From Drafter to Engineer, Doctor to Nurse

Packard, Becky Wai‐Ling; Babineau, Maureen E.

doi:10.1177/0894845308327270

Cited by 18 publications

(4 citation statements)

References 24 publications

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“…Third, it should be emphasized that causality cannot be inferred from the relationships in the final structural model, as the conditions for establishing causality (e.g., Hair et al, 2006) were not met. Fourth, it is acknowledged that not all the variables or constructs that may be related to the vocational decision-making processes of adolescents were investigated and that an implicit assumption has been made that career choice may be independent of other decisions and the individual contexts of the decision maker (Cherkaoui, 2003;Packard & Babineau, 2009;Patton & McMahon, 2006;Veselý & Smith, 2008). Finally, it is noted that a ''good'' fit of the empirical model does not necessarily guarantee that it is the ''optimal'' model for the data (Hair et al, 2006).…”

Section: Limitations Of the Researchmentioning

confidence: 99%

Occupational Decision-Related Processes for Amotivated Adolescents

Jung

McCormick

2010

Journal of Career Development

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This study developed and (statistically) confirmed a new model of the occupational decision-related processes of adolescents, in terms of the extent to which they may be amotivated about choosing a future occupation. A theoretical framework guided the study. A questionnaire that had previously been administered to an Australian adolescent sample was refined and then administered to a sample of 566 Australian Grade 11 students attending a stratified random sample of 16 government high schools in the Sydney metropolitan area. The data were analyzed using structural equation modeling. The major finding was the development and empirical confirmation of a model of the occupational decision-related processes of amotivated Australian adolescents, which suggested that within the context of the study: (a) social influences from the family may allow adolescents to see the relationship between making an occupational decision and its consequences, (b) occupational amotivation may be associated with a lack of decidedness about a future occupation, a non-expectancy for occupational success, and a non-valuing of interest/enjoyment in occupations, (c) those who value recognition are likely to be expect success in a future occupation, and (d) those with an expectancy for occupational success are likely to be undecided about their future occupation. Psychologists, career

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Section: Limitations Of the Researchmentioning

confidence: 99%

Occupational Decision-Related Processes for Amotivated Adolescents

Jung

McCormick

2010

Journal of Career Development

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“…However, considering the uncertain and ever-changing career climate, young people may need to take any job that is available (Briscoe, Hall, & DeMuth, 2006). It is then questionable whether a person will be able to maintain direction and a sense of purpose while settling down to a particular job, or whether such a choice is tinged with regret or loss (Packard & Babineau, 2009). Given these social and economic changes, a more comprehensive understanding of career adaptability is needed.…”

Section: Introductionmentioning

confidence: 99%

Typologies and precursors of career adaptability patterns among emerging adults: A seven‐year longitudinal study

Shulman

Vasalampi

Barr

et al. 2014

Journal of Adolescence

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The present study examined career adaptability in 100 Israeli emerging adults who were followed from ages 22 to 29. Participants were given an in depth interview and were asked to talk about their current work, difficulties they might have had in the past and how they coped with them. In addition they were asked to elaborate on the extent to which their job fits their interests and is meaningful to them. Analyses of interviews yielded three distinctive career adaptability patterns that were associated with different levels of concurrent wellbeing: Integrated, Compromised, and Vague. A lower level of identified motivation measured seven years earlier predicted membership in the Compromised pattern. A higher level of extrinsic motivation combined with decreased parental support predicted membership in the Vague pattern. Findings are discussed within the framework of the occupational adaptations and compromises that young people must make when approaching the age of 30.

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“…Moreover, employees may also accept horizontal mismatch in exchange for job security provided by permanent contracts 33 . Packard et al (2009) suggested that heavy family responsibilities could lead to career compromise 34 . As a result, high-level medical talents may also compromise to accept careers that do not exactly match their college major to accumulate social resources and gain income for reasons of needing to take care of their families.…”

Section: Major Matchmentioning

confidence: 99%

Association between major match, job content plateau, and turnover intention of high-level medical talents

Feng

Cui

2023

Preprint

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Background: The global shortage of health human resources has created a challenge for health human resource management. High-level medical talents play a critical role in promoting medical technology reform and improving the level of medical and health services. To maintain their occupational stability and reduce their turnover intention, it is necessary to address various factors that regulate and affect their decision to leave their job. This study aims to explore the relationship between turnover intention and major match, as well as job content plateau, among high-level medical talents. It is hoped that the findings of this study will provide insights into the effective management of health human resources and the retention of high-level medical talents. Method: Using the convenience sampling method, 208 high-level medical talents were investigated through the internet questionnaire. Descriptive statistical analysis was conducted using SPSS 26.0 software, and a structural equation modeling was established using AMOS 28.0 software. Results: The findings revealed that 42.31% of high-level medical talents reported a medium to high degree of turnover intention. The mean score of job content plateau was 1.832±0.755, while the mean score of major match was 2.569±1.12. Conclusion: Major match positively affected job content plateau and indirectly influenced turnover intention of high-level medical talents, while job content plateau had a positive impact on turnover intention. It is recommended that measures such as project teams and more academic exchange activities be taken to control the job content plateau and reduce the turnover intention of high-level medical talents.

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From Drafter to Engineer, Doctor to Nurse

Cited by 18 publications

References 24 publications

Occupational Decision-Related Processes for Amotivated Adolescents

Occupational Decision-Related Processes for Amotivated Adolescents

Typologies and precursors of career adaptability patterns among emerging adults: A seven‐year longitudinal study

Association between major match, job content plateau, and turnover intention of high-level medical talents

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