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This investigates the interrelationships between job and career satisfaction and career change intention through the extension of the theory of planned behavior (TPB).

The data for the study is collected from 219 top and middle-level managers and analyzed through partial least squares path structural equation modeling (PLS-SEM).

Findings indicate that job and career satisfaction have a significant and negative impact on personal attitude toward career change and subjective norms, whereas all three constructs of the TPB influence the intention to change career. In addition, the mediation of personal attitude and subjective norm pathways were found to be significant for both job and career satisfaction and career change intention relationships, while no mediation effect was identified for the perceived behavior control construct of the TPB.

The results suggest important theoretical and practical implications. First, a novel model of mediation between job and career satisfaction and the intention to turn away from an existing career is introduced between job and career satisfaction and career change intention associations for testing the full TPB framework.

The findings imply that the impact of cognitive factors, including having a positive opinion about the potential outcomes of switching to a new career, the level of pressure exerted by significant third parties about making a career change, and the self-belief about making this change happen should be closely investigated when examining the determinants of career change intention.

To the best of the authors’ knowledge, this is the first empirical research study that tests the impact of the determinants of TPB on career change intention within a sample of professional managers from an emerging economy context.

Career self‐directedness is a concept that has gained widespread attention in the literature on new careers and managerial thinking about contemporary career development. In a related sense, the topic of employee retirement has become popular in both the academic and managerial literature. However, to date, career self‐directedness has not been studied in relationship with older workers' retirement intentions. The purpose of this study is to test a model of the relationship between career self‐directedness and retirement intentions, mediated by career self‐management behaviors and engagement.

A survey was completed by 271 employees older than 45 working in five organizations. The average age was 53, and 59 percent were female. Participants had been with their current employer for an average of 16 years, and 58 percent of them worked fulltime. The survey included measures of self‐directed career attitude, career self‐management behaviors, engagement and retirement intention.

Results indicate that engagement and career self‐management behaviors fully mediated the relationship between self‐directed career attitude and retirement intention.

This is the first study to address career self‐directedness in relationship with retirement intentions, thereby considering the mediating role of career self‐management behaviors and engagement. As a result, this study contributes to insights in the validity of career self‐directedness as a predictor of career development using a sample of employees different from the main body of studies using samples of employees in their early career stages. Moreover, it sheds further light on the retirement process by including an individual career attitude and intermediating variables viewed as important to understand contemporary organizational behavior.

The purpose of this paper is to investigate career change intention and its predictors among career change seekers interested in a career opportunity in the information technology (IT) industry.

Ajzen's theory of planned behavior (TPB) was used to predict career change intention in this group. In addition, we examined the role of professional identity in predicting career change intention. Data were collected in a sample of 225 aspiring IT professionals from four European countries: Austria, Greece, Italy and The Netherlands.

The findings showed that among four variables assumed to predict career change intention, only professional identity appeared to be a significant predictor.

The study is limited by the use of career change seekers registered in one web‐based recruiting system.

The paper suggests a higher importance of professional identity in prediction of career change intention compared to other factors that constitute Ajzen's theory of planned behavior.

This study seeks to identify some of the factors that explain biomedical research scientists' career commitment and that prompt them to consider leaving science. It also aims to examine whether these factors differ between men and women, and between those with different family responsibilities.

A longitudinal questionnaire survey was used to identify the demographic and work‐related variables that predicted three dimensions of career commitment and intention to leave science one year later.

The factors explaining career commitment and intention to remain in the profession were similar for men and women, for those with various types of family responsibilities, and for those on permanent and temporary contracts. Career planning was predicted by continuance organizational commitment and the opportunity for autonomy in the workplace, and career resilience by equitable treatment at work. Career identity, career resilience and salary were predictors of intention to leave science.

Limitations of the study include the lack of a random sample, and the fact that some instruments differ slightly from the original versions. A substantial proportion of the variance in intention to leave science was unexplained and further research should therefore explore the impact of career entrenchment, professional socialisation and aspects of personal disposition on intention to leave a profession.

Those who manage scientists' careers should attend particularly to pay, providing opportunities for working autonomously, and fair treatment.

A longitudinal design was used and some key workplace variables were studied. Unlike most previous studies, the moderating effects of gender, relationship status and parenthood were examined.

The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions among early career professionals. Career mobility is of increasing relevance to achieving career success in the era of protean and boundaryless careers, and in the present day highly globalized labor market. International mobility provides opportunities for work in organizations (corporate expatriation) as well as in entrepreneurship (expat entrepreneurship).

This paper reports two studies examining the role of “protean career personality,” conceptualized as consisting of personal initiative and flexibility on entrepreneurial and expatriation intention, looking at career orientation attitude as the mediating mechanism. In study 1, the impact of personal initiative and flexibility on the two career mobility paths is explored using a sample of 442 German undergraduate students. Study 2 replicates these relationships among a sample of 100 early career professionals who graduated with a diploma in psychology.

Results indicate that for the sample of undergraduate students, flexibility and career orientation were positively related to expatriation intention. However, the mediation path was non-significant. On the other hand, personal initiative and career orientation were essential for entrepreneurial intentions, with a significant mediation path. For the early career professionals in contrast, only flexibility turned out to be resourceful for both expatriation and entrepreneurial intentions.

Suggestions for supporting early career professionals to develop interest in working abroad or in entrepreneurship are provided. Particularly, the results indicate that protean traits affect mobility intentions differently. To strengthen intentions for expatriation work, attention should be paid enhancing the ability for staying flexible when it comes to career choices. This applies to both undergraduate students and early career professionals. However, a strong career orientation is also essential to the development of expatriation intention among current students. On the other hand, enhancing proactivity could strengthen entrepreneurial intention among undergraduate students.

This study applies protean-related traits and attitudes; and how they work together in the development of mobility intentions among undergraduate students and early career professionals. The study reveals differential roles of these traits and attitudes among these groups, with regard to expatriation and entrepreneurship. This is important for career guidance.

The purpose of this paper is to investigate which sociocultural and work conditions have the potential to change international graduates’ career mobility intentions and encourage international graduates to stay in the host country when the initial intention was to leave the host country after graduating.

Data were collected via a web-based survey from international graduates and analyses suggest 129 (20 percent) of respondents changed their initial career mobility intentions. Data were analyzed using fuzzy-set qualitative comparative analysis.

Although previous studies report some pull–push factors such as attractive payment rates and work experience as being important in attracting potential workforce participants, these factors have no influence on changing the career mobility intentions of international graduates. In contrast, the work environment (WE) seems to be a strong condition for changing career mobility decisions. Results also reveal that the influence of sociocultural conditions on initial career mobility intention is more complicated than work conditions and varies from case to case.

The present study adopts the theoretical assumption that migration and mobility is a transition that forms over time and the findings suggest that international graduates’ global career mobility intentions depend on the WE. Therefore, government, higher education and industry development policy makers need to take this factor into account if they are interested in attracting and retaining global talent.

The majority of previous studies have focused on which push–pull factors encourage the recently graduated international student workforce to move or stay in a country while the current study argues which conditions have the potential to change initial career mobility intentions.

The purpose of this paper is to predict future career paths of university students, distinguishing between paid employment, running one’s own independent business and running a family business. The main predictor is the students’ current mode of entrepreneurial exposure, both in terms of the students running their own business, and in terms of their parents running their own business.

The study is based on a comprehensive survey held in May 2013 among 1,490 business and law students of Kozminski University in Warsaw, Poland. To predict future career expectations in ten years’ time, multinomial logit regressions were employed.

The authors find that, among students with a family business background, those students who are actively involved in their parents’ business are significantly more likely to pursue joining the family firm, rather than starting their own business.

In order to stimulate business succession, universities with a large proportion of students with family business background may consider launching dedicated programs promoting the interest of students in the businesses run by their parents.

The authors investigate to what extent active participation of university students in their parents’ business is associated with a higher probability to pursue a career in family business. The research has important implications in light of the increasing difficulty in Europe to find successors for family businesses.

The purpose of this paper is to focus on doctoral students in Germany and the drivers behind their intention to enter an academic career. The aspirations of young researchers after graduating from doctoral training have become an important issue to policymakers in light of the changing nature of doctoral training.

Borrowing from Ajzen’s Theory of Planned Behavior, we investigate how attitudes towards a career in academia, subjective norms and perceived behavioral control determine graduates’ intentions to pursue an academic career. We extend the model of Ajzen by measurements of research and training conditions in order to estimate the impact of organizational settings. We analyze a sample of 5,770 doctoral candidates from eight universities and three funding organizations.

We find that apart from attitudes towards careers, academic career intentions are related to research and training conditions at the organizational level. Further, we find that large differences within the field of study and affiliation to a university or funding organization provide substantial explanations.

This paper explores doctoral candidates’ academic career intentions which are an important precondition for the propagation of academic staff. For developers and practitioners in the field of doctoral training, our results yield a good understanding of the relationship between organizational settings at the level of doctoral training and career intentions.

In recent years, students have found careers in the tourism and hospitality (T&H) industry less attractive. Attracting and retaining young talents has become more challenging for the T&H industry in the post-pandemic era. To help solve the talent shortage problem, it is vital to understand how students perceive careers and what influences their career planning. The career construction theory indicates an integration between personal needs and career-related expectations. It provides a theoretical framework for the present study to understand what motivates students to begin their careers in the T&H industry. This study aims to empirically examine the relationship between students’ career adaptability and optimism and their effect on future career intentions.

An online survey was conducted in mainland China to investigate the interrelationships between career adaptability, career optimism and future career intention. A total of 492 valid responses were collected from students studying T&H.

The findings revealed that career optimism positively influences career adaptability and future career intention, respectively. Conversely, career adaptability is found to have a negative impact on future career intention. Moreover, career optimism has a mediating effect on the relationship between career adaptability and future career intention. The results would benefit educators in career counselling for students and industry practitioners to develop effective career management strategies for young talents in their respective organisations.

The application of career construction theory drawn from vocational psychology is suitable to provide knowledge and insights into the development of T&H career research. This study contributes to fill the knowledge gap concerning career adaptation, career optimism and future career intention.

近年来, 旅游和酒店行业领域的工作对于学生的吸引力下降。对于旅游和酒店行业, 吸引和留住人才变得更具有挑战性。为了解决人才短缺问题, 了解学生如何看待职业以及影响他们职业规划的因素至关重要。职业建构理论指出个人需求与职业相关期望相结合。它为本研究提供了一个理论框架, 以了解是什么促使学生在旅游和酒店业开始工作。本研究实证检验了大学生职业适应力与职业乐观度的关系及其对未来职业意向的影响。

本研究采用在线问卷调查的方式, 探讨职业适应力、职业乐观度与未来职业意向之间的相互关系。问卷对象为目前在中国学习旅游和酒店管理专业的本科学生。一共收集了492份有效回复。

研究发现, 职业乐观度对职业适应力和未来职业意向有正向影响。相反, 职业适应力对未来职业意向有负向影响。此外, 职业乐观度对职业适应力与未来职业意向之间的关系具有中介作用。研究结果将有助于教育机构和相关企业设计有效的职业策略, 帮助学生为未来的职业生涯做好准备, 并加强生涯辅导。

运用职业心理学的职业建构理论, 为旅游与酒店职业研究的发展提供了知识和见解。此外, 本研究填补了职业适应力、职业乐观度与未来职业意向之间关系的知识空白。

Se realizó una encuesta online en China continental para estudiar las interrelaciones entre la adaptabilidad laboral, optimismo laboral y la intención vocacional futura. Se recogieron 492 respuestas válidas de estudiantes de turismo y hostelería.

En los últimos años, las carreras de turismo y hostelería han resultado menos atractivas para los estudiantes. Atraer y retener a los jóvenes talentos es cada vez más difícil para la industria del turismo y la hostelería en la era postpandemia. Con el fin de contribuir a resolver el problema de la escasez de talentos, es crucial comprender cómo perciben los estudiantes las carreras profesionales y qué influye en su planificación profesional. La Teoría de la Construcción de la Carrera indica una integración entre las necesidades personales y las expectativas relacionadas con la carrera. Proporciona un marco teórico para el presente estudio con el fin de comprender qué motiva a los estudiantes a iniciar su carrera profesional en el sector del turismo y la hostelería. Se examina empíricamente la relación entre la adaptabilidad profesional y el optimismo de los estudiantes y su efecto en la intención vocacional futura.

Los resultados revelan que el optimismo profesional influye positivamente en la adaptabilidad profesional y en la intención profesional futura, respectivamente. Por el contrario, la adaptabilidad profesional influye negativamente en la intención vocacional futura. Además, el optimismo profesional tiene un efecto mediador en la relación entre la adaptabilidad profesional y la intención vocacional futura. Los resultados podrían beneficiar a los educadores en la orientación profesional de los estudiantes y a los profesionales de la industria en el desarrollo de estrategias eficaces de gestión de la carrera profesional de los jóvenes talentos en sus respectivas organizaciones.

La aplicación de la Teoría de la Construcción de la Carrera extraída de la psicología vocacional es adecuada para aportar conocimientos y perspectivas al desarrollo de la investigación sobre carreras profesionales en turismo y hostelería. Este estudio contribuye a llenar el vacío de conocimientos sobre la adaptación de la carrera profesional, el optimismo profesional y la intención de carrera futura.

This study contributes to the conversation on international career development and its antecedents. Drawing on experiential learning theory and social cognitive theory, the current comparative study investigates the extent to which students' pre-existing international experience (IE) drives their cultural intelligence (CQ) development and influences global career intention for human resource planning purposes.

This study has a comparative nature and adopts quantitative research methodology, which includes survey measures of CQ index, IE and intention to work abroad variables. Quantitative data are collected from a sample of more than 400 business students of leading Australian and Russian universities.

This study showed that IE variables are positively related to the level of CQ facets; the authors showed that Motivational CQ is the strongest predictor for the Intention to work abroad for both countries; the authors proved that students' IE is positively related to an Intention to work abroad for both countries and is partially mediated by CQ for Australia; and study showed that geographical isolation facilitates higher intention to work abroad than political isolation.

Deeper understanding of students' international career intentions and its antecedents will allow practitioners to provide better preparation for local/global careers and will allow students to make more informed and decisions. Companies would benefit from the ability to predict applicants' intention to work abroad. Stronger awareness of own preferences and available trajectories will allow students to select the best fit for them.

This study extends the conversation on international career development and its antecedents in the students' domain by strengthening measurements of IE and advancing the understanding of relationship between previous IE and individual facets of CQ. An empirical data from isolated locations – Russia (politically) and Australia (geographically) – bring a new timely contribution about a role of the isolation in shaping international career intentions.