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Prior clustering approaches of soccer players have employed a variety of methods based on various data categories, but none of them have focused on clustering by career paths characterized through a time series analysis of yearly performance quality. Therefore, this study aims to propose a methodology how a career path can be represented as a time series of a player's seasonal qualities and then be clustered with players that have a similar career path. The underlying data focuses on soccer players from the five largest European soccer nations (Big-5). This allows for the identification of different types of career paths of players and the investigation of significant disparities between career paths among the Big-5 nations. In line with our proposed methodological approach, we identified and interpreted 13 different clusters of player career paths. These range from the cluster with the highest player quality scores to the pattern comprising players with the weakest scores. Further, the detected clusters show significant differences regarding variables of soccer players' early career phase in adolescence (e.g., age of debut in professional soccer, years spent in a youth academy). The presented approach might represent a first step for stakeholders in soccer to get an objective insight in players' career by utilizing mainly freely available data sources. [ABSTRACT FROM AUTHOR]

The global challenges of today’s world define school teachers as key actors of the education system’s development. This agenda has led to the fact that various countries are actively implementing additional education programs and strategies aimed at building leadership skills and management competencies in teaching staff. One of the essential factors that ensures education quality and its efficiency is providing teachers with diverse career opportunities. Based on the theoretical study, the authors have identified typical teacher career structures, teacher career models, career ladders and trajectories, as well as requirements to career growth in the countries of the world. The research findings include showcasing best international practices of organizing teacher career progression based on the case studies of three countries – Japan, China (Shanghai), and Singapore; defining the main trends that must be taken into account when planning and implementing supporting measures for school teachers’ professional development; identifying the key components of activities aimed at supporting teacher professional development at schools.

Purpose: This study aimed to describe the career performance progression of elite early- and later-success international swimmers competing in sprint events (ie, 50 and 100 m). Methods: The career performance trajectories of 6003 swimmers (50.9% females; 58,760 unique records) competing in the 4 swimming strokes were evaluated. Swimmers with early and later success were identified. The authors identified the top 50 all-time swimmers competing in junior career who did not reach the top 50 rankings in their senior career, and vice versa, and successful swimmers in both junior and senior career. Results: Early-success swimmers mainly achieved their peak performance before the age of 20 years and approximately 5–6 years before successful senior swimmers or approximately 3–4 years before successful swimmers both in junior and senior careers. The annual performance improvements of later-success swimmers were higher (about 1%–2%) until the age of 20 to 24 years, whereas early-success swimmers showed a performance stagnation at about 16 to 18 years in females and 19 to 20 years in males. Conclusions: Early-success swimmers who achieved peak performance at a young age were unable to maintain the same level of competitiveness in adulthood as they experienced a plateau in performance from the age of 20 years. The procedure of considering early performances solely for talent identification (and not the current rate of progression) might represent a limited approach for selecting future elite swimmers. Our results indicate that performance progression in the transition toward adult careers might be a strong indicator of performance potential. [ABSTRACT FROM AUTHOR]

The study primarily aims to trace the employability of the Bachelor of Science in Accountancy graduates. It focuses on determining their educational background, post-graduation activities, and employment. Moreover, the study is structured to assess the importance of undergraduate programs in fostering the skills development of graduates and the applicability of the curriculum's courses to their subsequent employment. A tracer study, elucidating graduates' educational and career paths, is a vital instrument in comprehending the outcomes of academic pursuits. Employing stratified sampling techniques, strata were derived from graduates spanning the years 2018 to 2022, ensuring comprehensive representation. In scrutinizing educational backgrounds, a notable 50.6% lacked specific certifications, with the Civil Service Examination emerging as the predominant certification at 28.1%. Influential factors in course selection were diverse, with parental influence (16.0%) and the allure of immediate employment (14.5%) exerting substantial impacts. A 14.6% of respondents in the professional training category chose the designation "Bookkeeping," indicating a substantial interest in acquiring skills related to bookkeeping. The study exposed a significant 68.4% of graduates currently employed, emphasizing the consequential impact of skill mismatches on job satisfaction. Notably, 67.8% of employment remained local, indicating a balanced representation of domestic and international work opportunities. The institutional contribution to graduates' personal growth was evident, as values like environmental responsibility and service to humanity strongly influenced professional behavior. In conclusion, this tracer study, methodically executed through stratified sampling, provides nuanced insights into graduates' educational and professional trajectories, underscoring the multifaceted influences shaping their career choices and emphasizing the integral role of education in fostering ethical and successful professionals. [ABSTRACT FROM AUTHOR]

This study explored how middle-aged workers' career trajectory patterns were associated with their financial security later in life. Grounded by a life course perspective, we approached their career trajectories by considering a 'human agency within structure' framework. We explored sequences of employment status, starting with their lifetime main job to subsequent jobs after contractual retirement, using data from 1,010 middle-aged adults in Seoul, South Korea. The sequence analysis identified six career trajectory patterns. Stable career patterns included the Permanent to permanent trajectory as well as the Permanent to self-employment trajectory and these were most common among males with higher education degrees, higher earnings and better career alignment. Unstable career patterns such as the Temporary to temporary trajectory, the Permanent to temporary trajectory or the Churning trajectory were most common among those who were female, had lower levels of education lower earnings or had retired involuntarily. Further results showed that unstable career patterns were associated with lower levels of monthly earnings and total assets post-contractual retirement. Individuals with unstable career patterns were also less likely to be financially prepared for retirement. We suggest individualising education programmes for retirement preparation based on various career trajectories and demographic attributes to aid middle-aged adults in preparing for financial security later in life. [ABSTRACT FROM AUTHOR]

I use the intersectionality framework to understand how processes of tenure and promotion operate as a system that systematically advantages members of some groups while systematically disadvantaging members of other groups. Empirically, I examine how gender, race, ethnicity, and nativity combine to structure the institution of tenure and promotion in US universities. Consistent with original conceptualizations of intersectionality as a lens that illuminates social structure, this empirical work demonstrates that foreign-born White men are the most advantaged members in the institution of tenure and promotion. Only by accounting for all bases simultaneously does the latent function of the promotion and tenure institution come to light: One that especially advantages White men while disadvantaging women and people of color, both foreign and domestic. [ABSTRACT FROM AUTHOR]

The labor market can be a daunting place for young graduates; this paper aims to shed light on how they navigate it. By examining the ways in which they enter the workforce and the impact of individual and socioeconomic factors on their career paths, we gain a deeper understanding of the challenges they face. We use a two-stage approach to study this issue: first, we create a typology of graduates' integration paths and then estimate the likelihood of following a specific trajectory through multinomial logit analysis. Our findings reveal a diverse range of professional journeys, with graduates from open-access institutions facing higher rates of unemployment and continuing their studies, and women experiencing more precarious situations. This study stands out in the literature in several ways. Unlike previous research on the topic, we develop an index of soft skills that incorporates multiple dimensions. Additionally, we use individual data from a regional survey conducted by ANAPEC, making this the first study of its kind for Morocco. The results of our study can inform our understanding of the importance of soft skills for youth employability and the need for training policies in a rapidly changing job market. In terms of employment policy, our findings on the intertwining of first-time and long-term unemployment among higher education graduates suggest the need for a comprehensive strategy that focuses on the organization of the initial integration phase. To achieve this, the efforts of Career Centers must be broadened, consolidated, and evaluated. [ABSTRACT FROM AUTHOR]

President Trump's education policies continue to marginalize Black STEM students at the highest levels of education. Responding to a survey on their racialized educational experiences and future career trajectories, an ethnically diverse group of Black STEM doctoral students expressed anxiety about trying to pursue a STEM career during the Trump presidency. Their responses reflected their heightened sense of urgency to be change agents for racial justice in both the STEM arena and the wider society. These survey findings demonstrate that the Trump administration has created anxiety among minoritized people about pursuing STEM careers and triggered an activist spirit in this group of future STEM PhDs. In this paper, I discuss the ways the racist ideologies, practices, and policies of the Trump administration are impairing scientific innovation and increasing activism among Black STEMers. The findings reveal a vital need to continue discussing the consequences of the Trump administration's assault on Blacks in the STEM disciplines. [ABSTRACT FROM AUTHOR]

We aimed to quantify the prevalence of track and field sprinters competing at a world-class level in more than one discipline, and we describe the career characteristics of single- and double-discipline athletes in terms of peak performance and the age of peak performance. The career performance of athletes ranked in the top 200 positions of the World Athletics database in the 100 m, 200 m, and 400 m were analyzed, i.e., 5514 career profiles (49.9% female). Using binomial proportion, we calculated how many competed in only one or more than one discipline. We also compared the peak performance and the age of peak performance of athletes who competed in one vs. more than one discipline. Independent of gender, about 50% of the athletes competing in the 100 m and 200 m also competed in the other discipline (i.e., 200 m and 100 m, respectively). Differently, only 20% of the athletes competing in the 400 m also competed in the 200 m. Sprinters competing in the 100–200 m and 200–400 m couples showed better peak performance than the sprinters competing in only one discipline. Many world-class sprinters compete in two disciplines, and the 100–200 m was the most prevalent couple. Our results also suggest that sprinters who compete in two disciplines may be advantaged compared to sprinters who compete in only one event. [ABSTRACT FROM AUTHOR]

This 'perspectives on research' paper presents the first stage of an innovative in-progress study aimed at understanding the career trajectories of graduates of a technology management undergraduate program with a strong integration of a human resource development component. The program is housed in the College of Education at an American University and started graduating students in 2008. The scope of work is limited to obtaining critical information to the institution on the career trajectories of its graduates and to provide perspectives on research to the HRD community through an online survey instrument (first stage of the study). The total amount of alumni, approximately 500, were invited via postal mail and phone calls and 75 responded to the survey, a simple 4 open-ended questionnaire that included demographic information. This online survey, first stage of the study, provided participants' responses that were qualitatively analysed. The results are presented here in the form of strengths and weakness of the program. Some of the findings include females' perception of their gender as a factor affecting their careers and an almost generalized petition for courses more focused on technology content. Also, aspects of career development from classic HRD literature are discussed and presented here. [ABSTRACT FROM AUTHOR]

The research of the feminization of administrative politics is important to understand the transformation of power and the overall development of the Russian society amidst political, economic and social instability. This article presents the study results for the administrative elite in ten Russian regions (Moscow, St. Petersburg, Leningrad, Rostov, Kaliningrad, Kostroma and Novosibirsk Oblasts, Khabarovsk and Stavropol Krais, Republic of Dagestan). The analysis of the socio-demographic characteristics of the administrative elite showed no significant differences between men and women in terms of age, birthplace, as well as the type and the place where first (and subsequent) higher education was received. Studying the career trajectories of women in the ministerial elite showed that they most often occupy elite positions, like men, in middle age, but less often come from economic and security structures; horizontal and vertical movements mostly take place within the same professional institution - executive power agencies. The author identified regional governments with similar gender specifics (relative gender parity and relative gender imbalance). The study revealed that more feminized governments are formed in bordering and economically successful regions, while gender imbalance is most characteristic for the governments of economically dependent regions and those located in the south of the Russian Federation (with some exceptions).

The labor market can be a daunting place for young graduates; this paper aims to shed light on how they navigate it. By examining the ways in which they enter the workforce and the impact of individual and socioeconomic factors on their career paths, we gain a deeper understanding of the challenges they face. We use a two-stage approach to study this issue: first, we create a typology of graduates’ integration paths and then estimate the likelihood of following a specific trajectory through multinomial logit analysis. Our findings reveal a diverse range of professional journeys, with graduates from open-access institutions facing higher rates of unemployment and continuing their studies, and women experiencing more precarious situations. This study stands out in the literature in several ways. Unlike previous research on the topic, we develop an index of soft skills that incorporates multiple dimensions. Additionally, we use individual data from a regional survey conducted by ANAPEC, making this the first study of its kind for Morocco. The results of our study can inform our understanding of the importance of soft skills for youth employability and the need for training policies in a rapidly changing job market. In terms of employment policy, our findings on the intertwining of first-time and long-term unemployment among higher education graduates suggest the need for a comprehensive strategy that focuses on the organization of the initial integration phase. To achieve this, the efforts of Career Centers must be broadened, consolidated, and evaluated.

We aimed to quantify the prevalence of track and field sprinters competing at a world-class level in more than one discipline, and we describe the career characteristics of single- and double-discipline athletes in terms of peak performance and the age of peak performance. The career performance of athletes ranked in the top 200 positions of the World Athletics database in the 100 m, 200 m, and 400 m were analyzed, i.e., 5514 career profiles (49.9% female). Using binomial proportion, we calculated how many competed in only one or more than one discipline. We also compared the peak performance and the age of peak performance of athletes who competed in one vs. more than one discipline. Independent of gender, about 50% of the athletes competing in the 100 m and 200 m also competed in the other discipline (i.e., 200 m and 100 m, respectively). Differently, only 20% of the athletes competing in the 400 m also competed in the 200 m. Sprinters competing in the 100–200 m and 200–400 m couples showed better peak performance than the sprinters competing in only one discipline. Many world-class sprinters compete in two disciplines, and the 100–200 m was the most prevalent couple. Our results also suggest that sprinters who compete in two disciplines may be advantaged compared to sprinters who compete in only one event.

This paper addresses the subjective experiences of PhD holders from Switzerland and the UK who pursue careers beyond academia. Drawing on the concepts of organisational culture and culture shock, we examined the challenges that characterise this passage from academia to non-academic workplaces. With an exploratory aim, we analysed 32 semi-structured interviews conducted with PhDs engaged in non-academic careers in private, public, or parapublic sectors for ten years or less. It emerged that, when they entered non-academic workplaces, half of our participants devoted a large portion of their time and energy to understanding a new organisational culture, including their workplaces' daily functioning, the values shared within their organisations, and the statuses to which they were assigned. This puzzling experience, which we define as organisational culture shock, was reported more frequently by those who entered non-academic workplaces directly after the PhD and those with little or no work experiences prior to the PhD. These findings contribute to the ongoing global conversation about how to prepare PhDs for careers beyond academia. [ABSTRACT FROM AUTHOR]

The current study seeks to determine how peer support roles change as peer support specialists' positions within organizations and departments mature. We followed ten peer support specialists over the course of a year, interviewing them at three points, starting approximately three months after they began working as peer support specialists. We used an inductive process to analyze our data and followed guidelines on the structuring of longitudinal qualitative trajectories to divide the data into watershed moments. Our participants worked in a variety of departments in the hospital, and their service use experiences generally echo those of their service users. Participants appear to pass through four phases over the course of their employment as peers: early beginnings, establishing the role, role narrowing, and role sustainability. Services wishing to integrate new peers must be aware of the time required for integration. Having general job descriptions limited to specifying that peers are expected to use their lived experience to support current service users may lead to uncertainty amongst new and existing staff. Without role clarity, peers may struggle to find their place. Pairing new staff with mentors may limit this burden. As roles consolidate, boundaries may emerge. If these boundaries narrow the role of the PSS, they may no longer find the role appealing. They may then choose other caregiver roles with wider or different spheres of influence. Organizations may benefit by clearly indicating if they expect peer support positions to be static or transitionary. [ABSTRACT FROM AUTHOR]

Objectives: To quantify the junior-to-senior successful transition rate in sprint swimming events in elite European performers.Design: Retrospective analysis of publicly available competition data collected between 2004 and 2019.Methods: The yearly performance of 6631 European swimmers (females = 41.8% of the sample) competing in 50 and 100 m freestyle, backstroke, breaststroke, and butterfly were included in the analysis. The junior-to-senior transition rate was determined as the number of elite junior athletes who maintained their elite status in adulthood. To investigate how the definition of elite may affect the calculation of the transition rate, we operationally defined elite athletes as those ranked in the all-time top 10, 25, 50, and 100 in their category. We also calculated the correlation between junior and senior performances.Results: The average transition rates ranged, depending on the age of reference, from 10 to 26% in males and from 23 to 33% in females. The transition rate for the top 100 junior swimmers was greater than that for the top 10 swimmers. In general, swimmers who swam 50 m showed a slightly lower transition rate compared with those that swam 100 m. Depending on the age of reference, low-to-moderate correlations were observed between junior and senior peak performances.Conclusions: Most elite junior athletes did not maintain the elite level in adulthood. Except for athletes in the last year of the junior category (18 years for males and 17 years for females), junior performances were poorly correlated with senior performances. [ABSTRACT FROM AUTHOR]

Studying in Hungary has become a new trend among Chinese students under the Belt and Road Initiative. The spectacular tripling of the growth of incoming Chinese students has influenced the number of international students in Hungary. In this paper, 26 in-depth narrative interviews with Chinese students in Hungary were conducted and analysed, employing the grounded theory method. This research reveals that beyond considerable uncertainty regarding future plans and career trajectories, three paths are open for Chinese students in Hungary. The largest group intends to return to China after graduation, although they have doubts concerning whether their acquired skills and knowledge can be utilised. The second group aims to find niche jobs, in which they can utilise their in-betweenness. Finally, a small proportion consciously builds their network and aims to remain in Hungary or Europe, engage in further studies or seek employment. The findings contribute to policymakers who support Chinese international educational mobility and to individual Chinese students that wish to widen their horizons and find alternative career paths. [ABSTRACT FROM AUTHOR]

In the current volatile and insecure professional context, developing and maintaining sustainable careers has become a major concern. This study contributes to the advancement of research on sustainable careers by applying the career sustainability framework in a 7-year longitudinal study on Swiss workers’ career trajectories (N = 789). We thus aimed to (a) identify various types of career trajectories based on employment status (i.e., full-time employment, substantial part-time employment, marginal part-time employment, unemployment), (b) distinguish sustainable and unsustainable trajectories by investigating their outcomes in terms of health (i.e., self-rated health), happiness (i.e., career and life satisfaction), and productivity (i.e., income and promotion), and (c) predict the probability of falling into a (un)sustainable career trajectory based on psychological resources (i.e., personality traits and career adaptability) and sociodemographic characteristics (i.e., age, gender, and education level). Optimal matching analysis revealed a 4-cluster solution, with the traditional full-time and stable career trajectories being the predominant ones alongside more transitional or discontinuous trajectories. Differences in health, happiness and productivity were found between the four types. Furthermore, our results showed that being a woman, having a lower education level and higher neuroticism and agreeableness scores increased the likelihood of experiencing an unsustainable career. [ABSTRACT FROM AUTHOR]

Using register data from Statistics Netherlands (2009–2019), this paper examines whether the first employment contract is related to early career outcomes for a cohort of young workers who entered the Dutch labour market in the period from late 2009–2013. Instead of looking at the timing of isolated transitions between employment states, 6-year-long trajectories are considered to identify differences in early career paths. Applying a Mixture Hidden Markov Model, eight distinct states of employment quality characterized by different contract types and incomes are identified. Transitions between these employment states reveal four early career patterns that differ according to their upward and downward mobility. Our results show that entering the labour market with a permanent contract does not necessarily lead to immediate wage growth, but provides a safeguard against volatile careers with frequent transitions in and out of employment. While entering the labour market with a fixed-term contract facilitates upward mobility, on-call and temporary agency work early in the career may negatively affect long-term labour market integration. • Studying the dynamics of employment careers requires a longitudinal perspective. • Four early career patterns with varying degrees of upward and downward mobility can be identified. • Fixed-term contracts promote upward mobility in the Netherlands. • Temporary agency and on-call work are associated with unstable career paths and limited wage growth. [ABSTRACT FROM AUTHOR]