Career Competencies Research Articles

Spanish female student-athletes’ perception of key competencies for successful dual career adjustment

ABSTRACTResearch addressing dual career (DC) has recently become an important research focus in Europe. Following a DC pathway seems to differ depending on national policies and cultural factors affecting student-athletes. Therefore, this study aimed to examine Spanish female student-athletes’ perceptions of (a) generic DC competencies (in terms of importance, possession, and a need to develop); (b) difficult DC situations (i.e., challenging scenarios) they experienced and how successfully they coped; and (c) specific DC competencies related to successful coping with experienced DC scenarios. Seventy-two female student-athletes (Mage = 17.53; SD = 0.73) completed the Spanish versions of the Dual Career Competency Questionnaire for Athletes (DCCQ-A) and Dual Career Competency Questionnaire for Athletes with scenario extension (DCCQ-ASc). Results showed that participants perceived the need to better develop all their DC competencies (e.g., “Ability to resolve conflicts”; “Ability to use your time efficiently”). The two most frequently experienced DC scenarios were social life and missing significant days of study, and the two less experienced were the selection of a study plan and leaving home and family. Participants reported prioritising different competencies depending on the specific DC scenario they were coping with. No differences in the competencies prioritised for successful and less successful coping were observed. Discussion emphasises the need to continue developing career assistance programmes based on enhancing individual resources to manage different DC scenarios and the situation of discrimination in female sport.

A Generational Perspective on the Software Workforce: Precocious Users of Social Networking in Software Development

ABSTRACTSoftware is the lifeblood of technological advancement, and it progresses not only through emerging technologies, but also through the contributions of new generations of developers who have distinct technology-related experiences. We describe our qualitative investigation into how developers, who began regularly using social networking technology at an early age (referred to as precocious users), demonstrate distinct expectations about the goals of software development. We advance a theoretical perspective that explains how the increasingly socially infused nature of networking applications shapes generations of individuals — some of whom will go on to become creative developers in the software industry. Our perspective suggests software organizations can leverage developers who have been precocious users of more recent social networking technologies to reinforce intuitive usage, promote social impact, and re-energize experimentation and contribution to the software community. Our results also offer a comprehensive set of development goals that focus attention towards contemporary expectations about challenging usability and contribution to software ecosystems. We conclude by discussing how our methodological steps, data collection, and data analysis procedures empower future research to explore generational shifts in the career perceptions and competencies of the digital workforce.

Edu-Car for life and career: evaluation of a program

Abstract Considering the relevance of the development of socio-emotional and career skills to deal with educational and occupational transitions, this study aimed to evaluate the effectiveness of the Edu-Car Program, which purpose is the development of socio-emotional and career competence. From the quasi-experimental design with intervention and comparison groups, 116 high school students from the 10th year, of two public schools in the interior of the State of São Paulo, specifically 60 girls and 56 boys, with mean age of 15, participated. The Social and Emotional or Non-cognitive Nationwide Assessment, called Senna 1.0 and the Career Education Questionnaire, were used as pre and post-test instruments. For the inter and intra-group comparison the T-Test was used for independent and paired samples. The results show that the intervention had significant effects on career exploration, with more search for help and/or information from different people and sources.

КАРЬЕРНОЕ САМООПРЕДЕЛЕНИЕ СТУДЕНТОВ БАКАЛАВРИАТА

The article focuses on the problem of career self-determination of the individual, his readiness for rapid changes in career strategy in the conditions of super-dynamic transformations in the labor market. In theoretical terms, the phenomenon of career self-determination of an individual is considered in relation to the established category of «professional self-determination» in Russian science, the concepts «career», «career strategy», «career competence». The importance of the period of professional education as the basic stage of a career for the formation of the image of a future career and personal prerequisites for career self-determination is indicated. The results of the empirical study of some aspects of career self–determination of undergraduate students – future teacher-psychologists and psychologists are presented. In a local study, students recorded an average level of career self-determination with predominance of internal motivation for future professional activity. Contrary to the opinion about the dominance of utilitarian motivation for work among young people, the perspective reflection of psychology students shows a small amount of «high income» and «vertical career type» (official promotion), they are rather aimed at a «horizontal career» – promotion to professionalism. The analysis of data obtained from the samples of the 1st and 4th years of training did not reveal statistically significant differences, but the indicators of 4-year students at the average level of the sample are higher in certain parameters (certainty of professional choice, satisfaction with professional choice, desire to build a career in the chosen professional field, the presence of personal meanings in future professional activities, stability of career orientations). However, data from a sample of 4-year students indicate a lack of internal consistency of personal and professional perspectives and difficulties in making career decisions.

Reaching a Large Urban Undergraduate Population through Microbial Ecology Course-Based Research Experiences.

Traditional postsecondary education is making progress on embracing the diversity of student backgrounds and experiences while preparing them for the demands of STEM careers. Course-based undergraduate research experiences (CUREs) are effective tools to concurrently achieve many student and faculty goals: facilitating training of students, building career competencies, generating publishable research results and enabling research experiences where students apply their knowledge and interest. Georgia State University is not unique with a high student demand for research experiences and mentors that is greater than traditional research faculty labs can accommodate. Georgia State University is, however, unique in that it is a demographically diverse campus which serves minority and non-traditional students (i.e., second career and veterans) and is also rapidly growing. Therefore, to enhance the microbiology curriculum and facilitate authentic research experiences for the growing number of biology majors, a cluster of course-based research experiences in microbial ecology was developed. A former research lab space was converted to a collaborative teaching lab to serve the growth in course offerings, as well as to accommodate multiple microbial ecology research projects occurring in the same space. The courses offered appeal to students, build on the strengths of faculty experiences, and facilitate collaboration amongst students and with the greater Atlanta community. To ensure that our CUREs are accessible to the diverse students in our department, we addressed a variety of logistical and curricular challenges. Solutions to such challenges align with the goals of the university to offer research and signature experiences to ensure students are included and trained in STEM skills.

Determination of Gender-Based Differences in Career Competence Expectations of University Students in Manisa/Turkey

Determination of Gender-Based Differences in Career Competence Expectations of University Students in Manisa/Turkey

일반계 고등학생의 진로역량 잠재전이분석과 진로교육 및 활동의 영향요인 분석

이 연구의 목적은 한국교육고용패널조사(KEEPⅡ) 데이터를 활용하여 고등학생의 진로역량 프로파일의 종단적인 변화양상을 파악하고, 잠재집단 간 전이과정을 분석하며, 진로교육과 활동의 영향을 살펴보는 것이다. 이를 위해 2016년 1차(고2)와 2017년 2차(고3) 설문에 모두 응답한 고등학생 중 총4,768명의 자료를 대상으로 잠재프로파일분석, 잠재전이분석, 로지스틱 회귀분석을 실시하였다. 연구결과는 다음과 같다. 첫째, 일반계고등학생의 진로역량에 대한 잠재프로파일 결과, 잠재집단은 1차에서 3개의 집단유형으로 2차에서는 4개의 집단유형으로 분류되었다. 둘째, 대부분 고등학생의 진로역량 잠재집단은 잠재집단을 유지하거나 한 단계 높은 수준으로 전이되고 있는 것으로 나타났다. 가장 높은 전이 패턴을 보이는 것은 중역량 집단에서 중상역량으로 전이되는 패턴이지만, 고역량 집단에서 저역량으로 전이되는 패턴도 나타났다. 셋째, 학과체험은 향상유지 패턴으로 전이될 확률을 증가시키는 반면, 남학생인 경우는 감소시켰다. 멘토특강, 학과체험, 현장견학경험, 진로상담은 감소유지 패턴으로 전이될 확률을 감소시키는 반면, 현장직업체험과 남학생인 경우 감소유지패턴으로 전이될 확률을 증가시켰다. 본 연구결과는 고등학생의 진로역량을 높이기 위한 잠재집단별 맞춤형 진로교육과 활동 내용 설계 및 지원 방향에 대한 시사점을 제공한다.

Boundaryless careers in the gig economy: An oxymoron?

AbstractAdvocates of the boundaryless career perspective have relied to a great extent on the assumption that actors take responsibility for their own career development and that they consequently take charge of developing their career competencies. In this provocation piece, we debate the obstructions to and potential ways to promote boundaryless careers in the gig economy, which—despite appearing on the surface to offer suitable conditions for boundaryless careers—suffers from numerous conditions that hinder such careers. Thus, boundaryless careers in the gig economy could be an oxymoron. In particular, we conjecture that intraorganisational and interorganisational career boundaries restrict gig workers' development of relevant career competencies and thus limit their mobility. We then put forward the notion that we have to consider moving away from traditional, employer‐centric human resource management and introduce new forms of network‐based and self‐organised human resource management practices (in the form of collaborative communities of practice) in order to diminish these boundaries.

IPA를 활용한 미용계열 전공자의 구직역량분석 연구

본 연구는 최근 취업이 어려워지고 있는 시대적 상황 속에서 성공적인 취업준비를 위해 미용계열 전공자들이 우선적으로 개발해야하는 구직역량을 파악하고 이를 통해 취업경쟁력을 강화하는 방안을 마련하고자 진행되었다. 연구의 목적은 미용계열 전공자들의 구직역량 중요도 및 성취도를 분석하고 이를 IPA에 적용하여 전공별 구직역량의 우선순위를 파악하는데 있다. 연구의 목적을 달성하기 위해 수도권에 위치한 전문대학 미용관련학과 재학생을 표본으로 선정하였으며 2019년 5월 1일부터 5월 30일까지 약 한 달간 설문조사를 실시하였다. 자료 분석에 사용한 유효한 설문지는 총 257부로 SPSS. 21.0 통계패키지프로그램을 활용하여 빈도분석, 요인분석, 신뢰도분석, 대응표본 t-test를 실시하였으며 IPA와 Excel프로그램을 사용하여 구직역량에 대한 중요도-성취도 분석을 진행하였다.BR 연구결과, 구직역량 중 취업 시 중요도가 가장 높게 인식되어지는 요인은 태도로 나타났으며 그중 긍정적인 업무태도가 가장 중요한 역량으로 나타났다. 구직역량의 중요도 및 성취도 차이가 가장 크게 나타난 요인은 지식으로 재학생의 학업적 동기부여를 통한 체계적인 교육이 중요함을 시사하였다. 또한 전공별로 살펴보면 피부전공의 구직역량 중요도 및 성취도 차이가 가장 크게 나타났으며 중점개선되어야 할 역량이 가장 많은 전공으로 분석되었다. IPA분석 결과, 전공별로 우선 개발되어야 할 역량이 모두 상이하게 나타나는 결과를 보였다. 이는 같이 미용계열이라 할지라도 헤어, 피부, 메이크업, 네일 전공을 세분화하여 특성에 맞는 취업역량 개발이 필요함을 시사해준다. 이에 본 연구의 결과가 미용계열 전공자의 구직역량 개발 및 취업경쟁력 강화를 위한 기초자료로 활용되어지기를 기대해본다.

Learning from Competition: An Outcome-Based Introductory Activity for First-Year Biotechnology Undergraduates

In recent years, accreditation standards for international engineering education have led to a dramatic rise in the use of outcome-based education at universities. In this system, enticing new undergraduate students to science and engineering, although challenging, is the first important step toward building students' career competencies. An ongoing effort to attract students to biotechnology was initiated 13 years ago in the School of Biotechnology at the East China University of Science and Technology in Shanghai. We describe the design and organization of the Microbe Competition, a program attracting a total of nearly 6,500 students as of 2018. In the competition, students need to pass the microbiology knowledge test, provide a practical experiment proposal related to the topic of competition, and finish the experiment under the supervision of teachers before getting final prizes. The competition develops students' competencies in acquiring and applying knowledge, problem solving, teamwork, communication, and experimental skills. By investigating students' feedback, we have been continuously improving the quality of competition to attract more students from the biotechnology major. We hope that by sharing our experience, we can help educators at other universities organize similar introductory activities on their own campuses.

The Determinants of Organizational Citizenship Behavior and Job Satisfaction and Their Implications on Nurse Performance in the Impatient Room of Abdul Wahab Sjahranie Regional Public Hospital Samarinda

The purpose of this study is to analyze the influence of organizational culture, career development, and competence, toward organizational citizenship behavior, job satisfaction and nurse performance at the Abdul Wahab Sjahranie Regional Public Hospital Samarinda. This study uses survey techniques by distributing questionnaires. Then the data obtained is processed by Partial Least Square (PLS) method using Smart PLS. The population of this study is all nurses in the inpatient room at the AW Sjahranie Regional Public Hospital Samarinda, totaling 201 nurses. The sample of this study are 201 nurses. From the study results, it can be seen that organizational culture and job satisfaction have insignificant positive effect toward organizational citizenship behavior. Career development has insignificant negative effect on citizenship behavior. Competence has a significant and positive effect toward organizational citizenship behavior. Organizational culture has insignificant and positive effect toward job satisfaction. Career development has a significant and positive effect toward job satisfaction. Competence has insignificant negative effect toward job satisfaction. Organizational culture and job satisfaction have significant and positive effect on performance. Career development, competence and organizational citizenship behavior have insignificant positive effect on performance. Keywords: Career Development, Competence, Organizational Citizenship Behavior, Organizational Culture, Job Satisfaction, Nurse Performance DOI : 10.7176/EJBM/11-27-01 Publication date :September 30 th 2019

Fitting in: Different Types of Person-Environment Fit as Drivers of Career Self-management in Kuwait

Contributing to emerging efforts to integrate the understudied career self-management (CSM) with person- environment fit research, this study aims to assess the unique effects of person-organization, person-coworkers and needs-supplies fits on employees’ deployment of career advancement strategies. A questionnaire was completed by 548 highly educated young Kuwaitis and self-initiated expatriates (Arab and South Asian) working in medium and large Kuwaiti organizations. The simultaneous effects of the three types of fits is assessed and the findings demonstrate that an increase in person-coworkers fit and decrease in person-organization and needs-supplies fits consistently encourage the deployment of career advancement strategies concerning accessing influential networks, self-promotion, competence building and psychological boundaryless. A relatively more robust effect of person-coworker fit has been detected. It is attributed to the Arab collectivistic culture and to the construct being a career competency and a contextual factor as per the “intelligent career” theory. Interventions should be mindful of the differential effects of different types of fit on CSM. Developing organizational ‘standards of fit’ and CSM skills are essential for individual career development and organizational success. The study provides unique information about the understudied constructs of CSM and person-environment fit in a traditional and high inequality Arab Middle Eastern country, and infers the causes of the inconsistent effects of contextual factors reported by previous studies. 

Competencies of dual career support providers (DCSPs): A scenario-specific perspective

Although dual career (DC) support is important, there is a lack of research on the competencies professional dual career support providers (DCSPs) themselves require to manage specific job challenges. Therefore, current research, that was part of the Gold in Education and Elite Sport (GEES) project, aims at: (1) examining how well DCSPs managed specific challenges (called scenarios) within the European context, (2) identifying the competencies DCSPs need to manage the scenarios, and (3) exploring which variables influence how well they manage these scenarios. The Dual Career Competency Questionnaire for Support Providers with Scenario extension (DCCQ-SPSc) was completed by 288 DCSPs from nine European countries. The scenarios were: (1) Managing a non-supportive environment, (2) Supporting a student-athlete to cope with relocation, (3) Supporting a student-athlete in developing a study plan, (4) Helping a student-athlete to cope with a challenging year, (5) Referring a student-athlete to other professional help, and (6) Dealing with wrong expectations of a student-athlete. Results revealed that each scenario was experienced by more than half of the DCSPs (range 55%–87%) and that in general, they managed these scenarios average up to good. DCSPs prioritised different competency factors depending on the specific scenario. Frequency of experiencing (for the first four scenarios) and possession of the prioritised competency factor (for all scenarios) were significant predictors for the management of the scenarios. This study shows the importance of scenario-specific competency development and can be used in the development of educational curricula for DCSPs.

The mediating role of career resilience on the relationship between career competency and career success

PurposeThe purpose of this paper is to empirically investigate the relationships between career competency, career resilience and career success. The study further examines the mediating role of career resilience on the relationship between career competency and career success.Design/methodology/approachData were collected from 284 Islamic bank employees across Pakistan through a cross-sectional, self-reporting, online questionnaire. Partial least squares structural equation modeling was used to test the proposed hypotheses using Smart PLS version 3.0.FindingsThe study’s results indicate that career competency is a significant predictor of career resilience, and that career resilience is subsequently a significant predictor of career success. Further, the results of the structural equation model analyses supported the proposition that career resilience mediates the relationship between career competency and career success.Practical implicationsHuman resource practitioners and managers can increase the likelihood of their employees’ career resilience by focusing on developing career-related competencies – an antecedent of career success.Originality/valueThe study clarifies prevailing misconceptions that assume a direct linear relationship between career competency and career success by establishing, through empirical evidence, that success is not an ultimate outcome of competence. In addition, it proposes an oversimplified model of the competence–resilience–success relationship.

A Latent Profile Analysis of Career Competence in German Vocational Schools

Vocational schools are the backbone of Germany's dual training system and it is expected that students in such schools have successfully mastered their first career-related decision. However, previous research suggests that attending a vocational school is often based more on practical considerations than on an informed careerdecision making process. Therefore, questions arise about the state of vocational students' career competences and how to support their development on an individual basis. This study aims to shed light on the developmental patterns of students' career competences at German vocational schools. Latent profile analysis of career competence was therefore conducted with data from vocational school students (N = 453). Data collection took place in 2017 in four vocational schools in North Rhine-Westphalia. The participants were on average 18.20 years old (SD = 1.65), and 48% of them were female. Using a standardized questionnaire, they self-assessed 12 facets of their career competences. The results showed 3 profile groups that followed a similar pattern regarding the 12 career competence facets. They mainly differed in their overall career competence level: low developed, intermediate and advanced. Furthermore, a fourth profile that diverged from the three other profiles in terms of career pattern was identified: highly concerned/little-stress-resistant. A multivariate analysis of variance revealed statistical differences among these profile groups in the 12 career competence facets. Multinomial logistic regressions showed significant effects from gender and concrete career aspirations on profile affiliation. Limitations of the study, practical implications, and issues for future research are discussed.

Career values and proactive career behaviour among contemporary higher education students

ABSTRACT The paper draws on evidence from a survey of Australian and UK students (N = 433) on students’ career values and their relationship to their proactivity in career self-management. Much of the dominant approaches to careers have focused on career competencies and adaptability in the context of increased movement from traditional to more self-managed career trajectories. Limited attention has been given to the role of career values in shaping individuals’ approaches to career management, particularly among higher education students. This study reveals data on a range of career values among students on a continuum between intrinsic and extrinsic careers. It revealed a preponderance of intrinsic career values and a clear relationship emerged on the strength of career values and levels of proactivity towards career management. Further, higher levels of intrinsic and extrinsic career values were reported for certain student groups. The article discusses the implications of these data for enhancing students’ career planning and engagement.

KEPUASAN KERJA SEBAGAI KUNCI OPTIMALISASI KINERJA PEGAWAI PADA DINAS KEHUTANAN SULAWESI TENGAH

Job satisfaction is one of the keys to accomplish optimal performance. Therefore, conditioning the organization to create job satisfaction is very important. This study aims to prove that the optimization of employee performance can be achieved especially if the job satisfaction has been realized, using career development, competence, and compensation as indicators. This research method was descriptive-verification with the collection data using survey that sampling uses saturated sampling and analyzed using the Structural Equation Model. The object research was employees of the Regional Forestry Service work units of Central Sulawesi Province. The results proved that the job satisfaction was a very important factor in mediating (full mediating variables) the variables of career development, competence, and compensation in improving employee performance, which is indicated by a positive and significant effect. Furthermore, it was proven that the biggest contribution affecting employee performance was the variable job satisfaction, with career development contributes to the highest influence on job satisfaction, followed by competence, and compensation. Keywords: Job satisfaction, career development, competence, compensation, and employee’s performance.

KEPUASAN KERJA SEBAGAI KUNCI OPTIMALISASI KINERJA PEGAWAI PADA DINAS KEHUTANAN SULAWESI TENGAH

Job satisfaction is one of the keys to accomplish optimal performance. Therefore, conditioning the organization to create job satisfaction is very important. This study aims to prove that the optimization of employee performance can be achieved especially if the job satisfaction has been realized, using career development, competence, and compensation as indicators. This research method was descriptive-verification with the collection data using survey that sampling uses saturated sampling and analyzed using the Structural Equation Model. The object research was employees of the Regional Forestry Service work units of Central Sulawesi Province. The results proved that the job satisfaction was a very important factor in mediating (full mediating variables) the variables of career development, competence, and compensation in improving employee performance, which is indicated by a positive and significant effect. Furthermore, it was proven that the biggest contribution affecting employee performance was the variable job satisfaction, with career development contributes to the highest influence on job satisfaction, followed by competence, and compensation. Keywords: Job satisfaction, career development, competence, compensation, and employee’s performance.

Kariérne kompetencie ako prediktory kariérneho úspechu

The presented article is focused on concept of career competencies. The aim of the research was to find a relationships between career competencies and career success. Career competencies was meaasured by the Career Competencies Indicator (CCI). Four indicators of subjective and objective career success were examined, namely, career satisfaction, perceived employability, salary and number of promotions. The sample consisted of 206 employed people with an average age of 29.45. Correlation Coefficients and Multiple Hierarchical Linear Regression was used to statistical data analysis. The results showed a significant positive relationship between career competencies and career satisfaction, perceived employability, and the number of promotions. The results of research support the importance of career competencies for successful career development.

Is Protean Career Attitude Beneficial for Both Employees and Organizations? Investigating the Mediating Effects of Knowing Career Competencies.

The aim of this study was to investigate the direct and indirect effects of protean career attitude on subjective and objective career success representing personal outcomes and task performance reflecting an organizational outcome. Drawing on the intelligent career framework, three knowing career competencies, i.e., career insight (knowing why), networking (knowing whom), and career/job-related skills (knowing how), were hypothesized as mediators linking protean career attitude with its personal and organizational outcomes. Participants of the study were 241 faculty members and matched supervisors from five large public sector universities in Islamabad, Pakistan. Data were collected in two waves through a personally administered questionnaire and analyzed through covariance-based structural equation modeling (CB-SEM). Results showed that protean career attitude has direct positive impacts on subjective career success, objective career success, and task performance. Further, the mediating role of three knowing career competencies was partially supported. We contribute to the literature by proposing and testing a research model linking protean career attitude with its personal and organizational outcomes directly and indirectly through three ways of knowing. A number of practical implications along with future research directions are also discussed.