Purpose Drawing on the Social Exchange Theory, we developed and examined a sequential model about the effects of prosocial motivation on turnover intentions and career commitment via the sequential mediators of social support and career networking. Design/methodology/approach We collected three waves of time-lagged data from a sample of 261 full-time employees. Findings Our results confirm the fact that through the sequential mediating roles of social support and career networking, prosocial motivation negatively influenced turnover intentions while it positively affected career commitment. Originality/value This study contributes to the social exchange and careers literature, shedding light on the mechanisms through which employees' prosocial motivation impacts their job and career-related outcomes. We conclude by outlining the theoretical contributions and practical implications of these findings.

Purpose This exploratory research addresses the limited understanding of how international graduates construct their career orientations during the school-to-work transition (i.e. the initial transition into work, sometimes also referred to as the university-to-work transition). It aims to unravel how these orientations emerge and evolve in the context of international mobility. Design/methodology/approach Drawing on a one-year qualitative longitudinal study with 25 Chinese graduates educated in the Netherlands, we collected data through a series of in-depth interviews conducted during the school-to-work transition. We apply temporal thematic analysis to investigate career orientation construction over time. The analysis combines within-case and between-case comparisons to identify individual career orientation development and turning points and to distinguish the similarities and differences between individuals. Findings We reveal that these graduates engage in a three-phase process of career orientation construction: (1) constructing, (2) assessing and (3) recalibrating. Within this process, we identify three patterns in how graduates shape and navigate their career orientation development: (1) steady, (2) gradual and (3) stalled. These patterns are shaped by both personal values and contextual factors, including cross-cultural transitions, social influences and unexpected events. Our findings uncovered two mechanisms underlying career orientation construction: self-validation and social validation, which help transform uncertainty into opportunities for learning and growth in their career development. Originality/value This study extends the literature on career orientations by advancing a processual understanding of how orientations are constructed, assessed and recalibrated during the school-to-work transition. It further highlights the importance of multi-layered contextual factors in constructing international graduates' career orientations and guiding their career management and development during the transition. In addition, it provides practical insights for career professionals and international graduates.

Purpose Approaching work as a calling is associated with numerous positive outcomes; yet, we know little about how callings develop. Grounded in social cognitive career and meaning-making theory, this study explores whether leaders who are called to their roles foster the development of calling in their employees. Design/methodology/approach Using a three-wave longitudinal design with a sample of 285 US employees, we examined whether perceiving a leader as called – and trusting that leader – predicts growth in employees’ sense of calling over time. Findings Results indicate that perceiving calling in a leader fosters the development of calling when the leader is trusted and lowers calling in employees when the leader is not trusted. We found evidence that this process is incremental and slow compared to other modeling processes, requiring four to eight months to be detected. Originality/value This study contributes to the literature by identifying leaders as potential socialization agents in the development of calling. The practical and theoretical implications of these results are discussed.

Purpose The paper aims to explore the often-overlooked career challenges faced by men from disadvantaged backgrounds, particularly in Western contexts. It seeks to highlight the underutilization of intersectionality frameworks in studying men's vocational and career experiences. By focusing on how gender norms, disadvantages, as well as technological and demographic shifts intersect, the paper intends to uncover unique barriers these men face. It ultimately aims to provide recommendations for organizational and policy interventions and identify avenues for future research to better support disadvantaged men's career development and integration. Design/methodology/approach The paper employs a critical approach, drawing on interdisciplinary literature from sociology, psychology, management, and cultural studies. It integrates an intersectional framework with a social structural perspective, analyzing existing empirical studies predominantly from Western countries. The authors conduct a broad literature review covering career stages such as vocational preparation and career entry and consider demographic and technological trends affecting disadvantaged men. Empirical examples and critical theoretical concepts are used to illustrate how masculinity intersects with variables such as socio-economic status, race, or migrant status to create unique career hurdles for men. Findings The paper reveals that men from disadvantaged backgrounds face multiple barriers throughout multiple career stages considered in this paper, rooted in gender norms, socio-economic inequities and systemic biases. These men experience educational disadvantages and career misalignment due to labor market shifts. Structural changes favor cognitive and social skills associated with upper-class masculinity, making physical strength less valued and diminishing opportunities in traditionally male-dominated sectors. These challenges contribute to social exclusion and barriers to joining emerging occupations. Research limitations/implications The paper primarily relies on data and studies from Western, affluent countries, mainly the USA, UK and parts of the EU, which limits its generalizability globally. Additionally, much of the research cited focuses on specific intersections and contexts; thus, findings may not apply universally. The authors acknowledge the scarcity of intersectional research on disadvantaged men, calling for more studies across diverse geographical and cultural settings to validate and extend current knowledge. Future research should explore the nuanced interactions of gender, class, race and other identity variables relevant to other regions, and to examine institutional practices affecting men's careers worldwide. Practical implications The paper proposes targeted organizational and policy interventions to support disadvantaged men's vocational and career development. Recommendations include enhancing educational programs that address boys' academic challenges, increasing the visibility of male role models in education and in female-dominated professions, and promoting inclusive workplace cultures that challenge harmful gender norms. These initiatives aim to broaden employment opportunities for disadvantaged men while contributing to gender equity and workforce diversity. Social implications The paper highlights the social consequences of neglecting disadvantaged men's career challenges, including increased risks of social exclusion, political backlash, and susceptibility to radicalization. It underscores how feelings of victimhood and insecurity linked to masculinity and socio-economic disadvantage can fuel hostility towards marginalized groups and lead to the rise of extremist and antisocial movements. Addressing men's unique career barriers is thus not only a matter of individual well-being but also crucial for social cohesion, equity, and the prevention of social unrest. The research encourages policies that foster inclusion and address intersectional inequities. Originality/value This paper makes a valuable and original contribution by bringing attention to an underexplored area: the career disadvantages faced by men from underprivileged backgrounds. It challenges prevailing assumptions that men universally benefit from organizational and societal structures, emphasizing the complexity of masculine situations and identities shaped by class, race, and other factors. By advocating for a social structural and intersectional framework, it broadens the scope of gender and career research and provides a foundation for future studies. The integration of technological and demographic megatrends further enriches the understanding of men's evolving career experiences and potential for future growth.

Purpose Career inaction—when employees fail to pursue desired career changes—has become an increasingly important concern in today’s dynamic work environment. While prior research has highlighted its negative consequences, little is known about factors that can help mitigate it. Drawing on career inaction theory, this study explores how contextual factors—specifically, developmental human resource management (DHRM) and visionary leadership—are associated with lower levels of perceived career inaction via employees’ thriving at work. Design/methodology/approach This study used a three-wave survey conducted with 354 employees from a logistics company in northern China. The hypotheses were tested using a series of hierarchical linear regressions. Findings The results show that DHRM promotes thriving at work, which is associated with lower perceived career inaction. Moreover, visionary leadership strengthens the positive relationship between DHRM and thriving, thereby enhancing the potential for employees to experience lower levels of career inaction. Originality/value By identifying organizational and leadership factors associated with lower levels of perceived career inaction through thriving at work, this study broadens the scope of career inaction research, addressing a critical gap in the literature and extending career inaction theory. Additionally, it provides nuanced insights into the effects of DHRM and its boundary conditions.

Purpose This study explored the impact of family financial support withdrawal on graduates’ transition into the labour market in an emerging economy. Also, it explored the coping strategies employed by these graduates to navigate financial hardships and emotional stress resulting from family financial support withdrawal during this critical period of their career development. Design/methodology/approach We collected qualitative data from 28 graduates (currently employees of firms) who shared insightful experiences of family financial support withdrawal and the coping strategies they applied to navigate the challenges and obtain employment. Findings We found that contextual factors such as economic hardship, cultural or societal norms, perceptions of capability and parental retirement or ageing contribute significantly to graduates experiencing family financial support withdrawal. The withdrawal of financial support triggered negative emotional responses in graduates, including anxiety, depression and frustration, encouraging entrepreneurial adaptation as a means of generating income to finance school-to-work transition processes. Engaging in entrepreneurship helped mitigate the effects of family financial support withdrawal and equipped graduates with valuable professional skills, highly sought after by employers. Originality/value By exploring entrepreneurship’s dual role as a coping strategy for overcoming financial constraints arising from family financial support withdrawal and a pathway for professional skills development valued by employers, we contribute to the literature on school-to-work transition in an underdeveloped context.

Purpose This study aims to explore the current state of generative artificial intelligence (genAI) in the workplace and discuss a potential digital divide in relation to genAI. Design/methodology/approach Using a quantitative approach, we study career-relevant predictors – family socio-economic status, education and work characteristics – and their relationship with different indicators of digital divide – access, genAI use, attitude toward AI and perceived AI literacy. To test our hypothesis, we used logistic and linear regression analyses. Additionally, latent profile analysis was conducted to identify patterns regarding work characteristics within the sample. Findings Among the 1,341 participants, 326 individuals were genAI users. Our results show that higher family socio-economic status, education and enriched and demanding work can be linked to a more positive attitude toward AI and higher perceived AI literacy. In the case of access and frequency of use, the results were mixed. Originality/value Our findings offer a novel contribution by examining a potentially upcoming digital divide in the case of genAI. We focus on how the career adaptation of the workforce might develop in the age of genAI. Importantly, we highlight that not all individuals may have an equal opportunity to adapt to genAI, which could hinder their future career development and reinforce patterns of inequality. Future research should address how to promote inclusivity and consider individual differences in adapting to genAI.

Purpose This study investigates psychological factors influencing retirement decisions, focusing on how career adaptivity and adaptability impact retirement intentions. Design/methodology/approach Data were collected in three waves from 235 employees of French insurance companies. Findings Career adaptivity (i.e. proactive personality and occupational future time perspective) directly and indirectly (via career adaptability) increases the likelihood of bridge employment and reduces full retirement intentions. Practical implications Organizations can promote career adaptivity traits to encourage delayed retirement and retain experienced employees. Originality/value The study extends the career construction theory by showing how career adaptivity and adaptability shape retirement-related career decisions.

Purpose This study aims to explore how individuals diagnosed with Attention-Deficit/Hyperactivity Disorder (ADHD) in adulthood reflect on their career paths in terms of subjective career success, career crafting and career outcomes. Design/methodology/approach Based on a social-constructionist worldview, 14 episodic biographic interviews were conducted with employed individuals diagnosed with ADHD in adulthood. Findings were derived through template analysis. Findings The detailed reflections indicate a significant impact of undiagnosed ADHD on career success and career crafting. Before diagnosis, career decisions were impulsive or unintentional and career crafting was low, resulting in mainly negative individual career outcomes. The diagnosis is pivotal in enabling proactive career reflection and increasing the potential for career construction. Four phases of enhanced career crafting were identified: grief, acceptance, intention and action. Most participants actively engage in phase two but have difficulties entering phases three and four. Professional support is considered beneficial, but offers are scarce in the German healthcare system. Originality/value This research offers novel understanding of how adults who have received an ADHD diagnosis after adolescence retrospectively interpret the tenets of the sustainable career ecosystem theory. It highlights how personal life events influence career perception, emphasizes the role of self-knowledge in career crafting, introduces personal turning points as a catalyst for career change, identifies deficits in the German healthcare system, and informs a call for further research on additional life events and factors shaping sustainable careers in individuals with ADHD and other neurodivergent populations.

Purpose Although there are emerging vocational support and hiring initiatives in some organizational contexts, autistic individuals continue to face significant challenges and barriers in navigating their careers. This scoping review synthesized the existing literature to find out evidence of how autistic employees define a successful career, identifying factors influencing their career progression and career trajectories. Grounded on the misfit lens, this review proposes a framework as a foundation for future understanding and enhancing career development for autistic employees. Design/methodology/approach This review followed the PRISMA-ScR checklist for writing scoping reviews. A total of 52,786 records were screened, and 46 studies were included in the study. Findings We identified three major themes and five subthemes. The first theme, “Employee job fit,” explains the significance of individual compatibility with the job. The second theme, “Organizational fit,” discusses the importance of the compatibility between the individual and the organization’s practices, policies, and culture. The third theme, “Psychological safety,” describes the need to understand autism among colleagues and employers, as well as systematic inclusion and a culture of diversity where everyone can flourish. Originality/value Moving beyond a one-size-fits-all approach allows for more inclusive and sustainable workplace strategies where autistic employees can thrive. Therefore, this review explores existing literature to determine what career development means for autistic employees.