Typical Career Research Articles

Cultural and Educational Elite in the Field of Politics: Understanding, Structure, Analysis of the Russian Case

This article discusses the process of recruiting and ways to implement their own social capital of representatives of the cultural and educational elite in the political space. In particular, based on the results of a study of the biographies of representatives of the cultural and educational elite present in government bodies on the example of the State Duma of the Russian Federation, the Government of the Russian Federation and the Legislative Assembly of St. Petersburg, the author demonstrated the process of deploying types of careers in the political space. Based on the research conducted by the author, examples of successful “transit” of one’s own cultural capital into the political field and back are presented. It has been shown that the recruitment of the cultural and educational elite implies a complex system of actions, suggesting how representatives of the cultural, scientific, and at the same time educational community are recruited into the political space.

Parental influence and self-efficacy for determining children's career interests in era society 5.0

Media information has provided a variety of knowledge about various kinds of careers. Parents are no longer the only information regarding career opportunities. They can determine the type of career independently based on the knowledge they get from the internet. This study aims to determine the influence of parents and self-efficacy on children's career interests in the 5.0 era. The method used is quantitative with correlation techniques. The subjects in this study involved 458 students from several universities in the city of Surabaya, using multistage random sampling. The data collection instrument used a scale of parental support, a scale of self-efficacy, and a scale of career interest. The analytical technique uses multiple regression to determine whether there is an influence between the variables studied. The results showed that there was no direct effect of parental support on children's career interests. Parental support can influence career interest through self-efficacy. Self-efficacy is also important for individuals to survive or give up on certain tasks or challenges. Various information obtained by students will make them more independent in determining attitudes and choices. Parents are only a motivator so that they are more confident in what they choose.

CAREER PHENOMENON IN THE CONTEXT OF MODERN SOCIO-CULTURAL SITUATION: FACTORS OF DETERMINATION AND TRENDS OF MANIFESTATION

The fundamental changes that took place at the beginning of the 21st century in all spheres of public life actualized the personalized trend of the modern personality, namely its social and professional development, which is associated with the concept of “career”. The purpose of the article is to characterize the pool of factors that determine a career as a socio-cultural phenomenon of modern society. Based on macro- and microsociological approaches, the parameters of career transformation are determined. Economic ones consist in the transition from working professions to expert-type professions that require a high level of education and specialization. Technological - in the development of information technologies, which led to changes in the technical and technological component of social production and the growth of a separate social group of intellectual workers. The transformation of interests and value orientations of a person has led to a shift in the emphasis of personal performance from external signs to individualistic factors. The patterns of new realities in the world of work, which led to the transformation of the concept of career and new trends, are characterized. The first model includes the presence of higher education, intellectual work in the specialty and a fairly low level of income. The second model is based on ideas about the American dream and the unlimited possibilities of the individual, where the main component is a high material status and own business as a symbol of success. The third model is a highly paid professional with a high level of prestigious education and a good profession. A new type of career is defined - “polyvariant”. These days, success in career strategies requires constant professional development and gaining experience. Through the individualization and pluralization of lifestyles and consumption, people are more able to choose their own path to success, including various forms of life and career development. The tendencies of the spread of self-employment and the development of professional qualities in the career strategies of a modern person are determined. Through the individualization and pluralization of lifestyles and consumption, people are more able to choose their own path to success, including various forms of life and career development.

Career success of expatriates: the impacts of career capital, expatriate type, career type and career stage

PurposeThis paper investigates whether career capital (CC) development abroad, expatriate type, career type and career stage affect expatriates' career success in terms of perceived marketability and the number of promotions.Design/methodology/approachThe study presents findings from a 2020 follow-up study among 327 expatriates, including assigned expatriates (AEs) (n = 117) and self-initiated expatriates (SIEs) (n = 220), who worked abroad in 2015 and 2016. Among that group, 186 had continued their international career, while 141 had repatriated. Structural equation modeling with robust maximum likelihood estimation was used to test this study's hypotheses. MPlus 8.6 software supported the analysis.FindingsThe study outlines that CC developed abroad positively impacts perceived marketability and the number of promotions. Second, repatriates reported a greater degree of perceived marketability than those continuing an international career. Career type did not predict the number of promotions. The expatriate type did not influence any of the career success measures. Finally, expatriates in their late-career stage did not achieve a similar level of career success as those in other career stages.Research limitations/implicationsAll the expatriates were university-educated Finnish engineers and business professionals, and the career benefits of expatriation could differ for different sample groups. The study calls for more context-sensitive global careers research. The findings have positive implications for self-guided career actors considering working abroad. Organizations could focus more of their global talent attraction, management and career efforts on SIEs.Originality/valueTo analyze the impacts of these four antecedents on the career success of expatriates, the authors cooperated with two Finnish labor unions in 2020 to explore the careers of 327 expatriates, having surveyed the same group in 2015/2016. Such follow-up studies are not very common in expatriation research since it is difficult to keep track of expatriates who change locations and employers.

Application of decision tree algorithm mining model in career planning goal simulation

Abstract To help college students choose their first career type, the author proposes an application method of a decision tree algorithm mining model in constructing a career planning goal model. The author uses OLAP technology to study and analyze the internal factors such as gender, personality, temperament, and interest of college students, as well as the career type that college students choose for the first time, excavate the potential law between the career type that college students choose for the first time and the internal factors of students, and apply it to the choice of college students’ first career type. The actual results show that the overall accuracy of the mining model is quite high when 50% of the data is used to obtain 50% of the target. The prediction accuracy of the decision tree model in 50% of the data is 47.14%. When the amount of data is 100%, the prediction accuracy of the model reaches 94.29%. The prediction accuracy of the actual decision tree model in 50% of the data is 47.14%. When the amount of data reaches 100%, the prediction accuracy of the model is 68.57%.

How to improve academic well-being: an analysis of the leveraging factors based on the Italian case

At first glance, for those who start out in it the academic environment may seem attractive, but they soon experience the difficulties inherent in this type of career. At the same time, the academic sector is crucial to the social, cultural, and economic development of any country. Given this important role, it is fundamental for the decision makers to guarantee the best return on investment made into this sector. The good health of workers has important implications for the quality of their lives since it affects their level of productivity at work, and it is especially relevant for research programmes, where most of the work is intellectual. In the present research, we have analysed the health of workers without tenure in the Italian academic environment, i.e. PhD students and short term contract researchers, in order to understand which factors have the most relevant impact on their state of health. 699 participants (398 females, 301 males) completed an online questionnaire that included both ad hoc Likert-scales and open-ended questions. Our results, elaborated through Structural Equation Modelling and Text Mining techniques, show how researchers experience high levels of anxiety both from the characteristics of the academic environment and from the career advancement system. Specifically, both job-related factors (i.e. perception of fairness, professional growth, and safety perception) and relational factors (i.e. relationships with supervisors and colleagues) predict the anxiety of non-tenured researchers. Furthermore, women researchers show a high level of anxiety compared with male researchers. Policy implications of our findings are provided.

Which STEM careers are most appealing? Examining high school students’ preferences and motivational beliefs for different STEM career choices

BackgroundDecades of research have examined what motivates students to pursue careers in science, technology, engineering, and mathematics (STEM) fields, but STEM careers are a broad category encompassing hundreds of distinct vocations. The present study examined high school students’ relative preferences for pursuing some types of STEM careers over others and explored what motivational beliefs (defined in accordance with situated expectancy value theory) most influenced students’ relative career preferences. A secondary goal was to examine whether there were differences in any patterns as a function of students’ intersecting gender and racial/ethnic identities. A large sample of high school students (N = 526) completed an online survey during class time about their beliefs regarding fifteen different STEM career categories.ResultsStudents’ career preferences could be classified into four groups: appealing, unappealing, polarizing, or overlooked. The last category was the most common. Students primarily selected reasons related to utility and attainment value in influencing their choices of most- and least-preferred careers. However, within this category, beliefs about helping others were stronger influences on choosing most-preferred careers, whereas concerns about fitting in were more influential for choosing least-preferred careers. Gender and racial/ethnic comparisons suggest differentiation in how students think about the appeal of various career paths as early as high school.ImplicationsFindings shed light on how students come to perceive some STEM career paths as relatively more appealing than others, with attention to gender and racial/ethnic differences in these processes. Findings also point to specific and actionable ideas for how teachers, counselors, and administrators can target career education to cultivate students’ interest in STEM career paths, where there are particular needs.

EDUCATION AND CAREER GUIDANCE PLATFORM- A CASE STUDY IN BANGALORE

In the quick-changing and modern world, platforms for education and career guidance are essential. These platforms are crucial for Information empowerment, Education and career guidance platforms give people access to thorough and current information about a wide range of educational and employment opportunities. This study focuses on understanding individual interests, skills, and values and thereby helping people to reflect on their competency and prepare them for the future by providing them with the required knowledge and skills. The research is based on secondary data, gathered from published papers. The Elite Education and career guidance aim to bring a platform to each and every individual career seeker and young adult, where they have the opportunity to explore different types of careers and jobs. The website will contain assessment tool preparation, videos highlighting professionals giving their insights about the job, information on universities and colleges, and test material, along with career counselling and a job search boot camp. Keywords: Education platform, Career, employment, Counselling, Business model

176 Employment in the equine industry: Insights into job types, salaries, and education

The equine industry is host to an abundance of employment opportunities and in the US economy alone, the American Horse Council reports economic impact of $50 billion and close to 1 million jobs. Despite this, limited information is available on education and current salaries of equine professionals. In the summer of 2022, an online survey was conducted in collaboration with the Equine Science Society Membership Committee to assess current salaries, compensations, education levels, and job satisfaction of careers in the equine industry. A web-based survey consisting of 38 questions with conditional branching was created and distributed through social media and e-newsletters. A completion rate of 79% was observed with the majority of responses (n = 396) from North American (96%) females (84%). Survey branching focused on grouping participants by career type into the following categories: farm management, government, industry, nonprofit, private practice, and university. The most prevalent career type represented was farm management (34%) followed by private practice (18%), university (17%), industry (15%), nonprofit (12%), and government (4%). Associations between variables was examined with Chi-squared analysis. An association was observed between education level and salary (P = 0.001, X2 = 103.17) with salaries greater than$50,000 being more prevalent with advanced degrees. Similarly, job type and salary were associated (P = 0.001, X2 = 73.47), where salaries for university and industry careers were often greater than $50,000 and nonprofit and farm management salaries were more often less or equal to $50,000. For all career sectors, excluding government due to limited number of responses, there was a difference (P < 0.001) found when evaluating education, indicating that specific education levels are standard for each career sector. Data collected from this survey creates a baseline for evaluating compensation across the industry and exposed opportunities for improvements in future surveys. First would be the inclusion of more options for salary level brackets below $50,000; a majority (54%) of reported salaries were less than $50,000. Additionally, reorganization of job-type categories as there was potential participant confusion due to certain jobs overlapping into multiple categories. Outside of industry salary comparisons, survey data can be used by educators to emphasize the benefit of higher education in future employment success.

SEXUAL HARASSMENT AT WORKPLACE: A STUDY ON THE POLICIES AND PREVENTIVE MEASURES

Sexual harassment in the workplace is a widespread and distressing issue that impacts people in all walks of life and all types of careers. Victims of sexual harassment often experience negative consequences such as decreased job satisfaction, increased stress, and a diminished sense of self-worth. Employers have a responsibility to prevent as well as address SH in the workplace through implementing clear policies, training employees on appropriate workplace behavior, and taking appropriate action when harassment is reported or observed. “(In 1997 S.C. through Vishaka V. State of Rajasthan” held that sexual harassment of women is violation of two utmost fundamental rights guaranteed by “Articles 14, 19 and 21 of the Indian Constitution)”. Later, India passed legislation to prevent sexual harassment, such as "The Protection of Women Against SH at Workplace Bill, 2010" and "Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013," which were meant to stop this kind of sexual harassment of women, and "Criminal Law (Amendment) Act, 2013, which included section 354A IPC, 1860”, which defined sexual harassment and set a penalty of 3 years in prison with or without a fine. Sexual harassment and assault harm individuals, communities, and society. This study should wake up leaders and citizens to how India's culture allows so much sexual abuse, especially against women and other historically marginalised groups. It's important to understand the scope of this issue and to work together to prevent sexual harassment in the short and long term. This paper discusses modern sexual harassment, the law, and how organisations can help women maintain dignity.

The place of political experience in lobbyist careers: Decisive, divergent or diverse?

AbstractThere is broad consensus that lobbyists with government experience are valuable to those who employ them, principally because they possess contacts in government and unique insights into the policy process. Yet the near exclusive focus on government experience as the defining feature of lobbyist careers, means the literature has neglected analysis of the mix of different (and important) experiences that actual lobbyists likely accumulate during their careers. We address these gaps through analysis of the career sequences of over 600 lobbyists operating across contract and in‐house roles in Australia. Using the tools of sequence and cluster analysis, we identify four broad types of careers among lobbyists. While half of all lobbyists have had roles with some direct political experience, we find that distinctions between types of lobbying careers are differentiated by experience in other fields such as journalism, public relations, associations and corporate life. Moreover, our multivariate analysis shows that different career types are more strongly associated with in‐house versus contract lobbying roles. We conclude that scholars should move beyond a focus on ‘revolving doors’ to more directly analyse the range of experiences that lobbyists leverage in their professional lives.

Viewing entrepreneurship through a goal congruity lens: The roles of dominance and communal goal orientations in women's and men's venture interests.

The objective of this research was to examine gender differences in entrepreneurial venture interests drawing on goal congruity theory, which posits that people adopt gender-stereotypic goal orientations in response to social pressures to conform to traditional gender roles. Aspiring entrepreneurs (N = 351) first wrote about what they believed made an entrepreneur successful. They then completed measures of agentic and communal goal orientations (i.e., male and female stereotypic orientations, respectively) and indicated their interests in starting ventures in stereotypically feminine (e.g., salon), masculine (e.g., auto-repair) and science, technology, engineering, and mathematics (STEM; e.g., software developer) ventures. Analysis of open-ended responses demonstrated that participants ascribed more agentic and, specifically, more dominance attributes to entrepreneurs than communal attributes (e.g., warmth). Bifactor structural equation modeling indicated that, as expected, agentic goal orientations included dimensions of competence, self-direction, and dominance orientations; communal goal orientations were unidimensional. Further, as expected, dominance and communal orientations partially accounted for gender differences in all three career types. We discuss implications for entrepreneurial education and practice from a goal congruity perspective and the use of bifactor modeling to improve the measurement of goal orientations.

Preparing agricultural leaders: an assessment of agricultural students’ perceived importance and development of employability skills

ABSTRACT Purpose We sought to determine the perceived importance and development of agricultural students’ employability skills, and the factors and experiences that influence their development. Design/Methodology/Approach We used a cross-sectional survey research design and conducted a census of Texas A&M University College of Agriculture and Life Sciences students by distributing a researcher-developed instrument to all students following the tailored design method. We collected 991 usable responses. Findings Students believed communication and decision-making skills were most important, but their teamwork skills and self-management skills were most developed. Seven types of professional experiences significantly and positively influenced students’ perceived development of employability skills. Students who knew the type of career they wanted to pursue believed their employability skills were statistically significantly better developed than students who did not. Practical implications Agricultural educators should help students identify career interests early in their academic pursuit and encourage their participation in professional experiences to improve their perceived employability skills development. Theoretical implications Increased frequency of participating in teamwork, leadership, project management, community engagement, cross-disciplinary, international, and internship experiences can increase agricultural students’ perceived general human capital. Knowledge regarding the type of career they want to pursue can also increase perceived human capital. Originality/Value We identified novel characteristics of agricultural students across academic departments and at varying levels of their degree program.

Perceptions of the stressful job search for pediatric hematology/oncology fellows

The pediatric hematology and oncology (PHO) workforce landscape has been evolving over the past decades, with concern for waning interest in the subspecialty. We aimed to evaluate the impact of the initial PHO job search on fellow stress and anxiety, in addition to perceptions of the job search experience and potential areas of improvement. An anonymous survey consisting of demographics, emotional health impacts such as stress and anxiety, and job search experiences was developed and distributed to program leadership at all 74 PHO fellowship programs. At least one representative from 49 (66%) programs responded. Faculty were less likely than fellows to perceive that fellows are struggling to find jobs (p=.0198). However, faculty were more likely than fellows to perceive that fellows are either "extremely stressed" or "stressed" due to job search (p=.0003). By June 2021, 30 of 44 (68%) candidates had been offered a position, and 80% of those had accepted. There were no significant associations between fellow stress level and job offering, proximity to their ideal goals, or change in career type. Common barriers to the job search included geographic constraints and partner employment. Respondents identified centralized job listings, formal training on career development strategies, introduction to various career paths, and more transparency about the search as needed interventions. The perception of difficulty and stress regarding the job search is endorsed by most, identifying a need for more interventions to improve the experience. These data also highlight unmet mentorship and educational needs among PHO fellows in preparing for the job search.

Active After Sunset: The Politics of Judicial Retirements in India*

Indian judges retire, but not into inactivity. Many pursue careers in government-appointed roles. Scaffolded around the concept of institutional corruption, this article interrogates the history, law and politics of the retirement careers of judges in India. Three questions take centre stage in this analysis: What types of careers do retired judges pursue? Why do they pursue them? How do judges’ post-retirement ambitions impact their pre-retirement decisions? The cumulative analysis suggests that the Supreme Court of India, not specific judges, benches or decisions, is institutionally corrupt. The system of post-retirement jobs cycles like an economy of influence that is weakening the institution’s effectiveness, especially its capacity for impartial adjudication in matters that involve governments. But the Indian court’s performance and its public reception also reveal unique attributes that can enrich our general understanding of institutional corruption and separate the concept’s essential features from its auxiliary ones.

Post‐graduate pharmacy fellowships: The current state of affairs

AbstractWhile pharmacy residencies are relatively unanimous in their focus on cultivating quality clinical pharmacists with exceptional clinical knowledge and practice skills, post‐graduate pharmacy fellowships offer training opportunities to develop skills for successful entry into other career types, with major differences between and within various types including pharmaceutical industry, clinical practice, academia/education, and other fellowship programs. In general, pharmaceutical industry fellowships are designed to prepare pharmacy graduates to primarily contribute to various aspects of pharmaceutical drug development and marketing with skills aligned with a specific functional area within pharmaceutical industry. Clinical practice, academia/education, and other research fellowships generally focus on developing research skills in targeted areas ranging from specific therapeutic areas, teaching and learning, or disciplines of research. Most fellowship programs provide training and experiences to develop vital translatable skills such as interpersonal, written, and verbal communication, time and project management, leadership, and teamwork. Conversely, fellowship training can differ considerably, even within individual fellowship types and programs, in specific purpose, structure, required activities, funding, collaborative affiliations, and the specific career a graduate may be qualified to pursue after program completion. The objectives of this article are to differentiate various types of post‐graduate pharmacy fellowship programs and to review strengths and potential areas for improvement across all post‐graduate pharmacy fellowship programs.

Regression analysis of the gender wage gap in academia

According to the Institute for Women’s Policy, women in the United States working in the state of Louisiana earn sixty-nine cents on the dollar compared to their male counterparts. This is a substantial discrepancy and has been used as a call for action. However, what is really behind this variance in pay between women and men? For a large part, it is the types of careers that men and women choose to enter. A more valid comparison between men’s and women’s pay is to look at pay differences within the same chosen career path. This study looks at faculty pay at a regional university to ascertain whether there is evidence of a difference in pay between women and men in academia. This paper’s results show that once the area of specialty, rank, and years of experience are considered, male faculty actually, on average, earn less than their female counterparts.

University and society in the United States

This text is a review of the monograph by Professor Alexander I. Kubyshkin devoted to the history and structure of the U.S. colleges and the relations between universities and American society. The review focuses on the author’s research of the role that universities play in political and social life of the United States, the analysis of typical career paths of professors and highlights that the goals that American society sets before the universities are much broader compared to those common in Russian education.

Relationship between adolescent lifestyle and emotional and behavioral problems

This study aimed at verifying the relationship between lifestyle and emotional and behavioral problems in adolescents. This is an observational and cross-sectional study developed with adolescents from a capital city in the Brazilian Amazon. Data collection was performed using an electronic form containing items from the Fantastic Lifestyle and Strengths and Difficulties Questionnaire instruments. For data analysis, the bootstrap t-Test and calculation of Cohen's d statistic value were performed to assess the effect size of the difference between means. A total of 479 adolescents participated in the study. There was a high relationship between emotional and behavioral problems and lifestyle (p < 0.01; d = 1.36), especially regarding emotional problems (p < 0.01; d = 1.09), hyperactivity (p < 0.01; d = 0.92) and peer problems (p < 0.01; d = 0.78). The lifestyle attributes that were highly related to emotional and behavioral problems were insight (p < 0.01; d = 1.30), sleep, seatbelt, stress and safe sex (p < 0.01; d = 0.93), type of behavior (p < 0.01; d = 0.86) and career (p < 0.01; d = 0.85). It is therefore concluded that there was a high relationship between lifestyle and emotional and behavioral problems among the adolescents surveyed. Thus, it becomes necessary to promote socio-emotional skills and restorative and health-protective lifestyles in this population.

Measuring themotives ofinformalentrepreneurs.

Background -Handlingnon-observed activities pose major challenges to the governments and other stakeholders. Non-observed activities refer to underground activities, illegal activities, informal sector and any other activitiesthat result in goods or services consumedby the household.The impact of these non-observed activitiesshowsthat the volume of people involved intheinformal sector will rapidly increase. Informaleconomicactivities are technically illegal yet are notintended asantisocial,therebyremainingacceptable to many individuals withinthesociety.This research aimedto identify the factorsthat leadtoentrepreneurial necessityand opportunity. Methods-The data of51respondents whowereemployed as informal entrepreneursin Klang Valley areasin Malaysiawas collected with the use ofaquestionnaire andconvenientand proportionate sampling techniques. The data wereanalysedusing SPSS software. Results-The two primary drivers of informal entrepreneurial activitywerenecessity and opportunity. The inability to find a formal jobwasan example of being driven by necessity.Meanwhile,individuals that are driven by opportunitychose towork independentlyinthese informal sectors.Between necessity and engagement, refinement actedas a mediator. Often, necessityand opportunity do not automatically translate into successful entrepreneurship; further refinement is required in terms of market potential, technology usage, location preferences, and capital requirements. Improved refinement results in increased entrepreneurial engagement. Conclusions -The role andcontributionof theinformal sector entrepreneurshipineconomicdevelopmentneedto be evaluated and not just observed as an opportunity forindividualswhochoose this type of career. Therefore,further research is required in a wider variety of contexts to evaluate whetherthe same remains truein different populations.The results of thisstudy can beuseful forthe governmentto setpoliciesto encouragethe transition ofinformalto formal entrepreneurshipsin Malaysia.