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This paper aims to explore the stages and processes of work identity reconstruction following a major health-related career shock.

In-depth case study and interpretive phenomenological methods are used to allow for deep reflective self-analysis of post-career shock stages. The paper explores the identity processes and stages a Chief of Human Resources of a multinational firm experienced after being deprived from his main working abilities as a result of a brain stroke.

Post-shock work identity stages and processes are identified, as long as the importance of identity threat, liminality, identity internalization and relational recognition in the reconstruction process. The findings propose new coping responses that may allow individuals to escape a diminished work identity: identity shedding and identity implanting.

While career shocks play a significant role in career development, there is currently little understanding of how career shocks may affect individuals' work identity or sense of self, particularly over time. The paper provides a nuanced understanding of this phenomenon, through process data collected at several points in time over a period of 14 years.

This study investigates when and for whom job crafting may turn into job quitting. The authors hypothesize that approach job crafting relates more positively to turnover intentions and subsequent voluntary job changes among employees with (a) high (vs low) need for career challenges and (b) those with high (vs low) self-esteem.

Data were collected from 575 employees of a large public organization in the Netherlands with two measurement moments three months apart. Hypotheses were tested using cross-lagged regression analyses and path modeling.

Supporting the hypotheses, approach crafting related positively to an increase in turnover intentions only among employees with high need for challenge or high self-esteem. Moreover, via turnover intentions at Time 1, approach crafting related positively to the voluntary job change at Time 2 for employees with (a) high need for challenge, as well as those with (b) high self-esteem. These findings held after controlling for avoidance crafting.

This study has been conducted in a relatively homogenous sample. Future research may test the predictions in a more heterogeneous sample, including participants from different cultural and economic contexts.

The authors advise human resource (HR) professionals to facilitate the job crafting efforts of employees with a high need for challenge and those with high self-esteem because these groups are particularly at risk of voluntarily quitting their jobs. Adopting insights from the wise proactivity model may help ensure that job crafting benefits both employees and employers.

This study brings clarity to the inconsistent relationships between job crafting and job quitting by using the wise proactivity model as an explanatory framework.

The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist.

The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research.

In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–life balance in Korea where women are expected to take a primary caregiver role. After obtaining a doctoral degree, participants struggled with limited job opportunities in the male-dominated higher education. Women’s unplanned and unexpected chance events are intertwined with the male-dominated culture in Korea, and career interruptions as such a chance event, whether voluntary or involuntary, happened largely due to family reasons. In this context, highly educated women responded to chance events largely at individual and family levels and articulated the need for support at organizational and government levels.

The study findings confirm the literature that women’s careers are limited by traditional family roles in non-Western countries where strong patriarchal culture is prevalent. Particularly, women’s career interruptions surfaced as a critical chance event that either disrupts or delays their careers largely because of family issues. Future research is called for to identify both individual and contextual factors that influence women’s decisions on voluntary and involuntary career interruptions as their responses to chance events.

Based on highly educated women’s coping strategies largely at individual and family levels, we suggest national human resource development policies put in place not to lose out on the opportunity to develop highly educated women with doctoral degrees as a quality workforce for a nation’s sustainable economic growth. Additionally, organizations need to be aligned with the government policies and programs for the provision of developmental programs for women in the workplace, beginning with highly educated women’s career planning, while creating organizational culture to promote gender equality as a long-term goal.

The participants’ voluntary career breaks helped them care for their children, be involved in their children’s education, reflect on work–life balance after having long hours of work for many years and move forward with personal satisfaction. Voluntary career breaks can be understood as highly educated women’s unique way of responding to chance events.

The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions.

The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY).

After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders.

Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood.

In recent years, there has been a growing trend of individuals willingly opting for employment positions that do not fully use their education, skills and abilities, a phenomenon known as voluntary overqualification. This study aims to investigate the factors that influence and the formation mechanism of this emerging phenomenon. Drawing upon social cognition theory, this study explores the relationship between work values and voluntary overqualification while also examining the mediating role of the future work self and the moderating role of perceived marketability.

This study used a longitudinal approach, collecting data through questionnaires administered at multiple time points. The sample consisted of 607 employees from various departments of five Chinese companies. Regression analysis using the PROCESS macro in SPSS was used to test the research hypotheses.

The results indicate a positive relationship between employees’ work values and voluntary overqualification. Furthermore, this relationship is mediated by the future work self. Additionally, perceived marketability plays a moderating intermediary role in the whole model.

This study contributes to the overqualification literature by introducing a novel type of overqualification and unveiling the mechanism by which work values influence voluntary overqualification. The findings provide insights for understanding and managing employees who are voluntarily overqualified.

The purpose of this paper is to understand the reason of attraction for the young professionals (who left their paid employment) to pursue social entrepreneurship (SE) education, to understand role played by SE education program on developing entrepreneurship knowledge and skills to create social impact and to explore the influence of SE education on their career choices and job-preferences.

This exploratory study uses qualitative methodology to collect data from 16 alumni of Master of Arts in Social Entrepreneurship (MASE) Program, Tata Institute of Social Sciences, Mumbai, India.

The findings indicate that the knowledge and skills learned through the MASE program played a significant role to create an entrepreneurial mindset and put such skills into action to create impact (as job creator/entrepreneur or job seeker/intrapreneur) as well any change in their career choice, job-preference and job-mobility. The findings force us to re-define “success of SE education”, as in both the cases, they are creating social impact using their entrepreneurship knowledge and skills. Career advancement and personal growth opportunities, and their willingness to create impact as decision makers act as strongest motivators to choose the program. Furthermore, the study also highlights the additional factors, which influence their decision of choosing/not choosing SE as career option.

The findings cannot be generalized. The qualitative data is analyzed inductively to arrive at the findings.

The findings are relevant for SE educators and also the policy makers. Promotion of SE education will not only create employment for others, but will also address several other social problems, and contribute to inclusive development of the country.

The uniqueness lies in understanding the motivations behind the decision of pursuing MASE program then followed by exploring the influence of SE education on their career choices and job-preferences.

The practice of mandatory retirement age implies that some retirees may be forced to retire or are compelled to continue working. Retirement would then be determined by age and not by their personal choices. Against this backdrop, this study aims to understand the associations retirement transition types (voluntary or involuntary retirement) with retirement satisfaction and life satisfaction.

This mixed research study seeks to understand how the retirement transition type in the form of voluntary or involuntary retirement is associated with retirement satisfaction and life satisfaction. In this study, 103 Singapore baby boomer retirees were interviewed and a questionnaire was administered.

Results showed that voluntary retirement and high social–emotional resources had significant positive associations with retirement satisfaction, and that financial resources and retirement satisfaction had significant associations with life satisfaction.

Based on this study’s findings, a synthesized conceptual model was designed to illustrate the different roles and associations of resources with retirement satisfaction and life satisfaction. A retirement trajectory model was also created to cater for policy design at various stages of the retirement experience.

The retirement experience is multi-dimensional. It is highly relevant to almost every older adult. The relevance of this topic also meant that the findings in this study carry a potentially higher impact. Using the life span and multi-level perspectives to examine retirement, the findings in this study invite several timely human resources (HR) and national policy reviews. This paper proposed HR policy practices at three main points – late-career, retirement and bridge employment.

A unique feature of this study was to differentiate and compare “retirement satisfaction” with “life satisfaction”, and the differentiation of “retirement transition”, “retirement adjustment” and the “retirement trajectory”. The differentiation of these concepts can better shape policies targeted at different phases of the retirement experience. In addition, the resource-based dynamic perspective was used to identify and understand the types of resources that have significant associations with retirement and life satisfaction. For example, social–emotional resources were found to be significantly associated with retirement satisfaction, and financial resources were found to be significantly associated with life satisfaction.

This study explored one form of remote working – work from home – to understand the impact of work disruptions on workers and human resource management (HRM) practice and therefore how to adapt to future crises. Specifically, the purpose is to understand the impact of events on employees when they are forced to move back and forth (yo-yoing) between work from home and a central office, using the case of Perth, Western Australia (WA).

Thirty-nine interviews with leaders, managers and co-workers working in private and public organisations suggest that forced changes to work arrangements affect job content and demands, well-being and potentially career trajectories.

The authors critically applied and developed the tenets of event system theory (EST) (novelty, disruption and criticality) by analysing an ongoing or “long” event rather than a discrete or time-limited one. The study found that the work-from-home experience influenced the individual perception of whether remote working would suit employees in the future, potentially influencing career paths. In addition, the selection of locations to live, preferred properties (e.g. home office space) and access to services (e.g. broadband infrastructure) has also become dominant features of work decisions.

While the study generated rich data, it is not without limitations. The participants were from one Australian state which may not reflect the COVID-19 experiences of other jurisdictions. In addition, the participants were mostly female so this may offer a different perspective than a more gender-balanced sample. The study was limited to the perspectives of employees and middle managers.

The authors note three areas of implications for practitioners. First, the findings suggest that strong organisational and HRM support assists employees to cope well with change. Second, the importance of technological and social preparedness in improving employee experiences highlights the role of HRM in job design. Third, it is key that salient events are recognised as potential determinants of career pathways.

The evidence from this research broadens the application of EST showing that forced flexibility has an influence on work arrangements by influencing a series of changes in features of work and experiences of employees. As such, this impacts employee's well-being and potentially future career decisions.

The role of entrepreneurship education in promoting entrepreneurial actions remains unclear. The purpose of this paper is to investigate the logic of different types of entrepreneurship education and the effect of learning characteristics in promoting entrepreneurial actions among student entrepreneurs in the higher education setting.

The study employs a quantitative approach involving the use of survey data collected via an Internet tool. The constructs of variables are measured using previously tested scales. The data were analysed using partial least squares modelling because it can handle formative and reflective constructs in the same model and is capable of testing for moderation.

The findings illustrate that voluntary entrepreneurship education generates learning outcomes in terms of students' entrepreneurial actions, which is important because without action, a venture will never be launched. This is especially so if students show a deep learning orientation, while mastery motivation showed a significant and negative moderating effect. This is not the case for compulsory entrepreneurship education.

Embedded in construal level theory, this paper offers knowledge that can help to advance entrepreneurship education research (1) by uncovering the role of different types of entrepreneurship education interventions, (2) by considering students' entrepreneurial actions as the dependent variable and (3) by unravelling the role of students' learning characteristics in the efficacy of entrepreneurship education interventions. By doing this, the study addresses recent repeated calls for more fine-grained research focused on how university students learn in entrepreneurship in higher education and its effects.