Career Development Research Articles

This study aims to examine the effect of nurses' organizational learning levels on perceived career opportunities, while exploring the parallel mediating roles of colleague support and psychological comfort perception. A cross-sectional survey design was employed with a sample of 462 nurses working in public hospitals in Nevsehir, Turkey. Data were collected using validated measurement scales and analyzed using SPSS, AMOS and PROCESS Macro (Model 4) for mediation analysis. The results revealed that organizational learning positively and significantly predicted perceived career opportunity. Colleague support and psychological comfort each served as significant mediators in this relationship. Specifically, organizational learning enhanced colleague support (ß=0.623) and psychological comfort (ß=0.282), both of which positively influenced perceived career opportunity (ß=0.303 and β=0.345, respectively). The parallel mediation analysis confirmed that both variables had significant indirect effects, with a total indirect effect of β=0.272. These findings underscore the need for health organizations to foster learning-oriented cultures and psychologically supportive environments. Strengthening organizational learning and peer support mechanisms can improve nurses' perceptions of career growth and enhance workforce retention. This study contributes to the literature by integrating organizational learning theory with social cognitive career theory, offering empirical evidence for the dual mediating roles of psychological comfort and colleague support in healthcare career development.

This study aims to analyze efforts to improve the quality of teacher human resources at the Rusqah Islamiyah Educational Foundation in Pekanbaru. Teacher quality as the spearhead of education is a crucial factor in achieving quality educational goals. This research uses a qualitative approach with a case study method. Data were collected through in-depth interviews, observations, and document analysis of 25 teachers and 5 foundation leaders. The results show that the Rusqah Islamiyah Educational Foundation has implemented various teacher HR development strategies including: (1) continuous training programs, (2) competency-based performance appraisal systems, (3) spiritual and professional guidance, (4) teacher welfare improvement, and (5) structured career development. This study found that the integration of Islamic values in teacher HR development has a positive impact on improving learning quality and student character formation. However, there are still challenges in the form of limited funds, lack of technology facilities, and the need to improve teachers' digital competence.

This study investigated the impact of enrichment programs on the career development of gifted Saudi students using a descriptive-analytical approach with a survey of 415 university students and graduates. Results indicated that 91.81% of participants recognized enrichment programs as essential for shaping career goals, with 91.23% favoring quality-focused over quantity-based programs. Key influencing factors included alignment with labor market needs (mean = 4.71), exposure to diverse fields (mean = 4.50), and expert involvement (mean = 4.41). The findings highlighted a strong positive relationship between program diversity, structured design, and career clarity, underscoring the need for purposeful educational initiatives that respond to industry demands. The study recommends expanding programs with AI-based career guidance, strengthening educator training for personalized counseling, and conducting regular program evaluations, thereby supporting educational and policy development in line with Saudi Vision 2030.

Abstract Introduction The pharmacy profession is under increasing strain, with staff facing heavy workloads, limited career progression, high stress, and burnout – issues that intensified during the COVID-19 pandemic. These pressures have led to reduced staff satisfaction, increased turnover, and potential compromises in patient care. While support models such as the Professional Nurse Advocate (PNA) programme [1] have shown promising outcomes for nurses, including enhanced wellbeing and retention through restorative clinical supervision, there remains a lack of equivalent support mechanisms tailored to pharmacy staff. Drawing from the success of the PNA model, this study explores whether a similar role – termed the Professional Pharmacy Advocate (PPA) – could be beneficial within the pharmacy workforce. Aim The study aimed to evaluate the perceived value and potential impact of introducing a Professional Pharmacy Advocate role in supporting pharmacy staff wellbeing, career development, and retention. Specifically, it sought to assess whether restorative clinical supervision, when offered to pharmacy staff, could mirror the benefits observed in nursing through the PNA programme. Methodology A qualitative approach was used, involving two survey-based evaluations conducted at University Hospitals Bristol and Weston NHS Foundation Trust. One survey targeted key informants – senior pharmacy professionals with oversight of organisational practices – and the other targeted pharmacy staff who had participated in a supervised restorative session led by a trained PNA. Both surveys included open-ended questions focusing on workplace wellbeing, existing support mechanisms, perceived benefits and limitations of the PNA model, and applicability to the pharmacy setting. Thematic analysis was employed to identify key themes across participant responses. Results A total of 10 responses were analysed: Six from key informants and four from pharmacy staff. Key informants identified high-pressure environments, burnout, physical fatigue, and limited career development as primary challenges. While many noted that support systems were in place, they were often inconsistent and not tailored to all staff levels. Most respondents (83.3%) believed a PPA could positively impact pharmacy staff by fostering emotional resilience, improving retention, and enhancing team cohesion. All pharmacy staff who experienced the PNA-led session stated they would use and recommend the service again. They appreciated the safe, non-judgemental space to reflect on practice, discuss career concerns, and explore stress management strategies. Some, however, suggested the role would be more impactful if adapted and delivered by pharmacy professionals with relevant clinical insight. Discussion The findings suggest strong support for the introduction of a Professional Pharmacy Advocate role. Both pharmacy staff and key informants recognised the benefits of structured, restorative supervision and the potential of the role to address systemic issues like burnout and poor retention. However, several challenges must be addressed, including NHS resource constraints, role clarity, and stigma around seeking mental health support. Despite the study’s limitations, such as a small sample size and single-site setting, it offers promising initial evidence. Further research with a larger cohort and extended implementation period is recommended to refine and evaluate the effectiveness of the PPA model in real-world practice.

Purpose Despite the prevalence of 1-on-1 meetings, their short history means the authors have insufficient knowledge of their workings, which has created a negative view of their effectiveness. This study aims to determine whether developing a script − a foundational sales know-how − for 1-on-1 meetings increases employee satisfaction? Design/methodology/approach Two studies were conducted among full-time employees of ITOCHU Techno-Solutions Corporation, a major Japanese IT company. In Study 1, the authors identified satisfaction factors relating to the topics of 1-on-1 meetings and developed a script based on these findings. In Study 2, a randomized controlled trial (RCT) examined the effect of the script on employee satisfaction with 1-on-1 meetings. Findings Study 1 showed that the three conversation topics − job description, career development and idle talk − had a positive effect, while private life had a negative effect. No significant effects were detected for organizational strategy, working style and human relationships. In Study 2, an RCT was conducted using a script created based on this knowledge; the script significantly increased subordinate satisfaction. Originality/value To the best of the authors’ knowledge, this study is the first to identify topics that contribute to satisfaction in 1-on-1 meetings and, through an RCT, demonstrate the effectiveness of using such scripts.

Orientation: Creative engagement is the process of involving employees in creative activities of innovation, creativity and active participation in work. Competence and career development have an impact on employee performance. In addition to this, employee creative engagement has a role in mediating the influence of competence and career development on employee performance. Research purpose: The aim of this study is to test and analyse the influence of competence and career development on employee performance. This study also examines the mediating role of employee creative engagement on the relationship between competence and career development with employee performance. Motivation for the study: This research provides ideas to improve employee performance and organisational performance. By conducting further research, competency and career development variables are expected to improve employee performance with creative engagement as a mediating variable. Research approach/design and method: This study applied an explanatory survey method with a cross-section technique from 120 respondents. Main findings: Employee creative engagement provides a significant mediating role in the influence of competence and career development on employee performance. Practical/managerial implications: Employee development policies can consider employee creative engagement in mediating the influence of competence and career development on employee performance. Contribution/value-add: Career development has essentially been proven to enhance employee job performance. This research adds the abstraction that employee creative engagement mediates the influence of competence and career development on employee performance. The value-add can provide policy direction for employee development management.

This paper examines the strategic development of sustainable alumni networks in East Asia, emphasising the pivotal role of alumni leadership in fostering engagement and advancing institutional priorities. The research focuses on the progressive functioning of alumni associations and sustainable approaches through structured leadership development pathways. Through case studies of the University of Glasgow’s initiatives, this paper highlights actionable insights and best practices that align with regional dynamics and alumni motivations, including passion for their alma mater, recognition and career development. These findings provide a framework for enhancing international alumni relations and leveraging alumni networks to strengthen institutional reputation in an evolving global context. This article is also included in The Business & Management Collection which can be accessed at https://hstalks.com/business/.

This study aims to examine the impact of talent management practices on employee performance in the Islamic banking industry in East Java, Indonesia. Using a quantitative approach, data were collected through questionnaires distributed to 210 employees of Islamic banks. This study employed multiple regression analysis to test the relationship between talent management practices and employee performance. The results revealed that talent management practices, including recruitment, training, career development, and retention, have a significant positive impact on employee performance. These findings provide insight that effective talent management can improve productivity, work quality, and employee commitment to the organization. Therefore, Islamic banks are recommended to continue investing in talent management as a strategic tool to enhance employee performance, while ensuring these practices align with Sharia values to create an ethical and sustainable work environment.

Abstract As global challenges intensify, integrating sustainability into STEM education and careers is urgent. We conducted a convergent mixed-methods review that combines scientometric and narrative approaches. Scientometric analyses help map the macro-level scope of the field—tracking publication trends, identifying dominant clusters, and pinpointing emerging areas. Narrative reviews offer complementary depth, revealing how specific research methods and theoretical frameworks shape our understanding of sustainability within STEM. The scientometric analysis encompassed 2721 publications from 1992 to February 2025, utilizing CiteSpace and VOSviewer for mapping. In addition, a narrative synthesis was conducted on 113 studies selected through title and abstract screening. Scientometric analysis shows a post-2010 surge in sustainability-focused STEM work, coalescing into four clusters: (1) education and technology integration, (2) human factors and institutional structures, (3) sustainability and policy, and (4) innovation and economic impact. Narrative findings identify three dominant methodological traditions (quantitative, qualitative, and mixed) and five recurrent theoretical lenses (SCCT, identity, SDT, ecological systems, and integrated models). Triangulation reveals three persistent gaps: (i) limited research in non-Western contexts, (ii) scarce longitudinal studies following learners into early careers, and (iii) weak integration of person-centred and structural theories. Together, the two strands provide a roadmap for context-sensitive, interdisciplinary, and longitudinal inquiry that can better equip the global STEM workforce to advance sustainability.

Purpose This study aims to explore the current state of generative artificial intelligence (genAI) in the workplace and discuss a potential digital divide in relation to genAI. Design/methodology/approach Using a quantitative approach, we study career-relevant predictors – family socio-economic status, education and work characteristics – and their relationship with different indicators of digital divide – access, genAI use, attitude toward AI and perceived AI literacy. To test our hypothesis, we used logistic and linear regression analyses. Additionally, latent profile analysis was conducted to identify patterns regarding work characteristics within the sample. Findings Among the 1,341 participants, 326 individuals were genAI users. Our results show that higher family socio-economic status, education and enriched and demanding work can be linked to a more positive attitude toward AI and higher perceived AI literacy. In the case of access and frequency of use, the results were mixed. Originality/value Our findings offer a novel contribution by examining a potentially upcoming digital divide in the case of genAI. We focus on how the career adaptation of the workforce might develop in the age of genAI. Importantly, we highlight that not all individuals may have an equal opportunity to adapt to genAI, which could hinder their future career development and reinforce patterns of inequality. Future research should address how to promote inclusivity and consider individual differences in adapting to genAI.

During the period of accelerated digitalization and the evolution of the labor market, this study begins to investigate the career development trajectory of young people through the employment perspective of gig work. Existing research literature has mainly focused on the socioeconomic and regulatory aspects of the gig economy; this study seeks to design interdisciplinary research by linking literary analysis literary analysis of the thematic and comparative socioeconomic research. Using Neal Stephenson's science fiction novel Snow Crash as the speculative text base, the study examines how can fictional narrative of the novel resonate with the current gig economy among young people. In accordance with the secondary materials by international institutions, nations' statistics, and scholarly work in 2018-2024, the analysis observes significant Snow Crash modern gig work parallels in the following aspects: platform-dominated task allocation, fractured or fluid professions, and chronic employment insecurity. This paper speculatively views science fiction works like Snow Crash as a rich predictive material, which can be used to interpret emerging work trends and offer warning indicators and conceptual technologies for policy researchers. Lastly, this study contributes to the interdisciplinary field of literary studies and gig economy. It has initiated a foresight on the study of gig work while provided a potential research field for the future.

The low competitiveness of vocational high school (SMK) graduates remains a serious challenge in meeting the needs of the dynamic industrial world, particularly in Banten Province, particularly Cilegon City. Although this region has many companies in the manufacturing, shipping, and stevedoring sectors, the unemployment rate among vocational high school graduates remains relatively high. This study aims to analyze the impactSkill Development Revolving Fundtowards developmentvocational careerand professional competence in an effort to increase the competitiveness of vocational school graduates. The research approach used was quantitative with a sample of 266 respondents, who were randomly drawn from graduates of four vocational schools in Cilegon City. The results of the study showed that: (1)Skill Development Revolving Fundhas a significant impact on developmentvocational career, which ultimately increases the competitiveness of vocational school graduates; (2)Skill Development Revolving Fundalso has a significant influence on improving the professional competence of graduates, thus encouraging the creation of competitive advantages; (3) overall,Skill Development Revolving Fundand its indicators play an important role in strengthening the competitiveness of vocational school graduates; and (4) a combination ofSkill Development Revolving Fund, developmentvocational career, and professional competence provide a positive contribution to increasing the competitiveness of vocational school graduates. Thus, it can be concluded that the management ofSkill Development Revolving FundAn effective program can create career development mechanisms and enhance professional competencies relevant to industry needs. This program needs to be continuously strengthened as a sustainable strategy to prepare a competent, adaptive, and highly competitive vocational high school workforce in the global job market.

With the advent of social media, many businesses are increasingly using the digital platforms in their daily operations, including in the recruitment process. Specifically, companies are utilizing social media to cybervet and validate the applicants. However, there is lack of research on curating social media content for professional digital persona among job seekers in Malaysia. Thus, this study aims to explore on how social media personal branding strategies can nurture future-ready talents in Malaysia to gain better career opportunities. Specifically, this study adopted a qualitative research approach in exploring the research objective and a total of 12 informants were recruited. The findings revealed that effective personal branding on social media significantly enhances the employability of job seekers by showcasing their skills, experiences, and professional values. Informants reported that strategic curation of social media profiles, including consistent posting of industry-related content and engaging in professional networks, contributed to greater visibility and credibility in the job market. Thus, this study expands the literature on strategic personal branding and employability for Malaysian job seekers, demonstrating how strategic social media content curation can offer better career opportunities. It also emphasizes the importance of social media literacy in today’s job market, and to integrate digital branding strategies in career development programs and higher education curricula.

This study aims to analyze and test the mediating role of job satisfaction in the relationship between career development and job stress on employee loyalty at BPR Agung Sejahtera. This study used a quantitative methodology to collect primary data from 90 employees of BPR Agung Sejahtera through questionnaires. Partial Least Squares (PLS) with Structural Equation Modeling (SEM) was used to test the relationship between latent variables. Data testing included validity, reliability, bootstrapping , Adjusted R-Square, Path Coefficient, and Specific Indirect Effects . The results showed that career development had a positive and significant effect on job satisfaction. Conversely, job stress was found to have a negative and significant effect on job satisfaction. Career development also had a positive and significant effect on employee loyalty. Job stress had a negative and significant effect on employee loyalty. Job satisfaction had a positive and significant effect on employee loyalty. However, the mediating role of job satisfaction in the relationship between career development and job stress on employee loyalty proved to be insignificant. This finding indicates that employee loyalty is more influenced by good career development and low levels of job stress than the mediating role of job satisfaction. Overall, these findings conclude that managing career development and work stress through job satisfaction is crucial for increasing employee loyalty. It is hoped that these research findings will help BPR Agung Sejahtera's management better manage its human resources to achieve the company's goals.

Purpose This paper investigates the influence of organizational HR practices (compensation, career development and perceived organizational support) on employee motivation and retention in the hotel industry. Additionally, this study examines the moderating effect of co-worker influence and market turbulence on employee motivation and retention among hoteliers. Design/methodology/approach This study employed a cross-sectional quantitative design. Data from 386 respondents were collected via a validated survey instrument using a five-point Likert scale. Partial Least Squares Structural Equation Modeling (PLS-SEM) was applied to test the measurement and structural models. Findings Path analysis revealed that compensation significantly affected employee motivation and retention, while career development and perceived organizational support showed no significant direct influence. Moderation analysis indicated that co-worker influence is an insignificant moderator. However, market turbulence significantly moderated the relationship between perceived organizational support and employee motivation and retention, suggesting that the role of perceived organizational support becomes more critical in times of external uncertainty. Research limitations/implications The study challenges the dominance of compensation by demonstrating the conditional importance of perceived organizational support during instability. The influence of co-workers is insignificant, and it also questions existing assumptions. These findings encourage scholars to revisit conventional OB frameworks and adopt more context-sensitive models in hospitality HR research. Practical implications Hotel managers are urged to align career development programs with employee needs to sustain motivation. By identifying employees vulnerable to instability and providing targeted support, managers can improve retention, workforce resilience and ultimately guest satisfaction in an increasingly volatile hospitality environment. Originality/value This study focuses on the unexplored moderating roles of co-worker influence and market turbulence, specifically within the under-research context of star-rated hotels in Indonesia.

ABSTRACT While hope and social support are recognised as key resources for college students' career development, the intricate mechanisms through which they jointly and dynamically influence career outcomes, and the critical role of proactive skills in translating these resources into action, remain insufficiently understood. This research programme systematically investigates these processes, integrating Hope Theory with the Planned Happenstance Theory. Across four studies using experimental, longitudinal and cross‐sectional methods, we demonstrate that career hope is a pivotal driver of career engagement (Study 1, N = 175), but its impact is contingent upon individuals' planned happenstance skills (Study 2, N = 172). Critically, our longitudinal data (Study 3, N = 320) revealed a virtuous cycle: career social support and career hope reciprocally mediate each other's positive relationship with engagement. A final confirmatory study (Study 4, N = 321) validated this complex network, showing that the mediating pathways are amplified when students possess high levels of planned happenstance skills. Collectively, these findings not only extend Hope Theory into the career domain but, more importantly, integrate it with Planned Happenstance Theory, revealing how internal agency (career hope) and external resources (career social support) interact with proactive skills (planned happenstance skills) to shape career engagement. This research provides a robust, multimethod foundation for designing targeted interventions to improve student career outcomes.

BackgroundMale nurses remain underrepresented in the global nursing workforce. Despite a growing need for gender diversity in healthcare, the career trajectories of male nurses, particularly those in managerial roles, have been underexplored.AimThe aim of this study was to determine the career process experiences of male nurse managers.MethodDescriptive phenomenological design, one of the qualitative research methods, was used in the study. Data were collected via video conferencing between September 2021 and February 2022 from 11 male nurse managers employed in university hospitals, Ministry of Health hospitals, and private healthcare facilities in Istanbul, Türkiye. Semi-structured interviews were conducted and analyzed using Colaizzi’s phenomenological analysis method. The form consisted of open-ended questions designed to gather participants’ personal and professional information, explore their experiences with career.FindingsCareer processes of male nurse managers findings were organized into four primary themes: “Pre-Employment Experiences”, “Entering the Workforce”, “Professional Experiences”, “Career Development and Future Plans”. These themes were further explored through the identification of 7 subthemes (Choice of Profession, Studentship, Interactions with Patients/Patient relatives, Interactions with Managers, Interactions with doctors, Being selected as a manager, Future plan) and corresponding codes.ConclusionMale nurse managers experienced both positive and negative situations related to their gender throughout their educational and professional journey, impacting their managerialprogression.

This descriptive-correlational study utilizes the standardized Research and Development Framework (RDF) to assess the personal profiles of the 48 regular faculty of CBSUA-Sipocot alongside their knowledge and intellectual abilities, and personal effectiveness. This data is analyzed utilizing the Statistical Package for the Social Sciences (SPSS) version 27; frequency count and percentage for personal profiling, mean and ranking for assessing research competence, and Kendall's Tau-b in determining the relationship between personal profiles and research competence because the gathered data is not normally distributed and has several ties rank (Lee, 2025). Out of the 34 non-mandated faculty (instructors and assistant professors), 13 research paper have been completed: seven are collaborative efforts, and five have been published, with two of the published works having been cited. On the other hand, 7 research papers - three collaborative and four published with one citation - have been completed by the 16 faculty members mandated (associate professor) to conduct research. Moreover, the 48 faculty members at CBSUA-Sipocot exhibit moderate level of Knowledge and Intellectual Capacity - Knowledge Base: 3.11, Cognitive Abilities: 3.20, and Creativity: 3.21 - and Personal Effectiveness - Personal Qualities: 3.19, Self-management: 3.17, and Professional and Career Development: 3.11. Finally, the positive significant correlation between the faculty’s profile and research competence – knowledge, creativity, and personal qualities - suggests provision of necessary training, activities, and programs that shall articulate research productivity while maintaining balance between work and leisure.

Undergraduate research experiences provide high-impact educational opportunities for undergraduate public health students and serve as valuable career development activities for both students and faculty mentors. This reflective article shares faculty and student experiences from attending and presenting at the 2025 Society for Public Health Education (SOPHE) Annual Conference in Long Beach, California. Three undergraduate students enrolled in a Bachelor of Science in Public Health (BSPH) program, under faculty mentorship, presented original research examining the marketing tactics of diet teas. Each student's reflection highlights personal and professional growth through their first exposure to national-level research dissemination and networking. Faculty mentorship facilitated student skill development in public speaking, research dissemination, and professional identity formation, while also providing the faculty mentor with professional fulfillment and opportunities to contribute to student success. The experience reinforces the importance of providing undergraduate students-particularly those from underrepresented backgrounds-with access to professional development opportunities early in their careers. The reflections presented serve as a practical model for faculty seeking to integrate research mentorship and conference participation into undergraduate health promotion training.

English communicative competence and Indian graduates' employability: A Borneo-Pacific perspective Indeed, while English is increasingly made the criterion of access to higher education by standards‐conscious regimes in many regions of globalized academe, local certifications remain definitive. This paper explores the correlation between English communication skills and career development challenges faced by university graduates in two dimensions: universities and industry participants. A total of 300 students, faculty and HR professionals from Delhi-NCR, Uttar Pradesh and Uttarakhand were surveyed using a mixed-method research design. Quantitative assessment indicated that 62% of students felt they had adequate writing skills in English, whilst only 34% were confident communicators which is undoubtedly a clear, significant disparity between learning and application. The interviews with the teachers revealed that value placed on traditional product- based, grammar-focused foreign-language education and short experiential contact block communication development. Concerning industrial needs, negative feedback was received on weak presentation through poor writing, speaking, artic ulation, inability to listen actively, and difficulty speaking in public which are directly reflected in the workplace. There was a high positive correlation (r = 0.78) between English skills and employment, statistically. The study established the fact that confidence, clarity and cultural sensitivity must be taught as life skills and not as a linguistic subject. It suggests integrating communication training from across disciplines, popularizing experiential and technology-assisted platforms for learning, encouraging university–industry partnerships and conducting faculty development programmes to reorient pedagogy with Outcome-Based Education and the aspirations of NEP 2020. Bringing about communicative ability would not only enhance graduate employability, but also prepare India’s youth to participate comfortably in the global workplace.