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This is an account of student experiences with the 2020/2021 Johnson & Johnson (J&J) Women in Science, Technology, Engineering, Mathematics, Manufacturing and Design (WiSTEM²D) intervention programme at the University of Limerick (UL).

The WiSTEM²D programme supports female undergraduate students undertaking science, technology, engineering, mathematics, manufacturing and design (STEM²D) courses, helping them develop and grow in their degrees, research and beyond.

During the programme, data were gathered from students in the form of qualitative information, which was used to analyse perceptions of the programme. This analysis revealed that students found the WiSTEM²D programme beneficial to them and that it improved their confidence levels, career knowledge and overall networking abilities.

WiSTEM²D is one of several initiatives globally that are attempting to empower and encourage women to be active in STEM.

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

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

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.

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

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.

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.

This paper examines an identified but unexplored career gap evidenced at a mid-level classification in the academic career path for women in Australia. This career-stalling effect or holding pattern, is examined to determine underlying causes of career trajectory interruption.

Guided by the epistemological stance of standpoint theory, this exploratory abductive study employs a novel arts-based method, draw, write, reflect, to access experiences that may be difficult to convey verbally. The obtained drawings and reflections were thematically analysed.

Drawing on Bourdieu’s concept of illusio this article finds support for female academics’ bifurcated consciousness. Results demonstrate how opposing social role prescriptions result in the deliberate avoidance of work-life conflict, a nuanced lack of confidence in work tasks in combination with other, often competing responsibilities, and the uneven distribution of administrative duties known as “academic housework”, which combine to stall careers. Female academics feel pressure to prioritise their domestic role and eschew career progression.

Despite the small sample size, the findings provide rich career narratives and experiences of female academics in Australia providing additional impetus for increased gender equity efforts.

This study is the first to explore the previously unidentified holding pattern for female academics in Australia. Findings suggest there is a range of previously unexplored impediments resulting in a gendered stalling at a mid-level classification interrupting female academic career progression.

This study aims to explore the experiences of newly resettled refugee-background high school students participating in the Teen Response program, a community-based initiative to assist refugee-background adolescents (RBAs) in navigating educational and career opportunities in the midwestern USA.

Using a mixed-methods approach, this study examined twenty-two RBAs through survey and focus groups.

The findings reveal significant growth and transformation in the students' self-efficacy and advocacy skills. This growth underscores the critical role of social support and community engagement in helping RBAs, empowering them to advocate for themselves and others in pursuing educational and career goals.

This study contributes new insights into the community-based support programs for RBAs, focusing on enhancing self-efficacy and advocacy. It offers valuable implications for developing effective support frameworks and recommends future research on these approaches.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Family motivation has a significant positive effect on PCB and is positively associated with CGS. CGS is positively related to PCB and mediates the relationship between family motivation and PCB. The relationship between CGS and PCB is stronger when CSC is higher as opposed to lower.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The business angels market dramatically changed the modus operandi and nature of business angels’ activity, evolving from lone investors to angel groups managed professionally. This paper aims to analyze the impact of angel perceived career development on angel satisfaction and, consequently, on their intention to continue investing.

A model was tested through covariance-based structural equation modeling (SEM) using AMOS based on data collected from 336 business angels from seven European countries.

The results highlight that: the perception of personal development is a decisive factor in pursuing the career of business angel; personal development has a higher explanatory power in angel career development than fostering innovation; and the perception of career development has positive impacts on angels’ job satisfaction and reinvestment intention. The paper ends with implications and guidelines for angels, gatekeepers and entrepreneurs, which may increase satisfaction with the angel experience and contribute to enriching business angel work.

Cross-sectional self-reported data were used to analyze the results of this study.

To paper extends the body of knowledge of business angels’ perceived career development, with implications for business angels, which may increase satisfaction with angel experience and, therefore, contribute to enhancing business angels’ activity. Thus, this study provides a consistent reference for forthcoming studies regarding the career of business angels and their relationship with entrepreneurs.

This paper critically evaluates potential barriers to employment opportunities for ethnic minority (EM) individuals in Scottish Local Authorities – both in terms of access to job and development opportunities. It provides a fundamental discussion of concepts around race and ethnicity, and the levels of social injustice, with an explicit focus on institutional racialisation, discrimination and segregation. The paper explores organisational approaches towards recruitment, including positive action and workforce development.

This paper adopts a subjectivist (ontology) and interpretivist (epistemology) stance, based on a small-scale, in-depth investigation. The data have been gathered through semi-structured interviews with equality diversity and inclusion (EDI) officers in four Scottish Local Authorities, utilising thematic analysis.

The finding suggests that participating local authorities have a long way to go to ensure the elimination of barriers to employment for EM people. This is largely based on concerns around limitations in the application of positive action and elimination of disadvantages in recruitment and access to career and development opportunities?

The paper aims to contribute by exploring the availability of employment opportunities for EMs through the eyes of EDI Officers in four local authorities. Their thorough understanding, over- and insight into potential equality issues from an employment perspective are invaluable, focussing on more tangible organisational issues and approaches.

In a rapidly shifting market, organizations seek more diverse and innovative employee development interventions. Yet, these initiatives may have limited impact without employees’ engagement. This conceptual paper aims to propose self-leadership as a value-added strategy for promoting both individual and organizational development.

The authors conducted a conceptual analysis with three case examples. The cases were purposefully selected, aiming to comprehend how the concept of self-leadership has been applied within organizations and to identify real-life examples where self-leadership has been adopted as an organizational strategy.

This study demonstrates that self-leadership plays a significant role in facilitating human resource development (HRD) initiatives. Specifically, the authors illustrate how self-leadership interventions in companies empower individuals to take charge of their development, aligning personal and organizational goals. When effectively applied, self-leadership strategies positively impact HRD practices in the areas of training and development, organization development and career development, yielding benefits for both employees and employers.

This study addresses knowledge gaps in the emerging field of self-leadership in HRD by providing three companies’ examples of how self-leadership can add value to HRD. The findings offer unique insights into the synergy between self-leadership and HRD, benefiting academics interested in this line of inquiry and HRD practitioners seeking innovative approaches to employee and organizational development.

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.

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.

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.

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.

To enhance the understanding of the antecedents of students' career adaptability, this study employs the crossover model to explore the potential transfer of career adaptability from headteachers to students and the underlying mechanisms involved.

This study examined the proposed moderated mediation model using matched survey data collected from 37 headteachers and 1,598 students in Chinese higher vocational colleges.

Headteachers’ career adaptability is positively related to students’ career adaptability via students’ psychological capital. An increased frequency of headteacher–student interactions strengthened the indirect relationship between headteachers' career adaptability and students' career adaptability.

The findings suggest that, under certain conditions, headteachers’ career adaptability could be transferred to students via students’ psychological capital.