Individual Career Research Articles

The Impact of Nursing Students’ Characteristics on Sustaining Career Decision-making Self-efficacy, Career Decision Level and Career Resilience: A Longitudinal Study

Objectives: The purpose of this study was to identify nursing students’ characteristic factors sustaining career decision-making self-efficacy, career decision level and career resilience over time.Methods: A longitudinal survey with the four-phase study design was conducted using self-reported questionnaires among 77 second-year students enrolled in BSN (Bachelor of Science in Nursing) program at a college in Daegu Metropolitan City. The data were analyzed using descriptive statistics, chi-square test, McNemar test, repeated measures ANOVA and linear mixed model.Results: The impact of subjects’ higher level of career decision-making self-efficacy, career decision level and career resilience in BSN 2nd year was continued until the end of BSN 4th year and 3 to 5 years post-graduation. The influence of career decision-making self-efficacy at a higher level carried on regarding higher satisfaction both in major and college life and the ICPP (individual career plan program) score of 70 or greater, career decision level underwent relating to higher satisfaction in major, and career resilience sustained concerning higher satisfaction both in major and college life and the ICPP score of 70 or greater in BSN 2nd year.Conclusions: Personal factors sustaining career decision-making self-efficacy, career decision level and career resilience over time were the successful experience regarding satisfaction of nursing major and college life, and the ICPP score in pre-clinical BSN year. The continuing career planning and development program of early-career nurses may be provided before entering 3 years nursing career to ensure sustainable career resilience and related variables.

Reflections from the Business School's margins: On doing engaged scholarship

In this response to Lees's opening article on engaged dialogue, we reflect on doing engaged scholarship in the context of UK high streets. We foreground three facets of this approach: first, collaborating with partners beyond the ivory tower; second, engaging with ‘left-behind’ places; and third, reconsidering the value of academic outputs to move beyond esteemed journals. We offer these insights working as an interdisciplinary collective focused on helping communities to make their places better, which some might say is marginal within a Business School research agenda context. Finally, we conclude that, despite the challenges we have encountered doing engaged scholarship, the rewards of generating real-world impact outweigh any potential personal costs to our individual career ambitions.

Disclosing or concealing multiple sclerosis in the workplace: two sides of the same coin-insights from a Swedish population-based survey.

People with multiple sclerosis (PwMS) face health and social challenges of living with a chronic and potentially disabling condition. To disclose or conceal MS at work may critically affect individuals' work situation, career opportunities, and health. PwMS may experience a dilemma when assessing if the possible benefits of disclosing the diagnosis outweigh the possible risks. However, concealing in the long-term may have health implications and prevent opportunities for support and work adjustments. Few studies have examined what drives PwMS to disclose or conceal MS at work and the consequences of these ways of managing MS. To explore the reasons PwMS report for disclosing and/or concealing their MS diagnosis in the workplace, as well as the consequences they have experienced. A web-based survey of PwMS was conducted in 2021. All individuals aged 20-50 listed in the Swedish MS registry were invited to participate. The response rate was 52% and among these participants, 3,810 (86%) completed questions regarding workplace disclosure and/or concealment of MS. Free-text responses on these topics were analyzed using inductive content analysis. It was common to disclose MS in the workplace (85%). Identified drivers for disclosure and concealment related to four categories: Work-related, Social, Personal and Circumstantial. Work-related drivers focused on employment or protecting one's career, and changing one's work situation versus maintaining it. Social drivers included the need for support, addressing or preventing stigma, and being considerate of others. Personal drivers were linked to moral values/personal beliefs and processing of the diagnosis. Circumstantial drivers related to involuntary or unforeseen events, timing factors, one's medical condition and external opinion/advice. Identified consequences for disclosure and concealment related to three categories: Work-life, Social, and Personal. Work-life consequences included work arrangements, and career opportunities. Social consequences were linked to MS awareness, stigma, interactions and social support, as well as dynamics of work relationships. Personal consequences involved levels of disease acceptance, and attitudes toward managing MS. PwMS often described the question of disclosure as challenging and navigated it with caution, as both disclosure and concealment can yield favorable and unfavorable outcomes.

The Model of the Digital Competence Profile of Pedagogical University Students

The article actualizes the assessment of the competencies of students of a pedagogical university through the systematic collection and analysis of the level of competence formation in the process of mastering the main professional educational program. The need to monitor and evaluate the development of students’ competencies makes it possible to identify the absence or insufficient level of competence formation among students and make appropriate managerial and pedagogical decisions to improve the quality of the educational process. One of such means is the digital competence profile of a student of a pedagogical university, by which the authors understand the system of collecting, analyzing and visualizing a set of competencies that are formed and developed by students as a result of mastering the basic educational program and extracurricular activities necessary for the implementation of professional pedagogical activity, presented digitally in the information and educational environment of the university. The article presents a model of the digital competence profile of pedagogical university students, identifies structural elements and functional relationships between them. The purpose of the article is to develop a model of the digital competence profile of pedagogical university students, to identify objects and subjects of the digital profile, to determine the structural elements of the digital profile of a pedagogical university student, to identify functional relationships and relationships between the structural elements of the model. Methodology and methods of research. The study was carried out on the basis of the modeling method and the structural and functional method, which provides identification of the structural elements of the digital profile of a student of a pedagogical university, determination of functional relationships and relationships between structural elements and their functions relative to each other. Conclusion. The model proposed by the authors is aimed at tracking the level of formation of the digital profile of competencies during the transition from formal assessment of knowledge to informal assessment of abilities, forming an individual route of formation in the context of a successful individual career trajectory of a student of a pedagogical university. The model is the basis for the development of an information system of a digital tool and can be used to monitor and evaluate the professional competencies of students of a pedagogical university.

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.

Pengaruh Persepsi Praktik HRM terhadap Kesuksesan Karir Melalui Kemampuan Kerja Serta Perilaku Kewargaan Organisasi (OCB)

Every company needs quality human resources so that their work and work produce the best results. Therefore, the company must involve factors that can influence its attitude, namely with the HRM practices provided, in the end it will have a strong influence in increasing its capabilities including the behavior of organizational members to achieve individual career success. The purpose of this study was to see the effect of HRM practices associated with employees' perceptions of career success through employability and civic organizational behavior as mediating variables. This study used a purposive sampling approach involving 160 respondents who are permanent employees of the private banking sector in DKI Jakarta and Tangerang. Data were analyzed using Structural Equation Model (SEM) with SmartPLS 3.0. Some of the findings in this study are that perceptions of HRM practices have an effect on work ability and organizational citizenship behavior, while career success has no effect. Other findings prove that Work Ability and Organizational Citizen Behavior have a mediating role in the relationship between HRM Practices and Career Success. These results are expected to provide an overview of how a stage from start to towards a better career in order to be able to increase income and carry out self-development in the work environment.
 Keywords: Perceptions of HRM Practices, Employability, Organizational Citizenship Behavior, Career Success

Predicting Outcomes of a Manualized Individual Career Counseling Intervention Over a One-Year Follow-Up From Trajectories of Change in Career Decision Difficulties.

This study tested whether trajectories of career decision difficulties identified in Milot-Lapointe and Le Corff (2023) predict outcomes of a manualized individual career counseling intervention 12months after the intervention. Participants were 248 individuals who received an average of 7.79 sessions at a career counseling clinic and were reassessed 12months after the intervention. Results showed that clients who experienced an optimal (Classes 1 and 2; 66% of clients) or a positive change but suboptimal (Class 3; 21% of clients) change during career counseling had negligible career decision difficulties 12months after the intervention and were satisfied with their career decision, career situation and with counseling. Clients in Class 4, who did not experience any change during counseling (13% of clients), had significantly higher decision difficulties, were less satisfied with their career decision, career situation, counseling, and had lower life satisfaction at the 12-month follow-up compared to clients in the other classes. Results demonstrate the long-term utility of individual career counseling in producing, on average, sustainable positive outcomes for a large proportion of clients (87%). They also offer insights into the longitudinal consequences associated to variability in career counseling as clients who did not experience any change during counseling achieved poorer outcomes on the long run.

Understanding the relationship between individual characteristics, self-efficacy beliefs and career aspirations of generation Z in tourism and hospitality: can gender and major make difference?

ABSTRACT This study aims at investigating generation Z career aspirations process by applying the self-efficacy theory and the Five-Factor Model (FFM) to examine the relationship among individual characteristics, career self-efficacy, gender, university major, and career aspiration in tourism and hospitality. The participants sample for this study was drawn from students enrolled in eight national Jordanian universities from different majors (tourism and hospitality and non-tourism and hospitality) PLS-SEM was employed for hypotheses testing. The study findings indicate that consciousness and openness are positively associated with self-efficacy, which in turn is directly related to career aspirations among Generation Z. In addition, the study demonstrates that the influence of self-efficacy on career aspirations is moderated by demographic variables such as gender and major. Specifically, the results suggest that gender and major act as moderating factors in the relationship between Generation Z career aspirations and the antecedents (Self-Efficacy Theory and consciousness and openness).

In praise of postgraduate career clinics: Translating health professionals' willingness to engagement.

To capture and retain healthcare staff in postgraduate courses relevant to individual career aspirations, service requirements and continuous practice development (CPD) within an English UK university. Two virtual career clinics for postgraduate practitioners to engage in CPD offers within the university. An online post-enrolment online survey to explore their experiences of engagement with the university. Mixed: qualitative and quantitative methods. Engaging 10 participants attended the career clinics, and 42 participants with an online survey. The career clinics were well received by participants who mapped CPD requirements and individual career aspirations. The surveys exposed challenges with marketing and enrolment; however, these were mitigated with support. Four recommendations are presented within this paper applicable to the international postgraduate education of all health practitioners.

Career Mobility Analysis With Uncertainty-Aware Graph Autoencoders: A Job Title Transition Perspective

Career mobility analysis aims at discovering the movement patterns of employees across different job positions or grades, which can benefit various human resource-related applications. Indeed, recent studies in this direction mainly focus on modeling individual career trajectories, while the macroguidance for labor market assessment has been largely ignored. To this end, in this article, we propose to study career mobility from a market-driven perspective based on large-scale online professional networks (OPNs). Specifically, we propose an uncertainty-aware graph autoencoders (UnGAEs) framework, which can simultaneously discover potential job title transition patterns and predict job durations. In this phase, we first construct a job title transition graph based on massive career trajectory data from OPNs. Then, considering the inherent uncertainty in career mobility, we introduce a novel uncertainty-aware graph encoder (UnGE) to represent job titles as Gaussian embeddings. Furthermore, we design two task-specific decoders that can preserve the asymmetric relationships between job titles, namely the gravity-inspired decoder (GID) and the energy-inspired decoder (EID), for predicting potential transition patterns and corresponding duration, respectively. In particular, both tasks are modeled through a specially designed multitask learning approach. Finally, extensive experiments on a real-world dataset clearly demonstrate the effectiveness of UnGAE compared with state-of-the-art baselines, as well as some potential applications such as job title benchmarking and career path planning.

대학생의 진로 불확실성 감소가 진로결정 자기효능감에 미치는 영향

The complexity and uncertainty of modern society changing every minute have enormous impacts on the lives and careers of individuals living in this era. The major changes to the structure of the occupational society driven by the COVID-19 pandemic and the Fourth Industrial Revolution are increasing uncertainty about careers. In this situation, how college students deal with the career uncertainty they experience works as an important element in their career decisions. This study thus sets out to verify the effects of reduced career uncertainty of college students on their career decision-making self-efficacy.
 In order to reduce career uncertainty, the investigator implemented a group counseling program for careers whose effectiveness on the reduced career uncertainty of college students was verified. The study selected college students in lower graders(freshmen and sophomores) to participate in the program for the research purpose at S University in Chungcheongnam Province. They were divided into 163 experimental groups and 159 control groups. While the experiment group participated in an 11-session program with a 50-minute session once or twice per week, the control group participated in no programs. A survey was conducted before and after the program, and collected data was put into the paired-sample t-test and covariance analysis with the SPSS Win 23.0 program.
 The findings show that the experiment group had reduction effects in all the subfactors of career uncertainty and that the control group showed no statistically significant effects. The experiment group that had reduction effects for career uncertainty made a statistically significant increase in career decision-making self-efficacy, but there were no significant changes to that of the control group. The present study demonstrated that the reduction of career uncertainty as the first measure for the career uncertainty of individuals had positive effects on the enhancement of career decision-making self-efficacy and shed light on causal relations between the reduction of career uncertainty and career decision-making self-efficacy, thus holding its significance. The findings of the study are expected to serve as grounds for plans to provide more effective career decision counseling by examining the relations of psychological factors in college students that have difficulties with their career decisions due to the uncertainty of their future.

Individual career plan: concept, structure, development stages

Planning is an integral part of building a successful career in modern organizations. Following an individual career plan (ICP) allows employees to focus on self-development and acquiring new knowledge and skills necessary for professional growth. The article analyzes the content of the concepts of career planning, ICP, and career model. Personal qualities that contribute to more effective planned work are identified. The structural elements of the ICP, the stages of its development, and advantages are revealed. When creating career plans, it is proposed to use the following rules: searching for motivation to take action (“career anchors”), correlating the interests of employees with the needs of organizations (“I am the concept”), setting career goals (SMART technique), allocating time to complete tasks (principle 60/ 40), thinking through options for career advancement (“movement matrix”). It is concluded that the achievement of the plan is influenced both by the employee himself, striving to achieve his own career goals, and by management, interested in the professional development of personnel to increase the prestige of the organization.

How talent management execution impacts career experiences: exploring the organization-individual intersect.

The aim of the research was to investigate the ways in which talent management execution impacts the individual career experiences of talent, specifically exploring how talent management execution and career enablement can be closer aligned to unlock value for both the organization and the individual. A qualitative research design was employed to explore the research question. During the first phase of the research data was collected from 13 talent management professionals using purposeful sampling and semi-structured interviews. During the second phase of the research the Delphi method was used to validate the findings (n = 8). Four broad themes were identified as the most prominent ways in which talent management execution impacts the career experiences of individuals. The first is the philosophical underpinning that the organization holds in how talent is defined as well as the exclusivity or inclusivity of their approach. The second is the identification criteria used to identify talent within the organization. Thirdly, the extent to which talent management practices are aligned with career enablement practices and the congruence between these. Lastly, the role of the psychological contract and employee experience in managing mutual expectations. The resultant tension must be proactively managed by (1) clearly articulating the talent philosophy and making this visible through talent management execution, (2) ensuring alignment between talent management practices and the career enablement available to talent, and (3) delivering on expectations through the lived experiences of talent. The study contributes to the existing body of knowledge on talent management and careers, with a specific focus on the intersection between these and defining ways to align these practices to create congruent and authentic career experiences for individuals.

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

The Influence of Students’ Perceptions and Motivation on Accounting and Taxation Careers

Companies depend on the trust and confidence of the general public to thrive. The integrity of financial reporting practices plays a pivotal role in establishing and sustaining stakeholders’ confidence. This trust serves as a foundational cornerstone in managerial decision-making processes and in facilitating the active participation of a diverse spectrum of stakeholders within organizational frameworks. Despite its reputation for ethical and transparent conduct, the field of accounting often grapples with a perception of mundanity, particularly among student populations. This study uses a structural equation modeling approach to assess the impact of students’ perceptions of the accounting profession on their motivation in academic coursework, using a sample of 92 undergraduate students of accounting and taxation subjects. Additionally, it seeks to investigate how this motivation directly influences their perceptions of future career and how it operates indirectly through their active engagement in accounting and taxation courses. The research findings indicate that students’ perceptions of the accounting profession have a direct and positive effect on the perceptions of future career of individuals enrolled in both accounting and taxation courses. This influence is further mediated by the levels of motivation and engagement observed in the academic domain. Moreover, the results highlight the direct and positive influence of students’ motivation and engagement in their coursework on their perceptions of future career.

An Interview-Based Study of the Factors Influencing the Quality of Professional Training of Science Education Graduates

The proposal of the strategy of developing the country through science education has clarified China’s demand for the development of the science and education industry and the cultivation of science and education talents, and the birth of Science Education majors is an important link in the cultivation of scientific literacy. Based on the grounded theory, we interviewed three Science Education graduates from a university and coded the interview data by using NVivo 12.0 to find eight important factors affecting their professional training and employment choices. The factors are “social factors,” “individual career choice factors,” “campus resources,” “employment advantages,” “professional self-development,” “teacher factors,” “planning for further education and employment,” and “student motivation.” This study analyzes the interaction between the influencing factors, constructs a theoretical model of the influencing factors of the quality of Science Education professional training, explores the problems of the training process of Science Education majors and employment dilemmas, and puts forward corresponding suggestions.

Pengembangan Career Adaptability Melalui Inovasi Sumber Daya Manusia

This article discusses the development of career adaptability through human resource innovation at MA Bahrul Ulum Besuk. This research uses a qualitative case study approach, the research subjects consist of the Principal and several Deputy Heads. Data collection techniques use interviews, documentation, observation. Data analysis techniques use data reduction, data presentation, and drawing conclusions. The focus of this research is that researchers want to describe Career Adaptability Development through Human Resource Innovation at MA Bahrul Ulum Besuk. This research data was obtained through interviews, observation and documentation. In the next stage, researchers checked the validity of the data by extending participation, diligent observation and triangulation. To get more accurate and accountable results, researchers conducted interviews with the Principal, Deputy Head of Student Affairs, Deputy Head of Curriculum and Teachers at MA Bahrul Ulum Besuk. The research results show that Career Adaptability Development through Human Resources innovation at MA Bahrul Ulum Besuk can be successfully carried out through human resource innovation by focusing on the dimensions of concern, control, curiosity and confidence. The implementation of a holistic career development program has proven its effectiveness in building self-confidence and readiness to face career changes. Regular monitoring of student skills and achievements provides a clear picture of the development of skills relevant to the world of work, enabling the identification of individual potential and the provision of constructive feedback. In addition, career resource centers are an important platform in providing the information, training and support needed to develop career adaptability. Overall, human resource innovation in the form of career programs, skills and achievement monitoring, and the role of career resource centers make a positive contribution in shaping individual career adaptability, creating a solid foundation for successful navigation in a dynamic world of work.

Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company

Promotions are central to individual career success. For organisations, it is crucial to identify and develop employees capable of higher-level responsibility. Previous research has shown that personality traits as inter-individual differences predict promotions. However, effects have mostly been examined on a broad factor level. This study investigated longitudinal effects of Big Five personality traits on both factor (neuroticism, extraversion, openness to experience, agreeableness, conscientiousness) and more detailed facet levels on promotions in employees of a multinational wholesale company (N = 1774, n = 343 promoted). We also explored how personality differentially impacts promotional likelihood as a matter of target job level (individual contributor vs. first- or senior-level manager roles). Overall, associations with promotions were detected for neuroticism (negative) and conscientiousness (positive). At the more nuanced facet level, all Big Five factors had at least one personality facet that was significantly related to promotions. Additionally, personality-promotion relationships were generally stronger for lower- rather than higher-level promotions. Taken together, our findings demonstrate that employee personality traits have a meaningful impact on who will be promoted and should hence be considered in organisational personnel selection, personnel development, and performance management practices.

Exploration, exploitation and funding success: Evidence from junior scientists supported by the Chinese Young Scientists Fund

Scientists’ choice of research questions is often shaped by an “essential tension” between exploring new or risky ideas and exploiting conventional wisdoms. However, we still lack understanding regarding the association between exploration, exploitation, and funding success, which is a crucial aspect of career development for junior scientists in today’s highly competitive environment. In this study, we adopt a systematic approach to analyze the career histories of over 20,000 junior scientists supported by the Chinese Young Scientists Fund. We quantitatively assess the level of exploration during the Young Scientists Fund cycle using two approaches, and focus on the association of exploration on securing subsequent funding. Despite the positive relationship between exploring new topics and novelty, our findings reveal that junior scientists who choose to explore new research topics in the first funding cycle face significantly lower chances of obtaining subsequent funding. Additionally, among those who do secure subsequent funding, individuals who engage in exploratory research in the first funding cycle tend to wait longer. Furthermore, our study examines the predictive power of various observed variables at the individual level in predicting funding success, finding modest predictive power. Overall, this work sheds light on the underlying patterns of individual careers and has policy implications in supporting junior scientists engaged in exploratory research. By unraveling the dynamics between exploration, exploitation, and funding success, our study offers valuable insights to nurture early career researchers.

КОММЕРЦИАЛИЗАЦИЯ АНГЛИЙСКОГО ЯЗЫКА: БЛАГО ИЛИ БИЧ?

The progressive commercialization of the English language is taking place both in the audio-visual information space and in the academic environment of the Russian Federation. The process is global, not national, and affects the educational sphere, but has not yet received proper analysis and assessment. The purpose of this study is to identify special functions of English as a foreign language in the context of language education, in particular its transformation into a sought-after product, an instrument of prestige and profit making. At first glance, this is a positive phenomenon that increases the motivation and responsibility of language learners, giving a competitive advantage in individual careers and contributing to the growth of income of countries and companies. On the other hand, commercialization leads to a consumerist attitude towards the language as a means of well-being, and not as a cultural and spiritual phenomenon, which has a detrimental effect on pedagogical practices. This interdisciplinary study examines the modern status of English, drawing on scientific evidence from the fields of language economics, linguistic landscape, educational policy, philosophy of education, and linguistic security. The scientific result of this work embraces identified indicators of commercialized English, their evaluation from the perspective of the foreign language educationist, and proposing counterbalances to it.