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1 – 10 of over 1000Alexander Preko and Hod Anyigba
The aim of this study was to conduct a comprehensive investigation into declining and emerging occupations and job titles and to develop a national career progression pathway for…
Abstract
Purpose
The aim of this study was to conduct a comprehensive investigation into declining and emerging occupations and job titles and to develop a national career progression pathway for the tourism and hospitality (T&H) sector.
Design/methodology/approach
Anchored on the Social Cognitive Career Theory, this study used face to face in-depth interviews of 33 industry stakeholders: policymakers, trade association, training providers and beneficiaries (T&H).
Findings
The finding reveals that only the “watchman” occupation was identified as the declining job while majority of the emerging jobs were more related to information technology and environmental occupations (website designers, digital marketers, data analysts, hygienists, and safety and hazard experts).
Practical implications
The findings provide a valuable signal for the growing number of jobs in security services, hygiene and information technology-oriented occupations, which the Ministry of Tourism, Arts and Culture including practitioners including HR directors and general managers should respond timely to and to these growing needs in order to remain competitive in the sector.
Originality/value
This is the first study in context that responded to a call by industry players to fill in a practical knowledge gap in examining declining and emerging jobs and job titles in the T&H sector. The study provides vocational insights into mapping the entry level requirements for the jobs allied with occupations in the national technical and vocational educational training qualifications framework of Ghana at the national level.
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Seena Biju, Khyati Shetty and Jason R. Fitzsimmons
The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career…
Abstract
Purpose
The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities.
Design/methodology/approach
The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress.
Findings
The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted.
Practical implications
The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth.
Originality/value
This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey.
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Caitlin Brandenburg, Madeline Raatz and Liz Ward
Although the benefits of clinician researchers for health services are now more clearly recognised, their career development is not well understood. Hence, the purpose of this…
Abstract
Purpose
Although the benefits of clinician researchers for health services are now more clearly recognised, their career development is not well understood. Hence, the purpose of this paper, a scoping review, is to determine what has been discussed in the literature about career opportunities for allied health (AH) clinician researchers in health services.
Design/methodology/approach
A structured literature search was completed in December 2020 for literature published 2010–2020 in English. A total of 2,171 unique abstracts were found and screened by two reviewers and 206 articles progressed to full text screening.
Findings
Forty-six studies were ultimately included; however, only two of these had aims directly related to AH clinician researcher careers, with the remainder containing only incidental data on this topic. Over half (56.5%) of the included studies were conducted in Australia, with a variety of AH professions represented. In terms of research design, 52.2% used cross-sectional survey designs, while case studies and qualitative research designs were also common. Key observations were that varying terminology and definitions were used, and there was little information about the inclusion of research in clinical positions or opportunities for formal clinical researcher positions in health services. There was some evidence to support that there are limited career opportunities after PhD completion, and that current career pathways are insufficient. There was conflicting evidence on whether engagement in research is beneficial for clinical career progression.
Originality/value
This review highlights a lack of research on this topic and outlines future directions to better support career pathways for AH clinician researchers.
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Ashesha Paveena Weerasinghe, Larelle Chapple and Alexandra Kate Williamson
This paper aims to explore how corporate Australia engages in reconciliation through recognizing and providing pathways for Indigenous Australians' corporate leadership…
Abstract
Purpose
This paper aims to explore how corporate Australia engages in reconciliation through recognizing and providing pathways for Indigenous Australians' corporate leadership aspirations.
Design/methodology/approach
The research design is informed by the prior literature on pathways by minority groups to corporate leadership through the theoretical lens of transformational leadership. The investigation is conducted using textual analysis of reconciliation action plans (RAPs), a contemporary and voluntary practice adopted by Australian listed companies to disclose their commitment to national reconciliation. RAPs are publicly available from the official websites of listed companies.
Findings
The analysis of contemporary RAPs highlights organizational initiatives to support Indigenous Australians related to corporate and community leadership. Since the authors’ focus is the former, corporate leadership initiatives are further analyzed. Two initiatives for Indigenous Australians to pursue corporate leadership positions are emerging future leaders' programs and mentoring programs. This is the extent to which the authors observe Australian firms' transformational leadership. While some firms have implemented these initiatives with specific targets, other firms do not have specific initiatives or targets. The paper also conducts longitudinal analysis into the transformational leaders' past RAPs and triangulates to other evidence of reconciliation commitment such as the Uluru Statement from the Heart.
Research limitations/implications
This paper contributes new insights to the research area of board cultural diversity, specifically to the limited literature on Indigenous reconciliation. It provides insights into firms and policymakers to address the ongoing issue of the underrepresentation of Indigenous Australians in corporate leadership. The sample of firms comprises Australian listed firms that have adopted higher-order RAPs, which restricts the generalizability of the findings to other sectors.
Originality/value
This paper explores the under researched phenomenon of Indigenous people's pathways to corporate leadership. The research design is informed by transformational leadership theory through considering institutional actions for reconciliation. This research provides evidence of the extent to which corporate Australia has taken action on the issue of the under-representation of Australian Indigenous people in corporate leadership.
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Irene Mok, Lynette Mackenzie and Kate Thomson
The purpose of this paper is to understand the experience of human resource (HR) professionals in managing career development for older workers. It focuses on the influence of…
Abstract
Purpose
The purpose of this paper is to understand the experience of human resource (HR) professionals in managing career development for older workers. It focuses on the influence of personal, social and organisational experiences of HR professionals on (1) their approach to career development of older workers and (2) their organisation's career development practices for older workers.
Design/methodology/approach
Data were collected through individual semi-structured interviews with 14 HR professionals from large organisations with at least half of their workforce aged 45 and above. The transcripts were analysed thematically, with the coding process informed by Ricoeur's theory of interpretation.
Findings
Three main themes emerged within the HR professionals' narratives. They identified with (1) the protagonist mindset in career development stories, (2) the enabling enforcer of individualised career development practices and (3) the agent for change in career development practices.
Practical implications
This study shows that a narrative thematic analysis can be used to explore how the experiences of HR professionals can affect the design and implementation of career development strategies for this cohort of workers. Further, recruiting HR professionals with a protagonist mindset can generate organisational practices inclusive of older workers.
Originality/value
This study is one of the first to focus on the role of HR professionals in managing career development practices for older workers and the influence of supportive managers on their attitudes and actions with older workers.
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Naznin Tabassum, Sujana Shafique, Anastasia Konstantopoulou and Ahmad Arslan
This paper aims to provide a framework with the antecedents of women managers’ resilience in SMEs.
Abstract
Purpose
This paper aims to provide a framework with the antecedents of women managers’ resilience in SMEs.
Design/methodology/approach
This developmental study uses a comprehensive literature review and a set of propositions to identify the antecedent of women managers’ resilience and develops a conceptual framework for resilience.
Findings
The results indicate that in addition to personal resilience traits, interactive engagement with the work environment, career adaptability and positive human resource management (HRM) interventions are the main antecedents of women managers’ resilience.
Research limitations/implications
This paper contributes to theory by providing a new perspective on the study of resilience as a process at the organisational level and as a trait at personal level. It contributes to the women employee-centric resilience discussion in HRM literature and explores the relationship between resilience and women managers’ career progression. This is a developmental study, and despite the strengths of the undertaken approach, there are a number of limitations due to the lack of empirical evidence. Therefore, future research activities should focus on validating the framework and determining any potential boundaries of this resilience framework.
Practical implications
The study reveals a number of practical implications leading to a recommended resilience toolkit for HR managers of organisations to develop and promote resilience in their women managers and aspiring managers.
Social implications
The social implications of this study include the social relationships within the work-setting, better employee engagement and interaction with the work environment and flexible career progression pathways.
Originality/value
The paper is based on rich conceptual and theoretical discussion that identifies the key antecedents of women managers’ resilience. The study also conceptually establishes the moderating relationship between women managers’ resilience and work stress and burnout.
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Eleanor Corbett and Lucy Lewis
This paper represents a personal view of a newly appointed consultant practitioner trainee in frailty. This role was created as a result of a rapid workforce review of a Frailty…
Abstract
Purpose
This paper represents a personal view of a newly appointed consultant practitioner trainee in frailty. This role was created as a result of a rapid workforce review of a Frailty Support Team (FST) in response to the COVID-19 pandemic.
Design/methodology/approach
The FST traditionally worked alongside other community services. A “One Team” approach was developed whereby prior silos of community nursing, therapy and frailty teams became a single, locality based and mutually supportive integrated community service. This significantly increased capacity for an urgent community response for older people with complex needs and improved clinical management and coordination of care. As a workforce review identified the need for skills development, new roles for trainee advanced frailty practitioners (AFPs) and a consultant practitioner trainee in frailty were established.
Findings
Staff experience of the “One Team” model was positive. The changes were thought to encourage closer and more efficient working between primary care and a range of community health services. The improved communication between professionals enabled more personalised care at home, reducing pressure on emergency hospital services. A rapid review of the workforce model has enabled the enhanced team capacity to cover a wider geographical area and improved recruitment and retention of staff by introducing a new pathway for career progression within the expanding specialism of frailty.
Originality/value
The challenge of COVID-19 has prompted rapid service redesign to create an enhanced “One Team in the community.” The innovative workforce model looks beyond traditional roles, values the experience and capabilities of staff and develops the skills and confidence required to provide a more integrated and person-centred specialist community pathway for people living with frailty.
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David McGuire, Giovana Polla and Britta Heidl
This paper seeks to unlock the career transitions of hospitality managers through applying Schein’s career anchors theory. It seeks to understand how Schein’s Career Anchors help…
Abstract
Purpose
This paper seeks to unlock the career transitions of hospitality managers through applying Schein’s career anchors theory. It seeks to understand how Schein’s Career Anchors help explain the career transitions of managers in the Scottish hospitality industry.
Design/methodology/approach
The paper adopts a non-sequential multi-method design. All 22 hospitality managers who participated in the study completed an online version of Schein’s Career Anchors containing 40 items covering all eight career anchors. The career histories of participants were then gathered through use of a semi-structured interview. Comparisons were then drawn across the career anchor classification and the data on career transitions collected from participants.
Findings
The results highlight the continued relevance of Schein’s career anchors theory and indicate that Schein’s career anchors theory may constitute a useful tool for understanding hospitality managers’ career needs and engaging in meaningful career planning.
Originality/value
The study provides a useful insight into hospitality managers’ career motivations, and knowledge of career anchors will help hospitality organisations more effectively engage, recruit and retain hospitality managers.
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Marcus L. Stephenson, Karl A. Russell and David Edgar
The purpose of this paper is to examine the challenges faced by the hospitality industries in developing an Islamic hospitality identity and indigenous styles of management…
Abstract
Purpose
The purpose of this paper is to examine the challenges faced by the hospitality industries in developing an Islamic hospitality identity and indigenous styles of management, particularly in the context of the United Arab Emirates (UAE) – especially Dubai. It also aims to identify and comprehend the socio‐cultural implications of Islamic hospitality in terms of products and marketing.
Design/methodology/approach
This conceptual‐based paper critically reviews and amalgamates a diverse range of literature concerning Islamic hospitality (and tourism), Arab management and leadership qualities, human capital and nationalization of employment, industry skills and educational directives in hospitality and destination and product strategies.
Findings
The work critically accounts for the changing nature of skills needed by localised hospitality managers and the industry in general, especially to keep pace with dynamic customer demands and an increasingly sophisticated market and consumer. The outcome of the paper concerns the operationalisation of soft skills and managerial expertise attuned to ethnic and religious attributes of the host society. The evaluations propose ways in which the education sector can extend the career development and progression pathways for UAE nationals. The work also indicates how product development, innovation, transformation and marketing have a crucial role to play in advancing an Islamic and cultural approach to hospitality.
Originality/value
This paper uniquely concerns an under‐developed area of academic study: the role Islamic‐based principles and practices of hospitality and ways in which they can be developed through an indigenous‐led workforce, and Islamic and Arab styles of management, leadership and service sector operation.
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This study provides an insight on education skills for digital age that could be considered by higher education institutions (HEIs) toward sustainable development. This study…
Abstract
Purpose
This study provides an insight on education skills for digital age that could be considered by higher education institutions (HEIs) toward sustainable development. This study summarizes academic literature and provides a proposal for integrating a set of educational skills toward United Nations Sustainable Development Goals that are aligned with competencies mapped with international practices delivered by qualification frameworks. This paper will act as guiding tool for academics while revising or developing academic curricular for Business Education Sector.
Design/methodology/approach
This paper uses a combination of academic literature, published practices of HEIs and policy/regulatory standards as well as academic frameworks used as drivers for implementing educational skills for sustainable development.
Findings
HEIs need to rethink its curricular design and revisit the graduate attributes in sync with set of evaluation mechanisms to assess key educational skills for digital age and sustainable development to create a societal impact particularly in Business Education Sector with the focus on interdisciplinary for digital age including technology and management skills.
Research limitations/implications
The method used is exploratory. Future research could be developed with a structured approach to validate the findings.
Practical implications
HEIs could use the proposed set of educational skills for digital age to be inculcated within the curricular of business education sector, at policymaking level HEIs may revisit their current strategies and include different policies and procedures to assess the impact of integrating key educational skills for digital age skills toward sustainable development.
Social implications
Student, parents, employers will have better understanding of expected education skills for digital age toward sustainable development which will support learning progression and career pathways.
Originality/value
Little research has been conducted on the impact of education skills for digital age toward sustainable development in line with competencies related to national framework, the outcome of this study provides original contribution to support HEIs adaptation.
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