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Many psychological, cultural, and social barriers exist that impact Black male participation in the workforce. In this chapter, authors discuss the impact that mentorship, racism, society, culture, economics, and other pertinent factors have on the career development of Black men. This chapter examines programs and strategies that effectively address the career development needs of Black men. A review of counseling interventions and their applicability to career counseling with Black men are presented. Emerging trends in career development for Black men are also discussed. In addition, provided in this chapter are personal narratives given by the authors who contextualize their career development experiences through culturally-specific career development theoretical frameworks. Lastly, implications for research, counseling, counselor education, and policy, as well as recommendations for professional development are offered.

The impact of appearance on career development is well-documented. We know with some certainty that those blessed with good looks, a sense of style and a winning smile have an advantage at all stages of the job application process, and throughout their careers, with the most aesthetically pleasing being more likely to be given jobs, higher salaries and promotions (Baert & Decuypere, 2014; Toledano, 2013). What then should those who offer career advice make of this? Should career advisers, coaches, HR professionals and line managers be advising their clients and employees on how to improve their looks? At one level, the answer to this question seems obvious: if the advisers know it can make a difference, of course they should try to help their clients to look more professional or better appropriate for the role, to give them every chance of success in their chosen field. But on closer inspection, this assumption is fraught with challenges. How far should the practitioners go? How can one give advice without causing offence? And most crucially, how could this tacit support of an arguably unfair and superficial value system be justified? In this chapter, I will explore some of these issues, drawing on research conducted with career advisers, counsellors and coaches and will offer some practical guidelines for all those who might find themselves tempted to offer advice.

Career adaptability is emerging as an important research area in today's uncertain, volatile world of work created by the COVID-19 pandemic. The present study focuses on career adaptability research post-COVID-19 by scientifically capturing the literature evolution, hotspots and future trends using bibliometric analysis.

The Scopus database, due to its vast and quality literature, was used to search the papers from the period 2020 to 2023. Bibliometric data were extracted and analyzed from the relevant literature. For further scientific mapping, VOSviewer and Biblioshiny software tools were used.

Findings of the analysis suggest a positive research trend related to career adaptability research post-Covid. Keyword analysis revealed noteworthy clusters and important themes. Bibliometric visual networks regarding authors, sources, citations, future themes, etc. are also presented from the 441 analyzed publications with comprehensive interpretation.

The literature for carrying out the bibliometric analysis was confined to the Scopus database. Other databases in combination with different software can be used for future niche research. From the analysis, future research avenues and practical interventions are presented which have significant implications for future researchers, career counselors and managers.

The study summarizes the recent literature on career adaptability in the aftermath of the pandemic and makes a novel contribution to the existing literature. A reliable study has been provided by the authors using the scientific bibliometric technique. The study highlights emerging research trends post the pandemic. The results are concluded with further suggestions which can guide future research related to the topic.

This study aims to examine the antecedents of career decision self-efficacy (CDSE) and provide a comprehensive understanding of the factors that influence this critical construct in career development and decision-making.

This study employed a meta-analysis of 43 independent studies, comprising 90 correlations and 17,143 participants. The Hunter-Schmidt method meta-analysis was used to analyze the data and identify the factors associated with CDSE. Random-effect meta-regression analysis was applied to detect the potential moderators.

The study found that CDSE is positively associated with social support (ρ = 0.41), age (ρ = 0.05), agreeableness (ρ = 0.23), conscientiousness (ρ = 0.48), emotional intelligence (ρ = 0.48), extraversion (ρ = 0.41), openness (ρ = 0.35) and proactive personality (ρ = 0.68), while negatively related to neuroticism (ρ = −0.33). Furthermore, the results indicate that sample gender (%female) and mean age partially moderate the relationship between CDSE and age, core-self evaluations and neuroticism.

In this study, the authors have contributed significantly to the existing research on CDSE antecedents by conducting a thorough analysis of the various factors associated with this critical construct. The findings offer an accurate understanding of the factors that influence CDSE, and this paper's moderation analysis sheds light on the boundary conditions in the CDSE literature. Moreover, this research has practical implications for practitioners such as teachers, parents and career counselors. By leveraging the insights gained from this study, practitioners can provide more effective career support and intervention to young people, which can help increase their CDSE and improve their overall career development and well-being.

This study aims to explore the relationships between career competencies and job search self-efficacy via the serial multiple mediation effect of career adaptability and self-perceived employability within multiple theoretical frameworks.

This study adopts a cross-sectional design to collect data at a specific point in time and employs self-report questionnaires to collect data from participants. In total, 302 students from the “management and organization department” in a vocational school of a public university completed the survey forms. To test the hypothesized model, a serial multiple mediation analysis was performed using structural equation modeling (SEM) via SPSS (Statistical Package for Social Sciences) AMOS (Analysis of Moment Structures).

The results indicated that career competencies, career adaptability, job search self-efficacy and self-perceived employability all had significant and positive relationships. Additionally, the relationship between career competencies and job search self-efficacy was serially mediated by career adaptability and self-perceived employability as anticipated.

Considering the growing importance of the subject of how universities might better prepare their graduates for the job market, the study's findings have important policy implications. University students should also be provided with career management resources, specifically adaptation resources, to help them navigate their individual characteristics and transfer more successfully into the existing job market. This is the cause of the need for constant planning, adaptation, assessment and evaluation of career competencies in current labor markets.

The study contributes to international career development and vocational education research by filling a gap in the literature by demonstrating that job search self-efficacy, which is a predictor of job search behavior, can be promoted by career competencies, career adaptability and self-perceived employability. These findings are particularly significant because they highlight the importance of career-related knowledge, skills and abilities in engaging university students seeking employment in a developing country with a highly competitive labor market.

This study explores the extent of undergraduate students' engagement in interdisciplinary learning experiences across their academic journey and its potential correlation with elevated levels of self-efficacy in learning. Furthermore, the research investigates how the clarity of career decisions and future goals contributes to the perception of relevance, value and alignment of interdisciplinary learning experiences among undergraduate students.

Data were collected using a self-report questionnaire in a longitudinal survey administered annually to undergraduate students at a university in northern Taiwan over four waves from 2018 to 2021. The sample analyzed for this study consisted of 123 undergraduate students who willingly and continuously participated in the research throughout the specified period.

The results showed that self-efficacy within interdisciplinary learning experiences could be classified into three clusters: high efficacy, moderate efficacy and fluctuating efficacy. The determinants influencing these clusters include career decisions and years spent in university. Undergraduate students who have determined their career decisions and are in their latter two years of undergraduate studies demonstrate higher self-efficacy in interdisciplinary learning. Conversely, students who have yet to determine their career decisions exhibit a fluctuating pattern of self-efficacy across the three interdisciplinary learning categories.

Two key limitations of this research include a small sample size and a confined university-specific context, potentially constraining the applicability of the results to a broader population.

This study contributes to the interdisciplinary learning experience in higher education by explaining the significance of undergraduates' self-efficacy and career-related factors. Whereas most research has focused on the effects of self-efficacy, this study investigated the factors that influence undergraduates' self-efficacy.

Drawing on the work as calling theory, the purpose of this study is to explore how and when career calling promotes taking charge by focusing on the mediating effects of work meaningfulness and felt obligation and the moderating role of family-friendly human resource practice (FF-HRP).

The authors collected data from 293 supervisor–employee dyads at three time points in southeastern China. Path analysis and bootstrap method were used for hypothesis testing.

Employees' perceived career calling positively affected taking charge through work meaningfulness and felt obligation. The positive effects of career calling on work meaningfulness and felt obligation as well as the indirect effect of career calling on taking charge are stronger when employees perceive high levels of FF-HRP.

Organizational interventions should be designed to enhance employees' sense of calling, and the organization should inspire employees to take charge by awakening their perception of work meaningfulness and obligation. Moreover, FF-HRP should be implemented as a form of organizational support.

This research identifies work meaningfulness and felt obligation as mediators that link career calling to taking charge and reveals the role of FF-HRP in amplifying the positive impact of career calling.

The purpose of this study was to examine the relationship between career adaptability and career resilience. Alongside, the mediating role of career-management fit was also tested on the relationship between career adaptability and career resilience.

Cross-sectional data were collected from the employees of higher-education institutes via an online survey questionnaire. The partial least square structural equation modeling (PLS-SEM) technique using the SmartPLS application was employed for the data analyses.

Results showed that career-management fit positively mediates the relationship between career adaptability and career resilience. Further, a direct positive relationship between career adaptability and career resilience was also substantiated.

Theoretical implications, managerial implications, study limitations and future research directions are also discussed.

The authors put forward the field by probing the developmental strategy for career resilience. This is because, in academics, career-resilient individuals can better contribute towards academic growth and can also maintain a good life balance (Mishra and McDonald, 2017). Hence, this study, to the best of the authors’ knowledge, is the first to investigate the career-management fit as a pathway bridging career adaptability and career resilience.