Career Dimensions Research Articles

Between Politics and Expert: Institutional Transposition and the Admission of Economic Bureaucrats into Party Elite in China

ABSTRACT Red and expert are two differing principles in organizing the political lives of the Chinese government. This study transcends conventional characterizations of the red-expert relationship as either one-sided domination or mere co-existence, exploring its hybrid manifestations and dissecting the nuanced intersections. To this end, this article analyzes the Chinese Communist Party’s recruitment strategy, particularly focusing on the assimilation of economic experts. Utilizing a dataset featuring high-ranking economic bureaucrats, the study reveals the intriguing mechanism of ‘institutional transposition’ used for reconciling institutional contradictions. This mechanism assesses economic policy professionals based on politically transposed criteria, leading to the promotion of economic bureaucrats with unique career attributes, notably specialists with broad organizational experiences, into key political leadership positions. The deployment of ‘generalist specialists’, this article proposes, bridges gaps within a fragmented bureaucracy and coordinates specialized ministries. This article exemplifies a partial adaptation of the Party and a pragmatic approach towards reconciling conflicting institutional logics.

A Comprehensive Analysis of Academic Attributes of the Presidents of the North American Skull Base Society.

Objectives Our objective was to elucidate the demographic, academic, and career attributes of North American Skull Base Society (NASBS) presidents and determine how leadership of this society has changed over time. Design Thirty-one NASBS presidents have served between 1990 and 2021. Demographic and scholarly variables were recorded from publicly available sources. To determine how trends in NASBS presidents have changed over time, linear and logistic regressions were conducted on continuous and categorical variables, respectively. Setting Virtual setting was used for this study. Participants There were no active participants in the study. Main Outcome Measures Academic metrics of NASBS presidents were the main outcome measure. Results NASBS presidents had a mean age of 53.3 ± 6.1 years at election and were all male. The most common institution at which former presidents trained ( n = 4) and practiced ( n = 3) was the University of Pittsburgh. Otolaryngologists comprised 41.9% ( n = 13) of the cohort, neurosurgeons made up 38.8% ( n = 12), and the remaining 19.3% ( n = 6) were from other specialties. NASBS presidents from neurosurgery ( p = 0.033) and other specialties ( p = 0.014) were more likely to hold the rank of chair compared with those from otolaryngology. Over time, there has been a linear increase in years of research experience at the time of election ( p = 0.048). There remains a lack of diversity of gender and race. Conclusion NASBS presidents have demonstrated increased research activity over time, favoring long-term academic careers. Knowledge of these trends and attributes, which demonstrate an increase in skull base literature, growth of the NASBS, and a need for increased diversity in the field, is important for stewarding the future of the NASBS and promoting equity.

Integrative review on career interventions with unemployed people: Nature, outcomes, and recommendations

AbstractThe study of career development among unemployed people is vital for effective institutional responses. This integrative review based on Torraco's protocol fills a literature gap by synthesizing research on interventions for this population. Seven keywords, five databases, and six eligibility criteria were defined. Among 324 articles, 36 were reviewed. Findings highlight diverse counseling modalities, emphasizing group interventions and remote delivery. Tailored approaches, including length, frequency, and social‐emotional and career dimensions, are crucial. Practical recommendations emphasize comprehensive, psychological support, goal‐oriented counseling, and postintervention assistance. These insights underscore vocational psychology's importance in addressing unemployment, impacting government policies, career services, and psychologists.

Debut crimes and chronic offenders in Queensland

We investigate whether the type of crime committed early in an individual's career has a bearing on patterns of subsequent offending (the so-called debut hypothesis) in an Australian setting. Police-recorded crime data from 2008 to 2020 were used and partitioned into cohorts based on the year of the first offence. We computed, for each cohort, the rate at which individuals progressed to established criminal careers conditioned by their first recorded offence. Individuals who commit burglary, vehicle theft, or robbery as their first recorded offence were observed to become chronic offenders at higher rates than those who commit other types of first offences. We also demonstrated that this relationship exists for other dimensions of the criminal career and is time stable. The policy implications of our findings suggest that a combination of opportunity reduction and diversionary policies has the potential to substantially reduce the prospects of chronic criminal careers and their societal impact.

Career patterns and career satisfaction of women and men in Poland in years 1990-2010

ABSTRACT This study aims to identify the career patterns of Polish women (345) and men (305) and to compare their professional and life satisfaction. Career events serve as a basis for identifying three career dimensions: stability, vertical mobility and continuity. Cluster analysis revealed three female and three male career patterns. The most frequently pursued career for women and men is a conventional pattern. Women` careers is characterized by less continuity, mobility, and stability than men's. The results show that the schema of the traditional social role is more often revealed regardless of gender, while the non-traditional schema of social role is revealed in mobile careers of women. Women pursuing discontinuous careers, and men pursuing unstable careers are significantly less satisfied with career than people with a mobile career. Women are the most satisfied with a career typical of traditional male career, which includes no brake in career, job stability and promotions. Men's satisfaction with life depends on their career while women are satisfied regardless of the career pattern.

Digital transformation of the global economy: online-only brands in the career dimension

Background. The phenomenon of creation and promotion on the marketplaces of Online-Only brands is just making itself known in the global e-commerce, representing one of the most important components of the digital transformation of the global economy.Purpose. To study the synergetic mechanism of the joint evolution of marketplaces and Online-Only brands in the context of the creation and development of a separate type of Online-Only brands - Marketplace-Based Online-Only brands.Materials and Methods. In the course of this research work, various methods were involved: the logical method, the system method, the structural-functional method, the comparative (comparative) method. The choice of materials for this study was carried out on the basis of a content analysis of the following sources: scientific articles posted in a single bibliographic and abstract database of peer-reviewed scientific literature Scopus, thematic publications, analytical reports, electronic resources. Additionally, cases of entrepreneurs and companies operating on marketplaces using online-only brands were analyzed.Results and Implications. Based on the analysis of data from sources, the need to introduce the term "Marketplace-Based Online-Only brands" as a separate type of Online-only brands was identified, the functioning of the synergistic mechanism for the joint evolution of marketplaces and Online-only brands was studied, and it was also proved that their development is possible only in the format of co-evolution.Conclusion. The obtained results allow us to outline further directions of research on the topic and expand the understanding of the mechanisms of co-evolution of marketplaces and online-only brands by practicing managers.

Istraživanja dimenzija kriminalne karijere: implikacije za tretman hroničnih prestupnika

A criminal career describes long-term patterns of criminal activity in the life-course of an offender. It is characterized by onset, persistence, escalation, and termination. Knowledge of the continuum of a criminal career and its dimensions is a direct prerequisite for understanding the development of criminal behavior, as well as for treating chronic offenders. Numerous research studies on criminal career and its dimensions, especially frequency and duration, make their contribution to the treatment of the so-called chronic offenders. Therefore, the aim of this paper is to show how the existing knowledge can be used in the treatment of chronic offenders by presenting the main research findings on the dimensions of the criminal career. After an explanation of the dimensions of a criminal career, the main findings of research on the dimensions of a criminal career are presented, and finally, the implications that may be relevant for improving the treatment of chronic offenders are presented.

What Do They Want from a Career? University Students’ Future Career Expectations and Resources in a Health Crisis Context

Young people and students, in particular, have often been presented as being particularly affected by the health crisis and its various psychological, social, and economic consequences. In this context, the present study sought to better understand the links between the anxiety generated by this crisis regarding one’s professional future, the resources available, and future career expectations. A total of 585 higher education students participated in the study during the third lockdown in France and completed a questionnaire that focused on anxiety and apprehension about the future, psychological and adaptative resources, and preferences for dimensions of new careers (kaleidoscopic, sustainable, protean, boundaryless, and opportunistic). The results show, on the one hand, significant links between anxiety, optimism, hope, career adaptability and preferences expressed for dimensions of new careers; on the other hand, dimensions that are more preferred than others. Finally, these results will be discussed in relation to the correlations already highlighted in the literature between individuals and career expectations, and to the more global reflection on the future of work. Possible avenues in the field of career counselling will be proposed.

Analysis of the features of a professional career in the research of Ukrainian and foreign scientists

Introduction. Global uncertainty as a sustainable trend and an integral feature of the modern world affects various spheres of life - economic, social, and the labor market. It also affects the individual career of each person to some extent. Employees need to be able to manage their careers and to be more flexible. Moreover, various approaches to interpreting the concept of professional career and its features have been widely covered in scientific literature. Aim. Based on the analysis of Ukrainian and foreign sources to find out the essence of the concept of professional career as well as to study different approaches to its analysis. Results. Based on the analysis of the works of Ukrainian and foreign authors, the author determines the specifics of the concept of professional career and its differences from other careers. The author analyzes two main dimensions of a professional career according to broad and narrow features. This study also emphasizes the interdisciplinary nature of the career, its relationship with different fields and disciplines, and appropriate approaches to its study. The author describes the psychological approaches to career analysis - career theories presented in the works of both Ukrainian and foreign researchers. Conclusions. A professional career is a multifaceted concept, so it is significant to study and analyze it both at the individual and at organizational levels. Current world situation is increasing the requirements of employers to meet by employees, on the one hand, and employees’ own expectations for their careers, on the other.

The life history narrative of clinical nurses with more than 30\u2009years of experience

BackgroundThe nurses with long-term careers in clinical settings shows a clear declining trend. Recording the specific period in Korea’s nursing history is also important from a historical perspective. The aim of this study was to analyze the life history narrative of clinical nurses who have been in service for more than 30 years and to explore the strength and structure of their experience that enabled them to retain their long-term careers.MethodsThis study conducted qualitative research with a life history narrative. For data collection, biographical-narrative interview through in-depth personal interviews with six participants. The participants were clinical nurses who had worked at a general hospital for more than 30 years. The interviews were conducted in three sessions per participant, each session lasting 90–180 min. Qualitative thematic analysis was used to analyze the data.ResultsThe narrative of their life stories were analyzed by dividing them into “Dimensions,” “Turnings” and “Adaptations”. The dimensions were categorized into individual and career dimensions. Turning points were empirical and environmental conditions that posed a threat to their career retention as nurse clinicians. Adaptations were illustrated individual methods and social interactions. Twenty-four themes were derived from the 94 thematic statements. After the abstract, four comprehensive categories emerged. The core theme for retaining long-term careers, with “Finding value in myself” comprising four themes: “acknowledgement and support from families,” “healthy relationship at work,” “trusting myself’,” and “accumulation of small achievements.”ConclusionsThe life narratives of participants reveal a close connection with and relationship between the changes in the social aspects, the fields of healthcare and nursing, their individual predispositions, family recognition, and organizational support at that time in Korea. The healthy interpersonal relationships in work place are the most important condition in maintaining the long-term work of nurses. The experience of nurses in one era may not be able to represent experiences in another era, so an in-depth study exploring the social context seems to be necessary. There is a need for policies and changes in the field that can keep the lives of professional women working as nurses proudly.

How do internal medicine subspecialty societies support clinician-educator careers? A qualitative exploratory study

BackgroundInternal Medicine (IM) subspecialty professional societies can provide valuable community, recognition, resources, and leadership opportunities that promote career success. Historically, this support focused on clinical and research dimensions of academic careers, but educational dimensions have gained more attention recently. This study explores how IM subspecialty professional societies support their clinician-educator members.MethodsUsing a qualitative study with two phases, the authors collected information from each IM subspecialty society’s website about support for medical education. Using information from the first phase, we developed an interview guide for subspecialty society leaders. We used inductive thematic analysis to analyze interview transcripts.ResultsWebsite analysis identified various mechanisms used by several IM subspecialty societies to promote medical education. These included websites focused on medical education, dedicated medical education poster/abstract sessions at annual meetings, and strategies to promote networking among clinician-educators. Interviews with eight subspecialty society leaders about the professional societies’ roles with respect to medical education yielded four main themes: [1] varying conceptions of “medical education” in relation to the society [2] strategies to advance medical education at the society level [3] barriers to recognizing medical education [4] benefits of clinician-educators to the societies. Integrating these themes, we describe recommended strategies for professional societies to better serve clinician-educators. ConclusionsWe explore how IM subspecialty societies attend to a growing constituency of clinician-educators, with increasing recognition and support of the career path but persistent barriers to its formalization. These conversations shed light on opportunities for professional subspecialty societies to better serve the needs of their clinician-educator members while also enabling these members to make positive contributions in return.

A critical exploration of the “agile career”: a means of exposing the politics and economy of precarity via the lens of dromology

ABSTRACT In large aspects of contemporary career discourse, the importance of the “agile career” is asserted, although the speed of change has not been explicitly considered in relation to this concept. The political dimensions of the agile career via the lens of “speed” are explored in this theoretical paper. Particular attention is paid to Virilio’s paradigm of dromology, revealing how social positionality correlates with the distribution of “fear”, as well as resources to cope with the speed of change, thus promoting precarity. The embracement of speed and agility has resulted in a propaganda of progress, where those closer to the primary mode of production benefit over those at the margins, highlighting the tyranny of speed experienced by many within labour market.

Influence of Protean and Boundaryless Career Dimensions on Career Satisfaction

The aim of the article is to assess the extent to which employee career satisfaction depends on the implementation of new career models, i.e. the protean career and the boundaryless career. In order to achieve this goal, the article reviews the literature and research in this area and formulates research hypotheses assuming the impact of each dimension of both career models on career satisfaction. To test the hypotheses, an empirical PAPI study was conducted among 239 postgraduate students. Statistical analyses carried out on the collected empirical data show that a self–directness and boundaryless mindset have a positive impact on career satisfaction, while organizational mobility has a negative impact.

Developing Communication Skills through Raising Intercultural Competence in EFL Classroom

This article discusses the teaching of intercultural and transcultural awareness together with language learning in foreign language contexts. Ensuing a brief discussion of what language, culture and its forms mean, we illustrate the relationship between intercultural and transcultural competence, and the development of communication skills in the foreign language framework for teaching EFL (English as Foreign Language) students. The author draws attention to the importance of developing students’ intercultural research abilities utilizing the transcultural communication competence notion. We show how intercultural orientations and transcultural communication competence affect the students’ framework and their career dimensions. The author illuminates the activities and approaches that develop communication skills. The article concludes with an underscoring of the critical challenges that teachers encounter and their potential solutions. Keywords: Intercultural communication, Transcultural awareness, Social identity, Student attitudes, Cross cultural, EFL classrooms, diversity

The Politics of Appointment of Top Civil Servants: Career Backgrounds and Civil Service Politicization in the Czech Republic

Abstract This contribution seeks to answer the question whether the new civil service legislation that entered into force in 2015 in the Czech Republic led to the depoliticization of the country’s ministerial bureaucracy. To that end, we compare the career backgrounds of top civil servants before and after the entry into force of the new Civil Service Act. The article examines the career backgrounds of the persons appointed as ministerial deputies between 2013 and 2018, focusing on their last “pre-deputy” jobs and considering a broader set of their career attributes. A focus on the previous job reveals that even before the law was introduced, bureaucrats constituted the largest share of appointees, and their share even increased with the new legislation. The incidence of deputies appointed directly from party-related jobs dropped considerably. However, when a broader set of career attributes is considered, the share of partisans among the pre-2015 deputies nearly matches that of the career bureaucrats. Ostensibly political careers among the post-2015 deputies declined but remain significant. Hence, there has been a decline in the open politicization of the ministerial bureaucracy after 2015. Party political effects also matter, as the new ANO party, after entering the executive, has taken a different approach to top bureaucratic appointments than the other major governing Czech parties. Typically, deputies appointed into the positions under the ANO’s control would not have links to the party itself but would be recruited via non-party channels, e.g. from pre-political networks of the ANO ministers and leaders. Consequently, though less politicized by party agents, the current Czech system is more a product of choices made by government ministers of the day than a stable arrangement resulting from firmly established norms and rules.

Spatial and Temporal Dilemmas of Managers and Entrepreneurs. The Reconstruction of Neutralization Techniques

It is often assumed (in line with social expectations) that being a business manager and/or owner implies the feeling of omnipotence. Not only do organizational leaders run businesses, but they are also qualified to do so and are well-organized to physically and mentally cope with their duties. Thus, permanent (external and internal) pressure forces key organizational actors to use self-presentation strategies that meet social expectations. Narratives of organizational leaders show that other aspects of their lives are subdued to the sphere of business activities or are even incorporated by it. One of the most dominant strategies is to present oneself as an inner-directed individual in control of one’s career (a “self-made man” or “self-made woman”). At the same time, such an attitude results in “tensions” between irreconcilable roles or activities undertaken in various spheres of life. These tensions are depicted in the paper. The author shows different types of neutralization techniques used by organizational leaders to overcome or mitigate these tensions. Eleven neutralization practices have been outlined. These techniques have been identified in the course of the nearly decade-long research into spatial and temporal dimensions of careers of managers and entrepreneurs.

Migrants' motivations and intentions to work virtually for their country of origin

PurposeThe authors investigate empirically emigrants' intentions and motivations to work virtually for their country of origin. The study focuses on a country with substantial, persistent emigration and explores theories of diaspora investment motivation and virtual work characteristics.Design/methodology/approachAn exploratory questionnaire survey on migrants' intentions and motivations to work virtually for their country of origin was conducted in late 2016 on 3,022 respondents, all emigrants from Lithuania.FindingsMigrants are more likely to engage in virtual work for their country of origin when they experience negative career satisfaction, perceive the country of origin as their home country, belong to a recent wave of migration and possess occupational skills commonly employed in virtual work.Research limitations/implicationsA major limitation of this study conducted on emigrants from one country is that it does not permit generalisation of the results to other countries and regions. It is limited, thus, to making general comparisons to what is known in the literature about migrants from other nations. However, the authors have identified some of the main factors which have theoretical and empirical import for future research, and the auhtors have argued that the results of our study possess only a few inherent geographic limitations. This research is a starting point for studies connecting diaspora motivation and their linkage to virtual work as a mean of human capital gain for the country of origin. The findings inform the conceptual model of virtual workplaces of Kumpikaite-Valiuniene et al. (2014) in relation to migrants and support Nielsen and Riddle's (2010) migrant diaspora investment motivation theory.Practical implicationsUnderstanding how and when organisations will work virtually with migrants from the country of origin as well as knowing more about their needs and expectations for migrants' knowledge, skills and work experience are necessary for future research on the attractiveness and potential of virtual work. As a first step in exploring diaspora motivation for virtual work, the authors recommend conducting qualitative research that would investigate more deeply the various motivations migrants can have for virtual work with their country or origin. This study revealed that females are more motivated to work virtually compared to males. However, gender issues have not been explored in this survey and constitute a future study direction.Social implicationsMoreover, future research should examine what areas of human capital, commercial and cultural knowledge can be productively delivered by migrants working virtually for organisations in the country of origin, which will contribute to greater understanding of knowledge transfer and human capital issues (“brain gain”) in the migration literature. Further, specific forms of virtual work should be studied empirically for the extent that they provide opportunities for self-development and for satisfaction in personal lives and work careers. In addition, the potential business and societal benefits for the country of origin should be studied further through examining diverse dimensions of family, community, work and careers. These studies will expand knowledge of virtual work and related research phenomena and will contribute to this gap in the migration and human resource management (HRM) literature studies.Originality/valueThis research is a starting point for studies connecting diaspora motivation and their linkage to virtual work as a mean of human capital gain for the country of origin. The findings inform the proposed conceptual model of virtual workplaces by Kumpikaite-Valiuniene et al (2014) in relation to migrants and support Nielsen and Riddle (2010) migrant diaspora investment motivation theory. The authors have identified some of the main factors that have theoretical and empirical import for future study. This research topic and new related studies on diaspora have the potential to contribute to the fields of migration, HRM, work and career studies.

Stepping out of the shadow of the past: how career attributes shape ministerial stability in post-communist democracies

ABSTRACT How do career attributes affect the survival of post-communist ministers? We theorise that career attributes determine “desirability” of ministers, and therefore the length of their tenure. While political career attributes provide superior expertise and incentives, bureaucratic career attributes fall short on both “desirability” markers. Utilizing a unique data set of individual ministers in four post-communist countries in the first two decades after transition, we provide support for our expectations. We then demonstrate that while career attributes acquired before transition remain relevant for the stability of post-communist ministers after transition, their value wanes over time as post-transition career attributes gain predominance.

What effects does international mobility have on scientists’ careers? A systematic review

AbstractThe internationalization and specialization of science confront scientists with opportunities and sometimes even a need to become internationally mobile during their careers. Against this background, we systematically reviewed empirical studies on the effects that mobility across national borders has on the careers of scientists. Using several search channels, we identified 96 studies – published between 1994 and 2019 – that examine how international mobility influences eight dimensions of scientists’ careers. Listed in descending order of the number of identified studies, these dimensions comprise scientists’ (1) international networks, (2) scientific productivity, (3) occupational situation, (4) scientific impact, (5) competences and personality, (6) scientific knowledge, (7) access to research infrastructures and funds, and (8) symbolic capital. Existing research provides robust evidence of positive effects of international mobility on the broadening of scientists’ networks. Moreover, several solid studies examine the effect of international mobility on scientists’ productivity, impact, and occupational situation. Most of them find positive effects, but some also find no or negative effects. Studies on the other career dimensions are not only less frequent, but mostly also less robust. Our review reveals potential to advance research in the field by using less selective samples and more rigorous methodological approaches. Intending to spur further theory-driven empirical research, we develop a model integrating research on the identified career dimensions and derive various questions for future research. We conclude by highlighting policy implications of existing research.

Relation entre parcours scolaire et représentations de soi chez des élèves en situation de handicap : rôle modérateur du sens de l’expérience scolaire sur cette relation

ObjectiveThe aim of this abstract is to show the moderating effect of schooling experience’ sense in the relation between building an identity (self-representation) of disabled pupils and the sense they made from their schooling experience (relations to knowledge and school) in respect to their school career. MethodsOur study consisted of 111 disabled pupils [50 girls and 61 boys], aged from 7 1/2 to 16 years old (M=12.4; ET=2.08), schooled in ULIS primary sector (n=44), in ULIS secondary sector (n=49) and in IME (specialized sector) (n=18). Different instruments, all suitable for pupils we met, have been used to collect our data: a Q-Sort of self-representations which evaluate different domains: educational, social, physical, appearance, behavior, proper value (Pierrehumbert & Rankin, 1990), a drawing of their school to support their responses regarding researcher questions (Caglar, 1990) and an orally bilan de savoir (knowledge assessment) (Charlot, Bautier, & Rochex, 1992). In addition, questionnaires for teachers allowed us to collect sociodemographic data and information about their school career. ResultsFirst, we have built typologies to consider several variables constituent of their school career. We obtained three typologies. Current context of schooling and methods of teaching are prominent dimensions of these school career and in second weekly schooling time, structure in where they were schooled before and the time they spent in specialized devices. Then, our results underline the moderating role of the schooling experience in the relationship between the pupils’ school career and their building identity. Precisely, effects are noticed on the learning from day-to-day (the relation to knowledge), the behavioral domain and the physical skills and on their relations concerning peer's links (relation to school), behavioral domain, general and appearance. ConclusionJointly reviewing schooling experience and self-representations allow in-depth understanding of psychological process involved in relations between variables studied. Indeed, the moderating effect reveals that pupils’ school career is not determinant and has an effect on self-representations to the extent they interact with the sense pupils give to their experience.