This study focuses on the undergraduate self-perception of employability. We aimed to explore the impact of human capital, which incorporates social capital, cultural capital, psychological capital, ...scholastic capital, market-value capital, and skills. We also examined the role of careers advice and career ownership (protean career). Additionally, moderators of gender, degree subject, and year of study offer further contribution. Running a two-wave study (Model I) and a cross-sectional study (Model II) of undergraduates at a UK university, our findings draw on 387 students. Findings indicate that human capital, careers advice, and career ownership are important components of self-perceived employability. The study advances human capital theory and contemporary career theory at the transition from higher education into the labour market. Through advancing understanding of the undergraduate self-perception of employability, all stakeholders may benefit, via better-informed strategies for preparing, attracting, hiring, and retaining graduates.
Celotno besedilo
Dostopno za:
BFBNIB, DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
In this article we assess the extant literature on women's careers appearing in selected career, management and psychology journals from 1990 to the present to determine what is currently known about ...the state of women's careers at the dawn of the 21st century. Based on this review, we identify four patterns that cumulatively contribute to the current state of the literature on women's careers: women's careers are embedded in women's larger-life contexts, families and careers are central to women's lives, women's career paths reflect a wide range and variety of patterns, and human and social capital are critical factors for women's careers. We also identify paradoxes that highlight the disconnection between organizational practice and scholarly research associated with each of the identified patterns. Our overall conclusion is that male-defined constructions of work and career success continue to dominate organizational research and practice. We provide direction for a research agenda on women's careers that addresses the development of integrative career theories relevant for women's contemporary lives in hopes of providing fresh avenues for conceptualizing career success for women. Propositions are identified for more strongly connecting career scholarship to organizational practice in support of women's continued career advancement.
Based on three-annual-wave data from 3,196 Chinese adolescents across the high school years (Mage = 15.55 years old, SD = .44; 52.8% girls at Wave 1, 10th grade), this study examined the curvilinear ...associations between adolescents' perceived parental career expectation and their career adaptability and ambivalence and also tested the potential mediating role of adolescents' internalizing problems in such associations. Results showed that, after controlling for a set of critical covariates and the baseline levels of outcome variables, there was an inverted U-shaped curvilinear association between adolescents' perceived parental career expectation at Wave 1 and their career adaptability at Wave 3 via adolescent internalizing problems at Wave 2. Similarly, a U-shaped curvilinear association also was identified between adolescents' perceived parental career expectation at Wave 1 and their career ambivalence at Wave 3 via their internalizing problems at Wave 2. These findings suggest that adolescents' perceived parental career expectation may have "too-much-of-a-good-thing" effects on their career development. Implications for future research and practice were discussed.
Public Significance Statement
Findings of this study suggests that too high or too low levels of adolescents' perceived parental career expectation might contribute to adolescents' heightened levels of depressive and anxious symptoms, which, in turn, may ultimately compromise adolescents' career adaptability as well as increase adolescents' career ambivalence. Overall, this study yields empirical evidence supporting the "too-much-of-a-good-thing" effect of adolescents' perceived parental career expectation for adolescents' career development, particularly in the Chinese culture context.
The COVID-19 pandemic has become a significant global crisis that requires individuals, organizations and nations to take necessary steps to cope. To develop a comprehensive and systematic ...understanding of the impact of COVID-19 pandemic on individuals' career development and possible coping strategies, we adopt a cultural psychological perspective to analyze: (1) how internalized cultural orientations (e.g., values, thinking styles, regulatory focus) may shape individual responses and coping strategies to COVID-19 pandemic; (2) how national culture influences the collective actions and norms during COVID-19 pandemic; (3) how to integrate insights from cultural psychology to enrich research on career management strategies in response to a fast changing environment. While this paper primarily focuses on the role of national culture (i.e., the shared meanings and practices in a nation), these discussions can largely be applied to other cultural settings. Practical implications are also discussed.
Background: The development of the career path is a topic that has been widely studied in the scientific texts of psychology and has been mentioned in the theories related to occupational psychology. ...Also, several studies have been conducted on the developmentof children's career paths, but no specific research was found that provided a model for the developmentof children's career paths. Aims: The current research was conducted with the aim of modeling the development of children's career path based on a grounded theory study. Methods: The current research was carried out with a qualitative approach, on a grounded theory method is of the emergent type. The statistical population of the research included all specialists related to the subject of the research who had a scientific background and related experience, and 18 of them participated in this research using theoretical sampling. Also, in order to collect data, semi-structured in-depth interview method was used. The interviews continued until reaching the saturation of the categories and forming the essence of the basic domain. At the same time as the interviews, data analysis was performed and validated with the emergent method including substantive coding (including open and selective coding) and theory using ATLAS.ti8 software. Results: In the data analysis, 306 non-repeated codes, 29 fundamental codes and finally 9 categories and 3 theoretical codes emerged. According to the participants in the research, in general, the Developmentof children's career path is formed as a path from adaptation to adaptability and includes factors, process and competencies. Conclusion: According to the findings, it seems that the development of children's career path is a complex and continuous process that is influenced by several factors, including family background, gender, culture, school experiences, and personal interests and abilities. Therefore, to effectively guide and support the development of children's career paths, a holistic approach that includes various components is necessary.
This study investigates the relationship between career development learning (CDL) and students’ perceived employability (SPE) with the mediating role of human capital. Using a quantitative method ...based on structured questionnaires to collect data from 512 Vietnamese students before starting their internship at businesses and 322 of them after 4 months, the results of the partial least square Structural Equational Model analysis showed that CDL positively affects SPE over time. Besides, the study explored the mediating effect of human capital in the relationship between CDL and SPE. In particular, scholastic capital and cultural capital play mediating roles while social capital failed to be in the relationship between CDL and SPE. This study is expected to enrich current literature on students’ employability and human capital theory. From practical aspects, the findings of this work can be of benefit to higher education institutions in supporting their students to enhance their employability in labour market.
Researchers from 13 countries collaborated in constructing a psychometric scale to measure career adaptability. Based on four pilot tests, a research version of the proposed scale consisting of 55 ...items was field tested in 13 countries. The resulting Career Adapt-Abilities Scale (CAAS) consists of four scales, each with six items. The four scales measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. The CAAS demonstrated metric invariance across all the countries, but did not exhibit residual/strict invariance or scalar invariance. The reliabilities of the CAAS subscales and the combined adaptability scale range from acceptable to excellent when computed with the combined data. As expected, the reliability estimates varied across countries. Nevertheless, the internal consistency estimates for the four subscales of concern, control, curiosity, and confidence were generally acceptable to excellent. The internal consistency estimates for the CAAS total score were excellent across all countries. Separate articles in this special issue report the psychometric characteristics of the CAAS, including initial validity evidence, for each of the 13 countries that collaborated in constructing the Scale.
► Describes construction of the Career Adapt-Abilities Scale (CAAS). ► Reports psychometric characteristics of the CAAS. ► CAAS showed metric invariance across 13 countries. ► Appendices contain the CAAS.
Career shocks have become an increasingly important part of current careers scholarship. In this article, we focus on the role of career shocks in career choice, career development, and career ...adaptation by exploring interdisciplinary connections with the domains of: (1) job search, (2) human resource management, (3) entrepreneurship, and (4) diversity. Specifically, we argue that a self-regulated job search process is likely often triggered by a career shock, yet could also trigger career shocks in its own right. We also note that employees' perceptions of the HR practices in their company are likely influenced by career shocks, and that the chance of employees to return to their employer in the future (i.e., boomerang employment) is affected by the occurrence of positive or negative shocks. Furthermore, there are ample opportunities to study how career shocks may trigger transitions between paid employment and entrepreneurship, and the role of identity and emotions in such processes. Finally, we argue that career shocks may instigate changes in the salience of social identity or even constitute threats to social identity, thereby reflecting on how career shocks may differentially impact people belonging to different social groups. We hope that our article, in the spirit of this JVB 50-year anniversary issue's aims, will inspire scholars both within and outside of the field of career studies to better understand how career shocks may impact the way in which people work and develop their careers.
To evaluate the relationship between burnout, satisfaction with electronic health records and work-life integration, and the career plans of US physicians.
Physicians across all specialties in the ...United States were surveyed between August 28, 2014, and October 6, 2014. Physicians provided information regarding the likelihood of reducing clinical hours in the next 12 months and the likelihood of leaving current practice within the next 24 months.
Of 35,922 physicians contacted, 6880 (19.2%) returned surveys. Of the 6695 physicians in clinical practice at the time of the survey (97.3%), 1275 of the 6452 who responded (19.8%) reported it was likely or definite that they would reduce clinical work hours in the next 12 months, and 1726 of the 6496 who responded (26.6%) indicated it was likely or definite that they would leave their current practice in the next 2 years. Of the latter group, 126 (1.9% of the 6695 physicians in clinical practice at the time of the survey) indicated that they planned to leave practice altogether and pursue a different career. Burnout (odds ratio OR, 1.81; 95% CI, 1.49-2.19; P<.001), dissatisfaction with work-life integration (OR, 1.65; 95% CI, 1.27-2.14; P<.001), and dissatisfaction with the electronic health record (OR, 1.44; 95% CI, 1.16-1.80; P=.001) were independent predictors of intent to reduce clinical work hours and leave current practice.
Nearly 1 in 5 US physicians intend to reduce clinical work hours in the next year, and roughly 1 in 50 intend to leave medicine altogether in the next 2 years to pursue a different career. If physicians follow through on these intentions, it could profoundly worsen the projected shortage of US physicians.
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