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Journal articles on the topic 'Career changes'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 August 2024

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1

Nayee, Shalini, Alice P. Calvert, and Jennifer E. Gallagher. "Dental careers: changes, choices and challenges." Faculty Dental Journal 5, no. 4 (October 2014): 164–71. http://dx.doi.org/10.1308/204268514x14096686726201.

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Dentists in the United Kingdom have a wide range of career choices available, with opportunities in primary care, community/salaried/public dental services, hospital and academia. This luxury of choice is often touted as desirable but is the multitude of career pathways, in combination with frequently changing recruitment processes, structures and systems, a source of confusion? If you’re at the start of your career (or could do with an update), read on for a straightforward explanation of the dizzying world of dental careers.

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Mihajlović, Dubravka, and Aleksandra Popović. "Karijerno vođenje i savetovanje u evropskim dokumentima." Obrazovanje odraslih/Adult Education 12, no. 2 2012 (2012): 27–46. http://dx.doi.org/10.53617/issn2744-2047.2012.12.2.27.

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Traditionally understood careers, are now being opposed to the concept of modern careers which brings along a great number of changes in the process of carrer guidance and counseling. Career guidance and counseling thus becomes recognized as an instrument of change on a personal and social level. Also, the process is recognized as a lifelong process. The paper discusses the career guidance and counseling. in the terms of European documents. Research of European documents was conducted to examine the main characteristics of carrer guidance an counseling for adults, which are listed in these doc

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Chang, Christina Ling-Hsing, Victor Chen, Gary Klein, and James J. Jiang. "Information system personnel career anchor changes leading to career changes." European Journal of Information Systems 20, no. 1 (January 2011): 103–17. http://dx.doi.org/10.1057/ejis.2010.54.

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Cybal-Michalska, Agnieszka. "Constructing a career as a process of investing in its portfolio." Studia Edukacyjne, no. 40 (June 15, 2016): 7–19. http://dx.doi.org/10.14746/se.2016.40.1.

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Multicontextual social changes imply definitely new ways of interpretation and determine reflections about the condition of contemporary humans, including the human being as “a manager” of his own career. A society has become an area where individuals can show their initiative. A contemporary study of careers demands the inclusion of multicontextual changes in the job world. These changes face employees with new requirements. The most important ones are the increase of the role attached to a career and the ability to plan, manage and monitor one’s own career in a lifelong perspective. Consider

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Iida, Saea. "Changes in Career Consciousness with Career Interview." Proceedings of the Annual Convention of the Japanese Psychological Association 81 (September 20, 2017): 2C—086–2C—086. http://dx.doi.org/10.4992/pacjpa.81.0_2c-086.

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Haase, Sandra, Erica Thomas, and Jan Francis-Smythe. "Applying career competencies in career management." Assessment and Development Matters 5, no. 1 (2013): 2–5. http://dx.doi.org/10.53841/bpsadm.2013.5.1.2.

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Changes in the labour market mean that individuals are increasingly required to take more responsibility for their own careers. In order to do so, they have to develop the skills and abilities necessary to secure employability. However, many employees need help in managing their careers (Kidd et al., 2004). One effective way of supporting individuals in their career development is though career guidance emphasising competencies. This article follows a previous article (Haase at al; ADM, 2012) and presents a recent study into the development of career competencies in police officers.

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Bimrose, Jenny, Antje Barabasch, Alan Brown, and Rachel Mulvey. "Mid-career changes symposium." British Journal of Guidance & Counselling 43, no. 3 (May 11, 2015): 255–62. http://dx.doi.org/10.1080/03069885.2015.1037098.

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Masdonati, Jonas, Geneviève Fournier, and Imane Zineb Lahrizi. "The Reasons Behind a Career Change Through Vocational Education and Training." International Journal for Research in Vocational Education and Training 4, no. 3 (November 22, 2017): 249–69. http://dx.doi.org/10.13152/ijrvet.4.3.4.

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We report the results of qualitative research on adults who enrolled in a vocational and education training (VET) program with the intention of changing their careers. The participants were 30 adults aged between 25 and 45 years. A modified version of the consensual qualitative research method was applied to transcriptions of semi-structured interviews with the participants. There appeared to be two main reasons underlying the decision to enrol in a VET program with the aim of initiating a career change. Based on the reasons given, two groups (career changers and proactive changers) and five d

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Biegańska, Katarzyna. "Professional Career Breakthrough and Its Determinants." Kwartalnik Ekonomistów i Menedżerów 40, no. 2 (April 1, 2016): 29–44. http://dx.doi.org/10.5604/01.3001.0009.4424.

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Changes in the modern labor market and changes in human motives resulting from the development in the course of life, contribute to the profound changes in their careers. It is necessary to continuous education and openness to new experiences. The presented article includes a theoretical discussion on determinants of decision‑making process concerning a career breakthrough. The author formulates the concept of career breakthrough and reviews empirical research into the tendency to make changes in the course of one’s career with particular emphasis on subjective causes. There are also important

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Törn-Laapio, Anne, Marianne Ekonen, and Pia Heilmann. "Tourism and Hospitality Industry Employees' Experiences of Career Shocks and Career Resilience." International Conference on Tourism Research 7, no. 1 (March 11, 2024): 419–25. http://dx.doi.org/10.34190/ictr.7.1.2197.

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Employees in the tourism and hospitality industry (THI) have experienced a wide range of sudden changes that have had various impacts on their careers. Career shocks are disruptive and extraordinary events often caused by factors outside the focal individual’s control and that trigger a deliberate thought process concerning one’s career. Although career shocks are usually difficult to predict, we can prepare ourselves in advance by developing career resilience. Career resilience refers to an individual's ability to adapt to new situations, overcome negative ones and recover from changes. Resea

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Rosenzweig, Emily Q., Cameron A. Hecht, Stacy J. Priniski, Elizabeth A. Canning, Michael W. Asher, Yoi Tibbetts, Janet S. Hyde, and Judith M. Harackiewicz. "Inside the STEM pipeline: Changes in students’ biomedical career plans across the college years." Science Advances 7, no. 18 (April 2021): eabe0985. http://dx.doi.org/10.1126/sciadv.abe0985.

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Researchers often invoke the metaphor of a pipeline when studying participation in careers in science, technology, engineering, and mathematics (STEM), focusing on the important issue of students who “leak” from the pipeline, but largely ignoring students who persist in STEM. Using interview, survey, and institutional data over 6 years, we examined the experiences of 921 students who persisted in biomedical fields through college graduation and planned to pursue biomedical careers. Despite remaining in the biomedical pipeline, almost half of these students changed their career plans, which was

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Ravn, Karen. "Career changes: Open for business." Nature 514, no. 7523 (October 2014): 523–25. http://dx.doi.org/10.1038/nj7523-523a.

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Bizet, Ivan, Louis Laurencelle, Jean Lemoyne, Richard Larouche, and François Trudeau. "Career Changes Among Physical Educators." Research Quarterly for Exercise and Sport 81, no. 2 (June 2010): 224–32. http://dx.doi.org/10.1080/02701367.2010.10599669.

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Moore, Jo Ellen, Susan E. Yager, Mary Sumner, and Galen B. Crow. "Facilitating career changes into IT." Communications of the ACM 44, no. 7 (July 2001): 70–73. http://dx.doi.org/10.1145/379300.379317.

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Järvensivu, Anu, and Jutta Pulkki. "Multiple job holding, societal change, and individual careers: Contributions to the chaos theory of careers." Australian Journal of Career Development 29, no. 1 (March 5, 2020): 67–76. http://dx.doi.org/10.1177/1038416219886710.

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The chaos theory of careers was applied to identify the connections between multiple jobholders’ careers and societal change. Multiple job holding is a form of employment that consists of two or more overlapping jobs. Six interviews with men born in the 1960s in Finnish North Karelia, whose multiple job holding included agricultural and forestry work, were analyzed. Our results showed that multiple job holding career development has societal connections and that the experiences of multiple job holding varied across individuals. Moreover, multiple job holding experiences and further career deve

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Forbrig, Doreen. "What Keeps Them Interested? Influences on the Stability of Research Career Intentions in the Course of Academic Qualification." International Journal of Doctoral Studies 15 (2020): 217–35. http://dx.doi.org/10.28945/4537.

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Aim/Purpose: While scientists play a crucial role within modern knowledge societies, the attractiveness of scientific careers in Germany is moderate due to career uncertainty and the limited perspectives of long-term retention in academia. This study identifies (intra-individual) changes in the career intentions of early career researchers. Furthermore, supporting factors for the stability of research career intentions are shown. Background: Recent studies investigated early career researchers’ career intentions and predictors for their development in cross-section. These studies determine inf

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KHAN, MAHFUZUR RAHMAN, and SUMAIYA BINTE EKRAM ESHA. "CHANGES IN CAREER PREFERENCES DURING COVID-19 PANDEMIC: A STUDY OF BUSINESS UNDERGRADUATE STUDENTS IN BANGLADESH." Journal of Business and Economic Analysis 04, no. 02 (December 2021): 177–92. http://dx.doi.org/10.1142/s2737566821500109.

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Purpose: This study attempts to investigate the change in career preference of business undergraduates of Bangladesh due to the ongoing COVID-19 pandemic. Design/Methodology: This study is an observational study, where 620 respondents’ data are collected and analyzed. Percentages of career preference changes and reasons for career preference changes of business undergraduates due to the ongoing COVID-19 pandemic are analyzed based on Dhaka, Bangladesh. The paired sample [Formula: see text]-test is used to define the significance of this study. Findings: Most of the preferred fields by the resp

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Clarke, Marilyn. "Dual careers: the new norm for Gen Y professionals?" Career Development International 20, no. 6 (October 12, 2015): 562–82. http://dx.doi.org/10.1108/cdi-10-2014-0143.

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Purpose – The purpose of this paper is to use the kaleidoscope career model as a lens through which to explore the career choices and decisions of young professional couples and the strategies that they use to facilitate successful dual careers while attempting to balance their work and non-work lives. Design/methodology/approach – Data were gathered through face-to-face interviews with 18 couples. Couples were interviewed separately to explore how individual career values and choices shape decisions in partnership. Template analysis was used to identify career patterns as defined by the kalei

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Sheath, Janet. "education and training of career coaches: A psychological model." Journal of the National Institute for Career Education and Counselling 30, no. 1 (March 1, 2013): 39–45. http://dx.doi.org/10.20856/jnicec.3007.

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The educational and professional development needs of career coaches are changing. These changes are discussed within a psychologically and contextually informed model. The model identifies a spectrum of career activities in which coaches work. The skills which career coaches need to support them in these range of roles is also presented. An argument is made that the changing nature of careers and career provision demands a broader and deeper range of career coaching skills. This view is supported by a psychological and contextual approach to career coach education.

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Zyberaj, Jetmir, Sebastian Seibel, Annika F. Schowalter, Lennart Pötz, Stefanie Richter-Killenberg, and Judith Volmer. "Developing Sustainable Careers during a Pandemic: The Role of Psychological Capital and Career Adaptability." Sustainability 14, no. 5 (March 7, 2022): 3105. http://dx.doi.org/10.3390/su14053105.

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The Coronavirus disease 2019 (COVID-19) has not only had negative effects on employees’ health, but also on their prospects to gain and maintain employment. Using a longitudinal research design with two measurement points, we investigated the ramifications of various psychological and organizational resources on employees’ careers during the COVID-19 pandemic. Specifically, in a sample of German employees (N = 305), we investigated the role of psychological capital (PsyCap) for four career-related outcomes: career satisfaction, career engagement, coping with changes in career due to COVID-19,

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Tikson, Shinta Dewi Sugiharti, Nadya Septiani Sahas, Sri Ulfa -, and Nurfadillah -. "Career Planning and Career Management: Case on Workforce in Makassar." Hasanuddin Economics and Business Review 5, no. 2 (October 31, 2021): 54. http://dx.doi.org/10.26487/hebr.v5i2.3133.

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Every employee has a career goal he or she wants to achieve. In achieving his or her career, an employee will explore all available opportunities. Career planning is an effort made by individuals in setting goals or achieving desired career goals. This includes activities such as analyzing the abilities possessed, interest in work, values, to identify goals that need to be achieved in supporting the desired career. Looking at the current reality, many companies are experiencing changes caused by the coronavirus pandemic. This problem is felt not only by companies but also by employees because

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Hughes, Claretha, and Yuanlu Niu. "Preface: Shifting Career Realities and Navigating Career Journeys." Advances in Developing Human Resources 23, no. 3 (June 1, 2021): 195–202. http://dx.doi.org/10.1177/15234223211017847.

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The COVID-19, worldwide pandemic forced organization leaders and employees to shift their career realities. They had to determine ways to navigate their career journeys more rapidly. Human resource development (HRD) scholars and professionals are in positions to assist organization leaders and employees as they seek to succeed in their careers. The researchers are providing career theories, ideas, and recommendations for HRD scholars and professionals to expand their understanding of career development during and beyond the COVID-19 pandemic. Technological changes, remote work experiences, and

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Rautio, Krista, Satu Uusiautti, and Sanna Hyvärinen. "Career development to construction site managerial positions in the construction field." Ammattikasvatuksen aikakauskirja 25, no. 2 (June 26, 2023): 20–33. http://dx.doi.org/10.54329/akakk.130984.

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This research explores career development in the construction industry. By showcasing the career narratives of managers of construction sites (N=21), the research unfolds which elements are significant in influencing career development and aims to increase the possibilities for construction workers to flourish in their careers and help make such careers more attractive. The career narratives were analyzed in two phases. First, the analysis of narratives showed that except for the various career experiences, the proximity of construction sites in the interviewees’ managerial career goals differ

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Katane, Irēna, and Evita Korna-Opincāne. "MODERN CAREER THEORIES IN THE CONTEXT OF DIFFERENT GENERATIONS AND CHANGEABLE ENVIRONMENT." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 2 (May 21, 2019): 215. http://dx.doi.org/10.17770/sie2019vol2.3939.

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One the most topical issues in modern education is to support students in their interaction with the changing environment, thus helping them to accept these changes, live with them and find new opportunities for development, including opportunities for career development within these changes. Another topical issue is the generational change of students and respecting the specific qualities of this new generation during the education and career development support process in schools. Both these issues reflect in career theories in a form of new trends. Which generations can these career theorie

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Udayar, Shagini, Leandro Ivan Canzio, Ieva Urbanaviciute, Jonas Masdonati, and Jérôme Rossier. "Significant Life Events and Career Sustainability: A Three-Wave Study." Sustainability 13, no. 23 (November 26, 2021): 13129. http://dx.doi.org/10.3390/su132313129.

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Over the last three decades, the professional landscape has changed, and career paths have become more plural, complex, and flexible, as well as less predictable. Consequently, career sustainability has become a major concern. Since the framework of sustainable careers captures the complexities of modern careers, we used it in the present study to understand how various types of significant life events (i.e., negative work events, negative nonwork events, positive work events, and positive nonwork events) hinder or foster career sustainability among 870 professionally active adults in Switzerl

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Choi, Minseo. "The Effects of Reduced Career Uncertainty of College Students on Their Career Decision-Making Self-Efficacy : Focused on participation in career group counseling program." Korean Career, Entrepreneurship & Business Association 8, no. 1 (January 31, 2024): 117–34. http://dx.doi.org/10.48206/kceba.2024.8.1.117.

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The complexity and uncertainty of modern society changing every minute have enormous impacts on the lives and careers of individuals living in this era. The major changes to the structure of the occupational society driven by the COVID-19 pandemic and the Fourth Industrial Revolution are increasing uncertainty about careers. In this situation, how college students deal with the career uncertainty they experience works as an important element in their career decisions. This study thus sets out to verify the effects of reduced career uncertainty of college students on their career decision-makin

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AMANDA S, E. S. Ghea, Yeyen KOMALASARI, R. Tri Priyono Budi SANTOSO, and I Wayan Ruspendi JUNAEDI. "Factors Influencing Women’s Career Development (A Case Study of Female Workers in Bali Province)." Integration: Journal Of Social Sciences And Culture 2, no. 1 (January 31, 2024): 224–33. http://dx.doi.org/10.38142/ijssc.v2i1.152.

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Purpose:The research objectives are to identify the factors influencing women's career development, especially in Bali, and determine which factors dominate their career development on the island.Methodology:This research employs a quantitative approach with a survey method to collect data from women holding high positions in companies or institutions in Bali Province. The instrument used for data collection is a questionnaire containing questions related to factors influencing women's career development. Data analysis in this study utilizes factor analysis. The research sample consists of 130

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Lyons, Sean T., Linda Schweitzer, and Eddy S. W. Ng. "How have careers changed? An investigation of changing career patterns across four generations." Journal of Managerial Psychology 30, no. 1 (February 9, 2015): 8–21. http://dx.doi.org/10.1108/jmp-07-2014-0210.

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Purpose – Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility patterns are becoming more diverse as people engage in more downward and lateral job changes and changes of occupation. The purpose of this paper is to test these assertions by comparing the career mobility patterns across four generations of workers. Design/methodology/approach – The authors analyzed the career mobility patterns of four generations of Canadian professionals (n=2,555): Matures (born prior to 1

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Akkermans, Jos, and Stella Kubasch. "#Trending topics in careers: a review and future research agenda." Career Development International 22, no. 6 (October 9, 2017): 586–627. http://dx.doi.org/10.1108/cdi-08-2017-0143.

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Purpose Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers. Design/methodology/approach To ach

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Kodama, Makiko. "Functions of Career Resilience Against Changes During Working Life in Japan: Focus on Health Condition Changes and Task or Job Changes." SAGE Open 11, no. 1 (January 2021): 215824402110021. http://dx.doi.org/10.1177/21582440211002182.

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This study aimed to clarify the role that career resilience plays in preventing inhibition of career development when individuals confront changes during their working life, such as changes in work tasks or health condition. Career resilience consists of five factors: ability to cope with problems, social skills, interest in novelty, optimism about the future, and willingness to help others. In all, 1,000 Japanese company employees completed an online survey. The results showed that optimism about the future and ability to cope with problems exhibited a negative correlation with NPC when confr

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Potter, Jesse. "The Ghost of the Stable Path: Stories of Work-life Change at the ‘End of Career’." Work, Employment and Society 34, no. 4 (October 28, 2019): 571–86. http://dx.doi.org/10.1177/0950017019870751.

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Accounts of structural changes to the nature of work, employment, and the economy are numerous. Many of these accounts frame the transition from industrial to post-industrial regimes as destabilizing, bringing about a fundamental transformation to work, the economy, and labour markets. These changes are often juxtaposed against the backdrop of permanence. This article argues that while these accounts are romanticized and over-simplistic, ‘traditional’ notions of stability and linear progress remain the rhetorical benchmark for work and career. Drawing on narrative interviews with individuals w

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Chen, Changfeng, Zeren Liang, and Shixiang Liu. "The Impact of Perceived Parental Expectations on Career Adaptability: The Moderating Role of Parental Career Support." Journal of Psychological Research 6, no. 1 (January 24, 2024): 9–16. http://dx.doi.org/10.30564/jpr.v6i1.6106.

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Background: Career adaptability is regarded as the core index to measure the adequacy of youth’s “career readiness”, which refers to the psychological resources of individuals to cope with current or expected career tasks, career changes or career difficulties. Methods: In this study, 529 students (246 male students, 46.5%, 283 female students, 53.5%) in the first grade of a senior high school in Beijing were assessed by the perceived Parental Expectation Scale, the Parental Career Support Scale and the Career Adaptability Scale. Results: (1) Parents’ expectations, parents’ career support and

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Angervall, Petra, and Jan Gustafsson. "The Making of Careers in Academia: Split Career Movements in Education Science." European Educational Research Journal 13, no. 6 (January 1, 2014): 601–15. http://dx.doi.org/10.2304/eerj.2014.13.6.601.

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In this article the authors discuss developments in the Europeanisation of higher education policy context of Sweden, and in particular certain changes within the field of education science. Detailed career narratives from 30 interviews have been produced and analysed. These narratives illustrate how research careers in education are formed and conditioned by institutional demands, forms of career capital and the actions of researchers. In the making of careers in academia, the authors point out how some researchers get access to resources that make them competitive and influential, and that t

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Gibbs, Kenneth D., John McGready, and Kimberly Griffin. "Career Development among American Biomedical Postdocs." CBE—Life Sciences Education 14, no. 4 (December 2015): ar44. http://dx.doi.org/10.1187/cbe.15-03-0075.

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Recent biomedical workforce policy efforts have centered on enhancing career preparation for trainees, and increasing diversity in the research workforce. Postdoctoral scientists, or postdocs, are among those most directly impacted by such initiatives, yet their career development remains understudied. This study reports results from a 2012 national survey of 1002 American biomedical postdocs. On average, postdocs reported increased knowledge about career options but lower clarity about their career goals relative to PhD entry. The majority of postdocs were offered structured career developmen

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Pordelan, Nooshin, Ahmad Sadeghi, Mohammad Reza Abedi, and Marjan Kaedi. "How online career counseling changes career development: A life design paradigm." Education and Information Technologies 23, no. 6 (May 12, 2018): 2655–72. http://dx.doi.org/10.1007/s10639-018-9735-1.

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Niles, Spencer G., and Gibbs L. Arthur. "Cultural Changes and Career Changes: The Case of Ebo." Career Development Quarterly 40, no. 1 (September 1991): 20–23. http://dx.doi.org/10.1002/j.2161-0045.1991.tb00308.x.

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Ozkan, G., and U. U. Topsakal. "Identifying Middle School Students’ Perceptions of STEAM Careers." Jurnal Pendidikan Fisika Indonesia 19, no. 1 (June 9, 2023): 1–15. http://dx.doi.org/10.15294/jpfi.v19i1.35912.

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The aim of this study was to identify the students' perceptions of STEAM careers. The effect of the STEAM intervention on students’ perceptions was evaluated using one group pretest - posttest experimental design with career questionnaire. The sampling of the study consists of 37 seventh grade middle school students. In the study, STEAM activities were used in the teaching of the Force and Energy unit. First of all, the students were asked about their career choices and their responses were evaluated quantitatively. There was statistically significant difference between the distributions of ch

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Sox, Harold C. "Career Changes in Medicine: Part II." Annals of Internal Medicine 145, no. 10 (November 21, 2006): 782. http://dx.doi.org/10.7326/0003-4819-145-10-200611210-00012.

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Griffiths, Rod. "Public health changes over my career." Clinical Medicine 9, no. 1 (February 1, 2009): 59–63. http://dx.doi.org/10.7861/clinmedicine.9-1-59.

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Jackson, A. J. "Career Changes in Managed Care Pharmacy." Journal of Managed Care Pharmacy 6, no. 3 (May 2000): 208–15. http://dx.doi.org/10.18553/jmcp.2000.6.3.208.

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Tan, Claire L., and Michael W. Kramer. "Communication and Voluntary Downward Career Changes." Journal of Applied Communication Research 40, no. 1 (February 2012): 87–106. http://dx.doi.org/10.1080/00909882.2011.634429.

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Jeffrey, Karen. "The biggest changes in my career." Dental Nursing 13, no. 6 (June 2, 2017): 304–5. http://dx.doi.org/10.12968/denn.2017.13.6.304.

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Triendl, Robert. "Japanese research center changes career structure." Nature Medicine 6, no. 5 (May 2000): 488. http://dx.doi.org/10.1038/74937.

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Kim, Eun-Sook. "Changes in Career Maturity among Adolescents." Jounral of Educational Therapist 15, no. 3 (December 31, 2023): 381–99. http://dx.doi.org/10.35185/kjet.15.3.381.

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This study changes in career maturity and identified predictive factors from the first year of middle school to the initial year of high school. In the study, DELS 2017 data(N=1,795) was analyzed using a potential growth model. The findings are as hollows: First, career maturity decreased until the second year of middle school, but then increased from the third year of middle school. Second, self-esteem, academic efficacy, school satisfaction, peer relationships, and parent-child relationships emerged as predictors of career maturity. Third, school environment had a simultaneous effect in the

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Kim, Eun-Sook. "Changes in Career Maturity among Adolescents." Jounral of Educational Therapist 15, no. 3 (December 31, 2023): 381–99. http://dx.doi.org/10.35185/kjet.15.3.6.

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This study changes in career maturity and identified predictive factors from the first year of middle school to the initial year of high school. In the study, DELS 2017 data(N=1,795) was analyzed using a potential growth model. The findings are as hollows: First, career maturity decreased until the second year of middle school, but then increased from the third year of middle school. Second, self-esteem, academic efficacy, school satisfaction, peer relationships, and parent-child relationships emerged as predictors of career maturity. Third, school environment had a simultaneous effect in the

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Duester, Emma. "(Up)rooted in mobile careers: Impacts of sustained geographic mobilities across Europe on contemporary visual artists from the Baltic States." Crossings: Journal of Migration & Culture 14, no. 2 (October 1, 2023): 161–75. http://dx.doi.org/10.1386/cjmc_00081_1.

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This article explores the embedded and embodied ‘culture of geographic mobility’ across contemporary visual artists’ careers and its impacts on their feelings towards mobility and home. This article uncovers the under-explored aspects about artists’ lifestyles, for whom geographic cross-border mobilities across Europe are a necessity throughout these artists’ careers. In addition to changes in mobility patterns, pace, motives over their careers, there are also changes in their feelings towards mobilities and home across their careers and as they become older (career and age wise). Mobile caree

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McAlpine, Lynn. "Post-PhD non-academic careers: intentions during and after degree." International Journal for Researcher Development 7, no. 1 (May 9, 2016): 2–14. http://dx.doi.org/10.1108/ijrd-04-2015-0010.

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Purpose Although more than half of the PhD graduates do not take up traditional academic positions, the little we know of how they navigate into the non-academic workforce is somewhat conflicting. This study aims to contribute to our knowledge by examining over time the experiences of post-PhD social scientists who went into non-academic careers. It examines how post-PhD social scientists in non-academic careers characterize their experience of the PhD; how they imagine their post-PhD careers during the degree and how this influenced their doctoral activity; and to what extent their intentions

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Graf, Noreen M., Irmo Marini, Bruce Reed, and Manisha Sharma. "Exemplar Rehabilitation Educators’ Defining Moments and Career Reflections." Rehabilitation Research, Policy, and Education 32, no. 1 (2018): 38–53. http://dx.doi.org/10.1891/2168-6653.32.1.38.

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Objective: To discover senior and retired exemplary rehabilitation educators’ defining career moments and to provide doctoral students and early career rehabilitation educators with insights from widely recognized and successful rehabilitation educators in the field.Method: Twenty-seven xemplary rehabilitation educators answered qualitative questions related to their career choices and accomplishments. Additionally, satisfaction with career and the perception of contributions to the field were quantitatively assessed using Likert-type questions.Findings: Five themes emerged from the qualitativ

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Barnes, Lynne, and Elizabeth F. Bradley. "Lost in translation: Career coaching deaf students." Journal of the National Institute for Career Education and Counselling 30, no. 1 (March 1, 2013): 19–25. http://dx.doi.org/10.20856/jnicec.3004.

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Understanding employability skills creates numerous challenges for deaf students who use British Sign Language. Graduates need to possess an array of employability skills and career coaching is one way in which careers advisers can support students and graduates. This process helps to identity their skills, define their career goals and translate their experiences into a format that employers anticipate. Careers guidance may not assist deaf graduates unless appropriate changes to methodology and approach are implemented. An example of good practice that could serve as a template for use within

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McNulty, Yvonne, and Charles M. Vance. "Dynamic global careers: a new conceptualization of expatriate career paths." Personnel Review 46, no. 2 (March 6, 2017): 205–21. http://dx.doi.org/10.1108/pr-06-2015-0175.

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Purpose Most studies of expatriates have explored global careers as unfolding within assigned or self-initiated expatriation contexts in a predominantly linear fashion. The purpose of this paper is to conceptualize that expatriates’ career progression is facilitated by frequent moves between domains, with an increasing overlap among assigned-expatriate (AE) and self-initiated expatriate (SIE) contexts. Design/methodology/approach Underpinned by findings from extant literature, the authors review and integrate studies of expatriation and careers to conceptualize an AE-SIE career continuum. Find

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