Career management attitudes among business undergraduates

Jackson, Denise; Wilton, Nicholas

doi:10.1177/1038416215604002

Cited by 11 publications

(9 citation statements)

References 61 publications

(154 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Each of the forms of professional proficiency helps to encourage the person to continue his or her career where success will be associated with the characteristics and changes that are taken in the workplace (Jackson & Wilton, 2016;Takawira, 2018). That is, decision making will be associated with the set of limitations or development possibilities that the company itself has.…”

Section: Career Limitsmentioning

confidence: 99%

Normative Model of Women’s Brain Drain to Their Homes

Raya¹,

Hernández²

2022

JSS

View full text Add to dashboard Cite

The Normative model of women's brain drain to their homes is a proposal to study the lives of women with higher level studies and who returned, voluntarily or involuntarily, to take care of household duties. Its design is based on the theories of expulsion-attraction, family-work trajectories, life course, kaleidoscope career model and career limits; they analyze each stage lived from different perspectives. The Normative model of women's brain drain to their homes identify what are the situations that allow women to make the decision to leave their jobs and dedicate themselves to domestic, full-time household chores. In addition to the fact that the labor market is constantly evolving due to technological progress and globalization. With the use of this model, relevant elements were identified as a relevant part of their decision in the different areas of a woman's life (i.e. family, professional, work), as well as their interrelations where governmental, organizational and social actions intermingle to chart the course of women's lives.

show abstract

Section: Career Limitsmentioning

confidence: 99%

Normative Model of Women’s Brain Drain to Their Homes

Raya¹,

Hernández²

2022

JSS

View full text Add to dashboard Cite

show abstract

“…The tension between employers and HE about who should be responsible for providing work-ready graduates is longstanding (e.g. Helyer, 2011;Jackson & Wilton, 2016;Starkey & Tempest, 2008). In the UK, concerted attention across the HE sector to raise the level of employability by developing more vocationally relevant skill-sets in graduates was galvanised to a significant extent by the recommendations of the Dearing Report (1997).…”

Section: Responsibility For Work-readinessmentioning

confidence: 99%

Graduate employability, employment prospects and work-readiness in the changing field of professional work

Herbert

Rothwell

Glover

et al. 2020

The International Journal of Management Education

View full text Add to dashboard Cite

“…. Other specialities (accounting and finance) have been found to be more akin to specific occupational groups in the closer relationship between such qualification and employment (Jackson & Wilton, 2016). However adding a business qualification would be likely to improve job mobility and adaptation options, which would contribute to the popularity of business courses as second-study choices (Baird, 2012), as found in the current research.…”

Section: Group 2 Broadfields: Business; Education; Health; Architecturementioning

confidence: 52%

“…As in the study by Jackson and Wilton, (2016), proponents of the future new career forecasts see increased mobility as desirable, and aim to develop congruent attitudes in graduates. However, in the present research, disjunctive broadfield changes were predominantly from general to more occupationally specific degrees, which have been related to easier initial labour market entry and job stability, but lower career trajectories.…”

Section: Methodological Contributionsmentioning

confidence: 99%

Lifelong career mobility and change options in knowledge occupations: career pathway implications of initial degree choices

Eggins¹

View full text Add to dashboard Cite

Because of the social, personal and financial benefits of paid work activities, occupational choices, and lifelong career options warrant careful consideration. Rapid social, technological and organisational change is theorised to produce changes in the world of work where future, or 'new careers' will be characterised by high levels of mobility; and the demand for knowledge workers (with a university qualification) in a 'knowledge economy' with be high. Paradoxically there is some agreement that the level of mobility varies between levels of occupations, and is inversely related to education level, so that mobility would be lowest in knowledge occupations. However, from inadequate definitional precision, the type of workforce mobility referred to in these predictions and observations is unclear. In the 'new careers', individuals are increasingly seen to have the freedom and opportunity to construct and manage their own careers lifelong by adding skills and knowledge to an existing set, changing sets, or changing mode of practice, for example to self-employment, or relocating. However knowledge occupations tend to be bounded by mandatory qualifications and other controls, which could make the option of mobility by changing skills and knowledge sets at level, costly in time and money. Factors such as age and gender have also been found to affect choices of field of study and employability on graduation.Information about the level and nature of future mobility options is important for individuals contemplating high initial investments of time and money in their education for labour market entry and lifelong career development. The populist current and future mobility discourse propagated politically and in the media, has the potential to misinform university aspirants about the type and level of their lifelong career pathway options, and warrants clarification.The present study examined the current situation regarding skills and knowledge-set adjustments and changes in knowledge occupations by Australian university graduates, by focusing on skillsand-knowledge-based mobility and change among knowledge occupations. Fields of qualifications, rather than self-reported names of occupations were used as more accurate indicators of actual skills and knowledge sets. The fields of past and recent qualifications of individuals who had undertaken further credentialing were compared to determine the extent to which people with qualifications in a particular field actually chose further study in a different field, as an indication of future occupational intent and of perceived change options. This research also explored the motivations for studying a different skills and knowledge-set, and the influence of demographic, contextual and social factors. A mixed method design was employed and undertaken in two phases. Phase 1, a quantitative study, sourced the Australian Graduate Survey responses as a large secondary data base iii from which patterns of change between educational fields were examined together with their as...

show abstract

Career management attitudes among business undergraduates

Cited by 11 publications

References 61 publications

Normative Model of Women’s Brain Drain to Their Homes

Normative Model of Women’s Brain Drain to Their Homes

Graduate employability, employment prospects and work-readiness in the changing field of professional work

Lifelong career mobility and change options in knowledge occupations: career pathway implications of initial degree choices

Contact Info

Product

Resources

About