 Subjects -> OCCUPATIONS AND CAREERS (Total: 33 journals)
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- Unraveling psychological processes underlying (un)realized work-to-work
transitions: a qualitative study-
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Authors: Roosmarij Clercx, Ans De Vos, Sofie Jacobs
Abstract: The purpose of this paper is to enhance our understanding of the complexity and dynamics of voluntary work-to-work transitions by including both realized and non-realized transitions. We approach career transitions as a process starting with the desire to make a transition and ending after the (lack of) realization of the transition. We aim to enhance our understanding of how psychological processes during the transition phase result in realized or unrealized transitions. A retrospective qualitative study was set up, gathering interview data from 38 employees reporting on 103 (un)realized transitions. Using a codebook approach, the analysis resulted in four types of career transition processes. Relying on conservation of resources theory, career inaction theory and self-regulation theory, we enhance our understanding of how cognitive, motivational, emotional and behavioral processes during the transition phase result in realized or unrealized transitions over time. By taking a process perspective, including both realized and unrealized transitions, we advance our understanding of the complexity and dynamics of contemporary career transitions. We provide novel insights by integrating elements from different theoretical perspectives, including cognitive processes as well as behavioral, motivational and emotional factors, leading to a more comprehensive understanding of career transitions.
Citation: Career Development International
PubDate: 2025-06-27
DOI: 10.1108/CDI-01-2024-0029
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Beyond the call of duty: exploring early career nurses’
mobility ambitions and commitment in the face of workplace challenges-
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Authors: Rahul Sivarajan, Aparna M. Varma
Abstract: This study aims to explore the complex relationship between early career nurses’ organizational commitment and their career mobility intentions, with a focus on the crucial role of family and external support. Additionally, it examines how nurses cope with increased job demands and psychological contract breaches from a work-home resources model perspective. Using the Work–Home Resources model as a guiding framework, this study employs a phenomenological approach to explore nurses’ lived experiences. In-depth qualitative interviews provided rich insights into how they manage professional demands while navigating their psychological contracts. Excessive job demands led to resource depletion and psychological contract breaches among nurses. In navigating these challenges, nurses engaged in sensemaking to balance external pressures with personal resources, showing varied commitment styles – from caregiving-driven dedication to pragmatic career focus. Family support played a crucial role, fostering problem-focused coping and supporting mobility aspirations. By integrating psychological contract breaches experienced by nurses via the work-home resources model framework, this research addresses calls to understand how psychological contracts change over time. It advocates for a holistic, yet tailored approach to nurse mobility, retention and satisfaction, offering valuable contributions to the field of healthcare management.
Citation: Career Development International
PubDate: 2025-06-27
DOI: 10.1108/CDI-07-2024-0334
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Turning points and routines in careers: a phenomenological study on the
sustainability of career patterns and processes among home-care nurses
 Open Access Article-
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Authors: Ellen Peeters, Marianne Wooning, Marjolein C.J. Caniëls, Judith H. Semeijn
Abstract: This study explores the sustainability of nurses’ careers. Therefore, this study considers the Careership Theory’s periods of stability and turning points in light of the career sustainability dimensions, person, context, and time, throughout nurses’ careers. Semi-structured interviews with 17 home-care nurses were analysed through a phenomenological approach with contextualised thematic analyses of the in-depth narratives and visualisations of life diagrams. The diagrams consisted of three types of turning points presented by Careership Theory: structural, forced, and self-initiated, and the following routines in the careers of home-care nurses: confirmatory, contradictory, socialising, dislocating, and evolutionary routines. Turning points did not always trigger change during careers, and contradictory and dislocating routines were found to be sustained for extended periods while these nurses remained happy, felt healthy and productive, provoking a discussion regarding sustainable careers. This study combines the psychological person-centred lens of sustainable careers with the context-centred sociological lens of the careership theory against the shared systemic and dynamic background by deepening our understanding of the relationship between individual agency and contextual structures. It finds that individuals can maintain seemingly “unhealthy” career routines while feeling satisfied, adding complexity to our understanding of sustainable career indicators. Additionally, the consistency individuals exhibit in their careers highlights the importance of intra-personal dynamics, enriching the careership theory.
Citation: Career Development International
PubDate: 2025-06-23
DOI: 10.1108/CDI-06-2024-0275
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Supervisor career future time perspective and employee career commitment:
the roles of team goal orientation and knowledge sharing-
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Authors: Shenyang Hai, In-Jo Park
Abstract: To extend the career commitment literature, we theorize and investigate how and when supervisor career future time perspective shapes employee career commitment. To test our assumptions, we examined these relationships through a multi-wave survey of 261 supervisor-subordinate dyads. Supervisor career future time perspective positively impacted employee career commitment through team learning goal orientation and team performance goal orientation. Further, team knowledge sharing served as a crucial boundary condition that strengthened the effect of supervisor career future time perspective on employee career commitment via team performance goal orientation. This study expands the understanding of employee career commitment by developing a comprehensive model that addresses how and when supervisor career future time perspective shapes employee career commitment. Furthermore, our study introduces team goal orientation as the key mechanism and team knowledge sharing as the crucial boundary condition that bridges the linkages and thoroughly investigates the motivational effects of supervisors’ career-related orientation on employee outcomes.
Citation: Career Development International
PubDate: 2025-06-23
DOI: 10.1108/CDI-07-2024-0311
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Protean career orientation as a compass for career development in the
digital age-
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Authors: Nicolas Bazine, Adalgisa Battistelli, Marie-Christine Lagabrielle
Abstract: Drawing on the digital educational context (DEC) (Bazine and Fréour, 2024) and the protean career framework (Hall et al., 2018), this study aimed to analyze how protean career orientation (PCO) influences career behaviors through the DEC and Learning behaviors with technologies (LBT). We used time-lagged structural equation modeling among young students making the transition from school to work (N = 204). Results showed that PCO improved career behaviors through digital education and LBT. Given the scant attention paid to the impact of context in the school-to-work transition (STWT), this study highlights the critical role of educational context and reveals that individual orientation can shape perceptions of the DEC. The study therefore builds on the literature on decent education, protean careers and technological context and provides insights for the STWT of university students in the digital age.
Citation: Career Development International
PubDate: 2025-06-17
DOI: 10.1108/CDI-03-2024-0125
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Be engaged in work, don’t feel work stress! The interaction effects of
daily positive affect and supervisor calling-
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Authors: In-Jo Park, Shenyang Hai, Xiaolin Zhang
Abstract: This study investigates how supervisors’ calling moderates the effect of daily positive affect on employees’ daily attitudinal outcomes in the hospitality industry, in which employees closely work with their supervisors. To test our hypotheses, data were collected from 244 frontline employees over 14 consecutive workdays using the experience sampling method. The results of the multi-level analysis indicate that both employees’ daily positive affect and supervisors’ calling enhance employees’ daily work engagement and reduce their daily job stress. Furthermore, supervisors’ calling strengthens the negative effect of daily positive affect on daily job stress. The current study underlines the critical role of supervisors’ calling and daily positive affect in influencing frontline employees’ job attitudes, offering new practical insights into supervisors’ role in improving frontline employees’ work engagement and relieving their job stress on a daily basis.
Citation: Career Development International
PubDate: 2025-06-11
DOI: 10.1108/CDI-09-2024-0413
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Precarious manhood and abusive supervision: defining the relationship
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Authors: Keaton A. Fletcher, Allison J. Kom, Trevor M. Spoelma
Abstract: Precarious manhood beliefs (PMBs) are related to myriad consequences for those who endorse them; however, little is known about their impact in the workplace. We draw from the theory of precarious manhood to understand the effects of PMBs on engaging in and endorsing abusive supervision. We tested our predictions across two studies, using hierarchical regression. In our vignette-based study (Study 1; N = 201), we explored alternative mechanisms (i.e. affect, beliefs around social structures), and in our time-lagged self-report study (Study 2; N = 142), we explored how interpersonal conflict strengthens these relationships. In both studies, PMBs were positively related to abusive supervision for men, but not women. In Study 2, PMBs were only related to abusive supervision for men when interpersonal conflict was high. Our study extends precarious manhood theory by exploring the implications of holding such beliefs in the workplace and the competing explanatory mechanisms and boundary conditions of this relationship. We find PMBs can manifest as abusive supervision, particularly for men, and particularly in situations with high levels of interpersonal conflict. This suggests a need to further explore PMBs in the workplace, particularly those with high levels of interpersonal stressors, and to intervene to minimize PMBs in the workplace and their impact on careers.
Citation: Career Development International
PubDate: 2025-05-26
DOI: 10.1108/CDI-11-2024-0502
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Investigating the mediating role of career aptitude on the career path
of international students-
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Authors: Jihye Oh, Myungjung Shim, Sehoon Kim
Abstract: This study examines how career transition resources and career aptitude shape international students’ career decisions during their pre-decisional stage. Grounded in social cognitive career theory (SCCT) and transition theory, we explore how career aptitude mediates the challenges and adjustments faced by international students in a foreign country. A two-wave survey (N = 319) at a US public university was conducted. International students’ experiences were analyzed using structural equation modeling (SEM) to examine the direct and indirect effects. Results indicated that perceived career opportunities (PCOs) were significantly related to both career aptitude and intention to remain abroad. Cultural adjustment was a significant predictor of self-efficacy and intention to remain abroad, while protean career attitude predicted only career aptitude. Outcome expectations fully mediated the relationship between resources and the intention to stay abroad, whereas self-efficacy did not mediate the relationship. Given the increasing attention towards international students and their impact on the global labor market, this study points out how to enhance their career experiences in a host country and their readiness to work as a global talent after graduation.
Citation: Career Development International
PubDate: 2025-05-19
DOI: 10.1108/CDI-12-2023-0426
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Plural masculinities at work: generational cohorts, organizational culture
and men’s work–life choices
Open Access Article-
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Authors: Filomena Riemma, Davide de Gennaro, Filomena Buonocore, Maria Carmela Annosi
Abstract: This study explores how different conceptions of masculinity – ranging from traditional breadwinner models to more egalitarian frameworks – influence men’s engagement with work–life balance policies. It examines how generational differences intersect with supervisory attitudes and organizational culture in shaping men’s decisions to use family friendly policies. A qualitative research design was adopted, involving semi-structured interviews with 45 men from three generational cohorts: Baby Boomers, Generation X and Millennials/Generation Z. The study applied an iterative, inductive analysis to explore how masculinities are expressed and negotiated in relation to work–life practices. The analysis identifies three core themes: (1) masculinity continuum (traditional vs evolving), (2) supervisory and cultural norms and (3) internal conflict (career prioritization vs family engagement). Older participants tended to align with hegemonic masculinity and avoid policy use, while younger men embraced more egalitarian models. Leadership and workplace norms played a central role in reinforcing or challenging gendered expectations around work–life engagement. Organizations should move beyond policy availability and foster inclusive cultures where men feel supported in reconciling work and family roles. Supervisors play a crucial role in modeling alternative masculinities and legitimizing the use of family friendly policies, particularly in contexts where traditional norms persist. This study contributes to work–family literature by integrating Connell’s theory of multiple masculinities with empirical insights on generational dynamics and organizational influence. It highlights how identity, leadership and culture interact to shape men’s engagement with work–life practices – an area often overlooked in both gender and organizational research.
Citation: Career Development International
PubDate: 2025-05-12
DOI: 10.1108/CDI-11-2024-0501
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Performance in the spotlight: the effect of high-profile career debut
performance on objective career success-
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Authors: Liang Meng, Dandan Li, Haifeng Wang
Abstract: A high-profile career debut refers to one’s first prominent and publicly visible appearance in their career, characterized by varying levels of performance across individuals. Despite its significance, particularly in professions that attract widespread public attention, there is little empirical evidence on its impact on career trajectories. Adopting the path dependency perspective, this study explores the relationship between high-profile career debut performance and objective career success. An archival study was conducted on male professional tennis players who once competed in Grand Slam tournaments (N = 327) during a specific time period. The results reveal a “high-profile career debut effect,” indicating that performance during a high-profile career debut is positively associated with objective career success. This effect is particularly pronounced for male players who debuted at a younger age. Additionally, a supplementary archival study of scholars affiliated with top business schools further corroborates the main findings. Practitioners, especially those in publicly visible and well-documented careers, are advised to excel at key career landmarks. This is especially important for those who achieve such milestones at a young age. This study pioneers the exploration of a high-profile career debut as a critical career landmark, identifying the path dependency effect of performance during such debuts on future objective career success and delineating boundary conditions for specific populations.
Citation: Career Development International
PubDate: 2025-05-09
DOI: 10.1108/CDI-05-2024-0206
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- How to engage and retain employed students
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Authors: Huda Masood, Allan Grogan, Christopher Chan
Abstract: Our study aims to examine how polychronicity (or individuals’ preference for multitasking) and cognitive crafting (or mental reappraisal of one’s job scope) relate to job satisfaction while mitigating turnover intentions among employed students. A total of 204 employed students at a publicly funded university in the US completed surveys with a four-week time interval between two time points. Data were analyzed using structural equation modeling (SEM). Our analysis revealed a direct relationship between polychronicity and cognitive crafting. We further confirmed cognitive crafting as a significant mediator between polychronicity and job satisfaction. The mediation relation was also significant between polychronicity and turnover intentions. Interestingly, we found no significant direct relationship between polychronicity and job satisfaction or turnover intentions, likely due to the job nature. Employed students often accept precarious and casualized jobs. It is important for these students to acquire more than just their wages from these roles. Managers can promote both multitasking and cognitive crafting through job designs that complement student preferences. Implications and recommendations are discussed. By examining polychronicity as an antecedent to cognitive crafting, we extend the temporal characteristics of the job crafting literature. We further advance the limited and sparse scholarship on the student workforce.
Citation: Career Development International
PubDate: 2025-05-06
DOI: 10.1108/CDI-05-2024-0193
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Homefront fuel for career growth: the role of career crafting and
work–life balance-
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Authors: Xiaolin Ge, Lei Gao, Rui Xiong, Qing Zhang, Haibo Yu
Abstract: In the evolving landscape of work, individuals are transitioning from relying on employers to self-manage their careers in pursuit of progression and growth. This study aims to advance the understanding of career growth by identifying family motivation as a crucial antecedent. Drawing upon the wise proactivity perspective, we examine how family motivation influences career growth through the mediating role of career crafting, with work–family balance serving as a moderator. A three-wave survey involving 244 employees in China was conducted to test hypotheses using hierarchical regression in SPSS 26.0 and Mplus 8. The results indicate that family motivation positively influences career growth through the mediating role of career crafting, with the effects amplified under high work–family balance. Organizations can promote career growth by enhancing work–family balance through flexible work arrangements, improved welfare policies, and relevant training programs. For employees, understanding and leveraging family motivation can encourage proactive career crafting and reflection, enabling individuals to align professional goals with family focused values. By fostering this alignment, the study offers insights into achieving sustained career growth while supporting individual and organizational development. This study clarifies the mediating mechanism from family motivation to career growth from the wise proactivity perspective, thereby expanding the literature on career crafting. Also, it extends the wise proactivity perspective into the family and career domains, enriching research on the antecedents of career growth.
Citation: Career Development International
PubDate: 2025-05-06
DOI: 10.1108/CDI-01-2024-0007
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- A longitudinal person-centered investigation of the multidimensional
nature of employees’ individual orientations-
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Authors: Nicolas Gillet, Tiphaine Huyghebaert-Zouaghi
Abstract: This person-centered investigation seeks to understand the main configurations taken by four critical personal characteristics (i.e. personal life orientation, family orientation, commitment to organizational career and work centrality) among distinct profiles of workers. We also aimed to investigate the longitudinal stability of these profiles and of their relations with a series of outcomes (i.e. family-to-work enrichment and conflict, work-to-family enrichment and conflict, organizational citizenship behaviors directed toward the organization and substance use at work). We capitalized on a sample of 415 workers who completed the same set of measures twice across a time interval of three months. Our results revealed five profiles: Oriented Toward Personal Interests, Highly Family-Oriented, Work-Centered, Normative and Moderately Family-Oriented. These profiles displayed a moderate to high level of stability over time. All outcomes also differed across profiles, with the more adaptive outcomes being associated with the Highly Family-Oriented profile. The person-centered approach adopted in this study highlights the importance of this joint consideration of various personal characteristics to better understand the combinations of these characteristics and thus provide a more realistic reflection of the reality.
Citation: Career Development International
PubDate: 2025-04-29
DOI: 10.1108/CDI-05-2024-0212
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Promoting sustainable career development via organisational support:
autoethnographic insights from a late diagnosed autistic practitioner-
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Authors: Emma Lennox
Abstract: This practitioner insights essay shares the lived experience of the author’s diagnosis of autism spectrum disorder (ASD) in adulthood, with the aim of raising awareness of the barriers to workplace inclusion often faced by late-diagnosed ASD employees, offering practical strategies for organisations to consider regarding equitable, sustainable career development. The author adopts an autoethnographic approach to share their lived experience. A diagnosis of ASD in adulthood can have a profound effect on an individual, including how they process their new identity, reconceptualise memories and adjust within work environments. To ensure such individuals can flourish in their careers, organisations should offer support tailored to each person that is easy to access, serving the dual purpose of also raising awareness of the multitude of ways autism can present in adulthood. Strategies to enable autistic workers to flourish include awareness-raising and education in workplace environments, individualised accommodations and neuroinclusive workplace policies and practices. This essay contributes original insights based on the lived experience of a late-diagnosed autistic in workplace environments, providing practical examples and recommendations for organisations and managers to build autistic employee confidence and promote their career sustainability.
Citation: Career Development International
PubDate: 2025-04-17
DOI: 10.1108/CDI-02-2025-0057
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Unlocking the effects of joyous exploration and deprivation
sensitivity on employees’ job crafting behavior: a moderating and
mediating mechanism-
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Authors: Aqsa Jaleel, Sajeela Rabbani, Muhammad Sarmad
Abstract: This research study examine the effects of workplace curiosity’s major dimensions (joyous exploration and deprivation sensitivity) on job crafting under the application of self-determination theory. The proposed relationship is further analyzed through the mediating role of flow at work and emotional demand as a moderator in a unique context. In total, 443 nurses serving in public sector hospitals across major cities of Pakistan were targeted to participate in the study, conducted over three time lags through questionnaires. The responses were analyzed using the structural equation modeling technique in SMART-PLS 4.0. The results indicated that both dimensions of workplace curiosity affect job crafting through the mediating role of flow at work. Furthermore, emotional demand moderated the relationship between joyous exploration and flow at work. Using the lens of self-determination theory, this study provides empirical evidence of the relationship between workplace curiosity dimensions and job-crafting behavior, as per context. The study establishes the unique mediating role of flow at work between the said relationship. Finally, the study provides exceptional evidence for the role of emotional demand as an important boundary condition for the effects of joyous exploration and flow at work to augment nurses' performance in the workplace.
Citation: Career Development International
PubDate: 2025-04-15
DOI: 10.1108/CDI-11-2023-0412
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Fostering sustainable career narratives with neurodivergent clients:
introducing the Cluster Approach to the Development of Identity (CADI)-
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Authors: Lucy Terina Sattler
Abstract: This essay demonstrates how the Cluster Approach to the Development of Identity (CADI) can support career practitioners in fostering sustainable career narratives with neurodivergent clients. A qualitative methodology was employed, combining autoethnographic reflections as a neurodivergent framework developer with a detailed case study of a practitioner supporting a neurodivergent client. The approach undertaken aligns with the nothing about us, without us (also referred to as nothing without us) principle, supporting a growing recognition that listening to and incorporating neurodivergent perspectives is essential in developing effective career development practices. The CADI approach can enrich career development by enabling neurodivergent clients to (1) identify sustainable ways of working that align with their preferences and capabilities; (2) challenge limiting stereotypes through a structured exploration of work environments and values and (3) develop adaptable career narratives. Career development practitioners gain specific insights into using the CADI framework to support neurodivergent clients toward career exploration and the construction of meaningful career narratives. In doing so, practitioners can move beyond interest-matching to consider work preferences, environments and values in supporting sustainable career development. This essay draws on a combination of practitioner insights and the author’s lived experience to offer a unique perspective on delivering neurodiversity-affirming career development for enabling neurodivergent clients to thrive within and contribute to an inclusive and sustainable career ecosystem.
Citation: Career Development International
PubDate: 2025-04-01
DOI: 10.1108/CDI-01-2025-0043
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Fostering calling in the leader–member exchange: individual and
team-level effects
Open Access Article-
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Authors: Sophie Gerdel, Sabine Bergner, Michelangelo Vianello
Abstract: Career calling is an individual orientation that leads people to see work as central to their identity, as a source of passion and as a way to find purpose in life. This study’s aim is to examine antecedents of calling and how organizations can foster it. Doing so is important as those who feel called toward a job transcend themselves, which results in a number of desirable outcomes for both individuals and organizations. We collected online data in a sample of 157 leaders and 656 employees working for Italian organizations and analyzed it using multilevel structural equation modeling. We found multilevel evidence that employees’ calling is fostered by their leaders’ calling through the means of supervisor support and high-quality leader–member exchange. A cross-sectional design limits the interpretation of mediation effects. Future longitudinal studies should explore the role of group dynamics in the emergence of calling and its positive and negative outcomes. This study is among the first to demonstrate the role of leaders in developing employees’ calling and the only study currently available that finds support for the existence of calling in group dynamics.
Citation: Career Development International
PubDate: 2025-03-25
DOI: 10.1108/CDI-12-2023-0446
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Enablers and drivers of contemporary careers: a qualitative inquiry
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Authors: Breanna Franklin, Desmond Tutu Ayentimi
Abstract: Contemporary careers are characterised by subjective career success and offer new insights into changes in the psychological contract and increased employee mobility. This paper delved into boundaryless and protean career orientations through the lens of Self-Determination Theory to understand the contextual factors that influence a shift towards such contemporary careers. The paper utilised an exploratory qualitative research design aligned with an interpretivist stance using in-depth face-to face interviews to provide a nuanced understanding of contemporary careers. The study found a sense of fulfilment, the desire for continuous learning and need for stimulation as the key individual drivers reinforcing the shift towards contemporary careers. Social capital and networking, managerial support, mentorship, sponsorship and job crafting behaviours were found to be essential in helping individuals navigate contemporary career shifts. The findings offer theoretical and practical implications for both individuals and organisations, essential in managing the increasing rate of career mobility and skill labour shortage in today’s turbulent labour market environment. The paper offers an in-depth understanding of why individuals are motivated to make certain career transitions and what underpinning enablers and drivers support an individual pursuit of career self-direction.
Citation: Career Development International
PubDate: 2025-03-17
DOI: 10.1108/CDI-04-2024-0187
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- From family to fortune: the dual impact of family-friendly policies and
ethical work climate on employee career success-
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Authors: Yasir Mansoor Kundi, Zeeshan Hamid, Bilqees Ghani, Usman Kaiser
Abstract: This study examines how and when family-friendly policies influence employee subjective career success in terms of work–home enrichment, perceived career success and work–home interference. Pakistani employees (n = 369) working full-time in multiple organizations participated in this study. Structural equation modeling in Mplus 8.3 was utilized to test the hypotheses. The results demonstrate that family-friendly policies foster work–home enrichment and perceived career success while reducing work–home interference. Furthermore, the findings suggest that an ethical work climate, in conjuction with family-friendly policies, leads to positive outcomes regarding employees’ subjective career success. Based on the broaden-and-build theory, the authors provide new theoretical insights into how and when family-friendly policies affect subjective career success in terms of work–home enrichment, perceived career success and work–home interference. They also identify new boundary conditions (i.e. ethical work climate) that moderate the effect of family-friendly policies’ effect on subjective career success.
Citation: Career Development International
PubDate: 2025-03-07
DOI: 10.1108/CDI-04-2024-0147
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Career empowerment: a qualitative exploratory investigation of perceived
career control
Open Access Article-
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Authors: Mirit K. Grabarski, Hina Kalyal, Alison M. Konrad, Maria Mouratidou, DuckJung Shin, Sherry E. Sullivan
Abstract: The purpose of this study was to explore how individuals perceive control over their careers. While careers are increasingly understood to be agentic, agency and control are often assumed rather than explicitly conceptualized. Therefore, there is a need to investigate how people perceive the control they have in order to better understand the role of agency and subjective control in career-related behaviors. Qualitative, semi-structured interviews were conducted with 31 participants from diverse occupations and demographics (e.g. age and gender). The data were analyzed using thematic analysis. We identified seven unique themes, namely autonomy, impact, meaning, competence, clarity, growth and support. This qualitative study provides a detailed exploration of perceived career control, which we then label “career empowerment.” The findings can improve our understanding of career-related behaviors and outcomes. Practical implications pertain to career counseling and organizational support for individuals in achieving their career goals. While existing career theories predominantly focus on proactive career behaviors and capabilities, the concept of perceived career control as preceding proactivity encourages future research into the full spectrum of active and passive behaviors.
Citation: Career Development International
PubDate: 2025-03-05
DOI: 10.1108/CDI-09-2023-0312
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Organisational career growth and work engagement: a moderated mediated
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Authors: Samuel Essien Okon, Olamitunji Dakare, Godbless Onoriode Akaighe, Sulaimon Olanrewaju Adebiyi
Abstract: Drawing from the conservation of resources theory and organisational justice theory, this study examined the direct and indirect (via career resilience) effects of organisational career growth on work engagement. We further examined the boundary condition of procedure justice in the relationship between organisational career growth, career resilience and work engagement. We employed time-lagged data collected in three waves from 431 employees working in the public health sector. Hierarchical regression analysis and Hayes Process Macro were used to test the study hypotheses. The findings revealed that organisational career growth has a significant positive direct and indirect influence on work engagement in the presence of career resilience. Also, the boundary condition of procedural justice was significant for employees who perceived procedural justice to be high as opposed to low. Organisational career growth has a positive influence on employee work engagement. Therefore, public health organisations need to prioritise employee career growth by creating an enabling environment that will help employees' career prospects and mitigate employees’ perception of low procedural justice. The originality of this study is in empirically establishing career resilience as an underlying mechanism in the relationship between organisational career growth and work engagement while considering the interactive effect of procedural justice. Additionally, the originality of this paper is demonstrated by empirically establishing that a perceived high level of procedural justice helps healthcare employees improve their work engagement, thus deepening our understanding of work engagement amongst health professionals.
Citation: Career Development International
PubDate: 2025-02-26
DOI: 10.1108/CDI-05-2024-0228
Issue No: Vol. ahead-of-print, No. ahead-of-print (2025)
- Publisher’s Note
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Publisher’s Note
Career Development International, Vol. 30, No. 3, pp.237-238Career Development International2025-05-22
DOI: 10.1108/CDI-06-2025-503
Issue No: Vol. 30, No. 3 (2025)
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