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This article explores Latin American Chief Executive Officers' (CEOs') perceptions about the influence of career self-management practices and chance events on their career pathways. Through an edited topical life story approach, we investigate the relationship between those variables throughout CEO's career trajectories in the Latin American conte...
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... Such events may have been downplayed by psychologists (Bandura, 1982) and social scientists, who are keen at discovering regularities and behaviors they can predict (Krantz, 1998;Sunstein, 2015). Yet they play an important role in lay people's autobiographical stories of their life and their careers (Blanco & Golik, 2015;Krumboltz, 2009), and form an integral part of measures of attribution style, specifically representing external locus of control (Rotter, 1966;Nowicki & Strickland, 1973). ...
... 1982; Blanco & Golik, 2015;Krantz, 1998;Shanahan & Porfeli, 2006) had important consequences for those involved. Thus, we find it reasonable that many stories of randomness in life will not be restricted to events of minor importance, like choosing the door to the right or to the left, or being assigned to condition 1 or 2 in an experiment. ...
People’s intuitions about mathematical and statistical concepts often include features that are not a part of the formal definitions. We argue that randomness and related concepts (events happening “accidentally”, “coincidentally” or “by chance”) are typically assumed to occur in a context of small rather than large events. Five experiments were designed to test the hypothesis of an association between perceived randomness and size. In Experiment 1 and 2, statements describing small outcomes as due to chance were judged to be more natural and to make better sense than corresponding statements about large outcomes (or about small outcomes not due to chance). Experiment 3 showed that people imagine that stories about randomness in daily life should preferably start with small events, even when they eventually turn out to be consequential (e.g., stories about an apparently random meeting ending with marriage). Experiment 4 demonstrated that small changes in a graph of a random walk were seen as random, whereas large changes were perceived as potentially nonrandom. Finally, Experiment 5 showed that small animals are believed to display more random behavior than larger ones. This applied also to fictional creatures with nonsense names, where size was implicitly suggested by the names’ phonetic qualities. Analogical instances can be found in the history of science, all the way back to Lucretius’ doctrine of the tiny “swerves” of atoms. The pervasive association between smallness and randomness might be partly due to real-world observations and partly to cognitive and motivational constraints.
... Bright, Pryor, and Harpham (2005a) extended Betsworth and Hansen's (1996) list by adding four items based on their subjective discretion to create a list of 15 types of career events, called the Chance Event Survey (CES). They then used International Journal for Educational and Vocational Guidance (2020) 20:613-634 Table 1 Types of chance events in previous studies Salomone and Slaney (1981) Drawn from the list of decisionmaking influencers Betsworth and Hansen (1996) Empirically drawn using CIT, 132 incidents Bright et al.'s CES (2005a) Based on Betsworth and Hansen (1996) Hirschi (2010), Hirschi and Valero (2017) Used CES Blanco and Golik (2015) Based on Betsworth and Hansen (1996) (continued) Salomone and Slaney (1981) Drawn from the list of decisionmaking influencers Betsworth and Hansen (1996) Empirically drawn using CIT, 132 incidents Bright et al.'s CES (2005a) Based on Betsworth and Hansen (1996) Hirschi (2010), Hirschi and Valero (2017) Used CES Blanco and Golik (2015) Based on Betsworth and Hansen (1996) the CES to explore Australian students' career chance experiences. The CES was recently used by Hirschi (2010) and Hirschi and Valero (2017) for Swiss students, after removing several items that were not applicable to the sample. ...
... Bright, Pryor, and Harpham (2005a) extended Betsworth and Hansen's (1996) list by adding four items based on their subjective discretion to create a list of 15 types of career events, called the Chance Event Survey (CES). They then used International Journal for Educational and Vocational Guidance (2020) 20:613-634 Table 1 Types of chance events in previous studies Salomone and Slaney (1981) Drawn from the list of decisionmaking influencers Betsworth and Hansen (1996) Empirically drawn using CIT, 132 incidents Bright et al.'s CES (2005a) Based on Betsworth and Hansen (1996) Hirschi (2010), Hirschi and Valero (2017) Used CES Blanco and Golik (2015) Based on Betsworth and Hansen (1996) (continued) Salomone and Slaney (1981) Drawn from the list of decisionmaking influencers Betsworth and Hansen (1996) Empirically drawn using CIT, 132 incidents Bright et al.'s CES (2005a) Based on Betsworth and Hansen (1996) Hirschi (2010), Hirschi and Valero (2017) Used CES Blanco and Golik (2015) Based on Betsworth and Hansen (1996) the CES to explore Australian students' career chance experiences. The CES was recently used by Hirschi (2010) and Hirschi and Valero (2017) for Swiss students, after removing several items that were not applicable to the sample. ...
... The CES was recently used by Hirschi (2010) and Hirschi and Valero (2017) for Swiss students, after removing several items that were not applicable to the sample. In a qualitative study that delved into career chance events experienced by Latin American CEOs, Blanco and Golik (2015) preselected ten types of career chance events that were adapted from Betsworth and Hansen (1996) and CES. These events were presented to the interview participants so they could choose the events they had experienced. ...
We investigated South Korean workers’ reflections on career chance events in terms of types of chance occurrences and factors that influence how these are reacted to. A critical incident technique was used to collect data from 85 participants using an open-ended questionnaire. Various types of events that happened unexpectedly were identified through a two-dimensional framework: whether an event was relationship based or experienced based, and whether it occurred in personal areas or work areas. Influencing factors that affected the participants’ reactions were also categorized using a two-dimensional framework: internal or external, and facilitating or discouraging dimensions.
... Moreover, in a way, the theory excludes the importance of such competencies as having skills to plan one's career. Despite the chaos and instability surrounding the individual nowadays, career success depends not only on the ability to use chances and opportunities for one's gain but also on the ability to plan one's career (Blanco, Golik, 2015). ...
The aim of the paper is to briefly describe and compare the main individual career resources and competencies
proposed in the most acknowledged contemporary career frameworks. The findings of literature review suggest
some valuable insights for future research and practice in the field of career management.
... However, whilst these appear to provide support for the MPH (Bebchuk & Weisbach, 2010;Frydman & Jenter, 2010;Blanco & Golik, 2015), it is quite apparent from the analyses of previous studies that a number of other reasons may also explain their evidence of relatively small PPS (Conyon, 1997;Gomez-Mejia & Wiseman, 1997;Berrone et al., 2008;DeVaro & Fung, 2014;Sanchez et al., 2010). ...
This paper examines the crucial question of whether chief executive officer (CEO) power and corporate governance (CG) structure can moderate the pay-for-performance sensitivity (PPS) using a large up-to-date South African dataset. Our findings are three-fold. First, when direct links between executive pay and performance are examined, we find a positive, but relatively small PPS. Second, our results show that in a context of concentrated ownership and weak board structures; the second-tier agency conflict (director monitoring power and opportunism) is stronger than the first-tier agency problem (CEO power and self-interest). Third, additional analysis suggests that CEO power and CG structure have a moderating effect on the PPS. Specifically, we find that the PPS is higher in firms with more reputable, founding and shareholding CEOs, higher ownership by directors and institutions, and independent nomination and remuneration committees, but lower in firms with larger boards, more powerful, and long-tenured CEOs. Overall, our evidence sheds new important theoretical and empirical insights on explaining the PPS with specific focus on the predictions of the optimal contracting and managerial power hypotheses. The findings are generally robust across a raft of econometric models that control for different types of endogeneities, pay, and performance proxies.
Leveraging Weiner's attribution theory of intrapersonal motivation at the micro level and varieties of capitalism theory at the macro level, we conduct a multi‐country and cross‐level study examining whether individuals' career goals (i.e., perceived importance of learning and development), behaviors (i.e., proactive career behaviors), and outcomes (i.e., perceived employability) as well as the relationships between these variables, differ between different market economies. We challenge extant literature that focuses on the agentic role of individuals and understates the role of context (i.e., market economy influence) in an individual's career development. Using multilevel structural equation modeling, we draw on a survey of 15,201 individuals between 2014 and 2016 from 22 countries representing four different varieties of capitalism. The results showed that workers in hierarchical (HME) and Mediterranean (MME) market economies systematically differed from individuals in coordinated (CME) and liberal (LME) market economies in proactive career behaviors and perceived employability. Moreover, while the positive relationship between perceived importance of learning and development and proactive career behaviors was stronger in CMEs and LMEs compared to HMEs and MMEs, the positive association between proactive career behaviors and perceived employability was weaker. Our study bridges the micro‐macro gap in career studies, adding new insights into the ongoing conversation of contextual influence in individuals' career development.
Identity narratives enhance the understanding of women’s leadership, but there exist very few in‐depth analyses of negative identity tensions that influence agency. In this study, we examine the negative identity tensions of well‐to‐do women from small towns in India, who hold two leadership positions: organizational and social movement. We borrow from the discourse on well‐to‐do women’s participation in social movements in India to draw on the notions of identity, perceptions of feminism, and patriarchal challenge. Our data are derived from 49 in‐depth interviews with women leaders. Findings from qualitative analysis and creation of a composite narrative show that negative identity tensions arising from two leadership positions are gendered in nature. Furthermore, agency is (i) contingent on one’s reflection on challenges, (ii) rooted in an underlying principle, and (iii) practiced through the mechanisms of “managing femininity,” a concept that is widely discussed in the Western paradigms of postfeminism and neoliberalism. This paper contributes to the feminist dialogue on the global South in the context of gender, class, and geographical location intersection by revealing certain non‐Western ways of managing femininity. However, in the process, the hegemony of Indian men remains intact. This article is protected by copyright. All rights reserved.
