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This paper aims to investigate the role-play of Protean Career Attitude (PCA) and Career Success (CS) in Affective Organizational Commitment (AOC).

A cross-sectional study on 376 employees from 55 hotels in Malaysia were conducted. The co-variance-based structural equation modeling was employed to analyze the data to test the direct and indirect relationships of PCA and CS with AOC.

The findings reveal that self-directed career attitude (SDCA) has a positive direct influence on AOC as well as indirect influence through the mediation of OCS and SCS. However, the value-driven career attitude (VDCA) neither influences AOC nor the OCS.

This is a first paper to body of knowledge in Asian context which identify mediating role of career success (SCA and OCS) to PCA and AOC. The findings of this research are the workplace learning in hospitality management. The authors argue that hotels should not assume spontaneously PCA with diminishing AOC, but rather hotels' attention is required to identify the most important preferences of these butterfly career attitudes such as OCS and SCS. Most importantly the research negates many negative labels of PCA and adds new perception to the contemporary career literature. Higher education institutions, government, and primary, secondary, and post-secondary education departments can play a significant role in developing PCA dispositions like SDCA and VDCA toward career success. Therefore, further study should examine PCA and their relevance to career outcome like job searching and employability of students in Malaysia. The paper is the first, to one's knowledge, to assess organizational commitment with specific measures of PCA. While the results are simple, they refute many stereotypes of the new career and, in that sense, add an important perspective to the career literature.

This study aims to address the need for robust conceptual foundations in the digital nomadism discourse through a systematic literature review (SLR). It delves into digital nomadism within sustainable tourism, providing valuable insights to foster community development.

This study uses a rigorous eight-step process that combines an SLR and a system dynamics approach. In the SLR phase, the authors use the theory, context, characteristics and methodology framework to identify key variables for a dynamic model of sustainable tourism through digital nomadism, following detailed search and selection criteria based on PRISMA guidelines. The second phase uses causal loop diagrams (CLDs) from the literature review to visualize relationships and inform future research directions. The CLD model is validated through literature-based and stakeholder interaction processes, focusing on the social, economic and environmental dimensions, resulting in the development of a robust conceptual model.

This study identified 28 theories, including agency–structure theory, travel career ladder theory, stakeholder theory and grounded theory, among others. Semi-structured interviews were the primary research method. Major themes explored encompass community interactions, work lifestyles, cultural aspects, financial considerations, infrastructure and policy. The proposed conceptual model aims to scrutinize relationships across economic, environmental and social dimensions, providing a foundation for investigating and promoting sustainable tourism.

Policy implications involve refining taxation policies to maintain tax bases, promoting collaborative economic models and enforcing environmental regulations. Additionally, integrating community planning infrastructure and implementing demographic strategies to manage potential population shifts are crucial. Policies supporting education, skill transfer, health and well-being initiatives contribute significantly to fostering sustainable tourism practices and enhancing community vitality.

To the best of authors’ knowledge, this study is the first in the digital nomadism space to propose a conceptual model for sustainable tourism adoption.

本研究通过系统的文献综述解决了数字游牧话语中对坚实概念基础的需求。它深入研究了可持续旅游业中的数字游牧主义, 为促进社区发展提供了宝贵的见解。

本研究采用严格的八步流程, 结合了系统文献综述（SLR）和系统动力学方法。在 SLR 阶段, 我们利用 TCCM 框架, 遵循基于 PRISMA 指南的详细搜索和选择标准, 通过数字游牧主义确定可持续旅游业动态模型的关键变量。第二阶段利用文献综述中的因果循环图（CLD）来可视化关系并为未来的研究方向提供信息。 CLD 模型通过基于文献和利益相关者互动过程进行验证, 重点关注社会、经济和环境维度, 从而开发出稳健的概念模型。

本研究确定了 28 种理论, 包括代理结构理论、旅游职业阶梯理论、利益相关者理论和扎根理论等。半结构化访谈是主要的研究方法。探讨的主要主题包括社区互动、工作生活方式、文化方面、财务考虑、基础设施和政策。提出的概念模型旨在审查经济、环境和社会维度之间的关系, 为调查和促进可持续旅游业提供基础。

政策影响包括完善税收政策以维持税基、促进协作经济模式以及执行环境法规。此外, 整合社区规划基础设施和实施人口战略以管理潜在的人口变化也至关重要。支持教育、技能转让、健康和福祉举措的政策对促进可持续旅游实践和增强社区活力做出了重大贡献。

据作者所知, 这项研究是数字游牧领域第一个提出可持续旅游业概念模型的研究。

Este estudio aborda la necesidad de fundamentos conceptuales sólidos en el discurso del nomadismo digital, mediante una revisión sistemática de la literatura. Profundiza en el nomadismo digital dentro del turismo sostenible, proporcionando un conocimiento valioso para fomentar el desarrollo comunitario.

Este estudio emplea un riguroso proceso de ocho pasos que combina una revisión sistemática de la literatura (SLR) y un enfoque de dinámica de sistemas. En la fase SLR, utilizamos el marco Teoría-Contexto-Características-Metodología (TCCM) para identificar variables clave para un modelo dinámico de turismo sostenible a través del nomadismo digital, siguiendo criterios detallados de búsqueda y selección basados en las directrices del método de elementos de notificación preferidos para revisiones sistemáticas y metaanálisis (PRISMA). La segunda fase utiliza diagramas de bucles causales (CLD) a partir de la revisión de la literatura para visualizar las relaciones e informar sobre futuras direcciones de investigación. El modelo CLD se valida mediante procesos basados en la literatura y en la interacción con las partes interesadas, centrándose en las dimensiones social, económica y medioambiental, lo que da como resultado el desarrollo de un modelo conceptual sólido.

Este estudio identificó 28 teorías, entre ellas la teoría de la estructura de agencia, la teoría de la carrera profesional en los viajes, la teoría de las partes interesadas y la teoría fundamentada. Las entrevistas semiestructuradas fueron el método de investigación primordial. Los principales temas explorados abarcan las interacciones comunitarias, los estilos de vida laborales, los aspectos culturales, las consideraciones financieras, la infraestructura y la política. El modelo conceptual propuesto tiene como objetivo examinar las relaciones entre las dimensiones económica, medioambiental y social, proporcionando una base para investigar y promover el turismo sostenible.

Las implicaciones políticas conllevan el perfeccionamiento de las políticas fiscales para mantener las bases impositivas, el fomento de modelos económicos colaborativos y el cumplimiento de la normativa medioambiental. Además, es fundamental integrar la infraestructura de planificación comunitaria y aplicar estrategias demográficas para gestionar los posibles cambios en la población. Las políticas de apoyo a las iniciativas de educación, transferencia de habilidades, salud y bienestar contribuyen significativamente a fomentar prácticas de turismo sostenible y a mejorar la vitalidad de la comunidad.

Hasta donde el autor sabe, este estudio es el primero en el espacio del nomadismo digital que propone un modelo conceptual para la adopción del turismo sostenible.

This paper examines an identified but unexplored career gap evidenced at a mid-level classification in the academic career path for women in Australia. This career-stalling effect or holding pattern, is examined to determine underlying causes of career trajectory interruption.

Guided by the epistemological stance of standpoint theory, this exploratory abductive study employs a novel arts-based method, draw, write, reflect, to access experiences that may be difficult to convey verbally. The obtained drawings and reflections were thematically analysed.

Drawing on Bourdieu’s concept of illusio this article finds support for female academics’ bifurcated consciousness. Results demonstrate how opposing social role prescriptions result in the deliberate avoidance of work-life conflict, a nuanced lack of confidence in work tasks in combination with other, often competing responsibilities, and the uneven distribution of administrative duties known as “academic housework”, which combine to stall careers. Female academics feel pressure to prioritise their domestic role and eschew career progression.

Despite the small sample size, the findings provide rich career narratives and experiences of female academics in Australia providing additional impetus for increased gender equity efforts.

This study is the first to explore the previously unidentified holding pattern for female academics in Australia. Findings suggest there is a range of previously unexplored impediments resulting in a gendered stalling at a mid-level classification interrupting female academic career progression.

This study aims to examine whether skilled female migrants can overcome gender constraints and social stigma attached to women’s service work in host societies.

Based on interviews with 40 women who moved from mainland China and entered Hong Kong’s cross-border insurance business, the study examines how highly educated young women negotiate gender expectations and mobilize social networks in doing business.

This study finds different strategies women used in mobilizing social networks and constructing gender identities: some relied heavily on the warm market – networks of their family, relatives and friends – in doing business and developed careers by performing dutiful daughters, considerate “nieces” and caring “sisters”; some women also relied on the warm market but their jobs were regarded as nonconventional, and they had to deal with suspicions of inappropriate and instrumental womanhood and tried to prove themselves and gain support in the warm market; some women relied mainly on the cold market – connections with strangers – and performed feminine affinity to expand client networks away from judgments of families and friends; and some other women chose to expand the cold market by cultivating a professional image among strangers.

The findings speak to previous research about women’s subordinate roles in migrant networks and their devalued femininity in service work by illustrating women’s diverse forms of agency in negotiating gender identities in the stratified service sectors.

While the career literature does acknowledge that personal strengths may function as protective factors that increase the likelihood of positive career outcomes, the topic of strengths has predominantly been studied in the context of career guidance for adolescents and young adults. However, the evolution of strengths persists throughout the entire career and individuals’ awareness and inclination to leverage their strengths change when aging. This paper aims to examine strengths over the (career) lifespan.

For this purpose, a conceptual analysis was made of the interplay between age and strengths application within the work environment, based on a narrative review of both empirical and conceptual literature on strengths and lifespan (career) development.

Based on lifespan development theory and results from studies that investigate the relationship between age and strengths, it can be expected that the prominence, awareness and use of strengths, as well as the active engagement in strengths development increase with age. Also, based on the corresponsive principle it is proposed that strengths prominence is reciprocally related to the awareness, use and development of strengths. Implications for future research and practice are discussed.

Whereas positive psychology has contributed to research on career development by its focus on healthy functioning, human potential and well-being the implications from theorizing and research on strengths for the career-lifespan are still relatively unclear. This paper develops testable propositions regarding the relationship between age and strengths and discusses implications for the types of organizational support for strengths that workers of different ages might need.

Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events industry experience several barriers to leadership roles. The unique characteristics of the events industry exacerbate these barriers and have led to more women leaving the company or even the industry. This study aims to investigate the impact of leadership barriers, including the perception of a glass ceiling and the importance of leadership skills in promotion decisions on career satisfaction, work-family conflict and turnover intention of employees in the events industry.

Data was collected from members of an international event association, and 427 responses were analyzed using partial least squares structural equation modeling.

Findings suggested the perception of a glass ceiling and the importance of leadership skills in promotion can impact career satisfaction, work-family conflict and turnover intention of employees in the events industry.

This study extends the scope of research on leadership barriers beyond assessing their causes by analyzing their outcomes in the event industry. To the best of the authors’ knowledge, this study is one of the first in event research and the broader hospitality industry to consider the perceptions of male and female employees regarding leadership barriers by using a foundation of the social role theory.

This study investigates the influence of work-to-family and family-to-work conflict on turnover intention (career break), mediated through job and life satisfaction among Indian women in the service sector, using role conflict theory as the base.

A total of 421 usable responses from women who had taken a career break were collected using a 36-item scale from six major metro cities in India through social and digital media platforms. A purposive-cum-snowballing sampling method was adopted. The hypotheses were tested using structural equation modeling (SEM) through AMOS.

Findings suggest that job satisfaction (JS) is a significant predictor of turnover intention, both when work spills into the family domain, and family responsibilities spill into the work domain, thereby confirming the mediating influence of JS. Interestingly, life satisfaction (LS) only seems to mediate between inter-domain conflict and turnover intention partially.

This is a descriptive study, and is thereby limited in terms of its generalizability, specifically as it included respondents only from six major metro cities in India.

The extended work-family conflict model could help managers structure organizational interventions that support women to deal with the challenges of managing the demands of both work and family domains, thereby reducing the negative influence on JS. Such initiatives could help reduce career breaks among women.

We explored the cause of career breaks among Indian urban women employed in the service sector, using the extended model of inter-role conflict and their attitudes towards both life and job.

Generation Y early-career workers have the highest turnover rates ever seen. To better understand this phenomenon, this study combines the P-O values fit with the Cohort perspectives to (1) identify the work-related values of this generation, (2) explore the relation between values and turnover intentions and examine how the field of study influences this relationship and (3) verify if the turnover intentions materialized one year after the first data collection.

We interviewed 71 early-career workers and applied thematic analysis to identify the value categories. A classification decision tree tested whether the field of study influences the relation between values and turnover intentions. A post-test was conducted to determine whether the reported turnover intentions were materialized one year later.

Thematic analysis yielded 285 themes that were grouped into 12 values’ categories. Decision trees revealed that the combination of values that most predicted turnover was substantially different between Finance graduates (more instrumental and future-oriented values) and Innovation and Entrepreneurship graduates (more social and job-oriented values). The post-test confirmed that the number of respondents who reported an intention to quit their jobs during the interview with us and did quit one year later was statistically significant.

To our knowledge, this is the first study that uses critical incident interviews to explore the work-related values of this specific cohort and their relation to turnover. Our findings on the moderating effects of the field of study are unprecedented. We also identified three new work-value categories, and, to our knowledge, this is the first study that used decision trees to explore the relation between values and turnover.

Sociologists have long thought of the integration of people in communities – social integration – and hierarchical social systems – systemic integration – as contradictory goals. What strategies allow organizations to reconcile social and systemic integration? We examine this question through 40 in-depth, longitudinal interviews with leaders of nonprofit organizations that engage in the dual pursuit of social and systemic integration. Two processes reveal how the internal structure of organizations often mirrors the ways in which organizations are embedded in their local environments. When organizations engage in loose demographic coupling, relegating those who “match” the community to the work of social integration, they produce internal inequalities and justify them by claiming community building as sacred work. When engaging in community anchoring, organizations challenge internal and external inequalities simultaneously, but this process comes with costs. Our findings contribute to a constructivist understanding of community, the mechanisms by which organizations produce inequalities, and a place-based conception of organizations as embedded in community.

The purpose of this paper is to argue that large executive compensation can be one of the reasons why so many chief executive officers (CEOs) are overconfident. It also discusses the implications of this finding for boards and human resource directors.

The research investigated how overconfidence – an overestimation of ability – affects how hard people work to win an elimination contest. These kinds of contests exist in the workplace where employees strive for a senior position or CEO role. The study involved a two-stage contest with four players. The first stage consists of two semi-finals. The two semi-final winners move on to compete in the second stage, the final. Overconfident players overestimate the impact of effort on their probability of winning at each stage. Each player is deemed the same, aside from their confidence levels. Finally, the study assumes an overconfident player’s bias is observable by rivals.

Overconfident individuals can have the highest chance of winning elimination contests compared to more rational rivals. When executive pay is high, and overconfidence is not too extreme, they exert more effort than their rational rivals in the semi-finals. High executive pay, or in this case, prize money, is more appealing to overconfident individuals because they think they are more likely to win the bigger prize money in the final. This can be likened to people’s careers. High executive pay incentivises overconfident employees more and they exert more effort early in their careers to achieve this.

To the best of the authors’ knowledge, this is one of the first studies to measure the impact of overconfidence on elimination contests, providing a new explanation for why overconfident employees often reach CEO positions. This has implications for how HR practitioners should manage overconfident and rational employees, including the effort they deliver to a business.