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The purpose of this paper is to present an intervention strategy for promoting career awareness among IT students in a South African context, followed by a reflection thereof based on qualitative data collected from students. Career awareness during study has shown to be a factor in the work-readiness of IT graduates.

The paper suggests an intervention strategy aimed at promoting IT students' career awareness. It provides context of the exit-level higher education (HE) module used to implement the intervention. Career awareness is achieved by industry talks, projects and events. Interpretive data collection and content analysis are used to understand the impact of the intervention from the students' perspective.

Recommendations are made towards productive interventions for raising career awareness among IT students using industry participation in higher education. The proposed intervention comprises of a combination of industry talks, capstone projects and specific events. Students had largely positive reactions and made suggestions for additional interventions they would find beneficial. A hackathon attended proved the most influential where seven out of eight involved students received job offers from one company. Other students became aware of their own employability, limitations and preferred career paths.

Findings provide confirmation on existing feasible approaches and also introduces new interventions that may be generalised to other fields of study. The paper not only provides an instructional design for a module to raise career awareness but also reflects on the feedback of the students. The reflection provided by students acts as a point of reference to ensure that the process followed for the intervention is practical within a South African context. The paper highlights the perceived benefits of involving industry in higher education to raise career awareness, factors that may prevent career awareness among IT students and valuable suggestions made by students to further enhance the intervention strategy. An implication of the research is a set of guidelines identified towards bridging the IT theory–practice gap. These guidelines can be used by many educators in similar environments to justify their interventions.

The purpose of this paper is to investigate the inequality in career constructions among freshmen in an elite university in Shanghai, China. The authors first investigated whether rural students and those from municipalities (zhi xia shi) and provincial capitals differ in their career awareness when arriving at college. After finding the difference, the authors explored how this initial difference in career awareness evolves and influences the career construction process in the freshman year.

This study used a complementary mixed-methods approach to monitor a cohort of students’ career construction process and the evolvement of their career awareness throughout the freshman year (n=210). Data collection included two surveys: students’ self-reflections and in-depth interviews to capture a holistic story.

The findings revealed that students differed in career awareness when arriving at college. This initial difference further evolved in the first year of college: students from municipalities and provincial capitals considered college a part of their career paths and began timely to construct their careers, whereas students from rural areas lagged behind. This study suggests that college maintains inequality, reinforcing the initial gap in career construction based on students’ family background.

College students differ in career prospects and associated skills when transitioning from school to work. Only a few studies have explored the role of college in shaping the career construction process during the college years. By exploring the process of career construction among freshmen, this study contributes to the growing literature on school-to-work transition and educational inequality in China.

The prevalence of artificial intelligence (AI) has considerably affected management and society. This paper aims to explore its potential impact on hospitality industry employees, bringing enlightenment to both employees and managers.

Data were collected from a survey of 432 employees who worked in full-service hotels in China. Structural equation modeling (SEM) was used to analyze the data.

Results presented a positive relationship between AI awareness and job burnout. No significant direct relationship was found between AI awareness and career competencies. Organizational commitment mediated the relationship between AI awareness and career competencies, as well as the relationship between AI awareness and job burnout.

This study contributes to human resource management in the hospitality industry to theoretical and practical aspects. Theoretically, it enriched both career theory and fit theory. Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

The study aims to analyze the impact of AI from a career perspective. It provided theoretical support and evidence for hotel managers for the effects of AI awareness on hotel employees. The study conveys a potential topic of concern that the hospitality industry may face in the future.

This study aims to examine variables and factors in vocational awareness and attitudes that affect the vocational aspiration of seafaring course students who are potential future seafaring employees.

A literature review was conducted to identify factors that prompt students in seafaring courses to pursue seafaring careers, followed by a design of preliminary questionnaire questions to survey students’ perception on the conditions of seafaring careers (i.e. vocational awareness) and their intention to pursue a seafaring career (i.e., vocational aspiration). A total of 744 seafaring course students in four Taiwanese universities completed a questionnaire developed according to the previous studies. A structured equation modelling was conducted in this research including model validity, goodness of fit, model correction and mediation effects.

With a model consisting of four factors for vocational awareness, three factors for overall attitudes and vocational aspiration as a dependent variable, the results showed that factors of vocational awareness and students’ overall attitudes were significantly correlated, and the factors of overall attitudes exhibit strong mediation effects on vocational aspiration from vocational awareness. The results confirmed that the factors are important determinants for the vocational aspiration of students.

The findings of this study provide a comprehensive approach to understand students’ seafaring aspiration for the universities, governments and shipping companies. Seafaring policies and management are discussed from the research findings.

This study aims to examine the association between the elements which influence the career decision-making process of tenured hospitality employees and their existing level of career satisfaction (CSat) and future intention.

Adopting a quantitative approach, a questionnaire survey collected data from 564 individuals working as full-time employees at all levels of the hierarchy in four- and five-star hotel establishments in Cyprus. Structural equation modeling analysis, preceded by exploratory factor analysis, was utilized to assess the constructs’ relationships and address the postulated hypotheses.

The results suggest that accurate job-person fit, reflective career awareness and the individuals’ pragmatic occupational perceptions, positively influence their CSat and, subsequently, strengthen their intention to remain and progress within the industry.

The study’s setting, the Cyprus hospitality industry, a Mediterranean seasonal destination with unique operational characteristics, may limit the generalizability of the findings to business environments in other regions.

Insights are of interest and value to stakeholders, including academic scholars wishing to build on this investigation, industry professionals striving to revitalize interest toward relevant professions, career counselors’ vocational decision guidance tactics and strategies and individuals envisioning a prosperous hospitality career.

The paper enhances and enriches our conceptual knowledge of a relatively barren landscape, investigating the behavior of mature employees’ choice of a hospitality career.

This study aims to build a framework of the influencing factors of construction workers' career promotion and identifies the critical determinants so as to propose suggestions for the government and enterprises to offer construction workers a path for career promotion.

In line with the theory of human resources, such as Herzberg's two-factor theory, this study constructs a theoretical framework that affects the career promotion of construction workers. Using evidence from Guangzhou city, valid data provided by 464 workers from 50 sites were collected by a questionnaire survey, and the significance test on the influencing factors of construction workers' career promotion was taken by binary logistic regression.

The overall career development of construction workers in Guangzhou is worrying. The binary logistic regression indicates that age, working years, type of work, career development awareness, legal awareness, professional mentality, vocational psychological training and career development path are critical factors that affect construction workers' career promotion.

This study for the first time explores the career promotion of frontline construction workers. Specifically, it identifies the critical factors that affect the career promotion of workers and thus lays a foundation for further research and the promotion and continuous and healthy development of the construction industry. Thus, this study is original and has theoretical and practical significance.

Using latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.

Young adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.

The authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.

The findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.

The purpose of this paper is to present a case study‐based evaluation of a newly accredited career exploration and development module for researchers. It assesses the value of the pilot module in terms of how it succeeded in stimulating career thinking and “work wisdom” in researchers. Career destinations data suggest that fewer than 50 per cent of researchers will establish careers in academia or higher education; it is therefore notable that 73 per cent of respondents to the postgraduate research experience survey expected to pursue a research career in higher education. Given that researchers' expectations conflict somewhat with the reality of potential career directions, the need for a career development programme that allows them to explore career possibilities within and without academia seems relevant. The module examined was delivered through a mixture of taught and interactive workshops (examined in this article), structured reflective journaling, online peer‐sharing discussions and group driven action learning.

A practitioner research, case study, approach was employed, with the intention of informing practice and delivery.

The paper presents evidence of positive qualitative outcomes for the researcher participants, and of a successful learning intervention.

The paper describes an accredited programme incorporating action learning. It is unusual since much career training for researchers within universities is ad hoc and unaccredited.

The purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.

This study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.

The relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.

This study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.

Recruitment and selection experiences are part of a process of pre‐entry organisational socialisation, also known as anticipatory socialisation. Graduates are susceptible to such effects as their socialisation through exposure to professional employers begins during training. Employers’ practices are thought to contribute to the formation of realistic career expectations and the initial psychological contract between graduates and employers. The present study found that students in traditional professions reported greater exposure to employers than students in an emerging profession through work activities, more proactive engagement in recruitment events, and more extensive experience of selection processes at similar stages of study. Greater activity, in turn, was related to career expectations, including varying levels of commitment to and interest in the profession and career clarity.