Embracing the Unforeseen: A Systematic Literature Review of Career Shocks, Chance Events, Happenstance, and Serendipity in Career DevelopmentABSTRACT
This paper explores how academic literature addresses the impact of unexpected events on career development. Through a systematic review of 85 scholarly articles using the PRIMA statement, the study investigates the topic through bibliometric and thematic analyses of career shocks, chance events, happenstance, and serendipity. The findings reveal three main perspectives: contextual, focusing on macro-environmental influences; individual, emphasizing personal perceptions and reactions; and processual, exploring the antecedents, mediators, and outcomes of these events. This review synthesizes how theoretical frameworks comprehend the role of unexpected events in careers. It provides insights for both theoretical and practical applications, encouraging a deeper understanding of career development in the face of unpredictability. The implications extend to career counseling and organizational and political policies and offer directions for future research.
KEYWORDS:
Career Shocks; Happenstance; Serendipity; Systematic Literature Review; Career Theory
RESUMO
Este artigo explora como a literatura acadêmica aborda o impacto de eventos inesperados no desenvolvimento de carreiras. Através de uma revisão sistemática de 85 artigos acadêmicos, seguindo a metodologia PRISMA, o estudo investiga o tema por meio de análises bibliométricas e temáticas dos conceitos de choques de carreira, eventos fortuitos, happenstance e serendipidade. Os resultados revelam três principais perspectivas: contextual, com foco em fatores macro-ambientais; individual, enfatizando percepções e estratégias pessoais; e processual, explorando os antecedentes, mediadores e resultados de eventos inesperados nas carreiras dos indivíduos. Esta revisão favorece a coerência na literatura ao sintetizar como tais conceitos teóricos abordam a influência de eventos disruptivos nas carreiras, promovendo uma melhor compreensão do desenvolvimento de carreiras diante de eventos imprevisíveis. As contribuições do estudo abrangem os campos de aconselhamento de carreira, políticas organizacionais e públicas, planejamento de carreira e direções para pesquisas futuras.
PALAVRAS-CHAVE:
Choques de Carreira; Happenstance; Serendipidade; Revisão Sistemática da Literatura; Teoria de Carreira
1 INTRODUCTION
Contemporary careers unfold in an increasingly complex world. Like societies, careers are influenced by the economy, government policies, cultural norms, and other contextual influences (Akkermans et al., 2018; Baruch & Sullivan, 2022). However, career studies predominantly examine personal competencies, encompassing employability, career planning, autonomous decision-making, and individual accountability (Akkermans & Kubasch, 2017). A notable critique against this perspective is its proclivity to presuppose unrealistically high levels of foresight and control on the part of individuals. Thus, it inadequately accounts for the impact of unpredictable contextual factors on career trajectories (Akkermans et al., 2018). It is necessary to delve deeper into aspects often overlooked in career studies that may influence professional trajectories, emphasizing how people make decisions in the real world rather than merely prescribing how they should decide in an ideal world while considering the effects of factors such as emotions, unconscious biases, and unforeseen events (Ferreira, 2020).
Undoubtedly, unexpected events can significantly impact professional paths (Akkermans et al., 2018; Bright et al., 2005; Kim, 2022). These events have been studied in recent career research (Akkermans et al., 2018; Kim, 2022) and have been referred to as serendipity (Betsworth & Hansen, 1996; Krumboltz, 1998), happenstance (Krumboltz, 2009; Miller, 1983), chance events (Bright et al., 2005), and, more recently, career shocks (Akkermans et al., 2018; Seibert et al., 2013). Despite the significant role these theories may play in career development, the proliferation of different concepts and perspectives associated with unforeseen circumstances highlights the urgent need for more clarity on this topic (Baruch, 2015). Akkermans et al. (2018) mention these various perspectives when analyzing the effects of unplanned events on career development, but they did not explore or integrate these diverse approaches. Establishing connections between existing studies is crucial, as a lack of integration could result in disjointed perspectives on the same issue-a common challenge in the career research field (Baruch, 2015).
To address this gap in career research, this study examines how academic literature addresses unexpected events over time through a systematic literature review by answering the following inquiries: (1) What are the primary themes and discussions in the scientific literature regarding the effects of unexpected events on careers? (2) How can theoretical frameworks be consolidated to comprehend the perspective of disruptive events on careers, fostering coherence in literature and offering insights for both theoretical and practical domains? It has become essential to consolidate studies on this topic and establish links between them to prevent developing a collection of disconnected approaches. By providing a clear framework, this research can inform career counseling and organizational policies, making it a valuable resource in managing career development amidst uncertainty and the increasing unpredictability of the modern workplace, marked by events such as the COVID-19 pandemic and rapid technological changes.
By consolidating these frameworks, this review addresses gaps in understanding how individuals experience and adapt to disruptive career events. It also helps to structure future research on the topic and encourages more robust theoretical integration across disciplines. In addition to theoretical contributions, the research has practical implications for career counseling, organizational strategies, and policy-making. Understanding how disruptive events shape careers can inform the development of programs and interventions that foster resilience and adaptability. By integrating these insights, individuals and organizations can be better equipped to navigate the complexities of career development in today’s volatile labor market.
2 THEORETICAL BACKGROUND: A HISTORICAL ANALYSIS OF THE INFLUENCE OF UNEXPECTED EVENTS ON CAREERS
The earliest research about the influence of unpredictable events in careers has used the concepts of serendipity and happenstance. Betsworth and Hansen (1996, p. 93) defined serendipity as “events that were not planned or predictable but had a significant influence on an individual’s career,” while Miller (1983) defined happenstance as an unplanned event with a measurable impact on behavior. These concepts recognize that the career choice process may also be influenced by chance, luck, lack of planning, or accidental circumstances (Miller, 1983). Building upon these foundational concepts, Mitchell et al. (1999) proposed the Planned Happenstance Theory as a conceptual framework for career counseling, emphasizing the ability to transform unexpected events into learning opportunities. The central ideas encompassed by these concepts reinforce their convergence in denoting “unplanned, accidental, or otherwise situational, unpredictable, or unintentional events or encounters that have an impact on career development and behavior” (Rojewski, 1999, p. 269).
Another concept has emerged concerning the influence of unplanned and fortuitous events on career behavior, denominated as “chance events” (Kim, 2022; Kindsiko & Baruch, 2019). Kindsiko and Baruch (2019) understand that happenstance and serendipity refer to the influence of unexpected events in one’s career that bring positive outcomes (happenstance) or occur happily or beneficially. On the other hand, the newer concept of chance events considers both positive and negative effects on careers (Baruch & Lavi-Steiner, 2015). Positing that career behavior is more related to chance events than a linear sequence of rational decisions, Pryor and Bright (2003) developed the Chaos Theory of Careers, bringing further advancement by embracing uncertainty and adapting to change in career trajectories.
The term “career shock” represents the latest concept associated with the influence of disruptive events in careers, originating from Lee and Mitchell’s (1994) study on voluntary turnover, in which a specific event (a shock to the system) preceded the decision to leave the organization. Two decades later, Seibert et al. (2013) revisited the ideas developed by Lee and Mitchell (1994) and defined career shocks as “any event that triggers deliberation involving the prospect of a change in an important career-related behavior, such as seeking further education, changing occupations, or changing employment status” (p. 172). Thus, they proposed a theoretical model linking career shocks to the organizational context, developing a measurement instrument to evaluate the impact of these events, including examples such as when an important mentor or colleague leaves the company or when someone succeeds in a new job (Seibert et al., 2013).
Drawing from the literature on chance events, shocks, and turnover (Seibert et al., 2013; Lee & Mitchell, 1994), Akkermans et al. (2018, p.4) introduced the career shock concept as “a disruptive and extraordinary event that is, at least to some degree, caused by factors outside the focal individual’s control, and that triggers a deliberate thought process concerning one’s career”. This perspective underscores the importance of a contextual perspective in career analysis and its interplay with individual factors, emphasizing the necessity to transcend individual-centered approaches to navigate this interaction of agency-structure (Akkermans et al., 2021).
3 METHOD
This study conducted a software-supported systematic literature review to comprehend the influence of disruptive events on careers and foster coherence in the literature regarding the effects of unexpected events on career development. To reduce subjective biases, we used Rayyan®, Excel®, VOSviewer®, and Iramuteq® software to support the review and analysis processes. To ensure academic rigor, we used the methodology outlined in the PRISMA statement - Preferred Reporting Items for Systematic Reviews and Meta-Analyses (Rethlefsen & Page, 2022). PRISMA is an important guide for systematic literature reviews across various fields, including management and business (Gusenbauer & Gauster, 2025). The review encompassed four phases:
Phase 1. Two scientific databases, ISI Web of Science (WoS) and Scopus, served as primary data sources. The search employed the four terms associated to the influence of unexpected events on careers (Akkermans et al., 2018), with no temporal constraints: “career shock*”, “chance event* AND career*”, “happenstance AND career*”, and “serendipity AND career*”. The asterisk symbol (*) was used to explore lexically related terms stemming from a common root. A total of eight independent searches were made in WoS and Scopus databases, using the topic field (encompassing title, abstract, and keywords fields). To ensure relevance, the research consider only articles, excluding conference papers, editorials, and book reviews. The 499 articles found are detailed in Table 1.
Phase 2. The outcomes obtained in Phase 1 were imported into the Rayyan® web application, an academic tool designed for systematic collaborative reviews. Rayyan® enables double-blind analysis during screening, including identifying duplicated articles. After removing 235 duplicates, 264 papers underwent abstract screening. We then defined the following criteria for excluding articles: a) lacking a primary focus on the influence of disruptive events on careers as their central theme, b) non-English language, and c) unavailability for download.
Using the Rayyan® platform, each researcher independently and anonymously evaluated the remaining abstracts. Upon completing this task, the anonymous review was deactivated to identify any divergences in judgment. These discrepancies were discussed during online meetings until a consensus was achieved among the researchers. Following this process, 176 articles were excluded, as they did not primarily address or problematize the influence of unexpected events on careers. Additionally, one article written in Chinese was excluded due to language unavailability, and two due to download unavailability. Consequently, 85 articles remained for a comprehensive qualitative analysis. The flow diagram of this process is illustrated in Figure 1.
Phase 3. This phase consisted of bibliometric analysis, considering the journals and the number of publications per year. Inspired by Macke and Genari (2019), we also investigated the evolution of publications and the usage of concepts over time. These analyses were made with the support of Excel® spreadsheets. We also analyzed the authors’ network with the support of VOSviewer®.
Phase 4. Since abstracts are a powerful way to delineate a field of study due to their condensed and standardized information, we built a corpus based on abstracts of the 85 selected articles and used Iramuteq® software for cluster analysis. Iramuteq®, recognized for its in-depth statistical analysis of textual data, helps to avoid interpretative biases and to guide researchers in their procedures (Macke & Genari, 2019). Iramuteq® extracted and quantified the most important structures, called Elementary Context Units (ECUs), for semantic contextual analysis (Illia et al., 2014), using lexicography and multivariate analysis (such as descending hierarchical classification and similarity analysis). The corpus was divided into blocks, and chi-square tests were employed to confirm the classification of context units (Vallbé et al., 2007). As a result, Iramuteq® produced clusters that served as a navigational framework for researchers’ content analysis. In the subsequent stage, grounded in the outcomes of these clusters, a thorough reading of all articles ensued to meet the objectives of this systematic review.
4 RESULTS
For a descriptive view of the 85 articles, we examined the journals in which they were published, the year of publication, the utilization of theoretical concepts and the authors’ network over time. The earliest publication, dating back to 1971, appeared in the Journal of Vocational Behavior. Since then, 15 journals encompass 65 % of all publications. Notably, “Career Development International” and “Journal of Vocational Behavior” emerge as the most prolific, each contributing with ten papers. Following in sequence, “The Career Development Quarterly” (7 publications), “Journal of Career Development” (4 publications), “Frontiers in Psychology”, “International Journal for Educational and Vocational Guidance” (3 publications each), and nine other different journals encompassing 18 papers. The remaining 30 papers are distributed across 30 journals.
Since 2012, the topic has been annually published, with a notable upswing in significance from 2019 onwards (see Figure 2). The last five years encompassed 53 articles, or 62 % of all publications.
Three distinct phases emerge after scrutinizing the temporal evolution of theoretical frameworks (see Figure 2). First, an incubation phase, spanning from 1971 to 1998, encompassed only five publications (5.9 %), with most of them employing the term serendipity. Subsequently, a growth phase unfolded from 1999 to 2017, during which 24 papers were published (28.2 %). During this phase, the chance events perspective predominates, closely followed by happenstance, while the prominence of the serendipity perspective diminished. Lastly, an acceleration phase occurred from 2018 to 2023, with 56 papers (65.9 %) published. Notably, the latest publications exhibit a pronounced influence of the COVID-19 pandemic. During this phase, the concept of career shock emerges and firmly establishes itself as the predominant theoretical lens, constituting 37 publications (43 %).
Finally, using the support of VOSviewer, we analyzed the authors’ network over time, revealing two distinct clusters with no intersection (Figure 3). On the one side, more recently, the works of Jos Akkermans, Stefan Mol, Scott Seibert, and Maria Kraimer stand out. Conversely, Sang Min Lee, Boyoung Kim, Eunjeong Rhee, and colleagues led a different stream, reinforcing the need for more cohesion in the literature on the topic.
4.1 Clusters Analysis - Thematic Approaches
The qualitative analysis of the 85 articles resulted in four main classes, constituting 75.87 % of the corpus’ ECUs. By calculating chi-square values (ꭓ2), Iramuteq® software generates a dendrogram, or distance tree, visually depicting the semantic significance of the classes. This dendrogram (see Figure 4) aids researchers in comprehending distinctions between clusters and the distributions of content typologies (Illia et al., 2014), pointing out three major ramifications, represented by letters A, B, and C.
The content analysis shows the possibility of examining the topic through these ramifications, either from the contextual or individual perspective or exploring its interplay. For example, researchers can study specific types of unexpected event, such as the COVID-19 pandemic, by using thecontextual approach(A) as a perspective. Alternatively, researchers can adopt anindividual approach (B), focusing on the personal perception of the shocks and how individuals experience them. Finally, career shocks can be understood by a processual approach (C), analyzing how different variables may alter individuals’ experiences or help them to better manage their outcomes.
Cluster 1 (23.4 % of ECUs) represents thecontextual approach, examining the effects of unexpected events from a macro perspective, being spatially distinct from the rest. The other clusters, however, adopt a micro perspective on the topic. Clusters 2 (27.2 % of ECUs) and 3 (24.1 % of ECUs) are closely related, originating from the same branch (B), both adopting an individual approach. Cluster 2 focuses on subjective perceptions, while Cluster 3 delves into personal skills related to the experience of a disruptive event on career development. Finally, Cluster 4 (25.3 % of ECUs) adopts the processual approach, exploring antecedents, consequences, and intervention possibilities associated with such phenomena.
In Figure 5, it is possible to infer the thematic distribution output of the classes. The vertical axis (Factor 1) reflects the perspective’s level. A higher Factor 1 suggests that the ECUs are more likely to present a micro perspective of the influence of disruptive events on careers, focusing on their interplay with individual variables such as personal skills, meaning-making, career satisfaction or optimism. Conversely, a lower Factor 1 suggests that the ECU adopts a macro perspective, considering the events' characteristics and how they may impact larger groups.
The horizontal axis (factor 2) considers whether the ECU adopts an exploratory or interventional outlook toward the phenomena. The higher factor 1, the more likely the ECUs will propose practical strategies for managing or understanding career shocks and related terms, generally adopting a quantitative approach. Conversely, the lower factor 2, the more likely the ECUs will adopt a qualitative approach, focusing on describing the disruptive events and how individuals experience it.
Several papers incorporate multiple approaches, often examining the phenomena from a contextual or individual standpoint and then exploring the interplay between them. The complexity of studying the topic is thus highlighted, as they inherently entail the interconnectedness of contextual, individual, and processual perspectives, making it nearly impossible to treat these perspectives as fully separate entities. However, the ECUs identified in this review exclusively reflect one of these approaches, forming the distinct categories identified in this analysis.
5 DISCUSSION
The thematic analysis of the literature is organized into three main approaches: contextual, individual, and processual (Figure 6). Each category explores how the academic literature addresses unexpected events and supports our proposed future research agenda.
5.1 Thematic Approach A: Contextual Perspective
The contextual perspective involves examining the circumstances that precede and shape unexpected events and analyzing the factors that trigger their occurrence. This thematic cluster encompasses recent articles mostly published from 2015 onward, which focused on the diversity of contexts in which career shocks may occur.
5.1.1 Structural contexts
This subtopic encompasses events related to the labor market’s structural and macro-contextual realms, which are characterized by low predictability and thus present challenges at the individual level (Chen, 2005). This perspective primarily delves into how economic, social, and cultural factors intertwine to shape career development, exploring barriers, threats, and opportunities. It can be considered a “lens of analysis” used to understand better how careers unfold in specific contexts. As practical implications, this perspective allows for understanding career development in underdeveloped economies characterized by economic, political, and cultural instabilities (Gunz et al., 2011). This approach represents progress in the applicability of career research, as its dominant theory is based on assumptions that presuppose the agentic possibility of individual mobility-an assumption that does not align with the reality of specific contexts, especially under conditions of scarcity (Forrier et al., 2018; Mani et al., 2020).
For instance, Prematillake and Lim (2018) analyzed chance events’ influence on the employment trajectory of international students in Singapore, which is strongly impacted by governmental policies. These policies, relayed to foreigners’ employment and bureaucratic processes for work visas, for instance, either facilitate or hinder full-time employment opportunities. Similarly, Nair and Chatterjee (2021), in their study on Indian MBA careers, identified “occupational barriers” as factors hindering entry into certain careers. Notably, professions like Medicine, Engineering, and Public Administration are deemed prestigious in India, resulting in high entry barriers such as qualification requirements or competitive selection processes. Kindsiko and Baruch (2019) reinforced that governmental and national-level factors are influences that systematically affect organizations (e.g., internal policies or job availability) and individuals (individual level, e.g., difficulty in accessing universities), representing the effects of unpredicted events.
The structural perspective also allows for emphasizing the impact of gender-related contexts of career shocks on how women and men perceive disruptive events differently (Kim, 2022; Nair & Chatterjee, 2021). Knowles and Mainiero’s (2021) research focused on career shocks experienced by women in leadership positions who opted out of the workforce. It revealed two typologies: opting-out shocks and career re-entry shocks. Opting-out shocks, mainly involving maternity-related events, are identified as negative shocks due to the challenges of balancing them with professional life, reflecting the gendered division of labor where women interrupt their careers for family caregiving. Re-entry shocks exposed structural gender inequalities, including discrimination, pay inequity, harassment, and societal judgment for opting out (Knowles & Mainiero, 2021). In practical terms, this perspective identifies gender inequalities that manifest socially and are reproduced within organizations, subsequently providing a foundation for organizational policies and practices to promote gender equity in these contexts. The awareness of unconscious biases related to gender inequalities may also be a valuable approach to reducing potential disparities caused by unexpected career events and effectively promoting gender diversity and inclusion.
Lastly, events of significant magnitude involving natural disasters (Wordsworth & Nilakant, 2021) and the Covid-19 pandemic are considered career shocks due to their highly disruptive and exceptional nature (Akkermans et al., 2020; Hite & McDonald, 2020). Their impacts include layoffs, work contract suspensions (Akkermans et al., 2020), the necessity for career interruptions, and the transformation or elimination of organizational sectors and operations (Hite & McDonald, 2020). The contextual perspective proposed by the concept of career shocks provides an integrated view of organizations and society, enabling more assertive decision-making to address the impacts of these events at both the organizational level and in public policy development.
5.1.2 Organizational context
It encompasses unexpected events within the organizational sphere, addressing aspects such as policies, practices (Nery-Kjerfve & Wang, 2019; Van Helden et al., 2023), organizational changes (Pak et al., 2021), and interpersonal relationships within the organizational setting (Pak et al., 2021; Prematillake & Lim, 2018; Van Helden et al., 2023). This approach is valuable for organizations as it highlights the importance of addressing the effects of unexpected events on careers, enabling organizations to manage transitions better, reduce employee dissatisfaction, and foster a more resilient and adaptable workforce.
Concerning policies and practices, the studies examined career shocks related to promotion, including perceptions of injustice or the breaches of implicit promises (Kraimer et al., 2019; Van Helden et al., 2023). Nery-Kjerfve and Wang (2019) analyzed the career shock provoked by the transition of expatriate employees, which involved outcomes like adapting to a new culture, lack of institutional support, and unmet promotion expectations upon repatriation (Nery-Kjerfve & Wang, 2019).
Organizational changes encompass events related to new job roles or projects, bankruptcy, or layoffs (Pak et al., 2021), prompting individuals to question whether to stay or seek new opportunities (Nair & Chatterjee, 2021). Van Helden et al. (2023) view these changes as “pure career shocks” due to their low controllability. They exemplified this with leadership transitions, which extend beyond individual control and can present opportunities for gaining resources or unexpected promotions for the new leader. However, it can also trigger a series of negative shocks for the new occupant, such as clashes with the organizational culture (Van Helden et al., 2023).
Additionally, events involving interpersonal relationships within organizations are frequently addressed as career shocks (Nair & Chatterjee, 2021; Pak et al., 2021; Rummel et al., 2021; Van Helden et al., 2023) or chance events (Betsworth & Hansen, 1996; Blanco & Golik, 2015; Kim et al., 2019; Kindsiko & Baruch, 2019). The findings of Betsworth and Hansen (1996) and Bright et al. (2005) reinforced the influence of professional connections in unexpected career opportunities, exposing individuals to new activities that may be of interest, prompting the exploration of new possibilities, goals or career paths (Blanco & Golik, 2015; Kim et al., 2019; Prematillake & Lim, 2018; Pak et al., 2021). Conflicts with supervisors, coworkers (Kraimer et al., 2019; Nair & Chatterjee, 2021; Pak et al., 2021; Van Helden et al., 2023), or clients (Pak et al., 2021) are notable shocks as well.
5.1.3 Personal context
This category is related to the influence of personal life circumstances on career decisions. It may be a valuable resource for career counseling since it considers the complexity of personal factors that may affect one’s professional trajectory. They often revolve around marriage and family matters (Betsworth & Hansen, 1996; Bright et al., 2005; Blanco & Golik, 2015; Knowles & Mainiero, 2021; Nair & Chatterjee, 2021; Prematillake & Lim, 2018), private life experiences (Pak et al., 2021; Rummel et al., 2021), health (Chen & Slater, 2023; Pak et al., 2021), or the sickness or loss of a loved one (Pak et al., 2021; Rummel et al., 2021). Family-related unplanned events typically have some degree of predictability, though their outcomes remain beyond full control (Blanco & Golik, 2015; Chen, 2005). For instance, even when planned, maternity presents challenges (especially for women) that can only be partially anticipated, influencing career path decisions (Pak et al., 2021; Van Helden et al., 2023). The same happens with marriage, a deliberate event that can steer individuals toward new career directions (Blanco & Golik, 2015; Pak et al., 2021). Nair and Chatterjee (2021) suggest that marriage can lead to career shocks related to the decision to stay or to relocate (especially to different cities) to start a new life as a couple. Another pertinent theme involves caring for elderly family members, considering city relocations or career interruptions (Nair & Chatterjee, 2021; Pak et al., 2021).
Private life experiences can also represent career shocks. Rummel et al. (2021) found that traveling, reading inspiring books, or engaging in lectures or courses can lead to different career perspectives. Conversely, Pak et al. (2021) considered new romantic relationships positive career shocks, potentially boosting career motivation through partner support. Moreover, encounters with friends, acquaintances, and professors often lead to unexpected job opportunities, regarded as chance events in the literature (Blanco & Golik, 2015; Kindsiko & Baruch, 2019; Prematillake & Lim, 2018). Conversely, family tragedies or losing loved ones also emerge as essential catalysts for personal and professional changes (Rummel et al., 2021). Furthermore, severe illnesses and poor mental health conditions are recognized as shocks as well since they may negatively impact work (Chen & Slater, 2023; Pak et al., 2021).
5.2 Thematic Approach B: Individual Perspective
The second thematic approach adopts an individual perspective on the phenomenon, focusing on personal perceptions and experiences of the effects of disruptive events on careers.
5.2.1 Individual experiences of unexpected events
The earliest papers considering this perspective used the concept of serendipity, analyzing how unplanned events have impacted individual experiences and career development. They investigated the occurrence of serendipitous events in careers by categorizing them according to the participants’ perceptions (Betsworth & Hansen, 1996) or by challenging the traditional career planning theories - which assume individuals have complete control and predictability over their careers - through an examination of women’s careers in counseling psychology (Krumboltz, 1998).
Several studies under this individual perspective covered topics like academic career success (Kraimer et al., 2019), career sustainability (Pak et al., 2021), initial job searches (Prematillake & Lim, 2018), career decision-making (Wordsworth & Nilakant, 2021), and the role of family support (Mehreen & Ali, 2022). Even the seminal study about career shocks by Seibert et al. (2013) examined how shocks could affect the individual decision to pursue graduate education, clearly adopting this second perspective.
Other studies have considered how individuals experienced the COVID-19 crisis. Hite and McDonald (2020) examined how personal factors and HRD could help individuals recover from the pandemic’s impacts; Mouratidou and Grabarski (2022) initiated their study by exploring individual perceptions of lockdown and its implications for career sustainability; Muschalla et al. (2022) investigated the academic and family situations of young scientists in Germany after COVID-19; and Cao and Hamori (2022) identified and analyzed different career orientations of Chinese employees amid pandemic-related restrictions. Although these studies address the COVID-19 crisis as a specific career shock, they all focus on how particular individuals or groups experienced it, adopting an individual perspective of this significant event. These studies' results can be adapted to contexts that require individual strategies to cope with adverse scenarios, such as economic downturns or sanitary restrictions.
5.2.2 Professional projections
Recently, there has been growing interest in the impact of unexpected events on professional projections from the individual perspective. It is particularly important for career counseling, as well as organizational and educational policies, as it can significantly influence how individuals consider their professional futures. For instance, Legrand et al. (2022) studied how organizational managers had their careers affected by career shocks, while Barbulescu et al. (2022) examined how careers could be affected by workplace chance events based on the perspectives of professionals in service firms with up-or-out promotion systems. Kurukulaadithya et al. (2023) investigated how aviation pilots coped with the shock of losing their work license due to stringent medical certification regulations.
Given that unplanned events may affect individuals differently according to their social groups (Akkermans et al., 2021). Investigating how gender could affect career shock management was central to studies like Cho et al. (2022) and Kim et al. (2019), about how female workers and women with doctoral degrees in Korea experienced career shocks respectively. Knowles and Mainiero (2021) analyzed the careers of women leaders who opted out of corporative careers, while Gloor et al. (2023) focused on women’s leadership pursuits and their experiences of critical events. Once again, raising awareness about unconscious biases related to gender can contribute to reducing the impacts perceived by female professionals. The impact of career shocks on personal career perspectives (Kim, 2022) has also considered the influence of cultural factors, particularly in the research about Latin American CEOs (Blanco & Golik, 2015), Red Cross of Serbia staff and volunteers (Petrović et al., 2021), and Hong Kong’s aviation and tourism students (Choy & Yeung, 2022; Yiu et al., 2022).
5.2.3 Improving existing theories
Some papers used the individual approach to introduce new concepts and theories. Rojewski (1999) utilized Bandura’s social cognitive theory to examine the influence of happenstance on individuals’ trajectories, while Mitchell et al. (1999) and Kim et al. (2013; 2016) introduced concepts and measurements that formed the Planned Happenstance Theory. This theory underscores how individuals may adapt or develop specific competencies to benefit from chance events, facilitating career transitions (Rice, 2014), psychological well-being and academic adjustment (Valickas et al., 2019), or the process of returning to work (Chen & Slater, 2023). Another concept introduced regarding unplanned events was the Chaos Theory of Career (Bright et al., 2005). Grimland et al. (2012) and Guindon and Hanna (2002) also tried to bring further advancements to the field by proposing new concepts based on individual perceptions of career shocks, such as suddenness and synchronicity. Although these theories help individuals develop skills to better cope with unexpected events, it is important to prevent the study on this phenomenon from becoming a fragmented collection of terms, especially given that this is a common trend in the career field (Baruch et al., 2015).
5.2.4 Career stages
Research has also explored how different stages of individuals’ career development can affect their experience with career shocks. Hirschi and Valero (2017) examined different profiles of adolescents in their first year of vocational training; Ulas-Kilic et al. (2020) analyzed university students’ perceptions of unplanned events in Turkey; Hirschi (2010) delved into the school-to-work transition phase; Rummel et al. (2021) investigated the experiences of newly graduated entrepreneurs; Peake and McDowall (2012) and Nalis et al. (2021) focused on mid-career individuals; and several studies explored the career pathways of PhDs and postgraduates (Bazos et al., 2021; Kindsiko & Baruch, 2019; Nair & Chatterjee, 2021). These findings suggest that the experience of unplanned events may vary across career stages, making it an intriguing topic for analyzing professional trajectories and proposing career interventions tailored to different age groups.
5.3 Thematic Approach C: Processual Perspective
As Blanco and Golik (2015, p. 1882) noted, “careers are shaped by both human agency and chance, and there is a constant interplay between them”. The third thematic approach focuses on this interaction, with most of the ECUs relying on quantitative methods to investigate the antecedents, mediators, and outcomes of unexpected events in individuals’ careers.
5.3.1 Interplay and impacts of unexpected events on career development
The majority of studies have examined the implications of unexpected events on variables such as academic career success (Kraimer et al., 2019), employability (Blokker et al., 2019), motivation to pursue opportunities (Feng et al., 2019), career commitment (Ahmad & Imam, 2022), career optimism (Ahmad & Nasir, 2023; Hofer et al., 2021), turnover intention (Nauman et al., 2021), family support (Mehreen & Ali, 2022), support structures, and adaptability (Kurukulaadithya et al., 2023). Other papers explored how a specific event (COVID-19 crisis) affected different career variables, including employer support, employability, career satisfaction, mental well-being, and career empowerment (Mouratidou & Grabarski, 2022), career orientations (Cao & Hamori, 2022) and career intentions (Choy & Yeung, 2022). Additionally, qualitative studies using the processual approach have sought to understand how unplanned events may impact career sustainability (Pak et al., 2021) or career transitions (Wordsworth & Nilakant, 2021) based on participants’ narratives. Overall, the studies have shown that individuals with greater access to resources cope better with the impacts of unplanned events. At the same time, those facing contexts of scarcity struggle in the face of unpredicted situations. Regarding practical implications, these findings can contribute to developing mentorship programs and career adaptability training initiatives to better prepare individuals for navigating unexpected events, both in organizational and educational contexts.
5.3.2 Interventions and strategies
Several studies have proposed strategies for better managing career outcomes, such as engaging in coaching conversations and further elaboration about career options, which were considered viable alternatives (Mehreen & Ali, 2022; Korotov, 2021). Lastly, fostering positivity may enable individuals to perceive disruptive events more favorably, thereby minimizing the possibility of decreased adaptability resources (Mansur & Felix, 2021). The proposal of career interventions and strategies can help individuals better cope with unpredicted events and prepare for future career impacts or challenges, enhancing their adaptability skills. For instance, developing nudges and external stimuli by a career counselor or through scales may enhance career decision-making (Bandeira & Scheffer, 2023), becoming a valuable resource for addressing unplanned events.
5.3.3 Happenstance skills.
Another topic under the processual approach is the analysis of the interplay between chance events and happenstance skills (Kim et al., 2016). These skills have been positively linked to life adjustment (Kim et al., 2018) and significantly predict academic achievement and psychological well-being (Valickas et al., 2019). Therefore, they represent a strategic approach individuals can rely on to cope with disruptive events. They serve as a valuable resource for educational and organizational initiatives to ensure a better quality of life.
5.3.4 Influences in Leadership.
Examining unplanned events’ influences on leaders’ career paths exemplifies the processual perspective. Studies on this topic have evaluated variables such as career attitudes and success (Grimland et al., 2012), Kaleidoscope Career parameters and leadership practices (Knowles & Mainiero, 2021), identity salience and leadership status (Gloor et al., 2023), and valence of career shock outcomes (Legrand et al., 2022). Equipping leaders with these variables can be highly effective in helping them navigate unplanned events. It can be achieved through training programs that foster emotional intelligence, career management, and contingency planning.
5.4 Future Research Directions
Several directions for future research can be proposed based on the findings of the systematic review of unexpected events in career development. First, researchers could further explore the understanding of macro-environmental factors, such as economic downturns, sociopolitical shifts, and technological disruptions, in shaping career shocks. These factors are becoming increasingly relevant, as seen in the impact of the COVID-19 pandemic and the rise of artificial intelligence. Comparative studies across different industries and countries could offer a nuanced view of how career shocks manifest and affect workers in various socio-economic contexts, especially in developing economies, which tend to be more vulnerable to disruptive events. In addition, the increasing digitalization of work and the use of technologies, such as artificial intelligence, can intensify or mitigate the impact of unexpected events, making this an important and emerging analysis area. Furthermore, examining how organizational and political policies mitigate or exacerbate the effects of these macro-level shocks would be an essential contribution to the field
Regarding individual experiences, future research could benefit from exploring the differential impacts of career shocks across various demographic groups, particularly considering age, gender, and cultural background. The role of personal networks and mentorship during disruptive events also warrants closer scrutiny, as these support systems may buffer against the negative effects of unexpected events. Moreover, the influence of emotional and cognitive aspects (e.g., anxiety, fear, beliefs, and unconscious biases) on individuals' decisions and actions during unexpected events could be explored in greater depth, as the systematic review did not identify significant analyses on this topic. This perspective underscores a gap in the career studies literature, highlighting the need for greater integration with research in economic psychology, which examines the psychological factors influencing professional decision-making (Bandeira & Scheffer, 2023).
A third area of interest lies in the intersection of career shocks and coping strategies, particularly focusing on how individuals and organizations can enhance resilience and adaptability in an increasingly volatile labor market. Investigating the role of career counseling and development programs in equipping employees with skills to navigate unexpected events may also provide actionable insights. Additionally, longitudinal studies tracking individuals over time could offer valuable perspectives on how career shocks influence long-term career trajectories and professional growth.
Lastly, there is a need for greater integration of theoretical frameworks that address unexpected career events. The fragmentation of concepts such as serendipity, happenstance, chance events, and career shocks indicates the necessity for a more cohesive understanding of these phenomena. Future studies should focus on synthesizing these concepts to develop a unified model that captures the diverse ways in which individuals experience and respond to career disruptions and unplanned events. This integration could lead to a more comprehensive approach to career development and open up new avenues for practical interventions by adopting a more realistic perspective, less reliant on high levels of planning and individual control on career development.
Chart 1 summarizes research questions that can be explored by future studies as an opportunity to improve this research field.
5.5 Future Research Directions for Emerging Economies
Emerging economies often face unique challenges that make their labor markets more susceptible to unexpected events, consequently affecting individual’s careers and leaving them with fewer resources to cope effectively. However, research on unplanned events in career development has predominantly considered developed countries, where socioeconomic contexts, institutional frameworks, and workforce needs differ significantly from those in emerging economies. Conceptually, our results allow for an advance in understanding how shocks or other events manifest within the structural inequality that characterizes Asian and Latin American countries (Visentini et al., 2023). In Brazil, for instance, studies on the impact of disruptive events on careers remain incipient, with the discussion primarily centered on academic management conferences. A search of national databases (Scielo, PePsic) identified only one study specifically addressing the influence of career shocks on careers (Visentini et al., 2023). In international literature, Mansur and Felix (2021) conducted research with Brazilian professionals on the mediating role of career adaptability in the effects of career shocks on thriving. In this sense, our proposal to analyze the nature of shocks in their interrelationship with individuals, organizations, and society provides an appropriate analytical tool to inform the complexity of these relationships, which can strengthen and stimulate new studies in emerging economies.
There is an urgent need to outline directions for future research to deepen understanding and develop strategies tailored to these specific contexts. For instance, political instability and economic downturns may amplify the impact of career shocks in these economies. At the same time, systemic social inequalities in emerging countries further hinder individuals’ ability to cope with the effects of unplanned events on careers. It makes it even more essential to evaluate the effectiveness of government policies in mitigating these impacts. Additionally, informal and precarious work conditions - everyday realities for workers of emerging economies - add complexity to analyzing the effects of disruptive events in these contexts. According to Mani et al., (2021), professionals facing contexts of scarcity may struggle to adequately consider the consequences of their choices, leading to a vicious cycle perpetuating their restrictive conditions. By focusing research in these vulnerable settings, scholars can contribute to a more inclusive and globally applicable understanding of unexpected events, offering actionable insights to policymakers, organizations, and individuals to foster sustainable career development amidst unpredictability.
6 FINAL CONSIDERATIONS
Research on the effects of unexpected events has become crucial for understanding contemporary career development, particularly given the work context's increasingly complex and unpredictable nature. The COVID-19 pandemic has intensified the examination of contextual influences on careers through unexpected events (Nalis et al., 2021; Akkermans et al., 2020), especially from the perspective of career shocks. Additionally, the rise of the gig economy, artificial intelligence, technological advancements (Hite & McDonald, 2020), and the intensification of global talent competition make research on this topic more relevant than ever (Akkermans et al., 2021).
This paper analyzed how the academic literature addresses the discussion of the effects of unexpected events on careers over time, offering a categorization of its theoretical lens and perspectives and future research agenda. Although the method provided greater objectivity to the systematic review, it also imposes analytical limitations for being based on ECUs. Nevertheless, this review synthesized existing theories and empirical findings regarding the effects of unexpected events on careers, reinforcing the exploration, integration, and clarity of this important topic in career research.
This review enriched the career literature by integrating key concepts from career shocks, career chance events, serendipity, and happenstance. Its main contribution lies in providing three foundational viewpoints - contextual, individual, and processual perspectives - which may support further studies, unify career research, and foster a better understanding of this phenomenon.
Acknowledgment
We acknowledge the financial support of the Conselho Nacional de Desenvolvimento Cientifico e Tecnologico (CNPq), Grants 154409/2025-1 and 140581/2021-9.
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All data underlying the results of this study have been published within the article.
Source: Elaborated by the authors from the literature review according to the PRISMA statement.
Source: Elaborated by the authors with the support of Excel® software.
Source: Elaborated by the authors with the support of VOSviewer® software.
Source: Elaborated with the support of Iramuteq® software.
Source: Elaborated by Iramuteq® software.
Source: Elaborated by the authors.