A Career of Japan is the first study of one of the major photographers and personalities of nineteenth-century Japan. Baron Raimund von Stillfried was the most important foreign-born photographer of the Meiji era and one of the first globally active photographers of his generation. Based on extensive new primary sources and unpublished documents from archives around the world, this book examines von Stillfried's significance as a cultural mediator between Japan and Central Europe.

Even though, over the last two decades, the boundaryless career concept has stimulated a wide theoretical debate, scholars have recently claimed that research on the competencies that are necessary for managing a cross-boundary career is still incomplete. Similarly, the literature on emotional and social competencies has demonstrated how they predict work performance across industries and jobs but has neglected their influence in explaining the individual's mobility across boundaries and their impact on career success. This study aims to (...) fill these gaps by examining the effects of emotional and social competencies on boundaryless career and on objective career success. By analyzing a sample of 142 managers over a period of 8 years, we found evidence that emotional competencies positively influence the propensity of an individual to undertake physical career mobility and that career advancements are related to the possession of social competencies and depend on the adoption of boundaryless career paths. This study also provides a contribution in terms of the evaluation of the emotional and social competencies demonstrated by an individual and of the operationalization of the measurement of boundaryless career paths, considering three facets of the physical mobility construct (organizational, industrial, and geographical boundaries). (shrink)

Although Olympic athletes are celebrated for their sports achievements, they often face serious difficulties in their post-sport career employment. Factors of development that are affecting the quality of post-sport career transition of Olympic athletes are important to acknowledge in the dual career (DC) development perspective. Due to the side lining of academic activities, athletes are often not well prepared for the labor market. If they do not gain sufficient financial background in their careers, it can lead to (...) a lack of proper economic inclusion of athletes in their post-sport career employment and further impact their lives. Career transitions of athletes have been the subject of research in different aspects of DC support (e.g., athletic, psychological, psychosocial, academic/vocational, financial), but most research is linked to the student-athlete DC perspective. Therefore, the aim of our research was to examine the impact of factors directly contributing to the quality of the post-sport career transition in Slovenian elite and Olympic athletes and the social class position and employment of these athletes after the termination of their sports career. From DC support practice, we learned that although athletes often have a proper level of education, their post-sport career transitions were not successful. To fill this gap, 168 elite athletes (Mage= 33.34, SD = 13.1) from Slovenia were asked to complete online questionnaires. The results showed a significant contribution of education and DC support-related finances (e.g., employment of athletes in public administration) to the quality of post-sport career transition. Regarding developing a national DC model and based on empirical research, this study identifies the social class position and employment status of former elite athletes from Slovenia. It also identifies opportunities for further research on the quality of the post-sport career transitions and perspectives on DC support. Understanding how different factors contribute to the integrated development of individual athletes to reach their potential in sports, education, and their post-sport career employment is important for theorists, DC practitioners, and stakeholders working with DC athletes. To develop a sufficient mechanism, DC support providers should consider supporting education along with the financial support of athletes during their sports careers and recognizing study-training ecosystems, based on good practices to successfully transition to their post-sport careers. These findings can also be useful for athletes and their athletic triangle support network (e.g., coaches and parents) as a support in the decision-making. (shrink)

Supporting young researchers to peer-review and edit journal submissions will also accelerate their training, says Quan-Hoang Vuong. -/- *Citation: -/- Quan-Hoang Vuong. (2022, Sept. 11). Early career researchers can help fix peer review delays. Times Higher Education.

Studies have documented that career exploration is significantly associated with CDSE, but how this association occurred is not clear yet. This study committed to clarifying the mechanism underlying the relationship between career exploration and CDSE by investigating the mediation effect of work volition and career adaptability among 586 pre-service kindergarten teachers. The participants are recruited from Ningxia Hui Autonomous Region in northwest China, covering Han, Hui, and other minorities. They took part in a two-wave longitudinal survey and (...) reported on their career exploration at T1, work volition, career adaptability, and career decision self-efficacy at T2. Results showed that T1 career exploration is directly related to the T2 CDSE. Further, career exploration contributed to the CDSE through both the separated mediation path and the chained mediation path of T2 work volition and T2 career adaptability. The results suggest that individuals who engage in more career exploration activities are likely to have more confidence in their abilities to make career decisions over time, which was partially and serially explained by individuals’ perception of capacity despite constraints and greater self-regulatory strength. This study is a first attempt to deeply clarify the link between career exploration and CDSE, and the findings shed light on the independent and serial mediating effects of work volition and career adaptability. The implications and limitations are discussed. (shrink)

In this paper we evaluate and confirm the effectiveness of including curriculum training on career management as a component of university studies. The behaviour of the students in this study was modified by the uncertainty created by the crisis in the labour market due to the pandemic.Our results confirm that universities need to develop the generic and academic skills demanded by the labour market in order to provide their students with comprehensive training while also taking joint responsibility for developing (...) their students’ career management skills. (shrink)

Abstract:Boundaryless careers may be beneficial to people with rare and valuable skills, but might prove harmful to many others. The idea ofemployabilityas an ethical responsibility of employers to employees is introduced; it is argued that attention to employability in private practice and public policy partially resolves the ethical problems inherent to in boundaryless careers. Because employability programs are considered to be voluntary, some means of holding employers accountable for such responsibilities needs to be considered when discussing boundaryless careers. Implications for (...) practice and public policy are also discussed. (shrink)

This study aimed to validate career decision ambiguity tolerance scale-Korean form applicable to a Korean sample. In study 1, 17 items from the original 18-item career decision ambiguity tolerance scale were valid based on IRT. In study 2, using the confirmatory factor analysis, we showed that excluding item 4 from the original scale is better than including it in the three factors model. Given the results of study 1 and 2, the constructs in the 17-item career decision (...) ambiguity tolerance scale-Korean form were valid. In study 3, career decision ambiguity tolerance positively predicted career decision-making self-efficacy, career indecision, and career adaptability respectively, after controlling for calling and career search self-efficacy. Thus, the incremental validity of the career decision ambiguity tolerance scale-Korean form was ensured. In study 4, the reliability of the scale was retained as the test-retest (conducted over a 4-week period) demonstrated adequate results. (shrink)

This article develops the concept of experiential careers, drawing theoretical attention to the routinization and de-routinization of specific experiences as they unfold over social career trajectories. Based on interviews and ethnographic fieldwork in two religious communities, we compare the social-temporal patterning of religious experience among newly religious Orthodox Jews and converted Muslims in two cities in the United States. In both cases, we find that as newly religious people work to transform their previous bodily habits and take on newly (...) prescribed religious acts, the beginning of their religious careers becomes marked by what practitioners describe as potent religious experiences in situations of religious practice. However, over time, these once novel practices become routinized and religious experiences in these situations diminish, thus provoking actors and institutions in both fields to work to re-enchant religious life. Through this ethnographic comparison, we demonstrate the utility of focusing on experiential careers as a sociological unit of analysis. Doing so allows sociologists to use a non-reductive phenomenological approach to chart the shifting manifestations of experiences people deeply care about, along with the patterned enchantments, disenchantments, and possible re-enchantments these social careers entail. As such, this approach contributes to the analysis of social careers and experiences of “becoming” across both religious and non-religious domains. (shrink)

Career transitions in psychiatry have rarely been discussed openly. Yet, in the light of health care reform and other forces affecting clinical practice, it is more important than ever that psychiatrists have information about the career options within their specialty. _Career Pathways in Psychiatry: Transition in Changing Times_ serves that purpose. It explores the professional development and career choices of prominent American psychiatrists, each of whom is identified with a particular career track and many of whom (...) have themselves experienced one or more career transitions. The autobiographical accounts of the contributors survey a wide range of career pathways in psychiatry, including clinical practice, HMO practice, research, administration, entrepreneurism, psychoanalysis, organized medicine, the pharmaceutical industry, public psychiatry, occupational psychiatry, forensic psychiatry, and military psychiatry. These accounts are as engaging as they are informative; their anecdotal nature and conversational tone make for pleasurable reading. References at the end of each chapter serve as recommended reading for those who wish to learn more about specific career options. Intended for psychiatric residents and psychiatrists early in their careers, _Career Pathways in Psychiatry_ will also appeal to their more experienced colleagues, including seasoned clinicians who have contemplated career changes. With a preface summarizing research on career transitions in medicine and numerous chapters shedding light on factors contributing to resistance to change, this book will also be of interest to social scientists, mental health administrators, and professional recruiters. (shrink)

The growth and sustainability of the nursing profession depends on the ability to recruit and retain the upcoming generation of professionals. Understanding the career choice experiences and professional expectations of Millennial nurses (born 1980 or after) is a critical component of recruitment and retention strategies. This study utilized Polkinghorne's interpretive, narrative approach to understand how Millennial nurses explain, account for and make sense of their choice of nursing as a career. The positioning of nursing as a virtuous choice (...) was both temporally and contextually influenced. The decision to enter the profession was initially emplotted around a traditional understanding of nursing as a virtuous profession: altruistic, noble, caring and compassionate. The centricity of virtues depicts one‐dimensional understanding of the nursing profession that alone could prove dissatisfying to a generation of professionals who have many career choices available to them. The narratives reveal how participants' perceptions and expectations remain influenced by a stereotypical understanding of nursing, an image that remains prevalent in society and which holds implications for the future recruitment, socialization and retention strategies for upcoming and future generations of nurses. (shrink)

In the ever more uncertain career context, many individuals engage in a form of career sacrifice at some point in their career journey; that is, giving up of certain career goals/actions or reshaping career decisions to accommodate specific work or life demands. This conceptual paper unpacks CS as an important yet little explored dimension of career decision making. Specifically, the paper examines possible triggers of CS as well as the diverse nature of CS, ranging (...) from short-term type of sacrifice to more significant and long-term sacrifice. We explore the context of this type of career decision making, specifically the intersection of work and non-work-related triggers and conclude by discussing possible work and non-work outcomes both at the individual as well as organizational level. CS outcomes range from enhanced career self-management and relational benefits to positive organizational contributions, but at times can also lead to regret. Areas for future research are identified, especially exploration of demographic and more macro level variables as possible moderators in CS decisions. Future theoretical development of CS is discussed too. (shrink)

Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability as well (...) as the roles of thriving at work and supervisor developmental feedback in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability. (shrink)

The onset of the electronics-based information revolution will augur changes in the sociological perceptions of 'suitable careers' for women. This phenomenon is particularly evident in rural Appalachia. A planned, systematic delivery system was designed, developed, and implemented by Southwest Virginia Community College to introduce women to the challenges and possibilities of technical careers. This was accomplished through a gradualized phase-in to Technological Literacy, followed by in-depth involvement, culminating in an industrial internship experience. A special curriculum was designed to ease the (...) transition of the women, most of whom were homemakers, into the fast-paced mainstream of the academic environment. Duration of the introductory segment was one academic quarter. All project participants were clustered in a peer group, led by the project director, a trained counselor. In addition to a central course on Career Directions for Women, the program design emphasized Industrial Dynamics, the variety of uses possible with "user-friendly" microcomputers, Computer-Assisted Drafting, Electronics Instrumentation, Mathematics and Communications. Field experiences and visits to area industries were integrated into the program plan, as were visits from women who had achieved success in technical careers. Particular efforts were made to arrange for visits by the limited number of women alumni from the college's technical programs. Students were then mainstreamed into a regular program in Electronics or Computer Aided Drafting in the intermediate segment. Students are given a closer look at the industrial sector in the final segment. An examination of the social structure in Appalachian Virginia is presented, together with an albeit tentative prediction of the implications for female wage earners in this highly traditional region, so dependent heretofore on coal mining. Finally, the concept of whether this effort will lead to evolution, rather than revolution, is discussed. While covering a somewhat homogeneous and unique population cluster, the action blueprint outlined can be applied to other population groups in the U.S. and abroad. (shrink)

Increasing attention and efforts are being put towards engaging patients in health research, and some have even argued that patient engagement in research is an ethical imperative. Yet there is relatively little empirical data on ethical issues associated with PER. A three-round Delphi survey was conducted with a panel of early-career researchers involved in PER. One of the objectives was to examine the ethical dimensions of PER as well as ECRs’ self-perceived level of preparedness to conduct PER ethically. The (...) study was conducted among awardees of the Québec SPOR-SUPPORT Unit in Canada, who represent the next generation of researchers involved in PER. Many themes were addressed throughout the study, such as definition, values, patients’ roles, expected characteristics of patients, and anticipated challenges. Open-ended questions were used, and all quantitative data were collected through statements using 7-point Likert scales. Between April and November 2016, 25 ECRs were invited to participate; 18 completed both the first and second rounds, and 16 completed the third round. Panelists consisted of nine women and seven men with various backgrounds. The majority were between 25 and 44 years old. Panelists’ responses showed PER raises important ethical issues: 1) professionalization of patients involved in research ; 2) adequate remuneration of patients; 3) fair recognition of patients’ experiential knowledge; and 4) tokenism. While the panelists felt moderately prepared to confront these ethical issues, they reported being uncomfortable applying for an ethics certificate for a PER project. If PER is an ethical imperative, it is vital to establish clear ethical standards and to train and support the PER community to identify and resolve ethical issues. Despite their overall readiness to conduct PER, panelists did not feel adequately prepared to address many of these issues. It is not easy for ECRs to reconcile ethical desiderata and logistical imperatives. Additional research should focus on supporting the responsible conduct of PER, which, if not done, can undermine the credibility and feasibility of the entire PER enterprise. (shrink)

There has been an increase of discussion and focus on matters of theological significance in the area of youth ministry. An area that remains neglected concerns the professional youth worker in Southern Africa. This focus on professional youth work has gained a great amount of urgency from the office of the presidency of Southern Africa, who in collaboration with the Commonwealth desk have prioritised the focus on youth work in South Africa. Unfortunately, the focus on the professional youth worker, the (...) career youth pastor, within the church in Southern Africa fails to receive a similar amount of attention. The article will highlight the need to pursue a theological articulation around the office of the career youth pastor by building a practical theological argument for the office of career youth pastor. The article will address a case study of a mainline evangelical denomination regarding its theological articulation of the career youth pastor. (shrink)

The aim of this study was to investigate the direct and indirect effects of protean career attitude on subjective and objective career success representing personal outcomes and task performance reflecting an organizational outcome. Drawing on the intelligent career framework, three knowing career competencies i.e., career insight (knowing why), networking (knowing whom), and career/job-related skills (knowing how) were hypothesized as mediators linking protean career attitude with its personal and organizational outcomes. Participants of the study (...) were 241 senior faculty members and matched supervisors from five large public sector universities in Islamabad, Pakistan. Data were collected in two waves through a personally administered questionnaire and analyzed through covariance-based structural equation modeling (CB-SEM). Results showed that protean career attitude has direct positive impacts on subjective career success, objective career success, and task performance. Further, the mediating role of three knowing career competencies was partially supported. We contribute to the literature by proposing and testing a research model linking protean career attitude with its personal and organizational outcomes directly and indirectly through three ways of knowing. A number of practical implications along with future research directions are also discussed. (shrink)

Recruitment and Reproduction: The Careers and Carriers of Digital Photography and Floorball The claim that social practices have a relatively durable existence in space and time, and that their persistence depends upon their recurrent reproduction through necessarily localised performances is theoretically plausible, but what of the detail? How do the careers of practices and those who "carry" them actually intersect? In this paper we have two related ambitions. One is to show how selected practices are concurrently shaped by the ebb (...) and flow of recruits and defectors and by what it is that cohorts of practitioners actually do. The second is to learn more about the relation between recruitment and reproduction by comparing the ways in which these processes play out in different situations. In taking these two ambitions forward through a discussion of digital and film photography and of floorball (a team game in which players use plastic sticks to hit a small ball into a goal) we explore ways of concretely examining processes that are implied in Giddens' theory of structuration (1984) and in Bourdieu's concept of habitus (1984). This exercise generates insights into the internal dynamics of practice and the methodological challenges of pinning them down. (shrink)

When Joseph Partsch wrote ‘Flavii Cresconii Corippi de vita paucissima comperta habemus’ in the preface to his long-standard edition , he was not exaggerating. Yet this has not prevented scholars from equipping the poet with a career, largely in Constantinople. Most recently, some of the details have been revived in the admirable edition of the In laudem Justini Augusti minoris by Averil Cameron. But almost every item is based solely on guesswork; the supposed career may seem to melt (...) away under a fresh and dispassionate look at what has passed for evidence. (shrink)

The Cultural Career of Coolness: Discourses and Practices of Affect Control in European Antiquity, the United States, and Japan. Edited by Ulla Haselstein, Irmela Hijiya-Kirschnereit, Catrin Gersdorf, and Elena Giannoulis. Lanham, Md.: Lexington Books, 2013. Pp. vi + 283. $100.

In the early days of the second wave of the women's movement, women on the liberal end of the feminist spectrum began to work together on issues of equity in economics and education. They developed strategies for lobbying for legislation and administrative regulations affecting women and began to build political networks through which they could accomplish reforms. Women associated with the Women's Equity Action League played an important part in this process and, in so doing, shaped or even transformed their (...) own careers. (shrink)

Drawing on the goal-setting theory and social cognitive career theory (SCCT), this study empirically proposes an operational definition of career success criteria clarity (CSCC) and further explores its impact on career satisfaction, person–job fit, and subjective well-being through the mediating role of career decision-making self-efficacy (CDSE). A pilot study of 231 samples showed that the CSCC scale had good reliability and validity. To further test the effects of CSCC on crucial employment outcomes, as well as the (...) mediating role of CDSE, 240 employees were included in an additional survey. Structural equation modeling path analysis supported all the expected hypotheses. Results indicated that: (1) CSCC was positively correlated to career satisfaction; (2) CSCC was positively correlated to person–job fit; (3) CSCC was positively correlated to subjective well-being; (4) CSCC was positively correlated to CDSE; (5) CDSE fully mediated the relationship between CSCC and career satisfaction; (6) CDSE fully mediated the relationship between CSCC and person–job fit; and (7) CDSE partly mediated the relationship between CSCC and subjective well-being. The results contributed to social cognitive career theory model and provided suggestions for both the career educators and consultants. (shrink)

The issue of employability has already become a well-delineated topic of study among interpreting educators. However, the current literature still lacks descriptive research on interpreting students' employability development and ignores the developmental effects of interpreter competences in this process. Moreover, the advantage of using career adaptability for measurement is also under-researched. This exploratory case study aims at taking an initial step forward, surveying interpreting students' career adaptability development and the developmental effects of different interpreter competences on major adaptability (...) resources, and ultimately diagnosing curriculum problems and making modifications accordingly. Thirty grade 2019 interpreting students from three Chinese universities contributed to data collection, through six questionnaires in a two-wave survey. The results highlight that, throughout the Chinese MTI program, interpreting students could become more concerned and well prepared for their future, more curious to explore themselves and their surroundings, and more capable of solving problems. The results also indicate that students' knowledge and language competence serve as the major facilitators in this process, and that other interpreter competences, such as psychological competence, transfer competence, professionalism, and cross-cultural competence, are also instrumental. In order to further boost their adaptability constructs, the results suggest that students' language and knowledge competence, professionalism, and cross-cultural and mental agility still need to be improved. Five suggestions for curriculum revision have been raised accordingly. As an initial effort, the current study will hopefully inspire further studies on interpreting students' career adaptability and add more knowledge to the curriculum design from this viewpoint. (shrink)

Background Emergency nurses who thrive at work experience positive emotions that help reduce burnout and thus enhance career calling. However, few studies have focused on the relationships among thriving at work, career calling, and moral distress among emergency nurses. Objectives To investigate the relationships among thriving at work, career calling, and moral distress and to explore the mediating role of career calling in the relationship between thriving at work and moral distress among emergency nurses. Design A (...) quantitative, cross-sectional study. Methods A cross-sectional study was conducted by reference to 390 emergency nurses in China using an online survey that include the Thriving at Work Scale, the Career Calling Scale, and the Moral Distress Scale-Revised. The data were analyzed using SmartPLS software. Ethical consideration The study was approved by the Ethics Committee of Hunan Normal University (No. 2023-388). Findings Among emergency nurses, thriving at work is positively associated with career calling, while career calling is negatively associated with moral distress. Career calling negatively and completely mediates the relationship between thriving at work and moral distress (β = −0.087, p < 0.01). Discussion Theoretically, the findings enhance our understanding of the relationships among thriving at work, career calling, and moral distress among emergency nurses. Conclusion By emphasizing the benefits of thriving at work, nursing managers can improve nurses’ level of thriving at work by providing a favorable environment, a flexible scheduling system, and appropriate authorization as well as by ensuring organizational fairness and providing training opportunities in a hierarchical manner. (shrink)

This study aimed to investigate the student-athletes' capability to face the academic, sport, and social challenges during the coronavirus disease 2019 (COVID-19) lockdown and to disclose novel aspects of dual careers. A 32-item online survey encompassing demographic characteristics, sport and university engagement, support and dual-career benefits, physical activity, sitting time, and the time deemed necessary to recover the previous level of performance was developed. Four hundred sixty-seven student-athletes (males: 57%, females: 43%) from 11 countries, competing in 49 different sports (...) (individual: 63.4%, team: 36.6%) at regional (17.5%), national (43.3%), and international (39.2%) levels, and enrolled at high school (21.9%) and university (78.1%) levels completed the survey. During the lockdown, the respondents decreased the time dedicated to sport and academics, although they maintained an active lifestyle. Student-athletes from countries under severe contagion were more likely to train at home, dedicate to academics, and receive support from the coach but less likely receive support from their teachers. With respect to their team sport counterparts, athletes competing in individual sports trained more and were more likely to receive support from their coaches. International athletes showed the highest training time and support from their coaches and as student-athletes. High school students received more support from their coaches and teachers, whereas university students were more likely considering dual careers useful to cope with the COVID-19 pandemic. This study substantiates the relevant role of competitive sports participation in the maintenance of active lifestyles, with student-athletes considering home training and e-learning valuable resources during the lockdown. Furthermore, their sport and academic commitments helped student-athletes cope with the emergency of the COVID-19 pandemic. (shrink)

The fundamental changes that took place at the beginning of the 21st century in all spheres of public life actualized the personalized trend of the modern personality, namely its social and professional development, which is associated with the concept of “career”. The purpose of the article is to characterize the pool of factors that determine a career as a socio-cultural phenomenon of modern society. Based on macro- and microsociological approaches, the parameters of career transformation are determined. Economic (...) ones consist in the transition from working professions to expert-type professions that require a high level of education and specialization. Technological - in the development of information technologies, which led to changes in the technical and technological component of social production and the growth of a separate social group of intellectual workers. The transformation of interests and value orientations of a person has led to a shift in the emphasis of personal performance from external signs to individualistic factors. The patterns of new realities in the world of work, which led to the transformation of the concept of career and new trends, are characterized. The first model includes the presence of higher education, intellectual work in the specialty and a fairly low level of income. The second model is based on ideas about the American dream and the unlimited possibilities of the individual, where the main component is a high material status and own business as a symbol of success. The third model is a highly paid professional with a high level of prestigious education and a good profession. A new type of career is defined - “polyvariant”. These days, success in career strategies requires constant professional development and gaining experience. Through the individualization and pluralization of lifestyles and consumption, people are more able to choose their own path to success, including various forms of life and career development. The tendencies of the spread of self-employment and the development of professional qualities in the career strategies of a modern person are determined. Through the individualization and pluralization of lifestyles and consumption, people are more able to choose their own path to success, including various forms of life and career development. (shrink)

A modified version of Spence’s signaling model is analyzed to explore the relationships among the type composition, career concerns, and signal effort levels chosen by agents. We show that an increase in the proportion of high-type agents does not change an agent’s effort levels monotonically. High signaling efforts are induced when the proportion of the high type is in the middle range. Moreover, when the proportion of the high type is small, career concerns increase the signaling effort levels (...) and have a more positive influence on the effort level of a high-type agent. However, when the proportion of the high type is large, career concerns might instead decrease the effort levels. (shrink)

“Career value” is the name of a kind of value I used (or perhaps I coined) in my classification of value according to good things in life based on the law of nonreplaceability. I classify value into seven classes: (1) health value, (2) sentimental value, (3) economic value1, (4) belief value, (5) environmental value, (6) social value, and (7) career value. Career value refers to the extra value of the most important work, which one wants to do (...) and actually does in one’s life time, for oneself. In Section 2, I explain the nature of career value, which is different from the natures of all other values. In Section 3, I discuss various career values themselves. Career value has several different forms, depending on the nature and size of career. Finally, I conclude that, except for economic value3, which isunsuitable and unreasonable to be a career value, the pursuit of any kind of a nonmaterial career value is a good thing and conforms to the maximization of social utility in utilitarianism. (shrink)

[v. 1] From the Middle Ages to the Enlightenment.--v. 2. From the German Enlightenment to the age of Darwin.

This paper examines how employees’ career aspirations benefit organizations, i.e., contribute to strengthening organizational capabilities and connections, by means of two aspects of contemporary work: proactive and relational. Data were collected from alumni of a public university in Amsterdam, the Netherlands, in two waves with a one-year time lag. The results showed that employees with career aspirations strengthen: a) organizational capabilities; and b) organizational connections through their instrumental and psychosocial relationships. Interestingly, although employees’ career aspirations were positively (...) associated with taking charge, we did not find that taking charge mediates the relationship between career aspirations and employees’ individual contributions to organizational capabilities. This study is the first to examine how individual career aspirations benefit organizations, and it discusses the results in light of their novel contributions to theory and practice. (shrink)

Aristophanes' description of the stages of promotion in the Athenian navy recently received renewed attention, when Mastromarco and Halliwell enlisted it in their battle against the traditional opinion that Aristophanes' early career fell into two stages, a secret one of writing plays but not producing them, and a public one in which he undertook both activities. Mastromarco argues for a tripartite career, and Halliwell, who is against a too strict correlation, for a gradual development, a sort of a (...) complex apprenticeship, which eventually he divides also into three stages similar to those discerned by Mastromarco. In summing up their position, MacDowell paraphrases the above passage according to its prevalent interpretation: ‘The nautical metaphor , with its progression from oarsman to prow-officer to helmsman, indicates that Aristophanes did not take over his task all at once, but by stages. But what were the stages?’. (shrink)

Early childhood and preschool education and care have changed significantly due to many new findings. This has also changed the importance of preschool teachers, who are confronted with a variety of challenges and new tasks on a daily basis. It is closely linked to their professional identity as a changing category of the complex development process of an individual in their profession. The aim of this study was to determine how preschool teachers perceive certain factors, in this case career (...) choice, positive or negative experiences and the desire to leave the profession, to affect their professional development and identity. The questionnaires were completed by 594 preschool teachers at different stages of professional development and levels of education. It was found that a significant percentage of preschool teachers knew very early on that they wanted to become a preschool teacher, just as the majority never wanted to leave their profession. Those who do, usually see the reasons in stressful situations. A certain correlation was found between positive or negative descriptions and the professional development phase, i.e. the level of training of the preschool teachers. (shrink)

This study investigates the influence of chief executive officers' (CEOs) career horizon on the adoption of Global Reporting Initiative (GRI) standards for corporate social responsibility (CSR) reporting. Using data from A-share Chinese listed firms on the Shanghai and Shenzhen stock exchanges from 2010 to 2020, we employ logistic regression analysis to examine the empirical relationship. Our findings indicate that companies led by CEOs with shorter career horizons (older CEOs) are less inclined to adopt GRI reporting standards for CSR (...) reporting. This association is particularly pronounced in non-state-owned enterprises compared to state-owned enterprises. Additionally, we observe a weaker relationship between CEO career horizon and GRI adoption when the CEO possesses foreign experience. These results remain robust across various measures of CEO career horizons and econometric methodologies as well. The implications of our findings are significant for understanding the development and implementation of GRI standards for CSR reporting, particularly within the context of China. (shrink)

This paper examines the influence of CEO career horizon problems on corporate social responsibility. We assume that as CEOs are getting older, they tend to disengage in CSR due to their shorter career horizons. We further argue that high levels of industry-level discretion and blockholder ownership amplify the negative effects of CEO age on CSR. Using a panel sample of US-based firms over 2004–2009, we do not find the main effect of CEO age on CSR, but find support (...) for the moderating effects, such that CEO age is negatively associated with CSR when there are high levels of ILD and blockholder ownership. Therefore, results suggest that CEO career horizon problems matter for CSR when CEOs have sufficient discretion over the firm’s strategic decisions and outside blockholders put more pressure on CEOs to engage in financial earning management. (shrink)

There are diverse pathways to becoming an academic, yet personal histories of successful academics who have taken non-traditional routes often remain undocumented. This qualitative and autobiographical study is guided by the theories of equifinality and career construction (von Bertalanffy, 1968; Toya, 2020; Savickas, 2005), aiming at filling this gap by documenting a personal journey from classroom teaching to academia. The study findings reveal that career pathways are marked by significant milestones, challenges and strategic decision-making processes that shape the (...) career trajectory. The results underscore the validity of equifinality in academic career development and active role individuals play in constructing their career narratives. It is recommended that institutions and policymakers in higher learning institutions should recognize and value non-traditional career paths as valuable assets within individuals’ career development. (shrink)

The purpose of the present study was to identify and categorize career motivations in highly educated married Korean women. Twenty five participants who are working were interviewed and asked why they continue their work despite various difficulties. Sixty-seven career persistence motivations were elicited and reliably organized into 6 categories: low interest in childcare and household labor, family-related motives, high need for achievement, financial problems/needs, self-actualization and job satisfaction, and positive perception of working women. This study is significant as (...) it conceptualizes the motivation for career persistence as the major variable affecting highly educated married women’s decision to continue their careers and establishes the theoretical basis for future research. (shrink)