Individual Career Development Research Articles

20대 청년의 전문대학 재입학 결정 과정에 대한 질적 연구: 진로구성이론을 기반으로

This study examined the context and career developmental significance of the re-entrance decision process, focusing on how individuals in their 20s decide to re-enter junior college. The participants were five 20s reverse transfer students in junior college, who had either graduated from or withdrawn from four-year universities. According to the analysis, the re-entrance decision was composed of ‘the process of making sure of career transition’ and ‘the process of constructing the meaning of re-entrance.’ The process of deciding to re-enter a junior college for 20s is a career development process that demonstrates the autonomous decision-making and meaning formation regarding the own career path. They constructed their own career meaning, overcame career barrier and specified their career goal through experiences relevant to work. The findings of this study expand the understanding about re-entrance decision-making process and career development of individuals in their 20s, and provide practical implications for career education at the higher education level.

연구기관 재직자의 심리적 임파워먼트 연구: 성별의 다양성을 중심으로

by exploring the latent psychological empowerment profiles of research institution employees and examining the differences between groups according to gender. The quality of psychological empowerment vary among employees depending not only on individual factors but also on relational and institutional factors. Since psychological empowerment is directly linked to the personal growth and career development of employees, it is essential to examine the factors that influence it. We conducted a latent profile analysis to examine how psychological empowerment profiles differ. First, we identified five profiles based on the extent of research control and overall psychological empowerment in male samples, while four profiles were identified in female samples. Second, the quality of the social network, perceived career development support, and knowledge sharing significantly influenced the probability of belonging to each profile, particularly when the perceptions of these predictor variables are high, this suggests a higher likelihood of belonging to a group with high psychological empowerment. Finally, the group with high psychological empowerment, regardless of gender, was perceived as having higher organizational commitment, career satisfaction, and technical orientation. Based on these results, we discuss the implications for enhancing the psychological empowerment of employees at research institutions and aligning their individual career development with the organization's objectives.

국내 과학기술인의 주도적 경력행동 연구: 조직 맥락 요인, 기관 유형, 인재개발 결과와의 구조적 관계 탐색

Not only is there an ever-growing need for career development among science and technology professionals, but the focus of individual career development has also shifted towards one’s proactive career behaviors. Yet, scholarly efforts to investigate the means to promote such behaviors among professionals in the field of science and technology and the potential outcomes of proactive career behaviors remain scarce to date. The current study aims to elucidate science and technology professionals' proactive career behaviors and how their outcomes vary depending on contextual factors within the organization in which they are employed by drawing on the social information process theory. Specifically, we examined the effects of organizational context, categorizing it into role-related factors(jobcontent and structural career plateau) and sociocultural factors(person-supervisor fit and organizational culture). Furthermore, we explored whether these effects differ based on the type of institutions(public institutions and private enterprises), and also whether organizational context factors influenced the professionals' personal development outcomes(career satisfaction and task performance) through proactive career behaviors. We analyzed the 2022 survey data of 2,066 science and technology professionals, provided by the Korea Institute of Human Resources Development in Science & Technology (KIRD). Results revealed that structural career plateau had a negative impact on proactive career behaviors, while personsupervisor fit and innovation-oriented culture had a positive effect. Additionally, both innovation-oriented and task-oriented cultures were found to have a stronger impact on proactive career behaviors in private enterprises. Structural career plateau, person-supervisor fit, and innovation-oriented culture had significant effects on science and technology professionals' career satisfaction and task performance through proactive career behaviors. These findings not only contribute to the expansion of research in the field of science and technology professionals' career development but also provide valuable insights for supporting effective career development for science and technology professionals.

The Role of Islam Capital as a Moderator of the Relationship Between Entrepreneurial Behavior on Individual Career Development in Multilevel Marketing Tupperware Distributors in Bandar Lampung City

One form of entrepreneurship is as a distributor of Multilevel Marketing (MLM). MLM is a modern form of direct selling that can be combined with Communication and Information Technology (CIT) in recruiting members (distributors). Becoming a Tupperware distributor is the choice most in demand by the people of Lampung. In Lampung, the Tupperware distributor has been quite dominant in its spread and also its fluctuating sales. Recently, however, there has been a decline in Tupperware indicating obstacles in developing a distributor’s career. This study aims to determine whether entrepreneurial behavior influences career development and whether Islamic capital moderates the relationship between the two variables. This type of research is quantitative, and the total population of the workforce living in Lampung Province was determined using purposive sampling. The data analysis method uses structural equation modeling (SEM) using partial least square (PLS) and data processing is carried out using Smartpls 3 software. The results show that the higher the entrepreneurial behavior, the higher the Career development and Islamic capital can strengthen the relationship between these variables. Keywords: entrepreneurial behavior, Islamic capital, career development

The Power of Education: How Individuals and Organizations Shape the Future

This article aims to explain and empirically prove that human resource management processes and practices influence individual and organizational performance, significantly contributing to the advancement of education in an organizational context. The reliability test was used to measure the level of internal consistency of the construct; Correlation analysis and OLS regression models were used to test the hypothesis. Questionnaires were distributed to 607 employees from 41 companies. The analysis shows that individual and organizational performance grew proportionally to the human resources selection process. There was a strong correlation between individual performance and education/training; a weak correlation between employee compensation and organizational performance; and a moderate correlation between individual performance and career development. Variables such as workforce competencies, motivation, and effective work structures had a strong effect on organizational performance. Based on the findings, we strongly recommend and encourage all companies in this study and beyond to develop a strategic plan to successfully guide their employees and implement processes and practices that improve individual and organizational performance, thus enhancing education in the business context. In the Balkan countries, especially in Kosovo, there is a lack of research on human resource management practices and processes. Therefore, this study will assist organizations in their efforts to improve HRM processes and practices, contributing to a better understanding and implementation of education strategies in organizational settings in this region.

The future of the labor force: higher cognition and more skills

Skills can be categorized into two types: social-cognitive and sensory-physical. Sensory-physical skills, governed by explicit rules and transparent rationales, can be effectively executed through meticulous programming, with humans spontaneously trusting machines to perform these skills. In contrast, social-cognitive skills entail open interpretations reliant on personal opinions or intuition and are contextually and problem-dependent. The inherent complexity and subjectivity of social-cognitive skills, underscored by Polanyi’s paradox and algorithm aversion, render machines less capable of replicating these skills. Thus, automation exerts differential impacts on these two skill sets. Moreover, the specialization of machines leads to expensive setup costs when switching tasks, whereas humans switch tasks with much less effort. The versatility in skills enables workers to adapt to a wide array of tasks, making them less prone to automation. Our empirical research, utilizing skill score data from O*NET and employment data from Employment and Wage Statistics (OEWS), validated the attributes of labor resistant to automation: the higher the scores of cognitive skills in a job, the lower its susceptibility to automation; workers endowed with a diverse array of skills experience an increase in their employment share. Conversely, jobs focusing on sensory-physical skills are more likely to be supplanted by machines. Therefore, workers can adopt two strategies to maintain a competitive edge. First, they can enhance cognitive skills, such as creativity and critical thinking. Second, they can develop diverse skills, encompassing both social-cognitive and sensory-physical skills. Specializing in a specific sensory-physical skill does not offer an advantage. Fostering a workforce proficient in cognitive skills and equipped with multifaceted skills, that is, flexible workers, becomes imperative. Our investigation represents the inaugural effort to empirically affirm the differential impact of automation on sensory-physical versus social-cognitive skills, thereby delineating the characteristics of irreplaceable labor. This analysis offers critical insights for individual career development and the strategic planning of national educational systems.

Does being a leader make them stay? Short‐ and long‐term effects of supervisory responsibility on turnover intentions

AbstractEmployers want to avoid fluctuation, especially when qualified personnel is involved. This raises the question of whether promoting employees into leadership positions with supervisory responsibility helps to retain them. Based on social exchange theory, this article predicts that in the short run, employees have lower turnover intentions due to reciprocal feelings. In the long run, following human capital theory, supervisory responsibility increases an employee's turnover intentions due to the general skills acquired in the leadership position. This article argues that human resource management (HRM) practices that enhance an individual's internal career development counteract this long‐term turnover‐increasing effect by offering employees internal advancement opportunities. This study empirically tests these predictions using German linked employer‐employee data. The results support the predicted short‐term turnover‐reducing and the long‐term turnover‐increasing effect of supervisory responsibility. The results also reveal that for long‐term supervisors appraisal interviews and development plans, two examples of HRM practices, counteract the effect by reducing an employee's intention to quit.

民办高校青年教师的角色困惑与纾解路径

The rapid development of higher education in China has made the role of private universities in the education industry increasingly significant. As the main force engaged in teaching and research in private universities, the growth and development of young teachers directly affect the quality of education and the level of education. But in the real education ecosystem, young teachers in private universities often encounter multiple role challenges and confusion. They not only have to play the role of educators, but also become researchers and social service providers. This complex identity relationship often leads them to face problems of unclear role positioning and role conflicts. These problems not only affect the individual career development of young teachers, but also pose potential constraints on the long-term development of private universities. Therefore, in-depth exploration of the role confusion of young teachers in private universities has certain theoretical and practical significance for promoting their career development, optimizing the teaching staff of private universities, and improving the quality of education.

Experimental Environment in Radiology: Sustainable Research

Research requires large sums of money that are indirectly provided by taxpayers. It is therefore important that research is sustainable and does not just serve the career development of individuals. The aim of this article is to discuss what sustainable research in radiology is, how it can be organised and, above all, to show that it is possible.There are various approaches to achieving sustainability, ranging from purely gaining knowledge to translated devices and contrast agents, and to new clinical applications. The first step is to clarify exactly what is intended to be achieved with the research and critically weigh up the novelty value and the expected impact. This should be followed by careful, long-term planning of the project over a period of 5-15 years with the definition of clear sub-steps. Securing funding is just as important here as regular communication of the results. It often makes sense to involve the regulatory authorities and commercialisation partners in the project at an early stage.Academic radiology should not limit itself to serving as a test platform for imaging devices and contrast agents from industry, but should try to realise its own ideas and developments. Many academic centres around the world have shown that this is possible. Examples from my own research, particularly in relation to the development and translation of super-resolution ultrasound imaging and the development of diagnostics and nanopharmaceuticals, are explained in this article and challenges at various stages of development are discussed. Young radiologists are encouraged to set bigger and more long-term goals in order to influence and develop our field in a sustainable way. · Sustainable research requires creativity and careful planning. · Sustainable research can start at several stages of the technical readiness level. · Long-term planning of the overall concept (5-15 years) with clear intermediate steps is essential. · Cooperation with industry is often useful. · Acquisition of third-party funding must be ensured at the same time.

IMPROVING CAREER SATISFACTION THROUGH REDUCING WORK-FAMILY CONFLICT AMONG NURSES: CAREER CALLING AS MODERATOR

Career calling is essential in individual career development, especially for women, such as nurses, who are prone to potential work and family conflicts. They are faced with tough challenges in order to enjoy satisfaction in their careers. This study explores the role of career calling as a moderator in the relationship between work-family conflict and career satisfaction. This study focuses on 120 nurses as respondents spread across three cities and regencies in East Kalimantan. This number of samples was obtained with a purposive approach, five times the number of indicators. The results with SEM-PLS show that work-family conflict negatively affects career satisfaction, while career calling positively affects career satisfaction. Moderation effect testing shows that career calling significantly amplifies the effect of work-family conflict on career satisfaction. Managers in health agencies must minimize the work-family conflicts of their nurses and develop a sense of calling in a nursing career to increase career satisfaction. Implication of the result: The HR function needs to manage conflict between work and family wisely and evolve people to be more inclusive with their calling in the job.

The interplay of multicultural and career identity development

Career identity development, involving exploration and commitment, is a lifelong process by an individual that is fundamental to shaping one’s career. Although prior research has investigated what may lead one to develop a strong and clear career identity, there is limited understanding of the cultural influences on career identity development relevant to multicultural individuals. Integrating the identity status paradigm with a narrative identity perspective, we propose that career identity development interplays with multicultural identity development. We explore this interplay through in-depth interviews with Chinese-ethnic multicultural individuals. From the interviews, we elucidate a typology (Multicultural-Career Identity Interplay, ‘MCII’) to explain how multicultural identity and career identity development are interrelated in systematic ways (Commanding, Cruising, and Contending), and introduce a dual-dimensional, relational-oriented framework of career paths. We explain how each MCII pattern corresponds to individual career paths and is associated with immigration age. Our study extends career identity development theory into the cultural identity domain, providing a more nuanced understanding of the dynamic and culturally influenced career development of multicultural individuals. The findings can help individuals and career counsellors better understand and support the career identity development of individuals who identify with more than one culture.

Development of a Sustainable Professional Model for Sports Graduates Based on Future Problem Solving Skills to Support Individual Productivity

Everyday life requires a lot of expenses. Of course, this must be balanced with maximum income. So productivity is very important to achieve goals. Human resource factors in an agency play an important role because they play a role in planning and implementing factors in realizing goals. Individual productivity is one of the factors that can influence success in an organization. This concerns individual development in terms of knowledge and skills in doing something, especially for sports graduates. The method in this service is in stage 1 analyzing the preparedness of the sports master's students' environment towards graduation, analysis of individual career development training needs, stage 2 model design training, validation of the model plan developed, revision of the initial model design which has been validated, stage 3 model testing which was developed, revised the model based on feedback and findings from implementation results, implementation model stage 4, training/dissemination stage 5. The results of the service implementation were carried out smoothly so that it could be implemented well. With this dedication, it is hoped that the audience will not only gain knowledge but also be able to design their own profession or career targets for the next few years

한 외식 메뉴개발자의 성장과 직업세계에 관한 생애사 연구

This study is a study on the life history research of a restaurant menu developer that introduced the various life processes of the individual related to menu development in the field as the job of the study participant who chose a chef that occurred as his first job was changed into a restaurant menu developer while working. Through the life process as such, this researcher discovered the context connected to the core of the birth, growth, and operation of the restaurant business and the individual's career development and gave a meaning to the context. In this study, it was discovered that menu developers should actively utilize various careers and understand the direction of the company, and that the developer's experience is advantageous for career management within the organization. In addition, the role of menu developers through the system was emphasized in early restaurant companies.

CAREER DEVELOPMENT AWARDS AT NIA/NIH

Abstract NIA offers a variety of individual research career development (K) awards, which enable scientists to enhance their careers in biomedical research. Mentored career development (K) awards are effective tools at retaining investigators in research careers and contributing to their subsequent research success. Specifically, those who receive K awards are significantly more likely to have subsequent research publications and to apply for subsequent NIH research awards. In this presentation, Dr. Carranza will review different K programs offered at NIA, including those targeted at postdocs, early career faculty, and more senior faculty, as well as clinician-science focused awards.

Individuals' career perceptions in different institutionalized contexts: A comparative study of career actors in liberal, coordinated, hierarchical and mediterranean market economies

AbstractLeveraging Weiner's attribution theory of intrapersonal motivation at the micro level and varieties of capitalism theory at the macro level, we conduct a multi‐country and cross‐level study examining whether individuals' career goals (i.e., perceived importance of learning and development), behaviors (i.e., proactive career behaviors), and outcomes (i.e., perceived employability) as well as the relationships between these variables, differ between different market economies. We challenge extant literature that focuses on the agentic role of individuals and understates the role of context (i.e., market economy influence) in an individual's career development. Using multilevel structural equation modeling, we draw on a survey of 15,201 individuals between 2014 and 2016 from 22 countries representing four different varieties of capitalism. The results showed that workers in hierarchical (HME) and Mediterranean (MME) market economies systematically differed from individuals in coordinated (CME) and liberal (LME) market economies in proactive career behaviors and perceived employability. Moreover, while the positive relationship between perceived importance of learning and development and proactive career behaviors was stronger in CMEs and LMEs compared to HMEs and MMEs, the positive association between proactive career behaviors and perceived employability was weaker. Our study bridges the micro‐macro gap in career studies, adding new insights into the ongoing conversation of contextual influence in individuals' career development.

Personal and Professional Well-Being of Kindergarten Teachers – A Systematic Literature Review

Research has shown that early childhood education can have a positive impact on individual career development and can reduce social problems, emphasizing the importance of investing in quality education for young children. Kindergarten teachers play a critical role in building a high-quality education. To achieve that, kindergarten teachers perform an increasing diversity of tasks, which can significantly affect their motivation to teach and their professional and personal well-being. Despite the assumed importance of the personal and professional well-being of kindergarten teachers, previous studies have focused on the school atmosphere and their mental health. The objective of this study is to evaluate the current state of research-informed knowledge regarding the well-being of kindergarten teachers. The methodological approach consists of a systematic literature review of the well-being dimensions of kindergarten teachers that can be found in the literature and the instruments that are most frequently used to assess the identified dimensions. The findings of this systematic review can have significant value in designing intervention programs aiming to foster the personal and professional well-being of kindergarten teachers.

A chronicle of the liberation struggle: the career development of Ahmed Kathrada

Ahmed Kathrada (1929–2017), an anti-apartheid activist, political prisoner, and parliamentary politician had been at the centre of South Africa’s liberation struggle for six decades and is remembered as a soft-spoken, strong-willed and incorruptible freedom fighter. This psychobiography uses the career development framework of Jeffrey Greenhaus and the ecological human development systems framework proposed by Urie Bronfenbrenner to investigate and illuminate Kathrada’s life history. Kathrada was purposively selected as subject due to his extraordinary contributions to the liberation struggle. The study used primary and secondary documentary data. The findings indicate poor alignment between the age categories proposed by the Greenhaus framework and Kathrada’s career development stages due to him joining the liberation movement at a very young age, his rapid career development during the early career stage and the impact of imprisonment on his career development. The findings relating to Bronfenbrenner’s theoretical framework illustrate the interaction between individual and environmental factors that influenced Kathrada’s life and career. Ultimately, employing two theoretical frameworks assisted in formulating a pragmatic, holistic and comprehensive psychobiography that illuminates Kathrada’s life and career. The study contributes to the legacy of Kathrada and underscores the importance of longitudinal studies in the career development of extraordinary individuals.

The Bias and Discrimination of Chinese Families Towards Vocational Education: A Comparative Analysis with Foreign Vocational Education

This paper aims to explore the prejudice and discrimination of Chinese families to vocational education. And through the comparative analysis with foreign vocational education, this research deeply explores the causes and effects of these problems. Through comprehensive literature analysis and case studies, this paper argues that the prejudice and discrimination of Chinese families to vocational education not only restricts the career development of individuals, but also restricts the development of the whole society. In contrast, the recognition and emphasis on vocational education in some foreign countries provides more career development opportunities for individuals and provides strong support for social and economic growth. In order to solve the problem of prejudice and discrimination of Chinese families towards vocational education, this paper puts forward some suggestions such as strengthening education publicity, improving the vocational education system, and cultivating the education concept of all-rounded development, aiming at promoting the development of Chinas vocational education and social progress.

The impacts of role commitment and pay-for-performance on proactive career behavior: an interactionist perspective

PurposeProactive career behavior (PCB) is an effective form of career self-management that has positive impacts on individual career development and career success, and therefore, the purpose of this paper is to explore the driving factors of PCB.Design/methodology/approachDrawing on the interactionist perspective and situational strength theory, this study examined the independent and joint effects of role commitment and pay-for-performance (PFP) on employees' PCB based on data collected from 298 Chinese private enterprise employees at two time points.FindingsThe authors found that occupational role commitment (ORC), parental role commitment (PRC) and PFP were positively related to PCB. Furthermore, PFP moderated the relationship between ORC/PRC and PCB, such that the two relationships were stronger when PFP was low.Originality/valueDrawing on the interactionist perspective, the authors contribute to the literature on PCB by revealing novel antecedents of PCB: ORC, PRC and PFP. The authors also contribute to the situational strength theory by examining how role commitment and PFP may interact to impact employees' PCB. Finally, the authors are among the first to consider the effects of role commitment on individual career behaviors, thus extending the nomological network of role commitment.

The creative development process: Biographical insights on innovation in Anglophone music

Orientation: This qualitative study follows a process of inductive theory development.Research purpose: Focussing on recent ‘pop icon’ musicians, the aim was to weave systemic insights into a holistic model that identifies some characteristics of creative development.Motivation for the study: Within the diverse literature on creativity, what seems missing is an integrative perspective of similarities in the creative path-dependent development process.Research design, approach and method: Following an in depth review of publicly available data about iconic Anglophone musical artist-musicians of the period spanning the 1960s–1980s, including Dylan, Cohen, Young and Springsteen, bibliographic and life turning-point analysis was applied to derive propositions about a path-dependent process of creative development.Main findings: The study finds that such individuals typically trace a ‘path-dependent’ trajectory of creative transition across seven stages. Sequentially, these are the stages of: (1) Pathology, (2) The Rage to Master, (3) Authenticity, (4) Perseverance, (5) Practice, (6) Perspective and (7), Accessing Flow. Drawing insights from Gardner’s theory of creative asynchrony, after which asynchronies that seem to characterise a process of negotiation and transition of conflicts across these stages was derived.Practical/managerial implications: The model derived provides useful insights into how to enable creative development for those in similar contexts.Contribution/value-add: The study provides a conceptual ordering of key biographical milestone stages and intrinsic influences explaining aspects of creative development. Thus, the study builds on previous work on the creative career development of individuals in a music industry genre and extends the literatures related to biographical analysis including personality, individual differences and turning points.