career change
199541419
What motivates adult age women to make a career change to the software industry?
The software industry is facing rapid changes both in the field of new technologies and skills demanded. New kind of people with a multiple background are sought by recruiters and industry is already suffering from a severe labour shortage. One of the solutions have been to get more to the industry and past decades a lot of work has been done for getting more women for the STEM industries. However, the results have not been as efficient that would have hoped for and in addition to this, women who are working already in the industry are not pursuing towards more technical or manager positions.This paper addresses the question what motivates adult age women to make a career change to the software industry in Finland. The background data for the paper was collected with an open internet survey (n=134) from Finnish women who have already made or are planning to make a career change to the software industry. This study shows that Finnish women are motivated to make a career change to the software industry, but face different kind of challenges starting from lack of proper career counseling, uncertainty about the right kind of education to the industry and dream job and for example challenges with their self esteem and 'imposter syndrome' The paper discusses on the findings and reflects the need for further research on the topic.
2019 IEEE International Conference on Engineering, Technology and Innovation (ICE/ITMC)
Sonja M Hyrynsalmi Sami Hyrynsalmi
158837274
Shifting patterns: How satisfaction alters career change intentions
Abstract Advancing a nascent stream of research linking career attitudes and paths to future professional mobility, this paper investigated how the career satisfaction interacted with both a protean career orientation and career variety to predict the career change intentions of hotel managers. Based on two studies this paper found that, protean career orientation and career variety had effects on career change intentions that were moderated by career satisfaction. Specifically, when hotel managers were less satisfied with their careers they reported as being less likely to continue following their established career path. However, when career satisfaction increased hotel managers were more likely to intend follow their previously established career paths and reported behavioral intentions consistent with their career orientations.
Sean Patrick Mcginley
148948818
The experience of career change driven by a sense of calling: An Interpretative Phenomenological Analysis approach
Abstract This study used a qualitative methodology to examine how a sense of calling is related to the career change process. Interviews were conducted with eight career changers who perceived their career transition as a way to fulfill a calling. Using Interpretative Phenomenological Analysis (IPA) eight super ordinate themes were elicited that described the various elements of the change process: activity prior to the career change, activity during the pre transition period, activity during the process of discerning a calling, definition of calling, challenges of pursuing a calling infused career, ways of dealing with challenges, impact of a calling infused career change, and unique aspects of a calling infused career change. Generally, participants were satisfied with their calling infused career transitions and reported greater levels of well being at work and in their lives as a whole. In depth self exploration and making meaning from past experiences were described as primary ways to discern a calling. Interviewees defined calling as a source of fulfillment, a way to serve the greater good at work, a spiritual conviction that one is doing what one is meant to do, and as an important part of one's identity. As unique characteristics of career changes motivated by a sense of calling, participants indicated that their transitions were prompted by altruistic motives and the pursuit of intrinsic rewards. Interviewees also reported feeling blessed to live out their calling and viewed pursuing a calling as an ongoing process.
Jina Ahn Bryan J Dik Ruby Hornback
115133389
Narrative identity construction in times of career change: Taking note of unconscious desires
Working at the intersection of narrative and psychoanalytic theory, we present in this article an affective conceptualization of identity dynamics during times of career change, incorporating the notion of unconscious desires. We propose that frictions in career change narratives, such as the paradoxical co existence of coherence and ambiguity, allude to unconscious subtexts that can become 'readable' in the narrative when applying a psychoanalytic framework. We point to the analysis of 30 life story interviews with former management consultants who report upon a past and/or anticipated career change for illustration. By linking three empirically derived narrative strategies for combining coherence and ambiguity (ignoring the change, admitting the ambiguity and depicting a wishful future) with three conceptually informed psychoanalytic ego defenses (denial, rationalization and sublimation) we provide an analytic framework that helps to explain why workers in transition may try to preserve both coherence and ambiguity when constructing a sense of self through narrative. The analysis of unconscious subtexts reveals that, in times of career change, people's identity constructions are driven by conflicting unconscious desires for self continuity on one hand and openness on the other.
Patrizia Hoyer Chris Steyaert
153683514
A grounded theory approach to developing a career change model in hospitality
Abstract The purpose of this paper is to create a substantive theory explaining career change. A grounded theory approach was employed to explore the decision to change careers for young hotel managers. We use data from a series of open ended interviews with people who have left the hotel industry to create a model explaining early career changes. This paper expands on current literature by analyzing the viewpoint of those who have changed careers to better understand the phenomenon, and seeks to identify the key reasons why young hotel professionals change their careers. In contrast to most current research, the findings indicate that job satisfaction and professional identity were not key factors in the decision to change careers. However, dissatisfaction with career progression did seem very important, and work to life conflict, which is seldom studied in career change literature, was found to be a key component of career change.
Sean Patrick Mcginley John W O'Neill Sarah Damaske Anna S Mattila
54723120
'Daring Leaps' Construction of Meaning and Individual Agency in Career Change Narratives in the Media
The role of individual agency in crafting meaningful work has attracted increasing interest in recent studies of careers and working life. The purpose of this paper is to make visible the role of the media in reproducing and shaping understandings of careers and agency. By analyzing narratives of career change in the Finnish media, we identify three types of narrative and show how they construct meaningful careers by juxtaposing the past and present work in terms of setting, status, meaning, pace, and workload. Overall, these narratives depict a shift from traditional careers toward work that is concrete, meaningful, of lower status, and less hectic. Moreover, the narratives represent career changers as self reliant heroes taking "daring leaps." Hence, we argue that the media reproduces individualistic assumptions of careers and reinforces the dominant, neoliberal ideal of self responsible, autonomous subjects. We conclude by calling for alternative narratives that recognize the need for more meaningful careers but help strengthen agency in a less individualistic fashion.
Kirsi LaPointe Pia Heilmann
145617025
Athletes' Decision Making in Career Change Events
This study examined decision making processes in response to athletic career change events (e.g. injury, field position change) Athletes' (N 338) initial strategic decisions whether to address or ignore a change event, and their subsequent decisions whether to make the required change were measured using the Change Event Inventory (Samuel Tenenbaum, 2011b) Athletes reported a high tendency of making a strategic decision to consult with others, which could be predicted from the event's perceived significance and availability of professional support. Athletes also reported a high tendency of making a subsequent decision to change, which could be predicted from the helpfulness of support, motivation for change, and certain coping strategies. The two types of decisions were related. Perceived outcome of the change process and athletes' motivation could also be accurately predicted. In conclusion, to effectively cope with change events athletes need to feel involved, be in control, and make independent
Roy David Samuel Gershon Tenenbaum
143710584
Career change teachers: pragmatic choice or a vocation postponed?
For the last decade, international bodies have warned of a teacher shortage and sought to find ways of attracting more applicants to the profession. This article reports on a pilot study undertaken at one Australian university which asked why some applicants to preservice teaching courses had given up existing careers in order to become teachers. It then asked if their career change had been successful. Using open ended questions and interviews, this paper recorded the view of 35 teachers who had been in teaching for 2 5 years. The findings suggest that reasons for selecting teaching as a second career are more complex and nuanced than existing research suggests, combining pragmatic, deeply personal and spiritual elements. It also found a significant connection between career change teachers' satisfaction with their new occupation and the status of their occupation, indicating that further study of career change teachers' experiences and personal beliefs is warranted.
M M Laming Marj Horne
143900704
Cognitive and affective processes underlying career change
Purpose Aligning social identity and career identity has become increasingly complex due to growth in the pursuit of meaningful careers that offer very long term personal satisfaction and stability. This paper aims to explore the complex cognitive and affective thought process involved in the conscious planning of voluntary career change.Design/methodology/approach A review of recent findings relevant to voluntary career change decisions was performed in order to develop a better understanding of psychological and sociological processes contributing to the pursuit of an MBA degree and subsequent employee mobility.Findings Complex rational and emotional thoughts contribute to the definition and pursuit of proximal and distal career goals which stimulate self efficacy drives as they are achieved.Practical implications Because realistic forecasting of very long term distal goals is extremely challenging, career seekers must carefully consider how proximal and distal goal pursuit, such as an MBA degre.
Naser Muja Steven H Appelbaum
154576137
Promotion Opportunity on Employee Career Change Decision: The Case of a Selected Learning Institution in Kenya
Employees are a vital competitive tool for organisations; given that success of organisation is determined by its human resources; however career change intention is little known. Knowing the implication of career change in terms of direct cost; replacement, recruitment and selection, temporary staff, management time, or in terms of indirect costs like morale, pressure on remaining staff, cost of learning, organizational can take appropriate measures to reduce career change. Thus, this study examined the effect of promotion opportunity on non teaching staff career change intention in Moi University Eldoret Municipality Kenya. Herzberg's two factor theory guided this study. The research design was a survey. Individual elements were selected using stratified systematic random sampling techniques and the sample size determination was based on Nassiuma method. Data was analysed using both descriptive and inferential statistics. The specific analysis methods in this study included frequencies, percentages, spearman correlation, phi and ordinal regression. The findings indicated that; promotion opportunity had a significant relationship with non teaching staff career change intention. The findings indicated that non teaching staff considered promotion opportunity as the critical indicator of their perception of job satisfaction. This study concludes that promotion opportunity as perceived by non teaching staff had a higher effect on career change intention in Moi University Eldoret Municipality Kenya. Arising from the conclusion of this study, it is recommended that, Moi University ensure that promotion should be based on merit to reduce chances of career change.
Gloria Tuwei Nebert Kipchirchir Matelong Rose Boit Zakayo Kibet Tallam