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The purpose of this paper is to consider whether golf functions as a networking barrier for women in professions that require networking for career success.

Data from 496 golf courses, in addition to demographic data and data about salaries in sales, managerial, and marketing and sales professions in the USA, were used to assess if differences in tee box placement between men's and women's tees would predict participation and salaries in networking‐oriented professions.

The analyses indicate that differences in tee box placement between men's and women's tees did predict differences in participation and salaries in networking‐oriented professions. It was found that the greater the distance between men's and women's tees, the lower the salaries and participation rate for women. This effect was greatest for the marketing and sales profession.

Golf is one networking barrier among many, and so other networking barriers that have deleterious effects on women's advancement and success should be explored. Further research might include observational studies of mixed‐gender golf groups, and might also explore whether women choose not to pursue networking occupations or women are not selected for jobs that require networking on the golf course.

Companies should be aware of how venues selected for networking might have disparate impacts for men and women, and select venues that are as gender‐neutral as possible.

This paper is, to the authors' knowledge, the first empirical investigation of gender relations in non‐traditional work settings with female participation and earnings in occupations that require networking for career success.

Existing research has established that women drop out of engineering careers in part because of a dissatisfaction with their career development, but women's understanding of career development in engineering has been as yet largely unexplored. This paper aims to explore female engineers' experiences of navigating their careers and their perceptions of barriers to career development, through the lens of the intelligent career framework (ICF).

The in-depth interviews of this study were conducted with female engineers in the UK and analysed using template analysis.

The authors identified three structural barriers that participants felt hinder women's career development in engineering: (1) promotions are more likely to be given to people who are widely known – more often men; (2) promotions are more likely to be given to people on whom high status is conferred in this context – more often men and (3) promotions are more likely to be given to people who conform to the ideal worker ideology – more often men. The women also offered a series of counter-narratives in which they reframed the behaviour they witnessed as something other than sexism.

The findings highlight the significant and systemic bias against women's career development through gender stereotypes in workplaces and an implicitly gendered organisation that hinders the development of the three competencies needed for career advancement. The authors describe a range of counter-narratives that the participants use to help them to make sense of their experiences. Finally, the authors illustrate the application of the intelligent career framework (ICF) as a lens to view the career development culture of an organisation.

This paper aims to explore the experience of self-initiated expatriates (SIEs) moving from the global South to the global North. It considers the relationship between country of origin and host country, the role of non-traditional destinations and the choices made by SIEs.

In-depth interviews were conducted with Indian SIEs and key experts to explore the motives, identities and life narratives of skilled expatriate Indians in France.

The results shed light on how individuals’ careers are fashioned through the intersection of identities; highlighting the interplay between country of origin and the host country as a catalyst in SIEs’ choice of destination. Furthermore, the authors demonstrate a strategic form of agency exercised through these SIEs’ choice of an unconventional destination.

The intricate nature of SIE trajectories holds implications for migration theory, diaspora studies and career theory. SIEs from the Global South adopt varying strategies linked to specific host-country career offerings, often in sharp contrast with home-country opportunities.

The results inform managerial and policy-maker understandings of career motivations for mobile skilled workers moving for career and lifestyle. For countries seeking to attract talent, the findings demonstrate the roles of host-country immigration policy, country reputation and perceived career opportunities.

This study helps address research gaps in relation self-initiated expatriation from the Global South to the North. At the same time, it identifies the potential for transitional spaces and the relationship between countries, identity-formation factors and career agency. These findings on France as a transitional space – one of intermediacy and in-betweenness, where self-identity and future career projections can be re-imagined and reshaped – shed new light on how SIEs and their movements can be conceptualized.

The purpose of this paper is to investigate the under-researched phenomenon of women, who of their own volition, are choosing to live and work in another country, as self-initiated expatriates (SIEs).

Drawing from a career constructivist position, the qualitative framework relied on primary data gathering through semi-structured interviews with 25 western professional SIE women living and working in Beijing.

The findings suggest that the SIE women's motivations for mobility and their career types and patterns are complex and varied. As an initial and tentative step towards developing a framework of female SIEs’ careers the authors introduce a typology of four career patterns.

As an exploratory piece of research there is limited generalisability since the findings are presented from the perspective of a particular cohort of women's narratives.

There is a need to recognise the potential value of SIEs to MNCs particularly in light of the well-documented concerns regarding human capital. Companies risk losing this potentially valuable employee if the career opportunities, as well as compensation packages, benefits and support on offer, do not match the plans and expectations of the individuals concerned.

The study provides new insights into the nature and dynamics of the different career modes and configurations of SIE women. This is an important and appropriate research agenda for several reasons. First, there remains a paucity of research on female SIEs. Second, little is known about their career-related behaviours and expectations and the relationship between mobility and career. Thus, it is hoped that a study such as this will add to the emerging body of knowledge about an under researched yet growing number of the some of the most mobile human capital in the world.

Using latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.

Young adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.

The authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.

The findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.

This project set out to explore information scholars’ perceptions of the influence of their keyword selections and the implications of their linguistic choices on possibilities for and perceptions of the field of Information Science. We trialed a narrative methodological approach to investigate the multiple stories told with specific keywords, how they relate to larger discourses within the field and the impact they have on the lives of information researchers.

This paper draws on Arthur Frank’s narrative analysis to consider keywords as stories, which shape one’s sense of professional identity and belonging. The analysis, which is informed by insights from multi-disciplinary scholars of keywords, employs data from a keywords-oriented workshop with Information School faculty and students, as well as an online questionnaire sent to heads of Information Schools.

We did not find a singular definitive story of information science scholars’ experiences with keywords. Rather we identify tensions surrounding common and contested understandings of discipline, canon and information, engaging the complexity of interdisciplinary, international, intellectual and moral claims of the field. This research offers insight into the experiential factors that shape scholars’ engagement with keywords and the tensions they can create.

A wealth of bibliometric analyses of keywords focuses on finding the “right” words to describe the scholarship you seek or the work you want others to discover. However, this study offers information researchers a novel approach, creating space to acknowledge the generative tensions of keywords, beyond the extractive logic of search and retrieval.

This qualitative study explores, through the lens of Schein's (1978) career anchor theory, the internal career perceptions (self-perceived values, challenges and capabilities) of local surf workers in the highly internationalized sector of surf tourism in Nicaragua.

Semi-structured interviews were carried out with 22 local surf tourism workers. Participant experiences were analyzed using thematic analysis to distinguish their career anchor orientations.

The results indicate the sustained value and instrumentality of Schein's original career anchor theory, specifically in terms of the interconnectedness of dominant and supporting anchors and the relevance of anchor groupings for workers in non-standard working environments. The anchors of lifestyle, entrepreneurial creativity, and security and stability were closely interrelated and complementary, as participants from this context were ultimately striving for security and stability.

Future research should consider more explicitly the role of the socio-political, environmental or economic context in shaping the internal career self-concepts and experiences of workers.

This study sheds light on the internal career drivers — the unique dilemmas, challenges, passions and motives — of local workers in a resource-constrained environment. Managers, business owners and other economic actors stand to gain important insights into the realities of workers they employ, but do not intimately understand. Such insights could be generalizable to a variety of work settings in which there are high material, social or cultural constraints.

Non-standard work contexts and local worker voices are both thematically underrepresented in the careers scholarship. Research on these topics can contribute to broader discussions of sustainability, sustainable development goals and decolonial perspectives in social science scholarship. Bringing local workers from the Global South into view means turning scholarly attention towards less-visible “others” working alongside those having received the lion's share of academic discussion, i.e. expatriate workers on a global assignment or self-initiated expatriates, most often from the Global North.

This is one of the first studies to explore the career anchors of local workers in the Global South in a non-standard, non-bureaucratic vocational setting. The study sheds light on local workers' career decisions, an often-neglected perspective within international human resource management.

The quality of organizational leadership can have a significant impact on organizational success and employee well-being. Some research has shown that leaders with secure attachment styles are more effective leaders, but the connection between different attachment styles and different leadership styles is unclear. Relationships between attachment styles and leadership styles were examined in this study. University personnel completed the Relationship Questionnaire and the Multifactor Leadership Questionnaire. Pearson correlation and multiple regression analyses revealed positive correlations between transformational leadership and secure attachment and negative relationships between transformational leadership and insecure attachment styles. Results of this study may help leaders recognize the relationship between their attachment style and their ability to increase organizational effectiveness and to decrease turnover.

The purpose of this study is to examine hotel managers’ perspectives on the promotion process of hotel employees based on the promoted employee’s gender, their perceived organizational justice and perceived gender discrimination against women. The moderating role of anti-male bias beliefs in the promotion process was examined.

The study adopted an experimental design (female vs male promoted) with a sample of 87 hotel managers. Data were analyzed using mediation and moderated mediation analyses.

The results indicated procedural and distributed justice mediates the effect of gender of the promoted employee on perceived gender discrimination against women. It was found that perceptions of anti-male bias moderate the relationship between gender of the promoted employee and distributed justice, demonstrating higher levels of perceived fairness within the organization when a female is promoted, especially when low levels of anti-male bias exist.

Many organizations may refrain from offering more promotional opportunities to women for fear of reverse discrimination. This research demonstrates that the organization will be perceived as fairer if it offers more opportunities to women, should create a stronger organizational culture and higher financial performance.

To the best of the authors’ knowledge, this paper is the first to address the gender inequity in promotional opportunities of hotel employees and demonstrate the overall benefit of combating such inequality. This is the first time that anti-male bias has been addressed in the hospitality context, suggesting the need for more research on reverse discrimination, especially in promotional situations.

This paper reports the results of an empirical study which explores the extent to which career structures have changed. The study examines the influence of technological change, fast‐changing environments, manufacturing and increasing globalisation of products and service markets on careers. The study focuses on these issues in a cross‐cultural context. The study found that in general, more sophisticated human resources activities were associated with career pathing in organizations.