Exploring the Career Development of Young People with Refugee Backgrounds: Finding Voice through Narrative Inquiry

Drawing on the concept of resilience, this paper discusses a narrative-based research which explores rural/urban disparities among young people who face various obstacles to continue their higher education in recently announced ‘urban’ Jumla. I explore major adversities faced by the youths in rural-urban disparities, their promotive and protective measures, and cultural and family assets to cope with adversities. The three narratives illustrate how the youths develop their assets to overcome geographical and social adversities in rural-urban disparities. In doing so, I mainly deal with the youths’ issues of higher education attainment. They experience that it has been more privileged living in urban than in rural areas to continue their higher education. However, they could not detach themselves from the rural values and tradition. I generate meaning of youths’ educational resilience that overcomes such rural urban disparities.

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Intentional Engagement in the Transition to Adulthood

European Psychologist ◽

10.1027/1016-9040/a000337 ◽

2018 ◽

Vol 23 (4) ◽

pp. 311-323 ◽

Cited By ~ 5

Author(s):

Elina Marttinen ◽

Julia Dietrich ◽

Katariina Salmela-Aro

Keyword(s):

Career Development ◽

Young People ◽

Identity Development ◽

Personal Identity ◽

Transition To Adulthood ◽

Developmental Process ◽

Developmental Regulation ◽

Future Research ◽

Occupational Transitions

Abstract. During the transition to adulthood, young people need to choose their career and overall life pathway and cope successfully with the transitions they face. The theories of personal identity development ( Luyckx, Goossens, Soenens, & Beyers, 2006 ; Luyckx et al., 2008 ), career development ( Savickas, 2005 ), and goal developmental regulation ( Nurmi, 2004 ; Salmela-Aro, 2009 ) address the question of how people commit and engage in the changes faced during the transition from adolescence to adulthood, and particularly how they deal with educational and occupational transitions. We reviewed how each of these theories discusses both adaptive and maladaptive processes during the transition to adulthood, including such themes as the feeling of competent, exploring choices, crystallizing and making decision, forming certainty, managing transition, changing direction and rumination. We propose that these theories are in fact presenting different perspectives on the same developmental process of intentional engagement. Finally, suggestions for future research and intervention outcomes are discussed.

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Skills and Career Development for Young People with Higher Education in Business

International Business Research ◽

10.5539/ibr.v7n4p114 ◽

2014 ◽

Vol 7 (4) ◽

Author(s):

Eugenia Campeanu-Sonea ◽

Adrian Sonea ◽

Vasile Paul Bresfelean

Keyword(s):

Higher Education ◽

Career Development ◽

Young People

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Career development told through narrative research: exploring the stories of Italian and English young people

International Journal for Educational and Vocational Guidance ◽

10.1007/s10775-018-9372-7 ◽

2018 ◽

Vol 19 (1) ◽

pp. 129-149

Author(s):

Tiziana Di Palma ◽

Hazel Reid

Keyword(s):

Career Development ◽

Young People ◽

Narrative Research

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CAREER DEVELOPMENT EXPECTATIONS OF YOUNG PEOPLE

Knowledge International Journal ◽

10.35120/kij34061743i ◽

2019 ◽

Vol 34 (6) ◽

pp. 1743-1748

Author(s):

Snezhana Ilieva ◽

Valeria Vitanova

Keyword(s):

Career Development ◽

Young People ◽

New Technologies ◽

Age Groups ◽

Age Group ◽

Development Programs ◽

Career Expectations ◽

Managerial Competence ◽

Two Age Groups

The main purpose of the research is to explore the career orientations - functional/technical competence, general managerial competence, security/stability, entrepreneurial creativity (Schein, 1978; 1990) and career development expectations of young people. The sample consists of 160 respondents divided in two age groups – up to 25 years old and between 26-35 years old. All of them have full-time or part-time job positions in organization where information technologies are applied. The respondents are on different stages in their career according the typologies of career development (Savickas, 1995; Schein, 1990). First age group till 25 years old represents the generation “Z” which is just starting their first job and this is the beginning of their career path. Individuals in their mid-twenties are within a stage of exploration and narrow their work preferences. Several career expectations could be unrealistic but individuals within this age seek opportunities to explore careers through work experience and try a variety of job activities in a number of organizations. The second age group (26-35 years old) represents “Y” generation. They are in their establishment career stage where their expectations and preferences are stabilized and realistic. These individuals are highly motivated to succeed and strive for challenge, creativity, achievement and development of their own personal potential. The representatives of those two generations are active workforce at the current moment and their career expectations and orientations should be considered in HRM strategies and practices.The main results of the study show that young people expect in their career to have autonomy and independence, to work with new technologies and to be involved in challenging, innovative and long-term projects. The results from descriptive statistics indicate the expectations of young people to work with new technologies, to strive to promotion and hierarchical career development and to take part in trainings and skills development programs and long-term projеcts. The T-test analysis was made to establish the differences between the age groups. There were not found any differences between the two age groups. The respondents have an orientation more to hierarchical career than to horizontal career and prefer to engage in long-term work projects as well as to develop themselves working in innovative and challenging projects and job tasks. They also tend to invest in improvement of their skills including professional competences, new and diverse soft skills.The main conclusion of the research is that young people strive to combine hierarchical promotion or vertical career with horizontal career. There are no differences between two age groups in their career expectations. Results from regression analysis indicate the existing influence of managerial competence and entrepreneurial creativity on the career expectations. Career profile of the young people combines autonomy/independence, managerial competency and entrepreneurial creativity. The autonomy is a leading career anchor and confirms the assumption that the new generations strive to be more independent and to have self-control in their jobs. This creates career expectation which gives opportunity for personal control, flexibility and aims to go beyond organizational restrictions, rules and procedures. The opportunities for hierarchical career growth are desirable but only if they allow engagement in innovative projects that satisfy the entrepreneurial orientation of the young people. They are ready to develop diverse skills, to be engaged in different challenging innovative projects and to participate in variety of career and personal development programs such as talent management and coaching.

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