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Authors:Alex Maritz, Bronwyn Eager, Saskia De Klerk Pages: 3 - 14 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 3-14, April 2021. Not only do Australian mature-aged entrepreneurs contribute $11.9 billion per annum to the Australian economy in over 379,000 businesses, they launch approximately 14,000 new businesses each year and actively contribute to fiscal, social, health, and active ageing outcomes in their communities. Thirty-four per cent of all young businesses in Australia are now led by mature-aged entrepreneurs, identifying mature-aged entrepreneurship as the fastest growing sector of entrepreneurship. This study is the first of its kind to examine mature-aged entrepreneurship in Australia using five pragmatic and embedded case-study examples. Aligning to Cartensen's sociomotional selection theory, we adopted an interpretivist philosphical framework of emergent enquiry action research. The paper includes benefits and challenges associated with mature-aged entrepreneurship, including contextual and theoretical foundations. We provide policy and research recommendations to enhance the development of a dedicated entrepreneurial ecosystem for mature-aged people. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:37Z DOI: 10.1177/1038416220978971 Issue No:Vol. 30, No. 1 (2021)
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Authors:Charles P. Chen, Zimo Zhou Pages: 15 - 23 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 15-23, April 2021. In an era of rapid development, the world is showing greater openness towards diversity and inclusiveness. There is also an increasing amount of career-related research that has shed light on the LGBTQ+ population. Still, the literature reports many career issues that concern young LGBTQ+ individuals. The current article aimed to highlight the contributing issues that might impact young LGBTQ+ groups’ career development, mental health, and well-being – in particular, the issues of workplace hostility, the costs of self-identity disclosure, self-identity confusion, and inadequate career counselling and guidance services. These issues are discussed through the lens of three major career theories: Super’s life-span, life-space theory, Gottfredson’s circumscription and compromise theory, and Krumboltz’s social learning theory. The aim was to equip career counsellors with a better understanding of the challenges facing LGBTQ+ youth and to suggest potentially useful interventions. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:34Z DOI: 10.1177/1038416220978977 Issue No:Vol. 30, No. 1 (2021)
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Authors:Isai Amutan Krishnan, Selvajothi Ramalingam, Narentheren Kaliappen, Sathiswaran Uthamaputhran, Puspalata C Suppiah, Geraldine De Mello, Sheela Paramasivam Pages: 24 - 32 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 24-32, April 2021. The purpose of this qualitative study was to investigate the words and phrases used by student graduates in job interviews. Twenty-Seven Malaysian graduates participated in the study. “How to face challenges” was the focal theme chosen for analysis of the data. The findings indicated that successful interviewees covered six out of seven important employability skills, while interviewees on the reserve list covered only four of the employability skills, and the unsuccessful interviewees covered only three of the seven skills. Successful interviewees were deemed able to portray high level proficiency by using the most salient words and phrases to express their employability skills in the interviews. It is expected that this study will encourage current undergraduates to develop high level language proficiency regarding their employability and foster training in this area by educational institutions so as to benefit their students. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:36Z DOI: 10.1177/1038416220980425 Issue No:Vol. 30, No. 1 (2021)
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Authors:Michael Butson, John Tower, Eric C Schwarz Pages: 33 - 42 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 33-42, April 2021. Employee turnover is the loss of talent in the workforce. High employee turnover is expensive and disruptive. Young employees are more likely to leave one job for a better one and are often less attached to an organisation while they are completing their education. The aquatics industry has been described as being in a crisis, experiencing unprecedented levels of turnover amongst lifeguards. A first important step is to understand the reasons for turnover amongst lifeguards. This study utilised semi-structured interviews with aquatic and recreation centre managers (N = 16; 69% female) to explore their insights about lifeguard turnover. A deductive content analysis determined that lifeguards leave their current position for four main reasons: lifeguarding being a temporary position, a negative working environment, pursuing employment in a higher paying lifeguard position and location. Consequently, centre managers need to consider short and long-term strategies to retain lifeguards. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:30Z DOI: 10.1177/1038416220983489 Issue No:Vol. 30, No. 1 (2021)
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Authors:Jane Oorschot, Gianna Moscardo, Anna Blackman Pages: 43 - 54 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 43-54, April 2021. This study explores the relationship between leadership style and psychological contract dimensions. The literature suggests that leaders in general and leadership style in particular can influence the psychological contracts of employees. Currently, there is no research as to how leaders perceive such contracts. This qualitative study presents the interview findings of twenty-three leaders working in public and private sector organisations. Differences were found between neutral and transformational leaders. Neutral leaders had a more transactional psychological contract, whereas the transformational leaders had a more relational psychological contract. This study adds to the literature as there is no current framework that considers the relationship between leadership styles with the psychological contract. Overall, the results indicate differences in psychological contract perceptions for different leadership styles. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:31Z DOI: 10.1177/1038416220983483 Issue No:Vol. 30, No. 1 (2021)
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Authors:Charles P Chen, Komila Jagtiani Pages: 55 - 63 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 55-63, April 2021. It is generally assumed that visible actors in the performing arts industry maintain overall wellness despite the knowledge that an actor’s life is often characterized by instability. While an actor’s performance is often critiqued subjectively and critically, the variety of occupational risks associated with an actor’s well-being is less closely examined. Prior research suggests those working within the acting profession experience significant levels of distress. As a result, this article, first, aims to address the issues confronting the actor, in particular, anxiety associated with erratic employment, vulnerability to adverse working conditions, and conflict in identity owing to the impact of acting coupled with the effect of economic insecurity. Second, the paper follows with a consideration of key counselling theories to help strengthen this diverse group’s personal well-being and career prospects. By examining counselling interventions, the application of these theories can allow actors to develop optimally in acting industries worldwide. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:25Z DOI: 10.1177/1038416220983945 Issue No:Vol. 30, No. 1 (2021)
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Authors:Gözde Şensoy, Diğdem M. Siyez, Serhat Kalen Pages: 64 - 71 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 64-71, April 2021. Young adults pursue a career path in the face of many barriers, such as financial worries and parental influences. Engaging in occupational behaviours enables them to know themselves and the world better, and also provides them with opportunities to have experiences that help them decide on a career. This study adapts the Occupational Engagement Scale-Student (OES-S) into Turkish and examines its psychometric properties in a university sample. Participants consisted of 304 university students (149 females and 155 males). Confirmatory factor analysis confirmed the original unidimensional factor structure of the OES-S. For discriminant and concurrent validity, significant relationships were found between the OES-S and subscales of the Career Decision Scale. The internal consistency coefficient (Cronbach’s alpha) was .80. The results indicated that the OES-S could be considered as a valid and reliable tool to measure the occupational engagement of young adults. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:27Z DOI: 10.1177/1038416220986557 Issue No:Vol. 30, No. 1 (2021)
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Authors:Geraldine De Mello, Isai Amutan Krishnan, Nalini Arumugam, Mohammad Nor Afandi bin Ibrahim, Misyana Susanti Husin Ma’mor, Selvajothi Ramalingam Pages: 72 - 79 Abstract: Australian Journal of Career Development, Volume 30, Issue 1, Page 72-79, April 2021. This study applied a “moves analysis” approach to examine job application letters written by 25 Malaysian graduates obtained from an outsourcing organisation in Kuala Lumpur, Malaysia. The letters were analysed as to whether they adhered to the seven aspects of the “moves structure” used to analyse job applications (i.e. establishing credentials, introducing candidate, detailing advantages, enclosing relevant documents, ending appropriately, offering incentives, and using pressure tactics). Additionally, interviews were held with five human resource managers from five different organisations. From the interviews, the managers emphasised that it was important that job application letters should contain at least five of the seven moves from the framework. The findings obtained revealed that Malaysian graduates employed five out of the seven strategies from the moves structure and had covered the basic format of the job application letter. Most applicants omitted Move 5 (using pressure tactics), but the findings suggest that this variation did not hinder the communicative purpose of the letters. Citation: Australian Journal of Career Development PubDate: 2021-03-24T10:10:33Z DOI: 10.1177/1038416221994208 Issue No:Vol. 30, No. 1 (2021)
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