Career shocks in social and healthcare careers
Table of contents
Project description
The research project focuses on the socially significant healthcare and social services sector employing more than 400,000 people, which faces challenges of chronic labour shortages and high employee mobility. The project explores the characteristics of career shocks experienced by employees in this sector. The project studies the role career shocks have in attaching to organizations and careers, and how career shocks are handled, as well as needs and wishes related to dealing with career shocks. Career shocks refer to unforeseeable or otherwise significant events or time periods that make one thoroughly think about the future direction of their career. Career shocks and experiences of their effects can be either positive or negative.
The purpose of this research project is to obtain information on what kind of career shocks are experienced in the healthcare and social services sector and how career shocks affect the well-being, career development, and organizational commitment of the employees. By considering the importance of career shocks, a broad understanding of organizational commitment and career development in healthcare and social services sector can be gained.
The study is based on 1) longitudinal research on healthcare and social services employees, 2) organizational research, and 3) tripartite career negotiation intervention (dealing with career shocks). Longitudinal research provides information on the types, frequency, timing, and effects of career shocks on the careers of healthcare and social services employees in both the short and long term. Organizational research, on the other hand, answers questions about how the potential sharing of career shocks (e.g., extensive organizational changes) is connected to employees' own career shock experiences and their impact on career development.
The career negotiation intervention research examines whether tripartite (employee-supervisor-project coach) career negotiations are effective in dealing with career shocks. The intervention includes two tripartite career negotiation meetings. The first focuses on dealing with career shock and planning appropriate follow-up actions in the given employee's situation. In turn, the second focuses on a joint assessment of the execution and effects of the agreed actions. In addition, supervisors and employees are offered coaching related to ways of dealing with career shocks.
The research project is funded by the Finnish Work Environment Fund (project code 240093).
