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1 – 10 of over 17000Alfred Presbitero and Mendiola Teng-Calleja
Artificial intelligence (AI) continues to be deployed in workplaces. While there are many positive outcomes of AI integration, understanding the extent of its consequences on…
Abstract
Purpose
Artificial intelligence (AI) continues to be deployed in workplaces. While there are many positive outcomes of AI integration, understanding the extent of its consequences on employees is limited. Hence, this study examines employee perceptions of AI and the consequent influences on employee job attitudes and career behaviors. Utilizing the career self-management perspective, the authors explore the mechanisms related to employee perceptions of AI and potential career exploration behaviors.
Design/methodology/approach
The authors tested several hypotheses using employee survey data (N = 345 call center agents) collected from a firm that recently integrated AI in their operations. The authors collected data on four occasions (one-week intervals between data collection) to determine employee perceptions of AI taking over jobs (Time 1); job insecurity (Time 2); psychological distress (Time 3); and career exploration behavior (Time 4).
Findings
The findings reveal that perceptions of AI taking over jobs are significantly associated with higher career exploration behaviors. In addition, the authors found job insecurity and psychological distress as pathways that explain why employees having perceptions of AI taking over their jobs influences their career exploration behaviors.
Originality/value
These findings fill a gap in the literature by revealing how AI integration in the workplace, despite its many positive outcomes for organizations, can have a negative influence on employees. The negative employee perceptions of AI can lead to career exploration behaviors. From the career self-management perspective, the authors offer novel insights that have practical implications for talent management, particularly the need to communicate effectively to employees about AI integration in the workplace to avoid them feeling threatened and leaving their jobs.
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Ting Nie, Zhihua Lian and Hua Huang
The purpose of this paper is to explore the mediating effect of vocational identity and the moderating effect of work values on the relation between career exploration and fit…
Abstract
Purpose
The purpose of this paper is to explore the mediating effect of vocational identity and the moderating effect of work values on the relation between career exploration and fit perception of Chinese new generation employees.
Design/methodology/approach
A survey was conducted to measure variables in this study. Based on review of the related studies about work value, career exploration, vocational identity and fit perception, the authors establish a theoretical model and propose hypotheses. Data were obtained from 647 Chinese post‐1980s generation employees.
Findings
According to the statistical analysis result, the paper demonstrates that career exploration can affect fit perception through mediator of vocational identity; when people have stronger preference to chase for job comfort and security, the relations between career exploration effort, vocational identity and fit perception becomes stronger; once individual has stronger preference for status and independence, the relations between career exploration effort, vocational identity and fit perception becomes weakened.
Research limitations/implications
The data used in this study only came from the employees, although the authors test homologous deviation through Harman single factor test. If the authors can conduct the survey from both employees and their supervisors, it will be better for them to avoid homology bias. Furthermore, more factors need to be considered in the formation of fit perception of Chinese new generation employees.
Originality/value
The paper explains the internal relations between work value, career exploration, vocational identity and fit perception on the basis on of the characteristics of Chinese new generation employees.
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The effect of vicarious learning during clinical or medical internships on graduates' adaptive career behaviours has attracted scant attention from healthcare researchers…
Abstract
Purpose
The effect of vicarious learning during clinical or medical internships on graduates' adaptive career behaviours has attracted scant attention from healthcare researchers, particularly, in the developing world context. Drawing upon the social cognitive career theory model of career self-management (SCCT-CSM), the current study examines how vicarious learning influences the clinical graduates' adaptive career behaviours (i.e. career exploration and decision-making) via career exploration and decision-making self-efficacy (CEDSE) and career intention.
Design/methodology/approach
Data were collected from 293 nursing graduates undertaking clinical internships in 25 hospitals across Nigeria who willingly participated in this study as they were also assured of confidentiality at two-waves. The proposed hypotheses were tested using a path analysis.
Findings
The findings showed that vicarious learning during clinical internship had a direct effect on career exploration, decision-making and career decision self-efficacy among graduate trainees. Also, the findings revealed that the effects of vicarious learning on the graduates' career exploration and career decision-making were significantly mediated by career decision self-efficacy and career intentions.
Practical implications
The findings of this study have important practical implications for higher education institutions and industries that send and receive clinical graduates for clinical internships to gain more skills. More emphasis should be on encouraging learners to learn vicariously in addition to other forms of learning experiences available during clinical internships.
Originality/value
The study explains that the graduates' higher engagement in clinical career exploration and decision-making was based on a higher level of vicarious learning during internships. The results suggest that higher education institutions and healthcare service providers can derive greater benefits from more emphasis on promoting vicarious learning during clinical internships.
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Maoyu Zhang, Shiyu Zhou, Yan Wu and Shengming Liu
Despite the dramatic increase in people's use of social media, relatively few studies have examined its effect on careers. Drawing upon social comparison theory and…
Abstract
Purpose
Despite the dramatic increase in people's use of social media, relatively few studies have examined its effect on careers. Drawing upon social comparison theory and self-regulation theory, this study aims to investigate how career-oriented social media usage interacts with social comparison orientation (SCO) to influence the career exploration of university students.
Design/methodology/approach
Three waves of survey data are collected from 482 university students in China. Hypotheses are tested through ordinary least squares analysis.
Findings
Results show that career-oriented social media usage increases career anxiety, which in turn promotes career exploration. Furthermore, SCO strengthens such influence of career-oriented social media usage.
Originality/value
Given the limited attention paid to the effects of social media in career contexts, this study distinguishes career-oriented social media usage and proposes insights into its effect on career exploration. In doing so, this study extends social media literature and provides implications for the transition of university students from school to work in the digital era.
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Kyle Ehrhardt and Monica M. Sharif
Researchers recognize that interpersonal relationships contribute to the career development of professional employees. The purpose of this paper is to extend this research to…
Abstract
Purpose
Researchers recognize that interpersonal relationships contribute to the career development of professional employees. The purpose of this paper is to extend this research to individuals working at a formative point in their careers. Guided by Social Cognitive Career Theory, a model is developed that tests whether the quality of individuals’ work relationships at an early career stage has implications for their development of career cognitions and career exploration behaviors.
Design/methodology/approach
Structural equation modeling is used to test the model in two samples of employed students (n=372 and n=166).
Findings
Coworker relationship quality had a direct influence on career self-efficacy, which led to increased career outcome expectations, goals and exploration behaviors. The influence of supervisor relationship quality was mixed across studies.
Research limitations/implications
Findings suggest that the quality of individuals’ relational experiences at work, even at an early career stage, has implications that extend beyond the workplace to affect their careers more generally.
Practical implications
Results speak to the dangers associated with a poor interpersonal climate for employees at an early career stage, and suggest that managers invest in opportunities that allow these employees to build stronger bonds with coworkers. The results also suggest that career counselors and internship coordinators be sensitive to the interpersonal climate of organizations with whom they contract.
Originality/value
This study offers insight into the connection between early employment experiences and individuals’ career cognitions and career exploration behaviors.
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Jelena Zikic, Milorad M. Novicevic, Michael Harvey and Jacob Breland
The purpose of this paper is to examine repatriate career exploration as a continuing growth‐oriented process and introduce repatriate hope as its crucial driver.
Abstract
Purpose
The purpose of this paper is to examine repatriate career exploration as a continuing growth‐oriented process and introduce repatriate hope as its crucial driver.
Design/methodology/approach
Through a review of relevant literature, the framework of hope theory is introduced to argue for a more “agentic” view of the repatriate that can act as an independent career agent in the increasingly boundaryless career environment.
Findings
The paper extends current knowledge of the repatriation process by describing ways in which repatriate hope drives career exploration toward valued outcomes of career growth and career success. It is also described how this repatriate career success will depend on the repatriate expectations and the social and organizational support received by the repatriate.
Originality/value
The main contribution of this paper is a new view of the repatriation process through the lens of the hope theory that emphasizes positive psychological perspective indicating career growth/success as a valued outcome of repatriate career exploration process. Thus, repatriate is viewed as a proactive individual managing his or her career success and using exploration as a means of coping with and adjusting to a shifting set of challenges presented by the dramatic role change.
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Michael Harvey, Milorad Novicevic and Jacob W. Breland
The purpose of this paper is to use hope theory as a foundation from which to understand the global dual‐career exploration phenomenon. Additionally, the concept of curiosity is…
Abstract
Purpose
The purpose of this paper is to use hope theory as a foundation from which to understand the global dual‐career exploration phenomenon. Additionally, the concept of curiosity is explored as a triggering mechanism for dual‐career couples to explore and learn about career options in a global context.
Design/methodology/approach
Hope theory is used to provide theoretical support for the proposed conceptual model.
Findings
It is concluded that hope and curiosity are important elements for dual‐career couples to leverage in order to reduce stress, maintain marital status, and allow the trailing spouse to resolve the potential dramatic and negative impact on their career path.
Practical implications
Both hope and curiosity have been argued to have developmental aspects, meaning that individuals can nurture and strengthen their level of hopefulness and curiosity. Organizations which aid individuals in developing these abilities will likely increase the probability that their global employees will successfully complete their foreign assignment.
Originality/value
The paper explicitly examines dual‐career exploration as it occurs in a global context. More specifically, it takes the perspective that global dual‐career exploration is a continuous and adaptive process in which individuals who are hopeful and curious will be more successful in exploring and adapting to career options.
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Qi Kou, Roziah Mohd Rasdi, Nurfazreen Aina Muhamad Nasharudin, Ahmad Aizuddin Md Rami, Peng Cao and Nordahlia Umar Baki
This study aims to examine the relationship between contextual factors and career exploration. Career adaptability mediates the relationship between social support, sense of…
Abstract
Purpose
This study aims to examine the relationship between contextual factors and career exploration. Career adaptability mediates the relationship between social support, sense of belonging and career exploration.
Design/methodology/approach
This quantitative study involved 291 undergraduates recruited from two universities in China. Data were analyzed using structural equation modeling.
Findings
The results indicated that social support and sense of belonging were positively related to career adaptability. Career adaptability was found to be a mediator between relational predictors and career exploration. Contrary to our hypothesis, the direct path from sense of belonging to career exploration was insignificant.
Originality/value
This study highlights the importance of career adaptability in connecting contextual indicators and career exploration in the Chinese context.
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The present study has two purposes. One is to investigate the relationship between an Inter‐Organizational Career Orientation (IOCO) of employees and their career strategies. The…
Abstract
Purpose
The present study has two purposes. One is to investigate the relationship between an Inter‐Organizational Career Orientation (IOCO) of employees and their career strategies. The second is to investigate the effects of the career attitudes that an IOCO has on employee career strategies.
Design/methodology/approach
The facts and conclusions presented in this paper were obtained from a study of 365 employees from 16 companies. A multiple regression analysis was adopted for testing hypotheses.
Findings
With regard to the first objective, it was determined that IOCO has a positive effect on inter‐organizational career strategies (career exploration) and a negative one on organizational career strategies (self‐nomination). With regard to the second objective, the moderating effects of career attitudes toward the relationships described as follows became clear: job involvement of employees with regard to the relationship between IOCO and creating career opportunities; job involvement of employees with regard to the relationship between IOCO and self‐nomination; job involvement of employees with regard to the relationship between IOCO and career insight; and career goal commitment of employees with regard to the relationship between IOCO and challenging work behavior.
Research limitations/implications
An analysis according to demographic factors and the implementation of longitudinal research are suggested as future research subjects.
Originality/value
This paper showed that IOCO contributed not only to the rejection of organizational career strategies but also to that of organizational and inter‐organizational career strategies. “Domain fit hypothesis” was verified in new organizational behavioral concepts between career orientation and a career strategy.
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Within the framework of learning in organizations, the concept of career‐related continuous learning (CRCL) has gained increasing attention from the research community. The…
Abstract
Purpose
Within the framework of learning in organizations, the concept of career‐related continuous learning (CRCL) has gained increasing attention from the research community. The purpose of the present study is to explore the combined effect of job‐ and career‐related variables on formal CRCL activities.
Design/methodology/approach
The study was based on a longitudinal framework with multiple sources of data. A total sample of n=106 call center agents provided information about job‐ and career‐related variables. Subsequently, their CRCL activities within their first 18 months in one of 11 call centers were assessed from company records.
Findings
Regression analysis revealed that job involvement predicted subsequent CRCL. Interestingly, women engaged in more CRCL activities than their male colleagues.
Research limitations/implications
In addition to objective measures of formal CRCL activities, future research should include subjective measures (i.e. survey methodology) of informal CRCL.
Practical implications
Via interventions such as active participation in decisions, and in task and work design, organization might want to foster employees' job involvement to ensure high degrees of subsequent CRCL behaviors.
Originality/value
The paper addresses a phenomenon (i.e. CRCL) that receives increasing attention from both practitioners and researchers; objective, longitudinal data provide evidence for the proposed relationship between job attitudes and CRCL and thus, causal inferences can be drawn.
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