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Journal articles on the topic 'Career orientations'

Author: Grafiati

Published: 4 June 2021

Last updated: 5 May 2022

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1

Veiga, John F. "Comparison of Managerial Career Orientations." Psychological Reports 62, no. 3 (June 1988): 913–14. http://dx.doi.org/10.2466/pr0.1988.62.3.913.

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This study compared the Career Orientations of male and female managers. The findings suggest that women differ from men in their career perspectives. Women managers were much more inclined to be ambivalent about their careers in all age groupings than men. On the other hand, male managers by midcareer showed an inclination toward a downward orientation, ie., less interested in career advancement.

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Greenglass, Esther R., and Ronald J. Burke. "Career Orientations and Career Development among Male and Female Teachers." Psychological Reports 64, no. 2 (April 1989): 591–98. http://dx.doi.org/10.2466/pr0.1989.64.2.591.

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Career orientations of 833 male and female school-based educators were examined at the start of their teaching careers and currently. Data were collected using anonymous questionnaires. Although more men held Careerist occupational self-concepts than women initially, this career orientation decreased for men and increased for women over time. The presence of the Careerist orientation was associated with increasing administrative responsibility for both men and women.

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Abessolo, Marc, Andreas Hirschi, and Jérôme Rossier. "Work values underlying protean and boundaryless career orientations." Career Development International 22, no. 3 (June 12, 2017): 241–59. http://dx.doi.org/10.1108/cdi-10-2016-0167.

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Purpose The purpose of this paper is to investigate the relation among work values and protean and boundaryless career orientations. Design/methodology/approach A sample of 238 employees aged 16 to 65 years from the French-speaking region of Switzerland completed two different work values scales as well as protean and boundaryless career attitudes scales. To assess the relationships among these constructs, correlations, multiple regression, and exploratory factorial analysis techniques were used. Findings Results suggested that protean and boundaryless career orientations were significantly positively related to intrinsic, social, and status work values. A boundaryless-organizational mobility orientation was significantly negatively associated with extrinsic/material work values. Research limitations/implications Results have important implications for understanding which work values are typically endorsed by people with a protean or a boundaryless career orientation. Originality/value The present study contributes to the understanding of protean and boundaryless careers by clarifying the relationships among these career orientations and work values.

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Kostal, Jack W., and Brenton M. Wiernik. "A meta-analytic investigation of demographic differences in protean, boundaryless, and proactive career orientations." Career Development International 22, no. 5 (September 11, 2017): 520–45. http://dx.doi.org/10.1108/cdi-08-2017-0139.

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Purpose The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with implications for career development and social equity. The purpose of this paper is to test these hypotheses by systematically reviewing research on demographic differences in new career orientations. Design/methodology/approach This paper meta-analyzes demographic differences in protean, boundaryless, and proactive career orientations using data from 29,605 individuals (74 samples). Findings Demographic differences in new career orientations are generally negligible to small, with organizational mobility preferences showing the largest differences across demographic characteristics. Age showed curvilinear relations with new career orientations. National economic development moderated new career orientation-educational level relations. Research limitations/implications Results support the construct validity of “proactive career orientation” as a unifying construct encompassing protean and psychological mobility boundaryless orientations (cf. Wiernik and Kostal, 2017). Future research should continue to explore career development in diverse economic/cultural contexts. Practical implications Small demographic differences suggest that potential benefits of new career orientations are not limited to members of particular groups. Age and education relations were large enough to indicate that large population segments may benefit from additional interventions to support career mobility and development. Originality/value This paper uses meta-analytic techniques to investigate demographic differences in career orientations with larger samples than possible in a single primary study. The meta-analytic design permitted investigation of a variety of methodological and cultural/economic moderators not previously considered in career orientation research.

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Gennissen, Lokke, Karen Stegers-Jager, Job van Exel, Lia Fluit, Jacqueline de Graaf, and Matthijs de Hoog. "Career orientations of medical students: A Q-methodology study." PLOS ONE 16, no. 5 (May 21, 2021): e0249092. http://dx.doi.org/10.1371/journal.pone.0249092.

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Introduction In pursuing optimal health care, an adequate medical workforce is crucial. However, many countries are struggling with a misalignment of students’ specialty preferences and societal needs regarding the future medical workforce. In order to bridge this gap, it is relevant to gain a better understanding of the medical career choice processes. We explored career orientations among medical students in the Netherlands and their implications for future career choices. Methods We used Q-methodology, a hybrid qualitative–quantitative method, to explore career orientations of medical students. Medical students from two universities in the Netherlands, varying in year of progression of medical school, ranked 62 statements with regard to importance for their future career choice. Participants explained their ranking in an interview and completed a questionnaire regarding demographics. Using by-person factor analysis we identified groups of individuals with similar orientations. Results Twenty-four students participated in this study, resulting in three distinct orientations towards future careers: a first career orientation that highly values lifelong self-development; a second that values work-life balance, and a third that was more concerned with achievement and recognition of their work. Conclusion Medical students’ career orientations differed in the importance of challenge, work-life balance, and need for recognition. This knowledge can help to design interventions to shift career choices of medical students closer towards future needs in society. Offering career coaching to students that challenges them to explore and prioritise their values, needs and motivations, for example using the materials form this study as a tool, and stimulates them to consider specialties accordingly, could be a promising strategy for guiding students to more long-term satisfying careers.

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Lyons, Sean T., Linda Schweitzer, and Eddy S. W. Ng. "Resilience in the modern career." Career Development International 20, no. 4 (August 10, 2015): 363–83. http://dx.doi.org/10.1108/cdi-02-2015-0024.

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Purpose – Career resilience (CR) is an increasingly important, but under-researched aspect of modern careers. The purpose of this paper is to examine the mediating effect of CR on the relationships between personality factors, career self-evaluations and modern career orientation and the outcome of career satisfaction (CS). The authors hypothesized that CR would be positively associated with the “big-5” personality factors, career self-evaluations (self-efficacy and external locus of control) and modern career orientations (protean and boundaryless orientations) and that CR would mediate those variables’ relationships with CS. Design/methodology/approach – The participants in the study were 1,988 employed managers and professionals. Structural equation modeling was used to test the proposed relationships and mediation model. Findings – CR mediated the relationships between CS and emotional stability, conscientiousness, emotional stability, openness to experience, internal work locus of control, career self-efficacy and protean career attitudes. Contrary to expectations, being values-driven was negatively associated with CR, producing a negative net indirect effect on CS. Research limitations/implications – The study extends previous work concerning CR by examining the role of CR as a mediator between various psychological career factors and CS (i.e. subjective career success). An important issue is whether CR is a unique construct relative to psychological resilience. The results suggest that this may be the case, but direct comparison between the two constructs is required to answer the question definitively. Practical implications – Strengthening CR through career development interventions can have important impacts on CS, particularly for those individuals who are values-driven or have boundaryless mindsets and preferences for organizational mobility. Originality/value – This is the first study to examine the relationship between CR and “new career” attitudes (i.e. boundaryless and protean career orientations), which have been the topic of much research. The authors contribute to the career success research by linking CR and modern career orientation to CS and demonstrating that CR mediates the relationships between career-related psychological factors (personality, self-evaluation and modern career orientation) and CS.

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Pitacho, Liliana, Patrícia Jardim da Palma, Pedro Correia, and Miguel Pereira Lopes. "Why Do People Work? An Empirical Test of Hybrid Work Orientations." Social Sciences 10, no. 8 (July 26, 2021): 284. http://dx.doi.org/10.3390/socsci10080284.

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The present study analyzed whether one’s work orientation can be organized into work orientation profiles beyond the three pure orientations of job, career, and calling. We tested the existence of these hybrid work orientations in a sample of 959 adults aged from 18 to 71 years old (M = 40.61, SD = 9.54). A cluster analysis showed that the best result consisted of four profiles: “Career-Calling”, “Career-Job”, “Pure Job”, and “Indifference”. Theoretical and practical implications of profile approach to the study of work orientations are discussed at the end.

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Truchot, Didier. "Career Orientation and Burnout in French General Practitioners." Psychological Reports 103, no. 3 (December 2008): 875–81. http://dx.doi.org/10.2466/pr0.103.3.875-881.

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This study among 259 French general practitioners examined how Cherniss's four career orientations, Artisan, Social Activist, Careerist, and Self-investor, as recalled by these physicians, are related to their burnout scores. Data were collected using anonymous questionnaires. Initial and present career orientations were related to depersonalization and personal accomplishment. Those whose career orientation changed to Self-investor reported the highest despersonalization, while those who changed to the Artisan orientation reported the lowest depersonalization. Results are discussed regarding the fit between career orientation and the work setting of general practitioners, a professional group with high burnout.

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Bravo, Jesus, Scott E. Seibert, Maria L. Kraimer, Sandy J. Wayne, and Robert C. Liden. "Measuring Career Orientations in the Era of the Boundaryless Career." Journal of Career Assessment 25, no. 3 (November 6, 2015): 502–25. http://dx.doi.org/10.1177/1069072715616107.

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Schein proposed his career anchor construct more than 40 years ago. The purpose of our research is to use current career theory perspectives to reconceptualize and develop a measure that is grounded in the career anchor framework but better reflects the boundaryless nature of careers today. We conducted two studies in which we develop and validate a measure of career orientation by examining its internal structure (Study 1) and external validity within a nomological network of conceptually related variables (Study 2). Results suggest that career orientation is best represented by a six-dimension factor structure: entrepreneurial creativity, security, managerial competence, lifestyle, technical competence, and service to a cause. Five of the six factors that emerged were correlated as expected with proactive personality, ambition, career self-management behaviors, mentoring relationships, and workplace attitudes, providing support for our conceptualization and measure of career orientation. The implications for both theory and practice are discussed.

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Mohamad Hipiny, Edawati, and Farida Abdul Halim. "Exploring the Possible Influence of Women’s Entrepreneurial Orientation (EO) on Their Decision to Opt Out from Organizational Career to Self-Employment." Journal of Cognitive Sciences and Human Development 3, no. 2 (June 14, 2018): 14–27. http://dx.doi.org/10.33736/jcshd.785.2018.

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The purpose of this study is to explore the possible influence of women’s entrepreneurial orientations (EO) on their decision to opt out from organizational careers to self-employment. It examines how women account for these transitions, reasons for opting for self-employment and experiences of self-employment. This research employs the qualitative methodology using semi-structured interviews as the main data collection tool. The study revealed that the entrepreneurial orientations of the women under study are commonly associated with the generally successful entrepreneurial behaviour of risk-taking, creative, proactive, competitive, aggressive and confidence. This suggests that enterprises and their women owners may benefit from efforts to increase their levels of entrepreneurial orientation in order to survive the dynamic, fast-paced and complex business environment characterized by shorter life cycles, globalization, and continuous improvements in technology. Hence for the women under study with higher entrepreneurial orientation levels, their transitions from their organizational career to self-employment or small business ownership are seen as attractive career moves. Keywords: Women’s careers, entrepreneurial orientation, opting out

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Övgü Çakmak-Otluoğlu, K. "A cluster analysis of protean and boundaryless career orientations: Relationships with career competencies." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 127–36. http://dx.doi.org/10.1177/1038416217743024.

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Previous research on protean and boundaryless careers has been variable centred, testing the outcomes of the dimensions of protean and boundaryless careers separately. Following the career typology of Briscoe and Hall (2006), this study aimed to explore the combined effect of protean (self-directedness and values orientation) and boundaryless (psychological and physical mobility) career dimensions on various career competencies, including identity awareness, adaptability, career planning, proactive job search behaviour, and external networking behaviour. Using cluster analysis with a sample of 285 professionals and mid-level managers, five of the eight career profiles in Briscoe and Hall’s (2006) typology emerged: protean career architect, hired gun, solid citizen, the wanderer, and trapped/lost. Results showed that the most positive career competencies were associated with protean career architect. Additionally, it was found that higher levels of self-directed career management and psychological and physical mobility were not sufficient to enhance identity awareness when the values-driven orientation was lower.

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Khasieva, Daria D. "Career orientations of women in Russia: The kaleidoscope career model." Vestnik of Saint Petersburg University. Management 20, no. 3 (2021): 343–70. http://dx.doi.org/10.21638/11701/spbu08.2021.303.

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The gender composition of the labor force has changed significantly due to the emergence of a number of new social and economic trends in most countries. Russia is no exception. Nowadays women constitute almost half of the workforce in Russia what emphasizes the importance of understanding their career expectations and professional development paths. Historically, career research was based on investigation of professional activities of men, which did not provide opportunities to objectively assess gender-specific factors affecting the career path of women significantly. The purpose of the study is to identify the characteristics of women's career paths and the features of career orientations, to assess the impact of gender-specific barriers, and to analyze the existing practices used by organizations in Russia to support working women. The kaleidoscope career model is applied as an evaluation tool. The results of the study show that there is a high level of orientation to challenge and authenticity among working women in Russia, a low level of influence of gender-specific stereotypes, as well as an insufficient development of practices directed towards professional development of women in the Russian companies. The conclusions made in the paper present an important addition to the knowledge about the contextual specificity of women's careers and can be employed in the development of effective women-oriented human resource management systems.

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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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Kemp, Linzi J., and Fang Zhao. "Influences of cultural orientations on Emirati women’s careers." Personnel Review 45, no. 5 (August 1, 2016): 988–1009. http://dx.doi.org/10.1108/pr-08-2014-0187.

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Purpose – The purpose of this paper is to explore how cultural orientations influence Emirati women’s career development. Drawing on the cultural theories of Hofstede (1980, 2001) and House et al. (2004), the authors investigated the cultural orientations of a sample of 19 women in the United Arab Emirates. Design/methodology/approach – In-depth interviews were conducted to collect life history data about women’s early lives, education and employment. Findings – The findings identify three themes that influenced the participant’s careers: family influence on careers, individual-level attitudes toward education for careers, and workplace career development. Research limitations/implications – Limited by the small sample of 19 female national participants that implies further international study is required to extend this research. Practical implications – The business application is that social values, beliefs and norms can be leveraged for women’s career success. Social implications – Policymakers are guided on key factors that influence Emirati women’s careers from a cultural perspective. Originality/value – The study makes a unique theoretical contribution in a model that shows: cultural dimensions are interrelated, cultural values and practices are interdependent, and cultural orientations vary between women and men.

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Nakochova, Rida R., Dinara M. Agirbova, Albina S. Kubanova, and Мarina U. Aibazova. "Pro-environmental behavior and career orientation of Caucasian women." E3S Web of Conferences 273 (2021): 10047. http://dx.doi.org/10.1051/e3sconf/202127310047.

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The article examines the value orientations of ethnophor (a representative of a certain ethnic culture and national mentality) based on a theoretical analysis of foreign and domestic research. During the epoch of digitalisation, it is impossible to leave out the problems of ethnos itself, its ethno-cultural peculiarities, socialization, national mentality, professional and career value orientations of Caucasian women. The article reveals the designation of a woman of the North Caucasus ethnic group, values, the national way of family relations. It is emphasized that the contemporary socio-economic reality makes its own adjustments during the period of digitalization despite the traditional culture and ethno standards. In the empirical part of the study, the hypothesis was tested: being the most important part of the social environment, ethnic culture despite the ethno value’s digitalization is formed due to ethnos’s historical development and along with the preservation of ethnic mentality and ethnic character of the women ethnophors, influences the value orientations including the women’s career orientation. The study involved 100 women of different nationalities of North Caucasus aged 30 to 45 years, different fields of activity: teachers, psychologists, officials, trade workers, service providers. The set of research methods included the concept “Career Anchors” by E. Schein, the principles of the diagnosis of value orientations in a career, the translation and adaptation by V.A. Chiker, V.E. Vinokurova, projective methods for determining career orientations, the principle “Value orientations” (M. Rokich), the Questionnaire of ethno value orientations (R.R. Nakochova). The results of the study confirm the hypothesis and indicate that the ethno values are a core element in the value orientation system even during the era of digitalization, which becomes apparent concerning social situation, the capability to incarnate personal goals and determines the level of intergroup acceptance and recognition of career orientations of Caucasian women.

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Tsaritsentseva, O. P., and M. N. Chekhovskaya. "Social and Demographic Characteristics of the Women Focused on Career of Different Type." Bulletin of Kemerovo State University 21, no. 1 (May 29, 2019): 152–63. http://dx.doi.org/10.21603/2078-8975-2019-21-1-152-163.

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The article features the phenomenon of career in modern social and economic conditions. The research studied career orientations of the personality, e.g. its definitions and role in career planning. The authors proved the relevance of studies in career orientation for social and professional development of women. The empirical research involved career orientations of women with inclination to a certain type of career in the context of their social and demographic characteristics. The authors analyzed such social and demographic characteristics as age, qualifications, work experience, marital and parental status, occupation, the sphere of employment, and income level. The research revealed specific features of women characterized by domination of a certain career orientation type, i.e. horizontal, vertical, or conditions-oriented. 18– 21-year-old unmarried childless women appeared to be focused on vertical career, competition, overcoming, difficult tasks, etc. 22–35- year-old mothers were more likely to reveal orientation to the horizontal type of career planning. Divorcees and widows tended to be conditions-oriented. The obtained data can be used in career guidance.

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Coldwell, Mike. "Career orientations and career cultures: individual and organisational approaches to beginning teachers’ careers." Teachers and Teaching 22, no. 5 (March 21, 2016): 610–24. http://dx.doi.org/10.1080/13540602.2016.1158468.

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Yousefi, Zahra, Mohammadreza Abedi, Iran Baghban, Ozra Eatemadi, and Ahmade Abedi. "Personal and Situational Variables, and Career Concerns: Predicting Career Adaptability in Young Adults." Spanish journal of psychology 14, no. 1 (May 2011): 263–71. http://dx.doi.org/10.5209/rev_sjop.2011.v14.n1.23.

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This study examined relationships among career adaptability and career concerns, social support and goal orientation. We surveyed 304 university students using measures of career concerns, adaptability (career planning, career exploration, self-exploration, decision-making, self-regulation), goal-orientation (learning, performance-prove, performance-avoid) and social support (family, friends, significant others). Multiple regression analysis revealed career concerns, learning and performance-prove goal orientations emerged relatively as the most important contributors. Other variables did not contribute significantly.

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Saiko, Yana Vitalievna. "RELATIONSHIP BETWEEN SELF-PERCEPTIONS AND CAREER ORIENTATIONS OF FUTURE TEACHERS." Психология. Психофизиология 12, no. 4 (January 15, 2020): 55–62. http://dx.doi.org/10.14529/jpps190406.

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Self-image and career orientations determine the formation and development of the future teacher as part of career advancement and professional socialization. During university studies there is a formation and development of career orientations, as well as a change of self-perception in future teachers. By understanding the prospects for career advancement and comparing them with educational opportunities and abilities, the future teacher can successfully direct self-development at achieving career goals. The effectiveness of career planning of a teacher depends largely on his/her self-confidence and ideas about career orientations, his/her satisfaction with professional activity, the consistency of professional and personal development. Aim. The purpose of the article is to identify the relationship between self-image and career orientations of future teachers. Materials and methods. The study involved 162 students of the South Ural State Humanitarian and Pedagogical University aged from 17 to 24 years. The study was based on two methods: “Career Anchors” (E. Shane), which determine the career orientations of a person; life-orientation (D.A. Leontiev), allowing to assess the degree of conviction of the subject in the ability to control his/her own life. To determine the relationship between the two variables, the Pearson correlation coefficient was used with SPSS Statistics v. 22. Results: an empirical study conducted on a sample of future teachers (n = 162) showed that there were significant correlations between self-perception and career orientations. Dependencies between two career orientations (“service”, “challenge”) with self-image (“The master of life”, “I control my life”), characterized by the ability to influence the life of the teacher, were revealed. The dominant (“work stability”, “service” and “integration of lifestyles”) and weakly expressed (“residence stability”) career orientations of future teachers were determined. It is shown that future teachers expressed a desire to shape themselves as a specialist, to transfer their experience and knowledge to their students, to embody their universal human, spiritual and moral values and ideas in their work. Students were convinced that they would be able to make the right decisions and cope with any professional difficulties. Conclusion. The results allow us to conclude that there are significant correlations between self-perceptions and career orientations in future teachers. Self-image largely determines the goals and values of the future teacher in the field of educational activities. Self-perception determines the semantic side of career orientations, while the degree of understanding of the leading career orientations affects the personal and professional development of students during training, as well as their ideas about themselves. By receiving education, future teachers strive for self-development and self-realization in the framework of "horizontal career" and clearly demonstrate their willingness to serve people and society, which confirms the need to support and develop the autopsychological competence of future teachers.

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Cherniakevich, E. Yu. "CAREER DIRECTION OF YOUNG PEOPLE FROM BIG AND SMALL RUSSIAN CITIES." Vestnik Universiteta, no. 4 (June 29, 2020): 197–204. http://dx.doi.org/10.26425/1816-4277-2020-4-197-204.

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The results of a study of the career orientation of university students from large and small Russian cities have been described. To conduct the study, methods were used to identify leading career orientations, the level of motivation for a career, career self-efficacy, and the projective method of “unfinished offers” was used. The differences in the career orientations of students have been presented, the features of self-efficacy, career motivation and individual ideas about it have been revealed. It has been concluded that students from large and small cities are not aimed at developing their professional competence, first of all, they are focused on “autonomy”, “management” and “stability of work”. There are significant differences in career orientations: students from big cities are more focused on “service” and “integration of life styles”. The indicators of career motivation and self-efficacy of students from small and large cities are similar and correspond to the average level. The perceptions of students from small towns about a career have both positive and negative connotations, in contrast to students from large cities who do not note a negative attitude towards career.

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Cherniakevich, E. Yu, and E. V. Pogodina. "THE STUDY OF EMOTIONAL BURNOUT IN CONNECTION WITH LIFE MEANING AND CAREER ORIENTATIONS AMONG REPRESENTATIVES OF SOCIONOMIC PROFESSIONS." Vestnik Universiteta, no. 1 (March 23, 2020): 195–202. http://dx.doi.org/10.26425/1816-4277-2020-1-195-202.

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The study results of life meaning, career orientations and emotional burnout syndrome among representatives of socionomic (helping) professions have been described. The purpose of the work was to identify the characteristics of emotional burnout, career and life meaning orientations of the personality and their relationships. To achieve the goal of the study, V. V. Boyko’s “Method for diagnosing the level of emotional burnout”, D. A. Leontiev’s test of “Life Sense Orientations” (LSO), and E. Shein’s “Career Anchors test” have been used. It has been established, that the “Resistance” phase is in the formation stage, the “Stress” and “Depletion” phases were not formed. The leading career orientation of specialists is “professional competence”. As a result of the study, the interrelation of indicators of emotional burnout, career and life meaning orientations, has been identified. High scores on the scales of the LSO: “goals in life”, “life process”, “locus of control – life”, “locus of control – I” have been found. It has been established that career-oriented industrial professionals are more susceptible to emotional burnout. The article is a contribution to the study of various aspects of helping a person experiencing emotional burnout syndrome.

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Ginzberg, Michael J., and Jack J. Barondi. "Career orientations of I.S. personnel." ACM SIGCPR Computer Personnel 14, no. 1-2 (November 1992): 15–29. http://dx.doi.org/10.1145/147114.147118.

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Ngo, Hang-Yue, and Li Hui. "Individual Orientations and Career Satisfaction." Journal of Career Development 45, no. 5 (May 8, 2017): 425–39. http://dx.doi.org/10.1177/0894845317706759.

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This study examines the relationships between two different types of individual orientation (i.e., protean career orientation and employment commitment) and career satisfaction. Drawing on self-determination theory and social cognitive theory, we propose that work engagement and self-efficacy act as mediators in the above relationships. Several hypotheses are developed and tested with a sample of 222 employees in Hong Kong. The results of path analysis and bootstrapping indicated that both protean career orientation and employment commitment are positively related to career satisfaction, and these relationships are fully mediated by work engagement and self-efficacy.

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Serzhanova, Z. R. "Career orientations and personal characteristics." ИССЛЕДОВАНИЯ. ИННОВАЦИИ. ПРАКТИКА 1 (2022): 58–62. http://dx.doi.org/10.18411/iip-02-2022-12.

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In this article, we will look at the main empirical research on the relationship between career orientations and personal characteristics, namely, value orientations, psychological well-being, and work enthusiasm.

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Huang, Yin-Mei. "Networking behavior: from goal orientation to promotability." Personnel Review 45, no. 5 (August 1, 2016): 907–27. http://dx.doi.org/10.1108/pr-03-2014-0062.

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Purpose – Networking behaviors assist individuals in doing their jobs better and advancing their careers. However, most research emphasizes the effects of job characteristics on networking behaviors, neglecting the effects of individual differences in goal orientations. Moreover, few studies investigate the prospective evaluation of promotability and the mediating effect of networking behavior on the relationship between goal orientation and promotability. Thus, the purpose of this paper is to clarify the nomological network and to expand the domain of networking behavior by identifying networking as career- and community-based networking behaviors and by examining the differential relationships among goal orientation, networking behaviors, and promotability. Design/methodology/approach – This study surveyed and collected data from 160 financial employees and 103 supervisors working at branches of a large bank in Taiwan. Questionnaires addressing both networking behavior and goal orientation were distributed to employees, and one week later their supervisors were sent another survey about employees’ promotability evaluations. Findings – Learning goal orientation was positively related to both career- and community-based networking behaviors. Performance goal orientation was also positively related to career-based networking behaviors, but negatively related to community-based networking behaviors. Career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, were found to be positively related to promotability. Results also show that career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, mediated the relationship between goal orientation and promotability. Research limitations/implications – This study addresses the importance of distinguishing between networking behaviors as career based and networking behaviors as community based and shows that these two sets of networking behaviors arise from different goal orientations and have differential effects on supervisory evaluation of promotability. Practical implications – By linking networking behavior with promotability, this study helps managers understand how employees’ enactment of specific networking behaviors can facilitate both the employees’ career development and the employees’ placement in important organizational positions. Originality/value – This study fulfills an identified need to understand the nomological network of networking behavior.

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Burke, Ronald J., and Gene Deszca. "Career Orientations, Satisfaction and Health among Police Officers: Some Consequences of Person-Job Misfit." Psychological Reports 62, no. 2 (April 1988): 639–49. http://dx.doi.org/10.2466/pr0.1988.62.2.639.

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Four career orientations proposed by Cherniss (1980) were related to measures of satisfaction and well-being among men and women in police work. The career orientations were Self-investors, Social Activists, Careerists, and Artisans. Self-investors, a type of nonwork orientation, reported greater burnout, greater stress, and the least satisfying work setting. In addition, Self-investors exhibited poorer individual well-being (more psychosomatic symptoms, greater negative feeling states). Careerists and Artisans reported greater work satisfaction, least burnout, the least stress, and the most positive work setting. The concept of person-job fit, with the development of the Self-investor career orientation as a consequence of person-job misfit, is proposed as an explanation of these findings.

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Stauffer, Sarah D., Marc Abessolo, Gregory Zecca, and Jérôme Rossier. "French-Language Translation and Validation of the Protean and Boundaryless Career Attitudes Scales: Relationships to Proactive Personality, Career Adaptability, and Career Satisfaction." Journal of Career Assessment 27, no. 2 (January 18, 2018): 337–57. http://dx.doi.org/10.1177/1069072717748962.

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In this research, we validated the French-language version of the Protean and Boundaryless Career Attitudes Scales and then investigated relationships among protean and boundaryless career orientations, proactive personality, career adaptability, and career satisfaction. Study 1 results demonstrated acceptable psychometric proprieties for the scales using an innovative translation ( N = 49) and verification ( N = 228) method. Study 2 answered how and to what extent protean and boundaryless career orientations are related to career satisfaction in a convenient and heterogeneous sample of employees ( N = 234) in the French-speaking part of Switzerland. Correlational, regression analysis, and structural equation modeling techniques were used to test the hypotheses. Career adaptability mediated the positive relationship between protean and boundaryless career orientations and career satisfaction. These findings highlight the explanatory utility of career adaptability in relationships of protean and boundaryless career orientations to career satisfaction. Future research and career counseling implications also are discussed.

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Miller, Amanda J., Daniel L. Carlson, and Sharon Sassler. "His Career, Her Job, Their Future: Cohabitors’ Orientations Toward Paid Work." Journal of Family Issues 40, no. 11 (April 15, 2019): 1509–33. http://dx.doi.org/10.1177/0192513x19841090.

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In this article, we examine the work orientations of service- and middle-class cohabiting couples. Through our in-depth interviews with both partners in 61 couples, we find that middle-class cohabitors often report polarized work orientations—they are generally either the most conventional (privileging men’s work or planning for the female partner to become a stay at home mother) or the most egalitarian. The service class, conversely, more often contain one partner with a stronger, yet nonprivileged work orientation, but this partner is equally as likely to be the female as the male. Furthermore, we detail those couples, often absent from the literature, in which neither partner has a strong orientation toward paid work. We examine our findings in light of what they might mean for couples’ relationship progressions, future orientations, and persistent gender inequality in marriage.

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Lesin, A. M. "INTERCONNECTION OF VALUES AND VALUABLE CAREER ORIENTATIONS OF STUDENTS OF HUMANITARIAN SPECIALTIES." Bulletin of Udmurt University. Series Philosophy. Psychology. Pedagogy 31, no. 2 (July 9, 2021): 170–78. http://dx.doi.org/10.35634/2412-9550-2021-31-2-170-178.

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The article presents the results of a study of various values that are associated with the value career orientations of humanities students. It is shown that the most preferable career value orientation is the focus on job stability, and the least one is on entrepreneurship. Among the values-goals, the value of pleasure has the greatest number of correlations with value-based career orientations, and among the instrumental ones - the value of sensitivity. As a result of the analysis of the data obtained, the features of the correlations of the significance of the declared value ideas and personal values themselves with the value career orientations of students have been described. Among the declared values, the values of high social status, physical attractiveness and love for nature possess the greatest number of interconnections with these orientations, and among the personal ones - the values of respect, helping people and a luxurious life. Conclusions are made about the possibilities of using the obtained data by specialists in the field of professional self-determination of an individual, as well as by practical psychologists and teachers in the process of teaching students of humanitarian specialties.

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Burke, Ronald J., and Gene Deszca. "Changes in Career Orientations in Police Officers: An Exploratory Study." Psychological Reports 61, no. 2 (October 1987): 515–26. http://dx.doi.org/10.2466/pr0.1987.61.2.515.

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This investigation compared work experiences, satisfactions, and well-being of police officers who had changed their career orientations with police officers who did not. 218 men and women in police work provided data by completing questionnaires. About half the sample had changed their career orientations in their work in policing. Police officers who had changed their career orientations were significantly less satisfied and reported poorer psychological well-being than police officers who did not change their career orientations.

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Burke, Ronald J., and Yuet Peng Kong. "Career-Priority Patterns among Managerial and Professional Women in Singapore." Psychological Reports 78, no. 3_suppl (June 1996): 1304–6. http://dx.doi.org/10.2466/pr0.1996.78.3c.1304.

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This study examined correlates of career-priority patterns, anchored at the extremes by career-primary and career-family orientations, among 104 managerial and professional women in Singapore. Data were collected using anonymously completed questionnaires. Career-family women were more likely to have worked part-time in their careers, were at lower organizational levels, and reported less job involvement than did career-primary women. There were no differences on a variety of individual demographic and work-situation characteristics in job and career satisfaction and measures of psychological well-being.

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Petroni, Alberto. "Strategic career development for R&D staff: a field research." Team Performance Management: An International Journal 6, no. 3/4 (June 1, 2000): 52–62. http://dx.doi.org/10.1108/13527590010731970.

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Explores the evolution of career management systems for industrial researchers. Based on case studies of experimental career development systems for industrial researchers, combined with a survey of 151 researchers and engineers employed at a large public research institution, alternative approaches toward managing professional careers are discussed. The results indicate that the researchers’ personal career orientations, as measured by Schein’s Career Anchors Inventory, may serve as a useful predictor of their career preferences. In addition, the research enables an evaluation of alternative modes of career development for industrial R&D to be developed.

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Stoliarchuk, Olesia. "INFLUENCEOFSTUDENTS’STUDYMOTIVES ON THEIR CAREER ORIENTATIONS FORMATION." Pedagogical Process: Theory and Practice, no. 1 (2016): 21–25. http://dx.doi.org/10.28925/2078-1687.2016.1.2125.

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Ermakova, E. S., and E. F. Yashchenko. "SELF-ACTUALIZATION AND VALUE CHARACTERISTICS IN THE STRUCTURE OF CAREER ORIENTATIONS OF STUDENTS-PSYCHOLOGISTS AND CADETS OF THE MILITARY ACADEMY." Humanities And Social Studies In The Far East 17, no. 4 (2020): 50–55. http://dx.doi.org/10.31079/1992-2868-2020-17-4-50-55.

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The results of an empirical research showed the differences between the indicators of career orientations, self-actualization and the life values of students-psychologists and cadets of the military academy. Features of self-actualization and value characteristics related to career orientation are revealed. The results suggest that self-actualization and value characteristics may be part of the structural orientation of students and cadets.

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Pemberton, Carole, Peter Herriot, and Terry Bates. "Career orientations of senior executives and their implications for careers guidance." British Journal of Guidance and Counselling 22, no. 2 (January 1, 1994): 233–45. http://dx.doi.org/10.1080/03069889400760231.

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Pemberton, Carole, Peter Herriot, and Terry Bates. "Career orientations of senior executives and their implications for careers guidance." British Journal of Guidance & Counselling 22, no. 2 (May 1994): 233–45. http://dx.doi.org/10.1080/03069889408260317.

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Badalyan, Yulia, and Lilit Gosteva. "FEATURES OF CAREER ORIENTATIONS OF NON-DEPARTMENTAL SECURITY PERSONNEL." Globus: psychology and pedagogy 7, no. 3(43) (August 19, 2021): 38–42. http://dx.doi.org/10.52013/2713-3060-43-3-5.

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The article presents a study of the features of career orientations of employees of non-departmental security. The study identifies the leading career orientations, reveals the features of career motivation and the level of career self-efficacy of employees of non-departmental security.

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Bonkalo, Tatiana, Elena Volodarskaya, Andrey Malyshev, Tatyana Maskayeva, Angela Romanova, and Regina Zhevak. "Career orientations of future specialists: factors of organizational culture." Revista Tempos e Espaços em Educação 15, no. 34 (March 15, 2022): e17413. http://dx.doi.org/10.20952/revtee.v15i34.17413.

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At present, the issues of professional development and professionalization of representatives of socionomic professions, the distinctive feature of which is serving other people, are relevant and practically significant. The study used a complex of psychodiagnostic techniques that allowed us to study the prevailing type of organizational culture of medical organizations (R. Harrison's questionnaire, adapted by S.A. Lipatov), the preferences of medical workers in building their professional careers (the ideas about a competitive medical worker (semantic differential - 16 opposite personality characteristics). The results of the study allow us to say that the type of organizational culture of a medical organization largely determines the views of medical workers about a competitive personality as a representative of medical professions and determines the orientation in their careers. To support the professional career of representatives of socionomic professions, it is necessary to develop and implement special programs aimed at forming the organizational culture of the organization, its orientation towards the development of the personality of each employee.

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Litvinova, Anna, and Sergey Chursin. "SPECIFICITY OF EMPLOYEES’ CAREER ORIENTATIONS AND CREATIVITY IN A MODERN COMPANY." Problems of Psychology in the 21st Century 3, no. 1 (June 10, 2012): 53–59. http://dx.doi.org/10.33225/ppc/12.03.53.

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The study examines a career notion from the point of view of a personality development in professional activity. Particular attention is paid to career orientations as stable personality formations defining on one hand methods of control, stabilization and integration of an individual's career, and on the other hand, the way to professional self-development and personal growth. Correlations are analyzed between career orientations and motivation, and creativity of employees of an architectural design company (N = 21), realizing creative and regulated activity. Necessity to apply tests in order to identify career orientations, a person’s motivation to achieve success, avoid failure, the personal, verbal and non-verbal creativity of the personality is reasoned in the empirical study. Obtained data state importance of creativity for the realization of a personal career depending on a type of professional activity. The results obtained during the research became a basis for the elaboration and implementation of programs for the development of a career and creative potential of the employees. Key words: avoid failure, career orientations, creative activity, creative personality, creativity, verbal and non-verbal creativity.

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Burke, Ronald J. "Examining the Career Plateau: Some Preliminary Findings." Psychological Reports 65, no. 1 (August 1989): 295–306. http://dx.doi.org/10.2466/pr0.1989.65.1.295.

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This study examines the career plateau by comparing police officers having 15 or more years of service who had been promoted with those who had not. Although having similar career orientations when they began policing, officers at career plateau developed a nonwork orientation. Officers at plateau also reported less job satisfaction, greater psychological burnout and greater intention to leave policing. These negative experiences were not associated with poorer emotional and physical health however. Low commitment to work may have protected the officer at career plateau from these negative consequences.

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Hirschi, Andreas, and Jessie Koen. "Contemporary career orientations and career self-management: A review and integration." Journal of Vocational Behavior 126 (April 2021): 103505. http://dx.doi.org/10.1016/j.jvb.2020.103505.

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Sheveleva, Anna, and Irina Pankratova. "Interrelation of career anchors with education and labor activity motives of students." SHS Web of Conferences 70 (2019): 08038. http://dx.doi.org/10.1051/shsconf/20197008038.

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The article is devoted to the research of career orientations (career “anchors”) with education and labor activity motivation of students. 114 students of “Psychological and pedagogical education” took part in the study. It is revealed that the most adequate motivation of education ex-pressed in the predominance of motives for acquiring knowledge and mastering the profession is associated with career orientations “service / dedication to a cause”, “pure challenge”, “technical / functional competence”. In other words, it is connected with aspiration to realize basic values in their careers, to improve the world, to develop and apply professional skills, to solve difficult problems, to overcome obstacles, to win. The career anchor of “service / dedication to a cause” is also associated with an increase of the communicative motive and a decrease of the competitive motive of labor activity. The more students are guided by the formal motive of getting a diploma of higher education, the less the stability of a career is valuable for them. The more utilitarian and pragmatic motive of la-bor activity is expressed in students, the less they are inclined to managerial or entrepreneurial career. The more autonomy and independence in career is valuable for students, the less social usefulness of labor (cooperative motive) is important for them.

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Yani, Ni Wayan Merry Nirmala, and Agoes Ganesha Rahyuda. "Effect of career orientation on organizational commitments mediated by job satisfaction." International research journal of management, IT and social sciences 6, no. 5 (August 5, 2019): 17–24. http://dx.doi.org/10.21744/irjmis.v6n5.684.

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The sample used was non-civil servant employees at the Department of Industry and Trade in Denpasar City, totaling 75 respondents using saturated sampling to collect the samples. This study used PLS (Partial Least Square) analysis technique. The results of the study found that career orientation had a positive effect on organizational commitment, career orientation had a positive effect on job satisfaction, job satisfaction had a positive effect on organizational commitment, and job satisfaction acted as a partial mediating variable on the effect of career orientation relationships on organizational commitment. The implications of this study indicate that in order to increase the organizational commitment of non-civil servant employees of the Denpasar Industry and Trade Service, it is necessary to pay attention to the factors of career orientation and job satisfaction. This shows that career orientation and job satisfaction factors greatly affect the behavior of non-civil servant employees in increasing their commitment to achieving organizational goals. Organizations should provide clear career orientations to non-civil servant employees and able to give opportunities to develop their values at work.

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Liu, Jim, Mengyu Li, and Mengyi Wu. "Acculturation Orientations and Student Sojourners’ Career Adaptability." Academy of Management Proceedings 2017, no. 1 (August 2017): 13715. http://dx.doi.org/10.5465/ambpp.2017.13715abstract.

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Burke, Ronald J., and Esther R. Greenglass. "Career Orientations and Psychological Burnout in Teachers." Psychological Reports 63, no. 1 (August 1988): 107–16. http://dx.doi.org/10.2466/pr0.1988.63.1.107.

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Four career orientations proposed by Cherniss (1980) were related to psychological burnout and its antecedents and consequences. The four career orientations were: Self-investors, Social Activists, Careerists, and Artisans. 833 men and women in teaching provided data by completing questionnaires. Artisans were most common (61%), followed by Social Activists (18%), Careerists (12%), and Self-investors (10%). Social Activists reported greater burnout, greater stress, and the least satisfying work setting. In addition, Social Activists reported the least job satisfaction, greatest intention to turnover, and poorest physical health. Artisans reported greatest work satisfaction, least burnout, and the least stress.

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Krutko, I. S., and O. S. Chalikova. "Professional Identity and Types of Career Orientations." Bulletin of the South Ural State University series "Psychology" 9, no. 4 (2016): 5–12. http://dx.doi.org/10.14529/psy160401.

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Jiang, James J., Gary Klein, and Joseph Balloun. "The diverse career orientations of MIS personnel." ACM SIGCPR Computer Personnel 16, no. 4 (October 1995): 3–14. http://dx.doi.org/10.1145/219716.219719.

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Benson, M. Christina, Lawrence Linn, Nancy Ward, Kenneth B. Wells, Robert H. Brook, and Barbara Leake. "Career Orientations of Medical and Pediatric Residents." Medical Care 23, no. 11 (November 1985): 1256–64. http://dx.doi.org/10.1097/00005650-198511000-00004.

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Igbaria, Magid, and Donna Weaver McCloskey. "Career orientations of MIS employees in Taiwan." ACM SIGCPR Computer Personnel 17, no. 2 (April 1996): 3–24. http://dx.doi.org/10.1145/227728.227729.

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Алексенцева-Тімченко, К. С. "CAREER ORIENTATIONS OF STUDENS OF FINAL YEARS." Odesa National University Herald. Sociology and Politics 20, no. 1(22) (October 27, 2015): 24–32. http://dx.doi.org/10.18524/2304-1439.2015.1(22).52123.

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