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Journal articles on the topic 'Career factors'
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Kashkooli, Ehsan Nikbakht, and Prof M. R. Gangadhar. "Factors affecting Occupational Congruence and Career Choice." Asian Mirror VII, no. I (March 10, 2020): 1–10. http://dx.doi.org/10.21276/am.2020.7.1.an1.
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Dick, Thomas P., and Sharon F. Rallis. "Factors and Influences on High School Students' Career Choices." Journal for Research in Mathematics Education 22, no. 4 (July 1991): 281–92. http://dx.doi.org/10.5951/jresematheduc.22.4.0281.
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Women continue to be disproportionately underrepresented in science and engineering fields. A model for career choice is proposed that includes both the direct and indirect effects that socializers can play in determining career choices. A sample of 2213 high school seniors from nine schools in Rhode Island were surveyed about their academic and career choices and the perceived influences on those choices. Parents and teachers were perceived to be influences on career choice more often for students (both men and women) choosing careers in engineering and science than for those not choosing such careers. Pay was a more important factor in career choice for men in general, and genuine interest was a more important factor for women not choosing careers in engineering or science. However, these gender differences do not appear among students with extremely strong mathematics and science coursework backgrounds, even though there remains a marked disparity in the proportion of men to women planning careers in engineering or science. Teachers may play a particularly important role in influencing the career choice of some of these women. Equity of access and encouragement in mathematics and science is certainly a necessary, but insufficient, condition for improving the representation of women in science and engineering.
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Fogarty, Gerard J., and Heather McGregor-Bayne. "Factors that Influence Career Decision-Making among Elite Athletes." Australian Journal of Career Development 17, no. 3 (October 2008): 26–38. http://dx.doi.org/10.1177/103841620801700306.
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A common belief about elite athletes is that they invest so much effort into the pursuit of their athletic careers that they fail to develop good career decision-making skills. Recent findings challenge that belief. The present study investigated career decision-making difficulties among 117 elite Australian athletes. Participants completed adapted versions of the Career Decision-Making Difficulties Questionnaire, the Athlete Identity Measurement Scale, the Career Decision-Making Self-efficacy Short Form, and the Work Locus of Control Scale. These elite athletes showed no evidence of career decision-making difficulties. Combinations of this set of variables accounted for 35% of the variance in decision status and 20% of the variance in career decision-making difficulties. Career decision-making self-efficacy was a major contributor in both instances. Internal locus of control was also identified as a desirable characteristic in the context of career decision-making. The implications of these findings are discussed.
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Santos, Gina Gaio. "Career barriers influencing career success." Career Development International 21, no. 1 (February 8, 2016): 60–84. http://dx.doi.org/10.1108/cdi-03-2015-0035.
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Purpose – Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics. Design/methodology/approach – This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese academics of both sexes and in different stages of their academic careers. Findings – The findings pinpoint the existence of multi-level barriers encountered by the academics when trying to succeed in their careers. The interviewees mentioned particularly the organizational-professional career barriers pertaining to three general themes: poor collegiality and workplace relationships; the lack of organizational support and employment precariousness; and the career progression standards and expectations. At the individual life cycle level the interviewees referred to the theme of finding balance; at the same time, the gender structure was also a theme mentioned as an important career barrier in career success, particularly by the women interviewed. Research limitations/implications – One of the limitations of this research is related to the impossibility of generalizability of its findings for the general population. Nevertheless, the researcher provides enough detail that grants the reader with the ability to judge of its similarity to other research contexts. Practical implications – This research highlights the role played by distinct career barriers for a specific professional group: academics. This has implications for higher education policy-makers and for human resources managers in higher education institutions. Originality/value – The current study extends the literature on career success by offering detailed anecdotal evidence on how negative work experiences might hinder career success. This research shows that to understand career barriers to success it is useful to consider multi-level factors: organizational-level factors (e.g. poor collegiality and workplace relationships); individual-level factors (e.g. life-cycle factors such as age/career stage); and structural-level factors (e.g. gender).
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Arora, Ridhi, and Santosh Rangnekar. "Linking the Big Five personality factors and career commitment dimensions." Journal of Management Development 35, no. 9 (October 10, 2016): 1134–48. http://dx.doi.org/10.1108/jmd-10-2015-0142.
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Purpose The purpose of this paper is to investigate the relationship of the Big Five personality factors (extraversion, conscientiousness, agreeableness, emotional stability, and intellect/openness to experience) with career commitment measured in terms of three factors as career identity, career resilience, and career planning. Design/methodology/approach The study included 363 managers from public and private sector organizations in North India. Findings The authors found that in the Indian context, openness to experience/intellect is the Big Five personality dimension that acts as the significant predictor of all the three dimensions of career commitment (career identity, career resilience, and career planning). Further, conscientiousness was found as the significant predictor of only career identity, which indicated Indian managers who are focused identify well with their career line. In addition, the Big Five personality dimension of agreeableness was found to have a positive significant influence on career planning. From this, the authors inferred that tendency to get along well with others helps Indian managers in enhancing their career planning. Originality/value The study contributes to the existing literature on personality and careers in the South-Asian context.
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Valickas, Andrius, and Rasa Pilkauskaite Valickiene. "Relationship among individual level factors in career development system of civil service." Global Journal of Guidance and Counseling in Schools: Current Perspectives 7, no. 1 (December 30, 2017): 01–06. http://dx.doi.org/10.18844/gjgc.v7i1.2941.
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Career development is the inseparable part of the system of human resource management of any social organisation. The basic idea underlying the contemporary model of career development is that dynamically changing organisations and dynamically developed careers of the employees mus t be considered to be the phenomena complementing each other. The aim of this research was to carry out empirical analysis of individual level career development factors in the civil service of Lithuania and to determine their level of expression and the mechanisms of their interaction. The data indicate that career satisfaction has a stronger influence than job satisfaction on such career development results as work engagement,commitment to work in the civil service and subjective well-being.Keywords: Career, career development, career satisfaction, job satisfaction, civil service.
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Vaino, Toomas, Katrin Vaino, Miia Rannikmäe, and Jack Holbrook. "FACTORS EXPLAINING GYMNASIUM STUDENTS’ TECHNOLOGY RELATED CAREER ORIENTATIONS." Journal of Baltic Science Education 14, no. 6 (December 25, 2015): 706–22. http://dx.doi.org/10.33225/jbse/15.14.706.
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In the current study, gymnasium students’ technology-related career orientations were studied from a Social Cognitive Career Theory perspective. In order to address students’ lack of interest in technology related careers as recognised worldwide, the design-based science learning (DBSL) approach was used. For the purposes of the current study, five learning modules were adapted by the research team from those developed within a European project and taught by science teachers (N=18). At the beginning of the study, 10th-11th grade students (N=314) completed a questionnaire consisting of measures of career goals, interests, self-efficacy, outcome expectations and contextual supports in relation to technology. After teaching 2-3 modules, students’ technology-related career goals were again determined using a reduced version of the same questionnaire. Based on the outcomes, it was found that at the beginning of the study, boys’ future career goals were significantly more connected with technology than those for girls. In addition, boys had a stronger background related to technology. As a result of the intervention, students’ technology-related career goals became significantly stronger for both boys, as well as for girls, but the change was more pronounced for girls. Key words: design-based science learning, gymnasium students, Social Cognitive Career Theory, technology-related career interests.
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Holms, Valerie L., and Lillian M. Esses. "Factors Influencing Canadian High School Girls' Career Motivation." Psychology of Women Quarterly 12, no. 3 (November 1988): 313–28. http://dx.doi.org/10.1111/j.1471-6402.1988.tb00946.x.
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The need to prepare adolescent girls for the reality of labor market participation prompted this study investigating the factors influencing female career motivation. Questionnaires were completed by 317 female students from grades 8, 10, and 12. Four criterion variables were used to assess overall career motivation: career commitment, occupational aspirations, educational aspirations, and vocational certainty. The relationship between the criterion measures and a set of predictor variables (socioeconomic status, school marks, grade level, masculine/feminine trait dimensions, attitudes toward women, and marriage/family commitment) was explored. A canonical correlation analysis, used to test the relationship between the predictor and criterion variables, revealed two significant sets of relationships. First, girls who obtained higher marks in school, identified with either masculine or androgynous trait dispositions, had more liberal attitudes toward women, and were from higher socioeconomic backgrounds aspired to higher levels of education, were more highly committed to a career, and aspired to more highly prestigious occupations. The second relationship showed that older girls from a lower socioeconomic background with high commitment to marriage and a family have high career commitment and certainty about their careers, yet lower educational and occupational aspirations. The study highlights the importance of (a) examining career and family commitment independently, (b) studying the impact of psychological variables on career motivation, and (c) combining a number of factors to represent career motivation.
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Borg, Rosanne. "Factors Determining Career Choice." European Education 28, no. 2 (July 1996): 6–20. http://dx.doi.org/10.2753/eue1056-493428026.
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Kanchier, Carole, and Wally R. Unruh. "Factors influencing career change." International Journal for the Advancement of Counselling 12, no. 4 (November 1989): 309–21. http://dx.doi.org/10.1007/bf00123259.
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Sharif, Nimra. "Factors Influencing Career Choices." IBT Journal of Business Studies 15, no. 1 (2019): 33–45. http://dx.doi.org/10.46745/ilma.jbs.2019.15.01.03.
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Almost every individual is to face the challenge of the occupational choice problem at one or another time. However, students are particularly to encounter such problem while the selection of study programmes. It is widely believed, particularly by students, that selection of study programmes is the major factor, which leads the students to struggle for their desired future career. This study attempted to explore the roles of mothers, fathers, tutors, future income, future status, and societal difference by labelling all of such factors as “Influencers” on the career choice of young students. From this perspective, cross-sectional data based on primary data collection was gathered from different university students based in Karachi via a developed questionnaire and through nonprobabilistic convenience sampling. The gathered data was, subsequently, analyzed through one sample t-test and one way repeated Measure ANOVA by employing SPSS statistical package. The result of the study highlighted the relative importance of various career choice influences & that averages of variables of influence are statistically different F (4.215, 699.727)= 27.405, p<o.o5. These results could be used to make the student opt the right career path and excel in the desired domain.
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Khatri, Salman, and Usman Waraich. "Factors Affecting Career Preference of Undergraduate Students." Journal of Entrepreneurship, Management, and Innovation 1, no. 1 (July 15, 2019): 14–36. http://dx.doi.org/10.52633/jemi.v1i1.40.
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The objective of this research is to identify the preference factors of undergraduate students in their career decisions. The method used in this research is mixed i.e., quantitative and qualitative. The data was collected through online surveys from the Institute of Business Management Karachi. This research gives the explanation about the career preferences that students make during their studies. This research gives an explanation of how individuals are handling their work-life, how they have selected their careers and what challenges they face overall in their career life. In addition, the paper attempts to extract a detailed view of job vs business. The results demonstrated that more than half of the students have not gone through mentoring in early stage which causes issues in the future for them. Moreover, the experiential part of the study tries to provide awareness to our government and the parents so that this mistake would not be repeated and students should be allowed to excel in their own choice. On the other hand, this report guides us about the path of doing things right and making the world do things in the right way as there are some major concerns to be highlighted at that time otherwise it has no importance afterwards like student needs proper time and attention of their parents and guardians at the time of choosing careers, once its locked it has no way back.
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Jans, N. A. "Organizational commitment, career factors and career/life stage." Journal of Organizational Behavior 10, no. 3 (July 1989): 247–66. http://dx.doi.org/10.1002/job.4030100305.
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Karabanova, Olga A., Elena I. Zakharova, and Julia А. Starostina. "Personal factors of building a professional career during the period of entering adulthood." National Psychological Journal 40, no. 4 (2020): 113–24. http://dx.doi.org/10.11621/npj.2020.0409.
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Background. Planning a professional career as an important step of professional self-determination at the stage of entering adulthood can be considered as the projection of a life path by a person in the conditions of the transitivity of modern society. Objective: to identify the personal factors of building a professional career by students during the period of entering adulthood. Tasks: 1) identifying the types of building a professional career; 2) identifying the features of motivation for professional development depending on the type of professional career; 3) analysis of the relationship between the type of professional career and the status of professional identity; 4) study of the relationship between the time perspective and the type of professional career; 5) study of the connection between life-meaning orientations as an indicator of the meaningfulness of life and the type of professional career. Design. The sample of the study consisted of 167 students enrolled in universities in Moscow and Penza, aged 17 to 22. We used the author’s methodology of the questionnaire “Life plans — family and professional careers” (FPC); the questionnaire of the time perspective by F. Zimbardo; D. Marcia method of determining the status of identity in the profession (modified by V.R. Orestova and O.A. Karabanova); methodology of life-meaning orientations (D.A. Leontiev). Results. The following 4 types of professional careers that are different in the nature of their motivation have been identified: “the conscious construction of a professional career in the unity with the individual’s life plans”; “focus on a professional career”; “uncertainty of a professional career” and “uncertainty of professional choice”. It is shown that the type of professional career is associated with the status of a person’s professional identity. The status of the achieved identity is consistent with the conscious construction of a professional career; the status of a pre-decision is consistent with a focus on a professional career; a moratorium is consistent with uncertainty in professional choice. It was found that high indicators of the meaningfulness of life are characteristic of the conscious building of a professional career and a focus on a career. The time perspective of the respondents who belong to the type of conscious construction of a professional career is distinguished by a more positive perception of the past and an aspiration to the future. Conclusions. The relationship between the type of professional career and the status of identity is that the status of achieved identity corresponds to a mature type of professional career; pre-decision corresponds to the focus on a professional career, and a moratorium corresponds to uncertainty in professional choice. The type of professional career as a project of a life path determines the way a person reflects on the meaningfulness of life.
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Legg, Kylie, Darryl Cochrane, Erica Gee, and Chris Rogers. "Jockey Career Length and Risk Factors for Loss from Thoroughbred Race Riding." Sustainability 12, no. 18 (September 10, 2020): 7443. http://dx.doi.org/10.3390/su12187443.
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Professional thoroughbred racing jockeys repeatedly work close to physiological capacity during races, whilst maintaining low body weights, on a daily basis with no off-season. The effects of this on their career length is unknown. The aim of this study was to examine the career lengths and reasons for loss from the industry of 674 jockeys and apprentices who rode over 14 racing seasons and 421,596 race day starts in New Zealand. Descriptors were compared between jockeys in short (1–2 years), middle (3–9 years) and long (>10 years) career cohorts with descriptive statistics and Kaplan–Meier survival curves. The median career length for jockeys was 2 years (IQR 1–6). Long career cohort jockeys (11%) had lower carried weights (IQR 56–57 kg, p = 0.03), 40 times the median number of rides per season (248, IQR 61–434, p < 0.001), half the rate per 1000 rides of falling (1.1, 95% CI 1.0–1.2, p = 0.009) and 1.3 times the rate of winning (100, 95% CI 99–101, p < 0.01) than jockeys in the short career cohort. Jockeys who rode over 200 races per season had careers three times longer than jockeys with fewer races per season (p < 0.001). Half of the 40% of jockeys who failed to complete their apprenticeship were lost from the industry in their first year of race riding. In conclusion, most jockeys had short careers where the workload of a jockey and their ability to obtain rides had greater impact on career longevity than their performance.
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Jung, Yuhee, and Norihiko Takeuchi. "A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support." Human Relations 71, no. 1 (September 8, 2017): 73–102. http://dx.doi.org/10.1177/0018726717715075.
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The contemporary career literature or ‘new career’ theory emphasizes the importance of individual agentic career management processes in which individuals manage their careers to achieve career satisfaction by flexibly adjusting to the dynamic environment. There is limited research, however, on how individuals strategize their careers as they age, by utilizing or balancing organizational career management factors, including developmental human resource (HR) practices and organizational support. This study, therefore, documents how age, career self-management and organizational career management factors interactively influence career satisfaction, integrating conservation of resources (COR) and socioemotional selectivity (SES) theories. Using time-lagged data collected from 364 Japanese employees, the results supported the predicted three-way interaction effects. For young employees, the positive relationship between career self-management and satisfaction was stronger when developmental HR practices and organizational support were high, and thus a synergistic effect was salient. For middle-aged employees, the positive relationship was stronger when these factors were low, and thus a compensatory effect was manifested. Interestingly, middle-aged employees who perceived a lack of developmental practices or support showed marked improvements in career satisfaction by engaging in career self-management behaviors. We discuss the changing nature of career management strategies across an individual’s lifespan from both vocational and managerial viewpoints.
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Mainiero, Lisa A. "Early Career Factors That Differentiate Technical Management Careers From Technical Professional Careers." Journal of Management 12, no. 4 (December 1986): 561–75. http://dx.doi.org/10.1177/014920638601200410.
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Wiener-Ogilvie, Sharon, Drummond Begg, and Guy Dixon. "Foundation doctors career choice and factors influencing career choice." Education for Primary Care 26, no. 6 (November 2, 2015): 395–403. http://dx.doi.org/10.1080/14739879.2015.1101869.
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Afdal, Afdal, M. Suya, Syamsu Syamsu, and Uman Uman. "Bimbingan Karir Kolaboratif dalam Pemantapan Perencanaan Karir Siswa SMA." Jurnal Konseling dan Pendidikan 2, no. 3 (November 30, 2014): 1. http://dx.doi.org/10.29210/110000.
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Individual career development along the life span is integrated in each role, setting, events in life and is influenced by many factors. One of the factors that affect the development of the individual's career is a family environment. At issue now is the development of a career is not a major concern for parents. Parents consider issues relating to the development of careers is the responsibility of the teacher at the school, particularly teachers of guidance and counseling. The problem becomes when the teacher/counselor who understands the BK and understand deeply about children and career progression does not perform activities of collaboration/cooperation with parents to jointly realize the optimal child development careers so it is able to take decisions appropriately and independently with regard to education and career in the future. This paper discusses the basic concept of collaborative career guidance, career guidance principles and collaborative implementation of collaborative career guidance to establish career planning high school students.
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Agyekum, Kofi, Ernest Kissi, James Cofie Danku, Godslove Ampratwum, and Gideon Selorm Amegatsey. "Factors driving the career progression of construction project managers." Journal of Engineering, Design and Technology 18, no. 6 (March 20, 2020): 1773–91. http://dx.doi.org/10.1108/jedt-09-2019-0242.
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Purpose This paper aims to examine the factors that drive the career progression of construction project managers (CPM) in the Ghanaian construction industry. Design/methodology/approach Based on the quantitative approach, the views of 80 CPMs working with D1 building construction firms were elicited using a structured questionnaire. Data was analysed using one-sample t-test, which was used to examine the relative significance of the variables. The mean scores, standard deviations and significance values (p-values) of each variable were used to examine the outcome of the survey. Findings The findings suggest that “existence of organizational support systems”, “ability to create identity”, “having an influential mentor and coach”, “accepting complicated and high visibility assignments” and “ability to gain managerial or leadership experience” are the key factors that drive the career progression of CPMs in Ghana. Research limitations/implications Findings from this study is limited to CPMs, specifically within the Ghanaian construction industry. This implies that with the fragmented nature of the construction industry, adopting these findings in construction settings within other countries may not yield the desired results, especially, if those countries do not share similar characteristics and context with Ghana. Practical implications Practically, this study highlights for the benefits of project managers (PM) (especially those in the construction industry) the key factors that drive their career progressions. Identification of these drivers offers the professionals with those factors to be prioritized when seeking to progress their careers in the construction industry. Originality/value Empirical research on the factors that drive the career progression of CPMs has not been fully examined in previous studies, though such studies in other sectors aside construction are prevalent. Hence, the identification of the drivers for career progression of construction PMs advances literature in the area and offers the professionals with those factors to be prioritized when seeking to progress their careers.
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KARACAN OZDEMIR, Nurten, and Oya YERIN GUNERI. "The Factors Contribute to Career Adaptability of High‐School Students." Eurasian Journal of Educational Research 17, no. 67 (January 22, 2017): 183–98. http://dx.doi.org/10.14689/ejer.2017.67.11.
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Chetta, Matthew D., Kristoffer B. Sugg, Rafael J. Diaz-Garcia, and Steven J. Kasten. "Factors Influencing American Plastic Surgery Residents Toward an Academic Career." Plastic Surgery 26, no. 1 (January 9, 2018): 33–39. http://dx.doi.org/10.1177/2292550317750146.
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Background: Plastic surgery residency program directors have an interest in recruiting applicants who show an interest in an academic practice. Medical school achievements (ie, United States Medical Licensing Examination® scores, publications, and Alpha Omega Alpha status) are metrics assessed to grade applicants but may not correlate with ultimately choosing an academic career. Objective: This study was designed to investigate factors influencing residents’ choices for or against academic careers. Methods: A 25-item online questionnaire was designed to measure baseline interest in academic plastic surgery and factors that influence decisions to continue on or abandon that career path. This questionnaire was disseminated to the integrated/combined plastic surgery residents during the 2013 to 2014 academic year. Results: One hundred twenty-five respondents indicated that they were currently interested in pursuing academic practice (n = 78) or had lost interest in academic practice (n = 47). Among all respondents, 92.8% (n = 116) stated they were interested in academic careers at the time of residency application, but one-third (n = 41) subsequently lost interest. Those residents who retained interest in academic careers indicated resident/medical student educational opportunities (57%) and complexity of patients (52%) as reasons. Those who lost interest cited a lack of autonomy (43%), publishing requirements (32%), and income discrepancy (26%) as reasons. Discussion: Many residents report losing interest in academics during residency. Traditional metrics valued in the recruitment process may not serve as positive predictors of an academic career path. Conclusion: Reasons why residents lose interest are not easily correctable, but mentorship, adequate career counseling, and research opportunities during training remain factors that can be addressed across all residency programs.
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Yao, Christian, Kaye Thorn, and Noeleen Doherty. "Boundarylessness as a dynamic construct: the case of Chinese early career expatriates." Career Development International 19, no. 6 (October 7, 2014): 683–99. http://dx.doi.org/10.1108/cdi-11-2013-0142.
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Purpose – The purpose of this paper is to explore the dynamic nature of boundaryless careers of Chinese early career corporate expatriates. It also investigates the demographic and contextual factors influencing individual perceived career mobility. Design/methodology/approach – Qualitative, semi-structured interviews with 31 Chinese corporate expatriates were conducted and a template analysis approach was used to analyze the data. Findings – Results suggest that Chinese early career corporate expatriates’ perceptions of boundaries as facilitating or limiting career mobility change over time. Changing boundary properties are found to be linked to the salience of Chinese cultural values, demographics and career/life stages. Based on expatriates’ narratives, this study highlights how these demographic and contextual factors shape domains of career boundarylessness. Originality/value – Using an under-researched sample of Chinese corporate expatriates, this paper contributes to the conceptualization of boundaryless careers identifying the changing nature of the boundaries that facilitate or restrict mobility over time. The study calls for the use of combined, multi-dimensional approaches incorporating individual agency, organizational and cultural factors to understand individual career development.
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Mat Taib, Humaira, Abdul Rahman Abdul Rahim, Zaki Aman, and Ramle Moslim. "FACTORS INFLUENCING STUDENTS’ ATTITUDES TO CHOOSE AGRICULTURE AS A PROSPECTIVE CAREER: THE MODERATING ROLE OF CAREER PROSPECT." International Journal of Modern Trends in Social Sciences 2, no. 10 (December 12, 2019): 13–21. http://dx.doi.org/10.35631/ijmtss.210002.
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This research explores the roles of social status and parental influence on student's attitudes to choose careers in agriculture with the moderating role of career prospects among Malaysian students. The survey method was adopted to collect the data from 183 students who enrolled in agricultural related courses. Data of five major sections such as demographic profiles, attitude, social status, parental influence and career prospect were collected by questionnaire. The PLS-SEM technique was used to analyze the data using Smart PLS 3.0. The average age of the respondent is 21 years old with females 66.1% and male 33.9%. The majority are Malay (89.6%), followed by Chinese (6.6%) and Indian (3.8%). This study suggested that social status has significant influenced the student attitude towards careers in agricultural sectors, but not parental status. Furthermore, career prospects moderated the positive relationship between social status and student's attitudes towards an agricultural career. Implications of the findings and suggestions for future research are also discussed.
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Sprunt, Eve, and Susan Howes. "Factors Impacting Dual-Career Couples." Way Ahead 08, no. 02 (June 1, 2012): 6–9. http://dx.doi.org/10.2118/151971-twa.
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Incorvaia, Angelo N., Chad D. Ringley, and Dennis A. Boysen. "Factors Influencing Surgical Career Decisions." Current Surgery 62, no. 4 (July 2005): 429–35. http://dx.doi.org/10.1016/j.cursur.2005.02.002.
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Wang, Jingying, Mingyue Yang, Beibei Lv, Feixiong Zhang, Yonghe Zheng, and Yihong Sun. "INFLUENCING FACTORS OF 10th GRADE STUDENTS’ SCIENCE CAREER EXPECTATIONS: A STRUCTURAL EQUATION MODEL." Journal of Baltic Science Education 19, no. 4 (August 10, 2020): 675–86. http://dx.doi.org/10.33225/jbse/20.19.675.
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Science career expectations can be affected by personal science beliefs and social supports. Framed in Expectancy-Value Models, this research studied the influence of science beliefs (science interest belief, self-efficacy belief and value belief) and social supports (parents and teachers) on students’ science career expectations by the survey of 798 10th grade students. Based on Structural Equation Model, it was found that: 1) science interest belief, self-efficacy belief, value belief and parents’ support can directly predict students' expectations of science careers; 2) the effect of student’s perception from parents and teachers support on science choice preferences and career engagement are mediated through the effects on students’ interest, self-efficacy and value in science. Therefore, teachers and parents should enhance students’ science beliefs and identity for the improvement of their science career expectations. Keywords: influencing factors, science career expectations, Structural Equation Model, 10th grade students.
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Tyler-Wood, Tandra, Karen Johnson, and Deborah Cockerham. "Factors Influencing Student STEM Career Choices: Gender Differences." Journal of Research in STEM Education 4, no. 2 (December 1, 2018): 179–92. http://dx.doi.org/10.51355/jstem.2018.44.
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This study examined factors that influence middle school students’ dispositions towards science, technology, engineering, and math (STEM) careers. Interest and ability in STEM subject areas were compared by gender, based on 182 middle school students’ responses to four different test instruments. While findings from t-tests indicated significant differences between males and females on mathematics interest scores, no significant differences were found in science, technology, engineering, or STEM career interest. Stepwise multiple regression showed that STEM variables explained 47% of the variance in boys pursuing a STEM career and 36% of the variance in girls. The findings of this study underscore the challenges that still exist in achieving equal gender representation in the STEM workforce, and suggest that adopting a constructivist learning approach may provide a foundation for girls to develop a more positive approach toward science, boost STEM awareness and interest, and increase STEM success.
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Elley-Brown, Margie J., Judith K. Pringle, and Candice Harris. "Women opting in?: New perspectives on the Kaleidoscope Career Model." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 172–80. http://dx.doi.org/10.1177/1038416217705703.
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This paper reports on findings of an interpretive study, which used the Kaleidoscope Career Model as lens through which to view the careers of professional women in education. The study used hermeneutic phenomenology, a methodology novel in management and career management to gain a subjective perspective on women’s career experience and what career means to them at different career stages. Findings indicated that women did not “opt-out,” or adopt a clear-cut gender beta career pattern. Rather, they mirrored an alpha pattern with challenge continuing into mid-career. The three Kaleidoscope Career Model parameters operated in an ongoing way in women’s lives, and authenticity was a powerful theme throughout their careers. However, women in late career tended to “lean back”; their desire for authenticity became subjugated by their need for balance. These findings add to extant Kaleidoscope Career Model research and reveal factors, which contribute to women’s ability to “opt-in” rather than out of their careers.
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Tang, Mei, Wei Pan, and Mark D. Newmeyer. "Factors Influencing High School Students’ Career Aspirations." Professional School Counseling 11, no. 5 (June 2008): 2156759X0801100. http://dx.doi.org/10.1177/2156759x0801100502.
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This article explores the factors influencing high school students’ career aspirations with a study analyzing 141 high school students. The Social Cognitive Career Development Model was utilized to examine the interactive relationships among learning experiences, career self-efficacy, outcome expectations, career interests, and career choices. The results of a structural equation modeling analysis supported the mediating role of career self-efficacy in the career decision-making process, but the specific paths among the predicting variables to career aspirations were found to be different for female and male high school students. Implications for school counselors to provide more effective career intervention programs are discussed.
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Seo, Gaeun, and HeyJin T Yeo. "In Pursuit of Careers in the Professoriate or Beyond the Professoriate: What Matters to Doctoral Students When Making a Career Choice?" International Journal of Doctoral Studies 15 (2020): 615–35. http://dx.doi.org/10.28945/4652.
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Aim/Purpose: This qualitative study was conducted to illuminate the under-researched aspect of doctoral students’ career decision-making by examining their internal cognitive processes based on the Cognitive Information Processing (CIP) theory. Specifically, this study compared doctoral students’ career decision-making from two career groups, those pursuing the professoriate versus those pursuing careers beyond the professoriate. Background: Due to PhD workforce supply-demand imbalances in academic job markets and to a growing interest in careers outside academia around the world, an increasing number of doctoral recipients have pursued careers beyond the professoriate, which are considered non-traditional career paths in doctoral education. While a growing number of studies have investigated these changing trends, it remains limited to fully capture more introspective domains of the career choice processes. Given that the career decision-making experience is highly individualized, it is critical to explore doctorate students’ own narratives about career decision-making. Methodology: Individual structured interviews were conducted with 30 doctoral students from a public research-oriented university in the United States. Employing Directed Content Analysis, two researchers developed the initial coding categories based on the guiding theory, CIP theory, and deductively analyzed the data to identify emerging major themes. Contribution: Findings from the study highlight the core factors that influence doctoral students’ career choices across fields, which allows developing centralized career resources and support systems at the institutional level. Specifically, findings pointed to different approaches for doctoral students to (re-)assess their career choice while providing implications for institutions, academic departments, and individual stakeholders such as faculty advisor and doctoral students, to develop systematic career support in this changing academic job market. Findings: Data analysis uncovered three core factors impacting doctoral students’ career decision making, which are (1) roles of the first-hand experience in career confirmation/shift; (2) dissimilar career readiness status by group; and (3) impact of personal career values. Recommendations for Practitioners: Both institutions and academic departments could reassess the culture and value of career development and refine co-curricular activities to offer adequate professional development opportunities in doctoral training to develop career support systems aligned with students’ diversified career needs and interests. As time and first-hand experiences are identified as critical factors facilitating their career progress, doctoral students may want to proactively seek diverse opportunities to gain first-hand experience in and outside campus. Recommendation for Researchers: Researchers could continue similar research in other universities and countries where similar concerns exist. These studies would help fully clarify common influential factors on career choices of doctoral students across fields. Impact on Society: Considering the realities of doctoral students’ diversified career interests and career outcomes, institutes of higher education should make intentional efforts to broaden the definition of “successful” PhD career outcomes, which ultimately helps break the prevailing myth that doctoral students or recipients who pursue careers beyond the professoriate, called nontraditional or alternative career paths, are considered as failures or incompetent. Future Research: Future research should consider examining diverse doctoral student populations such as early-stage doctoral students to discover additional factors influencing their career decision-making. The authors also recommend cross-cultural studies in other countries where similar career concerns exist, such as the U.K. and the Netherlands, to develop a more comprehensive understanding of how doctoral students’ career decisions are made.
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Oliveira, Lucília Cardoso, Miguel Pereira Lopes, and Sónia Gonçalves. "Career profiles: Career entrenchment or adaptation to change?" Análise Psicológica 38, no. 2 (December 23, 2020): 211–27. http://dx.doi.org/10.14417/ap.1765.
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The rapid development of societies and the transformation of labour markets and organizationsrequires more dynamic careers nowadays. Thus, based on the career profiles described by Carson,Carson, Phillips and Roe (1996) and the association of career entrenchment and career satisfaction,we identified in this study, which career profiles currently exist. The cross-reference of data, withorganizational commitment, career commitment and turnover intention, allowed to characterize eachprofile and the factors that weigh on the decision to stay or change career, keeping or not a positiveattitude. We perform a cluster analysis using the K-means method, in a sample of 386 subjects. Theresults came across a new career profile, called transactional career, which might reflect that careersare currently more active and less stable. In the end, the results and the theoretical and practicalimplications are being discussed.
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Giraud, Laurent, Alain Bernard, and Laura Trinchera. "Early career values and individual factors of objective career success." Career Development International 24, no. 4 (August 12, 2019): 350–82. http://dx.doi.org/10.1108/cdi-06-2017-0093.
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Purpose The purpose of this paper is to investigate the early career values and individual factors of objective career success among graduates from a top-tier French business school. Design/methodology/approach The authors conducted a quantitative analysis of 629 graduates classified in three job markets according to income: the traditional business market, the alternative market and the high-potential business market. The graduation dates span a period of 12 years before the 2008 Recession. Findings The findings suggest that membership of each job market is associated with distinct early career values (when choosing/leaving the first job). Moreover, the authors confirm that the presence of a mentor, international experience, job-hopping and gender, all affect objective career success. Practical implications The paper discusses implications for business career development and higher business education. Originality/value The originality of this study lies in the identification of the individual factors of objective career success among French business graduates and the links between objective career success and early career values.
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Hitka, Miloš, Lenka Ližbetinová, Jarmila Schmidtová, Žaneta Balážová, Silvia Lorincová, Peter Štarchoň, Alžbeta Kucharčíková, and Mariana Sedliačiková. "How to manage careers in Slovak small and medium-sized wood-processing enterprises." BioResources 13, no. 3 (July 2, 2018): 6300–6320. http://dx.doi.org/10.15376/biores.13.3.6300-6320.
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Current approaches to human resource management are focused on the sustainable development of small and medium-sized enterprises (SMEs). Career strategies of employees are its integral part. The aim of this paper is to determine the changes in professional priorities of employees in small and medium-sized wood-processing enterprises in the area of motivation relating to career aspiration throughout the course of life. The research outcomes show significant correlation between age, gender, and motivation factors relating to career aspiration. Slovak women working in SMEs prefer motivation factors relating to finances, mutual relationships, work, and career aspiration. Motivation factors selected by men are almost the same. In terms of age, motivation factors relating to career aspiration are preferred mainly by women aged 30 to 40 years old. Mentioned factors become less important for respondents of older age groups. Men working in SMEs prefer the motivation factors relating to career aspiration at the age of 30 and subsequently they become less important as well. Following the outcomes of this research, managers of SMEs should motivate career-oriented employees especially according to their needs. In the long-term perspectives, managers can encourage employees to stay focused on their careers.
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De Magalhaes, J. Roberto A., and Harold Wilde. "An Exploratory Study of the Career Drivers of Accounting Students." Journal of Business & Economics Research (JBER) 13, no. 4 (October 5, 2015): 155. http://dx.doi.org/10.19030/jber.v13i4.9448.
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<p>The purpose of this study was to assess the relative importance of nine career drivers of undergraduate accounting students. Career drivers are motivational factors that influence students’ choices of careers. Faculty, academic advisors, and employment recruiters, among others, can benefit from knowing what accounting students consider to be important career factors. The three most important career drivers are expertise, security, and search for meaning. We also attempted to assess if there are significant differences in the career drivers of male and female students. Our results indicated that there are statistically significant differences between male and female respondents in the career drivers of expertise, security, and search for meaning.</p>
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Al-Nuaimi, Yusur, Gus McGrouther, and Ardeshir Bayat. "Modernising medical careers and factors influencing career choices of medical students." British Journal of Hospital Medicine 69, no. 3 (March 2008): 163–66. http://dx.doi.org/10.12968/hmed.2008.69.3.28754.
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Desrochers, Marcie, Deborah Naybor, and Daniel Kelting. "Perceived Impact of COVID-19 and Other Factors on STEM Students’ Career Development." Journal of Research in STEM Education 6, no. 2 (December 31, 2020): 138–57. http://dx.doi.org/10.51355/jstem.2020.91.
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In early 2020, colleges shifted abruptly from traditional in-person to remote distant instruction due to COVID-19 potentially exacerbating science, technology, engineering, and mathematics (STEM) students’ recruitment and retention. This preliminary study using survey methodology was conducted with STEM students at a small (700 students) private college to examine questions related to students’ perceptions of natural science careers, career decision-making factors, barriers influencing students’ career path, including effects of COVID-19 on career goals, mental health, and perceived quality of instruction. A Qualtrics® survey was sent to 180 STEM students, from which we received 53 responses (29.4% response rate). Consistent with other studies, family was one of the most important factors supporting their career path. Students had a relatively upbeat career outlook despite being in the middle of a global pandemic and were only moderately worried about the impact of COVID-19 on their future career. Despite these relatively positive outcomes, the abrupt switch to online instruction was viewed unfavorably by most respondents, who valued the hands-on learning experiences obtained with traditional in-person instruction. It is possible that respondents’ views of online instruction may improve over time as instructors become more adept at using new instructional tools. Future research should evaluate this aspect and whether students’ career goals change across time as the pandemic unfolds.
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MOHAN, Dr G. MADAN. "A Study on Factors Inducing Disabled to Choose Entrepreneurship as Career." Indian Journal of Applied Research 4, no. 4 (October 1, 2011): 110–13. http://dx.doi.org/10.15373/2249555x/apr2014/217.
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Park, Jeong-Mi, and Song-Yi Han. "Career obstacle factors and career identity according to career choice type among paramedic students." Korean Journal of Emergency Medical Services 20, no. 3 (December 31, 2016): 95–105. http://dx.doi.org/10.14408/kjems.2016.20.3.095.
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Okay-Somerville, Belgin, and Dora Scholarios. "Coping with career boundaries and boundary-crossing in the graduate labour market." Career Development International 19, no. 6 (October 7, 2014): 668–82. http://dx.doi.org/10.1108/cdi-12-2013-0144.
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Purpose – The purpose of this paper is to explore the nature and role of career boundaries for enabling/constraining career self-management (CSM) for occupational boundary-crossing in the UK graduate labour market (GLM). Design/methodology/approach – The data are provided by career history interviews with 36 UK graduates. The analysis contrasts transitions for those who started careers in low-, intermediate-, and high-skilled segments of the labour market. Findings – Availability of development and progression opportunities were the most prominent career boundary experienced. Ease of boundary-crossing differed by career stage and educational background. Boundaries enabled CSM by acting as psychological/external push factors, but push factors only aided progression to high-skilled segments for a third of graduates who started careers in underemployment. For the rest, an adaptation of expectations to labour market realities was observed. Research limitations/implications – Although career history interviews limit generalisability, they contextualise boundaries and deepen understanding of career actors’ subjective experiences and responses. Practical implications – The study highlights the role of labour market and demand-side constraints for career transitions as well as proactive career behaviours. This has implications for career counsellors, employers, and individuals. Originality/value – This paper provides a distinctive “boundary-focused” analysis of emerging career boundaries in the GLM. The findings point to the intricate interplay between structure and agency for career development.
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Rasul, Mohamad Sattar, Ahmad Rosli Mohd Nor, Salleh Amat, and Rose Amnah Abdul Rauf. "Exploring Critical Factors of Self Concept among High Income Community College Graduates." International Education Studies 8, no. 12 (November 25, 2015): 43. http://dx.doi.org/10.5539/ies.v8n12p43.
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<p class="apa">This study was undertaken to explore the critical factors influencing the self-concept of community college graduates in the development of their careers. Individuals with a positive self-concept are often associated with a good career choices and a well-panned career development path. Hence community college students should be girded with a positive self-concept to ensure success in their future careers. This qualitative research using multiple case study methods involved 15 community college graduates who have been relatively successful in their respective careers and were able to generate high incomes. Further data obtained were analysed using NVivo 8.0 to determine the relevant themes that emerged. The study observed the presence of five critical internal factors influencing self-concept: congruence, boldness in facing a challenge, vision, skills and experience.</p>
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Stanišauskienė, Vilija, and Gintarė Edintaitė. "THE FACTORS OF SOCIAL PEDAGOGUE’S CAREER TRAJECTORIES." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 3 (May 21, 2019): 414. http://dx.doi.org/10.17770/sie2019vol3.3921.
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Career is one of the most important sources of personality self-awareness, self-esteem, self-expression, social status and life income. Human satisfaction with their career affects all areas of life. The balance of human life depends on career, which consists of the most important areas of human life: love, finances, social activity, leisure, physical environment, personal and spiritual development and health (Clawson, 2010). Career is the attitude and human behaviour related with work experience throughout life. Career trajectory is perceived like professional life and work experience of personality projection in his/her biography. It highlights the human career stages, values and career satisfaction dynamics. Human career trajectory is determined by internal (education, qualification, aims, expectations, personal attitudes and values) and external (social, economic, political) factors. There are still not enough research that are intended to reveal the specific factors of professions and career trajectories. Therefore, what does the career trajectory of social pedagogue look like? What factors determine the particular profession career? These are the research questions of this article.The object of research - social pedagogues’ career trajectory. The aim - to reveal the factors of social pedagogue’s career trajectories. The article consists of three parts. In the first one it is theoretically the factors of social pedagogue career are grounded. In the second the research design is rationalized. The third is dedicated to the factors those influence the career trajectories of social pedagogues. Research methods: the analysis of scientific literature; semi-structured interview; qualitative content analysis. The results of research revealed that the trajectory of social pedagogue is determined by both internal and external factors. Trajectory has a clear layout in time, there are turning points, changes; each career stage is determined by various internal and external factors.
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Ferreira, Ana Sousa, and Rosário Lima. "Discriminant Analysis in Career Studying “Decision/Indecision”: The Career Factors Inventory (CFI) as a Diagnostic Measure." Spanish journal of psychology 13, no. 2 (November 2010): 927–40. http://dx.doi.org/10.1017/s1138741600002572.
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Literature has shown that, nowadays, a multidimensional approach to decision-making has become prioritized. The Careers Factor Inventory (CFI) is, in fact, a multidimensional measurement instrument for evaluating career indecision, which may be useful in the diagnosis of adaptation behaviors in terms of career decision versus indecision. This study emerges as a follow-up to a previous study which used the CFI on a sample of university students in which this measurement instrument was found to be capable of distinguishing Low decided vs. Highly decided groups and to evaluate the discriminatory capacity of the CFI scales. It is the aim, here, to further analyse the results obtained in such study with a view to grounding the importance of the use of this Inventory as an instrument for distinguishing people who present different decision levels in relation to their careers. In this study, 494 university students from a number of higher education establishments and courses are part of the afore mentioned Low decided and Highly decided groups. The collected data were analysed by means of Discrete Discriminant Analysis models and corroborate the discriminant power of the Inventory and its use as a diagnostic instrument in the psychological intervention of career counseling and development.
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Harjanti, Wulandari, Hendra Dwi Prasetyo, Kusuma Adi Rahardjo, and Iman Supriadi. "Surabaya City Workers, Why Choose an Accountant Career?" International Journal of Scientific Research and Management 8, no. 02 (February 25, 2020): 1626–30. http://dx.doi.org/10.18535/ijsrm/v8i02.em09.
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Careers are important for the lives of everyone, especially those of productive age. When someone chooses a career, it is an important matter in the life they lead. Because when someone chooses a career he also chooses to take real steps in fulfilling his life goals. Same with workers who determine their careers. They choose a career according to their abilities, interests and needs. Different abilities, interests and needs of a person. This study uses survey methods with quantitative data to find out why choosing an accountant's career. The population of this study is workers who are in the city of Surabaya, this is based on the objectives and objects of research conducted by researchers. While the sample of this research is workers who take accounting courses in the city of Surabaya. In this study the results of the analysis of the factors formed by 3 variables used as factors in the selection of accountants' careers are financial rewards, professional recognition and social values. The factor that shows the dominant value in choosing an accountant's career is financial rewards.
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Laudel, Grit, Jana Bielick, and Jochen Gläser. "‘Ultimately the question always is: “What do I have to do to do it right?”’ Scripts as explanatory factors of career decisions." Human Relations 72, no. 5 (August 17, 2018): 932–61. http://dx.doi.org/10.1177/0018726718786550.
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In this article, we address one of the recurrent problems of career theory, namely the integration of individual agency and structural conditions of action in explanations of career decisions, and through them, career trajectories and their outcomes. We draw on Barley’s suggestion to include scripts as mediating between institutions and individual actions. By theoretically specifying scripts as collectively shared interpretive schemes that describe successful careers, we are able to introduce them as a specific factor that contributes to the explanation of career decisions. We demonstrate with a study of German early career researchers in two fields how scripts can be empirically identified and used in combination with other explanatory factors. Our analysis demonstrates how the concept ‘career script’ captures a specific social influence on career decisions that is different from rules governing behaviour and individual interests, goals and plans for a career.
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Mohtar, Lilia Ellany, Lilia Halim, Norshariani Abd Rahman, Siti Mistima Maat, Zanaton H. Iksan, and Kamisah Osman. "A MODEL OF INTEREST IN STEM CAREERS AMONG SECONDARY SCHOOL STUDENTS." Journal of Baltic Science Education 18, no. 3 (June 10, 2019): 404–16. http://dx.doi.org/10.33225/jbse/19.18.404.
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Studies have shown that various factors (the role of formal education, informal education, and community) contribute to the lack of participation in STEM and STEM careers. This research aimed to understand the multi pathways of factors contributing to the interest in STEM careers (STEM careers in physical sciences and STEM careers in life sciences). This research was a survey research which administered a questionnaire randomly to 1485 secondary school students (14 years of age). Data analysis was based on the Structural Equation Modeling (SEM) approach using Analysis of Moment Structures (AMOS) to test the hypothesized model. A model containing five constructs, namely environmental factors (learning experiences, media, social influences), self-efficacy in science, technology, engineering and mathematics respectively, perceptions of STEM careers and interest in physical sciences and life sciences STEM careers was proposed in this research. The results show that students’ interest in life sciences based careers is influence by their self-efficacy and perceptions of the career. Meanwhile, students’ interest in physical sciences based careers is influence only by their self-efficacy and not influence by their perceptions of the career. The need to improve students’ self-efficacy through STEM learning experiences is imperative to ensure continued interest in STEM careers. Key words: environmental factors, life sciences STEM careers, perceptions of STEM careers, physical sciences STEM careers, self-efficacy, social cognitive career theory.
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Wallace, Natalie H., Janet P. Hafler, Michael E. Hurwitz, Nikolai A. Podoltsev, Jill Lacy, and Alfred I. Lee. "Factors Influencing Hematology Career Choice in Hematology and Oncology Fellows at a Major Academic Institution." Blood 128, no. 22 (December 2, 2016): 3538. http://dx.doi.org/10.1182/blood.v128.22.3538.3538.
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Abstract INTRODUCTION/BACKGROUND The majority of graduating fellows from hematology/oncology subspecialty training programs in the U.S. pursue careers in medical oncology or in non-academic fields. A workforce shortage of physicians specializing in hematology has been predicted for the next decade. Large-scale surveys have identified a number of factors responsible for this trend, including financial considerations, educational debt, work-life balance, and fellowship exposure. Qualitative studies in other subspecialty fields have yielded unique insights into specific factors motivating career decisions, but no such study has been conducted in hematology. We performed a qualitative study to identify factors influencing trainees' perceptions of careers in hematology. METHODS Senior or graduating fellows in the hematology/oncology training program at Yale School of Medicine were invited to participate in this study. Semi-structured interviews lasting between 30 and 90 minutes were conducted. Recordings were transcribed and analyzed using the framework method. RESULTS Eight trainees participated in the study, five in their senior year of training, three shortly after graduation. Five were female. Three held dual M.D. and Ph.D. degrees. Most were planning on an academic career or a career with an academic affiliation; two were specifically pursuing careers in benign or malignant hematology. Trainees' career decisions and perceptions of hematology revolved around five major themes: serendipity, mentorship, clinical exposure and teaching, intellectual interest, and lifestyle factors. Most trainees identified seminal, career-defining experiences prior to medical school but were not influenced by medical school classroom experiences and were not differentiated at the start of fellowship with respect to a hematology- or oncology-oriented career. By the end of their first year of fellowship, almost all had decided to pursue careers in solid tumor oncology owing to clinical exposure and research opportunities. Mentorship was identified as the single most important determinant, with mentorship opportunities tending to occur "randomly" or by "happenstance," and with oncology having "more" "available mentors" who played a "huge role" in the career-decision process. Trainees characterized hematology as having a less desirable work/life balance than oncology, and trainees' experiences on the inpatient hematology services caused some of them to feel "burned out." Despite this, fellows commonly perceived hematology to be more "interesting" and "challenging" than oncology, with "much more complex" disease pathology. Financial considerations were of importance to only a minority of trainees. CONCLUSIONS Mentorship and research opportunities are the major factors guiding career decisions among hematology/oncology fellows. An increase in structured mentorship opportunities in hematology may lead to greater trainee recruitment. Trainees view hematology as an intellectually engaging field although lifestyle factors render it less desirable than oncology. Disclosures Podoltsev: Incyte: Consultancy, Honoraria; Ariad: Consultancy, Honoraria.
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Rosalina, Dhian, Kartika Yuliari, Warsani Purnamasari, and Muhammad Rizqi Zati. "FACTORS AFFECTING INTENTION IN ACCOUNTING STUDY PROGRAM STUDENTS CHOOSING THE PUBLIC ACCOUNTANT PROFESSION." JURNAL AKUNTANSI DAN BISNIS : Jurnal Program Studi Akuntansi 6, no. 1 (May 27, 2020): 86–95. http://dx.doi.org/10.31289/jab.v6i1.3262.
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The research objective is to find out the factors that influence students' interest in choosing a Public Accountant career and dominant factors affect the perception of accounting students in choosing a career. Eighty accounting students at Samudra University, Langsa City were respondents in this study. The analytical technique used is Confirmatory Factor Analysis. The results of this study are the twelve items that affect student interest in career selection as a public accountant, formed into three main factors, namely 1) the intrinsic value factor of the job, 2) the professionalism factor, and 3) the labor market factor. Then, the three factors have an effect up to 77.3% on the selection of public accountant careers, while the rest are influenced by other factors outside this study. While the intrinsic value factor of a job has the highest eigenvalue score, which is 7.003 which means that the factor has the most dominant influence in the career selection of public accountants.
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Ng, Yen-Hong, Sue-Pei Lai, Zhi-Peng Su, Jing-Yi Yap, Hui-Qi Teoh, and Han Lee. "Factors influencing accounting students’ career paths." Journal of Management Development 36, no. 3 (April 10, 2017): 319–29. http://dx.doi.org/10.1108/jmd-11-2015-0169.
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Purpose The purpose of this paper is to investigate factors that influence accounting students’ preference toward career paths. Career path refers to the choices of jobs and occupational positions an individual may choose to hold. Accounting students may choose to advance their career into one of the following areas: financial accounting, management accounting, taxation, auditing, finance, etc. According to past literature, choices of career path are influenced by intrinsic motivation, extrinsic motivation, third parties, and career exposure. Design/methodology/approach A self-administered survey was used to collect data from students in a reputable private university in Malaysia. This university recruits a huge number of accounting students annually for its accounting program. A total of 306 questionnaires were collected for data analysis using statistical analysis system. Findings The findings of the study suggest that undergraduate accounting students are more influenced by intrinsic motivation and career exposure in selecting their career paths, whereas third parties and extrinsic motivation are less likely to influence undergraduate accounting students’ career choices. Research limitations/implications The results, however, could not be generalized to all accounting students in Malaysia since the study was collected from only one private university in Malaysia and non-probability sampling technique was applied. The theoretical contribution of this study is the inclusion of new variables in the model. Practical implications Professional accounting bodies may benefit from the findings of this study as it may provide a basis in designing member recruitment strategies. Originality/value This paper fulfills an identified need to study how shortage of certain career path for accounting students could be resolved.
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Feldman, Daniel C., and Thomas W. H. Ng. "Careers: Mobility, Embeddedness, and Success." Journal of Management 33, no. 3 (June 2007): 350–77. http://dx.doi.org/10.1177/0149206307300815.
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This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness) are most likely to lead to objective career success (e.g., promotions) and subjective career success (e.g., career satisfaction). In the final section, the article revisits the utility of viewing careers as “boundaryless” and suggests alternative frameworks for future research on these topics.