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Career planning has become more important than standalone job decisions in the current environment, where individuals have a wider range of choices of occupations and jobs than ever before. This paper reviews the theoretical developments in career guidance theory and recommends a holistic approach towards ‘Career Path Guidance’, incorporating psychological, sociological and developmental perspectives. An approach that considers several future steps in a career cannot be without challenges. The contextual and environmental situations along with individual characteristics are subject to change along a career path. Additionally, different stages in a career path are another variable that needs consideration to achieve a sustainable future. It has, therefore, been proposed that the career course be mapped by considering external factors, internal improvements and path-related dynamism. A multidimensional understanding of career guidance and the amount, complexity and sensitivity of the data involved mean that this approach may be better executed using computer-assisted systems that can source and logically analyze a large amount of information from several sources to produce coherent, sustainable and practical career path decisions.

(1) Background: University transition is a critical step in career construction due to the uncertainty and unpredictability of socioeconomic conditions; these conditions compel people to manage a greater quantity of perceived risks associated with their career projects than in the past, and to face unexpected situations that could compromise their quality of life in educational and work contexts. After all, experiencing well-being during the university path can undoubtedly affect the visions of one’s future work, especially when a transition period is nearby. The present study aimed to explore the role of subjective risk intelligence in expectations about future work, analyzing the potential mediational role of academic satisfaction in this relationship. (2) Methods: A longitudinal study was carried out on 352 Italian university students at the end of the degree course. We used the following measures: in T1, Subjective risk intelligence scale, College Satisfaction scale; in T2, three items assessing the expectations about future work. (3) Results: The main findings showed that subjective risk intelligence has both direct and indirect effects (through the mediation of college satisfaction) on the expectations about future work. (4) Conclusions: The ability to manage risks, also through the contribution of domain-specific satisfaction, can lead to positive expectations toward one’s future work. This could increase the likelihood to perform career-related behaviors in a more proactive way if people have high risk management skills and high levels of academic satisfaction with their university path during transition.

Purpose - Although there is increasing evidence that the creative industries are essential to national economic growth as well as social and cultural well-being, creative graduates often find it difficult to become established professionally. This study aims to investigate the value of career management competence and intrinsic career motivations (as elements of \"protean career orientation\") in predicting positive graduate outcomes.Design methodology approach - Self-report surveys were administered to 208 creative industries graduates from two Australian universities at two points in time: at course completion, and one year later.Findings - The paper finds that individual career management competence and intrinsic work motivations, measured at course completion, were significant predictors of early career success, using both subjective and objective measures, measured one year later.Practical implications - This study suggests that an emphasis on student development beyond the traditional \"key\" employability skills may well be worthwhile. The paper also suggests a broad learning and teaching approach by which universities can encourage the development of student career identity, and thus engender student intrinsic career motivations and career self management skills and behaviours.Originality value - This is one of the first studies to demonstrate empirically a link between a particular set of skills and graduate outcomes. In addition, it provides insights into the role of student career motivations in positive transitions to the world of work in the creative industries.

Engineering remains one of the most highly and persistently sex segregated occupations in the United States. Though extant literature submits that women’s increased access to managerial positions in male-dominated occupations should represent an important strategy for addressing sex segregation, my analysis of 61 interviews with industry engineers suggests that increasing women’s disproportionate representation in managerial roles in engineering may promote the very sex segregation it is attempting to mitigate. The analysis highlights how organizations reinforce female engineers’ movement into managerial roles and foster a form of intraoccupational sex segregation with unintended consequences for women. These consequences include fostering mixed identification with engineering, reinforcing stereotypes about women’s suitability for technical work, and increasing work–life balance tensions. The findings further suggest that an inverted role hierarchy in engineering may explain these gendered career patterns and their unintended consequences. By inverted role hierarchy I mean the valuing of technical over managerial roles. Implications for the literatures on occupational sex segregation, women’s representation in managerial roles, and the experience of women in male-dominated occupations are discussed. The online appendix is available at https://doi.org/10.1287/orsc.2017.1132 .

Sales employees can build their careers across industries, firms, and occupations. Yet it is unclear how their sales career paths affect their compensation. To assess the value of their experience, we examine the paychecks drawn by nearly 25,000 sales employees over 22 years. Consistent with our arguments, we find that firms place greater value on sales managers' experience than salespeople’s, reflecting the multiplier effect attributed to managers. In particular, sales occupation experience seems to be the most salient type of experience for both groups, as it is fungible across industries and firms. We uncover two distinct paths in sales organizations: the salesperson’s career path rewarding sales experience and another path providing promotional prospects in sales. Analyses indicate that most newly promoted sales managers have no sales experience and move laterally from other managerial positions. Implications of our findings for research and sales-compensation practice are discussed.

Survey of career path that students plan after completing their undergraduate in statistics department was carried out through questionnaire on google form from May 6 to May 24, 2021. There were 114 students who filled out the questionnaire, consisting of 20 students from class 2018, 23 students from class 2019, and 71 students from class 2020. Dependent variable is career path plan (Y), while independent variables are tendency to choose career paradigm (CPC), gender (GDR), Grade Point Average (GPA), parental occupation (POC), number of siblings (NOS), place of birth (POB) and year of university entrance (YOE). The data are analysed by binary logistic model with logit transformation and the result is g ( Y ) = ln [ π ( Y ) 1 − π ( Y ) ] = − 13 , 525 + 2 , 332 ( CPC ) − 1 , 036 ( GDR ) + 4 , 466 ( GPA ) + 2 , 421 ( POC 1 ) − 0 , 405 ( POC 2 ) + 2 , 390 ( POC 3 ) + 0 , 236 ( NOS ) − 1 , 817 ( POB ) + 0 , 448 ( YOE 1 ) − 2 , 660 ( YOE 2 ) Results of the analysis show that predictive power of the model to explain tendency of students to choose career according to statistics is around 34% to 56% based on variables in the model. Beside that tendency of career paradigm choice (CPC), Grade Point Average (GPA), parental occupation (POC1 civil servant), place of birth (POB), and year of entry (YOE 2 2019) significantly affect chosen career goals by student.

Among the many challenges facing public schools are high levels of principal turnover. Given the important role that principals play and are expected to play in the improvement process, concerns about principal turnover have resulted in a growing body of research on its causes and consequences. The purpose of this review is to take stock of what we have learned about the sources and consequences of principal turnover and to identify what gaps remain. The final review included 36 empirical studies. It discusses and categorizes findings relating to the determinants and consequences of principal turnover. The review concludes with a discussion about the implications of those findings and the areas and kinds of research still needed.

It is well-documented that women and racial and ethnic minorities are underrepresented in the economics profession, relative to both the general population and other academic disciplines. Less is known about the socioeconomic diversity of the economics profession. In this paper, we use data on parental education from the Survey of Earned Doctorates to examine the socioeconomic background of US economics PhD recipients, as compared to other disciplines. We find that economics PhD recipients are substantially more likely to have highly educated parents, and less likely to have parents without a college degree, than PhD recipients in other non-economics disciplines. This is true for both US-born PhD recipients and non-US-born PhD recipients, but is particularly stark for the US-born. The gap in socioeconomic diversity between economics and other PhD disciplines has increased over the last five decades, and particularly over the last two decades.

Purpose:  The objectives of the research are to analyse the influence of competence on career paths (1) and to analyse job satisfaction in career paths (2) and to analyze job satisfaction   Theoretical framework:  The goal of this concept framework is to provide a theoretical and empirical description of the cause-cause relationship of each variable to create new discoveries that will then be used as a concept for future research. Within the framework of this research, two exogenous variables are used, that is, competitive commitment (X1) (X2).   Design/methodology/approach:  This study uses a quantitative approach, using first-level data, through 140 questionnaires surveyed. The research was conducted between August and November 2021. The data were analysed using structural equation models (SEM) with the help of version 25. and SPSS 25.   Findings: The outcomes of this study demonstrate that competence and Commitment have a positive and important impact on their career paths. (2) Career path has a positive and important impact on job satisfaction(3) Competition has a positive and important impact on job satisfaction(4) and Commitment has a positive effect on job satisfaction. (5) Competence and commitment have a positive and important effect on job satisfaction through career pathways.   Research, Practical & Social implications:  The implication of this study is that if companies want to increase job satisfaction, companies must develop careers, improve work discipline and create a supportive work environment.   Originality/value:  keeping promises and commitments, responsibility for tasks, and adherence to moral and ethical values are very important for increasing job satisfaction. But in this study, Commitment does not affect worker satisfaction.