Career Life Cycle Research Articles

The cost of ‘cost reduction’: An integrative review of blended workgroups

Blended workgroups, comprising both standard and nonstandard employees, are increasingly used by organisations to reduce costs, however, evidence on their effectiveness has been mixed. This integrative review analyses 96 relevant empirical studies, and organises the findings along three themes: impacts at individual and organisational levels, theoretical perspectives explaining the mechanisms of workgroup dynamics, and contingency factors influencing benefits and costs. Our findings offer four key insights: the importance of composition, the need for a multi-perspective approach, the development of targeted management practices, and the significance of career lifecycle management, all of which have important managerial implications. We suggest five avenues for future research: integrating theoretical perspectives, addressing employee psychological well-being, considering contextual factors, examining temporal changes, and analysing the impact of gender dynamics.

Expertise Integration in Cybercrime Policing: Exploring Civilian Career Lifecycles

ABSTRACT This study examines the internal dynamics and composition of federal police cybercrime units with a focus on civilianization. The study is based on interviews with 56 sworn and civilian (unsworn) members of two federal law enforcement organizations located in two of the Five Eyes countries. Both police organizations had a significant number of civilian employees in their cybercrime units and were in the process of actively recruiting more. The findings relate to civilianization across four domains: organizational design and structure; recruitment and remuneration; education and training; and attrition and retention. These four (interrelated) domains were identified as core organizational challenges that impacted the capacity of police cybercrime units to optimally harness civilian expertise to enhance cybercrime capability. Our study finds widespread support for civilianization within federal police cybercrime units as an approach to improving capability but highlights several challenges for police organizations across the civilian career lifecycle. The main challenges relate to recruitment and retention. A much broader tension relates to how police organizations remunerate sworn and civilian employees and provide opportunities for career advancement. There is an increasing need for new policy solutions to this issue as police organizations continue to adapt to evolving cybercrime challenges.

Diversity in the career lifecycle: A review and research agenda

Acknowledging the evolving composition of modern workforces and nature of contemporary work, we offer a review and research agenda for integrating diversity process theory into career and vocational behavior research. Based on a review of theories that articulate how social identity shapes career outcomes, we highlight a need for additional theorizing that captures the dynamism and complexity of human experience and intersecting roles embedded within the career lifecycle. To address this need, we propose approaching the study of vocational behavior from a diversity process perspective. Integrating three diversity-related processes (identity, information processing, inclusion) across three career stages (career choice, adjustment, exit), we develop a model for exploring how diversity influences people's career experiences and transitions. Specifically, we identify five career transitions – identity-choice, information processing-choice, information processing-adjustment, inclusion-adjustment, and inclusion-exit – and discuss the underlying mechanisms for each. We also suggest specific directions for future research that respond to the increasing diversity and intersectionality of modern workforces and advances foundational insights into how individuals navigate their career experiences and trajectories. By bridging the gap between the career and diversity theoretical domains and offering a new perspective for researchers and practitioners in the field of career development, we hope to take an important step toward a more comprehensive, inclusive and socially responsive understanding of vocational behavior.

The Motivation Theory of Life-Span Development and Its Implications for Career Education

Based on the Selective Optimization with Compensation (SOC) and control model, the Motivational Theory of Life-Span Development (MTLSD) proposes adaptive development criteria and objectives. It asserts that the pursuit of perpetual development is the primary control and that the life cycle is an action field with an opportunity and constraint structure of time organization. Opportunity is a process characterized by the change processes of escalating and waning and by the adaptation consistency processes of goal participation and goal separation. The MTLSD has endeavored to elucidate how people actively promote their own personal lifelong development throughout its entirety. This provides illumination for China’s career education. The importance of individual initiative in career development, the process of opportunity in the continuity of career education, the difference of career education in different career (major) life cycles, and the fairness of career education during the transitional period of social mobility (opportunity) must be emphasized.

Equity in neurosurgery: a worldwide survey of women neurosurgeons.

The global neurosurgery workforce does not have a defined stance on gender equity. The authors sought to study and characterize the demographic features of the international women neurosurgery community and to better understand the perceptions and reflections of their neurosurgical careers. The objective was to define and characterize the workplace inequities faced by the global women neurosurgeon community. A 58-item cross-sectional survey was distributed to the global women neurosurgery community. The survey was distributed via an online and mobile platform between October 2018 and December 2020. Responses were anonymized. The authors utilized chi-square analysis to differentiate variables (e.g., career satisfaction) between various groups (e.g., those based on academic position). The authors calculated 95% CIs to establish significance. Among 237 respondents, approximately 40% were between the ages of 26 and 35 years. Within their respective departments, 45% identified themselves as the only woman neurosurgeon in their practice. Forty-three percent stated that their department supported women neurosurgeons for leadership roles. Seventy-five percent of respondents were members of organized neurosurgery professional societies; of these, 38% had been involved in leadership roles. Almost 60% of respondents postponed their decision to get pregnant because of resident or work-related influences. This survey provides international feedback for characterizing and understanding the experiences of women neurosurgeons worldwide. Future research should aim to understand all neurosurgeons' experiences throughout the pipeline and career life cycle of neurosurgery in order to improve the field of neurosurgery.

Faculty Turnover: It's Preventable

Faculty Turnover: It's Preventable

From nostalgia to knowledge: Considering the personal dimensions of data lifecycles

AbstractData lifecycle models are used to visualize the stages data resources pass through from creation to completion of a research project and beyond. Although helpful, these models tend to depict idealized and impersonal circumstances that often involve curation actions taken by researchers themselves, while neglecting to represent dynamics particular to researchers' lives and careers. Meanwhile, research data are still infrequently managed successfully according to these models, which is a particular concern for “long tail” data, where sharing tends to depend on individual researchers' decisions and preservation actions. The paper addresses these considerations by exploring the ways in which long tail data lifecycles are entwined with human career lifecycles. Through interviews with astronomers, six affective dimensions that may impact data and career lifecycle dynamics are identified: painstakingness, loose ends, altruism, intellectual passion, legacy, and nostalgia. Building upon these insights and holistically drawing connections between human information behavior and data lifecycle modeling literature and frameworks, a researcher‐centered lifecycle model is proposed that seeks to depict the unique motivations and changing needs of researchers to share data throughout the courses of their careers. The paper concludes with suggestions for theoretical development and curatorial interventions in current data lifecycle modeling and data management practice.

Role Theory Perspectives: Past, Present, and Future Applications of Role Theories in Management Research

Role theories examine how individual behavior is shaped by prevailing social roles and provide insights into how behavior is perceived by others in light of such roles. Current movements for police reform as well as the landmark decision by the U.S. Supreme Court concerning the employment rights of LGBTQIA individuals have brought conversations concerning roles and their potential impact to the forefront of public discourse. Academic perspectives in management research have aided in building knowledge concerning how roles impact individuals and organizations in a variety of research domains, including entrepreneurship, human resource management, organizational behavior, and strategic management. While the utilization of role theory has gained tremendous momentum over the past two decades, its central tenets are often blurred given that several related but unique perspectives surrounding roles exist in the literature. We trace the origins and development of specific role theories by defining central constructs to bring clarity to the conceptual ambiguities between various role theories and key concepts. Next, we provide an integrative review of empirical role research in management journals over the past 20 years. Here, we identify the five most prominent research themes in the management literature: roles and identity, work–nonwork interface, biases and stereotypes, career life cycles, and ethics and other-oriented behavior. Finally, we provide an agenda for future research that highlights missed opportunities in management research that draws from the key themes identified in our review.

A Career Life-Cycle Perspective on Women's Health and Safety: Insights From the Defense Health Board Report on Military Women's Health.

Women's health has demanded more attention from employers as women integrated into the workforce. Traditionally male-dominant fields and occupations require special attention to workplace design, physical standards for entry, employment practices, equipment, and health monitoring. This editorial summarizes the Defense Health Board's (DHB) review of Active Duty Women's Health and its recommendations grounded in a woman's career life-cycle. The DHB reviewed the Department of Defense and foreign militaries' current women's health services, relevant policies and practices, peer-reviewed scientific literature, and subject matter expert interviews. The DHB's recommendations centered on a comprehensive approach to education, health care access and treatment, professional workforce development, workplace standards and equipment, and accountable outcomes metrics to guide improvement. Employers can learn how to reduce morbidity, leading to a healthier and more productive female workforce.

Shifting sands: navigating being academic in an evolving sector

ABSTRACT The evolution of the higher education sector has included a strong focus on academic performance despite increasing workloads and employment precarity, with COVID-19 further disrupting traditional university expectations. Drawing on HERD’s author voices from 2010 to 2020, this reflective review examines the changing nature of academe, mapping the shifts in role and identity that occur through an academic’s career life cycle. The mechanisms to support these developmental journeys are examined, highlighting the role that development agencies and university leaders need to play in supporting the holistic development of academics (and researchers), particularly as expectations evolve. Implications for a post-COVID sector are explored, suggesting this disruptive phase will require more responsive support from universities, developers and university leaders. The paper identifies gaps in research and commentary that warrant further exploration by scholars in the future.

Exploring career life cycles and influencing factors of elementary school teachers using systematic review

Exploring career life cycles and influencing factors of elementary school teachers using systematic review

Need-Participation Analysis of Professional Development Program based on Career Life Cycle of Teaching

목적 이 연구는 교직 생애 단계에 따른 전문성 개발 프로그램의 필요도와 참여도를 분석하고, 이를 연계 분석함으로써 교사 전문성 개발에 대한 시사점을 도출하고자 한다. 방법 연구 목적을 달성하기 위하여 OECD 교수학습국제조사(TALIS) 2018 자료 중 한국 초등학교 교사 2,994명과 중학교 교사 2,180명, 총 5,174명의 응답 자료를 활용하였고, 전문성 개발 프로그램의 주제에 대한 필요도와 참여도를 생애 단계별로 분석하고, IPA(Importance Performance Analysis) 분석 방법을 적용하여 필요도와 참여도에 대한 매트릭스(Matrix) 분석을 실시하였다. 결과 첫째, 전문성 개발 프로그램에 대한 필요도 인식은 적응단계(5년 미만)에 해당하는 신임교사들에게 대부분 가장 높게 나타났고, 생애 단계가 올라갈수록 필요도가 높은 주제는 ICT 활용(초)이었다. 둘째, 전문성 개발 프로그램에 대한 참여도는 숙련단계(25년 이상)에 해당하는 고경력교사들에게 대부분 가장 높게 나타났고, 생애 단계가 낮을수록 참여도가 높은 주제는 특수교육이었다. 셋째, 전문성 개발 프로그램에 대하여 높은 필요도와 낮은 참여도를 보인 주제가 가장 많은 생애 단계는 적응단계(중)와 성장, 발전, 숙련단계(초)로 나타났고, 교과, 교육과정, 평가, 범교과 등의 주제를 포함하였다. 결론 교직 생애 단계에 따라 전문성 개발 프로그램 주제에 대한 필요도와 참여도에 차이가 있으므로, 생애 단계를 고려한 교사 전문성 개발의 접근과 다양한 지원 방안이 필요하다.

Restructuring Avionics Engineering Curricula to Meet Contemporary Requirements and Future Challenges

A comprehensive approach is offered for avionics engineering topics and curricula for educational activities that better meet contemporary aerospace industry requirements. These topics include a growing demand for airspace mobility services, the proliferation of unmanned aircraft systems (UAS), and the required enhancements in avionics and air traffic management (ATM) design standards (hardware and software components); targeting the evolving safety, interoperability, and cybersecurity needs of the aeronautical and space sectors. Proposed topics and approaches stem from the Institute of Electrical and Electronics Engineers (IEEE) Aerospace and Electronics Systems Society (AESS) Avionics Systems Panel (ASP) discussions aimed at aligning educational approaches to relevant industry needs and technical advancements in the field of avionics engineering. Suitable curricular development approaches are proposed to address the career life cycle of avionics engineers, including undergraduate and graduate education. Collaborative exchange and discussion, including both industrial and academic perspectives, focus on informing curricular development approaches that bridge the gaps between higher education, industry practice, and public stakeholder needs toward maximizing educational outcomes and preparedness of the avionics engineering workforce to tackle some of the most important challenges and opportunities faced by the aerospace sector.

Doctors as leaders – how essential is leadership training for them?

Purpose In the management world, leadership is a quality associated with business leaders, social entrepreneurs and political figures. Doctors are rarely considered as possessing or requiring leadership skills. With doctors, one thinks of skill and knowledge, but for some strange reason, leadership is hardly associated with doctors. This paper aims to highlight the leadership aspects unique to doctors. This study highlights why leadership training is imperative for doctors, outlines current status of leadership training for doctors in India and sets out proposals for effective leadership building. Design/methodology/approach Methodology is based on a two-pronged explanatory approach – the first is review of current literature in the context of leadership training of doctors, and the second is review of circumstances unique to the line of work undertaken by doctors that shed light on the need for leadership. Findings This paper highlights the imperative need for leadership training for doctors in India. It recommends leadership training on a continuous basis in their career life cycle as with the other professions. It also calls for involvement of all stakeholders in the medical community to foster leadership training – medical educational institutions, hospitals, medical councils and members of the medical fraternity. Practical implications Akin to leadership training programs conducted for IT and management professionals, this paper recommends that similar programs be conducted for doctors. Originality/value There are very few studies conducted in the Indian context on leadership training needs for doctors. This paper explains the importance of leadership training for doctors and suggests ways it can be implemented throughout the medical education life cycle of a doctor’s career.

A Cohort Analysis on the Career Life Cycles of Players of the LPGA of Japan Tour.

The purpose of this study is to investigate the patterns of professional career paths of the players of the Ladies Professional Golf Association of Japan (JLPGA) Tour. Using the athletes’ professional career life cycle model as the theoretical framework, this study will analyze the career development of elite players of the JLPGA from their rookie year to the point of retirement. The year of each JLPGA tournament win by selected players will be examined for the players’ entire careers. The players’ money ranking for each year of their careers is also analyzed to determine the stages of the players’ career life cycles. The tournament win span, i.e., the number of years between a player’s first and last JLPGA tournament win, will be computed. The career life cycles of players of different cohorts will be compared to determine whether or not there was any transformation in the structure of career stages of the players over time. The career development patterns of Japanese-born players will be compared with those of the international players of the JLPGA.

Gender, Transnational Migration, and Athletic Career Development: the Case of Korean Players on the LPGA of Japan Tour.

Ku Ok-hee became the first ever Korean female golfer to win a tournament on the LPGA of Japan Tour (JLPGA Tour) by her victory in the Kibun Ladies Classic on March 31, 1985. Since then, Korean players as a group have amassed 228 victories on the JLPGA Tour by the end of the 2019 season. Although this has been a truly remarkable accomplishment in the history of international sports, no systematic investigation has been conducted thus far about the factors that contributed to the success of Korean women players on the JLPGA Tour. The primary purpose of this study is to analyze the rise and fall of the Korean players on the JLPGA Tour from the perspective of their career life cycles. More specifically, this study will apply the career life cycle model to the career pathways of the players on the tour. Each individual player’s career history on the Korean LPGA Tour before the player’s transnational migration to the JLPGA Tour will be examined to ascertain whether or not the player’s pre-migration record is a reliable predictor of the post-migration performance on the JLPGA Tour. The number of tournament victories of each of the Korean players during the player’s entire career on the JLPGA Tour will be reviewed. The all-time history of each individual player’s money ranking on the tour will be investigated for both the active and the retired players. A cohort analysis method is used in investigating the tournament wins and money ranking history of the players by comparing the tournament win records and the all-time money rankings on the basis of the entry cohort to the JLPGA Tour.

Switching selves?: The effects of gender role behaviour on women’s work and relationships

ABSTRACT Women early in their career life cycle navigate gender roles and make decisions about their professional and personal lives. These decisions and experiences establish an important foundation for women’s occupational trajectories and may inform career development efforts. Thus, we examined communal and agentic behaviours at work and at home among employed, heterosexual, emerging adult women (N = 182) in the US. Quantitative cluster analyses indicated unique configurations of agentic and communal behaviour among women with implications for women’s job and romantic relationship satisfaction. Results further psychological insight into gender-role-related outcomes in work and life settings and provide material to broadly inform future research and organizational-level and societal-level interventions focused on helping women thrive at work and home.

The Social Management of Human Resources in Organisations

This study aims to show the social role of human resources function in the institution which believes that the person is a strategic partner and a source of its distinction and its ability to realize unprecedented achievements.
 As a member of the community it is required to commit social and ethical responsibilities towards human resources in all the stages going through, either when applying for a job in the institution as shown attract and selection processes, or in recruitment when its shown by extent of security and safety at work, health care, fair salary, leadership and supervision type, recognition and appreciation, giving opportunities for learning, encouraging progress and creativity, or at the end of career life cycle and separation from work.

Difference in Professional Capital of Primary School Teachers based on Career Life Cycle

Difference in Professional Capital of Primary School Teachers based on Career Life Cycle

Glass ceilings and stone floors: an intersectional approach to challenges UK geographers face across the career lifecycle

ABSTRACTWhile there has been a steady growth of women working in geography in UK universities since the mid-Twentieth Century, there are continuing challenges in gendered career progression and professional interactions within the contemporary discipline. These range from problems associated with employment precarity and inflexible work practices, life choices and obligations in the domestic arena, discrimination and bullying, to less tangible gendered norms and cultures in the workplace. This paper discusses these challenges and inequalities in the light of a brief overview of sector-wide statistical data on appointments by gender and career-stage and with the analysis of some 250 in-depth responses to a nationwide qualitative survey of gender and career experience in UK universities (Maddrell, Avril, Kendra Strauss, Nicola J Thomas, and Stephanie Wyse. 2016. “Mind the Gap: Gender Disparities Still to Be Addressed in UK Higher Education Geography.” Area 48 (10): 48–56). While the term ‘glass ceiling’ still has significant relevance, findings show a more complicated picture which also includes ‘stone floors’ and stumbling blocks. It also shows how career experience varies by institution and individual: challenges in career progression can be compounded by institutional protocols and intersectional factors, and vary with career stage. The intersection of early-career job precarity, reproductive decisions and associated family responsibilities were particularly highlighted in this study. These ‘pinch points’ in career development disproportionately affect, but are not limited to, female early career scholars. Early career progress may be stalled in mid-career in multi-staged promotional systems such as that in UK universities; some from minorities face compound barriers; men with caring responsibilities may face prejudice. The paper concludes with suggested strategies for change, highlighting the importance of individual university and department protocols and practices; line manager and other senior colleagues’ attitudes and leadership in creating workplaces with an equality-driven ethos and structures that allow individuals to flourish.