Career Development InternationalTable of Contents for Career Development International. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/1362-0436/vol/29/iss/1?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestCareer Development InternationalEmerald Publishing LimitedCareer Development InternationalCareer Development Internationalhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/da046cd5d21f79252fb4e7ff0a1ae16d/urn:emeraldgroup.com:asset:id:binary:cdi.cover.jpghttps://www.emerald.com/insight/publication/issn/1362-0436/vol/29/iss/1?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestEditorial: New year message from the editor-in-chiefhttps://www.emerald.com/insight/content/doi/10.1108/CDI-02-2024-358/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestEditorial: New year message from the editor-in-chiefEditorial: New year message from the editor-in-chief
Jennifer A. Harrison
Career Development International, Vol. 29, No. 1, pp.1-2]]>
Editorial: New year message from the editor-in-chief10.1108/CDI-02-2024-358Career Development International2024-01-23© 2023 Emerald Publishing LimitedJennifer A. HarrisonCareer Development International2912024-01-2310.1108/CDI-02-2024-358https://www.emerald.com/insight/content/doi/10.1108/CDI-02-2024-358/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
What does expatriate success mean? Developing a comprehensive definition through a systematic literature reviewhttps://www.emerald.com/insight/content/doi/10.1108/CDI-12-2022-0326/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDespite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay. A systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay. The findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified. The suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success. This paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.What does expatriate success mean? Developing a comprehensive definition through a systematic literature review
Nour R. El Amine, Rosalía Cascón-Pereira
Career Development International, Vol. 29, No. 1, pp.3-79

Despite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay.

A systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay.

The findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified.

The suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success.

This paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.

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What does expatriate success mean? Developing a comprehensive definition through a systematic literature review10.1108/CDI-12-2022-0326Career Development International2023-09-07© 2023 Nour R. El Amine and Rosalía Cascón-PereiraNour R. El AmineRosalía Cascón-PereiraCareer Development International2912023-09-0710.1108/CDI-12-2022-0326https://www.emerald.com/insight/content/doi/10.1108/CDI-12-2022-0326/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Nour R. El Amine and Rosalía Cascón-Pereirahttp://creativecommons.org/licences/by/4.0/legalcode
Are we talking about the same thing? The case for stronger connections between graduate and worker employability researchhttps://www.emerald.com/insight/content/doi/10.1108/CDI-08-2023-0278/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning. We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, reviewers, and editors to encourage a more open approach to each other's work that would enable more cross-fertilization of knowledge. We hope our narrative review, critical analysis and future research suggestions will lead to more collaborations and mutual learning among employability researchers in the educational, career and psychology areas.Are we talking about the same thing? The case for stronger connections between graduate and worker employability research
Jos Akkermans, William E. Donald, Denise Jackson, Anneleen Forrier
Career Development International, Vol. 29, No. 1, pp.80-92

This article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning.

We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, reviewers, and editors to encourage a more open approach to each other's work that would enable more cross-fertilization of knowledge.

We hope our narrative review, critical analysis and future research suggestions will lead to more collaborations and mutual learning among employability researchers in the educational, career and psychology areas.

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Are we talking about the same thing? The case for stronger connections between graduate and worker employability research10.1108/CDI-08-2023-0278Career Development International2023-09-27© 2023 Jos Akkermans, William E. Donald, Denise Jackson and Anneleen ForrierJos AkkermansWilliam E. DonaldDenise JacksonAnneleen ForrierCareer Development International2912023-09-2710.1108/CDI-08-2023-0278https://www.emerald.com/insight/content/doi/10.1108/CDI-08-2023-0278/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Jos Akkermans, William E. Donald, Denise Jackson and Anneleen Forrierhttp://creativecommons.org/licences/by/4.0/legalcode
Pressure from social media: influence of social media usage on career explorationhttps://www.emerald.com/insight/content/doi/10.1108/CDI-01-2023-0016/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDespite the dramatic increase in people's use of social media, relatively few studies have examined its effect on careers. Drawing upon social comparison theory and self-regulation theory, this study aims to investigate how career-oriented social media usage interacts with social comparison orientation (SCO) to influence the career exploration of university students. Three waves of survey data are collected from 482 university students in China. Hypotheses are tested through ordinary least squares analysis. Results show that career-oriented social media usage increases career anxiety, which in turn promotes career exploration. Furthermore, SCO strengthens such influence of career-oriented social media usage. Given the limited attention paid to the effects of social media in career contexts, this study distinguishes career-oriented social media usage and proposes insights into its effect on career exploration. In doing so, this study extends social media literature and provides implications for the transition of university students from school to work in the digital era.Pressure from social media: influence of social media usage on career exploration
Maoyu Zhang, Shiyu Zhou, Yan Wu, Shengming Liu
Career Development International, Vol. 29, No. 1, pp.93-112

Despite the dramatic increase in people's use of social media, relatively few studies have examined its effect on careers. Drawing upon social comparison theory and self-regulation theory, this study aims to investigate how career-oriented social media usage interacts with social comparison orientation (SCO) to influence the career exploration of university students.

Three waves of survey data are collected from 482 university students in China. Hypotheses are tested through ordinary least squares analysis.

Results show that career-oriented social media usage increases career anxiety, which in turn promotes career exploration. Furthermore, SCO strengthens such influence of career-oriented social media usage.

Given the limited attention paid to the effects of social media in career contexts, this study distinguishes career-oriented social media usage and proposes insights into its effect on career exploration. In doing so, this study extends social media literature and provides implications for the transition of university students from school to work in the digital era.

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Pressure from social media: influence of social media usage on career exploration10.1108/CDI-01-2023-0016Career Development International2023-12-01© 2023 Emerald Publishing LimitedMaoyu ZhangShiyu ZhouYan WuShengming LiuCareer Development International2912023-12-0110.1108/CDI-01-2023-0016https://www.emerald.com/insight/content/doi/10.1108/CDI-01-2023-0016/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Why employees engage in proactive career behavior: examining the role of family motivationhttps://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0226/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study established and examined a moderated mediation model connecting family motivation with proactive career behavior (PCB). Drawing on social cognitive career theory model of career self-management and person-environment fit theory, the authors posit that the influence of family motivation on PCB is mediated by career goal setting (CGS) and moderated by career support climate (CSC). Using multilevel modeling techniques, data were collected from 98 leaders and 416 employees at two-time points. Results show that family motivation has a positive direct and indirect effect on PCB through CGS. Additionally, CSC strengthens the positive effect of family motivation on PCB through CGS. For employees, proactive career management and the establishment of clear career goals are vital for fulfilling family responsibilities. Simultaneously, for managers and organizations, creating a supportive work environment is crucial to encourage employees in career management. While existing research highlights the detrimental effect of fulfilling family caregiving responsibilities on employees' career development, the comprehension of this relationship remains limited. Taking a family motivation perspective, this study explores the mechanisms through which family motivation stimulates employees to engage in PCB, with a specific focus on the moderating influence of CSC. The findings offer fresh insights into the role of family motivation in career development, contributing significantly to the broader literature on the intersection of family and careers.Why employees engage in proactive career behavior: examining the role of family motivation
Yating Wang, Qinghui Hou, Zewei Xue, Huan Li
Career Development International, Vol. 29, No. 1, pp.113-126

This study established and examined a moderated mediation model connecting family motivation with proactive career behavior (PCB). Drawing on social cognitive career theory model of career self-management and person-environment fit theory, the authors posit that the influence of family motivation on PCB is mediated by career goal setting (CGS) and moderated by career support climate (CSC).

Using multilevel modeling techniques, data were collected from 98 leaders and 416 employees at two-time points.

Results show that family motivation has a positive direct and indirect effect on PCB through CGS. Additionally, CSC strengthens the positive effect of family motivation on PCB through CGS.

For employees, proactive career management and the establishment of clear career goals are vital for fulfilling family responsibilities. Simultaneously, for managers and organizations, creating a supportive work environment is crucial to encourage employees in career management.

While existing research highlights the detrimental effect of fulfilling family caregiving responsibilities on employees' career development, the comprehension of this relationship remains limited. Taking a family motivation perspective, this study explores the mechanisms through which family motivation stimulates employees to engage in PCB, with a specific focus on the moderating influence of CSC. The findings offer fresh insights into the role of family motivation in career development, contributing significantly to the broader literature on the intersection of family and careers.

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Why employees engage in proactive career behavior: examining the role of family motivation10.1108/CDI-07-2023-0226Career Development International2023-12-21© 2023 Emerald Publishing LimitedYating WangQinghui HouZewei XueHuan LiCareer Development International2912023-12-2110.1108/CDI-07-2023-0226https://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0226/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Job resourcefulness, job crafting and task performance in a post-COVID-19 context: a diary study on tour and travel frontline employeeshttps://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0191/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe study aims to examine whether job resourcefulness affects task performance through job crafting at the within-person level. The data were collected from employees of the tour and travel firms and their supervisors. Multilevel structural equation modeling (MSEM) was used for analysis due to the repeated data structure, for example, days (n = 900) nested in individuals (n = 180). Results show a positive association between job resourcefulness and task performance, with the full mediation of job crafting at the within-person level. The study concludes that variation in job resourcefulness impacts job crafting and task performance at the within-person level.Job resourcefulness, job crafting and task performance in a post-COVID-19 context: a diary study on tour and travel frontline employees
Ume Rubaca, Majid Khan
Career Development International, Vol. 29, No. 1, pp.127-140

The study aims to examine whether job resourcefulness affects task performance through job crafting at the within-person level.

The data were collected from employees of the tour and travel firms and their supervisors. Multilevel structural equation modeling (MSEM) was used for analysis due to the repeated data structure, for example, days (n = 900) nested in individuals (n = 180).

Results show a positive association between job resourcefulness and task performance, with the full mediation of job crafting at the within-person level.

The study concludes that variation in job resourcefulness impacts job crafting and task performance at the within-person level.

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Job resourcefulness, job crafting and task performance in a post-COVID-19 context: a diary study on tour and travel frontline employees10.1108/CDI-06-2023-0191Career Development International2023-12-29© 2023 Emerald Publishing LimitedUme RubacaMajid KhanCareer Development International2912023-12-2910.1108/CDI-06-2023-0191https://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0191/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Proactive personality and turnover intentions of nurses: the roles of professional recognition and their supervisor’s proactive personalityhttps://www.emerald.com/insight/content/doi/10.1108/CDI-08-2023-0256/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGiven that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on the nursing profession: does proactive personality negatively influence nurses' turnover intention by alleviating their lack of professional recognition? And does a supervisor’s proactive personality act as a boundary condition for the mediating effects of the lack of professional recognition in the link between proactive personality and turnover intentions? A moderated mediation model linking proactive personality and turnover intentions was developed and tested on a sample of 579 nurses in 88 work units in general hospitals in South Korea. The results of multilevel path analysis reveal that proactive personality has a negative indirect relationship with turnover intention via lack of professional recognition. Additionally, the indirect relationship is strengthened when the supervisor’s proactive personality is low. These findings provide valuable empirical evidence on the inconclusive relationship between proactive personality and turnover intention by highlighting the role of proactive personality in attenuating the influence of negative occupational factors. Moreover, proactive personality as a boundary condition for the aforementioned relationship was empirically examined.Proactive personality and turnover intentions of nurses: the roles of professional recognition and their supervisor’s proactive personality
Mijeong Kim, Jinuk Oh
Career Development International, Vol. 29, No. 1, pp.141-154

Given that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on the nursing profession: does proactive personality negatively influence nurses' turnover intention by alleviating their lack of professional recognition? And does a supervisor’s proactive personality act as a boundary condition for the mediating effects of the lack of professional recognition in the link between proactive personality and turnover intentions?

A moderated mediation model linking proactive personality and turnover intentions was developed and tested on a sample of 579 nurses in 88 work units in general hospitals in South Korea.

The results of multilevel path analysis reveal that proactive personality has a negative indirect relationship with turnover intention via lack of professional recognition. Additionally, the indirect relationship is strengthened when the supervisor’s proactive personality is low.

These findings provide valuable empirical evidence on the inconclusive relationship between proactive personality and turnover intention by highlighting the role of proactive personality in attenuating the influence of negative occupational factors. Moreover, proactive personality as a boundary condition for the aforementioned relationship was empirically examined.

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Proactive personality and turnover intentions of nurses: the roles of professional recognition and their supervisor’s proactive personality10.1108/CDI-08-2023-0256Career Development International2024-01-01© 2023 Emerald Publishing LimitedMijeong KimJinuk OhCareer Development International2912024-01-0110.1108/CDI-08-2023-0256https://www.emerald.com/insight/content/doi/10.1108/CDI-08-2023-0256/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How do German and French expatriates develop social networks?https://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0162/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis exploratory research aims to identify the types of social networks established by German and French expatriates. The authors use the concepts of social capital and social networks, as well as the societal and cultural approaches, to investigate the way expatriates develop their social networks. The authors' empirical study is based on 40 semi-structured interviews conducted with German and French expatriates. The authors' findings show that German expatriates mainly establish professional networks, whereas their French counterparts also focus on personal networks. They further indicate that managing social capital lies within the individual responsibility of German expatriates, whereas it is part of higher education institutions in France. The authors highlight the way German and French expatriates manage their social networks and provide novel insights into the role played by higher education systems and the cultural characteristics of their home country context.How do German and French expatriates develop social networks?
Matthias Walther, Ulrike Mayrhofer, Noémie Dominguez
Career Development International, Vol. 29, No. 1, pp.155-168

This exploratory research aims to identify the types of social networks established by German and French expatriates.

The authors use the concepts of social capital and social networks, as well as the societal and cultural approaches, to investigate the way expatriates develop their social networks. The authors' empirical study is based on 40 semi-structured interviews conducted with German and French expatriates.

The authors' findings show that German expatriates mainly establish professional networks, whereas their French counterparts also focus on personal networks. They further indicate that managing social capital lies within the individual responsibility of German expatriates, whereas it is part of higher education institutions in France.

The authors highlight the way German and French expatriates manage their social networks and provide novel insights into the role played by higher education systems and the cultural characteristics of their home country context.

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How do German and French expatriates develop social networks?10.1108/CDI-06-2023-0162Career Development International2024-01-11© 2023 Emerald Publishing LimitedMatthias WaltherUlrike MayrhoferNoémie DominguezCareer Development International2912024-01-1110.1108/CDI-06-2023-0162https://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0162/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Motivational drivers and psychological detachment in shaping the work–home interface for Saudi womenhttps://www.emerald.com/insight/content/doi/10.1108/CDI-02-2023-0056/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study examines the role of Saudi women’s work motivational drivers on work–home conflict (WHC) and work–home enrichment (WHE). It considers the moderating role of psychological detachment from work during the evening between one workday and the next and how it impacts on the mediating role of WHC and WHE on work performance. Drawing on self-determination theory and enrichment and depletion perspectives on the work–home interface, the study employs a quantitative lagged study over a period of three consecutive working days, with data collected from 358 Saudi women working in academia. Moderated mediation structural equation modelling (MMSEM) analysis reveals that intrinsic motivation is significantly, positively related to WHE and home–work enrichment (HWE), whereas extrinsic motivation is only significantly and positively related to home–work conflict (HWC). Results show that detaching from work weakens the positive association between intrinsic motivation and HWE. In line with predictions, WHE is significantly, positively related to citizenship behaviour towards both individuals and organizations, whilst HWE is significantly related to citizenship behaviour towards individuals only. HWC is only significantly related to citizenship behaviour towards the organisation. The research highlights the enriching experiences for Saudi women, who have the opportunity to pursue a career and highlight benefits of their ongoing empowerment. This research brings a unique motivational perspective to work–life research and addresses a shortcoming of work–life research in considering an understudied culturally distinct population. It emphasises on the enriching experiences of Saudi women who have the opportunity to pursue a career, highlighting the benefits of their ongoing empowerment.Motivational drivers and psychological detachment in shaping the work–home interface for Saudi women
Maha Alsuwailem, Yseult Freeney
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study examines the role of Saudi women’s work motivational drivers on work–home conflict (WHC) and work–home enrichment (WHE). It considers the moderating role of psychological detachment from work during the evening between one workday and the next and how it impacts on the mediating role of WHC and WHE on work performance.

Drawing on self-determination theory and enrichment and depletion perspectives on the work–home interface, the study employs a quantitative lagged study over a period of three consecutive working days, with data collected from 358 Saudi women working in academia.

Moderated mediation structural equation modelling (MMSEM) analysis reveals that intrinsic motivation is significantly, positively related to WHE and home–work enrichment (HWE), whereas extrinsic motivation is only significantly and positively related to home–work conflict (HWC). Results show that detaching from work weakens the positive association between intrinsic motivation and HWE. In line with predictions, WHE is significantly, positively related to citizenship behaviour towards both individuals and organizations, whilst HWE is significantly related to citizenship behaviour towards individuals only. HWC is only significantly related to citizenship behaviour towards the organisation.

The research highlights the enriching experiences for Saudi women, who have the opportunity to pursue a career and highlight benefits of their ongoing empowerment.

This research brings a unique motivational perspective to work–life research and addresses a shortcoming of work–life research in considering an understudied culturally distinct population. It emphasises on the enriching experiences of Saudi women who have the opportunity to pursue a career, highlighting the benefits of their ongoing empowerment.

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Motivational drivers and psychological detachment in shaping the work–home interface for Saudi women10.1108/CDI-02-2023-0056Career Development International2024-02-07© 2024 Maha Alsuwailem and Yseult FreeneyMaha AlsuwailemYseult FreeneyCareer Development Internationalahead-of-printahead-of-print2024-02-0710.1108/CDI-02-2023-0056https://www.emerald.com/insight/content/doi/10.1108/CDI-02-2023-0056/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Maha Alsuwailem and Yseult Freeneyhttp://creativecommons.org/licences/by/4.0/legalcode
Proactive behaviors matter for my job! The roles of career decidedness and career stress in face of VUCAhttps://www.emerald.com/insight/content/doi/10.1108/CDI-03-2023-0078/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms underlying the above relationship. Data were collected from a sample of 261 full-time workers in three waves, spaced by a six-week interval (Time 1, N = 360; Time 2, N = 320; Time 3, N = 261). The results confirmed that career stress mediated the relationship between PSD and job performance. Additionally, high career decidedness strengthened this negative relationship between stress and performance. Furthermore, career decidedness significantly moderated the indirect PSD–performance relationship via career stress, accentuating the indirect effect when decidedness is higher. This study sheds light on the important role of proactive skills development in influencing job performance and what factors can affect this relationship. It offers practical implications by highlighting how targeted training can boost employees' proactivity and performance.Proactive behaviors matter for my job! The roles of career decidedness and career stress in face of VUCA
Huong Le, Joohan Lee, Neena Gopalan, Beatrice Van der Heijden
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms underlying the above relationship.

Data were collected from a sample of 261 full-time workers in three waves, spaced by a six-week interval (Time 1, N = 360; Time 2, N = 320; Time 3, N = 261).

The results confirmed that career stress mediated the relationship between PSD and job performance. Additionally, high career decidedness strengthened this negative relationship between stress and performance. Furthermore, career decidedness significantly moderated the indirect PSD–performance relationship via career stress, accentuating the indirect effect when decidedness is higher.

This study sheds light on the important role of proactive skills development in influencing job performance and what factors can affect this relationship. It offers practical implications by highlighting how targeted training can boost employees' proactivity and performance.

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Proactive behaviors matter for my job! The roles of career decidedness and career stress in face of VUCA10.1108/CDI-03-2023-0078Career Development International2024-02-13© 2024 Emerald Publishing LimitedHuong LeJoohan LeeNeena GopalanBeatrice Van der HeijdenCareer Development Internationalahead-of-printahead-of-print2024-02-1310.1108/CDI-03-2023-0078https://www.emerald.com/insight/content/doi/10.1108/CDI-03-2023-0078/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Employee development and employee engagement: a review and integrated modelhttps://www.emerald.com/insight/content/doi/10.1108/CDI-04-2023-0117/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn response to the lack of connection between employee development and employee engagement, this study explores the existing empirical findings regarding these two concepts. Based on the conservation of resources theory, the authors propose a novel theoretical framework that can better leverage the identified antecedents and relationships for future research. An integrative literature review of 64 empirical studies published in peer-reviewed journals was conducted. Three different levels of antecedents, including the work environment, social exchange and individual characteristics, are identified. Employee development and employee engagement exhibit reciprocal relationships. Considering the role of job performance as a catalyst, the authors propose an upward gain spiral model to advance both research and practice. This integrative literature review aims to facilitate discussions based on three distinct sub-dimensions: physical, emotional and cognitive energies, relevant to both employee development and employee engagement. Through this distinction, a more comprehensive understanding of the connection between employee development and employee engagement can be cultivated.Employee development and employee engagement: a review and integrated model
Kibum Kwon, Shinhee Jeong, Jiwon Park, Seung Won Yoon
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

In response to the lack of connection between employee development and employee engagement, this study explores the existing empirical findings regarding these two concepts. Based on the conservation of resources theory, the authors propose a novel theoretical framework that can better leverage the identified antecedents and relationships for future research.

An integrative literature review of 64 empirical studies published in peer-reviewed journals was conducted.

Three different levels of antecedents, including the work environment, social exchange and individual characteristics, are identified. Employee development and employee engagement exhibit reciprocal relationships. Considering the role of job performance as a catalyst, the authors propose an upward gain spiral model to advance both research and practice.

This integrative literature review aims to facilitate discussions based on three distinct sub-dimensions: physical, emotional and cognitive energies, relevant to both employee development and employee engagement. Through this distinction, a more comprehensive understanding of the connection between employee development and employee engagement can be cultivated.

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Employee development and employee engagement: a review and integrated model10.1108/CDI-04-2023-0117Career Development International2024-01-31© 2023 Emerald Publishing LimitedKibum KwonShinhee JeongJiwon ParkSeung Won YoonCareer Development Internationalahead-of-printahead-of-print2024-01-3110.1108/CDI-04-2023-0117https://www.emerald.com/insight/content/doi/10.1108/CDI-04-2023-0117/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Do my accents matter? Examining the relationship between English language teachers’ linguistic profiling and career developmenthttps://www.emerald.com/insight/content/doi/10.1108/CDI-05-2023-0139/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper examines the relationship between linguistic profiling and English language teachers’ career development. This paper collected data from 20 participants using a qualitative approach. Semi-structured interview guides were used to collect qualitative data on this topic. After collecting and analyzing the data, the results showed that linguistic profiling results in demotivation and low self-esteem and can spur career development among non-native English teachers. This paper advances scientific knowledge by providing empirical evidence showing that while linguistic profiling has some negative influences, it can spur career development among non-native English teachers.Do my accents matter? Examining the relationship between English language teachers’ linguistic profiling and career development
Ning Chen, Chinaza Solomon Ironsi
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper examines the relationship between linguistic profiling and English language teachers’ career development.

This paper collected data from 20 participants using a qualitative approach. Semi-structured interview guides were used to collect qualitative data on this topic.

After collecting and analyzing the data, the results showed that linguistic profiling results in demotivation and low self-esteem and can spur career development among non-native English teachers.

This paper advances scientific knowledge by providing empirical evidence showing that while linguistic profiling has some negative influences, it can spur career development among non-native English teachers.

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Do my accents matter? Examining the relationship between English language teachers’ linguistic profiling and career development10.1108/CDI-05-2023-0139Career Development International2024-03-05© 2024 Emerald Publishing LimitedNing ChenChinaza Solomon IronsiCareer Development Internationalahead-of-printahead-of-print2024-03-0510.1108/CDI-05-2023-0139https://www.emerald.com/insight/content/doi/10.1108/CDI-05-2023-0139/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Accent modification and workplace accentism: the institutionalization of linguistic profiling and its career implicationshttps://www.emerald.com/insight/content/doi/10.1108/CDI-05-2023-0146/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper argues that accent modification acts as a mechanism that (re)produces workplace accentism, which is a set of ideologies and practices positioning some English accents as inherently superior/inferior to others in the context of work and careers. This conceptual paper draws on existing literature mainly from critical sociolinguistic and labor studies to support its central argument. Through acting as a skill, a technology and a commodified service, accent modification naturalizes linguistic hierarchies, which are racist, classist and colonial constructions, and reinforces the structural status quo in different contexts. In order to move away from accent modification as a means to enhance oral communication at work, organizational attempts at fostering mutual intelligibility and undoing the role of accent in workplace communication are necessary. Contrary to research that presents accentism as a purely interpersonal issue, the paper explores how accentism is institutionalized and is connected to linguistic profiling.Accent modification and workplace accentism: the institutionalization of linguistic profiling and its career implications
Vijay A. Ramjattan
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper argues that accent modification acts as a mechanism that (re)produces workplace accentism, which is a set of ideologies and practices positioning some English accents as inherently superior/inferior to others in the context of work and careers.

This conceptual paper draws on existing literature mainly from critical sociolinguistic and labor studies to support its central argument.

Through acting as a skill, a technology and a commodified service, accent modification naturalizes linguistic hierarchies, which are racist, classist and colonial constructions, and reinforces the structural status quo in different contexts.

In order to move away from accent modification as a means to enhance oral communication at work, organizational attempts at fostering mutual intelligibility and undoing the role of accent in workplace communication are necessary.

Contrary to research that presents accentism as a purely interpersonal issue, the paper explores how accentism is institutionalized and is connected to linguistic profiling.

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Accent modification and workplace accentism: the institutionalization of linguistic profiling and its career implications10.1108/CDI-05-2023-0146Career Development International2024-03-14© 2024 Emerald Publishing LimitedVijay A. RamjattanCareer Development Internationalahead-of-printahead-of-print2024-03-1410.1108/CDI-05-2023-0146https://www.emerald.com/insight/content/doi/10.1108/CDI-05-2023-0146/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Career enhancement strategies, supportive work relationships and subjective career success: the moderating role of family–work conflicthttps://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0160/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestOur study examines the impact of career enhancing strategies (CES), supportive work relationships and family–work conflict (FWC) on subjective career success. The data were sourced from 107 professionals, who were the members of an alumni LinkedIn group of the Masters Human Resource degree program from a university in the Midwestern United States. Multiple regression analysis was employed to test the study hypotheses. Results indicate that both forms of CES – networking and mentoring – were positively associated with subjective career success, and there exists a positive association between perceived organizational support and subjective career success. Further, FWC moderates the relationship between subjective career success and mentoring and also moderates the relationship between subjective career success and perceived supervisor support. Organizations should provide opportunities to employees for networking and institute formal mentoring programs to enhance employees' perceptions of subjective career success. It is also crucial for organizations to promote work–life balance initiatives that can help reduce the levels of FWC experienced by employees. Our study makes important contributions to the extant literature by highlighting the importance of CES and supportive work relationships in ensuring subjective career success. It also identifies an important moderator, FWC, which can significantly impact subjective career success.Career enhancement strategies, supportive work relationships and subjective career success: the moderating role of family–work conflict
Anushri Rawat, Shiva Nadavulakere, Linda Isenhour, Jean McEnery
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

Our study examines the impact of career enhancing strategies (CES), supportive work relationships and family–work conflict (FWC) on subjective career success.

The data were sourced from 107 professionals, who were the members of an alumni LinkedIn group of the Masters Human Resource degree program from a university in the Midwestern United States. Multiple regression analysis was employed to test the study hypotheses.

Results indicate that both forms of CES – networking and mentoring – were positively associated with subjective career success, and there exists a positive association between perceived organizational support and subjective career success. Further, FWC moderates the relationship between subjective career success and mentoring and also moderates the relationship between subjective career success and perceived supervisor support.

Organizations should provide opportunities to employees for networking and institute formal mentoring programs to enhance employees' perceptions of subjective career success. It is also crucial for organizations to promote work–life balance initiatives that can help reduce the levels of FWC experienced by employees.

Our study makes important contributions to the extant literature by highlighting the importance of CES and supportive work relationships in ensuring subjective career success. It also identifies an important moderator, FWC, which can significantly impact subjective career success.

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Career enhancement strategies, supportive work relationships and subjective career success: the moderating role of family–work conflict10.1108/CDI-06-2023-0160Career Development International2024-02-13© 2024 Emerald Publishing LimitedAnushri RawatShiva NadavulakereLinda IsenhourJean McEneryCareer Development Internationalahead-of-printahead-of-print2024-02-1310.1108/CDI-06-2023-0160https://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0160/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
How knowledge sharing affects career adaptability: roles of knowledge depth, self-efficacy and reflective thinkinghttps://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0192/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on the social cognitive model of career self-management (CSM model) and deep learning theory, the authors' study aims to investigate the effect of knowledge sharing on career adaptability and explore how and when this effect occurs. The authors proposed a moderated sequential-mediation model linking knowledge sharing, knowledge depth, self-efficacy and career adaptability, moderated by reflective thinking. The authors used a field survey involving 611 employees working in different enterprises in China to test the authors' predictions. For supplementary validation, the authors conducted a scenario-based experiment with a distinct sample of 148 employees from Chinese enterprises. The authors used hierarchical regression analysis, ANOVA analysis and moderated sequential-mediation analysis to test the hypotheses. The results indicated a positive effect of knowledge sharing on career adaptability, sequentially mediated through knowledge depth and self-efficacy. Additionally, reflective thinking strengthened the positive effect of knowledge sharing on knowledge depth and further moderated the sequential mediating effect. Previous research has predominantly focused on the perspective that individuals act as “recipients” from the environment in developing career adaptability. Instead, the authors adopt a “giving” perspective by investigating the influence of knowledge sharing on career adaptability, which advances the existing knowledge on the predictors of career adaptability.How knowledge sharing affects career adaptability: roles of knowledge depth, self-efficacy and reflective thinking
Shiyong Xu, Jia Yu, Jinyi Zhou
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on the social cognitive model of career self-management (CSM model) and deep learning theory, the authors' study aims to investigate the effect of knowledge sharing on career adaptability and explore how and when this effect occurs. The authors proposed a moderated sequential-mediation model linking knowledge sharing, knowledge depth, self-efficacy and career adaptability, moderated by reflective thinking.

The authors used a field survey involving 611 employees working in different enterprises in China to test the authors' predictions. For supplementary validation, the authors conducted a scenario-based experiment with a distinct sample of 148 employees from Chinese enterprises. The authors used hierarchical regression analysis, ANOVA analysis and moderated sequential-mediation analysis to test the hypotheses.

The results indicated a positive effect of knowledge sharing on career adaptability, sequentially mediated through knowledge depth and self-efficacy. Additionally, reflective thinking strengthened the positive effect of knowledge sharing on knowledge depth and further moderated the sequential mediating effect.

Previous research has predominantly focused on the perspective that individuals act as “recipients” from the environment in developing career adaptability. Instead, the authors adopt a “giving” perspective by investigating the influence of knowledge sharing on career adaptability, which advances the existing knowledge on the predictors of career adaptability.

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How knowledge sharing affects career adaptability: roles of knowledge depth, self-efficacy and reflective thinking10.1108/CDI-06-2023-0192Career Development International2024-01-05© 2023 Emerald Publishing LimitedShiyong XuJia YuJinyi ZhouCareer Development Internationalahead-of-printahead-of-print2024-01-0510.1108/CDI-06-2023-0192https://www.emerald.com/insight/content/doi/10.1108/CDI-06-2023-0192/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Leadership coaching strategies for Black women leaders who code switch: avoiding linguistic profiling career boundarieshttps://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0211/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis case study, within the context of boundaryless and protean career development frameworks, investigates linguistic profiling and how code-switching is used to mitigate its impact on Black leaders during their careers. The experiences of Black women coaches and the coaching support they offered Black women clients in code-switching, leadership and career advancement are described. The value of leadership coaching when used to navigate these career progression challenges is emphasized. The study employed a multiple-case study approach of two Black women leadership coaches. The findings of this study illustrate the understanding of code-switching and the coaching techniques employed by two Black women leadership coaches. Sage focused on educational strategies, offering historical contexts and resources, while Khadijah leaned on empathy-driven methods, using storytelling to evoke reflection. Both coaches emphasized creating safe spaces for open dialog, encouraged clients to reconsider their actions and values regarding code-switching challenges and sought to prompt clients towards authenticity while navigating career spaces effectively. Additional strategies for coach practitioners include cultivating trust and a safe environment; active listening; challenging biases and assumptions; contextual understanding; empowering authentic self-expression; fostering skill development; challenging stereotypes; promoting autonomy and flexibility and adopting cross-cultural sensitivity, humility and competence. These practical coaching strategies bridge the gap in career development research by demonstrating how race-conscious strategies can promote workplace inclusivity and promulgate career development. The study underscores the problem of linguistic profiling, the complexity of code-switching and implications for Black women navigating their career journey within professional spaces. It highlights the significance and value of tailored leadership coaching strategies to promote career advancement. This study addresses the gap in career development research related to linguistic profiling avoidance strategies for workplace inclusivity.Leadership coaching strategies for Black women leaders who code switch: avoiding linguistic profiling career boundaries
Angela Danielle Carter, Stephanie Sisco
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

This case study, within the context of boundaryless and protean career development frameworks, investigates linguistic profiling and how code-switching is used to mitigate its impact on Black leaders during their careers. The experiences of Black women coaches and the coaching support they offered Black women clients in code-switching, leadership and career advancement are described. The value of leadership coaching when used to navigate these career progression challenges is emphasized.

The study employed a multiple-case study approach of two Black women leadership coaches.

The findings of this study illustrate the understanding of code-switching and the coaching techniques employed by two Black women leadership coaches. Sage focused on educational strategies, offering historical contexts and resources, while Khadijah leaned on empathy-driven methods, using storytelling to evoke reflection. Both coaches emphasized creating safe spaces for open dialog, encouraged clients to reconsider their actions and values regarding code-switching challenges and sought to prompt clients towards authenticity while navigating career spaces effectively.

Additional strategies for coach practitioners include cultivating trust and a safe environment; active listening; challenging biases and assumptions; contextual understanding; empowering authentic self-expression; fostering skill development; challenging stereotypes; promoting autonomy and flexibility and adopting cross-cultural sensitivity, humility and competence. These practical coaching strategies bridge the gap in career development research by demonstrating how race-conscious strategies can promote workplace inclusivity and promulgate career development.

The study underscores the problem of linguistic profiling, the complexity of code-switching and implications for Black women navigating their career journey within professional spaces. It highlights the significance and value of tailored leadership coaching strategies to promote career advancement. This study addresses the gap in career development research related to linguistic profiling avoidance strategies for workplace inclusivity.

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Leadership coaching strategies for Black women leaders who code switch: avoiding linguistic profiling career boundaries10.1108/CDI-07-2023-0211Career Development International2024-03-21© 2024 Emerald Publishing LimitedAngela Danielle CarterStephanie SiscoCareer Development Internationalahead-of-printahead-of-print2024-03-2110.1108/CDI-07-2023-0211https://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0211/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
No person is an island: how employees attribute and react to coworkers' approach craftinghttps://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0236/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTaking attribution theory as an overarching framework, the study aims to examine how employees attribute and respond to a colleague's approach crafting. Two complementary studies, including a scenario experiment (Study 1; N = 114) and an online survey (Study 2; N = 220), were conducted to test the hypothesized model. Study 1 found support for the attribution of a prosocial motive to approach crafting, which in turn led to more social support and less social undermining among observers. This mediation was stronger when the job crafter was perceived as less other-oriented. Study 2 replicated the findings of Study 1 and further showed that when observers attributed both high impression management and prosocial motives to approach crafting, the positive relationship between their prosocial motive attribution and social support for the job crafter got weakened, while the negative relationship between their prosocial motive attribution and social undermining of the job crafter was strengthened. The findings demonstrate that approach crafting gives rise to specific attributions and reactions toward the job crafter, which enrich the understanding of the social consequences of job crafting in the workplace.No person is an island: how employees attribute and react to coworkers' approach crafting
Xinyue Lin, Maria Tims, Liang Meng
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

Taking attribution theory as an overarching framework, the study aims to examine how employees attribute and respond to a colleague's approach crafting.

Two complementary studies, including a scenario experiment (Study 1; N = 114) and an online survey (Study 2; N = 220), were conducted to test the hypothesized model.

Study 1 found support for the attribution of a prosocial motive to approach crafting, which in turn led to more social support and less social undermining among observers. This mediation was stronger when the job crafter was perceived as less other-oriented. Study 2 replicated the findings of Study 1 and further showed that when observers attributed both high impression management and prosocial motives to approach crafting, the positive relationship between their prosocial motive attribution and social support for the job crafter got weakened, while the negative relationship between their prosocial motive attribution and social undermining of the job crafter was strengthened.

The findings demonstrate that approach crafting gives rise to specific attributions and reactions toward the job crafter, which enrich the understanding of the social consequences of job crafting in the workplace.

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No person is an island: how employees attribute and react to coworkers' approach crafting10.1108/CDI-07-2023-0236Career Development International2024-01-04© 2023 Emerald Publishing LimitedXinyue LinMaria TimsLiang MengCareer Development Internationalahead-of-printahead-of-print2024-01-0410.1108/CDI-07-2023-0236https://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0236/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Protean career orientation to turnover intentions: moderating roles of current organizational career growth and future organizational career growth prospecthttps://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0249/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTargeting at the inconsistent relationship between protean career orientation and turnover intentions, this study aims to uncover when and why such inconsistency occurs. It emphasized the mediating role of organizational identification and moderating effects of current organizational career growth and future organizational career growth prospect. The authors conducted a three-wave time-lagged study over seven months, with a sample of 1,012 participants from various occupations. The relationship of protean career orientation to turnover intentions via organizational identification was negative when current organizational career growth was high, and it was positive when current growth was low. Future organizational career growth prospect weakened organizational identification–turnover intentions relationship. Those two moderators jointly influenced the indirect relationship. For employees low in both states, the positive indirect relationship was the most significant. By integrating social identity theory and social cognitive theory, this study provides a comprehensive understanding of protean career orientation–turnover intentions relationship. It also enriches studies on protean career orientation and organizational identification–turnover intentions relationship.Protean career orientation to turnover intentions: moderating roles of current organizational career growth and future organizational career growth prospect
Linna Zhu, Hui Yang, Yong Gao, Qiong Wang
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

Targeting at the inconsistent relationship between protean career orientation and turnover intentions, this study aims to uncover when and why such inconsistency occurs. It emphasized the mediating role of organizational identification and moderating effects of current organizational career growth and future organizational career growth prospect.

The authors conducted a three-wave time-lagged study over seven months, with a sample of 1,012 participants from various occupations.

The relationship of protean career orientation to turnover intentions via organizational identification was negative when current organizational career growth was high, and it was positive when current growth was low. Future organizational career growth prospect weakened organizational identification–turnover intentions relationship. Those two moderators jointly influenced the indirect relationship. For employees low in both states, the positive indirect relationship was the most significant.

By integrating social identity theory and social cognitive theory, this study provides a comprehensive understanding of protean career orientation–turnover intentions relationship. It also enriches studies on protean career orientation and organizational identification–turnover intentions relationship.

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Protean career orientation to turnover intentions: moderating roles of current organizational career growth and future organizational career growth prospect10.1108/CDI-07-2023-0249Career Development International2024-01-25© 2024 Emerald Publishing LimitedLinna ZhuHui YangYong GaoQiong WangCareer Development Internationalahead-of-printahead-of-print2024-01-2510.1108/CDI-07-2023-0249https://www.emerald.com/insight/content/doi/10.1108/CDI-07-2023-0249/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Precarious employment amidst global crises: career shocks, resources and migrants' employabilityhttps://www.emerald.com/insight/content/doi/10.1108/CDI-10-2023-0357/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe authors conducted 22 in-depth longitudinal interviews with 11 Hungarian migrant workers in the Dutch logistics sector, before and during the COVID-19 crisis, using thematic analysis and visual life diagrams to interpret them. This study aims to contribute to conservation of resources theory, by exploring how global crises influence the perceived employability of migrant workers in low-wage, precarious work. The authors find that resources are key in how migrants experience the valence of global crises in their careers and perceive their employability. When unforeseen consequences of the COVID-19 crisis coincided with migrants' resource gain spirals, this instigated a positively valenced career shock, leading to positive perceptions of employability. Coincidence with loss spirals led to negative perceptions. The authors contribute to careers literature by showing that resources do not only help migrants cope with the impact of career shocks but also directly influence the valence of global crises in their perceived employability and careers. Interestingly, when the COVID-19 crisis did not co-occur with migrants' resource gain and loss spirals, migrants experienced resource stress (psychological strain induced by the threat or actual loss of resources) and no significant change in their perceptions of employability.Precarious employment amidst global crises: career shocks, resources and migrants' employability
Kornélia Anna Kerti, Marloes Van Engen, Orsolya Szabó, Brigitte Kroon, Inge Bleijenbergh, Charissa Freese
Career Development International, Vol. ahead-of-print, No. ahead-of-print, pp.-

The authors conducted 22 in-depth longitudinal interviews with 11 Hungarian migrant workers in the Dutch logistics sector, before and during the COVID-19 crisis, using thematic analysis and visual life diagrams to interpret them.

This study aims to contribute to conservation of resources theory, by exploring how global crises influence the perceived employability of migrant workers in low-wage, precarious work.

The authors find that resources are key in how migrants experience the valence of global crises in their careers and perceive their employability. When unforeseen consequences of the COVID-19 crisis coincided with migrants' resource gain spirals, this instigated a positively valenced career shock, leading to positive perceptions of employability. Coincidence with loss spirals led to negative perceptions.

The authors contribute to careers literature by showing that resources do not only help migrants cope with the impact of career shocks but also directly influence the valence of global crises in their perceived employability and careers.

Interestingly, when the COVID-19 crisis did not co-occur with migrants' resource gain and loss spirals, migrants experienced resource stress (psychological strain induced by the threat or actual loss of resources) and no significant change in their perceptions of employability.

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Precarious employment amidst global crises: career shocks, resources and migrants' employability10.1108/CDI-10-2023-0357Career Development International2024-01-25© 2024 Kornélia Anna Kerti, Marloes Van Engen, Orsolya Szabó, Brigitte Kroon, Inge Bleijenbergh and Charissa FreeseKornélia Anna KertiMarloes Van EngenOrsolya SzabóBrigitte KroonInge BleijenberghCharissa FreeseCareer Development Internationalahead-of-printahead-of-print2024-01-2510.1108/CDI-10-2023-0357https://www.emerald.com/insight/content/doi/10.1108/CDI-10-2023-0357/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Kornélia Anna Kerti, Marloes Van Engen, Orsolya Szabó, Brigitte Kroon, Inge Bleijenbergh and Charissa Freesehttp://creativecommons.org/licences/by/4.0/legalcode