Career Dynamics Research Articles

Job insecurity and (un)sustainable well-being: unravelling the dynamics of work, career, and life outcomes from a within-person perspective

ABSTRACT The present study investigates longitudinal relationships between job insecurity and a set of work, career, and life outcomes. Using an integrative theoretical framework that combines the principles of conservation of resources and sustainable career development, we aim to unravel the scope and dynamics of stressor-strain pathways that undermine employee well-being in these domains. To that end, latent curve modelling with structured residuals was performed on a large heterogeneous sample (N = 1134) of individuals living and working in Switzerland. Based on seven annual measurement points, the results revealed yearly within-person dynamics through which job insecurity may hinder sustainable well-being in different areas of life. Furthermore, our findings allow for contrasting short-term (yearly) versus long-term (7-year) effects. They uncover potential protective mechanisms through which between-person differences in the initial levels of sustainable well-being resources might mitigate the risks of being increasingly exposed to job insecurity over time, as reflected in within-person growth patterns. Research, policy, and practical implications are discussed based on these findings.

Handcrafted Careers: How Workers Navigate Racialized Career Pathways in the Craft Beer Industry

Abstract What do work career dynamics in contemporary labor settings tell us about how racism operates in ways that go beyond the explicitly exclusionary actions of management? Building on theories of racialized organizations, this research offers a ground-level examination of the career pathways of craft beer workers in the United States. Drawing on 107 in-depth interviews and two years of ethnographic fieldwork, I describe how workers engage in employment micro-transitions along two unequal career pathways—the creative pathway and the hard labor pathway—that are both racialized and classed. White men and men of color use their respective access to key resources valued at different stages of the employment process to navigate their careers in this industry. Yet because many of the resources that advantage the former are inconspicuous, White men move into desirable jobs of creative authority in ways that appear natural and well-deserved rather than discriminatory. I elaborate on how the framework of employment micro-transitions and racialized career pathways can offer insight into the micro-level processes of social inequality that accumulate within today’s work settings.

Psychosocial Experiences of Indonesian Performing Musicians In Building a Sustainable Career

This study explores the challenges and strategies of Indonesian musicians in establishing sustainable careers from psychosocial experiences. The study utilizes Interpretative Phenomenological Analysis (IPA) on six professional musicians with over ten years of experience. The findings reveal the importance of adaptation, personal growth, maintaining passion, and creativity. The study concludes that happiness, health, and productivity are crucial for career sustainability, emphasizing the interrelation of personal identity, social support, and career dynamics in the music industry. The research highlights the need for musicians to navigate psychosocial challenges effectively to build long-term, fulfilling careers.

The Influence of Idiosyncratic and Organizational Career Dynamics on Employee Career Development in Star-Rated Hotels in Nairobi City County, Kenya: A Qualitative Analysis

The Influence of Idiosyncratic and Organizational Career Dynamics on Employee Career Development in Star-Rated Hotels in Nairobi City County, Kenya: A Qualitative Analysis

Teachers seconded to continuing teacher education: professional development and the paradox of reaching proficiency

ABSTRACT In Ireland state funded support services provide Continuing Professional Development for teachers and school leaders. These services are staffed with teachers seconded from their schools on an annual basis for a maximum of five years. This study investigated the learning and experience of teachers seconded to a national support service, the Professional Development Service for Teachers and how this influences their post-secondment career. It employed qualitative interviews exploring this from the perspective of teachers previously seconded to the PDST. The theoretical framework was rooted in the field of career dynamics setting out three stages (Entry, Experience, Exit) navigated by teachers from entering the service through to their departure. This article focusses primarily on the study findings for the Experience stage while necessarily providing relevant insights from the Entry stage. Attention is drawn to the distinct role and identities of teachers seconded as ‘Continuing Teacher Educators’. Findings show that the learning they acquire is extensive while also revealing tensions in managing hybrid identities as teachers/teacher educators. Most notable are precarious tensions between the catalytic impact of secondment and the uncertain nature of its tenure. For most, this eventuates in a premature departure from the service to other careers, paradoxically having reached proficiency as teacher educators.

Howdo organizational career management activities influence employees’ career outcomes? The mediating role of career capital

Purpose This study addresses a critical research gap by examining the pivotal role of organizational career management (OCM) in shaping employees’ career outcomes while also investigating the mediating influence of career capital in this relationship. This study aims to shed light on the importance of OCM as a strategic approach for enhancing employees’ career trajectories, filling a significant gap in the existing literature. Design/methodology/approach Using a cross-sectional research design, primary data were gathered through a structured questionnaire administered to a diverse sample of 426 Turkish working adults representing various organizations. The study uses structural equation modelling with AMOS to analyse the direct and indirect relationships within the proposed research model. Findings The study findings underscore the essential connection between OCM and employees’ career outcomes, revealing its positive influence on subjective career success, employability and innovative work behaviour. Moreover, career capital emerges as a critical intermediary mechanism that mediates the impact of OCM on these career outcomes, further highlighting the strategic significance of OCM practices. Research limitations/implications It is important to note that this study relies on self-report surveys to gauge employees’ perceptions about their career outcomes and OCM. Additionally, the study data are confined to the Turkish context, which may influence the generalizability of the findings to other contexts. Practical implications Organizations can bolster career outcomes through strategic investment in OCM. Industries can customize approaches, leveraging insights to optimize workforce potential. Policymakers should integrate career development principles, cultivating a culture of perpetual learning, thus fortifying organizational resilience and fostering sustainable success. Originality/value This study adds substantial value to the current body of knowledge by investigating the mediating role of career capital in the relationship between OCM and individual career outcomes, particularly within the context of emerging economies like Turkey. The study’s comprehensive approach to understanding careers from both individual and organizational perspectives contributes to a more nuanced and holistic understanding of career dynamics.

Beyond gender bias: Factors affecting female employee retention and advancement in the Dutch hotel sector

ABSTRACT In The Netherlands, gender roles have evolved remarkably, marked by feminist activism and legislative strides. Nevertheless, persistent gender biases and disparities continue to impact many industries, including the Dutch hotel sector. This quantitative research explores the factors affecting female employee retention and career advancement in the Dutch hotel sector. The data was collected through 102 surveys from hotel employees in The Netherlands. Analysing the responses shows stereotypes, discrimination and bias-hindered career advancement. Work-life balance and supportive managers were critical factors for advancement. Recruitment experiences influenced career growth. Inclusive language and diversity representation are crucial for improving recruitment. Surprisingly, women had higher career advancement scores than men, and no significant gender correlation was found. However, men showed stronger retention intentions. These findings call for reevaluating gender-related career dynamics in the Dutch hotel industry. Industry-specific practical implications for promoting diversity and inclusion, addressing discrimination and bias, work-life balance, understanding the complexities of leadership stereotypes, recruitment and selection, and promotion and development are presented in detail, and recommendations for future research are given.

“PENALTY FOR MOTHERHOOD” IN THE PERCEPTION OF WOMEN IN MANAGEMENT POSITIONS

The purpose of this article is to diagnose the “motherhood penalty.” This concept includes the negative impact of motherhood on the situation of mothers in the labor market and the psychosocial effects of combining work and motherhood. This goal was achieved using the methodology of critical analysis of the literature and a survey study (survey questionnaire). The study included women who hold senior managerial positions in the business sector. The results allow us to draw a conclusion about the above-average mental and physical effort of women who combine the role of a mother with that of a high-level manager. They experience strong pressure of perfectionism and role conflict. Women in high-level managerial positions overwhelmingly did not accept the scenario of “deceleration” of career dynamics, choosing to take on a devastating workload or to hand over a significant part of the tasks of motherhood to others experiencing emotional costs because of this, such as emotional exhaustion and deep feelings of guilt.

Who returns? Understanding experiences of graduate return to rural island communities

High levels of out-migration of young people from rural and island communities has provoked significant concern around experiences of “brain drain”. However, recent research has shown that many young people who leave rural communities hold intentions or aspirations to return to their communities in the future. Although research has identified intentions to return in young people leaving rural communities, and has identified patterns of return in older migrants, the experience of young returnees, and specifically young graduates has received very little attention. This paper seeks to address this gap by exploring the phenomenon of return migration to the Scottish islands of Orkney and Shetland by recent graduates (within a year of graduation). Where previous research has identified the importance of employment and relationships in return migration, the findings from this project identify that it is how the dynamics of career and relationships interweave over time that creates specific spatial horizons. Drawing out the findings into a typology of graduate returners, this paper indicates the variety of experiences of graduate return and identifies a potential need for greater support of some graduate returners.

Mind the gender gap: Inequalities in the emergent professions of artificial intelligence (AI) and data science

AbstractThe emergence of new prestigious professions in data science and artificial intelligence (AI) provide a rare opportunity to explore the gendered dynamics of technical careers as they are being formed. In this paper, we contribute to the literature on gender inequality in digital work by curating and analysing a unique cross‐country data set. We use innovative data science methodology to investigate the nature of work and skills in these under‐researched fields. Our research finds persistent disparities in jobs, qualifications, seniority, industry, attrition and even self‐confidence in these fields. We identify structural inequality in data and AI, with career trajectories of professionals differentiated by gender, reflecting the broader history of computing. Our work is original in illuminating gendering processes within elite high‐tech jobs as they are being configured. Paying attention to these nascent fields is crucial if we are to ensure that women take their rightful place at forefront of technological innovation.

Peculiarities and stages of development of sportsmanship of qualified athletes in the system of long- term performances in professional boxing

The article examines the peculiarities of the formation of the highest sportsmanship of athletes in professional boxing. A comparative analysis of the dynamics of competitive activity of men and women during many years of performances in the professional arena was carried out. Considered options for building a professional career of boxers, taking into account the experience of performances in prestigious amateur competitions, as well as existing trends of liberalization and globalization of the modern Olympic movement. The individual dynamics of the long-term career of famous male and female professional boxers, who at one time owned championship belts in various weight categories, are presented. The optimal age range for demonstrating the highest sports results in boxing has been determined. The influence of international sports organizations (WBC, WBA, WBO, IBF, etc.) on the formation of sports careers of athletes in professional boxing is analyzed.
 Systematized and considered stages of formation of the highest sportsmanship in professional boxing: 1) formative stage of 18-24 years (quantitative intensification of competitive activity); 2) - the stage of optimal opportunities (championship phase) - 25-35 years; 3) the stage of preservation and gradual decline of sports results - 35 years and more. It has been established that men have a longer formative phase of their professional career, which is characterized by a significantly greater number of preparatory matches in the initial stages of its formation and a longer period of time to maintain the achieved results in the final stages of multi-year improvement. The need to take into account the important regularities of the formation of the highest sportsmanship in boxing and the rational logistics of planning matches during the annual training cycle, taking into account the stage of the sports career and the age of the athletes, is substantiated.

Do CEO career dynamics matter in environmental management? New evidence from the United Kingdom

AbstractThis study examines the impact of CEO career dynamics (including CEO tenure, CEO horizon and CEO seasons) on environmental management within the UK context. Unlike the previous studies that have primarily focused on corporate social performance, we instead examine these relations within the environmental management context. We posit and detect that CEO tenure has a positive nonlinear association with environmental management, indicating that CEOs' interest in environmental issues diminishes over time. We also provide evidence that CEO horizon has a positive impact on environmental management. Finally, as regards CEO seasons, we provide limited support that CEOs in their ‘convergence’, and ‘Response to mandate and experimentation’ stages are associated with environmental management. These results hold important implications for both firms and policymakers in the United Kingdom.

In Memory of Ed Schein:

Edgar H. Schein, Sloan Fellow professor of management emeritus at MIT, passed away on January 26, 2023, at the age of 94. Ed had an enormous impact on organizational development (OD), on Theory U, and on my life. Schein wrote dozens of books on social science subjects, including career dynamics, organizational culture, leadership, process consulting, and group dynamics. He is one of the most important founding fathers of organizational development (OD). Ed’s insights on how to engage in any kind of helping relationship made him my most important teacher in terms of how to advise clients and engage with stakeholder groups on how to approach challenges facing their organizations and communities. He is not only a founding father of OD but also of Theory U and we can see the Schein influence on at least three levels: addressing the invisible as well as the visible (the iceberg model of systems thinking), emphasizing psychological safety in the change process and ‘always being helpful’ in the context of organizational change, consulting, and leadership. In this piece I outline the most important principles Ed embodied in his work that have shaped my own. The piece ends with a call for collective action on addressing the challenges facing our planet in Ed’s own words.

Члены правительств постсоветской России: историческая ди- намика занятости после отставки (от Б. Н. Ельцина к В. В. Путину)

Introduction: the dynamics of a post-government career is a significant subject of research, since its analysis allows us to clarify the nature of the relationship between the government and other power institutions, to better understand the behavior of its members, to assess the stability of elite membership and the degree of elite integration in different periods. Objectives: to identify similarities and differences in the post-career of the Russian governments’ members retired under President Yeltsin and in the post-Yeltsin period, and the factors that determine such similarities and differences. Methods: a database (collected data being further statistically processed) that includes biographical questionnaires on members of post-Soviet cabinets who had resigned at least once. Results: a comparative analysis of the post-government career has showed that in post-Yeltsin period the role of federal administrative bodies, primarily the Presidential Executive Office, as a place of work has increased. On the contrary, transitions to the federal parliament have decreased, due to the its weakening role, which reduced the attractiveness of legislative positions and manifested itself, in particular, in a decrease in its significance as a channel of ministerial recruitment. Transitions to regional administrations are rare in both periods, but in the post-Yeltsin era, government members more often became governors, due to centralization of power. Finally, the share of transitions from government to business is similar in both periods, as well as some other characteristics of pantouflage. However, while under Yeltsin the officials moving into business most often ended up in the private sector, later they mostly fit into to the public sector. In both periods, pantouflage was fueled by high incomes in business and the companies’ interest to hiring officials, reinforced by the crony capitalism. Conclusions: the post-government career in the Yeltsin and post-Yeltsin periods demonstrates significant differences associated with changes in the political and economic structure of Russia affecting the attractiveness and availability of positions in various power institutions.

A Construct Validity Of The Transferable Skills Scale For Assessment Of Career Guidance

Transferable skills are abilities and knowledge that can be used in various jobs and career paths and is related to the career development of students in the era of disruption. School counsellors need to understand student profiles related to these basic skill sets in order to be able to design career development programs that are relevant to today's career dynamics. This study aims to construct a transferable skill scale that can be used as a guidance and counselling assessment tool for student career development. The construction of this scale goes through the stages of 1) aspect construction based on literature studies, 2) item creation, and 3) pilot test. The construct validity test used Confirmatory Factor Analysis (CFA). The results of the CFA show that several dimensions of transferable skills require modification of the model until a fit model is obtained.. Thus the scale has a suitable model for measuring transferable skills, which consist of aspects of 1) Communication Skills (7 items), 2) Management Skills (9 Items), 3) Numerical Skills (5 Items), Creativity Skills (6 Items), Social Skills (6 Items), Critical Thinking Skills (5 Items), and Business Skills (6 Items).

Career development in the hospitality sector: an exploratory study from Pakistan

PurposeThis qualitative study deals with the career longevity phenomenon in the hospitality sector of Pakistan and aimed at exploring the factors which become the reason for continuing services in this sector for a longer period despite the prevailing perception of the short-term and unsatisfactory hospitality careers.Design/methodology/approachThe study has taken up an interpretive social constructivism approach to carry out the research. The purposive sampling technique is used to solicit expert insights into the dynamics of the hospitality career. A thematic analysis was employed to identify the common themes, extract the meaning from the discussion patterns of the respondents, and outline viewpoints and ideas of the respondents.FindingsThe findings of the study are discussed at three levels of career, i.e. entry level, development level, and consolidation level. Long careers in the hospitality sector are a product of dedication and commitment to the job, professionalism, variety, complexity of the job, and healthy relationship with coworkers, supervisors, and guests.Originality/valueThe study links the belief of belonging and socialization attributes to the retention of employees in the hospitality sector jobs. Secondly, the study uses a qualitative approach to provide a diverse perspective of employee–industry loyalty rather than employee–organization loyalty. Thirdly, the study brings forth practical implications for personnel managers in the hospitality sector and proposes that the management should systematically stimulate the socialization of the workers to hold the talent despite providing workers with the opportunity to join another sector. Finally, the study informs about research limitations and directions for future research.

Boundaryless Careers’ Dark Side: Orientation, Plateauing, Exhaustion, Exit Intentions and Personality

Substantial research has been conducted to understand the dynamics of contemporary careers, yet relatively little is known about the complexities of these theoretical models or about their potential dark side. Applying the theories of boundaryless career and conservation of resources, we examine the relationships between the two dimensions of the boundaryless career orientation (BCO), namely the boundaryless mindset (BM) and mobility preferences (MP), with what are generally considered negative career variables. A moderated serial mediation model was tested using data from 196 Indian public sector employees who completed surveys at two points in time (6 months apart). The predicted direct relationships of BM and MP with turnover (TI) and early retirement (ERI) intentions were significant. Career plateau and emotional exhaustion mediated the relationships between the BM-TI and MP-TI when moderated by the dark triad of personality. This study’s findings offer a more nuanced understanding of boundaryless career theory.

The Dynamics of Career Sustainability: A Latent Transition Analysis

As individuals are facing more and more uncertainties and challenges in their career development, building up sustainable careers with balanced health, happiness, and productivity is important for both employers and employees. In the field of career management, however, there are few empirical investigations on career sustainability and its dynamics. Integrating the theoretical framework of sustainable career and person-environment fit theory, the current study uses two-wave longitudinal data (N = 529) to empirically identify the profiles of employees’ career sustainability and further examine the effect of person-environment fit on profile transitions. For each wave of data, Latent Profile Analyses (LPAs) consistently revealed four latent profile classes of employee career sustainability: highly sustainable, health-oriented, performance-oriented, and unsustainable. Moreover, a Latent Transition Analysis (LTA) model indicated that employees with higher person-environment fit were more likely to go through positive transitions in career sustainability; on the contrary, employees with lower person-environment fit were more likely to go through negative transitions in career sustainability. This study enriches the literature on employees’ sustainable careers and further deepens the understanding of career dynamics and sustainability transitions from the perspective of person-environment fit. Also, this study provides practical implications for career management.

Career dynamics of participants in the federal program "Training and advanced training of the managerial personnel reserve (2010-2021)"

Career dynamics of participants in the federal program "Training and advanced training of the managerial personnel reserve (2010-2021)"

Life fulfillment: The motivation dynamics of freelancers

People, in general, would have a career preference to become an employee in a big and established company. This career preference is natural, considering many benefits obtained when a person becomes an employee. However, this does not apply to some individuals who choose freelancers. Even though the stigma of being a freelancer exists, it was not an obstacle for people who choose a freelancer in choosing this career. This study's purpose was to understand the reason and the meaning of the career choices of freelancers. This research employed a qualitative approach with the phenomenological method. The data were collected by interviewing six freelancers that have been full-time freelancers for at least two years in the information technology field. The result showed that freedom, flexibility, learning opportunity, financial security, family time, progressive career, and life fulfillment motivate individuals to become full-time freelancers. The essence of the motivational dynamics of a freelance career was to achieve life fulfillment.