Implications For Career Development Research Articles

Guest editorial: Linguistic profiling and implications for career development

Guest editorial: Linguistic profiling and implications for career development

THE IMPACT OF TECHNOLOGICAL TRANSFORMATION ON CAREER CHOICES IN THE STEM SECTOR

This study aims to analyse the influence of digital transformation on career aspirations in the STEM (Science, Technology, Engineering, and Mathematics) sector. Qualitative and quantitative data analysis methods were used to collect data from various educational institutions and technology companies. The results show that the adoption of digital technology in STEM education increases students' interest and competence in STEM subjects, which directly affects their career aspirations. The research also found that digital skills acquired through STEM education contribute significantly to job readiness in the STEM sector. In addition, the findings highlight the importance of project-based and collaborative learning enriched with digital technologies to prepare students for the changing work environment. This research contributes to the literature by providing insights into how STEM education, accompanied by digital transformation, can shape career aspirations in the STEM sector. Recommendations for education practitioners and policymakers include greater integration of digital technologies in STEM curricula and the development of teacher training programmes to teach with advanced technologies. Implications for career development in the STEM sector are also discussed, emphasising the importance of continuity between education and industry needs.

Navigating Early Career Management: Workplace Experiences and Career Impact

This article explores the workplace experiences of young professionals during their early integration into management roles and their implications for career development. Employing a qualitative research approach, the study conducted one-on-one interviews with 61 participants. The findings reveal a diverse range of workplace experiences that can either facilitate or complicate the integration process. Notably, the study sheds light on the persistence of gender-related issues in these early career stages. The research offers practical insights for organizations and guidance counselors and underscores the need for further exploration in this field.

혼합효과 랜덤 포레스트를 적용한 청소년기 진로성숙도 발달 예측 변인 탐색

The purpose of this study is to explore predictive variables of career maturity during middle and high school. To do this, the mixed effects random forest that considers the hierarchical data structure of longitudinal data was applied to GEPS(gyeonggi education panel study) data from the 4th to 9th wave (7th-12th grades). To derive the major predictive variables which are more stable, the analysis through multiple imputation was repeated five times to identify the top 20 variables with a high SHAP (shapley additive expansion) importance index. As a result, 17 major predictive variables were derived by using SHAP value: ‘self-understanding as a learner’, ‘proactive initiative’, sub factors of self-directed learning ability, friend relationships, teacher relationships, and ‘career search during vacation’ were selected as key variables that predict development of career maturity. In addition, variables related to relationships between parent-child such as ‘parent parenting behavior’ and ‘attachment’, as well as students affective attitudes such as ‘self-esteem’, ‘self-efficacy’, and ‘learning motivation’ were selected as key predictive variables, too. The relationship between major predictive variables and career maturity was examined through the SHAP dependence plot, and educational implications for career development of adolescents were discussed.

Providing quality employment services to people living with asthma in the vocational rehabilitation program: A model for meeting the needs of an emerging clientele.

With incidence and prevalence rates of asthma diagnoses steadily increasing in the United States and worldwide over the past 30 years, people with asthma are an emerging vocational rehabilitation (VR) consumer population. This article describes the job acquisition and return to work considerations facing employees with asthma. Following an overview of the etiology, incidence, prevalence, and career development implications of this chronic respiratory disease, the authors present career preparatory and return to work recommendations to meet the needs of Americans with asthma across the phases of the VR process. The importance of access to quality healthcare, lifestyle, and environmental modifications to promote respiratory health, employer consultation, workplace accommodations and universal design, and interface with medical and mental health professionals is emphasized throughout the article. Asthma is an emerging disability that disproportionally affects people of color and people who live in poverty. Rehabilitation professionals must be prepared to meet the needs of this growing and diverse clientele as people with asthma seek assistance from the VR program in acquiring, maintaining, and advancing in meaningful, satisfying employment.

Career Development of Young Adult North Korean Defectors in South Korea

Young adult North Korean defectors (hereafter, North Korean millennials [NKMs]) are a growing and distinctive group. Even though they constitute the majority of defectors and show different characteristics from previous generations, relatively little attention has been paid to NKMs in both academic and practical areas. Specifically, little is known about how NKMs develop their career paths in South Korea. This study examines the process of NKMs’ career development activities, focusing on their challenges, structural tensions (contradictions) within the activities, and their learning from the process of resolving difficulties under the lens of cultural–historical activity theory (CHAT). This ethnographic study not only broadens understandings about NKMs but also elucidates their career development situation in South Korea. The findings of this study provide meaningful and practical suggestions to create a road map of career development for NKMs and implications for career development of migrants, refugees, and internally displaced persons.

Proactive Personality and Organizational Career Growth: When and Why Proactive Individuals Stand Out

Integrating person-environment fit theory and job characteristics theory, we develop a theoretical model to investigate when and how proactive employees are more likely to stand out in their current organizations. We propose that the relationship between proactive personality and organizational career growth is mediated by P-O fit and P-J fit and moderated by job characteristics. Results based on data collected in three waves from a sample of 175 employees nested within 45 groups from 5 organizations fully supported our assumptions. Our findings suggest that proactive individuals are more likely to fit into their organizations and job positions, particularly when the jobs are embedded with a high level of core job characteristics such as variety, autonomy, and feedback. Implications for career development and management theory are discussed.

Career training with mentoring programs in higher education

PurposeThis study explores how career training with mentoring (CTM) programs work in Nigerian higher education (HE) institutions to foster students' career development and employability of graduates. It also explores how Nigerian HE curriculum can be adequately used to facilitate CTM as well as possible constraints to effective implementation of CTM programs in Nigerian HE institutions.Design/methodology/approachThe study draws on interviews with well-qualified and experienced experts from six Nigerian public universities (each from the 6 geo-political zones of Nigeria), and 20 industries also within the same 6 geo-political zones of Nigeria that were selected for this study using a purposeful sampling technique. The study interviewed 33 experts comprising 21 senior academics at Nigerian universities and 12 industry executives to reveal substantial information about CTM programs in Nigerian HE institutions.FindingsDrawing on the three key themes that emerged during the thematic analysis and linked to social cognitive career theory, it is clear that participants are convinced that CTM can enhance clarity about students' career ambitions, career interests, personal development plans and employability. Findings show that there are some career-related programs or activities that Nigerian HE students are presented with, but the programs have not been effective as to offer graduates quality career guidance and employability skills that employers demand. Acknowledging these, participants recommend establishing CTM centres in all Nigerian HE institutions to provide students with the opportunity to receive quality career advice, coaching and mentoring services while schooling.Practical implicationsThe findings of this study shed light on varying resources required to cope with the demands of labour market in terms of supply of competent workforce that can contribute to Nigeria's economic growth and development. The findings are highly relevant for Nigeria and other developing countries' policy and research initiatives that aim to promote social inclusion and equity and improve better working conditions for all. The findings also have implications for career development and employability of HE graduates in developing world context.Originality/valueUnderstanding the role that CTM programs can play in facilitating career development and graduate employability can arguably be of importance within the developing world context. This study, therefore, provides significant suggestions on how to build sustained HEIs and labour market partnership to foster career development and employability of HE graduates through establishing CTM centres in every Nigerian HE institutions.

Beyond Logic and Intuition: Development and Validation of a Career Discernment Scale

Past research on career decision-making has focused on two distinct modes of decision-making: logic and intuition. In this study, we extend that two-system model of career decision-making and examine the role of two additional decision-making modalities: advice seeking and spiritual discernment. We conducted two independent studies through which we develop and validate a Career Discernment Scale by examining its dimensions and internal reliability (Study 1), followed by research to establish discriminant and convergent validity (Study 2). Results provide initial support for the dimensionality and reliability of four distinct career decision-making factors, demonstrated by a clear factor structure and internal consistency. In addition, our results show evidence of convergent and discriminant validity through expected correlations across a nomological network of individual differences. Overall, this article highlights the unique role of spirituality and advice seeking in career decision-making with implications for career development and practice.

"Knowing Me, Knowing You" the Importance of Networking for Freelancers' Careers: Examining the Mediating Role of Need for Relatedness Fulfillment and Employability-Enhancing Competencies.

Research has shown the importance of engaging in networking behaviors for employees’ career success. Networking behaviors can be seen as a proactive way of creating access to career-related social resources and we argue that this type of proactive career behaviors might be particularly relevant for freelancers who cannot depend on an organizational career system supporting their further development, yet whose careers are characterized by high levels of uncertainty and unpredictability. To date, however, our understanding of how freelancers, being a category of workers that are deprived of an organizational context of support for career development, can safeguard their employability, is limited. Therefore, this study addresses this gap and investigates whether freelancers’ networking behaviors are positively associated with career outcomes, through the mediating role of the need for relatedness fulfillment and employability-enhancing competencies. Hypotheses are tested via Structural Equation Modeling using a sample of 1,874 freelancers from Belgium, France, Germany, the Netherlands, and the United Kingdom. The results generally support our hypotheses, providing evidence for a significant association between networking behaviors and need for relatedness fulfillment, and between networking behaviors and employability-enhancing competencies. Moreover, we found a significant association between need for relatedness fulfillment and employability-enhancing competencies, being the mediators in our research model and the outcomes of career satisfaction and perceived future career opportunities. Implications for career development in the contemporary workplace are discussed, with particular attention for need for relatedness fulfillment, employability-enhancing competencies, and sustainable careers of freelance workers.

Social Comparison and Contact Theory: Career Development Implications for African American Manager

Social Comparison and Contact Theory: Career Development Implications for African American Manager

Demographic Differences in Protean Career Behavior: A Study of a High Demographic Inequality Labor Market

The protean career concept is dominating recent career research. Demographic groups are postulated to differ on protean career behavior with implications for career development, social equity and management of an increasingly diversified workforce. The purpose of this paper is to explore the unique contributions of employees’ gender, nationality, sector and age in the deployment of career advancement strategies in the high demographic inequality labor market of Kuwait. This is one of the few studies with an exclusive focus on demographic differences in protean behavior. Most protean career research treats demographic difference as an ancillary focus, even though demographic differences are part of the foundation of psychological sciences. The study utilized a set of questionnaires on a sample of 908 highly educated young employees working in Kuwait. Primary findings are that there are greater demographic differences in protean career in Kuwait than in the West. Men, Kuwaitis, private sector and younger employees deploy significantly more career advancement strategies and have stronger strategy orientations than women, self-initiated expatriates (SIEs), civil servants and older employees. The results are attributed to contextual inequalities in opportunities because they echo the Kuwaiti segmented labor market by gender, nationality and sector. They also reveal that women’s and SIEs’ proactive career histories have not been sustained in the Kuwaiti workplace. These demographic differences in protean behavior suggest that the potential benefits of this behavior are limited to members of particular groups, and any intervention strategies to support career development may, therefore, benefit a large portion of the workforce that is impacted by the inequalities. The originality and value of this study stems from addressing four literature gaps. Specifically, it examines the understudied protean behavior as most studies have focused on attitudes. It centers on demographic differences in protean career behavior, utilizes native and SIE samples working in high inequality non-Western context.

Career-Related Parental Processes and Career Adaptability and Ambivalence Among Chinese Adolescents: A Person-Centered Approach.

Using latent profile analyses and based on two-wave data from 5,388 Chinese adolescents (Mage =15.79, SD=0.66; 51.99% females), this study examined the variety of ways in which adolescents' perceived career-related parental processes (i.e., parental expectations, support, interference, barriers to engagement, and parent-child congruence) may be configured within families and how such configurations may be associated with adolescents' career adaptability and ambivalence one year later. Three meaningful profiles were identified: the "Supportive but not Intrusive" (SNI) profile, the "Unsupportive but not Permissive" (UNP) profile, and the "Ambivalent and Controlling" (AC) profile. Adolescents in the UNP profile reported higher levels of career ambivalence and lower levels of career adaptability than did those in either the SNI or the AC profiles. Implications for career development among Chinese adolescents were discussed.

The impact of disabilities on earning or learning in Australia and the implications for career development

This paper utilises the national Survey of Disability Ageing and Carers to summarise the educational disadvantages and vocational inequalities for those with disabilities in Australia. Amongst persons with a disability, there is a decidedly lower rate of school completion. Distinctly fewer persons with a disability obtain degrees. Income is markedly reduced. Labour force participation is significantly lower, and the unemployment rate in 2015 was twice that of those without a disability. Alternate duties were provided in only 2% of cases and workplace accommodation made in 4% of instances. Supported employment was available in only 2.2% of cases. A disconcerting conclusion is that, over the past decade, the unemployment rate for those with a disability has been consistently higher. Suggestions are made for career development professionals to reverse some of the disadvantages reported.

Tenure Appointments for Faculty of Clinical Departments at U.S. Medical Schools: Does Specialty Designation Make a Difference?

To describe differences and trends among clinical specialty departments in number and percentage of tenure-related appointments for full-time faculty. Association of American Medical Colleges Faculty Roster annual snapshot reports were used to calculate percentages of full-time faculty holding tenure-related appointments in each of the database's 17 groupings of clinical specialty departments. Faculty numbers and percentages by track were compared to investigate trends for 2006 to 2016. In the decade 2006-2016, the number of individuals on tenure-related tracks in clinical departments declined by 0.8% (276/33,610), but those on nontenure appointments increased by 60.5% (36,444/60,195). The number reporting "tenure not available" rose by 58.9% (4,467/7,574). Currently, 62% to 82% of full-time faculty in clinical departments are on nontenure tracks. Specialties differ significantly in current percentage and in rate of change in both numbers and percentage of tenure-related appointments. In 2016, faculty on tenure-related tracks ranged from 34.5% (295/855) in public health and preventive medicine to 13.5% (654/5,654) in family medicine. The most significant drops in percentage of tenure-related appointments in 2006-2016 were in surgery, pediatrics, and internal medicine. Dramatic changes in size and track distribution of faculty are occurring at significantly different rates across clinical specialty departments. The number of individuals on tenure-related tracks remains relatively stable, but the percentage of such faculty in clinical specialty departments continues to drop dramatically in almost all specialties. The growing dominance of nontenure appointments has important implications for career development and academic promotion policies and practices in all specialties.

Envy and future possible selves: Implications for career development

Social comparisons are ubiquitous, providing information about which goals or outcomes are valued; the performance or behavior required to achieve these; and relative status based on goal and outco...

645: Females in maternal-fetal Medicine: A 32 year perspective

The proportions of residents and practitioners in obstetrics and gynecology (ob-gyn) who are female have increased in the past 30 years. The objective of this study was to examine trends in gender representation in maternal-fetal medicine (MFM) fellowships and in active practice for this time period. This observational study involved an examination of complete sets of MFM fellows and active members in the Society for Maternal-Fetal Medicine (SMFM) between 1985 (when accurate record keeping began) and the most recent year, 2016. Databases from SMFM, American College of Obstetricians and Gynecologists (ACOG), and Accreditation Council for Graduate Medical Education (ACGME) were utilized. ANCOVA testing was used to assess the relationship between groups over time. The proportion of MFM fellows who were female increased steadily from 17.1% in 1985 to 72.5% in 2016. This graduak progression was similar for ob-gyn residents, with a time-lag reflecting the length of residency training. The proportion of females rose more among the MFM fellows than residents (2.1% vs. 1.4% per year; p < .001). More than half of all MFM fellows who were female began in 2003. The proportion of females also grew slightly more among those who were SMFM members than ACOG Fellows (1.4% vs. 1.2% per year; p = .013). More than half of all SMFM members and ACOG Fellows are now female (52.4% and 53.5%, respectively). The rising proportion of MFM fellows who are female is directly related to the increasing number of female ob-gyn residents over the past 32 years. Females now comprise more than half of all SMFM members and ACOG Fellows. These findings have implications for career development of MFM subspecialists in the future.

Exploring the Contextual Influences on Adolescent Career Identity Formation: A Qualitative Study of Hong Kong Secondary Students

This paper draws on Marcia and Porfeli’s identity status models to examine the relationship between adolescent career identity formation and its contextual aspects. Focus group interviews were conducted with 26 students at two Hong Kong senior secondary schools. It was found that most participants exhibited the career identity statuses of achievement, searching moratorium, or moratorium towards the end of school. Influences that were identified from family, school, and social culture varied across individuals with different career identity statuses. By reporting the findings from an East Asian school setting, the paper provides theoretical and practical implications for career development for senior secondary school students.

A meta-analytic investigation of demographic differences in protean, boundaryless, and proactive career orientations

PurposeThe protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with implications for career development and social equity. The purpose of this paper is to test these hypotheses by systematically reviewing research on demographic differences in new career orientations.Design/methodology/approachThis paper meta-analyzes demographic differences in protean, boundaryless, and proactive career orientations using data from 29,605 individuals (74 samples).FindingsDemographic differences in new career orientations are generally negligible to small, with organizational mobility preferences showing the largest differences across demographic characteristics. Age showed curvilinear relations with new career orientations. National economic development moderated new career orientation-educational level relations.Research limitations/implicationsResults support the construct validity of “proactive career orientation” as a unifying construct encompassing protean and psychological mobility boundaryless orientations (cf. Wiernik and Kostal, 2017). Future research should continue to explore career development in diverse economic/cultural contexts.Practical implicationsSmall demographic differences suggest that potential benefits of new career orientations are not limited to members of particular groups. Age and education relations were large enough to indicate that large population segments may benefit from additional interventions to support career mobility and development.Originality/valueThis paper uses meta-analytic techniques to investigate demographic differences in career orientations with larger samples than possible in a single primary study. The meta-analytic design permitted investigation of a variety of methodological and cultural/economic moderators not previously considered in career orientation research.

Do You Think I’m Worth It? The Self-Verifying Role of Parental Engagement in Career Adaptability and Career Persistence Among STEM Students

Parents contribute a great deal to their children’s career development. Despite the central importance of the self-concept to career development, little research has examined the role played by parental engagement in the link between the child’s self-concept and career development. Integrating self-verification and career construction theories, we develop and test the prediction that parental engagement indirectly contributes to career adaptability and career persistence by serving as a tacit signal of the child’s positive worth. Using a time-lagged survey design, we tested the proposed moderated mediation model in a sample of science, technology, engineering, and mathematics (STEM) university students. The results show full support for the hypothesized model. Consistent with self-verification theory, STEM students’ self-esteem was only associated with subsequent career adaptability and career persistence if they also perceived high levels of parental engagement. This result held despite statistically controlling for parent-reported parental engagement. We discuss implications for career development, STEM career persistence, and career counseling.