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The purpose of this paper is to examine how entrepreneurial self-efficacy (ESE) and self-perceived employability (SPE) affect students' choice of an entrepreneurial career path.
Abstract
Purpose
The purpose of this paper is to examine how entrepreneurial self-efficacy (ESE) and self-perceived employability (SPE) affect students' choice of an entrepreneurial career path.
Design/methodology/approach
A survey approach was used to gather data from 274 final year undergraduate students at a South African university. The study made use of partial least squares (PLS) structural equation model (SEM) analyses to test the hypothesized associations.
Findings
ESE was positively associated with the intention to engage in both a full-time and a hybrid entrepreneurial career path. Also, SPE was positively associated with the intention to engage in hybrid entrepreneurship but negatively associated with engaging in full-time entrepreneurship. Additionally, the effect of ESE on the intention to engage in hybrid entrepreneurship was significantly moderated by SPE, such that the effect was more pronounced for students with a high SPE.
Research limitations/implications
Data were gathered only from one South African university and as such there is a need for similar studies to improve the generalizability of the findings. Also, the measures for ESE and SPE used in the present study are not the only ones available. Thus, future studies are encouraged to use alternative measures to further assess the robustness of the proposed associations.
Originality/value
The arguments and the subsequent findings of this study indicate a new line of convergence for the popular but disjointed literature on ESE and SPE.
Details
Keywords
Hybrid career has been discussed in the literature for some time but is still an emergent concept. The study investigated the careers of university professional staff working in…
Abstract
Purpose
Hybrid career has been discussed in the literature for some time but is still an emergent concept. The study investigated the careers of university professional staff working in universities in Australia and the UK to better understand the careers of this underresearched cohort of staff. The findings were used to extend the theory of the hybrid career.
Design/methodology/approach
A total of 139 career stories were collected via an open-ended question in an online survey. Inductive thematic analysis was used to create themes and theorise career pathways relevant to the participants' careers.
Findings
It was found that participants had a hybrid career orientation (HCO) based on their essential values and their reciprocal relationship with their employer. Four career pathways emerged from the data: intra-organisational advancement, inter-organisational advancement, work–life balance and dead end.
Research limitations/implications
There is a need for future research to investigate the HCO, both to add depth to the understanding of careers for university professional staff in universities and to examine the hybrid concept in other settings.
Practical implications
It is suggested that by grouping staff into career pathways, human resource practitioners could provide more targeted interventions to ensure that staff are motivated and productive for the benefit of the organisation.
Originality/value
The research has extended the concept of the hybrid career and discovered four career pathways relevant to university professional staff.
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Keywords
Torgeir Aadland, Gustav Hägg, Mats A. Lundqvist, Martin Stockhaus and Karen Williams Middleton
To increase the understanding of how entrepreneurship education impacts entrepreneurial careers, the purpose of the paper is to investigate the role that a venture creation…
Abstract
Purpose
To increase the understanding of how entrepreneurship education impacts entrepreneurial careers, the purpose of the paper is to investigate the role that a venture creation program (VCP) might have in mitigating or surpassing a lack of other antecedents of entrepreneurial careers. In particular, the authors focus on entrepreneurial pedigree and prior entrepreneurial experience.
Design/methodology/approach
Data from graduates of VCPs at three universities in Northern Europe were collected through an online survey. Questions addressed graduate background prior to education, yearly occupational employment subsequent to graduation and graduates' own perceptions of entrepreneurial activity in employment positions. The survey was sent to 1,326 graduates and received 692 responses (52.2% response rate).
Findings
The type of VCP, either independent (Ind-VCP) or corporate venture creation (Corp-VCP), influenced the mitigation of prior entrepreneurial experience. Prior entrepreneurial experience, together with Ind-VCP, made a career as self-employed more likely. However, this was not the case for Corp-VCP in subsequently choosing intrapreneurial careers. Entrepreneurial pedigree had no significant effect on career choice other than for hybrid careers.
Research limitations/implications
Entrepreneurial experience gained from VCPs seems to influence graduates toward future entrepreneurial careers. Evidence supports the conclusion that many VCP graduates who lack prior entrepreneurial experience or entrepreneurial pedigree can develop sufficient entrepreneurial competencies through the program.
Originality/value
This study offers novel evidence that entrepreneurship education can compensate for a lack of prior entrepreneurial experience and exposure for students preparing for entrepreneurial careers.
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Keywords
Didem Yildiz, Ahmet Beskese and Faik Tunc Bozbura
– The purpose of this paper is to develop a self-managed career model, in which protean and boundaryless careers were used.
Abstract
Purpose
The purpose of this paper is to develop a self-managed career model, in which protean and boundaryless careers were used.
Design/methodology/approach
A hybrid methodology is proposed where Buckley’s fuzzy analytic hierarchy process (FAHP) method was used for prioritization of these criteria, sub-criteria, and indicators, and fuzzy TOPSIS method was used to select the most appropriate career path for a given individual.
Findings
The hybrid model for self-managed career was tested with a real numerical example. Findings were congruent with the example’s current career and future career aspirations.
Research limitations/implications
The model was tested with one numerical example. The model could be applied to individuals from various cultures, age groups and backgrounds to further discuss its validity.
Originality/value
Career decisions are affected from individuals’ values and perceptions. New career orientations like Protean and Boundaryless Career are built upon this fact to include subjectivity. Because of the shortcomings of traditional methods to deal with uncertainty related to subjective evaluations, a FAHP and fuzzy TOPSIS based hybrid multi-attribute decision-support model was utilized to help individuals with their career decisions.
Details
Keywords
Tarja Römer-Paakkanen and Pirjo Takanen-Körperich
This study investigates how older women linguists' careers developed and led to self-employment, and this not necessarily in a linear career stage fashion. The focus is on…
Abstract
Purpose
This study investigates how older women linguists' careers developed and led to self-employment, and this not necessarily in a linear career stage fashion. The focus is on understanding the factors that influence older women to become or continue into an entrepreneurship lifestyle, beyond economic reasons.
Design/methodology/approach
The research questions that guided this research are: (1) How have women linguists' careers developed at older or older old age? and (2) Which factors influenced women linguists' decision to become or continue as self-employed at older or older old age? This study is based on semi-structure interviews and short narratives written by ten informants about their late-career motivations and decisions. To get a holistic view of career development of women linguistics at an older age, the approach adopted in this study is explorative and interpretive, where the theoretical perspective supporting this approach derives mainly from career and wellbeing theories.
Findings
The authors’ findings signal that these self-employed older women's careers develop along parallel, explorative or expertise directions. The factors which appear to influence these women's decision to continue their careers as entrepreneurs include economic reasons (having), clearly. They also importantly point to other themes surrounding wellbeing including social relations (loving), self-realization and lifelong learning (being), entrepreneurship as a life style (acting) and meaningful extension of one's career (belonging).
Originality/value
This paper discusses how older women entrepreneurs may experience wellbeing and careers integrated together. It challenges the common notion of “career” as a one-time, linear “choice”, and instead shows how older women's entrepreneurship is a complex phenomenon.
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Keywords
Daphne Lisanne Van Helden, Laura Den Dulk, Bram Steijn and Meike Willemijn Vernooij
The purpose of this explorative study is to investigate through the lens of gender the role of career shocks in career advancement experiences in academia. By taking a contextual…
Abstract
Purpose
The purpose of this explorative study is to investigate through the lens of gender the role of career shocks in career advancement experiences in academia. By taking a contextual approach, this study increases understanding of the role of the academic career script as a potential boundary for career shock implications.
Design/methodology/approach
The authors studied career advancement experiences of a cohort of 75 men and women associate professors in the Netherlands via biographical interviews and conducted theoretically informed inductive analysis.
Findings
The analysis revealed the ambiguities and contradictions in the role of most career shocks in career advancement experiences. Failure to fit the majority of career shocks into the “rigid” academic career script generates discretionary latitude in handling shocks. These shocks pose unique barriers – and to a lesser extent unique benefits – to women's perceived opportunities for career advancement.
Practical implications
Academic organizations should focus on cultivating more inclusive work environments with respect to career shocks. The 75 diverse biographies offer leverage to challenge traditional notions of academic career advancement.
Originality/value
This paper extends “structure and agency” literature on career building by showing how career shock implications are inherently contextual in the academic setting. Gendered support provisions for handling career shocks offer a novel explanation for the numerical minority of women in academic leadership.
Details
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Sujin Kim, Michelle Hood, Peter Creed and Debra Bath
Using latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative…
Abstract
Purpose
Using latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.
Design/methodology/approach
Young adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.
Findings
The authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.
Originality/value
The findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.
Details
Keywords
Lu Dai, Pingli Li, Yehuda Baruch and Lynda Song
The board independence norm has shaped corporate governance globally, but research on the supply of independent directors (IDs) is limited. “New careers” studies suggest that…
Abstract
Purpose
The board independence norm has shaped corporate governance globally, but research on the supply of independent directors (IDs) is limited. “New careers” studies suggest that dynamic non-conventional career paths are evolving, but empirical evidence is mostly limited to Western societies. The authors studied reasons for academics to consider taking on an ID role in firms in China.
Design/methodology/approach
Employing a quantitative methodology, data were collected via a survey targeting 1,500 academics, representing a quarter of business-linked academics in China's National Key Universities. The response rate was 55% and, after eliminating irrelevant responses, the sample used comprised 581 academics, 111 of whom have taken on an ID role.
Findings
Career orientation and work attitudes play significant roles in decision-making around career success. Becoming an ID can be a rewarding and positive career path for academics who look for additional responsibility, income and impact. This new academic career path manifests in how career actors interact with each other to reach a state of equilibrium in a wider career ecosystem. Appointing academics with relevant knowledge and willingness to create impact can help organisations – both firms and academic institutions.
Practical implications
Becoming an ID can increase future collaborations and success in terms of research and corporate governance, and offer individuals another route to career success.
Originality/value
The results contribute to research on career studies and corporate governance, revealing a new source of talent for firms and a new career path for academics.
Details
Keywords
Bilal Ahmad, Ahmad Raza Bilal and Mahnoor Hai
The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based…
Abstract
Purpose
The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based on self-efficacy theory by examining the relationship between the employees’ perceived mode of employment and expectations of career development opportunities attached to the employer. The authors hypothesized that perceived mode of employment determines employees’ expectations about receiving career development opportunities offered by the employer.
Design/methodology/approach
Responses from 203 banking employees were obtained through a structured questionnaire. Perceived employment mode was identified through Ward’s method of cluster analysis. The proposed hypothesis was tested by using one-way analysis of variance.
Findings
Employees across all modes of employment (knowledge-based, job-based, contract-based and alliance-based) were found to be similar with respect to their need for career development programs. However, employees positioned in knowledge-based and alliance-based modes were also interested in career appraisal and career training.
Originality/value
The study contributes to the existing body of knowledge on career management by imparting preliminary insights into the way employees’ expectations of organizational career management opportunities vary according to their perceived mode of employment based on self-efficacy theory.
Details
Keywords
Arup Varma, Satish Kumar, Riya Sureka and Weng Marc Lim
Career Development International (CDI) is an established source of scientific research on careers and development. The journal reached its 25-years milestone in 2021. To…
Abstract
Purpose
Career Development International (CDI) is an established source of scientific research on careers and development. The journal reached its 25-years milestone in 2021. To commemorate the occasion, the article aims to provide a retrospective of the major trends, research constituents, thematic structure and key factors explaining the citation impact of CDI articles between 1996 and 2020.
Design/methodology/approach
The article extracts bibliographic data of CDI from Scopus and uses that data in (1) a series of bibliometric analyses to explain the major trends, research constituents and thematic structure and (2) a negative binomial regression analysis to explain the key factors affecting the citation impact of CDI.
Findings
The article finds that CDI has progressed and contributed substantially to the scientific community since its inception 25 years ago. The contributions in CDI are mainly from America and Europe and can be organized around five major clusters, namely career development, work engagement, entrepreneurship career, career outcomes and career mentoring.
Research limitations/implications
The article provides a rich overview of CDI, but the findings are limited to the accuracy and availability of bibliographic data of CDI from Scopus.
Originality/value
The article extends Akkermans and Kubasch's (2017) 5-years retrospection of major journals on career and development through a 25-years retrospection of CDI, and in doing so, the article provides a longer and more accurate representation of CDI's contributions to the extant literature on career and development.
Details