Career Management Research Articles

Studi Literatur Riview: Manajemen Karir Meningkatkan Kinerja dan Kepuasan Kerja Karyawan

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.

Managerial taboos: How the ideal of a manager may harm people and organizations

This conceptual paper explores the seldom-discussed "unspoken rules" or managerial taboos that are often part of a manager's career but are rarely acknowledged openly. These sensitive issues can trigger feelings of guilt, shame, or self-doubt, creating tension between a manager's real identity and the idealized image of an "ideal manager." We propose a conceptual model that links this identity conflict to adverse outcomes, such as decreased productivity and compromised mental and physical health. We argue that the idealized identity is facilitated by several processes in broader management education and learning processes: idealized management skills taught in business schools, popular literature that defines what a "good manager" should be, and high expectations from stakeholders, colleagues, and employees. We recommend transforming management education and training because confronting these managerial taboo topics head-on is necessary to help managers become more resilient and effective and improve their overall well-being.

Professional activity and experience after a residency training program in ObGyn: A 10-year analysis.

To describe the profile and professional trajectory of the obstetrics and gynecology (ObGyn) graduates over the past decade, at a referral university hospital. A cross-sectional study was conducted, utilizing a survey that targeted graduates of the ObGyn residency program from the last decade, asking about demographics, medical undergraduate, residency details, post-residency trajectory, satisfaction levels, and social media usage. A descriptive analysis was performed. Comparative analyses, including gender-based differences, were assessed using chi-squared or Fisher exact tests (P < 0.05). Among 126 graduates, 84 agreed to participate (66.67%), predominantly comprising females with an average age of 33 years. Most identified themselves as white. The majority had pursued their undergraduate studies at the same institution (78.6%) and subsequently acquired specialized titles in ObGyn from the national society. Most of them were employed in both public and private sectors (71.08%). Male graduates held the majority of medical shifts in obstetrics. A significant gender-based salary discrepancy was noted, favoring males. More than half of the professionals utilized social media for work-related purposes. Many expressed the necessity for supplementary education beyond public health, particularly career management. The findings highlight a predominance of female and white individuals among the graduates. Overall, graduates expressed contentment with their education and professional engagements. A gender-based income disparity was identified, favoring male graduates. Studies like this can provide insights for improving medical residency education.

Making Motherhood Work: How Women Manage Careers and Caregiving

Making Motherhood Work: How Women Manage Careers and Caregiving

Recruiting the next generation of project managers: Student interests, industry needs, and marketing messages

Businesses need well-trained project managers but recruiting students to this field is a challenge. This three-part study examines motivational factors that influence students to pursue a project management degree, industry requirements for project management careers, and graduate program marketing messages. The purpose of the study is to determine the degree of alignment among these three variables and make recommendations for graduate program marketing stakeholders and industry leaders to improve recruitment strategies for these programs. Study 1 seeks to understand prospective student opinions and trigger factors when applying to a graduate program using a survey with regression and cross tabulation statistical analysis. Study 2 analyzes the relationship between project management certifications and work experience and salary using regression analysis. Study 3 is a content analysis that examines how graduate programs market their project management programs to prospective students. Study findings indicate industry leaders and higher education stakeholders need to use informational marketing campaigns to bridge the knowledge gap between market demand and student perceptions. Higher education leaders need to design curriculum that includes industry certifications and practical skill courses if they want to increase enrollment and career placement for project management students.

Promotion of Labor Insertion Through the Build Your Professional Career (CCP) Model: A Critical Qualitative Perspective for the Improvement of Professional and Life Projects

Advances in the development of the Reinvent Yourself project are presented, the purpose of which is to validate the CCP (Build your Professional Career) model for job improvement in the Autonomous Community of Andalusia in southern Spain. The CCP model is an integrative and inclusive proposal within the framework of professional career development. Through training in transversal competencies and career management, the CCP model aims to favor the processes of labor reintegration by responding to the needs that people present from a conscious and critical perspective. In this process, a qualitative perspective is prioritized because of what the model contributes to a person’s reflexivity, awareness, and self-determination. This article reflects on the potential of the model and of the critical qualitative methodology in processes of constructing identity and a professional career. The potential of the model and of the critical qualitative methodology to facilitate the processes of building a professional career is evidenced. This methodology and the tools used allow a greater social and personal impact in terms of equality and social justice.

Towards Algoritm-Assisted Career Management - the Challenge for New Immigration Countries. Predicting the Migrant"S Work Trajectory Using Ensemble Learning

Towards Algoritm-Assisted Career Management - the Challenge for New Immigration Countries. Predicting the Migrant"S Work Trajectory Using Ensemble Learning

Testing a social cognitive model of career self‐management with Turkish undergraduate students

AbstractThis study investigated the direct and indirect associations between social–emotional learning (SEL) skills, career decision self‐efficacy (CDSE), vocational outcome expectations (VOE), and career engagement (CE) within social cognitive career theory (SCCT) in a sample of Turkish university students. Junior and senior students (N = 460) completed the Social–Emotional Learning Scale‐Young Adult Form, the Career Decision Self‐Efficacy Scale‐Short Form, the Vocational Outcome Expectations Scale, the Career Engagement Scale, and the Demographic Information Form. Data was collected during COVID‐19 lockdowns in 2021. The results of a multiple serial mediation model indicated that higher SEL skills were related to higher CDSE and VOE, and, in turn, to CE. Overall, the results show that SCCT provides a promising framework for identifying predictors of CE, self‐directed career management behavior, in young adults during the transition from school to work. These findings have implications for theory, research, and practice by identifying potential influences on CE during COVID‐19.

"Now What Do I Do?" - Practical Challenges Faced By Young Neurosurgeons in their Career Management.

Neurosurgical residency is tough. Grueling hours and tough decisions require a mental makeup unlike many other specialties. But the real examination begins after the residency is over. Many young neurosurgeons are faced with a daunting task of deciding their future as soon as they step out of the medical school. Sometimes, such decisions can shape the entire career of the neurosurgeon. However, over the many years of academic teaching and learning what we are not taught is how to "Manage." Management of careers, decision making, and understanding the business end of our profession is lacking. Here, we review the career and decisions needed to be taken by a young neurosurgeon through the glass of a business management mindset. We try to define the opportunities and decisions and how they may reflect on the general population and patients as a whole.

From ‘service’ to ‘partnership’: harnessing social capital in support of activity in third space environments

ABSTRACT In more fluid higher education environments, the concept of third space has been developed to explore the activities of groups of staff who do not necessarily fit formal institutional descriptors. This paper draws on qualitative data from 26 respondents, in eight UK universities, who described significant elements of their work as occurring between professional and academic spheres of activity. Comparing individuals categorised as fully fledged ‘third space professionals’ with those categorised as simply ‘working in third space’, the paper suggests that the way individuals build and use social capital, and the recognition accorded to them by institutions, not only impacts on the way that they develop their roles but also is a significant factor in determining their career direction and aspirations. Furthermore, this has led to a general shift from the concept of service to one of partnership between colleagues, whether they are formally classified as ‘academic’ or ‘professional’.

Professional Case Management's Career Evolution.

Professional Case Management's Career Evolution.

Parenthood and Academic Career Trajectories

Women continue to be underrepresented in the field of economics, especially among permanent faculty. As parenthood is an important driver of gender inequality in the labor market, we study the impact of children on the academic careers of economists. We find no evidence of delayed or reduced fertility among researchers. Event study estimates reveal that both men's and women's career trajectories are affected by parenthood and face increasing attrition from universities. Men move into the broader research sector, while women leave research completely. We also find a gender gap in the promotion to tenured faculty in the years following parenthood.

Establishing the SHort course In transFerable skills Training (SHIFT) Program

While Ph.D. programs prepare graduate students to perform biomedical research, a defined systematic training program for transferable skills is generally lacking. When provided, this training is often informal, unstructured, or inconsistent. Therefore, there is a need to provide critical skills in marketing, relationship building, project management, and budgeting to prepare trainees to navigate into a productive, engaging, and rewarding biomedical research career. To address this gap in training, the graduate school at Meharry Medical College has developed the SH ort Course I n trans F erable skills T raining (SHIFT) Program, a one-year professional development program accessible to graduate students in the Southeast United States. The SHIFT Program has been launched to equip trainees with skills essential for success in all biomedical science careers. PhD Students between years one and two in their graduate program will be taught the primary constituents of career management through the use of four training modules. In Module I, students will complete self-assessments and be assigned to a small peer-mentoring team of six students with two mentors. Module II will consist of a 5-day workshop that encompasses instruction on the transferable skills identified as essential for career success. Module III will entail monthly interactive discussions over a 6-month period involving case study review and mentor-guided discussions to further reinforce skills learned. In Module IV, students will compile the information learned from Modules I-III to develop an Individual Development Plan that incorporates 3-5 specific, measurable, attainable, relevant, and time-based (SMART) career goals. Collectively, the SHIFT Program will allow participants to train, practice, and refresh skills, empowering them to navigate career transitions and obtain success in the career of their choice. NIH GM151274 and VA I01BX000505. This is the full abstract presented at the American Physiology Summit 2024 meeting and is only available in HTML format. There are no additional versions or additional content available for this abstract. Physiology was not involved in the peer review process.

지방 종합병원 밀레니얼 세대 간호사의 이직의도 영향요인

Purpose: This study aimed to assess the relationship between work-life balance, professionalism, the nursing work environment, job satisfaction, and turnover intention, and to identify the influencing factors on turnover intention among millennial nurses at rural general hospitals. Method: Participants were 154 nurses born after 1989, working in two general hospitals located in C city of G province. Data were collected from August 25 to September 6, 2023, using a self-report questionnaire. Descriptive statistics, independent t-tests, one-way ANOVA, Pearson correlation coefficients, and hierarchical regression analyses were conducted using SPSS version 25.0. Results: In the hierarchical regression analysis, the variables affecting turnover intention were years of total experience, with different impacts noted for those with less than 1 to 5 years (β=.34, p=.002) and more than 5 years (β=.38, p=.001) in Model 1. In Model 2, work-life balance (β=-.19, p=.019) and professionalism (β=-.26, p=.001) were significant variables affecting turnover intention. Model 3 showed that the nursing work environment was an additional significant variable affecting turnover intention (β=-.35, p&lt;.001), but job satisfaction (β =-.06, p=.507) did not significantly affect turnover intention. The total explanatory power was 34.9% (F=9.73, p&lt;.001, R²=.349). Conclusion: The results suggest that various nursing management strategies and career management programs that consider nurses’ clinical experience and the nursing work environment are needed to reduce nurses’ turnover intention.

Data-driven internal mobility: Similarity regularization gets the job done

This paper presents a novel approach to support career management by recommending job–employee matches within an organization through data-driven insights. We build a recommender system to propose matches. The presented approach extends upon a conventional collaborative filtering recommender system, which suggests matches based on the historic performance similarities of employees. To address the prevalent challenge of the cold start issue in internal placement, we incorporate personal employee data with a similarity-based regularization term. This regularization term finds latent representations that are closer to each other when employees share similar personal features. This approach is evaluated using three real-life datasets and demonstrates a highly competitive performance compared to state-of-the-art benchmark methods. Overall, we make three contributions to the field of HR analytics: (i) we present a comprehensive survey of job–employee recommender systems in the context of internal mobility, (ii) we implement a similarity regularization method, and (iii) we release a first-of-its-kind HR dataset on internal mobility. All code and public data used in this study are available on GitHub.

Создание сети деловых контактов как актуальное направление управления карьерой

Creating business networks is a current and highly sought-after direction in career management today. An analysis of scientific literature sources has shown that conceptually, it is closely related to the notion of network-ing. Thus, the author presents in the article his own definition of this concept. The article proposes a classifica-tion of methods for creating business networks in professional, educational, informal, and virtual environments, with a detailed examination of the most common ones. Through expert interviews with specialists in HR man-agement, the article examines the pivotal role of business networks in shaping individuals’ career directions. Insights from these interviews underscore the importance of proactive networking for both securing employ-ment opportunities and advancing in one’s career. In response to the increasing digitization of professional interactions, the article offers examples of training initiatives aimed at equipping employees with the skills nec-essary for effective networking in virtual environments. These practices are tailored to address the evolving needs of organizations amidst technological advancements. In conclusion, the article emphasizes the strategic significance of building business networks in modern career management. By leveraging diverse methods and adapting to digital transformations, individuals can harness the power of networking to propel their professional growth and success.

A Study of University Students’ Innovation and Entrepreneurship Competencies under Internet Plus and China’s Dual Carbon Targets

China’s policy on carbon peaking and carbon neutrality has sparked a new wave of emerging industries towards reaching the dual carbon targets. The growth of these industries meant that there is an urgent need to develop innovative entrepreneurs who are committed to realizing the dual carbon goals. Therefore, it is of great significance to analyze the innovation and entrepreneurship competencies of university students in achieving the goals. Under the background of internet plus, university students are critical in realizing the dual carbon goals as they possess specific characteristics compared to the comprehensive competencies of innovative entrepreneurs. With the help of the internet and through the combination of online and offline model, this paper examined university students in a specific area to determine the structure and influencing factors of their innovation and entrepreneurship competencies. The results indicate that in the era of internet plus, factors such as national policy, students’ place of origin, career direction, as well as innovation and entrepreneurship activities play a key role in the innovation and entrepreneurship competencies of university students towards reaching the dual carbon goals. More proper research needs to be conducted on university students with different personality traits even though university students in the era of internet plus can make use of innovation and entrepreneurship opportunities in achieving the dual carbon targets.

Development of an Experiential Learning Management Model to Develop Career Skills for Primary School Students

The objectives of this research were (1) to develop the experiential learning management model to develop career skills for primary school students, and (2) to evaluate the effectiveness of the experiential learning management model. The sample was divided into two groups: (1) the sample used to evaluate the appropriateness of the learning management model, namely 5 experts in learning management model development and career skills development of students, were obtained by purposive sampling; (2) the sample used to evaluate the effectiveness of the learning management model consisted of 30 students in grade 6 of Ban Khek Noi School, which obtained by simple random sampling. Data analysis statistics were mean, standard deviation, and repeated measure ANOVA. Research findings showed that (1) the experiential learning management model was appropriate at a high level; (2) the students career skills after using the learning management model at a very good level; and (3) the post-career skills scores of the students who learned from the experiential learning management model were significantly higher than their pre-career skills score at the .05 level.

Career management strategies and commitment among Chinese elementary school teachers

Career management strategies and commitment among Chinese elementary school teachers

Professional competency, professional identity, perceived organizational support of college teacher: Input to effective career management framework

Professional competency, professional identity, perceived organizational support of college teacher: Input to effective career management framework