Implications of career break from personal and company perspectives
Vuorinen, Niina (2017)
Vuorinen, Niina
Haaga-Helia ammattikorkeakoulu
2017
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201705229454
https://urn.fi/URN:NBN:fi:amk-201705229454
Tiivistelmä
The objective of this study is to show the implications that career breaks have on individuals and employers. The intensions are to identify personal motivations for career breaks, and if the breaks change the careers of the people taking them. Furthermore, this study intends to understand how career breaks are viewed by employers, and if career breaks are becoming more acceptable internationally.
The theoretical framework was based on description of work and careers both from employee and employer perspectives. Different generations in workforce, their expectations from work and motivations for career breaks are presented. Considering the employers, the concept of work-life balance and the reasons for organizations to offer sabbatical leaves are explained. Also, the existing research on implications of career break is discussed.
The study was conducted in the form of an exploratory study. Data were gathered through two separate questionnaires: one for career breakers, another for HR professionals. 26 career breakers from 12 countries and six people working in HR in two countries participated the study. The analytical approach was qualitative.
The findings of the study revealed that career breaks appeal Millennials, but also other generations interested taking a respite from work. Travelling, career path reconsideration and life-enhancement reasons were the most usual motivations for career breaks. Worry of work-related exhaustion was a factor impacting some career break decisions. The changes to career depended on personal career break motives, but respondents reported either concrete changes in the career, or positive changes in the approach towards work. The greatest benefit was the increased understanding of own life ambitions. The disadvantages were short-term. The findings indicated that HR professionals are willing to recruit career breakers as long as the motives are described and the skills are kept up-to-date. Sabbaticals are considered a significant employee retention tool. This study did not provide generalizable results but based on available literature, career breaks are suspected becoming more common – which at the same time is making them more acceptable. Even if new creative sabbatical programs are offered by innovative companies, sabbaticals are considered hard to get. This obliges young employees to have career breaks between the jobs. Finding a job after a voluntary career break was however not difficult for the study respondents.
In conclusion, career break brings positive implications for an individual. The changes are more substantial if the career break is taken between the jobs. Millennials are forcing companies to think how to keep the workforce engaged, and the rise of sabbatical programs is expected.
The theoretical framework was based on description of work and careers both from employee and employer perspectives. Different generations in workforce, their expectations from work and motivations for career breaks are presented. Considering the employers, the concept of work-life balance and the reasons for organizations to offer sabbatical leaves are explained. Also, the existing research on implications of career break is discussed.
The study was conducted in the form of an exploratory study. Data were gathered through two separate questionnaires: one for career breakers, another for HR professionals. 26 career breakers from 12 countries and six people working in HR in two countries participated the study. The analytical approach was qualitative.
The findings of the study revealed that career breaks appeal Millennials, but also other generations interested taking a respite from work. Travelling, career path reconsideration and life-enhancement reasons were the most usual motivations for career breaks. Worry of work-related exhaustion was a factor impacting some career break decisions. The changes to career depended on personal career break motives, but respondents reported either concrete changes in the career, or positive changes in the approach towards work. The greatest benefit was the increased understanding of own life ambitions. The disadvantages were short-term. The findings indicated that HR professionals are willing to recruit career breakers as long as the motives are described and the skills are kept up-to-date. Sabbaticals are considered a significant employee retention tool. This study did not provide generalizable results but based on available literature, career breaks are suspected becoming more common – which at the same time is making them more acceptable. Even if new creative sabbatical programs are offered by innovative companies, sabbaticals are considered hard to get. This obliges young employees to have career breaks between the jobs. Finding a job after a voluntary career break was however not difficult for the study respondents.
In conclusion, career break brings positive implications for an individual. The changes are more substantial if the career break is taken between the jobs. Millennials are forcing companies to think how to keep the workforce engaged, and the rise of sabbatical programs is expected.