Career adaptability,calling and the professional competence of social work students in China: A career construction perspective

Based on career construction theory, the current research examined individual and contextual predictors for the professional competence of Chinese undergraduates majoring in social work (N = 270). Results showed that career concern and career curiosity predicted social work students' professional competence, with these relations mediated by the calling in social work. It was also found that the positive effect of calling on professional competence was stronger among students who perceived a lower level of career-oriented learning environment. The corresponding moderated mediation model was supported such that the indirect effects of career concern and career curiosity on professional competence were stronger among students who perceived a lower level of career-oriented learning environment. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.     

Reference groups: A missing link in career studies

Careers unfold within and are bound by multiple social contexts. Newer career concepts have postulated a growing need for personal agency in overcoming structural constraints, especially organizational and occupational boundaries. As a consequence, research has focused more on the individual than on contextual factors. In order to answer recent criticism of this unbalanced view we argue that the impact of reference groups needs to be better understood, both as social drivers of agentic behavior and as social constraints that, for instance, reduce the permeability of boundaries. Drawing on identity theories and social network literature we suggest a classification of reference groups in which social domains (e.g., organization, occupation, family, friends), types of groups (known people, abstract social categories), and functions (normative, comparative, supportive) are distinguished. The reference group classification is employed to discuss extant career research and to propose three directions for future research: a) Fuller consideration of different social domains beyond the employing organization for a more complete understanding of social influences in contemporary careers; b) exploration of the possibly growing relevance of abstract social categories as referents, especially for subjective career success; and c) systematic analysis of the interaction between normative, comparative, and supportive functions of individuals' social networks. Across these themes, possible negative influences of reference groups and effects of imposed rather than chosen referents are also to be considered. Implications of the suggested research for better understanding the interaction between structure and agency in shaping careers and career identity are discussed.     

Toward a taxonomy of career studies through bibliometric visualization

One of the greatest strengths and liabilities of the career field is its diversity. This diversity allows for wide coverage of relevant career dynamics across the lifespan and across levels of analysis. However, this diversity also reflects fragmentation, with career scholars failing to appreciate how the insights from other thought worlds can advance their own work. Using advanced bibliometric mapping techniques, we provide a systematic review of the 3141 articles on careers published in the management literature between 1990 and 2012. In doing so, we (1) map key terms to create a systematic taxonomy of career studies within the field of management studies, (2) provide a synthetic overview of each topic cluster which extends prior reviews of more limited scope, and (3) identify the most highly influential studies on careers within each cluster. Specifically, six local clusters emerged — i.e., international careers, career management, career choice, career adaptation, individual and relational career success, and life opportunities. To classify a broad range of research opportunities for career scholars, we also create a “global” map of 16,146 career articles from across the social sciences. Specifically, six global clusters emerged — i.e., organizational, individual, education, doctorate careers, high-profile careers, and social policy. We describe and compare the clusters in the map with an emphasis on those avenues career scholars in management have yet to explore.     

Expatriate career intentions: Links to career adaptability and cultural intelligence

Given the increasing rate of global mobility, it is important to have a greater understanding of the factors that influence intentions for expatriate careers. Guided by the Career Construction Theory and Intelligence Theory, this study takes the view that self-initiated expatriation as a form of global mobility is an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in another country and work to build one's career. This study posits that individuals who want to work overseas rely mainly on their adaptive resources to develop their careers. Additionally, career adaptability, as a self-regulatory competency, is posited to be reinforced by an individual's intercultural capability (i.e., cultural intelligence). To test these assertions, data were collected in a sample of university students (n = 514) in the Philippines, a country reported to have high rates of overseas migration for economic and career-related reasons. Career adaptability was found to be positively and significantly related to overseas career intentions. In addition, cultural intelligence was found to moderate the said relationship. These results offer the groundwork for understanding the earlier stages of expatriate careers and, in particular, how the intention to have a career in another country is developed and influenced by the interaction between the self-regulatory characteristics and intercultural capability of individuals.     

Images of career: Nine key metaphors

This article examines theorists', practitioners', and workers' extensive use of metaphors in the conceptualization of careers. Metaphor constrains career thinking to powerful stereotypes, yet also extends views through the consideration of alternative metaphors and the creation of new ones. Morgan's (1986) method of multiple metaphor is used to develop an eclectic view of career studies. Nine key metaphors for career are considered—the career as inheritance, construction, cycle, matching, journey, encounters and relationships, roles, resource, and story. These metaphors act as frameworks for much career theory, and each presents specific career issues. Together they have the potential to advance thinking about careers beyond the framing of familiar metaphors, and provide a broader and more inclusive understanding of career phenomena.     

Narrating career, positioning identity: Career identity as a narrative practice

In contrast to traditional definitions of career identity as an individual construct, this article argues for a discursive approach to career identity as a narrative practice. Career identity is conceptualized as a practice of articulating, performing and negotiating identity positions in narrating career experiences. By using the concept of positioning, this approach situates identities within particular historic, cultural and interactional contexts via the discourses and master narratives that position identity. It also leaves space for individual agency and change via the reflexive capacity of the person to modify and negotiate the competing positions available. The methodological implications are considered, and illustrated with an empirical case analysis. The contribution of the proposed approach is in offering contextualized understandings of actual practices, resources and constraints of identity construction while also allowing for in-depth analyses of the particularities of identity work and possibilities for change in careers.     

Elite athletic career as a context for life design

Against a theoretical backdrop of narrative career construction, this article argues for the cultural constitution of life-designing processes in and through sport. A narrative case study approach is used to explore the culturally infused, gendered construction of elite athletic careers from the life story perspective. One Finnish, male, professional hockey player (age 29) and one Baltic, female, amateur orienteer (age 27) participated in a series of three individual interviews, generating approximately five interview hours per athlete. Both participants drew upon the performance narrative plot of an exemplary athletic career to make sense of their sporting experiences, life choices, and career behaviors. Further analysis of gendered career narrations in the context of participants' lives extended contextualized understandings of career practices, discursive resources and cultural constraints of the life design at a particular socio-historical juncture. The present study elucidates the complex social, cultural, and gendered underpinnings of athletic career, as well as the ways in which agentic individuals create novel meanings in bringing authenticity to their life through the athletic pursuit.     

Career trajectories of Dutch pop musicians: A longitudinal study

Systematic studies of artistic careers are scarce and this is the first large-scale study on the career development of pop musicians. Using a prospective longitudinal approach we followed a sample of aspiring pop musicians in the Netherlands (N = 369) over a three-year period. First we identified four groups of pop musicians with different career patterns, that is, upward careers, downward careers, stable successful careers and stable unsuccessful careers. By means of a multigroup growth mixture model we examined how career success was influenced by social support, professional attitude and professional network. Results showed that successful pop musicians experience more social support, have a stronger professional attitude and a more extensive professional network. Moreover, our study shows that these findings were consistent both between and within the different career pattern groups.     

Protean and boundaryless careers as metaphors

The terms “protean career” and “boundaryless career” are metaphors. This paper outlines the nature of metaphor and its use in contemporary social science, particularly in the study of careers. It identifies five characteristics of metaphors, which serve as a guide to analyzing and evaluating them. These are (1) literal and figurative meaning; (2) elaboration in theory; (3) external understanding; (4) relationship to other metaphors; and (5) accuracy and constructiveness. The protean and boundaryless career metaphors are examined in relation to each characteristic. Both concepts have developed in understanding outside their literal and figurative meaning. Both however appear functional in the current shifting careers environment. Suggestions are made for the further development of the concepts.     

Job loss as a blessing in disguise: The role of career exploration and career planning in predicting reemployment quality

Job loss is one of the most difficult work related situations that an individual may encounter. Yet, sometimes job loss may also turn into a blessing in disguise. Combining the careers literature with the literature on unemployment, the current paper addresses potential positive outcomes of job loss by focusing on specific career adaptability activities that individuals can undertake to obtain these outcomes. Three hundred and four unemployed outplacement attendees reported their use of self and environmental career exploration and career planning, as well as of job search (general and networking) and the availability of two resources that may foster these activities, general self-efficacy and social support. Six months later, 215 individuals reported their current reemployment status and, when applicable, the quality of that reemployment. Results replicate the positive effects of job search on finding reemployment but moreover outline the relevance of career planning and exploration during unemployment on ensuring the quality of this reemployment. Theoretical implications and directions for practice and future research are discussed.     

Entrepreneurship,professionalism, leadership: A framework and measure for understanding boundaryless careers

We propose a person-centered framework for conceptualizing subjective careers in an increasingly boundaryless work context. Specifically, we argue that entrepreneurship, professionalism, and leadership (EPL) can serve as three key dimensions of subjective career space. We relate this framework to earlier macro-level national and organizational career models proposed by Kanter (1989) and Schein (1978). Our empirical study involving 10,326 Singaporean university students demonstrated that entrepreneurial, professional, and leadership career aspirations (including motivations, efficacies, and intentions) can be measured independently, that these career dimensions are independent of vocational interests, and that they are to some degree viewed as competing career alternatives. We also show that EPL motivation profiles can operationalize the boundaryless and protean career concepts. Individuals concurrently high in entrepreneurial, professional, and leadership career motivations, and those high in entrepreneurial and leadership motivations are highest in boundaryless and self-directed career attitudes, while those primarily motivated for professional careers hold the most traditional career attitudes. We conclude by discussing the potential of the framework for understanding human resource issues at organizational and national levels and for enhancing the study of entrepreneurship, professionalism, and leadership.     

The anatomy of credibility: A conceptual framework of valued career helper attributes

Research on the qualities and characteristics that individuals value in those from whom they seek “career help” is very limited. Existing studies provide little insight into the meaning behind the labels individuals use to identify valued qualities and characteristics. We address this neglected area using qualitative interviews based on life story method whereby individuals identified informal and professional career helpers and the qualities and characteristics they valued in these helpers. Meanings are explored, qualities and characteristics conceptualized and a new conceptual framework showing the relationship between concepts is developed. Findings give rise to a discussion about the value and meaning of knowledge, impartiality, power and influence from the perspective of individuals in receipt of career help, and in so doing we challenge some commonly accepted discourse about these concepts in the academic and professional careers literature.     

Critical consciousness and career development among urban youth

This study explored the role of critical consciousness as a key factor in predicting progress in career development among urban high school students. Critical consciousness, or the capacity to recognize and overcome sociopolitical barriers, was operationalized through sociopolitical analysis and sociopolitical control. Canonical correlation analysis indicated a statistically significant relationship between critical consciousness and progress in career development, which was supported by estimates of effect size, for a sample of 220 urban adolescents. Participants with greater levels of critical consciousness had greater clarity regarding their vocational identity, were more committed to their future careers, and viewed work as a larger part of their future lives. These results suggest that urban adolescents may best engage the career development process by maintaining a critical awareness of sociopolitical inequity and situating their individual agency within this critical “reading” of the opportunity structure.     

Positive psychology and career development

Positive psychology has been an influential movement within psychology in the early years of the twenty-first century. It is now timely to assess the value of its contribution to career education and guidance. This paper provides a critique of this perspective. Positive psychology can enrich approaches to career development. It can provide a fertile source of concepts and an empirical basis for some elements of practice. However, the application of approaches derived from positive psychology is problematic if it neglects the socioeconomic context in which careers are lived and experienced, or if claims made for its efficacy cannot be supported by the evidence base.     

Person-environment congruence in relation to career change and career persistence

This study examined Holland’s theoretical proposition, that personality-work environment congruence influences career stability and change, with a sample of 212 career changers (respondents who expressed an intent to change career and had engaged in preliminary career change activity) and 249 career persisters (respondents who indicated an intent to remain in their current career). Independent groups ANCOVA (controlling for age and current career tenure) indicated that career persisters scored higher on congruence than career changers, however, the effect size was within the small to medium range. Repeated-measures ANCOVA indicated, with a medium effect size, that career changers moved towards careers that were more congruent with their personality profiles than their current careers. Practical and theoretical implications are discussed.     

The construction of career through goal-directed action

The thesis of this article is that occupational career is constructed through a system of intentional, goal-directed processes in the form of actions and projects as well as other careers, such as the family career and relationship careers. A contextual action theory of career is proposed as an approach that reflects a constructionist stance and at the same time addresses fundamental issues raised by social constructionism, such as issues of meaning, interpretation, and agency. The discussion is illustrated by reference to a research program on the family career-development project that examines the joint action of parents and adolescents relative to the adolescent’s future. It is further suggested that this approach leads constructionism beyond its epistemological critique to a positive formulation of professional and everyday activity.     

Managerial career patterns: A review of the empirical evidence

Despite the ubiquitous presence of the term “career patterns” in the discourse about careers, the existing empirical evidence on (managerial) career patterns is rather limited. From this literature review of 33 published empirical studies of managerial and similar professional career patterns found in electronic bibliographic databases, it is clear that upward mobility is still the norm, even when contrasting traditional to “new” careers. We argue that the nature and number of unique career patterns identified is strongly influenced by where and when the data were collected (i.e. empirical access), and how career patterns are measured. Our review further shows organizations clearly still act as containing social structures for the patterning of managerial careers, and that contemporary managerial careers, despite some evidence of increasing inter-organizational mobility, have new boundaries which induce linearity. We provide insights for further conceptualization of managerial career patterns and for advancing methodological approaches, including the use of optimal matching analysis and narratives. By expanding the scope of career pattern dimensions beyond time and direction, this review provides ground for further research on managerial career patterns.     

Three faces of context and their implications for career: A study of public sector careers cut short

This paper examines the impact of context on careers. It is based on a study of senior managers in an English local authority. It offers two important contributions: first, an empirical contribution examining how context matters to individuals in their career-making in the setting of the UK public sector. Our findings point to three aspects or faces of context: proximal events, ideology and enduring structural features. The first, context as ideology, attends to meaning-making that is collective in nature, and that incorporates concepts of power, domination, subordination and resistance. Our second refers to the enduring structural features. These are on-going trends and developments, predictable and traceable over the medium to long-term which offer rules and resources, thus structuring opportunity and constraint. Finally, the third face, context as proximal events, refers to (often unexpected) contingencies that arise at particular moments. Although bounded both spatially and temporally, they can significantly impact on career decision making. The second contribution of the paper builds upon this empirical base to develop theoretical and conceptual understanding of the link between career and context, illustrating the interconnectedness of the various faces of context and the dynamic ways in which these influence career-making over time.     

Continuity in adolescent career preparation and its effects on adjustment

Career preparation represents a major developmental task of adolescence, which has not received sufficient attention in empirical research on career development. Thus, this study was designed to examine the structure, continuity, and change in adolescent career preparation and its relationships with adjustment. The data were collected from a diverse sample of 389 adolescents on four occasions beginning in Grade 11 in high school and ending 6 months after high school graduation. Using Structural Equations modeling, a four-wave, developmental model of adolescent career preparation indicated by career decidedness, planning, and confidence was shown to fit the empirical data very well. Career preparation was characterized by continuity and a consistent pattern of positive concurrent and prospective associations with various indicators of adjustment. The results of the study provide empirical support for the theoretical propositions about the adaptive role of adolescent career preparation, particularly in terms of its contribution to psychological well-being and social integration.     

A survival analysis of the impact of boundary crossings on managerial career advancement up to midcareer

Although managers and professionals still compete in a career tournament for advancement and pay, the career boundaries that they cross in order to compete have changed. Traditionally, such individuals came up through the ranks within the same company by specializing in one functional area and changing, as needed, the geographic location of work in order to advance their careers. However, in the current era of less constrained, boundary-crossing careers, they are more apt to cross several boundaries, including functional, organizational, geographic, and family, as they pursue career opportunities. Using survival analysis with data from the career histories of 760 managers and professionals who collectively made 3917 moves up to midcareer, we examined the impact of the rate of crossing each boundary on the subsequent likelihood of advancement. In addition, over this span of career, we examined the extent to which more rapid advancement contributed to the rate of growth in annual salary. Our findings suggest that crossing functional, organizational, and geographic boundaries more often significantly increased the likelihood of advancement, whereas the duration of family boundary crossings had a negative impact. Moreover, as expected, advancement had a long-term impact on salary growth.