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Article
Publication date: 31 May 2024

Milad Jannesari, Sherry E. Sullivan and Yehuda Baruch

The increasing complexity of global labor markets and work environments has made the school-to-work transition more difficult. We explore factors that influence important career

Abstract

Purpose

The increasing complexity of global labor markets and work environments has made the school-to-work transition more difficult. We explore factors that influence important career outcomes for young adults in China as they transition from their university to the labor market. Specifically, we examine how protean career orientation, self-perceived employability, mother’s and father’s career support and human capital (English language proficiency) may influence career satisfaction and employment status during adulthood.

Design/methodology/approach

We collected survey data in two waves, six months apart, and obtained English proficiency ratings from university records.

Findings

Father’s and mother’s career support was significantly associated with protean career orientation and protean career orientation was significantly related to self-perceived employability. Self-perceived employability was significantly associated with career satisfaction and employment status. The career support-career satisfaction and career support-employment status relationships were fully mediated by protean career orientation and self-perceived employability. Contrary to expectations, the human capital variable of English language proficiency did not moderate the serial mediation involving either career satisfaction or employment status.

Originality/value

By integrating protean career theory, human capital theory and research on parental support, we offer an interdisciplinary contribution to the school-to-work transition literature. We also advance protean career theory by studying it as a mediating variable and by examining parental support as an antecedent of it.

Details

Career Development International, vol. 29 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 23 August 2022

Jérôme Sulbout and François Pichault

Recent studies on contingent workers highlight their boundaryless and protean nature, and depict them as free agents who reject organisational forms of career support. Going…

Abstract

Purpose

Recent studies on contingent workers highlight their boundaryless and protean nature, and depict them as free agents who reject organisational forms of career support. Going beyond such current view, this paper aims to shed light on the career support provided by labour market intermediaries (LMIs) to skilled contingent workers (SCWs), the latter known as freelancers and consulting firms' employees.

Design/methodology/approach

Using a qualitative stance and an inductive approach, the authors draw on 33 interviews to grasp SCWs' discourses on the career support offered by LMIs, and their account managers. The thematic analysis reveals two main themes: the career support delivered by LMIs to SCWs, and the expectations of SCWs regarding potential additional forms of career support from LMIs.

Findings

The authors show that SCWs are supported by LMIs in their career via a number of career management practices and operational support, and account managers a likely to play a key role in the careers of SCWs by providing transactional and relational career support. Moreover, the authors stress that SCWs are free agents, yet seeking for forms of support from LMIs.

Originality/value

The present paper addresses the roles of LMIs regarding non-standard population of workers through the lens of SCWs, what has barely been undertaken in recent research. This paper also enriches current debates on the organisational support SCWs are willing to accept and benefit from, despite the idiosyncratic nature of their careers.

Article
Publication date: 30 November 2010

Wendy Marcinkus Murphy and Kathy E. Kram

The purpose of this study is to explore the different contributions of work and non‐work relationships that comprise individuals' developmental networks to career success.

2420

Abstract

Purpose

The purpose of this study is to explore the different contributions of work and non‐work relationships that comprise individuals' developmental networks to career success.

Design/methodology/approach

A multi‐method approach provides a rich understanding of how work and non‐work developmental relationships combine to support individuals' careers. Survey data were analyzed from 254 working adults who were also part‐time MBA students. Semi‐structured interviews were conducted with 37 participants.

Findings

Quantitative results indicate that non‐work developers provide more overall support than work developers. Support from non‐work developers is positively associated with career satisfaction and life satisfaction. In contrast, support from work developers is positively associated with salary level and career satisfaction. Qualitative data indicate differences in the sub‐functions and quality of support offered by work versus non‐work relationships, particularly in terms of role modeling.

Research limitations/implications

Developmental relationships from different domains emphasize different sub‐functions of support and differentially affect career outcomes. While broad functions – career support, psychosocial support, and role modeling – are identifiable across domains, non‐work relationships provide some distinct sub‐functions from work relationships.

Practical implications

Practicing managers should develop and maintain developmental networks that extend beyond the boundaries of their current organization. Human resource professionals will want to consider how well their initiatives encourage individuals to enlist a variety of potential developers into their networks.

Originality/value

The findings indicate that non‐work relationships are a critical part of developmental networks and individuals' career success.

Details

Career Development International, vol. 15 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 9 August 2013

Richard D. Cotton and Yan Shen

The purpose of this paper is to identify key developmental relationships for career‐spanning success and to examine relational models and support expectations associated with…

Abstract

Purpose

The purpose of this paper is to identify key developmental relationships for career‐spanning success and to examine relational models and support expectations associated with these relationships. The paper creates propositions associating developer‐protégé schema congruence and incongruence to relevant outcome variables.

Design/methodology/approach

Study 1 employed qualitative coding of developers identified in 77 hall of famer induction speeches and Study 2 used a cross‐industry survey of 425 respondents to assess the relational model and support expectations associated with the seven most highly‐cited developer roles from Study 1.

Findings

Study 1 identified these highly‐cited developer roles as a CEO, manager, work teammate, friend, spouse, parent, and unmet hero/idol. Study 2 described the expected relational models associated with these roles and found significant differences in the relational model and support expectations associated across roles.

Research limitations/implications

While study 1 focused on a primarily male sample using retrospective data, it generalized and extended previous research on key developer roles for extraordinary career achievement. Based on the key findings from study 1, study 2 surveyed respondents regarding developer role expectations rather than expectations of particular developer‐protégé relationships.

Practical implications

These findings identify how and with whom protégés should consider initiating and fostering key developmental relationships to enhance their networks while broadening and deepening organizations' understanding of the importance of their members having a variety of organizational and non‐organizational developers.

Originality/value

These findings challenge the notion that developer‐protégé relationships fit a “one size fits all” reciprocal exchange motif as it is the first study to explore expectations associated with key developer relationships using relational models theory.

Details

Career Development International, vol. 18 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 3 January 2019

Manish Gupta

The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the…

1227

Abstract

Purpose

The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance.

Design/methodology/approach

Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework.

Findings

Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially.

Research limitations/implications

Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance.

Practical implications

The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work.

Originality/value

To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.

Details

Journal of Global Operations and Strategic Sourcing, vol. 12 no. 2
Type: Research Article
ISSN: 2398-5364

Keywords

Article
Publication date: 13 July 2022

Ambreen Khursheed Wani

The purpose of this paper is to explore the importance of spousal support toward a working woman’s career progression. As women continue to bear the brunt of shouldering more…

Abstract

Purpose

The purpose of this paper is to explore the importance of spousal support toward a working woman’s career progression. As women continue to bear the brunt of shouldering more domestic responsibilities than men, this research focuses on their extensive need for spousal support. The work attempts to examine how working women perceive the roles their spouses play in sharing home and childcare responsibilities vis-à-vis supporting them in pursuing a career. The compartmentalization of gender roles and how it influences division of labor between husband and wife have also been explored.

Design/methodology/approach

The study used a qualitative approach based on analysis of multiple cases regarding women academicians. In-depth narratives based on rich interview data presented an inquiry into spousal support working women received. The impact of spousal support on the career trajectories of women was also explored.

Findings

Results show that spousal support is an important dimension toward the success of a woman’s career. Findings also suggest that gender role is an essential dynamic that determines the pattern of dominance between couples. Gender role ideology between the husband and wife was a key determinant of husbands’ support toward his working wife.

Originality/value

The present research, unlike previous studies, explores how women perceive the presence/absence of a husband’s support in a little studied group of female workers.

Details

Journal of Global Responsibility, vol. 14 no. 1
Type: Research Article
ISSN: 2041-2568

Keywords

Article
Publication date: 1 June 2020

Annabelle Hofer, Daniel Spurk and Andreas Hirschi

This study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect of…

2180

Abstract

Purpose

This study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect of negative organization-related career shocks on career optimism via job insecurity and the role of perceived organizational career support as a first-stage moderator were investigated.

Design/methodology/approach

Three-wave time-lagged data from a sample of 728 employees in Switzerland was used. Time-lagged correlations, an indirect effect model and a conditional indirect effect model with bootstrapping were used to test the hypotheses.

Findings

First, this study showed a significant negative correlation between negative organization-related career shocks (T1) and career optimism (T3), a positive correlation between negative organization-related career shocks (T1) and job insecurity (T2) and a negative correlation between job insecurity (T2) and career optimism (T3). Second, findings revealed that negative organization-related career shocks (T1) have a negative indirect effect on career optimism (T3) via job insecurity (T2). Third, perceived organizational career support (T1) buffers the indirect effect of negative organization-related career shocks (T1) on career optimism (T3).

Originality/value

This study provides an initial examination of the relationship between negative organization-related career shocks and career optimism by applying assumptions from the JD-R model and Conservation of Resources theory. Implications about how to deal with negative career shocks in HRM and career counseling are discussed.

Details

Career Development International, vol. 26 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 6 April 2018

Jiahong Zhang, Mantak Yuen and Gaowei Chen

The purpose of this paper is to review identified key features of teacher support and its influence on students’ career decision making and development. It also examines the types…

2020

Abstract

Purpose

The purpose of this paper is to review identified key features of teacher support and its influence on students’ career decision making and development. It also examines the types of research approaches to data collection and analysis in order to provide a more in-depth evaluation of this field of study.

Design/methodology/approach

The review examined 18 studies, the majority being quantitative in design. Cross-sectional and longitudinal effects of teacher support were investigated, and differences in teacher support relative to grade level and gender were considered.

Findings

Results indicated that since 2000, there has been an increase in the number of empirical studies of teacher support in the career development field, the majority involving middle and high school students. The most commonly cited frameworks that underpin the studies are the social cognitive career theory, the career construction theory and Super’s career development theory. The most frequently used instrument for data collection was the teacher support scale (Metheny et al., 2008).

Originality/value

The review will be beneficial to researchers, teachers and policy makers seeking to optimize support systems for students’ career development. The findings contribute to further theory development and have practical implications for the career guidance field. Recommendations for future research and practice are suggested.

Details

Career Development International, vol. 23 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 August 2023

Wan Yang and Patrick C. Lee

Due to the COVID-19 pandemic, many people have experienced career shocks, especially employees in the hotel industry. To address how to retain talent in the industry, this study…

1072

Abstract

Purpose

Due to the COVID-19 pandemic, many people have experienced career shocks, especially employees in the hotel industry. To address how to retain talent in the industry, this study aims to examine the joint impacts of employee resilience, work social support and proactive personality on hotel employees’ career change intentions.

Design/methodology/approach

A survey questionnaire was developed to test the proposed framework. Data from 339 current hotel employees in the USA was analyzed using the PROCESS model.

Findings

Results show a significant three-way interaction, indicating that for less proactive employees, resilience is negatively associated with career change intentions. However, for highly proactive employees, an additional situation cue in the form of strong work social support is required to activate the expression of resilience. Highly proactive and resilient employees who receive strong supervisor or coworker support during the pandemic have lower career change intentions. However, highly proactive employees who receive weak supervisor or coworker support exhibit similar levels of career change intentions, regardless of resilience level.

Practical implications

Hotel managers should consider helping employees enhance their resilience and overcome career shocks by providing training and resources and establishing a learning culture. More importantly, it is essential to offer strong supervisor and coworker support to promote resilience among proactive employees. Hotel managers should actively promote strong work social support, and offer training and counseling opportunities to promote employee retention during the pandemic.

Originality/value

To the best of the authors’ knowledge, this study is the first to examine employee resilience in the hospitality field. This study contributes to the employee resilience literature as well as trait activation theory by examining situational cues that can activate employee resilience and by providing empirical evidence to reveal the boundary conditions of how employee resilience impacts career change intentions.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 10
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 25 April 2023

Natashaa Kaul, Chanakya Kumar, Amruta Deshpande and Amit Mittal

This study aims to examine if relational attachment could be considered as a mediator in the relationship between social support and career regret. The theoretical framework is…

Abstract

Purpose

This study aims to examine if relational attachment could be considered as a mediator in the relationship between social support and career regret. The theoretical framework is based on Kahn’s (2007) work on meaningful connections.

Design/methodology/approach

The authors used a three-part survey for data collection, spread over two months from 368 employees for co-worker social support and 324 employees for supervisor social support working in different sectors in India.

Findings

The results indicate that for co-workers, relational attachment acts as a mediator between instrumental support and career regret; but for personal support, the mediation effect is absent. However, instrumental support is not directly related to career regret. Notably, in case of social support from the supervisor, there does not seem to be any mediation effect for personal or instrumental support. But social support is related to career regret for both categories of support.

Research limitations/implications

The authors contribute to literature that examines the mechanism, driving social support and career regret. By understanding how these factors interact and impact one another, researchers can develop interventions and strategies to help individuals navigate career decisions, improve their personal relationships and increase their access to social support. Ultimately, this research can lead to improved well-being and career satisfaction for individuals. As the sample is generalized, there is scope to examine if the relationships differ based on the work structures and idiosyncrasies of the industries.

Originality/value

This study examines the unmapped mechanism that mediates the social support and career regret relationship, and in the process, provides new directions for research.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

1 – 10 of over 75000