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Targeting at the inconsistent relationship between protean career orientation and turnover intentions, this study aims to uncover when and why such inconsistency occurs. It emphasized the mediating role of organizational identification and moderating effects of current organizational career growth and future organizational career growth prospect.

The authors conducted a three-wave time-lagged study over seven months, with a sample of 1,012 participants from various occupations.

The relationship of protean career orientation to turnover intentions via organizational identification was negative when current organizational career growth was high, and it was positive when current growth was low. Future organizational career growth prospect weakened organizational identification–turnover intentions relationship. Those two moderators jointly influenced the indirect relationship. For employees low in both states, the positive indirect relationship was the most significant.

By integrating social identity theory and social cognitive theory, this study provides a comprehensive understanding of protean career orientation–turnover intentions relationship. It also enriches studies on protean career orientation and organizational identification–turnover intentions relationship.

Corporate entrepreneurship (CE) has attracted considerable attention worldwide, and the challenges of managing employees’ entrepreneurial behaviours are increasingly recognised. However, the paucity of research on managers’ entrepreneurial behaviour in the United Arab Emirates multinational corporate environment creates a salient gap in the current understanding of how national and organisational cultures that not always align frame the critical problems of CE. This study aims to fill this research gap by examining multinationals’ CE antecedents drawing on an institutional perspective in Dubai.

The author conducts 54 in-depth interviews with middle managers in multinational enterprises. This study adopts a multiple case study research design to reveal whether an emergent discovery is exclusive to a particular case or is consistently replicated by multiple cases. The author has used abductive reasoning to systematically integrate analytical framework deduction with raw data induction.

This study’s findings indicate that CE in Dubai is ineffective and fragmented. Arguably, the cultural background of employees creates different circumstances and determinants of entrepreneurial behaviour. Hence, CE may not achieve epitome competencies without identifying multicultural nuances in an organisational context.

Existing research has placed relatively little emphasis on the role of individual national culture in multinational enterprises. This study’s results offer potentially valuable implications for theory, practice and future research addressing other emerging countries. This model presents a distinct CE architecture with compelling evidence for national culture (at the macro level), organisational culture, Corporate Entrepreneurship Assessment Instrument and emergent factors (at the meso level) and individual middle managers' real-life experience (at the micro level).

Prior to the COVID-19 pandemic, African students studying tourism and hospitality internationally had diverse experiences in their professional endeavours. This study seeks to examine the effects of the COVID-19 pandemic on the career progression and perspectives of African undergraduate students specialising in higher education in the fields of tourism and hospitality.

The study utilised qualitative content analysis, which involves subjectively interpreting text data by systematically categorising and coding it to identify themes or patterns.

The findings deviate from how the COVID-19 pandemic has affected the career advancement of African international students studying tourism and hospitality in North Cyprus. Consequently, most developing nations face an increased need for security measures. Tourists will pay higher prices to visit highly secure areas rather than risking their lives. This is one of the reasons why many students from developing nations choose to pursue their careers in developed countries.

It is imperative for the governments of developing nations to make substantial financial contributions to the development of their respective tourism sectors. Augmented investment has the potential to allure international tourists, thereby generating employment prospects for the host economies. The lack of investment forces young individuals to pursue their education overseas. Furthermore, it is imperative for developing nations to enhance their security infrastructure.

Our findings suggest that policymakers should establish a diverse management team that includes student employees to develop suitable strategies for industry management. Insufficient student inclusivity can result in a lack of dedication, whereas involving them in management strategies can contribute to the industry’s prosperity.

The findings obtained from this research can stimulate the formulation of strategies within the tourism industry to tackle the intersection of career obstacles.

This study examines two crucial aspects of employability in the tourism industry, with a particular emphasis on contemporary advancements. The first aspect pertains to the emerging demands in the employability sector of the tourism industry, driven by technological advancements. Given the evident nature of this emerging trend, it is imperative to possess a robust infrastructure and comprehensive knowledge. The second aspect is to evaluate the level of education that industry employees receive in relation to the tourism sector in order to ensure sustainable development.

The study employed a thematic literature review to evaluate the significance of tourism education on employability and the necessity of adopting technology.

The findings deviate from the extensive literature search showed that Higher Education Institutions should prioritise ensuring that the new generation’s technological capabilities align with the traditional curricula in their respective fields, given the widespread use of personal computers and smartphones. Ultimately, students are increasingly expecting that technology will significantly impact their educational experiences and modes of communication for their future careers.

It is widely acknowledged that the most efficient approach to fostering learning is to exert authority over the learning setting, and educators should generate learning prospects for students rather than merely transmitting information and facts.

This review assesses two key aspects of employability in the tourism industry, focussing on recent technological advancements and the necessary skills for students' future careers.

In a rapidly changing career landscape where lifelong job security is no longer guaranteed, this study investigates how audit firms play an important role in shaping their employees’ career perceptions and the subsequent effects on auditor behavior. Specifically, it explores the link between audit firms’ career development initiatives and auditors’ perceptions of external employability – an important determinant of auditor behavior. Using the framework of social exchange theory, the study investigates how perceived external employability affects both relational and operational behaviors of auditors.

The study employs structural equation modeling on survey data from 359 auditors.

The results indicate that when audit firms actively support career development, it positively contributes to auditors’ perceived external employability. A higher perceived external employability, in turn, leads to positive behavioral outcomes among auditors, including stronger relational behaviors (such as professional commitment) and operational behaviors (including heightened professional skepticism and reduced behaviors that could compromise audit quality).

This study uncovers a paradox where perceived external employability, typically viewed as a risk, emerges as a potent driver of desirable auditor behavior. In today’s dynamic career landscape, emphasizing individual-centered and flexible careers, these results highlight the benefits of perceived external employability. Rather than undermining audit services, increased perceived external employability driven by firm investments in auditors’ careers acts as a catalyst for desirable auditor behavior. Organizational support in terms of career development practices creates an environment where auditors are more committed, professionally skeptical and uphold the quality of audit services.

In recent years, students have found careers in the tourism and hospitality (T&H) industry less attractive. Attracting and retaining young talents has become more challenging for the T&H industry in the post-pandemic era. To help solve the talent shortage problem, it is vital to understand how students perceive careers and what influences their career planning. The career construction theory indicates an integration between personal needs and career-related expectations. It provides a theoretical framework for the present study to understand what motivates students to begin their careers in the T&H industry. This study aims to empirically examine the relationship between students’ career adaptability and optimism and their effect on future career intentions.

An online survey was conducted in mainland China to investigate the interrelationships between career adaptability, career optimism and future career intention. A total of 492 valid responses were collected from students studying T&H.

The findings revealed that career optimism positively influences career adaptability and future career intention, respectively. Conversely, career adaptability is found to have a negative impact on future career intention. Moreover, career optimism has a mediating effect on the relationship between career adaptability and future career intention. The results would benefit educators in career counselling for students and industry practitioners to develop effective career management strategies for young talents in their respective organisations.

The application of career construction theory drawn from vocational psychology is suitable to provide knowledge and insights into the development of T&H career research. This study contributes to fill the knowledge gap concerning career adaptation, career optimism and future career intention.

近年来, 旅游和酒店行业领域的工作对于学生的吸引力下降。对于旅游和酒店行业, 吸引和留住人才变得更具有挑战性。为了解决人才短缺问题, 了解学生如何看待职业以及影响他们职业规划的因素至关重要。职业建构理论指出个人需求与职业相关期望相结合。它为本研究提供了一个理论框架, 以了解是什么促使学生在旅游和酒店业开始工作。本研究实证检验了大学生职业适应力与职业乐观度的关系及其对未来职业意向的影响。

本研究采用在线问卷调查的方式, 探讨职业适应力、职业乐观度与未来职业意向之间的相互关系。问卷对象为目前在中国学习旅游和酒店管理专业的本科学生。一共收集了492份有效回复。

研究发现, 职业乐观度对职业适应力和未来职业意向有正向影响。相反, 职业适应力对未来职业意向有负向影响。此外, 职业乐观度对职业适应力与未来职业意向之间的关系具有中介作用。研究结果将有助于教育机构和相关企业设计有效的职业策略, 帮助学生为未来的职业生涯做好准备, 并加强生涯辅导。

运用职业心理学的职业建构理论, 为旅游与酒店职业研究的发展提供了知识和见解。此外, 本研究填补了职业适应力、职业乐观度与未来职业意向之间关系的知识空白。

Se realizó una encuesta online en China continental para estudiar las interrelaciones entre la adaptabilidad laboral, optimismo laboral y la intención vocacional futura. Se recogieron 492 respuestas válidas de estudiantes de turismo y hostelería.

En los últimos años, las carreras de turismo y hostelería han resultado menos atractivas para los estudiantes. Atraer y retener a los jóvenes talentos es cada vez más difícil para la industria del turismo y la hostelería en la era postpandemia. Con el fin de contribuir a resolver el problema de la escasez de talentos, es crucial comprender cómo perciben los estudiantes las carreras profesionales y qué influye en su planificación profesional. La Teoría de la Construcción de la Carrera indica una integración entre las necesidades personales y las expectativas relacionadas con la carrera. Proporciona un marco teórico para el presente estudio con el fin de comprender qué motiva a los estudiantes a iniciar su carrera profesional en el sector del turismo y la hostelería. Se examina empíricamente la relación entre la adaptabilidad profesional y el optimismo de los estudiantes y su efecto en la intención vocacional futura.

Los resultados revelan que el optimismo profesional influye positivamente en la adaptabilidad profesional y en la intención profesional futura, respectivamente. Por el contrario, la adaptabilidad profesional influye negativamente en la intención vocacional futura. Además, el optimismo profesional tiene un efecto mediador en la relación entre la adaptabilidad profesional y la intención vocacional futura. Los resultados podrían beneficiar a los educadores en la orientación profesional de los estudiantes y a los profesionales de la industria en el desarrollo de estrategias eficaces de gestión de la carrera profesional de los jóvenes talentos en sus respectivas organizaciones.

La aplicación de la Teoría de la Construcción de la Carrera extraída de la psicología vocacional es adecuada para aportar conocimientos y perspectivas al desarrollo de la investigación sobre carreras profesionales en turismo y hostelería. Este estudio contribuye a llenar el vacío de conocimientos sobre la adaptación de la carrera profesional, el optimismo profesional y la intención de carrera futura.

This paper examines why individuals start their hospitality careers by becoming temporary lifeguards while aspiring to later promotion. It reports data from young people working in one major upmarket hotel chain that operates in the Gulf but has a global reach. This study aims to address issues regarding this often-overlooked career path for young staff.

A qualitative questionnaire was distributed to lifeguards working in a luxury hotel chain in a Gulf country to explore their reasons for working as a lifeguard and their experiences in this role. Data were analysed using QDA Miner and WordStat to generate coherence and similarity indices.

It is found that the attractions include good training with a well-established company operating in an upmarket location, but other important factors include career prospects, skill enhancement, self-development, monetary savings and experience working in one of the world’s most exciting tourist locations.

The results offer implications for management looking to recruit expatriate labour without considering long-term employment or residence. Nonetheless, while this offers opportunities to assess many potential long-term employees, there are costs to the practice.

Little research has been conducted on lifeguards and how employment in such roles can develop careers in hospitality. The study contributes to understanding motives and career development and conceptually suggests that liminal status complements those drawn to protean career development. The results shed light on how new employees, including management trainees, undertake liminal, protean careers, to care for family, develop their careers and enter markets that may otherwise be difficult to enter.

Introduction: Skill development is crucial in developing economies by enhancing productivity and creating employment opportunities. At the macro level, it also leads to industrial development and economic growth.

Purpose: The research is to identify the types of skills required for increasing the probability of employability of labour. It also aims to define the challenges and opportunities in skill development to drive change.

Need of the Study: Studying opportunities and challenges for skill development in developing economies is essential for achieving sustainable economic growth, reducing poverty, increasing employment opportunities, and promoting global competitiveness.

Research Methodology: Some skills are recognised through research that has been published to determine the skill set needed to increase labour productivity. To draw lessons, some skill development initiatives by various companies are also identified and presented in case studies. Additionally, several government programs are available to assess the possibilities and prospects for skill development in the Indian market.

Practical Implications: The research will be valuable in micro and macro decision making. At the micro level, research is advantageous for a business person to initiate the skill development of its employees by using government schemes. Nations other than India can understand the policy framework for skill development.

Findings: The term ‘skilling’ has become fashionable. Due to the need for skill-based earnings data, only some studies examine the return on skill (ROS) of the labour market. Skill development plays a significant role in bringing change at the micro and macro levels. Hence it is necessary to exploit all opportunities for skill development.

This case study, within the context of boundaryless and protean career development frameworks, investigates linguistic profiling and how code-switching is used to mitigate its impact on Black leaders during their careers. The experiences of Black women coaches and the coaching support they offered Black women clients in code-switching, leadership and career advancement are described. The value of leadership coaching when used to navigate these career progression challenges is emphasized.

The study employed a multiple-case study approach of two Black women leadership coaches.

The findings of this study illustrate the understanding of code-switching and the coaching techniques employed by two Black women leadership coaches. Sage focused on educational strategies, offering historical contexts and resources, while Khadijah leaned on empathy-driven methods, using storytelling to evoke reflection. Both coaches emphasized creating safe spaces for open dialog, encouraged clients to reconsider their actions and values regarding code-switching challenges and sought to prompt clients towards authenticity while navigating career spaces effectively.

Additional strategies for coach practitioners include cultivating trust and a safe environment; active listening; challenging biases and assumptions; contextual understanding; empowering authentic self-expression; fostering skill development; challenging stereotypes; promoting autonomy and flexibility and adopting cross-cultural sensitivity, humility and competence. These practical coaching strategies bridge the gap in career development research by demonstrating how race-conscious strategies can promote workplace inclusivity and promulgate career development.

The study underscores the problem of linguistic profiling, the complexity of code-switching and implications for Black women navigating their career journey within professional spaces. It highlights the significance and value of tailored leadership coaching strategies to promote career advancement. This study addresses the gap in career development research related to linguistic profiling avoidance strategies for workplace inclusivity.