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This study applies self-determination theory to investigate how motivations to participate in LinkedIn would influence a professional's intention to leave an organization for professional advancement (ILPA).

The authors randomly sampled 5810 professionals who are actively participating in LinkedIn for at least six months and collected 379 completed questionnaires.

This study examines the effect of motivation to participate in LinkedIn on ILPA. Perceived autonomy support, perceived competence support and perceived relatedness support have positive influences on intrinsic motivation. Introjected regulation is positively influenced by perceived autonomy and competence support but unaffected by perceived relatedness support. External regulation is positively influenced by perceived autonomy and competence support but has no relationship with perceived relatedness support. ILPA from using LinkedIn is positively influenced by intrinsic motivation, introjected and external regulations.

Future research should consider other professional network sites as well as longitudinal research designs to address external validity and causality issues.

Organizations should understand that professional network sites play an important role for professional advancement. The motivations to participate in professional network sites are supports on autonomy and competence. For platform designers, it is vital to enhance supports on autonomy and competence to sustain users' participation in professional network sites.

This study extends the scope of self-determination theory to understand the motivations to participate in professional network sites, which will have impacts on professionals' ILPA.

Given the increasing influence and importance of professionals in modern society, this study aims to investigate the influence of organizational commitment and professional commitment on professionals' intention to leave their organizations for professional advancement (ILPA).

A total of 500 members of a large Hong Kong association of computer specialists were drawn randomly from the membership list. E‐mails were sent directly to those 500 members through a web‐based survey, which is an effective way to collect confidential information and potentially reduced the resistance due to the survey sensitivity. After two follow‐ups via e‐mail, a total of 265 responses were collected with a response rate of 53 percent.

The study found that organizational affective commitment (OAC) would be more effective for reducing ILPA. For the interactions between different commitment components, there is a substitution effect of professional affective commitment (PAC) and professional continuance component (PCC) toward their impacts on ILPA.

The findings would be explained by the self‐justification process due to cognitive dissonance on the professional's continuance commitment and his/her affective commitment in an organization. Moreover, there would be a complementary relationship between organizational and professional commitment.

This study would answer the question on how to effectively avoid a professional leaving an organization.

The purpose of this paper is to learn about professional employees in the early stage of their careers, particularly, their understanding of competence development and career advancement. Law firms have a relatively low rate of turnover of professional staff when compared with employee flow rates that are standard in other organisations and industries. In law firms, the collective stock of embodied knowledge changes gradually influenced by recruitment cohort phases and employee departures. This paper aims to analyse lawyers employed in a reasonably munificent internal labour market context, seeking to understand their accounts of how their competencies can be developed and how their careers may be advanced.

This paper considers the competences and careers of a group of junior professional knowledge workers employed full‐time in a large law firm and conceptualises their competence development and professional career advancement through an existential ontological conceptualisation using a qualitative interpretive research methodology.

The findings from interviews with lawyers in the Planning and Environment area of specialisation are reported concentrating on employees' perspectives. Lawyers' self‐understanding is strongly influenced by career stage and position in the organisation. Their understanding of work in contrast reveals more individual and idiosyncratic clusters of work activities and distinctive ways of acknowledging and developing technical and professional expertise. They express a preference for a focal group of other people at work selecting from primary orientations to either clients or peers or self.

It is concluded that policy makers, practitioners, and academic researchers all have roles to play in assisting people at an early stage in their career to reflect on their existing expertise, assess current work practices, and develop and pursue strategies for competency development and career advancement.

The purpose of this paper is to explore the perceptions and realities regarding professional advancement following motherhood. Results show great conflict between work and home life regardless of employer support or family‐friendly policies. The paper also seeks to assess conflicting societal attitudes relating to work/family responsibilities and roles, with a focus on the stereotyping and discrimination towards women endemic in the workplace following motherhood.

The paper utilized a survey with Likert‐type options and open‐ended questions to measure both perceived and real impact of motherhood on a woman's professional advancement. The sample was purposive featuring working mothers in professional fields at the managerial level and above, all of whom have children who require some level of childcare.

More than 90 working mothers responded to the survey. The results show a contrast between qualitative and quantitative data and indicate a contradiction between a working mother's expected response and her reality.

Findings indicate that flexible work arrangements do not support working mothers seeking advancement. Limitations may include the size and selection of population.

Working mothers who strive to continue an upward career track following motherhood acknowledge that motherhood has an extreme impact on professional advancement. Many mothers chose to slow down their career path, even when employer policies are family‐friendly.

One of the most compelling findings in this paper is the disparity between women's perception of their situations and the reality of their actual experiences and behaviors, as indicated in the contrasts between the qualitative and the quantitative findings.

To what extent does CIA certification enhance the stature and help the professional advancement of internal auditors? The professional significance of the CIA certification and the effect of a master′s degree and/or CPA certification on internal auditors is examined.

The purpose of this paper is to investigate the ways in which social media content via social contagion may affect the job behaviors of employed individuals. Specifically, by integrating the unfolding model of voluntary turnover and social comparison theory, this paper explores whether receiving an update about a peer’s career advancement on professional social networking sites (SNSs) increases an individual’s propensity to engage in job search.

In this analysis, the authors matched individuals’ survey data (n=125) with information received from a recruiting agency on employees’ subsequent job search behavior (i.e., sending a resume to the agency).

The results indicate that the relationship between career advancement updates on SNSs and job search behavior was stronger for employees with higher perceived employability and, contrary to our hypothesis, for those more embedded within the organization.

More employable and more embedded individuals perceive social cues from social media, and these cues positively relate to their job search behaviors. To address this trend, organizations could develop a social media strategy and implement retention measures to prevent the job search (and thus potential turnover) of employable and embedded individuals.

This research contributes to the job search literature by examining the role of professional SNSs in driving job search behavior among employed individuals.

This study aims to explore intersectional gender inequalities that exist in accounting organizations.

A review of the literature, covering the period from 1990 to 2020, assesses the intersectionality of professional and social factors that shape inequalities in women’s professional accounting careers.

This study presents the complex facets of women’s inequality in gendered accounting organizations. The results reveal that inequity persists in accounting organizations despite organizational changes. The findings highlight the relevance of further research in gendered organizations to capture the intersectionality of gender with other forms of inequality.

This review informs professional organizations, accountants and company managers about the persistence of gender concerns in the accountancy profession in the last 30 years, despite stated accounting profession commitments to achieve gender equality, as promoted by United Nations Sustainable Development Goals. Moreover, some possible solutions are proposed.

This study focuses on a complex and challenging issue, contributing to the literature by extending classical narrative literature. This study presents a structured view of the various intersections of professional and social characteristics that created inequalities and the suggested solutions.

This study investigated the current status and occupational characteristics of women librarians in Kenya. The study’s objectives were to: compare their status to that of their male counterparts; establish their career advancement opportunities; investigate factors inhibiting their professional advancement; and suggest possible solutions to some of the impediments encountered by them in their professional advancement. The study was conducted using a survey research method. The findings indicated that the majority of women librarians in Kenya had adequate qualifications, but held lower positions compared to their male counterparts and were still specialising in cataloguing, circulation and children’s work. Concludes that Kenyan women librarians’ status has consistently been lower than men’s in terms of position, salary and other remuneration. Recommends that Kenyan women librarians need to be more assertive in job seeking and negotiating for higher remuneration and should be encouraged to venture into IT‐related jobs. Suggests proper supportive policies and legislation should be put in place to address issues of equal opportunities in education, training and employment.

The purpose of this study was to explore the cultural and structural conditions that influence male and female physicians’ career choices and career expectations. Although women constitute 59 percent of the physicians and 55 percent of the specialists in Finland in 2014, the rate of women in oto-rhino-laryngology (38 percent) was one of the lowest among the specialties. The data consist of semi-structured interviews with young physicians (N = 19), who have entered a career in oto-rhino-laryngology (ORL) in Finland.

The results point to three features which characterize the career pattern in the specialty. First, the specialty is not one that draws students to medicine per se but rather one that is chosen during medical training. The decision to specialize in ORL was by many respondents framed as a “coincidence,” while others were attracted by the diverse character of the specialty. Second, the skills needed for being a “good” practitioner were defined as handiness, courage, and social skills, but these were not defined in a gendered way. Third, the career prospects for women within the specialty were defined by a neutralizing or a gendering framework. The neutralizing framework was represented by the pipeline argument which suggests that there is a temporary time lag in women’s representation in higher positions and that women are advancing steadily in the academic and administrative pipeline. The gendering framework pointed to the male ethos of the surgical tasks in the specialty as a barrier for women’s advancement in those areas. This chapter concludes that the pipeline view belittles existing gender inequalities in men’s and women’s medical careers and views gender differences as temporary maladjustments rather than inherent features of gendered organizations.

Compares American and Turkish women professionals in the banking industry with reference to their perception of discrimination, their attitudes towards their work, the nature of support they receive and their levels of job satisfaction. Reports a questionnaire survey of two different samples representing women professionals in the banking industry. Results indicate that bank organizations are still not ready for the integration of women professionals into the industry, either in Turkey or in the USA.