Search results
1 – 10 of over 73000In addressing environmentally induced career change, the career development practitioner is better informed by a career development model than more traditional approaches. The…
Abstract
In addressing environmentally induced career change, the career development practitioner is better informed by a career development model than more traditional approaches. The model was tested with Canadian managers and professionals whose positions had been eliminated. Simple regression analysis revealed that career resilience was positively related to three of five job facets that served as indicators of career change. The findings lend support to career development practitioners who strive to build career resilience among employees. Along with organizational advantages already documented, individuals who develop career resilience will be better equipped to face the inevitable prospect of changing careers in the future.
Details
Keywords
This investigates the interrelationships between job and career satisfaction and career change intention through the extension of the theory of planned behavior (TPB).
Abstract
Purpose
This investigates the interrelationships between job and career satisfaction and career change intention through the extension of the theory of planned behavior (TPB).
Design/methodology/approach
The data for the study is collected from 219 top and middle-level managers and analyzed through partial least squares path structural equation modeling (PLS-SEM).
Findings
Findings indicate that job and career satisfaction have a significant and negative impact on personal attitude toward career change and subjective norms, whereas all three constructs of the TPB influence the intention to change career. In addition, the mediation of personal attitude and subjective norm pathways were found to be significant for both job and career satisfaction and career change intention relationships, while no mediation effect was identified for the perceived behavior control construct of the TPB.
Research limitations/implications
The results suggest important theoretical and practical implications. First, a novel model of mediation between job and career satisfaction and the intention to turn away from an existing career is introduced between job and career satisfaction and career change intention associations for testing the full TPB framework.
Practical implications
The findings imply that the impact of cognitive factors, including having a positive opinion about the potential outcomes of switching to a new career, the level of pressure exerted by significant third parties about making a career change, and the self-belief about making this change happen should be closely investigated when examining the determinants of career change intention.
Originality/value
To the best of the authors’ knowledge, this is the first empirical research study that tests the impact of the determinants of TPB on career change intention within a sample of professional managers from an emerging economy context.
Details
Keywords
Sean T Lyons, Linda Schweitzer and Eddy S.W. Ng
Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility…
Abstract
Purpose
Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility patterns are becoming more diverse as people engage in more downward and lateral job changes and changes of occupation. The purpose of this paper is to test these assertions by comparing the career mobility patterns across four generations of workers.
Design/methodology/approach
The authors analyzed the career mobility patterns of four generations of Canadian professionals (n=2,555): Matures (born prior to 1946); Baby Boomers (1946-1964); Generation Xers (1965-1979) and Millennials (1980 or later). Job mobility, organizational mobility and the direction of job moves were compared across groups through analysis of variance.
Findings
Significant differences were observed in job mobility and organizational mobility of the various generations, with younger generations being more mobile. However, despite significant environmental shifts, the diversity of career patterns has not undergone a significant shift from generation to generation.
Originality/value
This is the first quantitative study to examine shifting career mobility patterns across all four generations in today’s workplace. The authors extend previous research on generational differences in job mobility by using novel measures of career mobility that are more precise than extant measures.
Details
Keywords
Claire Deeming and Jacqueline Chelin
Studies the reasons why people have changed career in order to become members of the library profession. Focuses on the career change decision process. This includes discussion of…
Abstract
Studies the reasons why people have changed career in order to become members of the library profession. Focuses on the career change decision process. This includes discussion of drift versus active choice, previous career experiences, context of life as a whole, nature of library work and the influence of other people. Measures the amount and nature of satisfaction to be derived from having made the career change. Offers suggestions for the library profession as a whole in marketing itself in order to recruit and properly remunerate skilled and enthusiastic people.
Details
Keywords
Ellen R. Peeters, Marjolein C.J. Caniëls and Marijke Verbruggen
To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as…
Abstract
Purpose
To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.
Design/methodology/approach
The authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.
Findings
Openness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.
Originality/value
Altogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.
Details
Keywords
Amelia Jane Wise and Lynne J. Millward
The purpose of the study was to discover the key psychological issues involved in voluntary career change in 30‐somethings, with implications for career theory and guidance.
Abstract
Purpose
The purpose of the study was to discover the key psychological issues involved in voluntary career change in 30‐somethings, with implications for career theory and guidance.
Design/methodology/approach
A qualitative methodology was employed. Data gathering was by means of semi‐structured interviews and interpretation used interpretative phenomenological analysis. A sensemaking perspective within a constructivist framework defined the research.
Findings
Three types of themes were generated from the participant interviews. The first relates to issues of continuity and discontinuity during the change process, the second deals with participant's values directing the change, and the final theme covers the influence of context on the change process. The implications these themes have for contemporary meanings of career are discussed together with suggestions for guidance.
Research limitations/implications
Findings only reflect views at a point in time. A recommendation for future longitudinal research is made. The effect of the researcher is acknowledged in the sensemaking process.
Practical implications
A number of revisions to traditional career theory are identified and several career guidance implications.
Originality/value
This research is unique in addressing specific issues relating to the 30‐something age‐group and is topical in dealing with the phenomena of autonomous career change among this group. The use of a phenomenological perspective is scarce in the study of career change and provides a highly personal insight that furthers our understanding of the meaning of career. This is of particular value to career theorists and career counsellors.
Details
Keywords
Svetlana N. Khapova, Michael B. Arthur, Celeste P.M. Wilderom and Jörgen S. Svensson
The purpose of this paper is to investigate career change intention and its predictors among career change seekers interested in a career opportunity in the information technology…
Abstract
Purpose
The purpose of this paper is to investigate career change intention and its predictors among career change seekers interested in a career opportunity in the information technology (IT) industry.
Design/methodology/approach
Ajzen's theory of planned behavior (TPB) was used to predict career change intention in this group. In addition, we examined the role of professional identity in predicting career change intention. Data were collected in a sample of 225 aspiring IT professionals from four European countries: Austria, Greece, Italy and The Netherlands.
Findings
The findings showed that among four variables assumed to predict career change intention, only professional identity appeared to be a significant predictor.
Research limitations/implications
The study is limited by the use of career change seekers registered in one web‐based recruiting system.
Originality/value
The paper suggests a higher importance of professional identity in prediction of career change intention compared to other factors that constitute Ajzen's theory of planned behavior.
Details
Keywords
Teresa Holmes and Sue Cartwright
The research summarized focuses on the career change experiences ofmanagers and professionals over the ages of 35. An initial pilot studywas conducted and formed the basis of a…
Abstract
The research summarized focuses on the career change experiences of managers and professionals over the ages of 35. An initial pilot study was conducted and formed the basis of a questionnaire which was distributed to a sample of successful and unsuccessful career changers. In addition, a third group of participants were tracked for six months as they pursued a career change. In seeking to identify the key factors predictive of a successful mid‐career change, the research findings suggest that this is linked to three variables. Age itself did not emerge as a major explanatory variable.
Details
Keywords
Sean T. Lyons, Linda Schweitzer, Eddy S.W. Ng and Lisa K.J. Kuron
This study aims to compare the career patterns of Matures, Baby Boomers, Generation Xers and Millennials over the various stages of their careers to determine whether there have…
Abstract
Purpose
This study aims to compare the career patterns of Matures, Baby Boomers, Generation Xers and Millennials over the various stages of their careers to determine whether there have been notable shifts away from the “traditional” career model characterized by long‐term linear, upward career movement, toward a “modern” career model characterized by increased job mobility, organizational mobility and multi‐directional career movement.
Design/methodology/approach
The retrospective career accounts of 105 Canadians were gathered through review of résumé information and semi‐structured interviews. The job changes and organizational changes experienced by each respondent in each five‐year career period (e.g. age 20‐24, 25‐29) and the direction of job changes (i.e. upward, downward, lateral or change of career track) were recorded. The generations were compared statistically on each of these measures through analysis of variance (ANOVA).
Findings
Significant inter‐generational differences were observed on all variables of interest, but the differences were largely restricted to the age 20‐24 and 30‐34 career stages.
Research limitations/implications
The study relied on a small sample because of the qualitative nature of the data collection. The sample was also exclusively Canadian. The results should therefore be interpreted with care and the research should be replicated with different types of respondents and in different cultural contexts.
Practical implications
The research demonstrates to employers that the younger generations change jobs and employers at a greater rate than previous generations and that they are more willing to accept non‐upward career moves. Recruiting and retaining young employees will therefore require a different approach than was used for previous generations.
Originality/value
The use of retrospective accounts allowed for the comparison of generations within various career stages. This overcomes a significant limitation of cross‐sectional studies of generational phenomena by simultaneously considering life‐cycle and generational cohort effects.
Details