Career Outcomes Research Articles

AI-Augmented Advising

Choosing an undergraduate major is an important decision that impacts academic and career outcomes. In this work, we investigate augmenting personalized human advising for major selection using a large language model (LLM), GPT-4. Through a three-phase survey, we compare GPT suggestions and responses for undeclared first- and second-year students (n = 33) to expert responses from university advisors (n = 25). Undeclared students were first surveyed on their interests and goals. These responses were then given to both campus advisors and GPT to produce a major recommendation for each student. In the case of GPT, information about the majors offered on campus was added to the prompt. Overall, advisors rated the recommendations of GPT to be highly helpful (4.0 out of 5 on its explanation for the recommendation and 3.8 on its answers to individual student questions) and agreed with its recommendations 33% of the time. Additionally, we observe more agreement with AI’s major recommendations when advisors see the AI recommendations before making their own. However, this result was not statistically significant. We categorize qualitative feedback from advisors with an affinity diagram and outline five design implications for future AI-assisted academic advising systems. The results provide a first signal as to the viability of LLMs for personalized major recommendation and shed light on the promise and limitations of AI for advising support.

Artificial intelligence and employee outcomes: Investigating the role of job insecurity and technostress in the hospitality industry.

Artificial intelligence and employee outcomes: Investigating the role of job insecurity and technostress in the hospitality industry.

"The ladies in bloomers who gardened at Kew": Pioneer professional women gardeners in late nineteenth century England.

"The ladies in bloomers who gardened at Kew": Pioneer professional women gardeners in late nineteenth century England.

Women’s and Men’s Authorship Experiences: A Prospective Meta-Analysis

The opaqueness of author naming and ordering, when coupled with power dynamics, can lead to a number of disadvantages in academic careers. In this commentary, we investigate gender differences in authorship experiences in a large prospective meta-analytic study (k = 46; n = 3,565; 12 countries). We find that women’s and men’s authorship experiences differ significantly with women reporting greater prevalence of problematic behaviors. We present seven actionable recommendations for improving the receipt and reporting of intellectual credit. Such actions are needed to ensure fairness in authorship, which is one of the most powerful factors in academics’ career outcomes.

Exploring Career Paths: The Role of Self-Efficacy and Outcome Expectations in Shaping Career Choices for Students with Disabilities

This study explored the role of self-efficacy and outcome expectations which are pivotal in shaping career aspirations, decisions, and readiness for professional pathways for adolescents with disabilities. The research employs a systematic review of studies, analyzing existing literature to explore the multidimensional factors influencing career decisions among adolescents with disabilities and how self-efficacy and outcome expectations interact with other critical factors. Data were gathered from five data bases: Scopus, Google Scholar, Web of Science, ProQuest, and ERIC. In total, 35 of 165 articles were selected from both quantitative and qualitative studies in English from 2015 to 2024. The findings highlighted the role of tailored career counselling services in enhancing self-efficacy, refining outcome expectations, and equipping students with the skills necessary for successful transitions to employment or higher education. By bridging theoretical insights with practical interventions, this review offers actionable recommendations to improve career readiness and outcomes for students with disabilities, addressing a critical gap in supporting this underserved population.

Development and assessment of a sustainable PhD internship program supporting diverse biomedical career outcomes.

A doctoral-level internship program was developed at the University of North Carolina at Chapel Hill with the intent to create customizable experiential learning opportunities for biomedical trainees to support career exploration, preparation, and transition into their postgraduate professional roles. We report the outcomes of this program over a 5-year period. During that 5-year period, 123 internships took place at over 70 partner sites, representing at least 20 academic, for-profit, and non-profit career paths in the life sciences. A major goal of the program was to enhance trainees' skill development and expertise in careers of interest. The benefits of the internship program for interns, host/employer, and supervisor/principal investigator were assessed using a mixed-methods approach, including surveys with closed- and open-ended responses as well as focus group interviews. Balancing stakeholder interests is key to creating a sustainable program with widespread support; hence, the level of support from internship hosts and faculty members were the key metrics analyzed throughout. We hypothesized that once a successful internship program was implemented, faculty culture might shift to be more accepting of internships; indeed, the data quantifying faculty attitudes support this. Furthermore, host motivation and performance expectations of interns were compared with results achieved, and this data revealed both expected and surprising benefits to hosts. Data suggests a myriad of benefits for each stakeholder group, and themes are cataloged and discussed. Program outcomes, evaluation data, policies, resources, and best practices developed through the implementation of this program are shared to provide resources that facilitate the creation of similar internship programs at other institutions. Program development was initially spurred by National Institutes of Health pilot funding, thereafter, successfully transitioning from a grant-supported model, to an institutionally supported funding model to achieve long-term programmatic sustainability.

Development and assessment of a sustainable PhD internship program supporting diverse biomedical career outcomes

A doctoral-level internship program was developed at the University of North Carolina at Chapel Hill with the intent to create customizable experiential learning opportunities for biomedical trainees to support career exploration, preparation, and transition into their postgraduate professional roles. We report the outcomes of this program over a 5-year period. During that 5-year period, 123 internships took place at over 70 partner sites, representing at least 20 academic, for-profit, and non-profit career paths in the life sciences. A major goal of the program was to enhance trainees’ skill development and expertise in careers of interest. The benefits of the internship program for interns, host/employer, and supervisor/principal investigator were assessed using a mixed-methods approach, including surveys with closed- and open-ended responses as well as focus group interviews. Balancing stakeholder interests is key to creating a sustainable program with widespread support; hence, the level of support from internship hosts and faculty members were the key metrics analyzed throughout. We hypothesized that once a successful internship program was implemented, faculty culture might shift to be more accepting of internships; indeed, the data quantifying faculty attitudes support this. Furthermore, host motivation and performance expectations of interns were compared with results achieved, and this data revealed both expected and surprising benefits to hosts. Data suggests a myriad of benefits for each stakeholder group, and themes are cataloged and discussed. Program outcomes, evaluation data, policies, resources, and best practices developed through the implementation of this program are shared to provide resources that facilitate the creation of similar internship programs at other institutions. Program development was initially spurred by National Institutes of Health pilot funding, thereafter, successfully transitioning from a grant-supported model, to an institutionally supported funding model to achieve long-term programmatic sustainability.

A Meta‐Analysis of the Effectiveness of Individual Career Counseling on Career and Mental Health Outcomes

ABSTRACTThis article reports on the results of the first meta‐analysis on the effectiveness of individual career counseling. This random‐effects meta‐analysis included 35 independent samples that produced a weighted mean effect size of g = 0.82 for career outcomes and g = 0.68 for mental health outcomes. These effect sizes were heterogeneous across samples. Categorical meta‐regressions indicated that five intervention components significantly predicted career counseling effects on career or mental health outcomes. These five components are psychoeducation concerning the decision process, cognitive restructuring, written exercises (occupational analyses), individualized feedback on career choice, and attention to decreasing potential obstacles. Our results suggest that individual career counseling can be a valuable mental health intervention when clients’ mental health difficulties are intertwined with career concerns. They also highlight the importance that individual career counseling incorporates the five critical intervention components identified in this study to foster positive career or mental health outcomes.

Predictive career guidance and entrepreneurial development for university students using artificial intelligence and machine learning

In today’s rapidly evolving job market, university students face unprecedented challenges in navigating their career paths. Traditional career guidance approaches sometimes fail to provide students with the knowledge and skills necessary for successful transitions from academics to the profession because of the changing nature of industries and the growing complexity of job possibilities. The study aims to explore the integration of AI and ML in providing predictive career guidance and entrepreneurial development for university students. This study proposes a novel Wild Horse Optimized Resilient Extreme Gradient Boosting (WHO-RXGBoost) model to predict the personalized recommendations that guide students in their career choices and entrepreneurial endeavors. University records and questionnaires are used to collect demographic data about students as well as information about any prior employment or entrepreneurial experience. The data was pre-processed using data cleaning and normalization using a robust scaler for the obtained data. The PCA feature extraction method is utilized to extract the datasets. By using this methodology, students can efficiently travel a massive amount of employment information by creating an information recommendation system that is customized to satisfy their requirements. The results indicate the proposed method outperforms traditional algorithms in providing relevant and timely career insights with metrics, such as F1-score (90%), precision (93%), accuracy (95%), and specificity (91%). User satisfaction indicates that technology considerably increases students’ experiences in entrepreneurship and CP. This research contributes to enhancing career outcomes and encouraging an entrepreneurial spirit among university students by providing a practical and effective response to the job issues experienced by students.

A scoping review of gendered academic career outcomes: An ecosystem perspective

A scoping review of gendered academic career outcomes: An ecosystem perspective

Being Active and Central: Proximal and Distal Career Benefits of Providing Mentoring Within Intraorganizational Developmental Networks

Changes in modern organizations toward shorter tenures and faster employee socializations have shifted the mentoring landscape away from dyadic programs toward more collective approaches where mentoring is provided on an ongoing basis informally and idiosyncratically. However, little is known about how this shift has impacted the ways in which employees personally benefit from providing mentoring to others amid contexts containing multiple sources. Drawing on a social network perspective, our research explores the notion that employees accrue proximal and distal career benefits based upon valuable social capital specifically derived from centrality within intraorganizational developmental networks. In this study, we examine three proximal career benefits: career satisfaction, personal learning, and perceived marketability, and one distal career outcome: employee retention. Using a time-lagged study design, we evaluate the effects of providing mentoring via intraorganizational developmental network centrality in comparison to mentoring received and other pertinent career criteria. Our study findings affirm a mediated link between providing mentoring and several career outcomes. We discuss our findings with theoretical and practical implications.

Digging Deeper Into Arts-Intensive High Schools: Experiences, Outcomes, and Other Reflections From Artistically Gifted Alumni

Arts-intensive high schools offer a unique learning environment for artistically gifted students, but relatively little is known about the long-term impacts of attending these schools. Using data from the Strategic National Arts Alumni Project (SNAAP), this mixed-methods study explores the educational experiences and career outcomes of over 2,900 alumni from arts-intensive high schools. Descriptive statistics, inferential regression models, and a grounded theory, inductive coding, qualitative analysis reveal important connections among acquired skills, experiential learning activities, and several career and community outcomes. Overall, the findings suggest that skills learned while at arts-intensive high schools are relevant to a variety of careers, and that certain high-impact practices are positive predictors of later outcomes. However, curricular revisions to address areas such as entrepreneurial and business skills may be needed. Implications for curricular improvements, programming support, and advising are also discussed.

Attractiveness of technical vocational education and training among Ghanaian youth – any sign of hope?

PurposeThis study investigates the level of Ghanaian youth's interest in Technical Vocational Education and Training (TVET) certification courses, using career outcome expectations and demographic characteristics such as age, gender and educational attainment, as framed by the Social Cognitive Career Theory (SCCT).Design/methodology/approachEmploying a descriptive cross-sectional survey design, the research engaged 691 youth selected through quota sampling. Data collection was conducted via computer-assisted personal interviews (CAPI), and chi-square tests were used to analyse the relationships between demographic variables and interest in TVET.FindingsThe analysis revealed that 97% of respondents are interested in pursuing TVET courses. Interest levels were significantly associated with age, particularly among youth aged 10 -14 years and above 25 years but showed no significant differences based on gender or educational attainment. The results also show that a greater proportion (64%) of the respondents prefer self-employment careers to formal employment-seeking careers (36%) after completing TVET certification courses.Research limitations/implicationsThe study’s cross-sectional design and reliance on self-reported data from a specific geographical area limits the generalizability of findings to broader contexts.Practical implicationsThe high interest in TVET among the youth suggests a need to increase investment in TVET infrastructure and curriculum development to meet this demand.Social implicationsThe absence of significant gender differences in TVET interest suggests progress toward gender equality in vocational education, which could contribute to reducing occupational segregation.Originality/valueThis study uniquely contributes to the literature by applying SCCT to explore how demographic characteristics and career outcome expectations converge to influence young people's interest in TVET in a non-Western context. It extends the applicability of SCCT, demonstrating its relevance in understanding the dynamics of TVET attractiveness among youth in Ghana.

Work–Family Interface and Subjective Career Success: The Role(s) of Job Crafting as a Personal Resource

Research shows that work–family experiences, including work–family conflict (WFC) and work–family enrichment (WFE), impact career outcomes. Our study examined the role(s) of job crafting as a personal resource in the relationship between work–family interface and subjective career success (SCS) from the perspective of the JD-R framework. We compared two structural models: a process model (where WFC and WFE were regressed on job crafting and job crafting on SCS) and an antecedent model (where WFE and WFC were directly related to SCS). Results from a sample of 265 South African employees revealed that WFE, WFC, and job crafting related to SCS. Job crafting also indirectly affected the relationships between WFE, WFC, and SCS, emphasizing its role in enhancing career success through a motivational process rather than having a buffering effect. Consequently, employees can be guided to utilize job crafting to empower themselves, align their work–family needs, and achieve their career aspirations.

Silent Suffering: Using Machine Learning to Measure CEO Depression

ABSTRACTWe introduce a novel measure of CEO depression by applying machine learning models that analyze vocal acoustic features from CEOs' conference call recordings. Our research was preregistered via the Journal of Accounting Research's registration‐based editorial process. In this study, we validate this measure and examine associated factors. We find that greater firm risk is positively associated with CEO depression, whereas higher job demands are negatively associated with CEO depression. Female and older CEOs show a lower likelihood of depression. Using this novel measure, we then explore the relationship between CEO depression and career outcomes. Although we do not find any evidence that CEO depression is associated with CEO turnover, we find some evidence that turnover‐performance sensitivity is higher among depressed CEOs. We also find limited evidence of higher compensation and higher pay‐performance sensitivity for depressed CEOs. This study provides new insights into the relationship between CEO mental health and career outcomes.

Dynamics of return mobility among experienced researchers. An analysis of determinants and impact of Marie Sklodowska-Curie actions

ABSTRACT This article analyses the factors influencing experienced researchers’ decision to use the Marie-Skłodowska Curie Actions (MSCA) as an outward or return international mobility scheme and the impact of mobility decisions on researchers’ career outcomes and quality of life. The MSCA constitute one of the European Union’s flagship programmes supporting international research mobility, as its main goals include enhancing the career prospects of researchers through advanced training, knowledge exchange, and international collaboration, while also fostering talent circulation across Europe. Building on a sample of 1,344 MSCA researchers, this study identifies the main determinants impacting mobility decisions and provides a comparative assessment of mobility determinants and impacts across outward moving researchers and researchers returning to their home country. Results show that factors contributing to research performance are the main drivers of outward mobility, while personal factors and family ties contribute to return decisions. Significant variations in the weights of determinants can be noticed across different scientific disciplines and geographical locations. Returning researchers are also less likely to indicate a positive effect of returning to their home country on their career progression than non-returning researchers. At the same time, they are more likely to state that the quality of their life has increased.

Family-friendly policies and workplace supports: A meta-analysis of their effects on career, job, and work-family outcomes

Family-friendly policies and workplace supports: A meta-analysis of their effects on career, job, and work-family outcomes

Long-Run Career Outcomes of Multiple Job Holding

Long-Run Career Outcomes of Multiple Job Holding

Blocked paths, unequal trajectories: Examining the career outcomes of health professions graduates by race, gender, and place of education.

Blocked paths, unequal trajectories: Examining the career outcomes of health professions graduates by race, gender, and place of education.

Influence of Demographic Factors on Women's Career Development in Nepalese Commercial Banks

In the business world, women's employment careers have been a significant problem. It has been determined that a variety of factors influence women's career outcomes in organizational contexts. Thus, the study's goal was to examine how demographic variables affected Nepalese women's career advancement in commercial banks. The study's population was female employees in commercial banks who held supervisory positions or above. Samples of 319 women were collected for the research. A purposeful sampling technique was employed to get the respondents' responses. To analyze the influence of demographic characteristics on career development, descriptive as well as analytical research designs were utilized. Among the statistical methods used were the one-way ANOVA, independent t-test, mean, and percentage frequency. The results showed that factors influencing women's careers include age, income, and service year in addition to marital status, and designation. However, education did not affect women’s careers. The study's conclusions offer insightful information on the potential influence of demographic variables on the careers of females. The study's conclusions will be valuable to the existing literatures related to how demographic elements affects carrers of women. Additionally, supports organizations in focusing on creating rules that suit their unique set of circumstances.