Career adaptability: A qualitative understanding from the stories of older women

A culture-sensitive approach in the development of the Career Adapt-Abilities Scale in Iceland: Theoretical and operational considerations

“…Co-operation as being capable of is different from cooperating. This is supported by a study of career transition of older women in England, South Africa, and Australia that revealed the importance of a co-operation in career adaptability (McMahon, et al, 2012).…”

“…The two dimensions labeled co-operation and contribution supported in Iceland clearly capture a conceptual piece of career adaptability that refers to the social context and the relational aspects of persons. During career transitions, people seem to both activate resources within themselves and in their communities as observed by McMahon, Watson, and Bimrose (2012). Both new dimensions are relational and co-operation refers to the capability of being able to relate to others; it is an interpersonal, rather than the intrapersonal, self-regulating resource of concern, control, curiosity, and confidence.…”

“…In this study, the fit of the international model is first tested with the two samples separately. The psychosocial nature of career adaptability both underscores the need for context-sensitive methods in cross-cultural studies and alternative models that include relational aspects of career adaptability (McMahon, et al, 2012). We therefore secondly tested the fit of a five-dimensional model of career adaptability, adding cooperation to the international measure designed to capture concern, curiosity, control, and confidence.…”

‘Let’s be honest most people in the sporting industry are still males’: the importance of socio-cultural context for female graduates

“…In their study, however, female graduates reported greater employment preparation than males, which appears not to be the case for these graduates in the sport sector. The findings would suggest that whilst these graduates have demonstrated career adaptability, most of their transitions to outside the sport sector have been for internal (push) factors, rather than external (pull) factors (McMahon, Watson, and Bimrose 2012). Similarly, the findings highlight the complex relationship between individuals and organisations, and how this is dynamic over time (Brown and Hesketh 2004;Holmes 2012).…”

“…The notion of career adaptability (e.g. McMahon, Watson, and Bimrose 2012;Savickas 2002Savickas , 2011 is also important, particularly as it links with the graduate skills mismatch literature (Andrews and Higson 2008;Hennemann and Liefner 2010;OECD 2013). Little is known about the intersection of female graduate career paths in male-dominated employment sectors, such as sport, which provides the context for the present research.…”