Career Development International Journal Impact Factor & Information

Publisher: Emerald

Journal description

We live in an age in which there is a vast amount of confusion, uncertainty and ambiguity about the direction in which careers are moving. Flatter organizations often means less opportunity for progression onwards and upwards and yet companies still need motivated people who feel stretched and challenged in their roles.

Current impact factor: 1.29

Impact Factor Rankings

Additional details

5-year impact 0.00
Cited half-life 0.00
Immediacy index 0.00
Eigenfactor 0.00
Article influence 0.00
Website Career Development International website
Other titles Career development international (Online)
ISSN 1362-0436
OCLC 45221332
Material type Document, Periodical, Internet resource
Document type Internet Resource, Computer File, Journal / Magazine / Newspaper

Publisher details


  • Pre-print
    • Author can archive a pre-print version
  • Post-print
    • Author can archive a post-print version
  • Conditions
    • Voluntary deposit by author of author's pre-print or author's post-print allowed on author's personal website or Institutional repository
    • If mandated by a funding agency, the author's post-print may be deposited in any open access repository after a 24 months embargo period
    • Author's pre-print and Author's post-print not allowed on subject-based repository
    • Must link to publisher version with DOI
    • Publisher's version/PDF cannot be used
    • Published source must be acknowledged with set statement
    • Non-commercial
    • Publisher last contacted on 02/04/2013
  • Classification

Publications in this journal

  • Career Development International 11/2015; 20(7):753-772. DOI:10.1108/CDI-04-2015-0056

  • Career Development International 11/2015; 20(7):733-752. DOI:10.1108/CDI-10-2014-0137

  • Career Development International 11/2015; 20(7):717-732. DOI:10.1108/CDI-03-2015-0033

  • Career Development International 10/2015; 20(6):627-645. DOI:10.1108/CDI-08-2014-0112
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    ABSTRACT: Purpose – Considering that MBA programs have been the focus of many evaluations and much criticism in recent years, the purpose of this paper is to investigate the objective and subjective effects on careers experienced by part-time MBA students and graduates. Design/methodology/approach – To achieve this purpose the authors conducted an empirical research, involving more than 700 students and graduates of three part-time MBA programs in Brazil. Findings – The authors found that students and graduates experience more subjective than objective effects of such programs in their careers and that the subjective effects are primarily related to self-confidence, employability, expansion of business view, and ability to “play the game.” Research limitations/implications – The authors note two limitations of the study. First, the study focussed on Brazilian programs and cannot be generalized to other countries or contexts. Second, the study was based on the perceptions of students and graduates. Practical implications – The authors believe that this study makes a contribution for program coordinators in business schools. By re-balancing attention among objective subjective effects, coordinators might improve their programs. Originality/value – This study makes three contributions to the knowledge of the effects of MBAs. First, it provides insight into students’ perspectives. Second, it increases the knowledge of the subjective effects of MBAs on the careers of students. And third, it focusses on part-time programs in a developing nation rather than on full-time programs in a developed nation such as the USA, as is often the case.
    Career Development International 10/2015; 20(6):646-662. DOI:10.1108/CDI-01-2015-0012
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    ABSTRACT: 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 kaleidoscope career model. Findings – Gender-based patterns suggested by the kaleidoscope career model appear to be giving way to different patterns based on individual career aspirations, earning capacity and motivation within a dual career (as opposed to simply dual income) household. For some young professionals challenge and balance are equally important and so unlike the original interpretation of the KCM their careers reflect dual priorities not challenge followed by balance as their careers evolve. Research limitations/implications – The sample size is small and participants were recruited through purposeful sampling which may have resulted in a more homogeneous cohort than would have been achieved through random sampling. Practical implications – Changing demographic profiles and emerging social norms are changing the way Gen Y approach work and careers. Organisations and professional bodies need to respond to these changes through implementation of appropriate HR policies within supportive organisational cultures if they are to attract and retain young professionals. Social implications – This research is important because there is clearly a gap between changes at a societal level and the way in which organisations are responding to those changes. The paper provides insights into how public policy and organisational practices can be designed and implemented to meet the needs and expectations of Gen Y professionals. Originality/value – This study provides an insight into the way Gen Y professionals are navigating dual careers as opposed to dual incomes. It builds on and expands the kaleidoscope career model by showing that Gen Y professionals are less constrained by gender stereotypes than previous generations in their quest for challenge and balance and that some couples are determined to have both challenge and balance, not either/or.
    Career Development International 10/2015; 20(6):562-582. DOI:10.1108/CDI-10-2014-0143
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    ABSTRACT: Purpose – The purpose of this paper is to extend the attitudinal approach to entrepreneurial intentions by using a structural analysis to explore overlooked personal values as the antecedents of entrepreneurial attitude. Based on the widely adopted value system proposed by Schwartz, this study argues that while one cluster of personal values is positively correlated with entrepreneurial attitude that leads to entrepreneurial intention, another cluster of personal values is negatively correlated with entrepreneurial attitude. Design/methodology/approach – Questionnaire responses obtained from a sample of 276 MBA were analyzed using structural equation models to examine the influences of values on entrepreneurial intentions via entrepreneurial attitude. Findings – The results of this study demonstrate that personal values of self-direction, stimulation, achievement, and universalism are all positively correlated with entrepreneurial attitude, which together constitute a comfort zone for entrepreneurship, whereas values in the opposite end of the circumplex including benevolence, tradition, conformity, security, and power are negatively correlated with entrepreneurial attitude. The values that discourage the formation of an entrepreneurial attitude also counter the positive effect of entrepreneurial attitude on intention, making the relationship between entrepreneurial attitude and intention contingent upon value conflicts. Originality/value – This study regards entrepreneurship as a career development and contributes to the entrepreneurship study by differentiating the influences of a vital construct, i.e., personal values, which should not be regarded as a universalism. The value circumplex with a comfort and discomfort zone developed by this study can serve as a platform to help build the view on entrepreneurial intentions in terms of personal values.
    Career Development International 09/2015; 20(6):663-683. DOI:10.1108/CDI-07-2014-0087
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    ABSTRACT: Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.
    Career Development International 09/2015; 20(5). DOI:10.1108/CDI-02-2015-0025
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    ABSTRACT: Purpose – The purpose of this paper is to contribute to a better understanding of the complex relationship between ethnic diversity, social capital, and objective career success in upward mobility systems over time. The authors conceptualize the underlying process of why intra-organizational career boundaries are more permeable for dominant ethnics compared to minority ethnics. Design/methodology/approach – The authors conceptually explore and model this relationship by elaborating on three mechanisms of social capital return deficit proposed by Lin (2000), building the argument based on four underlying principles (stereotype fit, status construction, homophily, and reciprocity). Findings – Based on a proposed reciprocal relationship between social capital and objective career success, the authors suggest the development of an upward career spiral over time, which is continuously affected by ethnic group membership. Consequently, the authors argue that dominant ethnics do not only advance to a higher level of objective career success, but that they also advance exponentially faster than minority ethnics. Research limitations/implications – The conceptualization provokes the question to what extent the permeability of intra-organizational boundaries constrains careers of some, while enabling careers of others. Originality/value – The contribution lies in the exploration of the relationship between social capital and objective career success over time, of the permeability of intra-organizational career boundaries, and how both are affected by ethnic group membership.
    Career Development International 09/2015; 20(5). DOI:10.1108/CDI-12-2013-0148
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    ABSTRACT: Purpose – Drawing on proactivity literature, the purpose of this paper is to investigate the relationship between employee’s proactive career planning (taking initiative to prepare for one’s career) and proactive career enacting (taking initiative to act on career plans). This study also looks into the influence of proactive personality and cognitive complexity in the relationship between proactive career planning and proactive career enacting. Design/methodology/approach – Survey data were collected in Australia (study 1; n=271) and were tested using structural equation modeling. Another set of survey data were collected in a different cultural context in the Philippines (study 2; n=215) for cross-cultural validation. Findings – Results show that proactive career planning and proactive career enacting are positively and significantly related in both cultural contexts. Results also show that proactive personality or the stable disposition of an individual to take initiative and be involved in future-oriented actions plays a significant role in moderating the relationship between proactive career planning and proactive career enacting. In addition, results show that cognitive complexity which pertains to an individual’s capacity to construe social behaviors in multidimensional ways moderates the relationship between proactive career planning and proactive career enacting. Practical implications – In today’s turbulent environment, employees need to be proactive when developing their careers. This study highlights the importance of being proactive when managing one’s career. Employees’ proactive personality and cognitive complexity also help in strengthening the link between proactive career planning and proactive career enacting, hence, these individual-level characteristics need to be developed and enhanced in organizations. Originality/value – This study is valuable as it extends and advances the understanding on how proactivity (proactive career planning, proactive career enacting, proactive personality) and cognitive complexity can contribute to career development of employees.
    Career Development International 09/2015; 20(5). DOI:10.1108/CDI-03-2015-0043
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    ABSTRACT: Purpose – The purpose of this paper is to examine coping strategies, social support, and psychological distress for comparable samples of unemployed (n=389) and re-employed (n=270) individuals. The authors hypothesized that problem-focused coping and higher levels of social support would be associated with lower levels of psychological distress for unemployed vs re-employed participants. Design/methodology/approach – The cross-sectional design and the convenience sampling method were used in the study. Findings – Although unemployed participants reported poorer coping, higher levels of psychological distress, and lower levels of social support compared to re-employed participants; social support and coping strategies predicted psychological distress. Multiple regression analyses suggest that emotion-focused coping strategies were related to higher levels of psychological distress, whereas social support and problem-focused coping strategies were related to lower levels of psychological distress. Social support accounted for more variance in participants’ psychological distress above and beyond all other variables. Single and unemployed participants of the study used less problem-focused, more emotion-focused coping, and perceived lower social support than married unemployed. Gender and marital status of the unemployed were also significantly associated with psychological distress. In addition, older and less educated unemployed participants perceived less social support and used emotion-focused coping more frequently. Practical implications – The findings indicated that being female, single, older, and low educated are the potential sociodemographic risk factors for the psychosocial well-being of unemployed people. Originality/value – The favourable effects of certain coping strategies suggest the potential benefits of interventions to reduce reliance on emotion-focused coping and stimulate more problem-focused strategies in order to enhance psychological well-being.
    Career Development International 09/2015; 20(5). DOI:10.1108/CDI-02-2015-0018
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    ABSTRACT: Purpose – The purpose of this paper is to investigate the role of job search on perceived overqualification by applying the theory of planned behavior and including financial need and openness to experience as moderators. Design/methodology/approach – Three questionnaires were given at weeks 1, 8 and 12 to 436 practice firm participants. A total of 119 completed all three questionnaires. The authors used partial least squares to analyze the data. Findings – Job search self-efficacy was positively related to job search intentions and to outcome expectations. Job search intentions were positively related to job search intensity. Financial need acted as a moderator of the relationship between job search intensity and perceived overqualification such that for those with high-financial need higher levels of job search intensity resulted in higher perceived overqualification. Research limitations/implications – The authors found little support for the theory of planned behavior in the model. The authors found strong support for the role of job search self-efficacy and job search intentions. The use of a three-wave design resulted in a relatively low sample size and the use of the practice firm reduces the generalizability of the findings. Practical implications – The results suggest that increasing job search self-efficacy and job search intentions while managing the anticipations of job seekers is likely to yield better job search outcomes. Originality/value – This study investigates the role of job search on perceived overqualification. Findings suggest that malleable attitudes during job search such as job search self-efficacy, job search intentions, and anticipations are likely to impact perceived overqualification.
    Career Development International 08/2015; 20(4). DOI:10.1108/CDI-11-2014-0152