Concept Of Career Research Articles

The construction of esports careers in France: Are there gender-based inequalities right from the start?

This article examines the construction of esports careers for French esports players, emphasizing gender-based socialization. We used an online questionnaire administered to both men and women recreational and amateur esports players ( n = 343) to understand and identify potential barriers or levers to participation by men and women, especially for the stage of “Commitment” which is embodied in participation in esports competitions. The theoretical approach centred around the concept of career is mobilized to sequence the careers of men and women esports players and identify the differences between men and women within the different stages of an “esports career.” Key findings reveal that male figures often introduce players to video games, with men generally experiencing more “autonomous” and diversified” initiations than women. They also lag behind men players in terms of years of experience, and they face negative criticism from their peers, impeding their “commitment.” These insights underline the barriers women face at the onset of their esports careers and call for further research into social mechanisms to enhance women's inclusion in esports.

A taxonomy of artists’ postures to grasp the plurality of cultural production practices: Putting an end to the cicada and the ant

The rooted dichotomy between art and economy tends to simplify our understanding of the conditions under which makers of cultural products operate. The contingencies of the last decades, leading to a greater plurality of artists’ practices, urge us to create new conceptual tools to seize the effective cultural production structures. This paper aims to open this dichotomy - anchored in institutional sociology, creative economy, arts management and cultural entrepreneurship - and to reveal the relational complexity of cultural production. Building on a meta-study of a body of qualitative research published between 2012 and 2022 based on semi-directed interviews, focus groups and case studies about artists’ effective practices in music, performing arts, visual and mediatic arts from underground scenes or marginal communities, we identify 20 postures adopted by artists. We place these postures on two axes reflecting the intensity of economic and artistic logics. This taxonomy explains more accurately today's conditions of cultural production. It allows us to better understand: the multiplicity of artists’ and works’ trajectories, as well as creation networks; the coexistence and co-dependency of postures within the same practice; and the diversity of artists’ practices beyond a disciplinary logic and a linear conception of artistic career.

Analysis of The Concept of Women's Careers According to Feminism as Well as Contradictions in The Islamic Perspective

Abstract: The development of feminism issues over time has led to this ideology increasingly dominating the views of women in various aspects of life. The doctrine of radical feminism has shaped the social view of women reviewed from a capitalist perspective, achievement, and work ethos. The historical events of the 1970s were full of discrimination against women by church culture, which sparked a rebellion for equal rights with men. It builds a paradigm that women must have achievements and social influence to gain societal rights and capacity. Therefore, a career becomes the main aspiration of feminism. However, this affects the shift in the roles and responsibilities of women traditionally identified as wives and mothers and responsible for the household. For feminism, being a career woman is the right of all women, and not limited to domestic roles. The study examines the contradiction between feminism and Islamic perspectives on women's careers. The method used is qualitative research based on library research, with descriptive analysis and critical analysis approaches. The results of this study reveal that the concept of women's careers according to feminism is based only on the trauma of the church's cultural history that intimidates women. But Islam is based on the good and the glory of women.

Hearing God’s call one more time: Retrieving calling in theology of work

Calling is a very important concept in Christianity. In the medieval era, calling was restricted to ecclesiastical work alone, a devotion to the life of contemplation. Ordinary work or physical labour was not considered qualified to be a calling. Martin Luther was the one who taught that the ordinary work of the ordinary people was also God’s calling and equally spiritual as the ecclesiastical work. However, Miroslav Volf, a Croatian theologian, criticised Luther that his view of calling was too static and irrelevant to the modern context where people often choose to quit a job because of its negative effects and some people have to do multiple jobs in order to make ends meet. While recognising the validity of Volf’s critique, this article seeks to demonstrate that even in the modern context, calling is still a very important theological concept to reflect upon work. Luther’s vocational view of work could be retrieved in discussing the theology of work by putting it in dialogue with Calvin, Kuyper, and other theologians.Contribution: This article seeks to show that the concept of calling is indispensable in constructing a sound theology of work for the modern context. By understanding work as calling, Christian workers are enabled to see how they are participating in God’s redemptive work through their jobs.

EDUCATION AND SPORT COMPETENCE DEVELOPMENT OPPORTUNITIES FOR ICE HOCKEY PLAYERS IN LATVIA

The article emphasizes the importance of the connection between sports and education for Latvian ice hockey players. The purpose of the study is to review theoretical findings and analyze the opportunities of competences development for athletes in Latvian hockey. The integration of sports and education, rooted in the rights to education and play, gives rise to the concept of Dual Career, fostering the holistic development of talented athletes. Article presents findings from a survey on dual career opportunities among Latvian ice hockey players, shedding light on competence development and perspectives regarding dual career pathways. Hockey players are interested in dual career development, but face obstacles due to limited support and insufficient cooperation between sports clubs, educational institutions, and the hockey federation. Respondents offered several suggestions for improving dual career opportunities, including increased government support, proactive engagement by national federations, and the creation of flexible schedules and online programs tailored to athletes’ needs. This study highlights the urgent need for comprehensive support mechanisms and collaborative efforts to facilitate successful dual career pursuits among hockey players in Latvia.

The significance and challenges of turnover and retention of millennial professionals

PurposeThis paper aims to provide readers with a comprehensive overview of the current state of the millennial literature, highlighting the significance and challenges of millennial professionals, their reported high turnover and the various recommendations designed to engage and retain them.Design/methodology/approachAn integrated review approach was applied to synthesise contemporary peer-reviewed articles, supplemented by legacy and grey literature and relevant book chapters, to comprehensively explore and construct a cohesive overview of the current research on the millennial workforce.FindingsWithin the wealth of available information, examining the various studies on millennial turnover reveals diverse theories, evidence and opportunities for advancement, underscoring the necessity for more robust empirical studies. The investigation identified three overarching retention strategy themes: (1) intergenerational conflict management, (2) workplace adaptations and (3) solutions rooted in a protean career orientation. In alignment with protean career concepts, coaching shows promise as an underexplored option.Practical implicationsThis article holds practical significance by offering researchers a comprehensive and cohesive overview of the millennial literature. Additionally, it gives organisations a novel perspective on the crucial role coaching can play in engaging and retaining millennial employees.Originality/valueThe increased focus on retaining millennial workers in recent decades has spurred a proliferation of articles and books on this subject. However, this body of research remains fragmented, lacking an overview that provides a clear picture of its current state. This review aims to bridge this gap.

The Sustainability of Reskilling Projects Based on Employees’ Readiness for a Career Shift: Pursuing Sustainable Careers by Transitioning into IT Professions

Today’s organizations are highly responsive to external changes, which they also demand from their employees. All employees need competencies to respond to Industry 4.0, the green business economy, and post-COVID-19 work circumstances and to manage sustainable careers. One way of doing so is to take active part in reskilling projects and be ready for a career shift, which we believe can be foreseen in people’s devotion to sustainable careers and can ensure the sustainability of the whole reskilling project. With the presumption that the concept of sustainable careers can be captured in terms of the concept of readiness for a career shift, this study aims to explore the potential of the scale of readiness for career shifts to predict participants’ success in reskilling projects (in the context of IT professions). The research was conducted on 336 candidates who applied for Java and PHP programming positions and had no previous knowledge or experience in the field. The results show that the scale of readiness for career shifts has acceptable metric characteristics, and canonical discriminant analysis confirmed that the overall score can be used to predict outcomes in the reskilling project, while predictions based on single indicators were rather ambiguous. Therefore, the scale can be used as a tool in the process of selecting reskilling candidates (at least in professional transitions in the domain of IT), but further research on the topic might shed more light on the concept.

Redefining ‘Careers’ and ‘Sustainable Careers’: A Qualitative Study with University Students

Contemporary society challenges traditional linear career progressions with the emergence of the ‘sustainable career’ concept. This dynamic career path spans different societal domains over time and involves individuals actively shaping their paths through actions and the interpretation of their experiences. The evolving socioeconomic contexts demand a reevaluation of career development processes, necessitating an examination of individual perspectives on what makes a career authentically sustainable. Despite this, in the Italian and Spanish contexts, a definition of the concept of career and sustainable careers rooted in individuals’ interpretations is still absent. This qualitative study is designed to fill the existing gap by exploring the definition of the concepts of ‘career’ and ‘sustainable career’ in an initial sample of Italian (N = 197) and Spanish (N = 193) students (323 females, 67 males) aged 18–30 years (M = 20.13; SD = 2.13). Participants answered open-ended questions about ‘career’ and ‘sustainable career’. Qualitative data analysis software identified key themes, and correspondence analysis explored differences between the Italian and Spanish samples. The findings reveal that the concept of a career encompasses an evolving sequence of work experiences, incorporating training pathways, a continuous commitment to personal growth goals, and professional satisfaction. A sustainable career extends this, emphasizing a healthy work–life balance and the often-overlooked dimension of social empowerment. This study offers a perspective for designing research and interventions aimed at promoting careers and work environments perceived as authentically sustainable.

First up then out: Self-employment as a response to normative control practices in elite consultancies

While normative control practices aim to raise employee motivation and commitment to professional standards in professional service firms, there is much debate on when and for whom such practices remain motivational. Based on interviews with 18 self-employed consultants who left elite consultancies, we find that, for them, normative control practices, such as learning opportunities and social events, lose appeal over time. This paper contributes to the literature on normative control by conceptualising how consequences, like lack of autonomy, reduced learning and growing work-life conflict, increasingly undermine the motivational impact of normative control practices during a consultant career. Self-employment can help consultants avoid these unwelcome effects because independence solves autonomy issues and improves their work-life balance. Mapping this underexplored but very common move from employment to self-employment in the consulting industry introduces the concept of occupational careers to the debate on boundaryless careers.

Emotions careers: The interplay between careers and emotions in professional organisations

AbstractDespite recognising the importance of emotions for careers, researchers rarely explore how career‐related practices invoke emotions and the implications for professionals’ career aspirations and behaviours. Drawing on 50 interviews with lawyers on the partner track and human resource (HR) professionals, we develop the concept of an emotions career. The emotions career consists of four stages, each characterised by different primary emotions and socio‐emotional dynamics. We find that career practices and social interactions elicit emotions that regulate professionals’ career aspirations and trajectories. Thus, professionals become emotionally invested in their careers, which in turn contributes to the maintenance of existing career systems. To better support professionals, we suggest that HR practitioners develop greater awareness of the emotional dynamics associated with careers and engage in career conversations, while organisational leaders should, collectively, consider ways to challenge negative perceptions of alternative career paths, generating more diverse thinking about careers.

PAPAN PINTAR PROFESI: MEDIA PEMBELAJARAN SEBAGAI SARANA PENGENALAN KONSEP KARIR PADA SISWA KELAS IV SEKOLAH DASAR

The aim of this research is to develop a flannel board-based smart board to introduce career concepts in supporting elementary school teachers' duties in carrying out guidance and counseling. The type of research used is development research with a 4D model (define, design, develop, disseminate). The test subjects were guidance and counseling experts, media experts, elementary school teachers, and 9 students from class IV elementary school. The instruments used were expert feasibility and user practicality questionnaires. Data analysis was carried out using qualitative analysis for critical data and suggestions from experts and users, as well as quantitative analysis for values ​​from experts and users. The results of the BK expert test showed that the media developed received a score of 79.5 (decent) and the assessment of media experts and practitioners obtained a score of 82.5 (decent). The field test results obtained a score of 83 (practical). From the results of expert tests and field tests, it was concluded that the smart board media developed was suitable and practical for use in counseling and career guidance in elementary schools.

Career and Family Plans of Higher Education Students as Risk Factors for their future employers’ HR Management

This paper deals with higher education students’ career and family plans based on a quantitative pilot research conducted among students studying social sciences at a research university in Eastern Hungary. According to one type of career models, namely the self-directed, protean career concept, organisations should adapt to employees’ own career interpretation, values, and attitudes, furthermore, according to the Kaleidoscope Career Model, individuals nowadays adapt their careers to their life stages. Due to this, this paper deals with students’ family plans besides their career plans. The novelty of the research is that it examines the plans of Hungarian students studying in a specific field (social sciences) and analyzes their career and family plans in parallel. The research inestigates what family and career mean to students, what influences these, whether family or career is more important to students, how students time these, and to what extent they consider these to be compatible. Research methods include descriptive statistics, bivariate analysis, and exploratory factor analysis. The results show that career goals often preceded family goals and, in accordance with traditional gender roles, career was slightly more important for male students than for female students. According to the factor analysis, students found it the most important to meet their own expectations. Furthermore, many students, especially females, interpreted career as a form of self-fulfilment. These results are in line with modern career models (the self-directed, protean career concept and the Kaleidoscope Career Model). An important implication of the research for prospective employers is the need to adapt their HR strategies to young people’s family and career plans. The research also highlights that students’ career goals are already emphasised during the studies, so employers should strengthen cooperation with universities to support students in acquiring professional experience during their studies to help them achieve their career goals.

Caught in a Matrix of Factors: A Pilot Study of Female Retirees Receiving Below-Minimum Pension Payments

Pension systems based on an insurance model were originally designed for male breadwinners who worked under permanent contracts without career breaks. Since their inception, women’s participation in the workforce has increased significantly, but on average, their employment career paths are still shorter and less linear compared to those that men enjoy. Demographic changes have prompted many countries to reform their pension systems to ensure long-term financial sustainability. And to varying degrees, such reforms also have looked to address the issue of short careers. In Poland, reforms introduced in 1999 brought about significant changes to the rules governing pension entitlement. That led to the emergence of a new category of retirees—those who had contributed to the pension system for a short period and consequently received very low pensions. This article provides an overview of an exploratory qualitative pilot study conducted in 2018 with nine women who were in receipt of benefits from the Polish universal pension system, which amounted to less than the so-called ‘lowest retirement pension’ being granted at that time. The analysis makes recourse to the concept of employment career and its connection to retirement to identify various life-course determinants that contributed to their situation. These factors include childhood and adolescent adversities that affected educational attainment; domestic and caregiving responsibilities coupled with cultural expectations and insufficient institutional support; the labor market situation, and the inability to document certain employment periods. The research material indicates that a significant portion of the work performed by the interviewees throughout their lives did not translate into a pension benefit, as it either involved unpaid domestic and caregiving duties; or work performed without formal contracts.

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.

UNIVERZITETSKO OBRAZOVANJE – KAKO PROKRUSTOVU POSTELJU TRANSFORMISATI U OBRAZOVANJE ZA PROTEANSKU KARIJERU / UNIVERSITY EDUCATION - HOW TO TRANSFORM PROCRUSTEAN BED INTO EDUCATION FOR A PROTEAN CAREER

What is the purpose of universities - education or job training? What should be our priority - competences for the 21st century or finding a job within a year after graduating? The future is unpredictable and today’s actions are not necessarily good, but the worst thing to happen would be doing nothing. The survival and development of university depends on our vision of who are the generations to come, what we will teach them, how we will develop the curricula and how far we will succeed in moving away from linear careers as a Procrustean bed, punishing and forcing us to believe that what we have is the only thing possible if deviations from the prescribed norm happen or if one attempts spurring development. On the other hand, the context in which education takes place is constantly changing, and today’s careers, defined as a collection of all experiences and changes in values and attitudes (not advancement in the workplace) are changing their forms just like Proteus. Therefore, the important question is how to reject the Procrustean bed and accept the concept of a protean career as a guide in the development of higher education? The development of new study programs and the revision of existing ones should be guided by the following postulates: internationalization, interdisciplinarity, equality in access and adaptation to the needs of people who need to build their careers in the next dozen years. Innovative study programs should offer: experiences that will be attractive to students from all over the world, a holistic approach to the learning experience and multiperspective, equality in access to all interested parties at every moment of their lives, and flexibility that will allow the student to have his own pace of learning. Some examples of such programs are dual studies, short cycles, combined studies and recognition of prior learning. The University of Sarajevo is a participant in two ERASMUS+ projects aimed at the development of dual studies and short-cycle programs with the aim of increasing access to education and adapting to the needs of students and employers, which directly support the principles of a protean career.

PENGUKURAN DIMENSI KARIER PROTEAN DAN BOUNDARYLESS: KOMBINASI ATAU IMPLIKASI

Contemporary career research is characterized by the concepts of boundaryless and protean careers. The concepts of boundaryless and protean careers are compared in this review. The boundaryless career concept is profiled according to Sullivan and Arthur's categories of physical and psychological limitations. The protean career concept is discussed based on the degree of self-directed and value-oriented career orientation exhibited by a career actor. The researcher combined the protean and boundaryless career descriptions to produce eight career profiles based on a combination of boundaryless and protean career orientations. These eight profiles were examined in terms of the challenges to career actors and individuals that assist them in individual career development.

Plugging the leak: leveraging the protean career concept in organizations

PurposeThe steady dropout of senior women from the corporate ladder motivated us to gain insights into their opting out decisions. This exploratory study revealed internal aspiration as a contributory factor of opting out beyond the well-established push and pull factors.Design/methodology/approachNineteen senior women executives who had opted out of successful careers due to their internal aspirations were interviewed and grounded theory was leveraged to derive the emergent themes.FindingsThe spirit of autonomy and strong personal value emerged as a common thread amongst the women and the basis for their opting out decision. These factors led these senior women to embark upon newer pastures, which included entrepreneurship, dedication to a cause, a passion or academics. The findings were mapped with the protean career concept.Practical implicationsRecommendations would help organizations reimagine and strengthen the existing interventions for the retention of women at the senior levels while simultaneously empowering the women to align their career with their aspirations.Originality/valueThe study uniquely identifies the protean career concept as the force behind the journey undertaken by these women executives. This is in contrast with the push and pull factors that have been vastly studied as reasons for the opting out decisions.

"Znaš što, ja ću o tome napisati knjigu!" – analize životnih povijesti osoba u situacijama ugroženoga stanovanja

In the context of vulnerable housing situations (homelessness and housing exclusion), the life course perspective, the concept of housing careers and housing pathways emphasise different life experiences, differential circumstances, and the social contexts of arriving at such a position, depending on age. Keeping this in perspective, the research identified the dominant events and circumstances that marked people's descent into one of the vulnerable housing situations across: a) youth and early middle age, b) late middle age, and c) old age. The study was conducted between December 2021 and February 2022 in the city of Novi Sad (Republic of Serbia). 35 respondents who are in one of the vulnerable housing situations took part in the research. Convenience, purposive and snowball sampling were applied, and the data was collected through a semi- -standardised, in-depth interview. The obtained results indicate the multiplicity and cumulativeness of adverse events and characteristics in the life trajectories of persons in vulnerable housing, as well as the specificity of unfavourable circumstances depending on age. In conclusion, the research confirmed the findings of previous literature in the domain of the life history of vulnerable housing and indicated possible directions for improving the understanding of this topic.

Housing Careers and Housing Pathways: Conceptual Evolution or Confusion?

ABSTRACT The use of housing career and housing pathways concepts has increased over the past several decades. The two concepts have shared origins in housing research but have different theoretical foundations. Housing careers and housing pathways concepts are defined as synonyms, distinctly different but complementary, and incompatible concepts. While the lack of shared definitions is common in interdisciplinary research, it may result in a fragmented knowledge base and hindrance to theory development and use. This research uses concept analysis to examine definitions of the concepts of housing career and housing pathways provided in the literature between 2001 and 2020. The analysis findings suggest that the concepts have both shared and unique attributes. However, concept definitions were missing or inconsistent across the literature, and distinctions between housing career and housing pathways concepts were often unclear. Grounding concepts in theory appears to result in greater concept definition consistency.

Re-constructing parental identity after parents face their offspring's suicidal behaviour: An interview study

IntroductionParents are affected when their offspring engages in non-fatal suicidal behaviour. Although research exists on parents’ mental and emotional state when they realise this behaviour, relatively little attention has been devoted to exploring how their parental identity is affected. PurposeTo explore how parents re-constructed and negotiated their parental identity after realising that their offspring was suicidal. MethodA qualitative exploratory design was adopted. We conducted semi-structured interviews with 21 Danish parents who self-identified as having offspring at risk of suicidal death. Interviews were transcribed, analysed thematically and interpreted by drawing on the interactionist concepts of negotiated identity and moral career. FindingsParents’ perspectives on their parental identity were conceptualised as a moral career encompassing three distinct stages. Each stage was negotiated through social interaction with other people and the wider society. Entry into the first stage, disrupted parental identity, occurred when parents realised that they could lose their offspring to suicide. At this stage, parents trusted their own abilities to resolve the situation and keep their offspring safe and alive. This trust was gradually undermined by social encounters, which caused career movement. In the second stage, impasse, parents lost faith in their ability to help their offspring and to change the situation. Whereas some parents gradually resigned entirely to impasse, others regained their trust in their own abilities through social interaction in the third stage, restored parental agency. ConclusionOffspring's suicidal behaviour disrupted parents' self-identity. Social interaction was fundamental if parents were to re-construct their disrupted parental identity. This study contributes with knowledge about the stages characterising the reconstructive process of parents' self-identity and sense of agency.