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This study examines how the collective construction of career sustainability takes place through a career community of interim managers.

We draw on 31 interviews with interim managers who are part of a career community in the form of a professional association of interim managers in France.

The findings show the importance of career communities as a vehicle through which to create a sustainable career. More specifically, we show that occupational career communities provide mutual and reciprocal career support, collective being and belonging through sense-making as well as collective learning leading to the collective creation of a sustainable career.

We add to the literature on sustainable careers by providing a collective community-level analysis and make a theoretical contribution by using the concept of career communities in shedding light on the career sustainability of interim managers. In the light of the increase in non-standard forms of employment, career communities might become an interesting vehicle for career management and development.

Drawing on the whole-life perspective of career development and the conservation of resources theory, the authors consider whether self-initiated expatriates' (SIEs’) cultural intelligence (CQ) is a general, cross-domain resource that helps SIEs gain resources in the work and nonwork domains. The authors contend that CQ will be associated with greater levels of organizational and community embeddedness, which in turn will facilitate their career satisfaction. The authors also propose the role of perceived host country community diversity climate as an environmental condition that, when low, strengthens the relationships between CQ and organizational and community embeddedness.

The authors examine the study hypotheses based on two distinct samples of SIEs (Sample 1: 169 Asian SIE professionals; Study 2: 147 SIE academics).

SIEs' CQ positively relates to their organizational and community embeddedness, which in turn is associated with greater levels of career satisfaction. The authors also find that SIEs with high CQ are more likely to experience community embeddedness and career satisfaction when they perceive that the host country community diversity climate is low.

First, this study goes beyond existing literature that rarely examines nonwork inputs to SIE career success. Second, extending previous CQ research with a strong organizational focus, the authors investigated how CQ influences SIEs' work and nonwork embeddedness. Third, the authors found that the absence of a peripheral ecological condition, perceived host country community diversity climate, may strengthen the direct relationship between CQ and embeddedness and the indirect relationship between CQ and career satisfaction.

The purpose of this paper is to explain why entry-level job applicants intend to leave their home country to work abroad by adopting the framework of country embeddedness (i.e. career and community embeddedness).

Hypotheses are tested using survey data of a sample of prospective healthcare entry-level job applicants (i.e. last year medical students) using hierarchical regression analyses and bootstrapping procedures.

Results show that, first, home country career and community embeddedness are negatively associated with self-initiated expatriation intention (SIE-intention). Second, developmental feedback reduces SIE-intention. This relationship is at least partly due to increased home country career embeddedness. Third, national identity reduces SIE-intention. The relationship is at least partly due to increased home country community embeddedness.

This paper advances the understanding of SIE by focusing on home country factors associated with the decision to work abroad, whereas the majority of current research mainly considers host country variables.

Networking behaviors assist individuals in doing their jobs better and advancing their careers. However, most research emphasizes the effects of job characteristics on networking behaviors, neglecting the effects of individual differences in goal orientations. Moreover, few studies investigate the prospective evaluation of promotability and the mediating effect of networking behavior on the relationship between goal orientation and promotability. Thus, the purpose of this paper is to clarify the nomological network and to expand the domain of networking behavior by identifying networking as career- and community-based networking behaviors and by examining the differential relationships among goal orientation, networking behaviors, and promotability.

This study surveyed and collected data from 160 financial employees and 103 supervisors working at branches of a large bank in Taiwan. Questionnaires addressing both networking behavior and goal orientation were distributed to employees, and one week later their supervisors were sent another survey about employees’ promotability evaluations.

Learning goal orientation was positively related to both career- and community-based networking behaviors. Performance goal orientation was also positively related to career-based networking behaviors, but negatively related to community-based networking behaviors. Career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, were found to be positively related to promotability. Results also show that career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, mediated the relationship between goal orientation and promotability.

This study addresses the importance of distinguishing between networking behaviors as career based and networking behaviors as community based and shows that these two sets of networking behaviors arise from different goal orientations and have differential effects on supervisory evaluation of promotability.

By linking networking behavior with promotability, this study helps managers understand how employees’ enactment of specific networking behaviors can facilitate both the employees’ career development and the employees’ placement in important organizational positions.

This study fulfills an identified need to understand the nomological network of networking behavior.

Employment transitions are an integral part of an individual’s career path. However, not every individual can cope with these changes. Some may not know how to mobilise their capacities in order to return to work. Consequently, various countries have devised policies aimed at supporting the unemployed, in programmes that are led by consultants. The purpose of this paper is to present a case study of career transition consultants who work for a private consulting firm. It examines how consultants perceive their role and how these perceptions influence the support they provide to beneficiaries.

In total, 20 French career transition consultants took part in the interviews. Qualitative data were gathered through semi-structured interviews.

Ideal types of career consultants were drawn up, based on the distinction between the agent model and the community model. Depending on their perceived role, consultants set up different career transition strategies and develop different capacities among their beneficiaries.

Consultants advocate for flexible support for people seeking employment. This research aims to question the policy of distributing beneficiaries among consultants’ portfolios. In France, the approach is made without considering the beneficiary’s profile. A better approach would be to find common ground between the consultant’s profile and the beneficiary’s expectations (e.g. help with business start-up, a career plan, or psychological support). Further, the differentiation of profiles and practices opens up other research opportunities (in corporate coaching, tutoring, and vocational guidance).

From a managerial point of view, this research questions the policy of distribution of the beneficiaries in consultants’ portfolios. Indeed, in France, the approach is made a priori (without exact knowledge of the beneficiary’s profile). Yet, it seems that the approach would be more effective if consulting firms looked for common ground between the consultant’s profile and the beneficiary’s specific expectation (e.g. help with a new business start-up, the creation of a career plan, or a specific need for psychological support).

This research investigates a little known and important fact in career transition management: the heterogeneous nature of consultancy service and the capacities consultants highlight as being helpful to beneficiaries in career transition.

Purpose – Seeks to highlight an emerging transition in mentoring research, that is, the transition from an exclusive focus on mentoring dyads to an integrative focus on mentoring development networks. Highlights from extant research are discussed as well as considerations for individuals interested in conducting research on development networks. Design/methodology/approach – A range of recently published works (1985‐2005) that aim to define, conceptualize, and test theories regarding development networks was evaluated. The sources included management as well as training and development journals and book chapters. Findings – This article provides information about how the concept of development networks has evolved over the past 20 years. Highlights from empirical research and considerations for future research are discussed. Practical implications – The article is a useful source of information regarding an emerging area of study within the mentoring literature. The paper discusses considerations for practitioners and academics regarding the construction and effectiveness of development networks. Originality/value – This article provides an overview of an emerging mentoring dynamic which is under‐studied. Given that individuals likely utilize development networks in addition to or instead of traditional mentor‐protégé dyads, research on development networks is warranted.

Community colleges are an under-recognized but vital component of higher education. Public two-year colleges provide a foundation for baccalaureate degree attainment, educate a skilled math and science workforce, and support local economic development. Our research, which examines women STEM faculty at community colleges, highlights the role of gender in reproducing advantages and disadvantages within the academy.

Data were collected by face-to-face interviews with 27 women faculty at nine community colleges in Ohio. We utilized semi-structured interviewing techniques to examine key dimensions such as decision-making leading to employment in two-year institutions, perceived advantages and disadvantages of such work, job satisfaction, and challenges to balancing career and family.

Results indicate considerable satisfaction among women faculty members, but contradict a popular stereotype that work at community colleges is easier for women with families. Despite relative parity in terms of occupational composition, pay, and tenure, community colleges are gendered in that they lack formal programs, institutionalized support, and leadership opportunities to support women.

Adjunct faculty play an important role in higher education but are underrepresented in our sample. Future research is needed to examine the unique situation of part-time faculty.

Community colleges are uniquely poised to contribute to improving gender equality for women in STEM. Understanding community colleges and the academic careers of women in STEM employed by these institutions is a vital step in our nation’s efforts to develop systemic approaches to increase representation and advancement of women in STEM careers.

The purpose of this paper is to investigate how scientists’ prior data-reuse experience affects their data-sharing intention by updating diverse attitudinal, control and normative beliefs about data sharing.

This paper used a survey method and the research model was evaluated by applying structural equation modelling to 476 survey responses from biological scientists in the USA.

The results show that prior data-reuse experience significantly increases the perceived community and career benefits and subjective norms of data sharing and significantly decreases the perceived risk and effort involved in data sharing. The perceived community benefits and subjective norms of data sharing positively influence scientists’ data-sharing intention, whereas the perceived risk and effort negatively influence scientists’ data-sharing intention.

Based on the theory of planned behaviour, the research model was developed by connecting scientists’ prior data-reuse experience and data-sharing intention mediated through diverse attitudinal, control and normative perceptions of data sharing.

This research suggests that to facilitate scientists’ data-sharing behaviours, data reuse needs to be encouraged. Data sharing and reuse are interconnected, so scientists’ data sharing can be better promoted by providing them with data-reuse experience.

This is one of the initial studies examining the relationship between data-reuse experience and data-sharing behaviour, and it considered the following mediating factors: perceived community benefit, career benefit, career risk, effort and subjective norm of data sharing. This research provides an advanced investigation of data-sharing behaviour in the relationship with data-reuse experience and suggests significant implications for fostering data-sharing behaviour.

The purpose of this paper is to examine women composers’ use of online communities of practice (CoP) to negotiate the traditionally masculine space of music composition while operating outside its hierarchical structures.

The authors employed a mixed methods approach consisting of an online survey (n=225) followed by 27 semi-structured in-depth interviews with female composers to explore the concept and use of CoP. Content analysis was used to analyze the survey responses and interpretative phenomenological analysis was used to interpret respondents’ lived experiences as relayed in the interviews.

The findings reveal that the online environment can be a supportive and safe space for female composers to connect with others and find support, feedback and mentorship, increase their visibility and develop career agency through learning and knowledge acquisition. CoP emerged as an alternative approach to career development for practicing female music workers and as a tool which could circumvent some of the enduring gendered challenges.

The findings suggest that online CoP can have a positive impact on the career development and sustainability of women in male-dominated sectors such as composition.

Interagency collaboration is an effective strategy for supporting students and families with resources and support to prepare students for life after high school. The Communicating Interagency Relationships and Collaborative Linkages for Exceptional Students (CIRCLES) is the only interagency collaboration model identified as a research-based practice, which means the CIRCLES model has the most and highest quality of evidence for its use among interagency collaboration models. Within this chapter, we overview the CIRCLES model and its history. School districts from multiple states have implemented CIRCLES, and, within this chapter, we overview stakeholder experiences with CIRCLES. When implementing any practice, evaluation and implementation fidelity are critical, so we provide suggestions for both. Finally, we discuss barriers and strategies to effective interagency collaboration, in addition to implications for policy and practice.