Career Development International (Career Dev Int)

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

Emerald

  • 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
    green

Publications in this journal

  • [Show abstract] [Hide abstract]
    ABSTRACT: Purpose – The purpose of this paper is to explore the mid-career experience of female managers within a small higher education institution in the UK. It considers how managers manage “self” within this phase of career. Design/methodology/approach – This study takes an ethnographic approach to the exploration of experiences in mid-career. Using a relational approach it was possible to draw together new insights deriving from the data. A narrative approach provided the framework from which deeper insights were captured through detailed participant stories told in situ. Findings – This study offers a deep analysis of the constructs of management experience as these are negotiated within mid-career. The priority of female managers in this study is directed towards the balance of home and work. There is less evidence of a desire for upward progression, instead the focus now shifts to the achievement of authenticity and balance. Research limitations/implications – This study was conducted in the higher education sector in the UK which is noted for its increasing commercialisation agenda and low staff turnover. Undertaking comparable research in other sectors will provide further insights into the generalisability of findings. Managers in this study were wholly white, middle class and most are still working in the region in which they were born. A more diverse cohort may be studied to ascertain the importance attributable to balance of work and life across different groups. Practical implications – This study presents some important areas of consideration for those involved in the support and advancement of female managers. Indeed, for those engaged in cognitive and developmental work this study provides rich and in-depth qualitative data that may prove helpful when formulating policy. It is of significance to senior managers within organisations and encourages attention towards executive development and organisational culture, both of which support the retention of talent within the organisation. Social implications – This paper provides insights into middle and senior management practice that may be of use by policy makers in the wider higher education sector context, as well as in general management good practice discussions more widely. This study may also be of interest to aspiring female managers and those relatively new to their roles as they seek to position themselves to achieve a sense of authenticity within their organisations. Originality/value – This study provides an empirical contribution to the study of female managers working within a small higher education institution in the UK. It provides deep insights into management practice at mid-career within the workplace and the way in which this is conceived in situ.
    No preview · Article · Feb 2016 · Career Development International

  • No preview · Article · Feb 2016 · Career Development International
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    ABSTRACT: Purpose – The purpose of this paper is to rely on the sponsored-mobility perspective of career success (Turner, 1960) to explore the antecedents and consequences of development idiosyncratic deals (i-deals). The authors position career planning as an antecedent of development i-deals, and subjective and objective measures of career success as an outcome. Design/methodology/approach – The authors led a two-wave study among a sample of 325 engineers to test the research hypotheses. Findings – Results support the hypotheses. Development i-deals are positively related to three objective measures of career success (e.g. promotions, hierarchical level, and salary) and one subjective measure of career success (e.g. career satisfaction). Practical implications – The results offer new perspectives to practitioners who want to better manage the careers of their talented employees by highlighting the positive effects of development i-deals on career success. Originality/value – This paper relates i-deals to the field of careers.
    No preview · Article · Feb 2016 · Career Development International

  • No preview · Article · Feb 2016 · Career Development International
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    ABSTRACT: Purpose – The purpose of this paper is to investigate the relationship between protean career attitude and perceived internal and external employability, along with the mediating effect of learning-goal orientation. Design/methodology/approach – Data were collected by distributing paper-based questionnaires to 527 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships. Findings – The results supported the idea that protean career attitude is a significant antecedent of perceived internal and external employability. Protean talents with a higher degree of protean attitude toward value-driven career orientation and self-directed career management have an external employability that is greater than their internal employability. Learning-goal orientation fully mediated the effect of protean career attitude on perceived internal employability, but only partially mediated external employability. Practical implications – The findings can help human resource managers gain a better understanding of the use of an appropriate strategy to influence an employee’s perceived internal and external employability, which can increase the motivation and improve employer-employee relationships that contribute to organizational success and performance. Employees should recognize the increased importance of continuous learning with goal-setting in order to deal with changes at work. Originality/value – This paper empirically establishes the association between protean career attitude and perceived internal and external employability. The protean career concept may provide organizations with a valuable perspective in the evolution of careers. Valuable and protean talents place an emphasis on individuals’ core values, and while learning goals are meant to suit employer organizations, they may also establish opportunities that could cross-organizational boundaries.
    No preview · Article · Nov 2015 · Career Development International

  • No preview · Article · Nov 2015 · Career Development International

  • No preview · Article · Oct 2015 · Career Development International
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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.
    No preview · Article · Oct 2015 · Career Development International
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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.
    No preview · Article · Oct 2015 · Career Development International
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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.
    No preview · Article · Sep 2015 · Career Development International
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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.
    No preview · Article · Sep 2015 · Career Development International