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Lee S, Kang W. A meta-narrative review of research traditions on hidden workers in aging population for transdisciplinary implementation research. Front Public Health 2024; 12:1415770. [PMID: 38993702 PMCID: PMC11238214 DOI: 10.3389/fpubh.2024.1415770] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2024] [Accepted: 06/05/2024] [Indexed: 07/13/2024] Open
Abstract
Hidden workers are defined as the three vulnerable subgroups of workers: the underemployed, the unemployed, and the discouraged workers. Hidden workers indeed the group with multiple identities; a transitioning retiree, jobseeker, caring for some, who may also have long term health conditions and ethnic minority all at the same time. Designing an intervention for this group necessitates the transdisciplinary knowledge. Transdisciplinary knowledge is crucial because it can inform how the intersectoral challenges might be addressed in interventions, and how the intersectoral implementation design and evaluation on hidden workers might be designed. This paper maps the intellectual landscape of the hidden workers in aging population literature to identify key disciplinary research clusters; and to find out how those research clusters are investigating hidden workers. With the meta-narrative review methodology on studies retrieved from the Web of Science Core Collection, five research clusters were identified: (1) public health approaches to hidden workers, (2) welfare state and aging workforce, (3) older jobseekers, (4) life course perspective, (5) retirement transitions. Each research cluster focuses on different aspects of hidden workers, with varying research questions and rationales. These include conceptualising the determinants of the hidden workers in aging populations and the complex interrelation with public health. Furthermore, we suggest an analytical framework to allow for better understanding between the research traditions based on (1) the chosen socioecological level of analysis, (2) whether the research question is on the determinant for hidden workers or on the outcome of being hidden and (3) the chronosystem (early/middle/later life) timeframe of research question that is addressed. Through this study, we can identify the main issues faced by hidden workers among the older adults and the measures to address these issues as well as opening up a possibility for cross-sectoral policy responses.
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Affiliation(s)
- Sora Lee
- Department of Public Health, La Trobe University, Melbourne, VIC, Australia
| | - Woojin Kang
- Department of Economics, Hanbat National University, Daejeon, Republic of Korea
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Lee-Tauler SY, LaCroix JM, Huppert TK, Winters AM, Stivers M, Arellano-Euribe AP, Grammer J, Cobb E, Alvarado KJ, Boyd D, Patterson LE, Golle MF, Ghahramanlou-Holloway M. A qualitative study of military service members undergoing medical separation. J Clin Psychol 2024; 80:1345-1364. [PMID: 38568157 DOI: 10.1002/jclp.23668] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2023] [Revised: 01/03/2024] [Accepted: 02/04/2024] [Indexed: 04/28/2024]
Abstract
OBJECTIVE Little research explores military perspectives on medical disability-related transition. A qualitative study sought to understand transition experiences of United States military Service members found unfit for duty following medical and physical evaluation boards (MEBs and PEBs). METHODS Confidential telephone interviews were conducted with 25 current and prior Service members. Participants were asked to share their experiences before, during, and after the MEB and PEB processes. Interview questions explored (1) health conditions that prompted the medical disability evaluation, (2) reactions to being recommended for separation, (3) transition-related stress and challenges, and (4) coping strategies. Salient themes were identified across chronological narratives. RESULTS Participants expressed that debilitating physical (e.g., injury) and/or mental (e.g., post-traumatic stress disorder) illnesses prompted their medical evaluation. In response to the unfit for duty notice, some participants reported emotional distress (e.g., anxiety, anger) connected to uncertainty about the future. Other participants reported relief connected to a sense of progression toward their medical disability claim status. Transition stress included the length of the MEB/PEB process, impact of the COVID-19 pandemic on the process, financial stress, impact on family life, and compounded effect of these stressors on emotional distress, including depression and suicidal thoughts. Participants reported using adaptive (e.g., psychotherapy) and maladaptive (e.g., excessive drinking) strategies to cope with stress. CONCLUSION Preliminary reports of emotional distress and transition stress following unfit for duty notices highlight the need for increased support and interventions to facilitate adaptive coping strategies during this vulnerable period.
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Affiliation(s)
- Su Yeon Lee-Tauler
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - Jessica M LaCroix
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - Tierney K Huppert
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - Amber M Winters
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - Max Stivers
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - A Penelope Arellano-Euribe
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - Joseph Grammer
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - Erin Cobb
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - Kathryn J Alvarado
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
| | - David Boyd
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
- Medical Boards Division, Walter Reed National Military Medical Center, Bethesda, Maryland, USA
| | - Lee E Patterson
- Medical Boards Division, Walter Reed National Military Medical Center, Bethesda, Maryland, USA
| | - Mario F Golle
- Medical Boards Division, Walter Reed National Military Medical Center, Bethesda, Maryland, USA
| | - Marjan Ghahramanlou-Holloway
- Department of Medical and Clinical Psychology, Uniformed Services University of the Health Sciences, Bethesda, Maryland, USA
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Mussagulova A, Chng S, Goh ZAG, Tang CJ, Jayasekara DN. When is a career transition successful? a systematic literature review and outlook (1980-2022). Front Psychol 2023; 14:1141202. [PMID: 37809315 PMCID: PMC10552927 DOI: 10.3389/fpsyg.2023.1141202] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/10/2023] [Accepted: 04/28/2023] [Indexed: 10/10/2023] Open
Abstract
A definition of career transitions was initially proposed by Louis in 1980. The pace of career transitions has since increased, unraveling traditional linear career pathways. Despite this, we have inadequate knowledge about what defines successful career transitions. Hence, we conducted a systematic review of the scholarship to understand how career transition success is operationalized and to identify research gaps and directions. We identified and reviewed 244 articles published from 1980 to 2022. We found that career transition success outcomes studied fall under the self-referent category, with the outcomes in the other-referent category absent. Further, most studies rely on a mix of objective and subjective success criteria, with no study considering possible interactions between the two. The review revealed a fragmented scholarship of career transition success and an urgency to broaden investigations of career transition success criteria given rapidly evolving employment trends globally.
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Affiliation(s)
- Assel Mussagulova
- Lee Kuan Yew Centre for Innovative Cities, Singapore University of Technology and Design, Singapore, Singapore
| | - Samuel Chng
- Lee Kuan Yew Centre for Innovative Cities, Singapore University of Technology and Design, Singapore, Singapore
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Pirsoul T, Parmentier M, Sovet L, Nils F. Emotional intelligence and career-related outcomes: A meta-analysis. HUMAN RESOURCE MANAGEMENT REVIEW 2023. [DOI: 10.1016/j.hrmr.2023.100967] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 04/05/2023]
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5
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Mousa M. Career shock of female academics during Covid-19: can the transactional stress model offer coping strategies? EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2022. [DOI: 10.1108/ejtd-04-2022-0052] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/04/2022]
Abstract
Purpose
Through addressing female academics in four public universities in Egypt, the author of this paper aims to answer the question: How do female academics cope with the career shock resulting from the spread of COVID-19?
Design/methodology/approach
The author used a qualitative research method through semi-structured interviews with 32 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was subsequently used to determine the main ideas in the transcripts.
Findings
The findings assert that the following three strategies: heroism, cronyism and temporalism are used by female academics in the Egyptian context to cope with the career shocks they feel during the time of COVID-19. The findings assert that female academics try to reassert their professionalism in their academic duties and familial obligations even after the spread of COVID-19. Moreover, they tend to use forms of cronyism behaviour to alleviate the effect of the career shock, mostly via hypocritical phrases. Furthermore, the thought that COVID-19 is a temporary stage helps female academics to actively accept their challenging new work conditions.
Originality/value
This paper contributes by filling a gap in human resources management and higher education in which empirical studies on the career shock of female academics have been limited so far.
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van Hilten A, Ruel S. The Chihuahua and the Space Princess writing in the margins: Antenarratives of two (older) women early career academics. GENDER WORK AND ORGANIZATION 2022. [DOI: 10.1111/gwao.12910] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Adriana van Hilten
- Athabasca University Athabasca Alberta Canada
- Ryerson University Toronto Ontario Canada
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Steindórsdóttir BD, Sanders K, Arnulf JK, Dysvik A. Career transitions and career success from a lifespan developmental perspective: A 15-year longitudinal study. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103809] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
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Coppola PJ, Young AF. Making the difficult career transition: Writing the next chapter during the great resignation or in the future. Front Psychol 2022; 13:905813. [DOI: 10.3389/fpsyg.2022.905813] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2022] [Accepted: 09/27/2022] [Indexed: 11/13/2022] Open
Abstract
During the midst of the Great Resignation, over 4.5 million people have changed jobs. While a job change does not register as one of the top three drivers of stress, career transition-related stress does present itself as one of the top 25 causes. This stress can be reduced through social support models, career transition planning, and personal brand strategy frameworks. These adaptive change models become part of a continuous learning and growth process. This literature review aims to contribute to the industry and define career transition through a more holistic personal brand strategy utilizing a wide range of disciplines considering the challenges and opportunities presented during the Great Resignation.
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“Running away is easy; it's the leaving that's hard”: Career enactment by former military officers. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103788] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
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10
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Simmons J, Wolff HG, Forret ML, Sullivan SE. A longitudinal investigation of the Kaleidoscope Career Model, networking behaviors, and career success. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103764] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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11
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Chen VH, Cooper D. Proactivity and Job Search: The Mediating Role of Psychological Closeness With External Mentors. JOURNAL OF CAREER DEVELOPMENT 2022. [DOI: 10.1177/08948453221120959] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Building on contest and sponsored-mobility perspectives, we explain how proactivity enables individuals to develop external mentoring support. By becoming psychologically close with external mentors, we predict that protégés engage in greater job search as additional job opportunities become visible. Results of two studies from different data sources (MTurk and Prolific Academic) support a connection between external mentoring and job search. Moreover, our first study suggests that gender alters the conditional indirect effect of psychological closeness with external mentors, such that women compared to men, who may have a smaller pool of internal mentors to connect with, initiate and benefit more from the influence of external mentors. In our second study, we find partial support for mediation from proactivity to job search self-efficacy (but not job search behavior) through psychological closeness with external mentors, but no gender effect. We urge career counselors to encourage individuals to consider diversifying mentoring outside of organizations.
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Affiliation(s)
- Victor H. Chen
- Management Department, Tulane University, New Orleans, LA, USA
| | - Danielle Cooper
- Management Department, University of North Texas, Denton, TX, USA
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Vahidi G, Arnold J, Barnard S. Examining career transition narratives through the lens of social justice: a critical study of the British Press. BRITISH JOURNAL OF GUIDANCE & COUNSELLING 2022. [DOI: 10.1080/03069885.2022.2077305] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/02/2022]
Affiliation(s)
- Ghazal Vahidi
- School of Business and Economics, Loughborough University, Loughborough, UK
| | - John Arnold
- School of Business and Economics, Loughborough University, Loughborough, UK
| | - Sarah Barnard
- School of Business and Economics, Loughborough University, Loughborough, UK
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Abstract
The objective of the study was to examine the perceptions of business students on their employability skills at the point of graduation. The study was partially driven by past research which identified lack of soft skills as one of the main contributing factors in younger workers’ dismissal from work, and the need to understand the level of employability skills younger graduates have at graduation. An exploratory descriptive research methodology was used for the study. A survey was administered to 189 fourth-year business students. In total, 90 students filled-in the questionnaire, representing a 47.6% response rate. Based on a structured survey questionnaire administered to final-year undergraduate business students, the four most important employability skills for recruitment to entry-level positions are communication skills, learning skills, positive attitudes and behaviours, and problem-solving skills. The main prominent result was that ‘learning skills’ were ranked the second most important employability skills. In today’s fast-paced, rapidly changing work environments that are characterised by rapid knowledge obsolescence and an unknown future, willingness to learn and proactive lifelong learning are key to sustaining long-term graduate employability. Students seem to be satisfied with their perceived level of academic, personal management, and teamwork skills they possessed at the point of graduation. However, there are possible areas for further improvement regarding creativity and innovative skills, and ability to ‘resolve and management conflicts’ in teamwork. The study found that students used a combination of traditional and student-centred learning methods and pedagogies to acquire employability skills. As business students approach graduation, it is important to focus on areas they can improve and emphasise self-directed lifelong learning throughout their careers. The study confirms the role of external factors—labour market demand—in influencing perceived employability. The perceptions of students need to be systematically included in HEIs’ employability policy and discourse.
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Masdonati J, Frésard CÉ, Parmentier M. Involuntary Career Changes: A Lonesome Social Experience. Front Psychol 2022; 13:899051. [PMID: 35719552 PMCID: PMC9202451 DOI: 10.3389/fpsyg.2022.899051] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/18/2022] [Accepted: 04/27/2022] [Indexed: 11/13/2022] Open
Abstract
Like any other career process, career changes are influenced by relationships. Moreover, involuntary career changes are a challenging, yet understudied, career transition. Based on a relational perspective of work and careers, we investigated the way people’s social environment affects the process and experience of involuntary career changes. Specifically, we aimed to identify the sources of relational influences and to understand how these influences affect career changes. Semi-structured interviews were carried out with 14 adults who were forced to change career because of unemployment or health issues. Through thematic analysis, we identified three sources of relational influences (personal, work, and institutional environment) and three forms of influence that others had on career changes (positive, negative, and ambivalent). These influences manifested at four distinct moments of the process: When participants were leaving their former job, when they were shifting between their former occupation and a new livelihood, when they were exploring new career options, or when they were trying to implement their new career plan. Overall, results suggest that involuntary career changes are deeply shaped by heterogeneous and differentiated relational influences. The effect of the personal environment varied depending on the moment of the career change process. In particular, family and friends tended to be perceived as barriers when it came to shifting from the old to a new occupation and implementing a new career plan. The work environment mostly had a negative effect on the career change experience, suggesting the labor market might be somewhat refractory toward adult career changers. Institutions played a critical role throughout the change process, with support structures often being perceived as inappropriate, but with guidance professionals generally recognizing participants’ difficulties. Moreover, diverse forms of ambivalence characterized the identified relational influences, which were sometimes both appreciated and avoided or had ambiguous and fluctuating effects. Finally, although being a fundamentally social experience, involuntary career changes were also characterized by moments of loneliness that reflected the inadequacy of available support and a sense of shame associated with the status of career changer. Study limitations, research perspectives, and practical implications at the labor market, institutional, and individual levels are addressed.
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Affiliation(s)
- Jonas Masdonati
- Research Center in Vocational Psychology and Career Counseling, Institute of Psychology, University of Lausanne, Lausanne, Switzerland
| | - Caroline É Frésard
- Research Center in Vocational Psychology and Career Counseling, Institute of Psychology, University of Lausanne, Lausanne, Switzerland
| | - Michaël Parmentier
- Research Center in Vocational Psychology and Career Counseling, Institute of Psychology, University of Lausanne, Lausanne, Switzerland.,Psychological Sciences Research Institute, Catholic University of Louvain, Louvain-la-Neuve, Belgium
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Greer TW, Kirk AF. Overcoming Barriers to Women's Career Transitions: A Systematic Review of Social Support Types and Providers. Front Psychol 2022; 13:777110. [PMID: 35719527 PMCID: PMC9204263 DOI: 10.3389/fpsyg.2022.777110] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/14/2021] [Accepted: 04/15/2022] [Indexed: 11/16/2022] Open
Abstract
In the current career landscape and labor market, career transitions have become a critical aspect of career development and are significant for Human Resource Development (HRD) research and practice. Our research examines the type of support used during different career transitions and who can provide that support to women in career transition. We investigated four types of social support—emotional, appraisal, informational, and instrumental—and their roles in five types of career transitions: school-to-work transition, upward mobility transition, transition to a new profession, transition to entrepreneurship, career re-entry transition, and transition to retirement. We analyzed 80 journal articles using directed content analysis, cross-tabulation, and nonparametric statistical tests. Instrumental support appears to be the most commonly documented type of social support in this career transition literature. Appraisal support was consistently documented least for each type of career transition. Our results may highlight the importance of personal connections and internal resources in successful career transitions for women. Based on our findings, we offer a model of women's social support network for career transitions and advocate for expanded networks of social support for women anticipating and during career transitions. The results of our study contain insights for how women can be supported in transitioning to the next career experience. We conclude with suggestions for future research.
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Affiliation(s)
- Tomika W Greer
- Department of Human Development and Consumer Sciences, College of Technology, University of Houston, Houston, TX, United States
| | - Autumn F Kirk
- Department of Human Development and Consumer Sciences, College of Technology, University of Houston, Houston, TX, United States
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Becker K, Bish A, Abell D, McCormack M, Smidt M. Supporting Australian veteran transition: career construction through a person-environment fit perspective. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2077127] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Karen Becker
- School of Business and Creative Industries, University of the Sunshine Coast, Sippy Downs, QLD, Australia
| | - Adelle Bish
- College of Business and Economics, North Carolina A&T State University, Greensboro, NC, USA
| | - Dan Abell
- School of Business and Creative Industries, University of the Sunshine Coast, Sippy Downs, QLD, Australia
| | | | - Michelle Smidt
- School of Business and Creative Industries, University of the Sunshine Coast, Sippy Downs, QLD, Australia
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McPhee DM, Schlosser FK. Executive competencies and individual ambidexterity: shaping late-career transition to Canada’s recreational cannabis industry. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-08-2021-0205] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe authors contribute to scholarship on motivation for late-career transition, by examining how older executives drew on individual ambidexterity (IA) in the stigmatized, Canadian-licensed recreational cannabis industry.Design/methodology/approachThe methodology utilizes a qualitative method, utilizing semi-structured interviews with 15 late-career executives. Inductive examination of data uncovered subthemes related to motivations for late-career transition, exploring and exploiting competencies, and known and unknown boundary conditions.FindingsMotivations explained the impetus to join, while ambidexterity allowed executives to employ explorative and exploitive competencies to weather boundary conditions. Late-career transitioning to a stigmatized emerging industry presents an unprecedented mode of bridging employment for older workers.Research limitations/implicationsThis small exploratory study of a nascent industry is limited in its generalization across different contexts but relevant to others in cannabis and other emerging industries. Increased focus on Human resources management (HRM) related research on late-career transition due to limited studies and IA.Practical implicationsCannabis can be a risky employment venture for older workers that may affect future job prospects due to stigmatized views or present devastating financial risk. Older workers with knowledge, experience and skill remain relevant utilizing IA and their ability to manage difficult boundary conditions. Older experienced workers can bridge novel new opportunities before retiring.Originality/valueThe authors incorporated IA, expanding on literature related to boundary conditions in the late-career transition of executives into stigmatized recreational Cannabis. The authors introduce a new mode of bridge employment for late-career workers.
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Jemine G, Stuer D, Sulbout J. Building bridges across borders: An integrative literature review of project work and careers. EUROPEAN MANAGEMENT REVIEW 2022. [DOI: 10.1111/emre.12520] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Grégory Jemine
- HEC – Management School Université de Liège Liège Belgium
| | - David Stuer
- Antwerp Management School University of Antwerp Antwerp Belgium
| | - Jérôme Sulbout
- HEC – Management School Université de Liège Liège Belgium
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Weisman H, Bindl UK, Gibson CB, Unsworth KL. It’s About Time: Understanding Job Crafting Through the Lens of Individuals’ Temporal Characteristics. GROUP & ORGANIZATION MANAGEMENT 2022. [DOI: 10.1177/10596011221081586] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
Job crafting refers to the myriad ways employees customize their jobs, such as by altering their tasks and social interaction at work. Numerous scholars over the past 20 years have remarked on the overall need to better understand the role of time in job crafting. However, the literature has not considered how employees think about time, or, relatedly, how they use and manage it—and why this might matter for job crafting. To address these unresolved issues, the current paper develops a conceptual model of individual-level, time-related characteristics that shape employees’ engagement in job crafting and the effects of job crafting efforts on their well-being. We first review the prevailing understanding of time in job crafting research: merely operating as a medium for change, in the background. We then introduce our new conceptualization of time as central to job crafting—as temporal characteristics of the job crafter—and develop a conceptual model in which time-related constructs play a key role in influencing job crafting and its effects. Our model proposes that employees’ career stage, as well as their polychronicity preference and temporal focus, predicts engagement in job crafting, whereas employees’ time management and time urgency act as key moderators that shape the implications of job crafting for employees’ well-being. By theorizing on time in job crafting, our model thus contributes to understanding relevant antecedents and outcomes of job crafting. We conclude our paper by offering an agenda for future research to further incorporate the role of time in job crafting.
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Affiliation(s)
- Hannah Weisman
- Harvard Business School, Harvard University, Boston, MA, USA
| | - Uta K. Bindl
- King’s Business School, King’s College London, UK
| | - Cristina B. Gibson
- Pepperdine Graziadio Business School, Pepperdine University, Los Angeles, CA, USA
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The why, what and how of career research: a review and recommendations for future study. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-10-2021-0251] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe field of careers studies is complex and fragmented. The aim of this paper is to detail why it is important to study careers, what we study and how we study key issues in this evolving field.Design/methodology/approachKey theories, concepts and models are briefly reviewed to lay the groundwork for offering an agenda for future research.FindingsThe authors recommend ten key directions for future research and offer specific questions for further study.Research limitations/implicationsThis paper contributes to the development of the theoretical underpinning of career studies.Practical implicationsThe authors hope that the proposed agenda for future research will help advance the field and encourage more research on understudied, but important, topics.Originality/valueThis paper presents a comprehensive view of research on contemporary careers.
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Fukubayashi N, Fuji K. Social Comparison on Social Media Increases Career Frustration: A Focus on the Mitigating Effect of Companionship. Front Psychol 2021; 12:720960. [PMID: 34721175 PMCID: PMC8554093 DOI: 10.3389/fpsyg.2021.720960] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/05/2021] [Accepted: 09/27/2021] [Indexed: 12/02/2022] Open
Abstract
Social media has become a platform for the daily exchange of information. Although some studies have explored the role and influence of social media on career development, few have examined how daily social media use impacts individuals’ perceptions and emotions regarding their careers. The present study examined this issue using two surveys. We predicted that social comparison would mediate the link between social media usage and its psychological impact. Moreover, we hypothesized that the impact would be mitigated by social interactions (companionship). Study 1 (a self-reported survey that included 309 Japanese employees) demonstrated that viewing other users’ positive posts about their careers could lead to career frustration through social comparison. Concurrently, this study revealed that daily casual interaction with others reduced career frustration. Study 2 was based on an analysis of 1,254 responses obtained from a 7-day experience sampling method survey. It revealed that viewing other people’s career-related posts was associated with upward, downward, and non-directional social comparison. In turn, upward social comparison evoked career frustration at both between- and within-person levels, while downward comparison decreased career frustration at a between-person level. Similar to Study 1, the results of Study 2 indicated that career frustration was mitigated by casual communication with others. Both studies provide evidence that (1) daily social media use affects one’s perception and feelings about their career through social comparison, and (2) career frustration evoked through virtual interactions with others is mitigated by casual interactions in a face-to-face setting.
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Affiliation(s)
- Nao Fukubayashi
- R&D Center for Working Persons' Psychological Support, University of Tsukuba, Tsukuba, Japan
| | - Kei Fuji
- Faculty of Human Sciences, R&D Center for Working Persons' Psychological Support, University of Tsukuba, Tsukuba, Japan
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22
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Prudhomme N, Garnier M, Bernaud JL. Autonomie en transition de carrière. Développement d’un modèle et validation d’une échelle originale. PRAT PSYCHOL 2021. [DOI: 10.1016/j.prps.2021.08.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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23
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Mtwisha L, Jackson J, Mitchel A, de-Graft Aikins A, Kebirungi H, Outtara K, Viney C. Early- and mid-career transitions to research leadership in Africa. Wellcome Open Res 2021; 6:74. [PMID: 34381872 PMCID: PMC8323068 DOI: 10.12688/wellcomeopenres.16540.2] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 07/13/2021] [Indexed: 11/20/2022] Open
Abstract
This article examines the early-and mid-career transition to research leadership in Africa. Much of the available African literature on research leadership indicate several challenges related to poor conceptualisations of career transitions and gaps in the availability of research training. Qualitative data were collected using individual interviews (n=24) and focus groups (n=27) to identify key transition points of early career researchers (ECRs) and mid-career researchers (MCRs) in selected African countries. The qualitative data was complemented with quantitative survey questionnaires (n=250) and a triangulation approach was adopted to analyse the results. The findings were themed into different categories describing the common career paths, stages and challenges of research leaders. The latter part of the findings present a discussion on development approaches to attract and retain researchers in African universities. By focusing on the African continent, this study contributes to the current body of literature on research leadership in the Global South.
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Affiliation(s)
- Linda Mtwisha
- Research Division, University of Cape Town, Cape Town, 7700, South Africa
| | - Jose Jackson
- Alliance for African Partnership, Michigan State University, East Lansing, Michigan, 48824, USA
| | - Alison Mitchel
- Department of Diversity and Inclusion,, Lincoln University, Lincoln, LN6 7TS, UK
| | - Ama de-Graft Aikins
- Institute of Advanced Studies, University College London, London, WC1E 6BT, UK
| | | | - Karim Outtara
- Swiss Center for Scientific Research, Abidjan University, Abidjan, Cote d'Ivoire
| | - Clare Viney
- Careers Research and Advisory Centre (CRAC) / Vitae, Cambridge, CB5 8LA, UK
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24
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Orie S, Semeijn JH. Stay or Leave? The Role of Career Adaptability and Organizational Embeddedness for Turnover Intentions. JOURNAL OF CAREER DEVELOPMENT 2021. [DOI: 10.1177/08948453211028300] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands. Logistic regression analysis was utilized to examine survey data obtained from 173 employees with various occupations, who worked for (semi-)public and private organizations in the Netherlands. The variable measuring CA did not contribute to explaining organizational or occupational turnover intention. The variable measuring OE contributed to explaining organizational and, to a lesser extent, occupational turnover intention. In addition, for moderately to higher embedded workers, the odds of organizational turnover increased when they had higher CA. Our results suggest that the fostering of CA, in general, does not influence the likelihood of workers making transitions. Implications for practice and future research are discussed.
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Affiliation(s)
- Sieraadj Orie
- Faculty of Management, Open Universiteit, Heerlen, the Netherlands
| | - Judith H. Semeijn
- Faculty of Management, Open Universiteit, Heerlen, the Netherlands
- Research Centre for Education and the Labour Market, Maastricht University, the Netherlands
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25
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van Harten J, de Cuyper N, Knies E, Forrier A. Taking the temperature of employability research: a systematic review of interrelationships across and within conceptual strands. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.1942847] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
| | - Nele de Cuyper
- Research Group Work, Organizational and Personnel Psychology, Katholieke Universiteit Leuven, KU Leuven, Leuven, Belgium
| | - Eva Knies
- School of Governance, Utrecht University, Utrecht, The Netherlands
| | - Anneleen Forrier
- Faculty of Economics and Business, Katholieke Universiteit Leuven, KU Leuven, Leuven, Belgium
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26
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The Call for Aid (Cry for Help) in Psychological Injury and Law: Reinterpretation, Mechanisms, and a Call for Research. PSYCHOLOGICAL INJURY & LAW 2021. [DOI: 10.1007/s12207-021-09414-0] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/13/2022]
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27
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Wordsworth R, Nilakant V. Unexpected change: Career transitions following a significant extra-organizational shock. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103555] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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28
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Mtwisha L, Jackson J, Mitchel A, de-Graft Aikins A, Kebirungi H, Outtara K, Viney C. Early- and mid-career transition to research leadership in Africa. Wellcome Open Res 2021; 6:74. [PMID: 34381872 PMCID: PMC8323068 DOI: 10.12688/wellcomeopenres.16540.1] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/24/2021] [Indexed: 04/04/2024] Open
Abstract
This article examines the early-and mid-career transition to research leadership in Africa. Much of the available African literature on research leadership indicate several challenges related to poor conceptualisations of career transitions and gaps in the availability of research training. Qualitative data were collected using individual interviews (n=24) and focus groups (n=27) to identify key transition points of early career researchers (ECRs) and mid-career researchers (MCRs) in selected African countries. The qualitative data was complemented with quantitative survey questionnaires (n=250) and a triangulation approach was adopted to analyse the results. The findings were themed into different categories describing the common career paths, stages and challenges of research leaders. The latter part of the findings present a discussion on development approaches to attract and retain researchers in African universities. By focusing on the African continent, this study contributes to the current body of literature on research leadership in the Global South.
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Affiliation(s)
- Linda Mtwisha
- Research Division, University of Cape Town, Cape Town, 7700, South Africa
| | - Jose Jackson
- Alliance for African Partnership, Michigan State University, East Lansing, Michigan, 48824, USA
| | - Alison Mitchel
- Department of Diversity and Inclusion,, Lincoln University, Lincoln, LN6 7TS, UK
| | - Ama de-Graft Aikins
- Institute of Advanced Studies, University College London, London, WC1E 6BT, UK
| | | | - Karim Outtara
- Swiss Center for Scientific Research, Abidjan University, Abidjan, Cote d'Ivoire
| | - Clare Viney
- Careers Research and Advisory Centre (CRAC) / Vitae, Cambridge, CB5 8LA, UK
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29
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Klotz AC, Swider BW, Shao Y, Prengler MK. The paths from insider to outsider: A review of employee exit transitions. HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1002/hrm.22033] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Affiliation(s)
- Anthony C. Klotz
- Department of Management, Mays Business School Texas A&M University College Station Texas USA
| | - Brian W. Swider
- Warrington College of Business University of Florida Gainesville Florida USA
| | - Yiduo Shao
- Warrington College of Business University of Florida Gainesville Florida USA
| | - Melanie K. Prengler
- Department of Management, Mays Business School Texas A&M University College Station Texas USA
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30
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Davis J, Wolff HG, Forret ML, Sullivan SE. Networking via LinkedIn: An examination of usage and career benefits. JOURNAL OF VOCATIONAL BEHAVIOR 2020. [DOI: 10.1016/j.jvb.2020.103396] [Citation(s) in RCA: 30] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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