Career Development International

Donald, William E.; Van der Heijden, Beatrice I.J.M.; Manville, Graham

2024 Career Development International

doi: 10.1108/cdi-02-2024-0073

By adopting a Social Exchange Theory (SET) lens, this paper aims to integrate the often-fragmented literature streams of Vocational Behavior (VB), Career Development (CD), and Human Resource Management (HRM) to offer a conceptual model for framing sustainable careers.Design/methodology/approachA conceptual approach is taken whereby eight propositions are developed to integrate the fragmented literature streams of VB, CD, and HRM.FindingsWe posit that external factors and career counseling moderate the positive relationship between employability capital and self-perceived employability. We also argue that self-perceived employability is positively associated with career success and that career crafting moderates this relationship. Finally, we propose that career success is positively associated with a sustainable career, which, in turn, is positively associated with a sustainable organization.Practical implicationsThe practical contribution comes from informing VB, CD, and HRM policies and practices to maximize sustainable outcomes for individuals and organizations. The paper concludes with recommendations for future research.Originality/valueThe theoretical contribution comes from integrating the three literature streams to offer a conceptual model as the basis for further interdisciplinary collaborations.

Van der Heijden, Beatrice; Hofer, Annabelle; Semeijn, Judith

2024 Career Development International

doi: 10.1108/cdi-08-2023-0280

Building on a stress-related view, this study examines the impact of qualitative job insecurity on three indicators of career sustainability. It also examines the moderating role of employee age in this relationship.Design/methodology/approachDutch respondents (N = 398) working in various sectors responded to an online survey. Our hypotheses were tested using path modeling with Mplus.FindingsQualitative job insecurity was negatively related to job satisfaction, general health, and employability. Moreover, a moderating effect of employee age on the relationship between qualitative job insecurity and job satisfaction was found.Practical implicationsOrganizations need to take measures to prevent qualitative job insecurity, as this appears to be an essential hindering factor that might endanger an employee's career sustainability. Especially younger workers (<40 years) seem to suffer from qualitative job insecurity as this decreases their job satisfaction, urging management and HR professionals to protect them against it.Originality/valueBy focusing on qualitative job insecurity, this study helps to close an essential gap in the literature that so far has mainly focused on quantitative job insecurity. Besides, this is the very first empirical work investigating the link between qualitative job insecurity and multiple indicators of career sustainability. Finally, this research adds a developmental approach to sustainable careers by comparing younger and older workers.

Jiang, Xiaochuan; Yang, Jianfeng; Wang, Xiyan; Hou, Yanhui

2024 Career Development International

doi: 10.1108/cdi-04-2023-0096

To enhance the understanding of the antecedents of students' career adaptability, this study employs the crossover model to explore the potential transfer of career adaptability from headteachers to students and the underlying mechanisms involved.Design/methodology/approachThis study examined the proposed moderated mediation model using matched survey data collected from 37 headteachers and 1,598 students in Chinese higher vocational colleges.FindingsHeadteachers’ career adaptability is positively related to students’ career adaptability via students’ psychological capital. An increased frequency of headteacher–student interactions strengthened the indirect relationship between headteachers' career adaptability and students' career adaptability.Originality/valueThe findings suggest that, under certain conditions, headteachers’ career adaptability could be transferred to students via students’ psychological capital.

Kanar, Adam; Bouckenooghe, Dave

2024 Career Development International

doi: 10.1108/cdi-07-2023-0222

This study explores job search dynamics among employed individuals. We focus on factors related to employees initiating their job searches and changing its intensity.Design/methodology/approachWe conducted a qualitative study with 41 employed job seekers using semi-structured interviews.FindingsOur analysis reveals six catalysts that initiate employee job searches and nine modulators that influence fluctuations in job search effort. We highlight the significant roles of social actors, resource dynamics, and personal, professional, and environmental factors in shaping employees’ job searches.Research limitations/implicationsThe diverse sample strengthens theory building but may not represent all employed job seekers. Future research would benefit from longitudinal designs.Practical implicationsThis study underscores the influence of social actors on employee job search processes. Our findings offer valuable insights for policymakers and employers seeking to support employed job seekers and proactively manage voluntary turnover.Originality/valueThis research advances our understanding of employee job search beyond its traditional role in voluntary turnover. By integrating Conservation of Resources (COR) theory, we provide a framework for understanding employee job search initiation and modulation.

Keating, Lauren A.

2024 Career Development International

doi: 10.1108/cdi-04-2024-0182

By virtue of affecting how people perceive and respond to challenges, mindsets are conceivably consequential for, though relatively under-studied, in careers research. This paper thereby highlights the importance of bridging the mindsets and careers literature.Design/methodology/approachI review literature describing the ontology of mindsets, before reviewing what is currently known about mindsets in the careers domain. This is followed by theorizing about mindset dynamics in pressing career challenges, and providing avenues for future research.FindingsI outline some of the major implications of fixed and growth mindsets as they (potentially) relate to career-relevant cognitions, emotions and behaviors. I also formulate an agenda for future research with regard to what we study, who we study and how we, as scholars, can study mindsets in careers.Originality/valueThis review enables looking back on the state of mindsets and careers research. The theorizing herein about mindset dynamics in careers also invites scholars to look toward exciting research possibilities about how mindsets can shape careers in ways not yet realized.

Sharafizad, Fleur; Brown, Kerry; Jogulu, Uma; Omari, Maryam; Gander, Michelle

2024 Career Development International

doi: 10.1108/cdi-09-2023-0348

This paper examines an identified but unexplored career gap evidenced at a mid-level classification in the academic career path for women in Australia. This career-stalling effect or holding pattern, is examined to determine underlying causes of career trajectory interruption.Design/methodology/approachGuided by the epistemological stance of standpoint theory, this exploratory abductive study employs a novel arts-based method, draw, write, reflect, to access experiences that may be difficult to convey verbally. The obtained drawings and reflections were thematically analysed.FindingsDrawing on Bourdieu’s concept of illusio this article finds support for female academics’ bifurcated consciousness. Results demonstrate how opposing social role prescriptions result in the deliberate avoidance of work-life conflict, a nuanced lack of confidence in work tasks in combination with other, often competing responsibilities, and the uneven distribution of administrative duties known as “academic housework”, which combine to stall careers. Female academics feel pressure to prioritise their domestic role and eschew career progression.Research limitations/implicationsDespite the small sample size, the findings provide rich career narratives and experiences of female academics in Australia providing additional impetus for increased gender equity efforts.Originality/valueThis study is the first to explore the previously unidentified holding pattern for female academics in Australia. Findings suggest there is a range of previously unexplored impediments resulting in a gendered stalling at a mid-level classification interrupting female academic career progression.