Pages: 230 - 244 Abstract: Career Development International, Volume 23, Issue 2, Page 230-244, May 2018. Purpose Employability and its components have received a lot of attention from scholars and practitioners. However, little is known about the interrelations between these different components of employability and how employees progress within their employability trajectories. Therefore, a model of such progression was constructed and tested using Van der Heijde and Van der Heijden’s (2006) employability measurement instrument. The paper aims to discuss these issues. Design/methodology/approach The propositions were tested empirically by applying a Rasch model using a sample of 167 Austrian business consultants. Findings The findings lend some support for the hypothesized progression model of employability. Specifically, the items measuring occupational expertise are largely located in the group of items that were relatively likely to be endorsed. Also, the items of personal flexibility and anticipation and optimization were, in general, less likely to be endorsed than the items of occupational expertise. Research limitations/implications The major thrust of this paper is a theoretical one. However, the empirical demonstration tentatively supports the proposed model, which implies that further, more robust longitudinal research in this direction may be a worthwhile endeavor. Practical implications By understanding which competences are important at which stage or across which stages of an individual’s career, career advisors and human resource management professionals can give more targeted advice concerning career management practices. Originality/value The present study contributes to the literature by investigating how employees may make progress within their employability trajectories. Citation: Career Development International PubDate: 2018-05-14T01:46:25Z DOI: 10.1108/CDI-06-2017-0098
Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to understand the role played by core self-evaluations (CSEs) in relationship to both job seekers’ job search behaviour and health complaints by examining the mediating role of job search self-efficacy (JSSE). Design/methodology/approach The present cross-sectional study was conducted on 216 Romanian unemployed persons. The hypothetical and alternative models (partial and full mediation) were tested using structural equation modeling. Findings The results supported a total mediation between CSE and job search behaviour and a partial one in relationship with health complaints, via JSSE. As a post hoc decision, a brief meta-analysis was conducted for the relationship between CSE and job search behaviour which revealed a very small effect (r=0.07, p=0.001). This result complemented and certified the findings on the lack of a total and also a direct effect between CSE and job search behaviour. Originality/value JSSE seems to be an important motivational factor. Fuelled by CSE, JSSE enables proper job search behaviour and also promotes job seekers’ health. From a practical point of view, the data suggest that developing interventions to strengthen unemployed individuals’ personal resources such as CSE and, especially JSSE, could not only foster their employment but could also protect their health. Citation: Career Development International PubDate: 2018-05-17T08:55:56Z DOI: 10.1108/CDI-11-2017-0208
Abstract: Career Development International, Ahead of Print. Purpose The existence of disadvantaged sub-populations whose talents are under-leveraged is a problem faced by developing and developed countries alike. Life history data revealed that a large proportion of elite business leaders in the Caribbean emerged from childhood poverty (families subsisting on US$1-2 a day, 40 percent). The purpose of this paper is to examine the key factors supporting the career development of elite leaders from a broad socioeconomic spectrum and both genders in order to build a model of career development for elite leadership. Design/methodology/approach Data were collected via in-depth interviews from a deliberately gender-balanced sample of 39 male and 39 female elite business leaders. Thematic analysis identified consistencies across independent interviews and resulted in a model identifying factors supporting pre-career development as key to eventual attainment of elite leadership. Findings Findings indicated that in childhood and youth, proactivity plus talent recognition and mentoring by adults enhanced access to early developmental opportunities. Early career mentoring guided talented youth to build personal drive, self-esteem, altruism, and integrity, which created a foundation for developing career capital through values-based action. Altogether, these findings indicate the importance of pre-career relational capital to attainment of elite career success. Originality/value Difficult-to-access elite leaders provided rich information emphasizing the importance of pre-career development in childhood and youth to eventual elite leadership attainment. Virtually all of the elites in the sample remember being identified as talented early in life and consider early messages about drive to achieve as well as support received from parents, teachers, and other interested adults to be critical to their success. Hence, a process of talent recognition and encouragement to excel appear to be crucial for connecting young people to important relational capital allowing them to eventually achieve elite status, particularly those individuals hailing from disadvantaged backgrounds. Citation: Career Development International PubDate: 2018-05-17T08:53:16Z DOI: 10.1108/CDI-03-2017-0047
First page: 122 Abstract: Career Development International, Ahead of Print. 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. Citation: Career Development International PubDate: 2018-04-05T12:53:20Z DOI: 10.1108/CDI-09-2016-0155
First page: 145 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to discover the antecedents of intrapreneurship. Based on career construction theory and prior personality studies, this study examined the mediating effects of career adaptability on the relation between personality traits and intrapreneurship. Design/methodology/approach A cross-sectional survey was conducted using employees from four Korean companies. The hypothesized research model was tested with 473 data using structural equation modeling. The bootstrap procedure and the phantom model approach were also employed to thoroughly examine the indirect effects of personality traits on intrapreneurship via career adaptability. Findings The results demonstrated that career adaptability mediated the overall relation between personality traits and intrapreneurship. Career adaptability completely mediated the relation between intrapreneurship and both openness and conscientiousness from the Big Five personality dimensions. Regarding extraversion, the mediating effects of career adaptability were not supported by the results, but the direct effects were found to be significant. Practical implications These findings offer new insights into the intrapreneurial talents required of employees in organizations. The application of the identified direct or indirect impact of personality traits through career adaptability may help human resource managers to select and foster potential intrapreneurs and facilitate career coaches in understanding employees’ assets and obstacles in developing intrapreneurial competencies. Originality/value This is the first empirical study to explore the mechanism between personality traits and intrapreneurship by examining the mediating role of career adaptability in the workplace and thereby this study contributes to bridging the gap of different research domains between intrapreneurship and career adaptability. Citation: Career Development International PubDate: 2018-04-11T01:51:18Z DOI: 10.1108/CDI-02-2017-0046
First page: 163 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to examine gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel factors that influence this phenomenon. Design/methodology/approach A total of 21 in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis. Findings The findings show how the interplay of factors on macro, meso and micro levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta, the notions of female modesty and family honour and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women’s experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward. Originality/value This study stresses the interrelated nature of the multilevel factors that affect gender equality and highlights the important role of individual agency and resilience. Citation: Career Development International PubDate: 2018-04-23T10:33:31Z DOI: 10.1108/CDI-07-2017-0126
First page: 178 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to examine the effects of protean career orientation (PCO) and psychological capital (PsyCap) on well-being among knowledge workers. Design/methodology/approach The author adopted a two-wave cross-lagged design. In total, 518 knowledge workers at three enterprises in China were sampled to complete the Direnzo et al.’s (2015) Protean Career Orientation Questionnaire, Luthans et al.’s (2007) Psychological Capacity Questionnaire, and Ryff and Keyes’ (1995) Psychological Well-Being Scale. The main statistical methods involved descriptive statistics, structural equation modeling, and bootstrapping analysis. Findings The findings of the study were as follows: PCO positively predicted PsyCap among knowledge workers; both PCO and PsyCap positively contributed to knowledge workers’ well-being; and knowledge workers’ PsyCap partially mediated the relationship between their PCO and well-being. Originality/value Rare empirical studies were conducted on the relationship between PCO and psychological well-being. The previous findings are inconsistent on whether PCO is an antecedent of PsyCap, or PsyCap is an antecedent of PCO. The author conducted a cross-lagged survey to examine the above relationships; to certain extent, the present study addresses the research gap and contributes to the burgeoning literature. Citation: Career Development International PubDate: 2018-04-05T12:47:57Z DOI: 10.1108/CDI-07-2017-0132
First page: 197 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to provide a boundary-focused analysis of career patterns in Greek public education. Design/methodology/approach A descriptive, interpretive design from the naturalistic paradigm was chosen for the study, based on narratives of 27 public education employees who used decision-making models for outlining their career plans. Findings This study depicted career-related boundaries and intentions of employees to develop their career within their domain or crossing particular boundaries, namely, the public-private boundary, the public education to higher education boundary, the occupational and other less salient boundaries. Research limitations/implications The delimitation of the study on public education employees studying for a postgraduate diploma might limit the scope of inter-occupational mobility. Practical implications This study highlights the subject of the first degree as the most critical determinant of career development, and identifies the role of structural constraints, especially of promotion systems, in “bounding” graduate careers. Originality/value This study developed a typology of career paths of public education employees and associated them with the identification of two main employee profiles, related to the subject of their first degree. Citation: Career Development International PubDate: 2018-04-18T01:38:00Z DOI: 10.1108/CDI-12-2016-0241
First page: 212 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to examine how age norms influence the relationship between individual differences, job attitudes, and intentions to pursue career transitions for midlife adults (aged 35 and above). The authors hypothesized that the effects of individual difference variables (i.e. resilience and reframing abilities) on career change intentions in addition to the effects of job attitude (i.e. commitment) on such intentions are moderated by career youth norms (CYN) which the authors defined as perceptions that the typical worker in a career field is younger than midlife. Design/methodology/approach In all, 206 people comprised the sample which was derived from an online survey. Moderated regression analysis was used to assess the extent to which age norms operated as a moderator of proposed relationships. Control variables were included based on prior research findings. Findings Findings demonstrated that age norms operate as a significant moderator for midlife adults. Specifically, the relationships between resilience, reframing, and commitment on intentions to pursue alternative careers are moderated by CYNs. Research limitations/implications Data were collected from a single source and assessed behavioral intentions in place of actual career change choice. Future research should derive data from multiple sources and assess behavior beyond intentions. Practical implications Industry leaders’ stereotypes about the appropriate ages for specific occupations or professions may impact the psychological mobility of midlife workers. Managers may wish to highlight midlife workers with particular skills (e.g. technological savvy), examine recruitment advertising for language that emphasizes youth, and invest in resilience training for aging workers. Originality/value Research examining careers at midlife and beyond has extensively discussed age discrimination and stereotypes as potential barriers to professional or occupational change. However, few studies have investigated how age norms and the comparisons people make between themselves and those they believe are occupying the jobs they desire may also pose barriers to career transition. Citation: Career Development International PubDate: 2018-04-26T08:46:41Z DOI: 10.1108/CDI-06-2017-0110
Hybrid journal (It can contain Open Access articles)
[341 journals]
