Career Development International最新文献

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.

Purpose

The paper aims to support employers in avoiding linguistic profiling of individuals with communication disabilities; thereby reducing their exclusion from the workforce. It provides employers and others in the workplace with examples of speech, language and communication differences, common false stereotypes and assumptions, and strategies to prevent and address the negative effects of linguistic profiling.

Design/methodology/approach

The paper offers a general overview of linguistic profiling as it relates to individuals with communication disabilities. Pertinent examples and findings from previous literature are included to illustrate linguistic profiling across speech, language and mode of communication, and to provide recommendations for inclusive workplace practices to ensure that career success is accessible to individuals with communication disabilities.

Findings

Linguistic profiling is a barrier to successful and inclusive employment for individuals with communication disabilities. Education, training and the use of inclusive practices can reduce linguistic profiling of individuals with communication disabilities in the workplace.

Originality/value

Though linguistic profiling used to make inferences of social constructs such as race and gender has long been discussed, little discussion surrounds individuals with communication disabilities and the impact it has in their lives and careers. This paper uniquely highlights communication disability in the linguistic profiling discussion so that organizations can be more aware of the impact and the need to create supportive and inclusive workplace environments and in turn reduce discrimination and increase diversity.

Purpose

The purpose of this paper is to clarify the influence of linguistic profiling on perceived employability. In doing so, we recognize multiple factors that can contribute to this relationship. Using the systems theory framework (STF) of career development, we categorize these factors based on whether they primarily reside within the societal system, the organizational system, or the individual system. Subsequently, we construct and present an open systems model that depicts the influence of linguistic profiling on perceived employability in context with other societal, organizational and individual factors.

Design/methodology/approach

The STF provides a theoretical perspective on how to contextualize linguistic profiling and perceived employability within the scope of career development. We employed an integrative literature review method to locate existing research studies that investigated the influences of linguistic profiling and perceived employability. The literature search process, coupled with inclusion and exclusion criteria, resulted in 46 publications retained for analysis.

Findings

Findings provided evidence of language ideologies that contribute to linguistic profiling globally. Linguistic profiling usually results in reduced perceived employability. There was variation in the research findings based on the context of the research studies. The context consisted of the societal, organizational and individual systems in which the research study was conducted. Findings supported our construction of an open systems model of the influence of linguistic profiling on perceived employability, which is rooted in the STF.

Originality/value

This study highlights the negative influence of linguistic profiling on perceived employability. It also demonstrates how the STF can be used to contextualize the linguistic profiling problem within societal and organizational systems.

Purpose

Understanding linguistic profiling and its substantial consequences on employee career development is essential in diverse workplaces. This study utilizes Levinson’s eras and career development theories to analyze the complicated relationship between linguistic profiling and biases, which hamper employee career development.

Design/methodology/approach

This study used an interpretive methodology and conducted thematic data analysis. It documented lessons learned from diverse viewpoints through semi-structured interviews with 19 participants conducted in November and December 2022.

Findings

The study demonstrates that linguistic discrimination occurs in diverse workplaces. After data exploration, four intriguing themes appeared. The first theme was related to employees who were discriminated against because of various languages. This shows how often language choice affects employees. The second theme examined how linguistic profiling intersected with marginalized groups, increasing discrimination. The third theme, linguistic profiling and career development showed that bias had a huge influence on career progression. The fourth theme emphasizes organizational policies for preventing language discrimination, promoting career growth and inclusive organizations.

Originality/value

This study advances the understanding of linguistic profiling and career development in a multilingual society. In addition, it furthers discourse and provides ways to minimize biases, creating a more inclusive workplace environment.

Purpose

The purpose of this paper is to explore issues pertaining to monolingual ideology in the United States and the challenges in terms of career identity and development for multilingual individuals.

Design/methodology/approach

This conceptual paper provides a discussion of the relevant literature pertaining to linguistic diversity, language ideologies, career identity and career development, and offers a critical conceptual framework for understanding career development in linguistically diverse, multilingual contexts.

Findings

Based on a critical review of literature, this paper proposes a conceptual framework which can be used to address linguistic issues that may otherwise encourage discrimination and inequity in the workplace.

Originality/value

This paper addresses the gap in career development literature by proposing a critical conceptual framework that integrates language as an important element of one’s career identity.

Purpose

This case study, within the context of boundaryless and protean career development frameworks, investigates linguistic profiling and how code-switching is used to mitigate its impact on Black leaders during their careers. The experiences of Black women coaches and the coaching support they offered Black women clients in code-switching, leadership and career advancement are described. The value of leadership coaching when used to navigate these career progression challenges is emphasized.

Design/methodology/approach

The study employed a multiple-case study approach of two Black women leadership coaches.

Findings

The findings of this study illustrate the understanding of code-switching and the coaching techniques employed by two Black women leadership coaches. Sage focused on educational strategies, offering historical contexts and resources, while Khadijah leaned on empathy-driven methods, using storytelling to evoke reflection. Both coaches emphasized creating safe spaces for open dialog, encouraged clients to reconsider their actions and values regarding code-switching challenges and sought to prompt clients towards authenticity while navigating career spaces effectively.

Practical implications

Additional strategies for coach practitioners include cultivating trust and a safe environment; active listening; challenging biases and assumptions; contextual understanding; empowering authentic self-expression; fostering skill development; challenging stereotypes; promoting autonomy and flexibility and adopting cross-cultural sensitivity, humility and competence. These practical coaching strategies bridge the gap in career development research by demonstrating how race-conscious strategies can promote workplace inclusivity and promulgate career development.

Originality/value

The study underscores the problem of linguistic profiling, the complexity of code-switching and implications for Black women navigating their career journey within professional spaces. It highlights the significance and value of tailored leadership coaching strategies to promote career advancement. This study addresses the gap in career development research related to linguistic profiling avoidance strategies for workplace inclusivity.