Career Model Research Articles

General characteristics of civil service systems

The article is devoted to highlighting the general features of different systems of civil service organization. The relevance of the study is due to the fact that Ukraine's participation in globalization and European integration processes reflects the need to study the experience of states that make up the Western legal tradition, which should focus on civil service systems, based on the tasks of the state in democratic societies. Ukraine.
 It is noted that in the postmodern era there is a need to rethink the classical models of civil service organization, analysis of modern systems of such organization and the formulation of generalized conclusions, their systematization. The purpose of the article is to systematize and generalize the various systems of civil service organization: classical, mixed and modern, available in the European political space.
 The focus is on the identification of three classic systems of civil service organization that are immanent to the states of the European community: career, job and mixed. The prevalence of the career model in these states is indicated, however, the states do not focus on the characteristics of such a model, using the contamination of individual features of each of these systems. There are such features of the career system of the civil service as strict compliance with the statutory requirements as a condition for career growth of the employee; disregard for experience in the private sector; features of remuneration and pension provision of civil servants; regulation of subordination relations; normative consolidation of rules of conduct for civil servants, etc.
 The defining feature of the modernization model of the civil service is the management of purely public interests and demands. The transient model assumes belonging to models with open orientation. The postmodernist model is an excellent vision, illuminating a new categorical apparatus (individual values, humanistic principles, openness).
 A characteristic feature of the mixed model is the contractual relationship between a public employee and a government agency.
 The significance of the main provisions and conclusions of the study is determined by the possibility of their use in public administration in Ukraine.

Theoretical Perspectives of Occupational Health Nurses (OHN) career in Indonesia

Background: According to the Central Statistics Agency (BPS, 2020), the number of medium-large industries in 2019 in Indonesia 30,381. This number is followed by the growth in healthcare services, which is classified as the highest among 17 existing sectors (Databoks, 2020). These opportunities and challenges prove that from the OHN employment perspective, the prospects for the OHN professionals are very promising. In terms of education where nursing specialization in Indonesia is still very limited, the career of the OHN corporate nursing profession needs to be analyzed and explored.Purposes: This review aims to enhance the understanding of OH nurses' careers in an increasingly dynamic educational environment, provides comprehensive understanding of the world of work for OHN nurses, and offers future research direction.Method: The methods used was to review three career model Career Framework, Change Model by Kotter and comparing with the competency-based by Delphi Model and Quinn Model. The results of the analysis and exploration were applied with a review of the nursing education system by the Ministry of Health, the National Education System, Ministry of Higher Education (Ristekdikti), Development and Empowerment of Healthcare Human Recources (BPPSDM), OHN Career Guide Canada and several journals of the last five years, from 2016 to 2020.Result: The review shows there is significant relationship between nursing education career paths in Indonesia and the flow and structure recommended by the three models in general nursing career, not specifically in the OHN perspectives.

Challenging career models in higher education: the influence of internal career scripts and the rise of the \u201cconcertina\u201d career

The paper develops the metaphorical concept of the “concertina” career to describe ways in which academic staff, across a diversifying workforce, modulate their interactions with institutional career frameworks, which tend to be unilinear and to be characterised by detailed progression criteria and milestones. In doing this, they are guided by Internal career scripts, providing an additional dimension to the dichotomy of boundaried and boundaryless careers found in the literature. Drawing on a longitudinal study between 2017 and 2020, of forty-nine mid-career academic staff across eight UK universities, consideration is given to individuals’ spatial movements, for instance, between academic activities, and professional and personal commitments; and the manipulation of timescales to accelerate or decelerate career progress in relation to opportunities and constraints. The study shows ways in which the spatial parameters of a career are being stretched in order to accommodate new forms of academic work supplementing disciplinary activity, such as online learning, employability initiatives and public engagement, as well as work-life considerations. In addition, individuals are adapting timescales to accommodate professional activities such as health practice or community outreach, as well as personal commitments such as caring responsibilities. Thus, in the concertina career, individuals expand and contract activity, as well as extending and compressing timescales. As a result, it is concluded that institutional career models do not entirely reflect the reality of career-making by individuals, which is likely to involve detours (therefore a spatial dimension) and a disruption of assumed timelines (therefore a temporal dimension).

Authentic Talent Development in Women Leaders Who Opted Out: Discovering Authenticity, Balance, and Challenge through the Kaleidoscope Career Model

We investigated the parameters of authenticity, balance, and challenge as viewed through the lens of the Kaleidoscope Career Model to discern the career motives of women who opted out and then returned to the workforce. We also were interested in comparing women and men in their leader practices. We triangulated quantitative and qualitative methods to explore these phenomena. First, in Study 1, 2009 individuals completed both the Kaleidoscope Career Self Inventory (the KCSI) as well as an abbreviated version of Kouzes and Posner’s Leadership Practices Inventory (the LPI). Participants rated their needs for authenticity, balance, and challenge on the KCSI as well as their leader practices of challenging the process, inspiring a shared vision, modeling the way, enabling others to act, and Encouraging the Heart. Women were found to exceed the leader practices of men, and women were most interested in authenticity. In Study 2, situational mapping and life history process was used to determine themes of eight high-achieving women who opted out. We interviewed an additional 15 women to deeply understand and assess their opt-out and re-entry experiences as well as “career shocks” they experienced upon returning to the workforce. Our second study offers a robust, deep, penetrating look into social ascription processes and endemic discriminatory social structures that hold women back from achieving advancement. To stop this “brain drain” of talent, we propose a series of actions for human resource professionals to develop the authentic leadership talent of women who reenter the workforce.

“When are you gonna commit?” Exploring the experiences of youth athletes and their parents prior to a sporting transition

ABSTRACT The aim of this research was to explore the experiences of youth athletes and their parents in the lead up to a sporting transition into the development years of competitive sport. Parents (n = 6) and children (n = 5) were interviewed from sports teams in the Greater Toronto Area. Case study methodology and phenomenological analysis were used to explore each athlete and parents’ individual experience and, where appropriate, cross-case comparisons were made. Results indicate that athletes experienced psychosocial challenges prior to their transition, such as anxiety about competitive soccer. Parents were the primary support network and experienced their own stressors such as shielding their child from organisational politics in youth sport. It is argued that some youth athletes participate in highly competitive sport and are encouraged to commit to an athletic career before they have successfully developed the psychosocial skills to manage the challenges associated with competitive sport. Results are discussed with regard to the holistic athletic careers model (Wylleman et al., [2013]. Athletes’ careers in Belgium: A holistic perspective to understand and alleviate challenges occurring throughout the athletic and post-athletic career. In N. B. Stambulova, T. V. Ryba, & T. V (Eds.), Athletes’ careers across cultures (1st ed, pp. 51–62). Routledge.). There is a need to conduct more research on the early transitions into competitive sport, which may not be developmentally appropriate for young athletes.

Advancing a Sustainable Career Model for Political Science Students: Implications for Career Development Research and Practice

This paper aims to assist lecturers, universities, and their administrators in improving the relevance of political science undergraduate degree programs in the context of globalization and the Fourth Industrial Revolution era. This paper will reflect on how to tailor the political science degree to achieve a sustainable career and improve students' employability in the future. The latest theoretical frameworks incorporating the concept of "sustainable" career development were used in advancing the model of employability in the political science field. The author relies on a qualitative approach and the literature review with implications for practice in advancing the notion that competency-based approaches with the development of specific skills are vital in ensuring relevance and sustaining career opportunities for modern political science students in the future. Educators should rethink how they deliver political science degrees, keeping in mind the emerging trends in technology, pedagogical approaches, and HR practices in the respective job markets. This paper offers insight into how to tailor an exciting political science program for the future of work.

Influence of Protean and Boundaryless Career Dimensions on Career Satisfaction

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

Self-initiated expatriation and older women: composing a further life

PurposeResearch into self-initiated expatriation (SIE) has increased exponentially, although the focus of these investigations has been on professional workers, and little has been gender specific. The purpose of this research therefore is to explore the career and personal motivations for SIE through the novel lens of older women. In this exploratory study, SIE and socio-emotional selectivity motivation theories (SSTs) are used, in addition to the Kaleidoscope Career Model (KCM), to understand the reasons these women have taken this path.Design/methodology/approachThe paper employs a qualitative methodology, drawing on in-depth life story interviews with 21 women aged 50 or more who had taken a SIE. A five-step narrative process using a story-telling approach was the method of analysis.FindingsThe findings show important contradictions to the extant literature. Career dissatisfaction and escape are key motivations for these women. Further, contrary to SST, these women were seeking novelty–new places and new experiences. These women were also seeking authenticity as suggested by KCM, but also challenge was to the fore–not in the career domain, but in the personal domain. Their motivations for SIE extend beyond the current evidence base and understanding of the phenomena.Originality/valueThe contributions include new insights into the motivational drivers for SIE for these older women and the importance of timing as facilitators of SIE. The SIE nomenclature is broadened through the inclusion of older women and beyond professional spheres. An initial framework of a more integrated model is developed from this exploratory study and presented as a basis for beginning to understand the phenomenon of older women undertaking SIE.

Yeni Kariyer Yaklaşımlarına Güncel Bir Bakış: Kaleydoskop Kariyer Modeli

Bu çalışmanın amacı, iş dünyasında yaşanan gelişmelere paralel olarak değişime uğrayan kariyer anlayışını güncel bir bakış açısıyla ele alarak yeni kariyer anlayışına daha geniş bir perspektifle değinmektir. Böylece nispeten daha yeni bir kariyer yaklaşımı olan Kaleydoskop Kariyer Modeli ele alınarak Türkçe literatüre katkı sağlamak amaçlanmaktadır. Bu bağlamda ilk olarak yeni kariyer yaklaşımları başlığı altında geleneksel kariyer ile yeni kariyer ayrımına değinilmiş ve yeni kariyerin ortaya çıkışı ile yeni kariyer yaklaşımları ele alınmıştır. Ardından çalışmaya temel teşkil eden Kaleydoskop Kariyer Modeli (KKM) ayrıntılı bir şekilde açıklanarak, modelin yeni kariyer yaklaşımlarının neresinde yer aldığı değerlendirilmiştir. Son olarak Kaleydoskop Kariyer Modelinin uygulamada karşılık bulabilmesi için işletmelere düşen sorumluluklara değinilerek modelin nitelikli çalışanları elde tutma ve potansiyel çalışan adaylarını cezbetme konusunda yararlı bir araç olarak kullanılabileceği değerlendirilmesi yapılmıştır.

Stability and mobility in occupational career patterns over 36 years in Swiss women and men

It is an open empirical question whether occupational trajectories are better described as linear or non-linear. We analysed occupational career patterns (OCPs) over a period of 36 years using longitudinal data from a representative sample of men and women of the German-speaking part of Switzerland. The participants were mostly born in 1963; the data collection spans from 1978 until 2015. For 584 persons, information about the occupational development from age 16 to 52 years was available. Each year’s activity was categorised using the International Standard Classification of Occupations. We conducted sequence analysis (optimal matching analysis) to find clusters and ANOVAs to compare group differences. The results showed six plausible and differentiated OCPs for both genders which support linear career models. For women, OCPs were generally stable. In contrast, men showed more change and upward mobility in OCPs. These patterns were influenced by indicators collected from participants when they were age 15, such as the family’s socio-economic status, the individual’s performance on intelligence measures and attitudes toward gender equality. Furthermore, we found several consequences of OCPs at age 52 on objective indicators of career success (status, income) and subjective indicators (work perception, life satisfaction and health status).

Exploring Crucial Factors of an Interest in STEM Career Model among Secondary School Students

Exploring Crucial Factors of an Interest in STEM Career Model among Secondary School Students

Career Development Intervention Module: Towards Enhancing Unskilled Workers in Malaysia

This study validated and tested the reliability of Career Development Intervention Module (CDIM) meant for unskilled workers within the context of Malaysia. The module was developed based on Intelligent Career Model (ICM), with incorporation of Sidek’s Module Development Model (SMDM) at the time of the development process. The content validity of the developed module was determined by gaining feedback from a panel of five experts during the module development phase. The reliability test was performed via pilot test that involved 30 unskilled workers in a vehicle assembly plant. The participants were composed of young employees who had joined the selected company for less than three years and yet to obtain certification for their skills. The validation analysis revealed that the panel of experts was in agreement with the suitability of the developed CDIM for unskilled workers in order to improve their career competencies. The outcomes of the pilot test displayed that the objectives of each sub-module (Knowing-Why, Knowing-How, and Knowing-Whom) were successfully met. Therefore, this study ascertains that the developed CDIM is indeed suitable for unskilled workers, especially towards enhancing their career competencies

Dwelling Possibilities: Career Perceptions of Single Women at Mid-Career in Education Sector of Pakistan

This research study explores the perceptions of single women at their mid-career stage in the education sector of Pakistan. The Kaleidoscope Career Model (KCM) has been used as a theoretical framework to interpret the research data gathered through semi-structured interviews with five participants (single women) working in public and private sector educational institutes in Pakistan. The interviews covered four main aspects, out of which three aspects were borrowed from KCM (Balance, Authenticity, and Challenge) and an additional aspect of Perceived Organizational Support (POS). The result of the study supported all four aspects. Data gathered on these four aspects reflect five major themes (satisfaction, balance, challenge, development, and support) that were common in the responses of all participants. This research provides useful insights and an in-depth understanding of single women’s mid-career perceptions in Pakistan’s education sector in a male-dominated society.

Careers in the Greek public sector: calibrating the kaleidoscope

PurposeThe authors draw upon the kaleidoscope career model (KCM) to explore the career perceptions of public service employees in Greece.Design/methodology/approachQualitative semistructured interviews were conducted with 33 civil servants.FindingsThe authors’ demonstrate how context frames career perceptions and propose an additional KCM parameter (security).Research limitations/implicationsThis context-based study proposes an extension of the KCM theory beyond the original three parameters that were dominant at its inception.Practical implicationsThe authors provide recommendations for human resource practices, such as empowerment through training, fair promotions and providing meaning. Despite the common perception, the need for challenge exists even within the public sector, such that satisfying it can help organizations to gain strategic advantage.Originality/valueThis study expands a prominent career theory by exploring it in a unique context. By doing that, the authors are able to better understand how the parameters of the model are readjusted in different settings and to uncover a previously unidentified theme.

Motivational peculiarities of elite women tennis players from the post-socialist countries

Tennis as a sport has undergone significant improvement in the past few decades in the former socialist countries. The study is going to introduce the historical background, where exactly East-European Women Tennis Players in large numbers, belonging to the world elite originated from. The article reviews the motivational theories valid in sports and focusing on female players defines the doctrine. The study based on an empirical research which was targeted to reveal the factors behind the motivation of women tennis players. The research was implemented among (n=31) elite women tennis player. Data collection was implemented both by questionnaires and half structured interviews. The outcome of the research will be introduced through 5 dimensions. Satisfaction of East-European elite women tennis players with their (a) career, (b) the amount won at prize money tournaments (c) the relationship between the invested time, money and energy during their sport career and their results, (d) the opinion on the possible restart of their career, (e) the after retirement plans of tennis women players. One of the major consequences of the study is that women tennis players of the world elite have different approach concerning the successfulness of their career, a large percentage of them agree, their prize money won in tournaments they can create material goods for themselves will establishes for their further lives. Tennis today not only provides them with a sporting opportunity, it is also a career model. Their passion for the sport makes many of them work around tennis, even after the end of their players lifeway.

Grants and funding at mid‐career: Planning with purpose to achieve agency, vitality, and fulfillment

AbstractAcross disciplines, mid‐career faculty may be motivated by internal and external factors to pursue financial support for their work. Yet, it is unclear how mid‐career faculty navigate individualized realities to develop the necessary skills for success in this aspect of their careers. This chapter guides the reader through planning for the pursuit of funding at mid‐career in ways that promote agency, vitality, and fulfillment. Rather than emphasizing strategies for securing grants, it focuses on a reflective practice that places at the foreground individual decision‐making in alignment with personal goals, talents, and needed areas of development. The chapter includes an overview of challenges faced by mid‐career faculty as well as growth‐promoting models of academic careers, and then transitions to a reflective planning guide. It concludes with recommendations for key stakeholders in support of mid‐career faculty.

ВНУТРИЛИЧНОСТНЫЙ КОНСТРУКТИВНЫЙ КОНФЛИКТ

This article reveals the relevance of the study of intrapersonal constructive conflicts, as well as the essence of the socio-psychological approach to understanding this type of conflict. It analyzes the difficulties that occur in defining the concept and structure of intrapersonal constructive conflicts. This type of conflict is associated with a positive model of success, career growth, and personal development. If an intrapersonal constructive conflict, its positive model is associated with an honest model of success, career and development, rather than a deformed one, then we can talk about success, career and development. The value of conflicts is related to their role in professional activities in science, medicine, judicial practice, sports, etc. Indeed, truth is born in a dispute, i.e. in the course of constructive conflicts. It is impossible to imagine scientific activity outside of discussions, discussions, and opposition. Constructive conflicts help to make a diagnosis during medical consultations, prove the truth in court competitions, and set records in sports competitions. It is not by chance that the most important task is to create a full-fledged theory of intrapersonal constructive conflicts. Without this, it is impossible to talk about effective settlement and resolution of social conflicts. The theory of intrapersonal constructive conflicts is an integral part of social conflictology. There is still a lot of work to be done, both in theory and in application, for its full implementation. At present, there is an urgent need to develop conflict-related competence not only for professionals, but also for various groups of the population.

On the interpretation of diploma wage effects estimated by regression discontinuity designs

AbstractSeveral recent papers employ regression discontinuity (RD) designs to estimate the causal effect of a diploma or similar credentials on wages. I build a model of knowledge acquisition, test‐taking and labour market careers that mimics the settings studied in these papers. I show that a positive RD estimate is evidence for information frictions in the labour market, but caution that the relative importance of acquired knowledge and innate talent in the production function cannot be separately identified. While a positive RD estimate does not reveal whether students study too much or too little compared to the social optimum, the rate at which RD estimates decline with labour market experience indicates the speed of employer learning, a parameter that is critical for the extent of inefficiency in study choices.

Masters of None? How Cultural Workers Use Reframing to Achieve Legitimacy in Portfolio Careers

This article examines how cultural workers interpret and respond to reputational challenges they encounter when leading portfolio careers. Specifically, the portfolio career model involves the cultivation and signalling of adaptability through broad competencies and diverse portfolios comprised of boundary-spanning work. These practices conflict with standards of artistic legitimacy and highlight specialist-generalist tensions, since they can make workers appear to be ‘jacks of all trades, masters of none’ – unskilled, opportunistic dabblers, lacking expertise and artistic integrity. The article draws on 56 interviews with cultural producers working as filmmakers, fashion designers and musicians. Findings show how workers engage in ‘reframing’ to reinterpret the symbolic meanings attached to their behaviours and, in the process, carve out new positions and standards for legitimacy within their fields. Reframing is structured by field and labour market conditions, but also represents the possibility of change as a form of culture in action.

Internal Labor Markets: A Worker Flow Approach

This paper develops a new method to study how workers’ career and wage profiles are shaped by internal labor markets (ILM) and job hierarchies in firms. Our paper tackles the conceptual challenge of organizing jobs within firms into hierarchy levels by proposing a data-driven ranking method based on observed worker flows between occupations within firms. We apply our method to linked employer-employee data from Norway that records fine-grained occupational codes and tracks contract changes within firms. Our findings confirm existing evidence that is primarily based on case studies for single firms. We expand on this by documenting substantial heterogeneity in the structure and hierarchy of ILMs across a broad range of large firms. Our findings on wage and promotion dynamics in ILMs are consistent with models of careers in organizations.