The research conducted aimed to analyze the attitudes of human resource professionals towards managing their careers. The attitudes of protean and boundaryless careers were investigated, and the extent to which sociodemographic factors, such as salary, gender and academic degree, influence these attitudes. A total of 732 human resources professionals working as employees in private companies in Portugal participated in the study. The methodology involved a non-probabilistic convenience sampling approach, with a detailed survey covering dimensions like self-managed career attitudes, values-driven career attitudes, boundaryless career attitudes and mobility facilitating career attitudes. The results show that most professionals have protean and boundaryless career attitudes. Other research findings show that: (1) those with higher salaries have higher levels of protean and boundaryless career attitudes; (2) male professionals and (3) those with higher education show a higher prevalence of protean and boundaryless attitudes compared to female professionals and those with no higher education. This study sheds light on Portuguese HR professionals' career attitudes. The findings significantly contribute to our understanding of modern career concepts, suggesting avenues for future research.

L’information sur le marché du travail (IMT) fait partie intégrante de la pratique professionnelle des conseiller.ère.s d’orientation, mais aussi des conseiller.ère.s en emploi et en développement de carrière. L’objectif de cette recherche appliquée de nature partenariale, était de créer une plateforme numérique destinée à faciliter l’utilisation de l’IMT pour les personnes conseillères et leurs client.e.s. Pour ce faire, nous ferons état des cinq étapes qui ont conduit à la conception et à la réalisation de cette plateforme numérique, soit : idéation et détermination des objectifs, fonctionnalités, besoins et clientèles cibles de la plateforme numérique, la coconception de son design, l’analyse des besoins des utilisateur.rice.s, le développement technique de la plateforme et l’appréciation auprès des personnes conseillères. Cette recherche a permis de ressortir que conformément à une étude réalisée par le Conseil de l’information sur le marché du travail (CIMT, 2019), les caractéristiques de l’IMT les plus importantes pour les personnes conseillères sont : l’actualité, la fiabilité, la facilité d’utilisation, l’exhaustivité et la spécificité. Cette recherche a également permis de déterminer que L’Accompagnateur numérique en IMT permet de répondre aux besoins des personnes conseillères en étant simple d’utilisation et en répertoriant un nombre appréciable de sites Internet (75) tout en les classant en différentes sections afin d’aider la recherche d’IMT.

International students’ education and migration journeys have become more prominent in public discourse, often with stereotypes of students as low-wage workers rather than emerging professionals. When their own narratives are centred, however, international students emphasize their hopes for faculty and institutional support in reaching their career aspirations. These aspirations may also be linked to post-graduate work permits or migration plans. A student-centred faculty intercultural teaching taxonomy developed at a Western Canadian postsecondary institution highlights five faculty practices that support career development: (1) affirming students’ skills, knowledge, and experience; (2) recognizing non-academic factors, including present work, in students’ lives; (3) supporting transition to the labour market; (4) building connections with students; and (5) demonstrating cultural sensitivity. This web of practices highlights the faculty career influencer function. As career influencers, faculty can recognize the systemic barriers students face in their education and immigration journeys, guide students in questioning dominant narratives, provide support and advocacy in pursuing meaningful professional career paths, and serve as advocates. International students identify faculty as key career influencers. Institutional support and faculty development are required help faculty take a holistic view of students’ career journeys and recognize their critical role as influencers, guides, and advocates.

Exiting a public safety occupation (e.g., paramedics, police, firefighters) and entering retirement is unique in many ways. There are heightened risks and demands associated with essential emergency services that involve personal sacrifices and commitment and the absence of this intense role is significant requiring an adjustment. Public safety personnel (PSP) leave their professions for various reasons including age-related retirement and forced retirement due to illness or injury and little is known about their experiences during the transition. The objective of this review is to summarize the existing body of research. The methodology for scoping reviews outlined in the five-stage framework by Arksey and O’Malley (2005) was followed. Abstract screening of 5,801 papers yielded 128 studies for full-text screening. Forty-five papers were accepted by at least two of three reviewers for data extraction and analysis. High level themes emerged including cumulative impacts, separation from identity and culture, and buffers. The study found that there is a need for planning and support for those exiting public safety professions. Financial planning is the focus of pre-planning when it exists and applied research is needed to further understand psychosocial risk and protective factors to support the development of acceptable transition strategies and resources.

Career theory serves as a crucial foundation for practice, yet its relevance is sometimes questioned due to a perceived gap between theory and its practical application. We contend that the practical utility of theory should be a central criterion in evaluating contemporary career theories and models. This study aimed to bridge the gap between theory and practice by analyzing the practical applications of 43 career theories and models featured in Career Theories and Models at Work: Ideas for Practice (Arthur et al., 2019). Through thematic analysis, eight foundational themes emerged that support theory-driven practice. We argue that, regardless of their theoretical orientation, career practitioners can benefit from understanding and applying these themes. The results are discussed with a focus on making career theories and models more accessible for integration into practice. Practice points developed by the contributing chapter authors are provided, illustrating how specific theories and models informed the eight themes. Suggestions are offered for aligning the themes with professional standards and guidelines, and for improving learning and supervision.

This study utilized a cross-sectional research study design to compare identity status assignments based on the Professional Identity Status Questionnaire (PISQ-5d) categories scores for affirmation, in-depth exploration, practices, commitment, and reconsideration of commitment via both cluster analysis and cutoff scores with respect to the two-factor, three-factor, or five-factor identity status models proposed by Marcia, Crocetti, and Kelly, respectively. The purpose of this study was to determine if cutoff scores could be utilized in lieu of cluster analysis for smaller populations. It was found that cut-off scores aligned with Marcia’s framework were aligned with more robust statistical cluster analysis.

Emotional intelligence (EI) refers to the human emotional aptitude that represents an inherent ability for learning or understanding in human interaction and interpersonal relationships. Research suggests that social and emotional competency, as represented by EI, are significant predictors of individuals' success in their lives and careers. To this end, this article addresses the role of EI in the context of vocational and career psychology. Guided and informed by major career theories, it will propose counselling interventions that may help individuals with low EI enhance their capacity to cope with their vocational life more effectively

The purpose of this study is twofold: firstly, to listen for elements of Krumboltz’s (2009) Happenstance Learning Theory (HLT) within the stories of six women, including risk, curiosity, optimism, flexibility, and persistence; and secondly, to determine whether these women frame their stories within a worldview that values other ways of knowing, such as intuition. Women have been selected because they are at least fifty years old and have acquired the embodied wisdom that results from years of lived experience. Their stories have potential to contribute women’s voices to inform a new model of career counselling which re-envisions HLT, where an exploration of worldview is considered part of the conversation around meaningful happenstance, called synchronicity. Counsellors may offer this new approach, named Synchronicity Learning Theory (SLT), in order to encourage an awareness of synchronistic experiences that help guide decision making within an interconnected and interdependent world. Using a narrative inquiry design, in-depth interviews were recorded and verbatim transcriptions were woven together in a storied form that includes six main themes that help inform SLT: 1) risk; 2) boundaries; 3) community; 4) seasons; 5) flux; and 6) synchronicity. Implications for future research, career theory development, and counselling practice are discussed.

This study explores the key role that employer branding plays in shaping individual career development and the attractiveness of an organization in general, especially in the IT industry. A thorough literature analysis that grounds the study in well-established employer branding theories complements the qualitative provided by in-depth interviews with HR managers. The study uses the SORA (Summary Oral Reflective Analytics) to uncover complex viewpoints. It reveals the interdependence of social media and word-of-mouth, highlighting their combined impact on career growth opportunities and organizational attractiveness. The managerial implications arising from these findings provide firms with practical tactics that emphasize the strategic integration of social media and word-of-mouth to maximize employer branding initiatives. As well as this study also recognizes the vital part that these interconnected aspects play in determining achievement in the competitive IT landscape and provides practical insights to drive organizational practices.

Le chamboulement qu’a connu le monde du travail avec l’avènement de la crise sanitaire a eu des répercussions substantielles notamment sur les entreprises et par ricochet sur les travailleurs, dont les cadres. Cet article vise à rendre compte des expériences de travail des cadres en contexte de pandémie de Covid-19. Il s’appuie sur la théorie du « travail vivant » (Dejours, 2013) afin d’appréhender les enjeux des mutations du monde du travail et leurs répercussions sur les expériences de travail. La recherche repose sur une méthode qualitative menée à l’aide de groupes de discussion auprès de 20 cadres. Les résultats révèlent entre autres les dimensions économique, instrumentale, humaine et sociale soutenant leur travail afin de faire face à la transformation numérique. Les analyses ouvrent sur des réflexions sur les modes d’organisation du travail à construire afin de favoriser le maintien durable en emploi et la conciliation des projets de vie.