Personal values in mid-career changes : a cross-disciplinary examination
Lamminsalo, Tiia (2024)
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024060420520
https://urn.fi/URN:NBN:fi:amk-2024060420520
Tiivistelmä
Globalization and rapidly expanding use of AI are examples of the factors that are changing the ways of work tremendously. As the work life is constantly changing, employees have needed to adapt. Many are simultaneously asking if they are happy with their current situation or if they would like start exploring other options.
Occupational decisions are often made at a young age, and in this stage of life many are still searching for their direction, unaware of what different occupations can offer them. One may realise after years that the chosen path was unfulfilling or notice that their life, values and needs have changed so much that they want to take a new direction. Career changes happen involuntarily as well, but in this thesis the focus lies on voluntary career change made in mid-career phase, where educated professionals leave their previous careers. For employers this means a loss of know-how and expertise, and new financial investments to find and train new employees.
The aim of this study is to understand what kind of research has been done on personal values and their effect on voluntary mid-career changes. As values and career changes are researched in various field like psychology, social sciences and business studies, this thesis was conducted as a narrative literature review to gain understanding of values effect on career changes. The theoretical background of this study is in the model of basic human values by Schwartz and in organization-person-fit by Holland.
Findings indicate that the reasons for career change are often connected to individual’s personal values. Career changes can be connected to values like harmony of relationships, e.g. when searching for a better work-life balance or to autonomy, when an individual has chosen another path in order to increase power in decision-making.
Occupational decisions are often made at a young age, and in this stage of life many are still searching for their direction, unaware of what different occupations can offer them. One may realise after years that the chosen path was unfulfilling or notice that their life, values and needs have changed so much that they want to take a new direction. Career changes happen involuntarily as well, but in this thesis the focus lies on voluntary career change made in mid-career phase, where educated professionals leave their previous careers. For employers this means a loss of know-how and expertise, and new financial investments to find and train new employees.
The aim of this study is to understand what kind of research has been done on personal values and their effect on voluntary mid-career changes. As values and career changes are researched in various field like psychology, social sciences and business studies, this thesis was conducted as a narrative literature review to gain understanding of values effect on career changes. The theoretical background of this study is in the model of basic human values by Schwartz and in organization-person-fit by Holland.
Findings indicate that the reasons for career change are often connected to individual’s personal values. Career changes can be connected to values like harmony of relationships, e.g. when searching for a better work-life balance or to autonomy, when an individual has chosen another path in order to increase power in decision-making.