Grass roots of occupational change: Understanding mobility in vocational careers

Medici, Guri; Tschopp, Cécile; Grote, Gudela; Hirschi, Andreas

doi:10.1016/j.jvb.2020.103480

Cited by 15 publications

(17 citation statements)

References 62 publications

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“…In accordance with findings from other occupational fields (Major et al, 2013), our results show that emotional exhaustion also indirectly influences workers' occupational turnover intentions, mediated by occupational commitment (Cropanzano et al, 2003). These results support the current claim (Medici et al, 2020) to consider strain as a focal predictor of career change. We also found significant associations between occupational turnover intentions and outcome expectations related to growth and, to a lesser extent, outcome expectations related to comfortable working conditions as well as occupational self-efficacy.…”

Section: Discussionsupporting

confidence: 91%

“…Overall, these current challenges underscore the urgency of keeping skilled workers in their occupational fields. They also underline the need for a renewed focus on the occupation rather than the organization (Medici et al, 2020), and for the advancement of research that contributes to a better understanding of the causes of occupational turnover in specific fields, both in general and beyond the pandemic.…”

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confidence: 99%

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Testing an Extended Social Cognitive Model of Occupational Turnover Intentions

Salzmann

Berweger

Bührer

2022

Journal of Career Development

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Workforce shortages in the health and social care sectors are a relevant issue worldwide. One measure to mitigate workforce shortages is to improve working conditions and workers’ future prospects in order to encourage worker retention. Although studies have examined factors related to organizational turnover, less is known about the factors that lead to occupational turnover intentions. Drawing upon social cognitive career theory, this study examines the reasons behind health and social care workers’ occupational turnover intentions considering emotional exhaustion as an explanatory variable. The participants were 403 health and social care workers who responded to a questionnaire about 4 years after completing their vocational education and training at the upper-secondary level. Structural equation analyses revealed that affective occupational commitment showed the highest negative correlation with occupational turnover intentions. Furthermore, the results suggest that career-related outcome expectations, wellbeing, and supportive working conditions are crucial for designing effective interventions.

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Section: Discussionsupporting

confidence: 91%

mentioning

confidence: 99%

Testing an Extended Social Cognitive Model of Occupational Turnover Intentions

Salzmann

Berweger

Bührer

2022

Journal of Career Development

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“…In support of these theories, evidence suggests that experiencing an occupational AAG is linked to lower satisfaction with VET; lower life, job, and income satisfaction; a higher likelihood of dropping out of VET; and a lower propensity to consider oneself as very successful in one's work life (e.g., Beckmann et al, 2021;Carr, 1997;Hardie, 2014;Nießen et al, 2021). Low satisfaction, in turn, is related to a range of detrimental long-term career outcomes such as turnover, dropout, decreased work motivation, and decreased goal striving (e.g., Beckmann et al, 2021;Haase et al, 2012;Medici et al, 2020;Ton & Hansen, 2001). Third, differences in the ability to realize one's aspirations may constitute an additional aspect of social inequality that is worthy of investigation.…”

Section: Why the Aag Is An Important Characteristic Of Successful Tra...mentioning

confidence: 99%

“You can’t always get what you want”: Prevalence, magnitude, and predictors of the aspiration–attainment gap after the school-to-work transition

Nießen

Wicht²,

Schoon³

et al. 2022

Contemporary Educational Psychology

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“…However, contemporary social processes may lead to mobility that is measurable on a micro level (Weeden & Grusky, 2005) or involve some other more specific distinctions among transitional groups such as the field of education. Such mobility also brings a loss of human capital (Kambourov & Manovskii, 2009) and a need to fill occupation-specific knowledge gaps (Medici et al, 2020). However, what is missing is an examination of whether these conditions have the same effects on individuals' social ties and subjective well-being that are observed when applying highly aggregated occupational divisions.…”

Section: Introductionmentioning

confidence: 99%

Giving (positive) meaning to downward and horizontal occupational mobility to maintain individual well-being

Žabko

2022

Intersections

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This study addresses some limitations related to knowledge of the circumstances that contribute to perceptions of downward or horizontal occupational mobility as a positive experience, increasing work satisfaction, labour market security, and maintaining subjective well-being. In pursuing this objective, seven working-life biographies are examined that demonstrate causes of occupational mobility, the investment needed for transition and stabilisation, as well as attitudes towards the destination occupation. Although a sense of meaningful work helps individuals accept a reduced income, interviewees treat it as a transitional period, seeing a possibility for at least some increase in salary. Maintaining one’s original social networks while accepting a less qualified occupation also contributes to preserving individual well-being. These aspects are more pronounced in women’s life stories. A more ambiguous attitude can be seen in the experience of men who encountered occupational and financial decline. While decision-making awareness, confidence in one’s choice, and control of the process helps to stabilize potential frustration caused by decline, some isolation from previous networks appears in the keeping of distance, reducing contact intensity, or staying abroad for longer periods. Perhaps to regain their subjective sense of well-being, the former implements the principle of ‘discrete stages’ in their social life, a notion that reflects the situation of their working life.

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Grass roots of occupational change: Understanding mobility in vocational careers

Cited by 15 publications

References 62 publications

Testing an Extended Social Cognitive Model of Occupational Turnover Intentions

Testing an Extended Social Cognitive Model of Occupational Turnover Intentions

“You can’t always get what you want”: Prevalence, magnitude, and predictors of the aspiration–attainment gap after the school-to-work transition

Giving (positive) meaning to downward and horizontal occupational mobility to maintain individual well-being

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