Career Development International最新文献

{"title":"Toward a sustainable career perspective on contingent work: a critical review and a research agenda","authors":"Jana Retkowsky, Sanne Nijs, J. Akkermans, P. Jansen, S. Khapova","doi":"10.1108/cdi-06-2022-0181","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0181","url":null,"abstract":"PurposeThe purpose of this paper is to provide a synthesis of the contingent work field and to advocate a sustainable career perspective on contingent work.Design/methodology/approachAdopting a broader review approach allowed to synthesize the contingent work literature across contingent work types (temporary agency work, gig work and freelance work) and develop a sustainable career perspective on contingent work. The authors searched for empirical, conceptual and review articles published from 2008 to December 2021. In total, the authors included 208 articles.FindingsThe authors advocate a sustainable career perspective that allows for organizing and synthesizing the fragmented contingent work literature. Adopting a sustainable career perspective enables to study contingent work from a dynamic perspective transcending one single organization.Originality/valueThe field is suffering from fragmentation and most importantly from an oversight of how contingent work experiences play a role in a persons’ career. This paper addresses this problem by adopting a sustainable career perspective on contingent work.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49262096","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":"Is intuition better than rationality? The effect of pre-decisional strategy on occupational interest forecasting in Chinese college students","authors":"D. Lu, Runkai Jiao, Feifei Li, Hang Yin, Xiaoqi Lin","doi":"10.1108/cdi-04-2022-0100","DOIUrl":"https://doi.org/10.1108/cdi-04-2022-0100","url":null,"abstract":"PurposePrevious studies showed that the unconscious-intuitive strategy resulted in a better choice for it is more predictive of actual interest. This benefit may be influenced by occupational engagement, for the dual process of career decisions takes it as a tool for multidevelopment and optimal adjustment. Thus, we replicated (and extended) the study of Motl et al. (2018) through two experiments to identify the role of three pre-decisional strategies and then explore the combined effects of occupational engagement and these strategies. The purpose of this paper is to address these issues.Design/methodology/approachThe authors replicated (and extended) the study of Motl et al. (2018) through two experiments. First, both studies adopted generalized linear mixed-effects models for statistical analyses to distinguish random and fixed effects. Second, Study 2 used a computer-based process-tracing program called “Mouselab” to explore the effect of the pre-decisional strategy self-generated on participants' interest appraisals over time.FindingsStudy 1 found that engagement helped promote participants' interest experience when decisions as usual and the intuitive strategy did not produce optimal choices. Further, people with more prior knowledge about situations no longer achieved as many benefits from their allocated strategy (i.e. rational strategy) as those with less. Study 2 failed to find adequate advantages of the intuitive strategy. Specifically, people with less search depth (the heuristic-intuitive strategy) were more interested in their choices. Nevertheless, when the strategy was manipulated as variability of search (VS), it only found the promotion of engagement, but it neither found the interaction between engagement and strategy nor did strategy itself.Originality/valueThe present paper provides mixed support for adaptive career decision-making. Career counselors can use occupational engagement levels as a reference for pre-decisional strategy selection and coach clients to adopt a proper decision-making process/method to make interest forecasts.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46072520","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":"“Locked at the job”: a qualitative study on the process of this phenomenon","authors":"Merel T. Feenstra-Verschure, D. Kooij, C. Freese, Mandy E. G. van der Velde, Evgenia I. Lysova","doi":"10.1108/cdi-06-2022-0154","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0154","url":null,"abstract":"PurposeMany employees experience a “locked at the job” situation and are not satisfied with their current job and at the same time, perceive limited job opportunities. This study examines the process that individuals who experience locked at the job go through and the coping mechanisms individuals use.Design/methodology/approachA total of Thirty in-depth interviews were conducted. Of the participants, 12 were locked at the job at the time of the interview and 18 participants experienced locked at the job in the past.FindingsThe authors identified three phases. Regarding the first phase “becoming locked at the job,” various individual and work environmental causes could be identified. In the second phase “being locked at the job,” the authors identified three levels: low-, medium- and high-locked individuals. Emotion-regulated coping strategies were mainly reappraisal, positive distraction and behavioral avoidance. The third phase “ending locked at the job” revealed that a locked at the job situation often comes to an end either by taking control independently or by external force. Especially, the role of the direct supervisor was decisive during the entire locked at the job process.Practical implicationsIn the practical implications, the authors suggest to discuss locked at the job throughout the entire workplace and create an open culture acknowledging that individuals may find themselves in such a situation.Originality/valueTo date, no qualitative study has been conducted before from this perspective. Therefore, it is extremely important to look at this relatively unknown phenomenon from this perspective.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47616966","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":"Uncovering the antecedents and motivational determinants of job crafting","authors":"Huda Masood, M. Podolsky, Marie-Hélène Budworth, Stefan Karajovic","doi":"10.1108/cdi-07-2022-0209","DOIUrl":"https://doi.org/10.1108/cdi-07-2022-0209","url":null,"abstract":"PurposeThe purpose of this mixed-methods study is to examine the motivational determinants and contextual antecedents of individual job crafting behaviors.Design/methodology/approachThe current research uses the mixed-methods design to elucidate the relationship between career outcome expectations and different forms of job crafting through external regulation. In Study 1, surveys were collected and analyzed from 151 employees across occupations and ranks using purposeful sampling approach. In Study 2, interview data were thematically analyzed to add complementarity and completeness to the findings.FindingsIn Study 1 (n = 151), a direct relationship between career outcome expectations and different forms of job crafting was established. Mediation analysis indicated an indirect relationship between career outcome expectations and approach crafting through external-social regulation. The authors found support for the accentuating role of turnover intentions on career outcome expectations and external social and material regulations. In Study 2 (n = 25), a thematic analysis of semi-structured interviews confirmed that when employees experience unfulfilled career expectations, employees attempt to realign the work situations. Such expectations may be tied to various forms of work-related external regulations and may lead to job crafting behaviors. The individuals depicted these behaviors while experiencing turnover intentions.Originality/valueThe current study brings together literature from job design, motivation and careers to consider the role of career expectations and external regulation in predicting job crafting behaviors. Taken together, the findings unearth the cognitive and contextual antecedents of job crafting.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46229526","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":"From personal resources to proactive work strategies and performance: testing the antecedents and outcomes of strengths use in a three-wave study","authors":"Z. Pap, Luca Tisu, D. Vîrgă","doi":"10.1108/cdi-06-2022-0146","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0146","url":null,"abstract":"PurposeBased on the Job Demands-Resources (JD-R) theory, this study aims to identify person-contingent antecedents and consequences of proactive strength-oriented behaviors at work. Thus, the authors propose and test a model in which psychological capital (PsyCap), as a personal resource, represents a precursor of strengths use, which in turn is a facilitator of employees' self-rated performance.Design/methodology/approachThe authors tested the hypothesized mediation process through a cross-lagged study with three waves, using data collected from a sample of Romanian employees. The authors analyzed the data through structural equation modeling.FindingsThe results provided support for our model. The data showed significant, positive cross-lagged relationships between PsyCap, strengths use and performance across waves. Also, the authors identified a significant and positive indirect effect between PsyCap at T1 and performance at T3 through increased strengths use at T2.Originality/valueThis research brings new evidence for strengths use's placement as a proactive individual strategy within the JD-R theory. Practical implications are related to career self-management and work from home.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45296169","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":"Editorial: Farewell message from the outgoing editor","authors":"I. Jawahar","doi":"10.1108/cdi-12-2022-336","DOIUrl":"https://doi.org/10.1108/cdi-12-2022-336","url":null,"abstract":"","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47677312","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":"A dual-pathway model for examining the effects of customer mistreatment on an employee's customer-directed counterproductive work behavior: can job autonomy make a difference?","authors":"Wenzhu Lu, Bo Sun, Shengxian Yu, Shanshi Liu","doi":"10.1108/cdi-11-2021-0283","DOIUrl":"https://doi.org/10.1108/cdi-11-2021-0283","url":null,"abstract":"PurposeThis research examined how customer mistreatment activates individual customer-directed counterproductive work behavior (CWBC) by investigating the mediating roles of negative work reflection and negative affect. It also explored whether job autonomy buffers the negative impact of customer mistreatment on CWBC.Design/methodology/approachThe authors tested their predictions using an experience-sample method with a sample of data from 79 service workers across eight days. A multilevel structural equation model was used to test the hypotheses.FindingsThe authors found that negative work reflection and negative affect mediated the association between customer mistreatment and CWBC. In addition, job autonomy moderated the indirect impact of daily customer mistreatment on employees' CWBC through negative work reflection and negative affect.Research limitations/implicationsThere are some concerns about a common method because all of the study variables were self-reported. Moreover, the study sample consisted of participants recruited exclusively from China, thus limiting this research's generality.Practical implicationsTo eliminate the detrimental impact of customer mistreatment, supervisors can strive to improve the autonomy of those who interact with customers frequently to reduce their CWBC.Originality/valueThis study offers an integrative view to explain why service workers engage in CWBC when suffering customer mistreatment by testing the mediating mechanisms of negative reflection and negative affect in the association between daily customer mistreatment and CWBC. Second, the authors have broadened the study of customer mistreatment by introducing job autonomy as a critical condition, eliminating the indirect association between customer mistreatment and CWBC.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45827324","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":"Academic independent directors in China: factors influencing career decision-making","authors":"Daimin Lu, Pingli Li, Y. Baruch, L. Song","doi":"10.1108/cdi-11-2021-0288","DOIUrl":"https://doi.org/10.1108/cdi-11-2021-0288","url":null,"abstract":"PurposeThe board independence norm has shaped corporate governance globally, but research on the supply of independent directors (IDs) is limited. “New careers” studies suggest that dynamic non-conventional career paths are evolving, but empirical evidence is mostly limited to Western societies. The authors studied reasons for academics to consider taking on an ID role in firms in China.Design/methodology/approachEmploying a quantitative methodology, data were collected via a survey targeting 1,500 academics, representing a quarter of business-linked academics in China's National Key Universities. The response rate was 55% and, after eliminating irrelevant responses, the sample used comprised 581 academics, 111 of whom have taken on an ID role.FindingsCareer orientation and work attitudes play significant roles in decision-making around career success. Becoming an ID can be a rewarding and positive career path for academics who look for additional responsibility, income and impact. This new academic career path manifests in how career actors interact with each other to reach a state of equilibrium in a wider career ecosystem. Appointing academics with relevant knowledge and willingness to create impact can help organisations – both firms and academic institutions.Practical implicationsBecoming an ID can increase future collaborations and success in terms of research and corporate governance, and offer individuals another route to career success.Originality/valueThe results contribute to research on career studies and corporate governance, revealing a new source of talent for firms and a new career path for academics.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43974376","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":"Employability skills of the next generation of Chinese factory workers","authors":"F. Froese, Lin-Ya Hong","doi":"10.1108/cdi-05-2021-0117","DOIUrl":"https://doi.org/10.1108/cdi-05-2021-0117","url":null,"abstract":"PurposeThe main purpose of this study was to develop and test an employability scale in a Chinese context. Moreover, the authors investigated how socioeconomic status indicators (education and occupation of parents, household income and hukou, i.e. household registration location) affect the endowment and development of adolescents' employability skills in China.Design/methodology/approachData were collected via paper-based surveys from 1,146 vocational school students in rural and urban areas in China at two points in time one year apart. The authors developed a scale to measure employability skills in China and conducted general linear modeling to test the hypotheses.FindingsThe findings indicate that adolescents whose parents have more education, highly skilled occupations, relatively affluent household income and urban hukou are more likely to attain higher employability skills than those from lower socioeconomic status backgrounds. Moreover, adolescents with these background characteristics tend to improve their employability skills more than those without such characteristics. This suggests that social capital may further widen the inequality gap among adolescents.Research limitations/implicationsThe framework of employability skills focuses on the general basic transferable employability skills of vocational students. Future studies could develop measures of employability skills for college graduates and widen the measurements of social capital based on the study’s findings. The findings suggest that higher education institutions should be encouraged to integrate resources to improve education inequality between rural and urban regions to the disparity in adolescents' employability skills development.Originality/valueBuilding on Western frameworks, the study defines and develops an employability scale in the Chinese context that can be a practical measurement tool for researchers, educators and policymakers. The authors investigated the endowment and development of employability skills in relation to social capital. Exposure to social capital tends to affect an individual's skills and capability development at an early stage, and in the long term, this calls attention to access to quality education between rural and urban youth.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48362168","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 newcomers with high political skill benefit more from the formal mentoring program?","authors":"Jia Liu, Li Yao, D. Cai, Shengming Liu","doi":"10.1108/cdi-04-2022-0093","DOIUrl":"https://doi.org/10.1108/cdi-04-2022-0093","url":null,"abstract":"PurposePrevious research on the factors influencing mentoring received has primarily focused on protégés' personalities and the similarity between protégés and mentors, whereas understanding on the role of protégés' skills is still limited. Drawing upon the social influence theory, this study investigated how newcomers' political skill influences newcomers' mentoring received and further affects newcomers' socialization outcomes (i.e. person-organization fit perception [P-O fit], performance proficiency and well-being).Design/methodology/approachData were collected from 255 newcomers at a large Chinese information and technology (IT) company using a three-wave, time-lagged design.FindingsThe authors found that newcomers' political skill positively predicted mentoring received, which in turn positively affected newcomers' socialization outcomes.Originality/valueThese findings indicate that political skill enables newcomers to exert social influence on organizational insiders to achieve desirable socialization outcomes, enlarging both the mentoring and political skill literature.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2022-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44172223","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}