertaken to determine the extent to which different career interventions affect university students’ levels of career decision-making self-efficacy. The existing literature was first reviewed, and 20 studies were included in the analysis based on a set of specific criteria. The studies selected for the meta-analysis were (a) experimental or quasi-experimental research and had a control group or a group that could be considered a comparison group, (b) reported what could be conceived as effects of career interventions on career decision-making self-efficacy, (c) recruited university students as participants, and (d) were published in English. Effect sizes were calculated using the Comprehensive Meta-Analysis software, and the results showed that career interventions were associated with a large increase in university students’ levels of career decision-making self-efficacy.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"26 1","pages":"223 - 233"},"PeriodicalIF":1.3,"publicationDate":"2019-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79509823","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-29DOI: 10.1177/1038416219849645
Den-Ching A. Lee, T. Haines, Supitcha Maneephong, Qianyu Zeng
An emerging challenge in providing education to international higher degree students is delivering courses that have fieldwork placement components. This review synthesised findings for higher education courses where fieldwork placements were employed. The study investigated the issues that supervisors experienced, or anticipated they would experience, in providing placements to international students, and identified the key factors that might moderate their willingness to provide placements. The results from the 18 studies reviewed showed that the key themes were related to perceived burden in supervising international students during placement, and perceived discordance of language and cultural norms between international students and the workplace in the host country. This evaluation will assist educators to plan support programs for placement preparation and completion as it identified the key barriers perceived to be related to placement success.
{"title":"Barriers to fieldwork placements for international higher degree students: A systematic literature review","authors":"Den-Ching A. Lee, T. Haines, Supitcha Maneephong, Qianyu Zeng","doi":"10.1177/1038416219849645","DOIUrl":"https://doi.org/10.1177/1038416219849645","url":null,"abstract":"An emerging challenge in providing education to international higher degree students is delivering courses that have fieldwork placement components. This review synthesised findings for higher education courses where fieldwork placements were employed. The study investigated the issues that supervisors experienced, or anticipated they would experience, in providing placements to international students, and identified the key factors that might moderate their willingness to provide placements. The results from the 18 studies reviewed showed that the key themes were related to perceived burden in supervising international students during placement, and perceived discordance of language and cultural norms between international students and the workplace in the host country. This evaluation will assist educators to plan support programs for placement preparation and completion as it identified the key barriers perceived to be related to placement success.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"30 1","pages":"197 - 211"},"PeriodicalIF":1.3,"publicationDate":"2019-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87587712","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-29DOI: 10.1177/1038416219870205
Ryan Stone, Melanie E. Leuty, Rebekah Rayburn, Ben H. Wu
The fit between the values of an individual and the work environment (person–organisation fit) is related to organisational citizenship behaviours and counterproductive work behaviours. Research has found that job satisfaction is a predictor of organisational citizenship behaviours and counterproductive work behaviours. Meanwhile, person–organisation fit is highly predictive of job satisfaction; thus, it is unclear if person–organisation fit relates to the use of organisational citizenship behaviours and counterproductive work behaviours beyond its shared relationship with job satisfaction. This study aimed to determine the extent to which person–organisation fit relates to the use of these behaviours outside of relations with job satisfaction. Results from an online sample of 392 employed adults found worker person–organisation fit was related directly to engaging in organisational citizenship behaviours and indirectly through increased job satisfaction. However, engagement in fewer counterproductive work behaviours occurred only as a function of being dissatisfied with one’s job. Implications about the importance of fit are discussed.
{"title":"Person–environment fit at work: Relationships with workplace behaviours","authors":"Ryan Stone, Melanie E. Leuty, Rebekah Rayburn, Ben H. Wu","doi":"10.1177/1038416219870205","DOIUrl":"https://doi.org/10.1177/1038416219870205","url":null,"abstract":"The fit between the values of an individual and the work environment (person–organisation fit) is related to organisational citizenship behaviours and counterproductive work behaviours. Research has found that job satisfaction is a predictor of organisational citizenship behaviours and counterproductive work behaviours. Meanwhile, person–organisation fit is highly predictive of job satisfaction; thus, it is unclear if person–organisation fit relates to the use of organisational citizenship behaviours and counterproductive work behaviours beyond its shared relationship with job satisfaction. This study aimed to determine the extent to which person–organisation fit relates to the use of these behaviours outside of relations with job satisfaction. Results from an online sample of 392 employed adults found worker person–organisation fit was related directly to engaging in organisational citizenship behaviours and indirectly through increased job satisfaction. However, engagement in fewer counterproductive work behaviours occurred only as a function of being dissatisfied with one’s job. Implications about the importance of fit are discussed.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"26 1","pages":"234 - 244"},"PeriodicalIF":1.3,"publicationDate":"2019-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87842875","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-29DOI: 10.1177/1038416219859005
K. Obeng, I. Ugboro
This study investigated the relationships between perceptions of academic tenure, post-tenure review policies, and three dimensions of organisational commitment (affective, continuance, and normative) in university academic staff. We surveyed a sample of 150 academic staff from 74 universities in the USA that have implemented post-tenure review policies or are contemplating doing so. Then, we tested hypotheses about the relationships between their perceptions of their post-tenure review policies and processes, and organisational commitment. The results showed that perceptions of post-tenure review as a threat to the guarantees of academic tenure were related negatively to affective and normative organisational commitment. The implications of these findings for employment stability and the ability of universities to attract and retain qualified staff are discussed.
{"title":"Perceptions of academic tenure, post-tenure review policies, and organisational commitment in university academic staff","authors":"K. Obeng, I. Ugboro","doi":"10.1177/1038416219859005","DOIUrl":"https://doi.org/10.1177/1038416219859005","url":null,"abstract":"This study investigated the relationships between perceptions of academic tenure, post-tenure review policies, and three dimensions of organisational commitment (affective, continuance, and normative) in university academic staff. We surveyed a sample of 150 academic staff from 74 universities in the USA that have implemented post-tenure review policies or are contemplating doing so. Then, we tested hypotheses about the relationships between their perceptions of their post-tenure review policies and processes, and organisational commitment. The results showed that perceptions of post-tenure review as a threat to the guarantees of academic tenure were related negatively to affective and normative organisational commitment. The implications of these findings for employment stability and the ability of universities to attract and retain qualified staff are discussed.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"30 1","pages":"212 - 222"},"PeriodicalIF":1.3,"publicationDate":"2019-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84962900","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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