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Journal articles on the topic 'Kaleidoscope career model'

Author: Grafiati

Published: 4 June 2021

Last updated: 28 January 2023

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1

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 (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 Car

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2

Mainiero, Lisa A., and Donald E. Gibson. "The Kaleidoscope Career Model Revisited." Journal of Career Development 45, no. 4 (2017): 361–77. http://dx.doi.org/10.1177/0894845317698223.

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This study revisits the parameters of authenticity, balance, and challenge in The Kaleidoscope Career Model (KCM) concerning gender differences in midcareer. Unemployed individuals were surveyed ( n = 744) to determine gender differences in the three parameters across five segmented career stages. The results showed variance in the Authenticity, Balance and Challenge (ABC) parameters across career stages by gender, with balance increasingly important in full midcareer for women but of lesser importance for men. Authenticity showed a similar pattern for men and women, with authenticity rising f

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

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

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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 stud

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5

O’Connor, Edward P., and Marian Crowley-Henry. "From home to host: The instrumental kaleidoscopic careers of skilled migrants." Human Relations 73, no. 2 (2019): 262–87. http://dx.doi.org/10.1177/0018726719828452.

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Is it time to reimagine the kaleidoscope career model (KCM) beyond gendered career patterns? In this article, we draw upon the KCM in a novel way to show how skilled migrants, just like a kaleidoscope, adjust their career parameters and construct bespoke career paths in order to cope with the career disruption of an international move. Specifically, the study unpacks the careers of 38 skilled migrants in Ireland and suggests an alternative explanation for skilled migrants’ underemployment. The findings show that this macro career transition – from home to host country – presents both opportuni

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Bulgur, Nazlı Ece, and Emel Esen. "Generational differences in career perspective: applying kaleidoscope career model." Middle East J. of Management 1, no. 1 (2022): 1. http://dx.doi.org/10.1504/mejm.2022.10047340.

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Mouratidou, Maria, Carol Atkinson, Ben Lupton, and Marilena Antoniadou. "Exploring the Kaleidoscope Career Model in Austerity." Academy of Management Proceedings 2017, no. 1 (2017): 13517. http://dx.doi.org/10.5465/ambpp.2017.13517abstract.

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Statnicke, Gita, Asta Savaneviciene, and Ignas Sakys. "Career engagement of different generations: A case study in the information and communication technology (ICT) sector in Lithuania." New Trends and Issues Proceedings on Humanities and Social Sciences 6, no. 3 (2019): 37–49. http://dx.doi.org/10.18844/prosoc.v6i3.4334.

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The aim of this article is to analyse career engagement of different generations in the Information and Communication Technology (ICT) sector in Lithuania. The research is based on the Kaleidoscope Career Model and Career Engagement Scale. The research included 571 representatives of Generation X and Generation Y living in Lithuania, EU, and those working in the ICT sector and/or studying in the area of Informatics. The Pearson correlation analysis and Independent Samples t Test were used for data analysis. The research revealed that career engagement of Generation X in the ICT sector is highe

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9

Shaw, Sally, and Sarah Leberman. "Using the kaleidoscope career model to analyze female CEOs’ experiences in sport organizations." Gender in Management: An International Journal 30, no. 6 (2015): 500–515. http://dx.doi.org/10.1108/gm-12-2014-0108.

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Purpose – The purpose of this research is to examine the experiences of female CEOs in New Zealand sport using a career account approach overlaid with the Kaleidoscope Career Model (KCM). This research focuses on their successful careers, rather than constraints and barriers, which is a feature of much previous research in the area. Design/methodology/approach – Semi-structured interviews and analysis were informed by the principles of the KCM of career authenticity, balance and challenge. Seven chief executive officers in New Zealand sport organizations were interviewed. Data analysis was und

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Dabbs, Shaina M., Jeffrey A. Graham, and Marlene A. Dixon. "Extending the Kaleidoscope Career Model: Understanding Career Needs of Midcareer Elite Head Coaches." Journal of Sport Management 34, no. 6 (2020): 554–67. http://dx.doi.org/10.1123/jsm.2019-0417.

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Today’s workforce, with trends toward aging and greater gender diversity, looks dramatically different than past decades, creating a need to more closely examine the midcareer stages of employees. In sport, midcareer head coaches have developed a broad skill set and an ability to manage both internal and external stakeholders. Thus, they are valuable, experienced employees who have successfully navigated the coaching profession. Using the Kaleidoscope Career Model as a framework, this study explored male and female head coaches’ career experiences, needs, and management strategies in the midca

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Caskey, Micki, and Karen Swanson. "Developing an Academic Identity Using the Cognitive Apprenticeship Model." International Journal of Multidisciplinary Perspectives in Higher Education 5, no. 2 (2020): 134–39. http://dx.doi.org/10.32674/jimphe.v5i1.2690.

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In this essay, we describe how the cognitive apprenticeship model serves as a framework for mentoring early-career women faculty into the professoriate. We illuminate our ideas using the metaphor of a kaleidoscope to inspire and support women faculty as they grow as academic writers and build their academic identities.

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12

Mazumdar, Bishakha, Amy Mae Warren, and Travor C. Brown. "Understanding Bridge Employment Through the Lenses of Kaleidoscope Career Model." Academy of Management Proceedings 2020, no. 1 (2020): 14163. http://dx.doi.org/10.5465/ambpp.2020.14163abstract.

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13

Mouratidou, Maria, and Mirit K. Grabarski. "Careers in the Greek public sector: calibrating the kaleidoscope." Career Development International 26, no. 2 (2021): 201–16. http://dx.doi.org/10.1108/cdi-05-2020-0123.

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PurposeThe authors draw upon the kaleidoscope career model (KCM) to explore the career perceptions of public service employees in Greece.Design/methodology/approachQualitative semistructured interviews were conducted with 33 civil servants.FindingsThe authors’ demonstrate how context frames career perceptions and propose an additional KCM parameter (security).Research limitations/implicationsThis context-based study proposes an extension of the KCM theory beyond the original three parameters that were dominant at its inception.Practical implicationsThe authors provide recommendations for human

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August, Rachel A. "Women’s Later Life Career Development: Looking Through the Lens of the Kaleidoscope Career Model." Journal of Career Development 38, no. 3 (2010): 208–36. http://dx.doi.org/10.1177/0894845310362221.

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15

Kuzhabekova, Aliya, and Jack Lee. "Relocation Decision of International Faculty in Kazakhstan." Journal of Studies in International Education 22, no. 5 (2018): 414–33. http://dx.doi.org/10.1177/1028315318773147.

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This mixed-methods study uses Push and Pull model, as well as the Kaleidoscope career model, to close the gap in understanding of the experiences of international faculty who work in the Global South. Treating these faculty members as self-initiating expatriates pursuing a boundaryless career, the study reveals that one of the key push factors is shortage of jobs in the international market. While salary remains an important pull factor, nonmonetary motivations, such as the desire to contribute to change, are also important motivators. When making the decision to relocate, international facult

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Hurst, Jane, Sarah Leberman, and Margot Edwards. "The career impacts of women managing women." Australian Journal of Management 43, no. 1 (2017): 132–51. http://dx.doi.org/10.1177/0312896217701981.

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Our study examines the interconnection between women’s workplace hierarchical relationships and their career decisions using relational cultural theory (RCT) and the kaleidoscope career model (KCM). The findings suggest that the quality of these relationships directly and indirectly affect women’s careers, particularly when the relationship is perceived as negative. This research critiques and extends the KCM by adding an important relational component. Balance is extended to include the impact women’s hierarchical relationships have on personal and family wellbeing, particularly where it is v

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Wu, Chao, Lin‐yuan Zhang, Xin‐yan Zhang, et al. "Factors influencing career success of clinical nurses in northwestern China based on Kaleidoscope Career Model: Structural equation model." Journal of Nursing Management 30, no. 2 (2021): 428–38. http://dx.doi.org/10.1111/jonm.13499.

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18

Sullivan, Sherry E., Monica L. Forret, Shawn M. Carraher, and Lisa A. Mainiero. "Using the kaleidoscope career model to examine generational differences in work attitudes." Career Development International 14, no. 3 (2009): 284–302. http://dx.doi.org/10.1108/13620430910966442.

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19

Knowles, Jennifer, and Lisa Mainiero. "Authentic Talent Development in Women Leaders Who Opted Out: Discovering Authenticity, Balance, and Challenge through the Kaleidoscope Career Model." Administrative Sciences 11, no. 2 (2021): 60. http://dx.doi.org/10.3390/admsci11020060.

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We investigated the parameters of authenticity, balance, and challenge as viewed through the lens of the Kaleidoscope Career Model to discern the career motives of women who opted out and then returned to the workforce. We also were interested in comparing women and men in their leader practices. We triangulated quantitative and qualitative methods to explore these phenomena. First, in Study 1, 2009 individuals completed both the Kaleidoscope Career Self Inventory (the KCSI) as well as an abbreviated version of Kouzes and Posner’s Leadership Practices Inventory (the LPI). Participants rated th

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Gouhar Pirzada, Dr, Yaar Muhammad, and Yasmeen Aman. "Dwelling Possibilities: Career Perceptions of Single Women at Mid-Career in Education Sector of Pakistan." Research Journal of Social Sciences and Economics Review (RJSSER) 2, no. 1 (2021): 390–401. http://dx.doi.org/10.36902/rjsser-vol2-iss1-2021(390-401).

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This research study explores the perceptions of single women at their mid-career stage in the education sector of Pakistan. The Kaleidoscope Career Model (KCM) has been used as a theoretical framework to interpret the research data gathered through semi-structured interviews with five participants (single women) working in public and private sector educational institutes in Pakistan. The interviews covered four main aspects, out of which three aspects were borrowed from KCM (Balance, Authenticity, and Challenge) and an additional aspect of Perceived Organizational Support (POS). The result of

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21

Elley-Brown, Margaret Jean, Judith Karen Pringle, and Candice Harris. "How Some Women Are Opting In: A New Perspective on the Kaleidoscope Career Model." Academy of Management Proceedings 2015, no. 1 (2015): 11825. http://dx.doi.org/10.5465/ambpp.2015.11825abstract.

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22

Zimmerman, Lauren M., and Malissa A. Clark. "Opting-out and opting-in: a review and agenda for future research." Career Development International 21, no. 6 (2016): 603–33. http://dx.doi.org/10.1108/cdi-10-2015-0137.

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Purpose The purpose of this paper is to highlight an emerging and evolving area within women’s careers literature – women’s opting-out and opting-in experiences. Highlights from several career theories, extant research, and a framework for women’s opting-out and opting-in experiences are discussed as well as future research considerations for women’s career breaks. Design/methodology/approach The present study provides the first synthesis of the theoretical and empirical work on women’s opting-out and opting-in experiences, by providing a framework that integrates existing research with the ka

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23

Birrell, Lori, and Marcy A. Strong. "Supporting the Intersections of Life and Work: Retaining and Motivating Academic Librarians Throughout Their Careers." Evidence Based Library and Information Practice 17, no. 1 (2022): 94–121. http://dx.doi.org/10.18438/eblip29971.

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Objective – This study uses the Kaleidoscope Career Model (Mainiero & Sullivan 2006a) to determine key sources of motivation for library professionals during their careers and identifies strategies for how library administrators can better retain and inspire their staff. Methods – The authors adapted the Kaleidoscope Career Model survey tool with permission from Mainiero and Sullivan. The authors used Qualtrics to send out the adapted survey and in October 2019 emailed a call for participation with the survey link to six library electronic mailing lists. A total of 433 participants complet

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Sullivan, Sherry E., and Lisa Mainiero. "Using the Kaleidoscope Career Model to Understand the Changing Patterns of Women's Careers: Designing HRD Programs That Attract and Retain Women." Advances in Developing Human Resources 10, no. 1 (2008): 32–49. http://dx.doi.org/10.1177/1523422307310110.

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Nandhuparkavi, K., S. Hemalatha, S. Moghana Lavanya, and V. Anandhi. "An Application of Kaleidoscope Career Model among Marketing Professionals in Agribusiness Sectors." Asian Journal of Agricultural Extension, Economics & Sociology, December 2, 2020, 45–53. http://dx.doi.org/10.9734/ajaees/2020/v38i1130450.

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The purpose of the study is to analyze how the KCM (Kaleidoscope Career Model- consists of Authenticity, Balance, Challenge) influence the transition in their career and also to identify the factor influencing for the job mobility. Survey data were collected through Google forms and mail from the input sectors. The Google forms send to the 260 respondents and data were collected from 110 respondents with full details. Correlation and Hierarchical regression were used to identify the factor for the job mobility. To identify the factor influencing the job mobility among the marketing professiona

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Koekemoer, Eileen, and Anne Crafford. "Exploring subjective career success using the Kaleidoscope Career Model." SA Journal of Industrial Psychology 45 (June 10, 2019). http://dx.doi.org/10.4102/sajip.v45i0.1638.

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Orientation: Currently, the workplace consists of four different generations of employees, of which the youngest, Generation Y (Gen Y), will become more prevalent in the next few years. Therefore, attracting and retaining employees of this generation are essential for organisations.Research purpose: The aim of the present study was to investigate how Gen Y IT employees experience career success by using the Kaleidoscope Career Model (KCM) as an interpretive lens.Motivation for the study: Generation Y remains an understudied cohort with regard to perceptions of career success. Motivated by the

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Au, Wee Chan, Mina Beigi, and Melika Shirmohammadi. "Running their own show: Malaysian women entrepreneurs’ kaleidoscope careers." Career Development International ahead-of-print, ahead-of-print (2021). http://dx.doi.org/10.1108/cdi-02-2021-0043.

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PurposeConsiderable research has been conducted to highlight women's career decisions to opt-out of corporate positions, but little is said about those who leave to become entrepreneurs. The purpose of this paper is to theorize kaleidoscope career parameters in relation to entrepreneurship stages and demonstrate the role of macro-national context (i.e. government initiatives and cultural practices) in women entrepreneurs' career choices.Design/methodology/approachThe authors interviewed 34 Malaysian women entrepreneurs (MWEs) who were established in their careers and explored the following two

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Simmons, John, Hans-Georg Wolff, Monica L. Forret, and Sherry E. Sullivan. "A longitudinal investigation of the Kaleidoscope Career Model, networking behaviors, and career success." Journal of Vocational Behavior, August 2022, 103764. http://dx.doi.org/10.1016/j.jvb.2022.103764.

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Alshaikhmubarak, Abdulrahman. "Contemporary Career Theories in the Light of the COVID-19 Pandemic: A Critical Literature Review." Humanities and Management Sciences - Scientific Journal of King Faisal University, 2022, 1–8. http://dx.doi.org/10.37575/h/mng/210076.

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This paper critically reviews and observes the nature of contemporary careers and the orientation in which careers research has advanced over the past decade. The contemporary concept of career refers to an individual’s pursuit of career advancement without being restricted to a single job in a single company. Specifically, career concepts that appeared in the 1990s, including the protean and boundaryless career frameworks, and the next generation of career concept, including integrative frameworks, hybrid careers, and the kaleidoscope career model, are discussed. These models and theories all

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Wu, Chao, Shuang Li, Feixia Cheng, et al. "Self-Identity and Career Success of Nurses in Infectious Disease Department: The Chain-Mediating Effects of Cognitive Emotion Regulation and Social Support." Frontiers in Psychology 11 (November 27, 2020). http://dx.doi.org/10.3389/fpsyg.2020.563558.

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There has been some research conducted regarding nurses’ career success aimed at exploring its influencing factors, but there is no research on the mechanism of self-identity on the career success of infection control nurses. In order to further explore the formation mechanism of career success of nurses, we conducted our study using the Kaleidoscope Career Model to explore the chain-mediating effects of cognitive emotion regulation and social support between self-identity and career success. Five hundred forty-seven infection control nurses from nine different hospitals participated in the st

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Myers, Barbara, Kaye Thorn, and Noeleen Doherty. "Self-initiated expatriation and older women: composing a further life." Personnel Review ahead-of-print, ahead-of-print (2021). http://dx.doi.org/10.1108/pr-11-2019-0638.

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PurposeResearch into self-initiated expatriation (SIE) has increased exponentially, although the focus of these investigations has been on professional workers, and little has been gender specific. The purpose of this research therefore is to explore the career and personal motivations for SIE through the novel lens of older women. In this exploratory study, SIE and socio-emotional selectivity motivation theories (SSTs) are used, in addition to the Kaleidoscope Career Model (KCM), to understand the reasons these women have taken this path.Design/methodology/approachThe paper employs a qualitat

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