Exploring career decision-making styles across three European countries

Career decisions are amongst the most important we make. Unsurprisingly, much published research exists on this particular aspect of career behaviour. However, the overwhelming majority of studies have been carried out on young people making initial career decisions. This paper extends our understanding by examining how mid-career adults in three European countries (Denmark, France and Italy) actually make career decisions. Characteristic patterns of behaviour recur when individuals approach points of transition or of crisis; each of these transitioning styles is illustrated by an iconic case. Emergent findings support the growing body of evidence that challenges the dominant policy and practice orthodoxy, which places rationality at the centre of the process, by recognising the importance of emotion and context.     

The role of learning and career guidance for managing mid-career transitions – comparing Germany and Denmark

In Germany and Denmark, the systems of further education and career guidance are well developed, offering a wide range of services and learning opportunities for targeted, specific and also general skills development. Based on an empirical study with mid-career individuals in both countries, the article investigates how the different systems support individuals to manage a career transition and develop their individual pathways. Mid-career transitions can be considered particularly challenging as they often reflect a more profound crisis and major concerns about future career opportunities. Constraints that prevent individuals in mid-career to fully benefit from the learning and guidance offers available can be identified in both countries. These range from the availability of programmes and accessing funding to getting the ‘right’ information. These constraints partly derive from adult education and guidance systems presupposing linear careers rather than disruptive trajectories and horizontal mobility.     

Guidance systems across Europe: heritage,change and the art of becoming

Guidance systems exist within learning, working and welfare cultures, which are upheld by prevailing institutions and stakeholders. Implementing a lifelong approach questions rooted codes and idiosyncrasies of the sectors across which guidance is distributed. To support individuals' careers, unlock their potential and increase their contribution to the economy i.e. support their process of becoming, lifelong guidance must strive for effective systems' integration across policy fields, cultures and organisations. This article departs from national experiences and discusses how cultures and institutional contexts generate resistance to change, but can also be the departure point for the successful development of lifelong support to people's careers.     

Testing times: careers market policies and practices in England and the Netherlands

Careers work is a very political business. Since the early 1990s, successive governments in England and the Netherlands have persistently challenged those working in the careers sector to demonstrate the educational, social and economic value and impact of their work. In this context, the marketisation of career guidance policies and practices has expanded, with a growing assumption that market-based goods and services ensure greater responsiveness to consumer choice and offer better and/or more innovative services for lower prices. In this article, we do not intend to give a comparison of trends in England and the Netherlands. We only examine the impact of market principles applied to career guidance provision in both countries. Findings indicate such provision for young people is on a steady decline. Lessons learned from these two nations indicate that a market for quality career services does not exist in schools and colleges. As a result, marketisation and privatisation of career services have led to an impoverished and fragmented supply of services. Greater attention by governments in career guidance policies for young people (and adults) is necessary to reduce the widening gap between ‘the haves and have nots’ in society. Failure to reduce labour market mismatch through new forms of careers dialogue is not only damaging and costly for individuals, families and employers, but for the taxpayer too.     

‘If you look the part you’ll get the job’: should career professionals help clients to enhance their career image?

This article presents a critical exploration of the role of career professionals in supporting people to reflect on and enhance their appearance, attractiveness and self-presentation (career image). The article is conceptual and based on a review of the broader literature on career success, appearance and attractiveness. It explores the evidence for a relationship between attractiveness and career, and the authors propose a conceptual framework in which career image is comprised of three elements (interpersonal skills, aesthetic presentation and beauty). The paper examines a possible role for career professionals in relation to this and then critically examines this role and concludes with the proposition of a research agenda in this area.     

A holistic perspective on career development in UK female soccer players: A negative case analysis

ObjectivesThe purpose of this study was to examine career experiences of UK-based female youth soccer players from a holistic perspective with a view to producing a grounded theory of factors contributing to career/talent development and transitions in UK youth female soccer.MethodologyA Grounded Theory methodology (Corbin & Strauss, 2008) was used. Negative case (Denzin, 1989) former female soccer players (N = 13), their best friend (N = 13), soccer coaches (N = 4), and teachers (N = 8) took part in semi-structured interviews about factors associated with talent development and career transitions in female youth soccer.ResultsMultiple social agents (players, team-mates, peers, teachers, parents and siblings) need to optimally interact to ensure that an optimal talent development and learning environment is created. This will provide a supportive holistic talent development environment, lead to adaptive player-level changes, and a greater chance of successful athletic and dual career development.ConclusionsThis study presents a rich understanding of the dual careers of players who did not make it in female soccer. By considering their perspectives alongside of a range of important social agents, we have been able to construct a substantive grounded theory of factors contributing to career/talent development and transitions in UK youth female soccer. As a result, these findings may contribute to policy and practice development in UK female youth soccer.     

Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes

We examined the constructs underlying the Career Maturity Inventory-Adaptability Form (CMI-C) and the Career Adapt-Abilities Scale (CAAS). Data from 852 university students indicated that the second-order factors for both scales correlate .43, suggesting that they measure different yet related constructs. All three subscales of the CMI-C correlate most with the “concern” subscale of the CAAS rather than with the corresponding subscale. It appears that the CMI-C is a measure of particular career adaptability for choosing a career whereas the CAAS is a global measure of career adaptability for dealing with all of the tasks of vocational development across the life span. Regression analyses show that the CMI-C does not add to the prediction of boundaryless mindset and protean career attitudes over the CAAS. Relationships between the CMI-C and CAAS with entrepreneurial, professional, and leadership career motivation profiles showed that the CAAS is more strongly related to boundaryless mindset and protean career attitudes, while the CMI-C appears to relate to more traditional (professional and leadership) career motivations.     

Are support and social comparison compatible? Individual differences in the multiplexity of career‐related social networks

Social networks are crucial for helping people in their careers. Moreover, social identity is reflected in and influenced by individuals’ networks. To date, there is little knowledge on how these different functions of networks might interact. A survey in which 450 individuals provided information on 2,499 contacts in their social networks indicated both multiplexity and segmentation in networks. Contacts tended either to provide psychosocial support only or to provide instrumental support and serve as a standard for social comparison. The segmentation was stronger for individuals with an independent career orientation than for promotion‐oriented individuals. These findings contribute to the literature on social networks and careers by providing insights into how career orientation affects the multiplexity in career‐related social networks.     

Applying the Chaos Theory of Careers as a Framework for College Career Centers

The chaos theory of careers (CTC; Pryor & Bright, 2011 ) has emerged as a career development theory to describe the reality of career development and account for the changing nature of work in the 21st century. Integrating CTC into a coherent framework accessible to practitioners is an ongoing process. In recent years, CTC has gained traction within some college career centers. Although techniques and interventions have been discussed to address some of the primary issues, no overarching framework has been conceptualized. This article proposes a model to conceptualize CTC in an accessible framework for college career centers, students, and beyond.     

Academic promises and family (dis)enchantments: clues for guidance and counselling in higher education

Family has an undeniable influence upon the career construction of higher education (HE) students, since it is a primary source of their socialisation. This article presents a qualitative analysis of 30 interviews conducted with first-year students, aimed at understanding the relationship between family sociocultural status and career choice and the perceived meaning in the family of the enrolment of one of their elements in HE. Results show that HE students came mainly from economic, cultural and social upper classes. It was a ‘logic path’, for who would inherit in the adult age, not only the economic capital, but also the relational capital. The educational and economic resources of the students' families are key factors in the choice to pursue HE studies, rather than the professional world.