Influencing girls' interest in information technology

The lack of skilled labour that can support digital economies is a worldwide problem, exacerbated by the lack of female participation in the Information Technology (IT) industry. Interventions that promote IT study and career opportunities for girls can be a powerful means to counter the ongoing decline in IT interest amongst females. However, the impact of such interventions is rarely being evaluated. This study is, therefore, aimed at gaining insights into the influence on IT career perceptions of one IT intervention event for secondary school girls conducted in Australia in 2014. The analysis of comprehensive survey data (n=781) using the Partial Least Squares and other statistical techniques revealed that a positive attitude toward the analysed event had significant direct and indirect positive impacts on girls' intentions to choose a career in IT. The indirect influence was supported by such mediating factors as girls' self-efficacy towards IT careers and their intentions to learn more about IT, which the event affected directly. In addition to reporting on the results of testing the research model, further insights into girls' opinions and attitudes towards the intervention and IT in general are provided in the paper.

Gender issues in the career development of IT professionals: a global perspective

Each period of technological change carries with it high expectations of societal and organizational restructuring that will favour the disadvantaged. The same is true for the Information and Communication Technologies. The fast expansion of the IT labour market, the need for diverse talents, the shift in the demand from technical to more general management and business skills, and the government's and employer's initiatives to improve women's representation in the IT sector created an image that? IT is one of the best-equal opportunity areas 'that provide wider opportunities for women to enter and succeed in this industry'. Nevertheless, the validity of these claims is yet to be established through empirical analysis.

An examination of psychological contracts, careerism and intention to leave

Purpose - The aim of this paper is to investigate the relationships between elements of the psychological contract (i.e., type and fulfilment) and an employee’s intention to leave (ITL) their current organisation. The role of careerism as a potential mediating and moderating variable is also explored.

Design/methodology/approach - Allied Health Professionals (N=202) completed a questionnaire containing measures of the psychological contract, careerism and ITL.

Findings - As predicted, path analyses conducted via structural equation modelling demonstrated that careerism partially mediates the relationship between contract types and ITL. These findings suggest that employees with transactional contracts are more careerist, resulting in higher ITL, while employees with relational contracts are less careerist, resulting in lower ITL. Contrary to expectation, a hierarchical multiple regression analysis revealed that careerism failed to moderate the relationship between perceived contract fulfillment and ITL. However, a strong positive association between contract fulfillment and ITL was found.

Research limitations/implications - The data were collected cross-sectionally, which limits the ability to make causal inferences.

Practical implications - Results were consistent with the proposition that contract type and fulfillment predict employee ITL. It appears that employees with relational contracts are more likely to remain with their organization on a longer-term basis, compared to employees with transactional contracts, due to differences in career motives. Organizational awareness and understanding of employee psychological contracts and career motives is needed.

Originality/value - This paper provides new theoretical and practical insights on how psychological contracts and careerism can influence Intention to leave among Allied Health Professionals.

Preparing for WIL : online career development for IT students

This paper reports on an online unit that enhances IT students’ generic skills. Frequently IT students, even those with a strong technical background and a high academic record, can be unsuccessful at obtaining work placements as they stumble at the interview stage due to a lack of social or professional skills. A simulation was created that enables students to enhance their employability and to prepare for transition to work integrated learning (WIL) through realistic interview preparation. The simulation utilizes a synchronous communication tool to conduct behavioural group interviews with expert careers advisors. The impact of this new initiative is explored and feedback received from faculty, careers advisors and students during three trimesters is discussed. The findings suggest that incorporating WIL through the simulation has been a success by at least raising students’ awareness of the importance and significance of being well prepared for job interviews.

Expatriate career intentions: links to career adaptability and cultural intelligence

Given the increasing rate of global mobility, it is important to have a greater understanding ofthe factors that influence intentions for expatriate careers. Guided by the Career ConstructionTheory and Intelligence Theory, this study takes the view that self-initiated expatriation as aform of global mobility is an adaptive vocational behavior driven by an individual's self-regulatorycapacity to thrive in another country and work to build one's career. This study positsthat individuals who want to work overseas rely mainly on their adaptive resources to developtheir careers. Additionally, career adaptability, as a self-regulatory competency, is posited to bereinforced by an individual's intercultural capability (i.e., cultural intelligence). To test these assertions,data were collected in a sample of university students (n = 514) in the Philippines, acountry reported to have high rates of overseas migration for economic and career-related reasons.Career adaptability was found to be positively and significantly related to overseas careerintentions. In addition, cultural intelligence was found to moderate the said relationship. Theseresults offer the groundwork for understanding the earlier stages of expatriate careers and, inparticular, how the intention to have a career in another country is developed and influencedby the interaction between the self-regulatory characteristics and intercultural capability ofindividuals.

What is convergence and how will it affect my life?

Convergence is a revolutionary and evolutionary form of journalism that is emerging in many parts of the world. As a student graduating from a journalism program in the early 21 st century, you need to know about convergence because it is likely to influence the way your career evolves. Over the course of the next decade, you probably will work in several media platforms, perhaps with different companies, but also possibly with the same company but doing varied forms of journalism. All journalists need to know how to tell stories in all media, and how to write appropriately for those media, as preparation for this new era.

Customer repurchase intention: a general structural equation model

This paper develops a general service sector model of repurchase intention from the consumer theory literature. A key contribution of the structural equation model is the incorporation of customer perceptions of equity and value and customer brand preference into an integrated repurchase intention analysis. The model describes the extent to which customer repurchase intention is influenced by seven important factors – service quality, equity and value, customer satisfaction, past loyalty, expected switching cost and brand preference. The general model is applied to customers of comprehensive car insurance and personal superannuation services. The analysis finds that although perceived quality does not directly affect customer satisfaction, it does so indirectly via customer equity and value perceptions. The study also finds that past purchase loyalty is not directly related to customer satisfaction or current brand preference and that brand preference is an intervening factor between customer satisfaction and repurchase intention. The main factor influencing brand preference was perceived value with customer satisfaction and expected switching cost having less influence.

One career, two identities : an assessment of gay men`s career trajectory

Most of the research on career development of sexual minorities focuses on lesbians. Gay men, on the other hand, have received little attention in the literature as it is assumed that they face fewer difficulties in career development because they are men. This paper redresses this gap by presenting an analysis of the impact of sexual identity on the career development of gay men, drawing on both a literature review of the literature on sexual identity, gay organizational studies and career development and the results of a recent interview study. In accord with other literature, the study demonstrates that gay men, like other sexual minorities, are confronted with a conflict between personal and career needs, and have to deal with society's expectations and intolerance towards homosexuality. Suggestions are given for research that will lead to a deeper understanding of the career decisions and attitudes of gay men.

It's in your hands : the value of handsearching in conducting systematic reviews of public health interventions

Background While there is an emerging evidence base in public health, the evidence can often be difficult to find. Indexing of journals in MEDLINE has assisted those conducting systematic reviews to more easily identify published studies. However, information technology and the processes associated with indexing are not infallible. Studies may not be correctly marked by study design which may mean they are missed in the electronic searching process. Handsearching for evidence of intervention effectiveness has therefore become a recognized tool in the systematic review process.

Methods Resources to guide handsearching activity currently are clinically focused, and may not be sensitive to the characteristics of public health studies where study terminology may differ. In response to this issue, the Cochrane Health Promotion and Public Health Field (the Field) developed and implemented a small study to recruit and support handsearchers from around the world to identify health promotion and public health trials and systematic reviews. A strategic framework was developed to recruit and support handsearchers to search six public health-related journals.

Results In total, 131 trials and 21 systematic reviews were identified. The greatest value of handsearching was found to be in supplement editions and abstract sections of journals

Conclusions The study focused exclusively on indexed journals with the intention that tools and methods developed could be used to explore the potential for handsearching in non-indexed journals and for unpublished studies. The findings from this study will continue to support handsearching efforts and in doing so contribute to high quality systematic reviews of public health interventions.

Complexities in the career-family perspectives of young professionals

Work-life balance issues are not a constant but are framed differently at different stages of the life-course. In addition to analysing behaviour, it is also important to develop an understanding of the meaning that actors attach to what they do. This article examines the perspectives of young Australian professionals on career, relationships and family. Work-life balance issues are not a constant but are framed differently at different stages of the life-course. In addition to analysing behaviour, it is also important to develop an understanding of the meaning that actors attach to what they do. This article examines the perspectives of young Australian professionals on career, relationships and family formation as these evolve over the early years after university graduation. It provides an insight into their views about the balance between their career goals and family in the early years of their professional working lives. It reports a longitudinal study of 86 young Australian professionals from 1997 to 2003, which highlights the emergent and contingent nature of decisions about careers and relationships and their relevance for childbearing. Gender plays a role in their plans and expectations but they reject the traditional male breadwinner model. The high value given to dual career relationships may put stress on their ability to balance family aspirations with satisfactory careers.yformation as these evolve over the early years after university graduation. It provides an insight into their views about the balance between their career goals and family in the early years of their professional working lives. It reports a longitudinal study of 86young Australian professionalsfrom 1997 to 2003, which highlights the emergent and contingent nature of decisions about careers and relationships andtheir relevancefor childbearing. Gender plays a role in their plans and expectations but they reject the traditional male breadwinner model. The high value given to dual career relationships may put stress on their ability to balance family aspirations with satisfactory careers.

Intention to create legal relations: the end of presumptions

Traditionally, courts have presumed that commercial parties intend to create legal relations when entering into agreements and that family members do not. Although not without their critics, until recently these twin presumptions appeared immutable. This article examines the trend to reduce the emphasis on these presumptions by some members of the judiciary in the selection of Australian and New Zealand cases and proposes that as a consequence of the High Court's decision in Ermogenous v Greek Orthodox Community of SA Inc (2002) 209 CLR 95 the intention to create legal relations presumptions should no longer be used in any context. It concludes by considering the implications for this area of law.

Prediction intention to quit in the call centre industry: does the retail model fit?

Purpose – Models of workplace turnover are rarely assessed in contexts other than that in which they were developed. This reduces their generalizability and their usefulness in providing managers with guidance as to what they might do to reduce workers intentions to quit. The purpose of this study is to test a model derived from a study of shop floor retail salespeople in the call centre environment.

Design/methodology/approach – A questionnaire measuring the variables in the model was completed by 126 call centre representatives recruited from 11 call centres in Melbourne, Australia.

Findings – Although the model was supported, the interactions among the variables differed. In particular, stressors played a bigger, albeit indirect, role in the intention to quit.

Practical implications – Call centre managers need to consider carefully the aspects of the work environment that may be stressful. If appropriately addressed, turnover may be reduced, and productivity increased.

Originality/value – This paper demonstrates that the model of turnover derived from shop floor salespeople is generally robust in the call centre setting. It provides management of call centres with some guidance as to the factors associated with turnover and areas that can be addressed to reduce it.

An exploration of issues of management and intention to stay : allied health professionals in south west Victoria, Australia

Management of allied health staff and services often has implications for staff stability and retention. A survey of allied health staff in South West Victoria was conducted in 2003 to explore issues relating to recruitment and retention. Findings relating to management and retention of staff in their current job are addressed in this report. A total of 138 staff returned their questionnaires. Results were related to Maslow's hierarchy of needs, level of belonging, with professional needs identified as feeling supported, orientation to the position, clear job description, and able to recommend the position to others. Qualitative data showed that recommending the position was associated with job satisfaction, autonomy, flexibility, and variety of work. The immediate management structure was significantly related to retention. Reasons given for intending to leave were related to management categories. These were management structure, lack of career structure, and lack of professional support. Reasons given by respondents for not recommending their current position were as follows: not for long-term career, risk of deskilling if staying too long, and financially unrewarding. These reasons were also related to management. Positive reasons for staying, which were related to management, included flexible work conditions, variety of clinical and management experience, good working environment, good support, and autonomy. Recommendations are given for organizational development and training for managers.