Social quarantine has severely impacted the training of new scientists, but the use of virtual platforms can supplement mentorship, making career development seamless.
This paper discusses an overall framework of Big Data in accounting, setting the stage for the ensuing collection of essays that presents the ongoing evolution of corporate data into Big Data, ...ranging from the structured data contained in modern ERPs to loosely connected unstructured and semi-structured information from the environment. These essays focus on the sources, uses, and challenges of Big Data in accounting (measurement) and auditing (assurance). They consider the changing nature of accounting records and the incorporation of nontraditional sources of data into the accounting and auditing domains, as well as the need for changes in the accounting and auditing standards, and the new opportunities for audit analytics enabled by Big Data. Additionally, the papers discuss the interaction of Big Data and traditional sources of data, as well as Big Data's impact on audit judgment and behavioral research. Both accounting academics and accounting practitioners will benefit from learning about the significant potential benefits of Big Data and the inevitable challenges and obstacles in the way of its utilization. Advanced accounting students would also benefit from exposure to these emerging issues to enhance their future career development.
Grounded in self-determination theory, this study aimed to (a) identify profiles of parental autonomy support and control and (b) examine how these profiles predict indicators of adolescents' career ...development (i.e., autonomy and competence in career exploration and indecision). To this end, we used three annual waves of data covering the postsecondary transition: the last 2 years of secondary school (T1 and T2) and 1 year after graduation (T3). The sample included 637 French-Canadian adolescents (54% girls; Mage at T1 = 14). Latent profile analyses were conducted to identify parenting profiles at T1 and T2, which were then associated with the indicators of career development at T2 and T3, respectively, while controlling for their autoregressive effects and sociodemographic information. Four comparable profiles were identified at both waves (i.e., Autonomy Supported, Generally Controlled, Mixed, and Guilt Induced), with a fifth profile (i.e., High Expectations) emerging only at T2. As expected, Autonomy Supported adolescents reported the highest levels of autonomy and competence and the lowest levels of indecision at both T2 and T3. The expected maladaptive nature of the Generally Controlled profile, however, was found only at T3, when this profile of adolescents became clearly differentiated from the autonomy supported profile on their career development outcomes. Regardless of the saliency of one specific controlling strategy, parental control hampered adolescents' career development, undermining autonomy and competence in career decision-making. These findings reiterate the benefits of autonomy support and the costs of parental control in adolescents' career development particularly in the long run.
Withdrawal
The Career development quarterly,
September 2022, 2022-09-00, 20220901, Letnik:
70, Številka:
3
Journal Article
Recenzirano
Withdrawal: Akos, P., Joshua Leonard, A., & Hutson, B. (2022). Virtual federal work study and student career development. The Career Development Quarterly, 00, 1–11. https://doi.org/10.1002/cdq.12288
...The above article, published online on 28 April 2022 in Wiley Online Library (https://onlinelibrary.wiley.com), has been withdrawn by agreement between the authors, Editor Mei Tang, and Wiley Periodicals, LLC. The article was published in error. The withdrawn article is a duplicate of: Akos, P., Leonard, A. J., & Hutson, B. (2022). Virtual federal work‐study and student career development. The Career Development Quarterly, 70, 16–26. https://doi.org/10.1002/cdq.12281. The original article, published online on 19 November 2021 in Wiley Online Library, can be found here: https://onlinelibrary.wiley.com/doi/10.1002/cdq.12281.
Using a two-study design (total N=1232), this paper examines the relationship between calling and employability. We suggest that, on the one hand, calling can positively relate to employability due ...to individuals' engagement in proactive professional development (PPD). On the other hand, calling can negatively relate to employability due to the career inflexibility that is associated with having a calling. The results of Study 1 revealed that calling does not directly relate to employability. When accounting for PPD in the calling-employability relationship, we found that calling positively and indirectly relates to occupational expertise dimension of employability, while it relates negatively and directly to personal flexibility dimension of employability. Findings from Study 2 showed that calling indirectly relates to employability both positively through PPD and negatively through career inflexibility. The findings from the two studies suggest the double-edged nature of a calling in relation to employability. The importance of these findings for understanding the career-related outcomes of calling is discussed.
•Calling does not directly relate to employability.•In relation to employability, calling works as a double-edged sword.•Calling relates positively to employability via proactive professional development.•Calling relates negatively to employability via career inflexibility.
In this commentary, we argue that studying vulnerable workers can challenge the established norms of organizational research, which mostly focuses on non-vulnerable employees. We highlight the ...significant differences in the experiences of vulnerable workers, which profoundly impact their professional lives, and often defy current organizational theories and research findings. Additionally, we explore how traditional beliefs in recruitment and selection, career development, organizational support, and identity management research may not apply well to vulnerable workers due to their unique challenges. We strongly advocate for a shift in the fundamental assumptions and paradigms of organizational scholarship to better accommodate and accurately represent the perspectives of this often-overlooked workforce.
•We emphasize the persistent challenge of workplace inequality, highlighting the realities faced by vulnerable workers.•We challenge “known truths”, or established research findings in organizational scholarship.•The traditional assumptions in organizational scholarship may not apply to vulnerable workers.
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