Career Development International最新文献

Purpose

Building on a stress-related view, this study examines the impact of qualitative job insecurity on three indicators of career sustainability. It also examines the moderating role of employee age in this relationship.

Design/methodology/approach

Dutch respondents (N = 398) working in various sectors responded to an online survey. Our hypotheses were tested using path modeling with Mplus.

Findings

Qualitative job insecurity was negatively related to job satisfaction, general health, and employability. Moreover, a moderating effect of employee age on the relationship between qualitative job insecurity and job satisfaction was found.

Practical implications

Organizations need to take measures to prevent qualitative job insecurity, as this appears to be an essential hindering factor that might endanger an employee's career sustainability. Especially younger workers (<40 years) seem to suffer from qualitative job insecurity as this decreases their job satisfaction, urging management and HR professionals to protect them against it.

Originality/value

By focusing on qualitative job insecurity, this study helps to close an essential gap in the literature that so far has mainly focused on quantitative job insecurity. Besides, this is the very first empirical work investigating the link between qualitative job insecurity and multiple indicators of career sustainability. Finally, this research adds a developmental approach to sustainable careers by comparing younger and older workers.

Purpose

In this practitioner-focused essay, we combine traditional narrative storytelling approaches with Artificial Intelligence’s (AI) innovative abilities to enable career development professionals to support individuals across their lifespan.

Design/methodology/approach

We propose a three-phase career exploration approach, developed and tested in a real-world setting for career development professionals to support their clients to consider various career-related options as well as identify strengths and opportunities for personal development.

Findings

In phase one, the client recounts 7–10 positive narrative stories about engaging in activities they enjoyed. In phase two, the career development professional uses AI with tailored prompts to generate a personalised client report based on these narrative stories. In phase three, the report serves as the basis for further discussion and exploration with the client.

Practical implications

The approach provides a practical guide for career development professionals to increase their capability to support their clients in response to technological advancement and the contemporary world of work. A training document incorporating a worked example of the approach is provided in “Supplementary Material Appendix 1”.

Originality/value

Our approach acknowledges AI as a new actor and career development professionals as undervalued actors in supporting individuals to foster a sustainable career ecosystem.

Purpose

By virtue of affecting how people perceive and respond to challenges, mindsets are conceivably consequential for, though relatively under-studied, in careers research. This paper thereby highlights the importance of bridging the mindsets and careers literature.

Design/methodology/approach

I review literature describing the ontology of mindsets, before reviewing what is currently known about mindsets in the careers domain. This is followed by theorizing about mindset dynamics in pressing career challenges, and providing avenues for future research.

Findings

I outline some of the major implications of fixed and growth mindsets as they (potentially) relate to career-relevant cognitions, emotions and behaviors. I also formulate an agenda for future research with regard to what we study, who we study and how we, as scholars, can study mindsets in careers.

Originality/value

This review enables looking back on the state of mindsets and careers research. The theorizing herein about mindset dynamics in careers also invites scholars to look toward exciting research possibilities about how mindsets can shape careers in ways not yet realized.

Purpose

This study explores job search dynamics among employed individuals. We focus on factors related to employees initiating their job searches and changing its intensity.

Design/methodology/approach

We conducted a qualitative study with 41 employed job seekers using semi-structured interviews.

Findings

Our analysis reveals six catalysts that initiate employee job searches and nine modulators that influence fluctuations in job search effort. We highlight the significant roles of social actors, resource dynamics, and personal, professional, and environmental factors in shaping employees’ job searches.

Research limitations/implications

The diverse sample strengthens theory building but may not represent all employed job seekers. Future research would benefit from longitudinal designs.

Practical implications

This study underscores the influence of social actors on employee job search processes. Our findings offer valuable insights for policymakers and employers seeking to support employed job seekers and proactively manage voluntary turnover.

Originality/value

This research advances our understanding of employee job search beyond its traditional role in voluntary turnover. By integrating Conservation of Resources (COR) theory, we provide a framework for understanding employee job search initiation and modulation.

Purpose

Drawing on a framework of sustainable career theory, this paper aims to understand the interplay of agentic and contextual factors for digital micro-entrepreneurs to lead sustainable careers.

Design/methodology/approach

Eighteen YouTube content creators in India participated in semi-structured interviews, offering coverage of digital content creators across acting, cosmetics, finance, fitness, food, law, modelling, music, teaching, travel, and video games.

Findings

The findings showed three agentic and three contextual themes associated with the career sustainability of a digital micro-entrepreneur. Additionally, four paradoxes were identified, capturing the interplay between the agentic and contextual themes.

Practical implications

The career of a digital micro-entrepreneur is a dichotomy of promising hope, stardom, and flexibility while concealing challenges like precarity, hate comments, and financial instability. Knowing this can help individuals make better-informed career decisions.

Originality/value

The study advances sustainable career theory by capturing insights from digital micro-entrepreneurs in India to understand the interplay of agentic and contextual factors that create a series of paradoxes for such individuals to navigate over time.

Purpose

The purpose of this study is to review how international female faculty experience linguistic challenges and bias in their US university careers.

Design/methodology/approach

By reviewing related literature, the authors explore the career challenges of international female faculty including hiring, promotion and tenure and leadership opportunities from a linguistic profiling perspective.

Findings

International female faculty have relatively few hiring opportunities, specifically when institutions and fields openly accept linguistic profiling and bias and are less likely to hire non-native English-speaking international faculty. In the promotion and tenure process, international female faculty have struggled with standard academic English criteria and poor teaching evaluations from students because of the faculty’s different English usage such as word choice, grammar and pragmatics. In terms of leadership opportunities, international female professors have faced linguistic bias that non-native English faculty members are not competent, credible, intelligent or skilled because they speak accented English.

Originality/value

This study can help researchers and career development practitioners by adding linguistic profiling specific diversity and inclusion perspectives to existing literature. The findings expand the perspectives and practices related to the career challenges of international female faculty due to linguistic profiling.

Purpose

By adopting a Social Exchange Theory (SET) lens, this paper aims to integrate the often-fragmented literature streams of Vocational Behavior (VB), Career Development (CD), and Human Resource Management (HRM) to offer a conceptual model for framing sustainable careers.

Design/methodology/approach

A conceptual approach is taken whereby eight propositions are developed to integrate the fragmented literature streams of VB, CD, and HRM.

Findings

We posit that external factors and career counseling moderate the positive relationship between employability capital and self-perceived employability. We also argue that self-perceived employability is positively associated with career success and that career crafting moderates this relationship. Finally, we propose that career success is positively associated with a sustainable career, which, in turn, is positively associated with a sustainable organization.

Practical implications

The practical contribution comes from informing VB, CD, and HRM policies and practices to maximize sustainable outcomes for individuals and organizations. The paper concludes with recommendations for future research.

Originality/value

The theoretical contribution comes from integrating the three literature streams to offer a conceptual model as the basis for further interdisciplinary collaborations.

Purpose

This bibliometric literature review aims to uncover the (1) intellectual foundations and (2) topical evolution in the field of career aspiration research.

Design/methodology/approach

We employed the systematic literature review methodology following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. According to the predetermined criteria, 286 articles were included from the Web of Science database. Then, we employed performance analysis, science mapping and natural language processing to address our research objectives.

Findings

Co-citation analysis uncovered four foundational themes: (1) gender and leadership aspiration, (2) Social Cognitive Career Theory, (3) process of career development and (4) adolescents’ career aspiration. Moreover, co-word analysis showed that scholarly foci have shifted from adolescents’ career development to diverse streams. This shift was indicated by the exploration of additional research samples, such as university students, and topics related to specific aspirations (e.g. entrepreneurial and managerial aspirations) and gender issues (e.g. women leadership and gender stereotypes).

Research limitations/implications

Although this review has limitations related to data selection, it presents implications for practice, theory and future research on career aspirations.

Originality/value

The study illuminated the past and development of a research domain, thus advancing the understanding of career aspirations and inspiring future research.

Purpose

This paper aims to examine the mediating role of job embeddedness and the moderating role of organizational identification on the relationships between boundaryless career attitude and extra-role behaviours (i.e. organizational citizenship behaviours and counterproductive work behaviours).

Design/methodology/approach

A two-wave study was carried out on 296 employees from public and private organizations in Italy. Boundaryless career attitude, organizational identification and demographics were measured at Time 1. Four months later (Time 2), job embeddedness, organizational citizenship behaviours and counterproductive work behaviours were assessed. Responses were analysed by means of multigroup structural equation modelling.

Findings

Job embeddedness mediated the positive relationship between boundaryless career attitude and counterproductive work behaviours, as well as its negative association with organizational citizenship behaviours; organizational identification buffered this latter indirect effect.

Practical implications

Organizations can promote stronger organizational identification and job embeddedness to retain boundaryless-oriented talent and foster positive extra-role behaviours.

Originality/value

This study integrated the protean/boundaryless careers literature with organizational behaviour theories to examine contextual factors influencing the effects of these contemporary career attitudes.