Career Development Process Research Articles

Navigating protean career paths in medical education: insights from outstanding medical educators in South Korea

BackgroundThis study explored the career development experiences of Korean medical educators who have forged their paths amid dynamic medical education landscapes. Additionally, it explored their career development process by introducing a protean career theoretical framework, that is, an individual-led career development theory.MethodsThis study employed Interpretative Phenomenological Analysis (IPA) to gather in-depth insights regarding the experiences of medical educators who have successfully built their careers in Korea. Semi-structured interviews were conducted with nine medical educators to investigate the significance of these experiences. The emerging themes were categorised based on the protean career theory during data analysis.ResultsThe findings revealed that medical educators navigated their careers in line with the protean career development model, characterised by protean career orientation, process and outcomes. Their experiences in the medical education domain were aligned with eight factors of the protean career model – self-direction, intrinsic work values, awareness, adaptability, agency, subjective career success, objective career success and organisational commitment.ConclusionIn the context of less structured career pathways and a rapidly evolving regional environment, medical educators have developed individual-driven careers with self-direction and intrinsic values, formed their identities and demonstrated flexibility and proactive strategies. Hence, the protean career model successfully explains the characteristics of self-directed career development for medical educators, while emphasising the need for organisational support.

Do Difficulties in Career Affect Life Satisfaction? Examining the Relationships Between Life Satisfaction, Career Decision Regret, and Career Distress

Life satisfaction, which is an important indicator of the well-being and happiness of individuals, can be affected by different development areas of the individual. On this basis, the experiences of individuals regarding their career development processes may also have an impact on life satisfaction. In the current study, which was carried out to test this, the mediating role of career distress in the relationship between individuals' career decision regret and life satisfaction was examined. The current study was carried out with 321 university students. The ages of the participants ranged from 18 to 26, with an average age of 20.78 years. The Career Decision Regret Scale, The Career Distress Scale, and The Satisfaction with Life Scale were used to collect data. The analysis of the data was made with the structural equation modeling method. The results revealed that life satisfaction is negatively related to both career decision regret and career distress. Another important finding is that career distress has a fully mediating role in the relationship between career decision regret and life satisfaction. The findings were discussed based on the relevant literature, and suggestions were presented regarding the results.

This (AI)n’t fair? Employee reactions to artificial intelligence (AI) in career development systems

AbstractOrganizations increasingly implement AI for career development to enhance efficiency. However, there are concerns about employees’ acceptance of AI and the literature on employee acceptance of AI is still in its infancy. To address this research gap, integrating justice theory, we investigate the effects of the deciding entity (human, human and AI, and AI) and the impact of the data source (internal data, external data), on employees’ reactions. Using a scenario-based between-subject design, displaying a common situation in organizations (N = 280) and an additional causal-chain-approach (N = 157), we examined whether a decrease of human involvement in decision making diminishes employees’ perceived fairness and satisfaction with the career development process and increases their perceived privacy intrusion. Although we also considered other data sources to moderate the proposed relationships, we found no support for interaction effects. Finally, fairness and privacy intrusion mediated the influence of the deciding entity and data source on turnover intention and employer attractiveness, while satisfaction with the process did not. By addressing how the employees react to AI in career development–showing the negative reactions, our study holds considerable relevance for research and practice.

The association between perceived social support and future decent work perception: A moderated mediation model

This study examined the relationship between perceived social support, career exploration, and future decent work perception among undergraduate teacher education students in Fujian Province, China. The research focused mainly on the moderating role of proactive personality in these relationships. Data from 542 valid questionnaires revealed that perceived social support significantly influenced career exploration, impacting students' perceptions of future decent work. More importantly, our analysis showed that proactive personality intensified the positive effects of social support on career exploration activities, enhancing students' outlook on their future careers. These findings confirmed social cognitive theory's relevance in understanding career development processes and highlighted the potential of proactive personality traits to leverage social resources more effectively. Given the evolving educational demands and the current socio-economic conditions in China, our study suggested that educational programs should emphasize nurturing proactive behaviors and strengthening social support systems to better prepare students for future professional challenges. These insights were crucial for educators aiming to enhance the quality and effectiveness of teacher education programs, promoting a more robust entry into the workforce for future educators.

Enhancing civil servant career development: A talent management approach in Indonesia

This paper aims to explore how developing countries like Indonesia have an approach to managing talent to enhance career development using an application system. The application of talent management in the career development of civil servants in Indonesia includes planning, implementing, monitoring, and evaluating career development. Talent management is essential for the government sector and can help improve employee quality, organizational performance, and the achievement of human potential. This research aims to examine the application of talent management in organizations and develop a state civil apparatus information system (SI-ASN) to support the career development process of civil servants. The research methods used include library research and field research, including interviews with competent officials in West Java Province as primary data. The qualitative data was collected in 2022–2023. The results of this study show that the application of talent management for civil servants in Indonesia is considered appropriate, as it directs employees to positions that are in line with their qualifications, competencies and performance. However, it requires an improvement in the methods used, particularly for competency tests, which may be conducted with new methods that are more efficient in terms of budget and time. The study concluded that the application of talent management in the career development of civil servants in Indonesia has a positive impact on the quality of leaders and organizations because it ensures that the appointed leaders are the most competent ones in the field and shows the importance of talent management in succession planning and the career development of civil servants.

Middle school students’ career parental support and adolescent–parent career congruence: the mediating role of self-efficacy

AbstractSocial cognitive career theory accepts that an individual’s career journey occurs through the interaction of multiple factors. The career development process includes internal or external factors’ positive or negative effects. This study aims to examine the mediating role of career and talent development self-efficacy, which expresses the belief about a person’s ability, in the relationship between two variables related to parents (adolescent–parent career adaptation—career-related parental support), which is an important factor in the career development of secondary school students. The model was tested with data collected from 652 secondary school students. The results showed that career and ability self-efficacy had a partial mediating role between career-related parental support and adolescent–parent career adjustment. Suggestions are presented to increase adolescent–parent harmony.

Human Resource Management Strategy the Role of Managers and Career Development

The process of career development enables employees to identify their career goals within the context of human resource management strategies. Furthermore, the role of the manager is an important aspect to consider. The objective of this study is to ascertain the role of managers at PT XYZ in the career development of its employees. The research method employed was that of qualitative research using a case study model. This approach entails an in-depth and detailed investigation of a specific subject within a defined context, involving a single research subject, document, or event. The findings of this study indicate that PT XYZ's resource management has facilitated the career development of its employees through the implementation of continuous training programs, accompanied by a systematic evaluation process to ensure the efficacy of these programs in aligning with the needs of employee career development. Additionally, the role of the manager in the context of human resource management at PT XYZ has been identified as a crucial factor in this process. Furthermore, the organization has demonstrated its commitment to employee career advancement through the implementation of a promotion structure, which has been duly approved by the board of directors.

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.

A Psycho-Spiritual Approach to Purpose-Based Career Coaching: A Step-By-Step Guide for Practitioners

Life is meaningless, drowsy, stressful, boring, wasteful, and fruitless without purpose. Hence, purpose justifies someone’s existence on earth. It is assumed therefore that nobody was born by accident. The Creator, God thought about it and decided that it was good for one to be born. It is therefore one’s responsibility to find the reasons that justify one’s existence on earth and choose a career that corresponds with it. The main purpose of this article was to explore the steps for implementing purpose-based career coaching. The study was a mixed method research aiming to explore the experiences and perspectives of individuals about purpose-based career coaching. Participants included students, graduates, teachers, parents, counsellors, and lecturers. Data was generated through multiple methods, including individual interviews, focus groups, and qualitative surveys. Thematic analysis was employed to analyze the data and identify key themes. The findings of this study revealed three distinct themes: 12 steps guide for a purpose-based career coaching, the core beliefs underlying purpose-based coaching, and the objectives associated with purpose-based career coaching. With these themes in mind, practitioners can adopt a holistic approach when coaching individuals towards achieving their purpose-driven career goals. This structured approach to career coaching ensures a comprehensive and systematic exploration of the career-related challenges and opportunities that individuals may face. Throughout the article, attention is given to the integration of spirituality into the career development process. The implication of the article is that through the incorporation of spiritual principles and practices, individuals can tap into a deeper sense of purpose and direction which will in turn enable them to navigate their career journeys with clarity and confidence. In addition, the article offers helpful information and techniques to help people grow in their spiritual awareness and incorporate it into their work lives. Keywords: Career Coaching; Career Choice; Psycho-Spiritual; Purpose; Reimagining

Exploring the career development challenges and expectations of international students during the COVID-19 pandemic

In this study, the interrelations between locus of control, perceived social support, career decision self-efficacy, and career outcome expectations among international students in the United States during the COVID-19 pandemic was investigated through the lens of Social Cognitive Career Theory (SCCT). Based on structural equation modeling, data from 194 international students at a large Midwestern research institution in the United States. revealed that career decision self-efficacy plays a significant mediating role in the relationships between age, locus of control, and career outcome expectations. These results provide valuable insights into the career development process of international students during a global pandemic. The implications of these findings and directions for future research are thoroughly discussed.

Mapping the foundations and evolution of career aspiration research: a bibliometric analysis

PurposeThis bibliometric literature review aims to uncover the (1) intellectual foundations and (2) topical evolution in the field of career aspiration research.Design/methodology/approachWe employed the systematic literature review methodology following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. According to the predetermined criteria, 286 articles were included from the Web of Science database. Then, we employed performance analysis, science mapping and natural language processing to address our research objectives.FindingsCo-citation analysis uncovered four foundational themes: (1) gender and leadership aspiration, (2) Social Cognitive Career Theory, (3) process of career development and (4) adolescents’ career aspiration. Moreover, co-word analysis showed that scholarly foci have shifted from adolescents’ career development to diverse streams. This shift was indicated by the exploration of additional research samples, such as university students, and topics related to specific aspirations (e.g. entrepreneurial and managerial aspirations) and gender issues (e.g. women leadership and gender stereotypes).Research limitations/implicationsAlthough this review has limitations related to data selection, it presents implications for practice, theory and future research on career aspirations.Originality/valueThe study illuminated the past and development of a research domain, thus advancing the understanding of career aspirations and inspiring future research.

Exploration and contemplation of homogenized education of specialists in pulmonary and critical care medicine at member hospitals of a hospital consortium

Talent construction is the cornerstone to the establishment of a high-quality, homogeneous healthcare system in a healthcare consortium. Pulmonary and critical care medicine (PCCM) as the first pilot specialty, the standardized training of PCCM specialists has started and achieved remarkable results. The consortium member hospitals' physician specialist education is an important complement to PCCM training. The establishment of the consortium provides a new form of the education of physicians in PCCM, with the advantages of high quality teaching, wide coverage of staff and throughout the career development process. This article summarized the current status of physician specialty education in the member hospitals of the consortium, and further proposes the goal of homogenized specialty education for physicians in the member hospitals. And it analyzed in depth the problems that existed in the practice of training for hospital consortium member hospitals specialists, such as non-uniform level of instruction, non-systematic content of training, limited sources of teaching cases, and lack of teaching materials and equipment. For the medical consortium member hospital physician specialty education of in-depth thinking, we put forward the corresponding countermeasures. The aim of this study is to explore the homogenization of the specialty education system of pulmonary and critical care medicine in the member hospitals, in order to comprehensively improve the medical level of respiratory specialists in the member hospitals of the medical consortium.

Artificial intelligence in career development: a scoping review

ABSTRACT Artificial intelligence (AI) has received more scholarly attention over the past few years, evidenced by the increasing volume of literature on AI. However, most of our current knowledge about AI, including its applications, has been derived from studies situated in the context of automation, medicine, and business. This article is a response to acall for expanding AI research to understand its implications for people and their career development. The goal is to provide an updated, holistic understanding of existing research on AI in career development. Through a scoping review of 101 journal publications, this article offered three insights. First, AI has a double-edged sword effect on career development. While AI technology helps streamline career development processes in organisations, it can also disrupt a workplace by causing job insecurity. Secondly, with the unintended consequences, integrating AI into organisational practices can backfire, leading employees to explore alternate careers. Lastly, infusing AI into career development programmes has caused some ethical concerns. With increasing applications of AI, humans are now expected to trust technology-based output, even when such output contradicts their own knowledge and experience. Such blind trust in AI may hinder career progression by providing inaccurate information and advice to the workforce.

EXPLORATORY STUDY OF WOMEN MANAGERS’S CAREER DEVELOPMENT IN MINING INDUSTRY: CHALLENGES, SUPPORT, AND STRATEGIES BEHIND IT

The increase of women manager each year coexist with the low percentage compared to their male couneterparts caused by the challenges in their career development in the form of glass ceiling phenomenon, resulting in underrepresentative of women in strategic position in minings’s oil and gas company, which is a male dominated industry. This research explores the experiences of 6 women managers’s career advancement by conducting an in-depth interview. Using thematic analysis, this research found that women managers in oil and gas encounter challenges from their personal life and external matters, receive support from their partners and external side, and implement strategy relating to oneself and their external environment. This research also found the views regarding the figure of professional female workers in the mining industry are seen as the basis for female worker to compete in this industry. This research fills the gap in literature which discusses glass ceiling in male dominated industry, specifically in the perspective of women managers and their experience in career development process. The findings could serve as reference for employer in order to create gender-friendly and gender-neutral policy and to open many other possibilities for women in order to have an equal opportunity to serve in strategic positions.

Women's career development through everyday life in post‐war Japan: Survey of the Shufuren (the Japanese Association of Consumer Organizations)

AbstractThis paper explores the career development process of women in postwar Japan who belonged to the Shufuren (the Association of Consumer Organization), the homemakers' federation, and who became experts in everyday life through studying and researching to improve their lives. It analyzes the organizational chart, hours and fundings for activities, details of activities, formation of the cooperative relationships, and career development of the leaders. The women who gathered at the Shufuren studied and researched the issues that arose in daily lives. By accumulating survey and research data and presenting scientific evidence, they made requests and proposals for improvements to the Diet, governments, and industries. Through these activities, they contributed to establish laws and systems protecting consumer rights. The women also developed partnerships with other civic groups in sharing current social issues. They expanded the circle of the movement and asserted their demands to the Diet, government agencies, industries, and the public. The members grew as experts in everyday life by steadily building their careers with passion for daily activities. Their activities were not limited to the Shufuren; some women went beyond the Shufuren to become leaders of organizations. Conventionally, homemakers are viewed as not having career development aspirations. When discussing women's career development in Japan, attention has focused on career development through work and balancing work and family life. However, the activities and steps taken by the female members of the Shufuren to improve their lives should also be considered a form of career development.

STUDY ANALYSIS OF BUKIT ASAM TALENT MANAGEMENT (BATMAN) IN CAREER DEVELOPMENT AND PROMOTION OF EMPLOYEE POSITIONS AT PT BUKIT TBK

This study focuses on the issue of insufficient career development options that align with the interests and abilities of individual employees, which hinders the improvement of organizational capacities. The challenges faced include uncertainty, lack of transparency, and limited employee history data, all of which pose significant obstacles to employee promotion and career progression. To address these challenges, the research aims to thoroughly explore and explain the application of talent management in the career development and advancement processes at PT Bukit Asam Tbk. One of the main objectives is to uncover how talent management strategies can effectively navigate the complexities brought about by uncertainties and limited transparency. Additionally, the study aims to shed light on the innovative approach of integrating the Bukit Asam Talent Management (BATMAN) system, a framework based on talent management principles, into the organizational structure. BATMAN is expected to act as a catalyst in overcoming the obstacles associated with career development and progression. Using a descriptive qualitative study design, the researcher systematically examines the intricate dynamics between PT Bukit Asam Tbk's Integrated Talent Management System (ITMS) framework and the BATMAN process. Through the analysis of data extracted from the BATMAN system, employee interviews, observation activities, and consultation with other relevant sources, the study seeks to provide a comprehensive understanding of the mutually beneficial relationship between talent management principles and the organizational context at PT Bukit Asam Tbk.

ИННОВАЦИИ КАРЬЕРНОГО РАЗВИТИЯ МОЛОДЫХ СПЕЦИАЛИСТОВ НА ГОСУДАРСТВЕННОЙ ГРАЖДАНСКОЙ СЛУЖБЕ

The article discusses issues related to modern methods of forming a system of career development for state civil servants. Currently, the public administration system is striving to optimize the process of professional and career development of civil servants with the help of artificial intelligence and digital resources. New resources for the professional development of state civil servants increase the efficiency of the government agency.

Academic Career Development among State Universities and Colleges (SUCs) in Samar

The study sought to answer the extent of implementation of the career development program and the significant relationship between the faculty profiles and the career development programs and processes. The study also wanted to know the challenges and strategies of career development by using a mixed-method research design and randomly picking 125 faculty respondents from different State Universities and Colleges on Samar Island. It was revealed that the lowest career development program extent of implementation was career development counseling and career development coaching and mentoring which both indicated “Moderately Implemented”. It was also shown in the study that there is a significant correlation between career advancement educational background, academic rank, and the number of published research of the faculty. There is also a significant relationship between career development training to international, national, and local training provided and attended. The career development support process has also a significant relationship with the training of faculty internationally and lastly, career development counseling is significantly related to the number of published research. Thematic analysis was also used for providing career development challenges and strategies and it was discovered that the faculty were challenged with three reasons as follows: (1) there are many tasks in Publishing Research; (2) Financial struggle in finishing a Doctorate Degree; and (3) Time constraints because of designation. Subsequently, the career development strategies also revealed the following: (1) Faculty must finish a doctorate to meet the educational requirement; (2) Conduct and publish research to maximize higher possible points; and (3) Study the guidelines of NBC 461 to achieve higher academic rank. Faculty facing challenges in career development makes them initiate self-development in keeping up points in consonance with the NBC provisions and policies, some are still in adjustment to have a culture of research, challenged by finances both education and personal, a problem of which balancing is tough. Encouraging SUC to help faculty career growth and develop a model that effectively does both individual and institutional support. With the results from the research conducted, quantitative and qualitative approaches, and recommendations the researcher generated a model of academic career development which is called “Refuncion’s Academic Career Development Model.”

TALENT MANAGEMENT IN SUPPORTING THE RATIONALIZATION OF CIVIL SERVICE (ASN) CAREER DEVELOPMENT MANAGEMENT AT THE MINISTRY OF MARINE AFFAIRS AND FISHERIES REPUBLIC INDONESIA

This paper is conducted to analyze the rationalization of career development management through talent management policies. This paper uses qualitative methods and a descriptive approach. This research was conducted at the Ministry of Marine Affairs and Fisheries of the Republic of Indonesia (MMAF RI) which consistently applies talent management in supporting career development. The results showed that managing career development through talent management schemes is very important for personnel apparatus and HR management in achieving organizational and individual career goals. Civil services consider that talent management schemes can help them obtain better and structured career development. Meanwhile, the HR management apparatus views the talent management scheme as a tool to improve organizational performance and develop the competence of civil services. The study also shows that MMAF RI must implement several strategies to ensure the success of talent management schemes. These strategies include involving civil services in the career development process, providing relevant and consistent training and development, and providing constructive and ongoing feedback to civil servants. Career development through talent management schemes is very important for personnel apparatus and HR management in achieving organizational and individual career goals. This paper recommends MMAF RI adopt an integrated apparatus HR management strategy to ensure the success of the talent management scheme and improve overall organizational performance.

Evaluating career planning preparedness in Bengkulu vocational high school students

Career planning is an important aspect in the career development process because it will have an impact on the student's future. It is hoped that the existence of Vocational High Schools (SMK) will be a step for the government and schools in providing students who are ready to work. Vocational School is a vocational education institution that has an important role in developing the quality of graduates who are ready to work and respond to the needs and developments of the times. The high unemployment rate in the 15–19-year age group nationally emphasizes that junior high school and high school/vocational school levels are important age phases in formulating future careers. The aim of this research is to determine students' readiness in career planning at Bengkulu Vocational School. The method used is survey research. The instrument developed was an inventory which, using data collection techniques, was distributed to 124 vocational school students via Google Form, which was then analyzed using Rasch modeling. Based on the data obtained, overall self-readiness in career planning for vocational school students is in the high category at 19%, in the medium category at 67%, and in the low category at 14%. Thus, it can be concluded that vocational school students in Bengkulu have not prepared themselves optimally in good career planning. Based on the findings, appropriate management of student career development in schools is needed. So it will have an impact on students' career maturity. A student's career is not only limited to a choice of job and work, but how students can manage and formulate career plans well so as to achieve career success in the future.