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Research on job precarity and job instability have largely neglected the labor market trajectories in which these employment and non-employment situations are experienced. This study addresses the mechanisms of volatility and precarity in observed work histories of labor market entrants using the National Longitudinal Survey of Youth of 1997. Several ideal-typical post-education pathways are modeled for respondents entering the labor force between 1997 and 2010, with varying indicators and degrees of precarity. A series of predictive models indicate that women, racial-ethnic minorities, and lower social class labor market entrants are significantly more likely to be exposed to the most precarious early careers. Moreover, leaving the educational system with a completed associate’s, bachelor’s, or post-graduate degree is protective of experiencing the most unstable types of career pattern. While adjusting for these individual-level background and education variables, the findings also reveal a form of “scarring” as regional unemployment level is a significant macro-economic predictor of experiencing a more hostile and turbulent early career. These pathways lead to considerable earnings penalties 5 years after labor market entry.

This paper aims to explore financial anxiety and generalized anxiety as the serial mediators linking perceived organizational support (POS) to career commitment.

Data were collected from 388 managerial and nonmanagerial employees in diverse service areas, such as restaurants, airlines and hotels in Turkey. The direct and mediating effects were tested via the PROCESS macro.

Financial anxiety partly mediates the impact of POS on career commitment. The findings further reveal that financial anxiety and generalized anxiety serially mediate the effect of POS on career commitment.

Management should work with mentors to provide employees with psychosocial support during the COVID-19 pandemic. When employees perceive that the firm really cares about them and values their contribution during these challenging days, they display lower anxiety and higher career commitment. Management should also retain employees who are high on career commitment because such employees possess a sense of calling and are unlikely to quit. These implications may not be considered new. However, management would need such employees concerning the firm’s performance recovery after COVID-19.

Workers in the service industries suffer from financial and generalized anxieties and display reduced career commitment during COVID-19. However, little is known about the antecedents and outcomes of financial anxiety among hospitality and tourism workers. More importantly, no empirical piece has tested these anxiety variables as the mediators linking POS to career commitment in the pertinent literature so far.

The study provides practice-based vignettes describing career shocks as experienced by executives. It also offers a brief description of the approaches taken by the coach in helping executives to cope with their initial reactions. This work informs the readers about examples of career shocks in the executive population and provides access to normally rarely available information about sensitive aspects of psychological life of executives.

This paper is a qualitative exploration of managers' career shock experiences reflected in executive coaching interventions. It takes an anecdotal look at how executives react to shocks of various valences, and how coaching attempts to assist them by processing their first reactions and choosing a response. The paper particularly looks at managers' responses almost immediately following a shocking event triggering their request for coaching help.

Coaching conversation serves as opportunities for handling immediate emotional reactions to career disruptions. Even shocks with positive valence can cause ambivalent reactions. Processing of career shocks through coaching conversations can activate agency in dealing with abrupt career events. Coaches can offer further support in career deliberations. In one of the cases, an instance of anticipation of a negative career event was associated with positive hopes, and the non-occurrence of the event led to further elaboration about one's career options.

This work is based on a small sample of executives experiencing career shocks.

This work informs executives about opportunities provided by executive coaching in handling difficult reactions to external career events. Coaches or coaches-in-training receive an overview of coaching requests associated with career shocks.

With the increasing instability in careers the paper draws the attention to the helping potential of coaching to those experiencing career shocks. It also contributes to normalization of turning for support in psychologically burdening situations.

This work is a trigger for further consideration of the experiences of career shocks by business executives. It provides a first look into immediate reactions of this career population to unexpected external disruptions. It also offers opportunities for further exploration of the role executive coaching can play in career deliberations.

Drawing on interviews with football wives from the Canadian Football League (CFL), this article examines how these women define their personal identity through their talk about being married to a pro football player. Using the concept of courtesy identity and Anderson and Snow’s (1987) conceptualization of identity talk, this chapter explains the processes in which these women claim a courtesy identity of a football wife. I identify two strategies these women use to construct their identity: distancing from stereotypes and envisioning self as his teammate. I argue that women performed this verbal identity work in pursuit of legitimizing their courtesy identity of a football wife. They accomplish this by distancing self from a stereotypical, anticipated social identity of the football wife as a “gold digger” or naïve woman and then working up another socially positive and normative one that they are supportive women who have worked alongside their husband and are part of their career. I conclude by summarizing the findings and argue that by constructing themselves as devoted football wives, they uphold these idealized images of traditional masculinity and femininity in professional sports.

This paper aims to explore the career aspirations of individuals belonging to the Gen Z cohort, i.e. born between 1995 and 2012.

This paper is a systematic review of the literature. The authors accessed four databases to collect literature for review. The databases included were Academic Search Ultimate, Business Source Ultimate, ERIC and Google Scholar. Keywords used to conduct the search process were as follows: career development, career aspiration, generation Z, Gen Z and iGen. The authors imported all articles to RefWorks, read article abstracts and decided on whether to include or exclude the article in the review.

Based on this systematic review, the authors found that intrinsic and extrinsic factors determine Gen Z's career aspirations. Further, based on past studies' predictions, the authors concluded that Gen Z has well-defined career expectations and career development plans.

Gen Z is the newest generation to enter the workforce. With limited research on this cohort, this study synthesized the existing knowledge of Gen Z students' career aspirations and their future employers' expectations. All research around Gen Z is currently focused on students, and hence, it is challenging to predict their workplace behavior. In this work, the authors provided organizations and practitioners guidelines to be prepared with Gen Z's expectations as they enter the workplace.

This systematic literature review synthesizes empirical research from around the world on career aspirations related to Gen Z.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Extant expatriate literature largely adopts a global north/western focus and expatriate-centric approach in investigating spousal/partners’ motives for supporting expatriation. Contrastingly, this study focuses on the lived experiences of dual-career female partners from an emerging global south economy and a patriarchal society as it relates to motives for supporting a partner’s international assignment (IA) to a developed country.

This investigation adopts a hermeneutic interpretive phenomenology research design. Twelve career-oriented female partners from an emerging global south economy (Brazil) who supported a partner’s IA to a developed country (USA) participated in this study. The data included semi-structured interviews and field notes.

The study indicates that societal constraints, gendered career experiences and career and life stage reasons influenced women’s decision to engage in career opt out and/or interruption in support of their partners' IA. Further, patriarchal long-lasting structures and ideologies shaped women’s career experiences; women perceived IAs as a means of acquiring embodied and institutionalized cosmopolitan capital for themselves and their families in order to gain a better position in a transnational/globalized world.

Although the sample size of this study is appropriate for the methodological choice adopted, future studies should include more participants and address different socioeconomic, political and cultural contexts.

This study highlights dual-career female partners' lived experiences in an emerging global south economy and a patriarchal society as it relates to motives for supporting IAs.

The purpose of this paper is to examine repatriate career exploration as a continuing growth‐oriented process and introduce repatriate hope as its crucial driver.

Through a review of relevant literature, the framework of hope theory is introduced to argue for a more “agentic” view of the repatriate that can act as an independent career agent in the increasingly boundaryless career environment.

The paper extends current knowledge of the repatriation process by describing ways in which repatriate hope drives career exploration toward valued outcomes of career growth and career success. It is also described how this repatriate career success will depend on the repatriate expectations and the social and organizational support received by the repatriate.

The main contribution of this paper is a new view of the repatriation process through the lens of the hope theory that emphasizes positive psychological perspective indicating career growth/success as a valued outcome of repatriate career exploration process. Thus, repatriate is viewed as a proactive individual managing his or her career success and using exploration as a means of coping with and adjusting to a shifting set of challenges presented by the dramatic role change.

The German institutional setting of skill formation is supposed to enable young people smooth and structured transitions into the labor market. For decades, the large majority of graduates of the “dual system” of vocational education experienced good chances to immediately access appropriate job positions. However, labor market entry has become less stable in the last two decades. In this paper, we examine the changing transition from vocational training to the first job in Germany. We analyze the consequences of inter-firm mobility and unemployment after finishing vocational education for the transition to the first job. Our results show that leaving the training firm, and especially unemployment, strongly enhance occupational shifts at labor market entry. In addition, not keeping one’s trained occupation negatively affects the chances to enter skilled job positions.