Traditional Career Research Articles

Kids or Kitchen: An Examination of Marital Satisfaction of Employed Parents in Pakistan’s Banking Sector

The focus of this study is to examine variations in marital satisfaction across genders (working fathers and mothers) and traditional vs. career couples in bankers in Pakistan. Data has been collected from 352 male bankers (working fathers) and 188 female bankers (working mothers) through a closed-ended questionnaire. Measures included demographic information and the marital satisfaction scale. These study findings show a significant difference in reports of marital satisfaction. Working fathers reported more marital satisfaction than working mothers. Dual-career households experienced lesser satisfaction with marriage than traditional career households.

Ключевые особенности сопровождения персонализированной профориентационной работы в цифровой профориентационной среде школы

The aim of the research is to identify the key features of supporting personalized career guidance work in the digital career guidance environment of schools. The article introduces the concepts of a digital career guidance environment, personalized career guidance work; clarifies the distinctive features of personalized career guidance work; outlines the tasks of organizing such work format in the digital career guidance environment of schools. It provides a detailed description of the actions of all participants in this process according to the selected forms and methods of career guidance work. The article describes the possibility of implementing personalized career guidance work in schools using modern methods, specifically through information and communication technologies. The scientific novelty of the research lies in the justification of not just organizing traditional career guidance work in schools but in personalizing it using modern digital technologies, achieved by orienting the implemented work around the essential characteristics of the concept of "digital career guidance environment" and the distinctive features of personalized career guidance work in the digital career guidance environment of schools. The study established that supporting personalized career guidance work in the digital career guidance environment of schools has its specifics, involving following the stages of implementing career guidance work (motivational-cognitive, diagnostic-informative, practical-activity, and actualizing), based on the activities of participants in this process (teachers and psychologists mainly support schoolchildren during the career guidance work process, while schoolchildren engage in active cognitive and practical activities in the digital environment by studying information and participating in career guidance events).

Untold stories of African American women entrepreneurs: research-based strategies for becoming one's own boss

PurposeThe purpose of this research was to empirically examine the career transitions of mid-career African American women leaving traditional careers for entrepreneurship. The authors illustrate how transition theory and effectuation principles ameliorate an African American woman's transition to entrepreneurship.Design/methodology/approachThe authors conducted semi-structured interviews with nine African American woman entrepreneurs. The data collected were evaluated through the lens of transition theory and effectuation theory.FindingsThe study results show that despite being the chief officer, many African American women still face inequalities when negotiating business deals, interacting with partners and when seeking capital for their business. Effectuation theory partially supports an African American woman's career transition to entrepreneurship, but the theory does not fully address the unique experiences of this demographic.Research limitations/implicationsThe results of this study reveal that effectuation principles do not fully explain the entrepreneurial career transition experiences of African American women. Theory development and extensions of existing theories should consider the potential discriminatory practices that limit financial resources and strategic partnerships for African American women entrepreneurs. The authors also advocate for consideration of identities, particularly related to gender and race, as factors that contribute to entrepreneurial experiences.Practical implicationsThe study findings support the notion that each woman's situation will be different and unique, requiring aspiring African American woman entrepreneurs to assess their individual situation. Consistent access to minority-specific programs can help aspiring African American women entrepreneurs visualize her new identity and provide the support needed to enhance her career transition. There is no one-size-fits-all solution, so each woman will need to craft her own individualized plan.Social implicationsFindings from this study solidify the role of African American women entrepreneurs as business leaders with influence and direct impact on the US economy. Their success enables African American women to contribute to more inclusive societies through their service to diverse members of society. In addition, their attainment of success serves as a testimony to aspiring African American women that entrepreneurial success is achievable, encouraging more diversity in entrepreneurship.Originality/valueFew entrepreneurial studies exist on both women and racial minorities, resulting in a paucity of strategies to support African American women throughout their entrepreneurial journey. The results of this study revealed barriers which require specific strategies to address discriminatory lending practices and acceptance when forging new business relationships.

Escalating competition in NHS: implications for healthcare quality and workforce sustainability.

The UK's National Health Service (NHS) faces escalating competition ratios for specialty training positions, with application rates dramatically outpacing the growth in available posts. This trend contributes to systemic bottlenecks and challenges traditional career progression pathways within medicine. In this evolving landscape, the once-certain career progression within medicine is now increasingly uncertain. This commentary explores the complex dynamics of increased medical school admissions against stagnant specialty training placements and the broader strategic implications for workforce planning within the NHS. It critically evaluates the implications of current funding policies, which seem to prioritise an expansion of nondoctor healthcare roles over the development of specialist training, raising concerns about the long-term patient care quality and safety. Key recommendations include a reassessment of medical education expansion, a review of funding allocation, increased support for specialty training, and government accountability for healthcare workforce planning. The urgent need for strategic policy reform is underscored to ensure that NHS can sustain a high-quality, specialist-led healthcare provision in the face of rising competition and workforce pressures.

A Study of Informatization and Data-Driven Career Planning in Career Guidance in Colleges and Universities

Abstract Traditional career planning education and employment guidance is based on lectures and text reading, with a large amount of subjective coloring, which can’t achieve one person one strategy. This paper constructs a college career guidance information recommendation system based on collaborative filtering and K-means clustering to recommend suitable career information with a high potential success rate for students from both subjective and objective aspects. The weights of students’ features are objectively calculated, and the K-means algorithm is improved with the minimum spanning tree method to spontaneously calculate the initial number of categories and the class center value from the data, avoiding the problem of random generation and enhancing the effect of clustering. The system is tested against other models in the dataset to examine its clustering performance. It is found that on the optimal K-mean-square error, the errors of the model in this paper are all less than 0.96, which is the lowest among the algorithms on all terms, and its clustering performance is again verified. The best results on the dataset are achieved by the proposed algorithm, with an HR@20 of 59.31%, which is almost twice the SVD recommendation method. The experiment confirmed the significance of each module in the recommender system. Compared with the recommendation of graduates’ jobs, the system is easier to recommend industries for graduates, and the HR indicator is greater than 80% at the recommendation list lengths of 3 and 5, while the HR@5 of SVD, BPR is below 50%. This study provides useful insights into the integration of cutting-edge information technology career guidance and data mining to aid in career planning.

경력컨설팅 역량모델 개발 연구

The purpose of this study is to develop and validate a competency model for career consulting. To achieve this, the current status and scope of career development consulting were first examined, and existing competency models in professional fields related to careers were reviewed. Specifically, we developed a draft competency model for career consulting by reviewing the competency models of traditional career counseling, which has established authority in supporting individuals in achieving their career goals, and the relatively recently recognized competency models in the field of career coaching. To analyze the competency model’s validity, data was collected from 168 career development consultants at a public agency that implements employment and labor policies. Based on exploratory factor analysis, 27 questions were selected to measure a total of 6 factors, and the final competency model for career counseling was constructed. In addition, by analyzing the correlation between self-measured competency levels and job performance using the competency model, the criterion-related validity of the career counseling competency model defined in this study was confirmed. Based on the above results, we propose the utilization and implication of this study.

GENDERING LABOUR IN THE AGE OF AI

With the rise of post-industrial society, an ever bigger share of work takes the form of immaterial labour. While organizations of post-industrial economy continue to be gendered, the mechanisms for reproducing gender disparities are different than those in the traditional career path of the industrial era. Gender, which is the anchoring of a certain group of individuals in a specific sphere of social activities, gets reproduced as the segregation into ‘more’ and ‘less’ efficient workers takes place: quite often this is segregation into women and men.

Redefining ‘Careers’ and ‘Sustainable Careers’: A Qualitative Study with University Students

Contemporary society challenges traditional linear career progressions with the emergence of the ‘sustainable career’ concept. This dynamic career path spans different societal domains over time and involves individuals actively shaping their paths through actions and the interpretation of their experiences. The evolving socioeconomic contexts demand a reevaluation of career development processes, necessitating an examination of individual perspectives on what makes a career authentically sustainable. Despite this, in the Italian and Spanish contexts, a definition of the concept of career and sustainable careers rooted in individuals’ interpretations is still absent. This qualitative study is designed to fill the existing gap by exploring the definition of the concepts of ‘career’ and ‘sustainable career’ in an initial sample of Italian (N = 197) and Spanish (N = 193) students (323 females, 67 males) aged 18–30 years (M = 20.13; SD = 2.13). Participants answered open-ended questions about ‘career’ and ‘sustainable career’. Qualitative data analysis software identified key themes, and correspondence analysis explored differences between the Italian and Spanish samples. The findings reveal that the concept of a career encompasses an evolving sequence of work experiences, incorporating training pathways, a continuous commitment to personal growth goals, and professional satisfaction. A sustainable career extends this, emphasizing a healthy work–life balance and the often-overlooked dimension of social empowerment. This study offers a perspective for designing research and interventions aimed at promoting careers and work environments perceived as authentically sustainable.

Fostering the Protégé Career Success through Traditional and Relational Mentoring Functions: A Complementary Fit Perspective

In today's dynamic and continuously changing environment, achieving a successful career can be challenging for a protégé. A range of stakeholders, including mentors, influence the protégé's career success in their professional network. Mentors play a crucial role in a protégé's professional network. They are strong predictors of the resources that a protégé can acquire, such as career self-efficacy, which is essential for making informed career decisions and achieving success in professional life. Following this, the current study explores the connection between traditional and relational mentoring functions and career success via the intervening construct of career self-efficacy. Data were gathered from 384 staff employed in Pakistan's private, public, and Islamic banks. PLS-SEM was utilized to analyze the data. The findings show that mentoring functions are significantly related to the career success of protégés, with relational mentoring emerging as a more potent predictor of career success and career self-efficacy than traditional mentoring. Additionally, the findings suggest that protégé career self-efficacy mediates the direct association between mentoring and career success. This study adds to the literature by studying traditional and relational mentoring roles as predictors of protégé career self-efficacy and success. By highlighting the importance of relational mentoring, this study emphasizes the need for employers to develop effective mentoring programs that prioritize establishing supportive and collaborative mentor-protégé relationships.

What counts as STEM, and does it matter?

To accurately measure students' science, technology, engineering and mathematics (STEM) career interest, researchers must get inside the 'black box' to understand students' conceptualizations of STEM careers. The aim of Study 1 was to explore whether students' conceptualizations of STEM included medical careers. The aim of Study 2 was to explore whether predictors of STEM career interest (e.g., gender and motivation) varied by STEM definition (inclusion/exclusion of medical careers). In Study 1, the sample was US college students (N = 125) who were mostly White (80%). In Study 2, the sample was US 10th-grade high school students (N = 455) who were mostly Black (79%). In Study 1, students completed an online questionnaire. In Study 2, students completed various measures of math achievement, motivation (science and math expectancies of success, interest and importance value) and career interest with an importance. In Study 1, medical careers were less often classified as STEM careers than traditional STEM careers, but more often classified as STEM than non-STEM careers. In Study 2, science importance value was the only motivational predictor of students' STEM+Medicine career interest, and no motivation constructs predicted traditional STEM career interest. Boys expressed greater interest in traditional STEM careers, while girls expressed greater interest in STEM+Medicine careers. Students' conceptualizations of STEM are not binary. Thus, we recommend researchers are explicit about their definition of STEM with study participants, in their coding and in their publications.

Comparison of New Career Approach Attitudes and Subjective Career Success Perceptions in terms of Demographic Variables

This study examines the impact of shifts in the structure of employment and traditional career models on perceptions of boundaryless, protean, and subjective career success among employees of private employment agencies. As private employment agencies represent a relatively new phenomenon in the modern labor market, this research aims to examine these concepts quantitatively. This research investigates the relationship between demographic characteristics and perceptions of boundaryless, protean and subjective career success among employees of private employment agencies. 
 The sample for this study consisted of 895 employees affiliated with private employment agencies in Istanbul. Research hypotheses were examined using exploratory factor analysis, descriptive statistics, correlation analysis, t-tests, and ANOVA. The results of this study revealed statistically significant differences in perceptions of boundaryless career attitude and subjective career success as a function of gender, age, education, marital status, and income level. However, no statistically significant differences were observed in perceptions of protean career attitudes across any demographic variable. Furthermore, the findings of this study have the potential to inform human resources, recruitment, and career planning practices.

Career planning curriculum reform integrating psychology on employment anxiety disorder of college students

Background Due to the issue of employment choices faced by college students after graduation, universities offer related courses to assist students in their career planning. However, some students still experience employment anxiety, making the career planning course reform for college students urgent and necessary.Subjects and Methods To explore the impact of integrating psychological career planning courses on students’ employment anxiety, a study selected 100 students with employment anxiety at a certain university and randomly divided them into two groups. One group is a blank group, which receives guidance from traditional career planning courses. The other group is the experimental group, which adopts the guidance of integrated psychology for college students’ career planning courses. The experimental period lasts for 3 months. The experiment used the Self Rating Anxiety Scale (SAS) and the Self Rating Depression Scale (SDS) for effectiveness evaluation.Results The experimental results showed that the SAS scores of the blank group before and after the experiment were 60.3 ± 2.4 and 59.3 ± 1.6, respectively, and the SDS scores were 42.6 ± 1.7 and 37.3 ± 2.0, respectively. The SAS scores of the experimental group before and after the experiment were 62.1 ± 1.6, and the SDS scores were 40.4 ± 2.6 and 32.7 ± 1.4, respectively. The SAS and SDS scores of the experimental group students showed a more significant downward trend compared to the blank group, as incorporating psychology into career planning courses can better focus on students’ psychological changes and provide targeted guidance.ConclusionsIntegrating career planning courses into psychology can alleviate students’ employment anxiety.AcknowledgementThe research is supported by a reform project of teaching content and curriculum system of institutions of higher learning in Guizhou Province in 2019: Exploration of teaching reform of career planning course based on OBE concept -- Taking Guizhou University of Engineering Science as an example (Found No.2019157)

The Makeshift Careers of Women in Malawi: Neither Traditional Nor Flexible

Through qualitative research into the career experiences of two groups of Malawian professional women, this article reveals the value of expanding research into women’s careers to the global south. Although displaying elements of western-focused traditional and new career models, these women’s careers did not conform to either. Instead, due to heavy family responsibilities for both care and breadwinning, including for the extended family, and faced with inflexible human resource practices, their careers were mostly characterised by serial compromises necessary to maintain full-time continuous employment while dealing with life events and workplace setbacks. These accommodations to the realities of their complicated lives often resulted in second-best, far-from-ideal solutions. This career form, conceptualised here as a makeshift career, extends career models to fit the Malawian context and the global south but also expands conceptual understandings of women’s careers in ways also applicable to the north.

When is a career transition successful? a systematic literature review and outlook (1980-2022).

A definition of career transitions was initially proposed by Louis in 1980. The pace of career transitions has since increased, unraveling traditional linear career pathways. Despite this, we have inadequate knowledge about what defines successful career transitions. Hence, we conducted a systematic review of the scholarship to understand how career transition success is operationalized and to identify research gaps and directions. We identified and reviewed 244 articles published from 1980 to 2022. We found that career transition success outcomes studied fall under the self-referent category, with the outcomes in the other-referent category absent. Further, most studies rely on a mix of objective and subjective success criteria, with no study considering possible interactions between the two. The review revealed a fragmented scholarship of career transition success and an urgency to broaden investigations of career transition success criteria given rapidly evolving employment trends globally.

Career patterns and career satisfaction of women and men in Poland in years 1990-2010

ABSTRACT This study aims to identify the career patterns of Polish women (345) and men (305) and to compare their professional and life satisfaction. Career events serve as a basis for identifying three career dimensions: stability, vertical mobility and continuity. Cluster analysis revealed three female and three male career patterns. The most frequently pursued career for women and men is a conventional pattern. Women` careers is characterized by less continuity, mobility, and stability than men's. The results show that the schema of the traditional social role is more often revealed regardless of gender, while the non-traditional schema of social role is revealed in mobile careers of women. Women pursuing discontinuous careers, and men pursuing unstable careers are significantly less satisfied with career than people with a mobile career. Women are the most satisfied with a career typical of traditional male career, which includes no brake in career, job stability and promotions. Men's satisfaction with life depends on their career while women are satisfied regardless of the career pattern.

The role of work life balance in the effect of boundaryless career and protean career attitudes on subjective career success

In conjunction with the rise of new career approaches such as boundaryless career and protean career in today's working life, the subjective aspect of career success has begun to be emphasized in boundaryless career and protean career approaches, unlike the traditional career approach that emphasizes the objective aspect of career success. In this direction, the effect of boundaryless career and protean career attitudes on subjective career success was examined in this study. In addition, whether the work-life balance has a moderator role on this effect has been examined. Research data were collected from 400 white-collar employees who work in private sector enterprises in Istanbul and have at least five years of work experience. To test the hypotheses; hierarchical regression analysis was performed using the SPSS program. As a result of the study, the moderator role of work-life balance on the effect of boundaryless career attitude and protean career attitude on subjective career success has been determined.

Proactive Career Orientation and Subjective Career Success: A Perspective of Career Construction Theory.

In the current dynamic and flexible work environment, traditional career models are constantly challenged by individuals' self-concepts of career development. Previous studies have investigated the predictors of subjective career success, yet little is known about the impact of proactive career orientation on subjective career success. This study, grounded in the career construction theory, aims to examine the influence mechanism of proactive career orientation on subjective career success by analyzing questionnaire data from 296 employees. Empirical results indicate that proactive career orientation has a positive impact on subjective career success. Second, career adaptability partially mediates the relationship between proactive career orientation and subjective career success. Third, mentoring moderates the relationship between proactive career orientation and career adaptability, as well as the relationship between career adaptability and subjective career success. Specifically, both the positive impact of proactive career orientation on career adaptability and the positive impact of career adaptability on subjective career success are stronger when the level of mentoring is higher. Fourth, the indirect relationship between proactive career orientation and subjective career success through career adaptability is stronger when mentoring is high compared to when mentoring is low. This study contributes to the career construction theory by identifying the influence mechanism of proactive career orientation on subjective career success through career adaptability, with mentoring moderating the process. As for practical implications, research findings remind managers of the importance of career planning and mentorship in enhancing employees' subjective career successes.

Characteristics of women’s careers: international studies review

Introduction. Career development has become one of the most significant areas of human resource management in modern organizations. Despite considerable progress in increasing the representation of women in various industries and also a multiplication of women holding senior positions, today, the segregation of the labour market persists. Women and men are unevenly distributed in such fields as science, technology, engineering, and mathematics; there are differences in wages and career advancement. Traditional career models have certain limitations in research and, therefore, require revision and updating.Purpose. Generalization of foreign experience of gender studies in the field of women’s professional careers.Materials and methods. The scientific review is presented by a systematic analysis of foreign gender studies over the past 10-15 years.Theoretical justification. The authors describe the main methods of studies examining women’s career advancement and also consider the causes of gender segregation, such as career choice, gender discrimination in employment and the workplace, and the phenomenon of the “glass ceiling”. Factors influencing the choice of career strategies are competitiveness, self-esteem, self-efficacy, the influence of cultural perceptions of gender roles, self-stereotyping, the presence or absence of role models, the social costs of women’s careers and the possibility of their recognition by society as professionals.Discussion and conclusion. A possible way to solve the problem of women’s career advancement may be to reduce the pressure of gender stereotypes, including even the distribution of household and child-rearing responsibilities and, ultimately, contributing to the improvement of well-being and life quality in general.

Mapping scientists’ career trajectories in the survey of doctorate recipients using three statistical methods

This paper investigates to what extent there is a ‘traditional’ career among individuals with a Ph.D. in a science, technology, engineering, or math (STEM) discipline. We use longitudinal data that follows the first 7–9 years of post-conferral employment among scientists who attained their degree in the U.S. between 2000 and 2008. We use three methods to identify a traditional career. The first two emphasize those most commonly observed, with two notions of commonality; the third compares the observed careers with archetypes defined by the academic pipeline. Our analysis includes the use of machine-learning methods to find patterns in careers; this paper is the first to use such methods in this setting. We find that if there is a modal, or traditional, science career, it is in non-academic employment. However, given the diversity of pathways observed, we offer the observation that traditional is a poor descriptor of science careers.

Differences in career paths of alumni of the Cornell Leadership Program from North American universities compared with those alumni from universities in other countries.

To characterize and compare the careers of alumni of the Cornell Leadership Program for Veterinary Students according to the countries where they studied and obtained their veterinary qualification. The Cornell Leadership Program is a 10-week residential research experience program for veterinary students from around the world who have ambitions for research-related careers. Data on the career development of all 672 alumni were collected each year over the period of 1990 to 2019. The annual career profile of each alumnus was recorded and coded in 1 of 28 different categories. The careers and postveterinary qualifications of alumni from universities in the US and Canada (referred to as North American universities) were compared with those alumni who graduated from universities in other countries. Analysis of this 30-year database revealed that a considerable proportion (45.7% [307/672]) of the total 672 alumni are following the traditional career path of veterinary clinical practice rather than the research-related careers they aspired to as students during the Leadership Program. Furthermore, a higher proportion of the 325 North American alumni (56% [182/325]) were in clinical practice compared with 33.6% (112/333) of the 333 alumni from other countries. Many veterinary schools now provide research experience programs to encourage highly talented students who have ambitions for careers in which they can advance knowledge about animal disease and contribute to solving the health problems of animals through hypothesis-based research. Comparison of the careers of the Leadership Program alumni indicates that research experience alone is not sufficient to maintain the career goals of alumni. Follow-up mentoring of alumni of such programs is recommended while they complete their veterinary studies to reinforce their career aspirations and provide advice on how to achieve research-related careers.