Career Development International最新文献

{"title":"A critical conceptual framework for understanding career development in linguistically diverse individual and organizational contexts","authors":"Maja Stojanović, Petra A. Robinson","doi":"10.1108/cdi-07-2023-0229","DOIUrl":"https://doi.org/10.1108/cdi-07-2023-0229","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this paper is to explore issues pertaining to monolingual ideology in the United States and the challenges in terms of career identity and development for multilingual individuals.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This conceptual paper provides a discussion of the relevant literature pertaining to linguistic diversity, language ideologies, career identity and career development, and offers a critical conceptual framework for understanding career development in linguistically diverse, multilingual contexts.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Based on a critical review of literature, this paper proposes a conceptual framework which can be used to address linguistic issues that may otherwise encourage discrimination and inequity in the workplace.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This paper addresses the gap in career development literature by proposing a critical conceptual framework that integrates language as an important element of one’s career identity.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140834290","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Leadership coaching strategies for Black women leaders who code switch: avoiding linguistic profiling career boundaries","authors":"Angela Danielle Carter, Stephanie Sisco","doi":"10.1108/cdi-07-2023-0211","DOIUrl":"https://doi.org/10.1108/cdi-07-2023-0211","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This case study, within the context of boundaryless and protean career development frameworks, investigates linguistic profiling and how code-switching is used to mitigate its impact on Black leaders during their careers. The experiences of Black women coaches and the coaching support they offered Black women clients in code-switching, leadership and career advancement are described. The value of leadership coaching when used to navigate these career progression challenges is emphasized.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study employed a multiple-case study approach of two Black women leadership coaches.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings of this study illustrate the understanding of code-switching and the coaching techniques employed by two Black women leadership coaches. Sage focused on educational strategies, offering historical contexts and resources, while Khadijah leaned on empathy-driven methods, using storytelling to evoke reflection. Both coaches emphasized creating safe spaces for open dialog, encouraged clients to reconsider their actions and values regarding code-switching challenges and sought to prompt clients towards authenticity while navigating career spaces effectively.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Additional strategies for coach practitioners include cultivating trust and a safe environment; active listening; challenging biases and assumptions; contextual understanding; empowering authentic self-expression; fostering skill development; challenging stereotypes; promoting autonomy and flexibility and adopting cross-cultural sensitivity, humility and competence. These practical coaching strategies bridge the gap in career development research by demonstrating how race-conscious strategies can promote workplace inclusivity and promulgate career development.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The study underscores the problem of linguistic profiling, the complexity of code-switching and implications for Black women navigating their career journey within professional spaces. It highlights the significance and value of tailored leadership coaching strategies to promote career advancement. This study addresses the gap in career development research related to linguistic profiling avoidance strategies for workplace inclusivity.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140203871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Accent modification and workplace accentism: the institutionalization of linguistic profiling and its career implications","authors":"Vijay A. Ramjattan","doi":"10.1108/cdi-05-2023-0146","DOIUrl":"https://doi.org/10.1108/cdi-05-2023-0146","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper argues that accent modification acts as a mechanism that (re)produces workplace accentism, which is a set of ideologies and practices positioning some English accents as inherently superior/inferior to others in the context of work and careers.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This conceptual paper draws on existing literature mainly from critical sociolinguistic and labor studies to support its central argument.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Through acting as a skill, a technology and a commodified service, accent modification naturalizes linguistic hierarchies, which are racist, classist and colonial constructions, and reinforces the structural status quo in different contexts.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>In order to move away from accent modification as a means to enhance oral communication at work, organizational attempts at fostering mutual intelligibility and undoing the role of accent in workplace communication are necessary.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Contrary to research that presents accentism as a purely interpersonal issue, the paper explores how accentism is institutionalized and is connected to linguistic profiling.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140154352","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Do my accents matter? Examining the relationship between English language teachers’ linguistic profiling and career development","authors":"Ning Chen, Chinaza Solomon Ironsi","doi":"10.1108/cdi-05-2023-0139","DOIUrl":"https://doi.org/10.1108/cdi-05-2023-0139","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper examines the relationship between linguistic profiling and English language teachers’ career development.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This paper collected data from 20 participants using a qualitative approach. Semi-structured interview guides were used to collect qualitative data on this topic.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>After collecting and analyzing the data, the results showed that linguistic profiling results in demotivation and low self-esteem and can spur career development among non-native English teachers.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This paper advances scientific knowledge by providing empirical evidence showing that while linguistic profiling has some negative influences, it can spur career development among non-native English teachers.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140037228","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Career enhancement strategies, supportive work relationships and subjective career success: the moderating role of family–work conflict","authors":"Anushri Rawat, Shiva Nadavulakere, Linda Isenhour, Jean McEnery","doi":"10.1108/cdi-06-2023-0160","DOIUrl":"https://doi.org/10.1108/cdi-06-2023-0160","url":null,"abstract":"PurposeOur study examines the impact of career enhancing strategies (CES), supportive work relationships and family–work conflict (FWC) on subjective career success.Design/methodology/approachThe data were sourced from 107 professionals, who were the members of an alumni LinkedIn group of the Masters Human Resource degree program from a university in the Midwestern United States. Multiple regression analysis was employed to test the study hypotheses.FindingsResults indicate that both forms of CES – networking and mentoring – were positively associated with subjective career success, and there exists a positive association between perceived organizational support and subjective career success. Further, FWC moderates the relationship between subjective career success and mentoring and also moderates the relationship between subjective career success and perceived supervisor support.Practical implicationsOrganizations should provide opportunities to employees for networking and institute formal mentoring programs to enhance employees' perceptions of subjective career success. It is also crucial for organizations to promote work–life balance initiatives that can help reduce the levels of FWC experienced by employees.Originality/valueOur study makes important contributions to the extant literature by highlighting the importance of CES and supportive work relationships in ensuring subjective career success. It also identifies an important moderator, FWC, which can significantly impact subjective career success.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139779987","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Career enhancement strategies, supportive work relationships and subjective career success: the moderating role of family–work conflict","authors":"Anushri Rawat, Shiva Nadavulakere, Linda Isenhour, Jean McEnery","doi":"10.1108/cdi-06-2023-0160","DOIUrl":"https://doi.org/10.1108/cdi-06-2023-0160","url":null,"abstract":"PurposeOur study examines the impact of career enhancing strategies (CES), supportive work relationships and family–work conflict (FWC) on subjective career success.Design/methodology/approachThe data were sourced from 107 professionals, who were the members of an alumni LinkedIn group of the Masters Human Resource degree program from a university in the Midwestern United States. Multiple regression analysis was employed to test the study hypotheses.FindingsResults indicate that both forms of CES – networking and mentoring – were positively associated with subjective career success, and there exists a positive association between perceived organizational support and subjective career success. Further, FWC moderates the relationship between subjective career success and mentoring and also moderates the relationship between subjective career success and perceived supervisor support.Practical implicationsOrganizations should provide opportunities to employees for networking and institute formal mentoring programs to enhance employees' perceptions of subjective career success. It is also crucial for organizations to promote work–life balance initiatives that can help reduce the levels of FWC experienced by employees.Originality/valueOur study makes important contributions to the extant literature by highlighting the importance of CES and supportive work relationships in ensuring subjective career success. It also identifies an important moderator, FWC, which can significantly impact subjective career success.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139839787","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Proactive behaviors matter for my job! The roles of career decidedness and career stress in face of VUCA","authors":"Huong Le, Joohan Lee, Neena Gopalan, Beatrice Van der Heijden","doi":"10.1108/cdi-03-2023-0078","DOIUrl":"https://doi.org/10.1108/cdi-03-2023-0078","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Drawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms underlying the above relationship.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data were collected from a sample of 261 full-time workers in three waves, spaced by a six-week interval (Time 1, <em>N</em> = 360; Time 2, <em>N</em> = 320; Time 3, <em>N</em> = 261).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results confirmed that career stress mediated the relationship between PSD and job performance. Additionally, high career decidedness strengthened this negative relationship between stress and performance. Furthermore, career decidedness significantly moderated the indirect PSD–performance relationship via career stress, accentuating the indirect effect when decidedness is higher.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study sheds light on the important role of proactive skills development in influencing job performance and what factors can affect this relationship. It offers practical implications by highlighting how targeted training can boost employees' proactivity and performance.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139752513","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Motivational drivers and psychological detachment in shaping the work–home interface for Saudi women","authors":"Maha Alsuwailem, Yseult Freeney","doi":"10.1108/cdi-02-2023-0056","DOIUrl":"https://doi.org/10.1108/cdi-02-2023-0056","url":null,"abstract":"PurposeThis study examines the role of Saudi women’s work motivational drivers on work–home conflict (WHC) and work–home enrichment (WHE). It considers the moderating role of psychological detachment from work during the evening between one workday and the next and how it impacts on the mediating role of WHC and WHE on work performance.Design/methodology/approachDrawing on self-determination theory and enrichment and depletion perspectives on the work–home interface, the study employs a quantitative lagged study over a period of three consecutive working days, with data collected from 358 Saudi women working in academia.FindingsModerated mediation structural equation modelling (MMSEM) analysis reveals that intrinsic motivation is significantly, positively related to WHE and home–work enrichment (HWE), whereas extrinsic motivation is only significantly and positively related to home–work conflict (HWC). Results show that detaching from work weakens the positive association between intrinsic motivation and HWE. In line with predictions, WHE is significantly, positively related to citizenship behaviour towards both individuals and organizations, whilst HWE is significantly related to citizenship behaviour towards individuals only. HWC is only significantly related to citizenship behaviour towards the organisation.Social implicationsThe research highlights the enriching experiences for Saudi women, who have the opportunity to pursue a career and highlight benefits of their ongoing empowerment.Originality/valueThis research brings a unique motivational perspective to work–life research and addresses a shortcoming of work–life research in considering an understudied culturally distinct population. It emphasises on the enriching experiences of Saudi women who have the opportunity to pursue a career, highlighting the benefits of their ongoing empowerment.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139858058","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Motivational drivers and psychological detachment in shaping the work–home interface for Saudi women","authors":"Maha Alsuwailem, Yseult Freeney","doi":"10.1108/cdi-02-2023-0056","DOIUrl":"https://doi.org/10.1108/cdi-02-2023-0056","url":null,"abstract":"PurposeThis study examines the role of Saudi women’s work motivational drivers on work–home conflict (WHC) and work–home enrichment (WHE). It considers the moderating role of psychological detachment from work during the evening between one workday and the next and how it impacts on the mediating role of WHC and WHE on work performance.Design/methodology/approachDrawing on self-determination theory and enrichment and depletion perspectives on the work–home interface, the study employs a quantitative lagged study over a period of three consecutive working days, with data collected from 358 Saudi women working in academia.FindingsModerated mediation structural equation modelling (MMSEM) analysis reveals that intrinsic motivation is significantly, positively related to WHE and home–work enrichment (HWE), whereas extrinsic motivation is only significantly and positively related to home–work conflict (HWC). Results show that detaching from work weakens the positive association between intrinsic motivation and HWE. In line with predictions, WHE is significantly, positively related to citizenship behaviour towards both individuals and organizations, whilst HWE is significantly related to citizenship behaviour towards individuals only. HWC is only significantly related to citizenship behaviour towards the organisation.Social implicationsThe research highlights the enriching experiences for Saudi women, who have the opportunity to pursue a career and highlight benefits of their ongoing empowerment.Originality/valueThis research brings a unique motivational perspective to work–life research and addresses a shortcoming of work–life research in considering an understudied culturally distinct population. It emphasises on the enriching experiences of Saudi women who have the opportunity to pursue a career, highlighting the benefits of their ongoing empowerment.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139798225","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employee development and employee engagement: a review and integrated model","authors":"Kibum Kwon, Shinhee Jeong, Jiwon Park, Seung Won Yoon","doi":"10.1108/cdi-04-2023-0117","DOIUrl":"https://doi.org/10.1108/cdi-04-2023-0117","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>In response to the lack of connection between employee development and employee engagement, this study explores the existing empirical findings regarding these two concepts. Based on the conservation of resources theory, the authors propose a novel theoretical framework that can better leverage the identified antecedents and relationships for future research.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>An integrative literature review of 64 empirical studies published in peer-reviewed journals was conducted.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Three different levels of antecedents, including the work environment, social exchange and individual characteristics, are identified. Employee development and employee engagement exhibit reciprocal relationships. Considering the role of job performance as a catalyst, the authors propose an upward gain spiral model to advance both research and practice.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This integrative literature review aims to facilitate discussions based on three distinct sub-dimensions: physical, emotional and cognitive energies, relevant to both employee development and employee engagement. Through this distinction, a more comprehensive understanding of the connection between employee development and employee engagement can be cultivated.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139586679","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}