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This study investigated the influence of teachers on undergraduate students’ development of research aspirations and the mechanisms behind this process.

Employing social cognitive career theory, the study gathered data from 232 undergraduates, developed a structural equation model via the maximum likelihood method and executed empirical testing.

The findings reveal that neither direct nor emotional mentoring independently satisfies students’ needs for self-efficacy and aspiration in research nor significantly influences research interest. Specifically, the study demonstrates that (1) research self-efficacy, outcome expectations and research interest significantly shape research aspirations; (2) an overemphasis on direct mentoring might impede research aspiration development and (3) a focus on emotional mentoring, while overlooking direct mentoring, could result in diminished research self-efficacy.

This research pioneers a comprehensive analysis of the role of teachers in shaping undergraduate research aspirations through the lens of social cognitive career theory. It underscores the critical need to both balance mentoring approaches and foster intrinsic research motivation.

Management needs an aspiration as to how the company will work in the future. It needs a guide for corporate priorities. Any company ‐ local or global ‐ must be driven by an aspiration that energizes and motivates the company from top to bottom. Yet very few managers and executives know how a corporate aspiration can help to bring about focus and direction, or how to develop or execute one. This article attempts to fill some of those gaps.

The author has been systematically researching the question of what makes successful corporate aspirations tick. During March 2005‐January 2006, 51 (former) CEOs, presidents, chairmen, and managing directors of a diverse array of global companies were interviewed. The executives represented a wide diversity of nationalities and industries.

The article finds that, first of all, a shared corporate aspiration can help unite a large, scattered workforce. An effective corporate aspiration sets the stage for the values and norms that drive most excellent companies. Second, there is no single right way to develop and execute corporate aspirations. They are not all things to all people. Since cultures, market segments and competitors change constantly, so too do winning corporate aspirations. Third, corporate aspirations require effective execution, and, therefore, leadership. The challenge is to move from the rhetoric of aspiration to the reality of action. Fourth, the formulation of an effective corporate aspiration is a recurring senior executive challenge that entails careful timing and analysis, close interaction with employees and other stakeholders, and a certain amount of experimentation. Last, but not least, companies with serious problems should focus on solving their problems before embarking on a time‐consuming corporate aspiration‐setting exercise. However, once the house is in order, aspiration‐setting is the greatest possible lever for increasing shareholder and stakeholder value.

A corporate aspiration is key to the continuity and organizational morale of the company. It helps create economic and cultural value necessary for continuity and focuses the energy of the employees in the organization. Therefore, it is important to know how to develop, execute and realize a corporate aspiration. Management needs an aspiration as to how the company will work in the future. It needs a guide for corporate priorities. A corporate aspiration is key to the continuity and organizational morale of the company. It helps create economic and cultural value necessary for continuity and focuses the energy of the employees in the organization. Any company ‐ local or global ‐ must be driven by an aspiration that energizes and motivates the company from top to bottom. Yet very few managers and executives know how a corporate aspiration can help to bring about focus and direction, or how to develop or execute one. This article attempts to fill some of those gaps.

Investigation into negotiation has shown that there is a correlation between high expectations and the results attained: “the higher the expectations, the better the results”. This study investigates other effects of expectations on results including the influence of equally high expectations by both negotiators, the influence of the fallback position at which a negotiator is willing to settle, and the relative influence of high and low expectations on outcome, all of which are critical to managers who are negotiating either purchases or sales. In this study, negotiation experiments encompassing a total of 24 negotiations were conducted. The study demonstrated that the negotiator with the highest aspiration level did not necessarily win when both sides had similar aspiration levels. Moreover, it was found that maximum aspiration has a greater influence on positive outcome than minimum aspiration (fallback position) and that high aspiration has a greater influence on positive outcome than low aspiration.

This bibliometric literature review aims to uncover the (1) intellectual foundations and (2) topical evolution in the field of career aspiration research.

We employed the systematic literature review methodology following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. According to the predetermined criteria, 286 articles were included from the Web of Science database. Then, we employed performance analysis, science mapping and natural language processing to address our research objectives.

Co-citation analysis uncovered four foundational themes: (1) gender and leadership aspiration, (2) Social Cognitive Career Theory, (3) process of career development and (4) adolescents’ career aspiration. Moreover, co-word analysis showed that scholarly foci have shifted from adolescents’ career development to diverse streams. This shift was indicated by the exploration of additional research samples, such as university students, and topics related to specific aspirations (e.g. entrepreneurial and managerial aspirations) and gender issues (e.g. women leadership and gender stereotypes).

Although this review has limitations related to data selection, it presents implications for practice, theory and future research on career aspirations.

The study illuminated the past and development of a research domain, thus advancing the understanding of career aspirations and inspiring future research.

This study aims to specify whether heterogeneous reference-point-based aspirations are related to the cooperation levels of R&D alliance portfolios in a positive or negative (or nonlinear) way, and to unveil how cooperative behaviors evolve in recurrent project cooperation.

This study establishes a network containing a cooperation subnetwork and a project subnetwork based on patent data in the “deep learning” field to investigate how cooperative behaviors evolve in R&D alliance portfolios. A model of evolutionary games on complex networks is constructed to gain insight into the dynamic evolution of DMs’ strategies.

First, the heterogeneous aspirations of DMs can improve the cooperation level in R&D alliance portfolios. Second, compared to prudent DMs, aggressive DMs are more likely to choose the cooperation strategy, implying that an appropriate aspiration level nurtures cooperative R&D endeavors with partners. Third, the effects of effort complementarity, knowledge reorganization capabilities and cooperation supervision on cooperation are contingent on the distribution of DMs’ aspiration types.

Policymakers should identify aspiration types of DMs when screening partners. They can encourage partners to focus more on historical payoffs and establish relatively higher aspiration levels to improve the cooperation level. Developing highly detailed contracts becomes crucial when cooperating with firms that possess extensive knowledge reorganization capabilities.

This work contributes a theoretical framework for investigating cooperation in R&D alliance portfolios through the lens of evolutionary games on complex networks, thus revealing the effects of heterogeneous reference-point-based aspirations of DMs on R&D cooperation.

The purpose of this study is to explore the relationship between career competencies and leadership aspiration among women IT/ITeS professionals in South India, examining the mediating effects of work role salience and occupational self-efficacy, along with the moderating effect of achievement aspiration.

The sample consists of 348 women professionals working in the IT/ITeS industry in South India. The study adopts a descriptive methodology and employs a cross-sectional research design.

The result shows that work role salience mediates the relationship between career competencies and leadership aspiration and that this mediation is moderated by achievement aspiration. Additionally, occupational self-efficacy is found to have a supplementary effect on leadership aspiration, further contributing to the model.

Despite the limitations of online data collection, the study showcases adaptability, providing valuable insights into women's career aspirations. It acknowledges opportunities for future research improvements, such as implementing longitudinal frameworks and incorporating a more diverse sample, to enhance the robustness and applicability of findings.

The study offers valuable insights for managers, researchers and academia, aiding in the identification of crucial competencies for women aspiring to leadership roles, and fostering the retention of top talent in a diverse and inclusive work environment. Individuals can leverage these insights for enhanced career development by recognizing and emphasizing strengths while addressing weaknesses through accurate self-assessments.

This study offers a novel perspective by identifying the essential competencies that are crucial for women to achieve leadership positions, thus making a valuable contribution to the existing literature in the field.

As the Rohingya minority is expelled from their native society, many families have migrated to India where they face societal, legal, and educational discrimination due to lack of transactional relationship with the Indian state. This study aims to understand how the schooling of Rohingya children in the Kalindi Kunj’s Myanmar Refugee Camp in the city of New Delhi (India) is associated with the aspirations of the children and of their parents in the face of cultural disruptions in the socialization of the children. This ethnographical study is based on the narratives of both children and their parents from the Rohingya refugee community as a tool to capture their life-worlds.

Adolescents in their late teenage years are commonly faced with the difficulties of making important life decisions, such as whether to marry, whether to have children, and in particular, what type of occupation they wish to pursue. Researchers have often posited that such decisions are best understood as the end product of socialization within the individual’s specific learning environment (see Bronfenbrenner, 1994). Aspirations, particularly occupational goals, do not occur within a vacuum; rather, they will be affected by a variety of factors, such as gender (e.g. Davey, 1993; Mau & Bikos, 2000), race/ethnicity (Arbona & Novy, 1991; Marjoribanks, 1985), and social class (Weinger, 2000). In particular, there exists a need to better recognize and understand the familial context in which these decisions are made (see Marjoribanks, 1997). Researchers have addressed many of the potential predictors of adolescents’ aspirations, yet typically have focused on only one set of factors. This study will attempt to provide a more comprehensive understanding of adolescents’ occupational aspirations by focusing on how they are affected by the familial context, and how such effects vary by race/ethnicity and gender.

This study examines the educational aspirations of immigrant students, who are descendants of eight different immigrant communities in Germany. First, the article shows that compared to native German students, the educational aspirations of students with migration origin vary substantially. Challenging previous narratives of immigrant optimism and information deficit, the article suggests that the students of Turkish origin develop a conscious appraisal of obtaining an academic high-school qualification (AHSQ), even if they realize they will not be able to receive one by the end of the high-school. The study also shows that the duration of their stay in Germany plays a significant role in attenuating the high educational aspirations of most immigrant communities. However, Turkish students constitute an exception to this finding as they maintain high idealistic aspirations from first- to third-generation. The return migrant students from the former Soviet Union are the only group who report high educational aspirations, when asked about both their idealistic and realistic aspirations. Finally, the findings indicate that the position of the particular immigrant groups within the German social status hierarchy is a strong determinant of the educational aspirations of immigrant students and their parents.

Research has focused primarily on the antecedents that influence the risk taking of CEOs themselves. This study examines how an important event experienced by a CEO at a direct rival firm influences a CEO's risk-taking. It also examines how prior firm performance relative to aspirations moderates the relationship.

In order to test the hypothesis, the authors perform an a difference-in-differences methodology.

Using a difference-in-differences methodology, we find that when a CEO wins a prestigious CEO award, competitor CEOs increase their firm risk-taking in the post-award period. The proclivity becomes stronger when their prior firm performance relative to aspirations is better. These findings suggest that a CEO winning a prominent CEO award influences competitor CEOs' risk-taking.

This study contributes to the literature on managerial risk-taking by highlighting that a star CEO winning a prominent award may serve as a striving aspiration and induce competitor CEOs to take risks, and that two different types of aspirations – striving and competitive aspirations – interact to influence the competitor CEOs' risk-taking.