Career Development Quarterly最新文献

This study aims to explore the relationship between overqualification and turnover intention. Besides, the mediating effects of professional identity between the two dimensions of perceived overqualification and turnover intention are investigated. In addition, the study explores whether the emphasis on one's reputation has a moderating effect. Data were gathered using an online questionnaire. The sample size was 278 with a valid response rate of 85%. The study's results indicated that perceived overqualification and work mismatch are negatively correlated with workers’ turnover intention. Professional identity has a mediating effect between perceived overqualification and turnover intention. The emphasis on one's reputation has a moderating effect that strengthens the relationship between professional identification and turnover intention. The results address the research gap regarding perceived overqualification and may serve as a reference for subsequent studies on the identification and social orientation of workers.

This exploratory case study investigated the lived experiences of group facilitators and group participants who engaged in a pilot career intervention grounded in Social Cognitive Career Theory (SCCT) and the Psychology of Working Theory (PWT). The purpose of the study was to explore the experiences of residents in a transitional housing program who participated in the intervention and facilitators who developed and led the intervention. Data in this project included a focus group with program participants, individual interviews with program facilitators, and weekly facilitator reflections. Participants shared how the intervention personally affected them as well as overall outcomes of the intervention. Using thematic analysis, five themes were identified: relational connections, barriers and supports related to career outcomes, volition, self-awareness, and program facilitation and planning. The results highlight important implications for practice, advocacy, and research to further address the barriers and strengths of individuals living in transitional housing programs and provide recommendations for future career intervention work.

This meta-analysis investigated the relationships among job, career, and calling orientations and examined the impact of calling on various career-related outcomes. Synthesizing results from 98 studies (N = 50,009), we found that calling and job orientations were strongly negatively correlated, while calling and career orientations were not mutually exclusive. Calling was significantly linked to positive career-related outcomes, including career decision-making, proactive career behaviors, and career persistence. We further examined the differences between groups based on calling type (internal vs. external) and sample characteristics (students vs. employees). Our findings indicated no significant differences between internal and external callings in their influence on career-related outcomes, but cultural context played a moderating role. Additionally, calling had a stronger effect on proactive career behaviors in employees compared to students. These results offer implications for career counseling, emphasizing the importance of fostering a sense of calling for career success.

This study employed a survey methodology (n = 1207) to examine how work satisfaction, generational attributes, and personal resources influenced voluntary and involuntary career transitions 3 years after the outbreak of the COVID-19 pandemic. A composite index based on conservation of resources (COR) theory was developed using a prevalidated five-item subscale to assess resource gain and career shifts. Principal axis factoring revealed two key job satisfaction factors: work–life balance and professional growth. Binary logistic regression showed that individuals who prioritized work–life balance were more likely to pursue voluntary career transitions, whereas those who emphasized professional growth were less likely to do so. Generation Z and Y were 2.8 times more likely than older age cohorts to make a voluntary career change. Self-employment and the COR index emerged as strong predictors of involuntary career shifts. Additionally, individuals who changed careers due to the pandemic had a lower median COR index compared with those who remained in their positions.

Numerous studies have explored the relationship between employees’ boundaryless career attitudes and career-related outcomes; however, it remains uncertain whether these employees truly perceive career success by working in their current organizations. Drawing from self-determination theory, we propose that employees with boundaryless career attitudes enhance work engagement, which leads to subjective career success through job crafting. We examined the hypotheses using structural equation modeling, with data from 493 Korean employees. The analyses revealed that a boundaryless mindset predicts heightened subjective career success through job crafting and work engagement, whereas organizational mobility preference did not. These results imply that managers should consider employees’ boundaryless career attitudes and make the best use of them by facilitating employee job crafting behavior. Additionally, we explored the contingent effect of perceived organizational support that can impact the degree of employee job crafting behavior. Further contributions and future research agendas are discussed.

Veterans in India face significant challenges when transitioning to civilian life, such as loss of income, identity, and status, alongside cultural displacement and employment difficulties. Despite their valuable skills, many struggle to find equivalent civilian jobs, necessitating comprehensive resettlement efforts. This study aims to understand these career transition challenges through the lens of career construction and counseling. An exploratory study using grounded theory methodology was conducted, involving interviews with 15 veterans who transitioned to civilian employment. The study identified key themes: assessment of civilian career opportunities, lack of mentorship and financial security, skill set mismatch, stereotyping, cultural dissonance, and identity conflict. This research contributes to the relatively unexplored field of veterans’ career transitions in management literature and can help practitioners—such as career development professionals and counselors—develop interventions and support systems to enable smoother transitions for veterans into civilian careers.

While existing studies have established a significant correlation between social class and work volition, the dynamics of this relationship remain unclear. To address this gap, this study examined how subjective social class influences career decision self-efficacy (CDSE) and work volition over time. We surveyed 310 Chinese college students (155 women) across three time points, each separated by a 3-month interval. The findings indicate that subjective social class at Time 1 and Time 2 positively influenced CDSE at Time 2 and Time 3, and CDSE at Time 1 and Time 2 positively predicted work volition at Time 2 and Time 3, respectively. CDSE longitudinally mediated the relationship between subjective social class and work volition. This study contributes to academic knowledge regarding how subjective social class affects the work volition and offers valuable insights for career guidance targeting enhanced work volition.