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The protean career: A quarter-century journey
Abstract
This is a review of the development of the author's ideas on the protean career. The origins include both personal experience and scholarly inquiry. I first applied the adjective "protean" to careers in 1976, in Careers in organizations. It described a career orientation in which the person, not the organization, is in charge, where the person's core values are driving career decisions, and where the main success criteria are subjective (psychological success). This paper traces the link between the protean concept and the context of growing organizational restructuring, decentralization, and globalization. Current research related to the protean concept is discussed, and quandaries to guide future research are presented. The paper concludes with a suggestion for examining situations where people are pursuing their "path with a heart" with the intensity of a calling, along with some questions to help researchers self-assess their own career direction, with an assist from Yogi Berra
... Individuals have sought new career attitudes and have become more active the management and advancement of their careers. Personal factors such as increasing lifespans, changing family structures, dual-career couples, single employed parents, workers with eldercare responsibilities, and individuals pursuing education and career development have also impacted the career system (Hall, 2004). ...
... Protean career orientation was first introduced by Hall (1976). PCO is characterized by self-directed career management and a values-driven approach, wherein individuals take personal responsibility for their career development, guided by their own values and goals rather than external definitions of success (Hall, 2004). PCO is distinct from traditional career orientations in that it shifts the locus of control from the organization to the individual. ...
... Individual autonomy, continuous learning, personal responsibility, and self-awareness are necessary for successful protean careerists (Hall, 2002). Protean career orientation has also influenced the assumptions of the psychological contract, where the contract is now between the employees and themselves, rather than between the employees and employer (Hall, 2002). ...
This study explores how having a protean career orientation—where individuals take charge of their own career paths and focus on personal growth—affects the performance of university academics. It also looks at how career success might explain this relationship. Using data from 586 faculty members at universities in Saudi Arabia, the study applied quantitative methods and structural equation modeling to test the proposed relationships. The results showed that protean career orientation has a strong positive effect on career satisfaction, promotion, and salary increases. However, it did not directly improve academic performance. Among the possible mediators, only promotion played a significant role in linking protean career orientation to academic performance. Career satisfaction and salary increase did not have a meaningful effect in this link. These findings suggest that academics who actively manage their careers are more likely to succeed professionally, especially in terms of promotions, which in turn can lead to better performance. The study offers insights into how supporting self-driven career development can benefit both individual academics and academic institutions.
... Dalam era revolusi industri 4.0, kemampuan untuk beradaptasi dengan teknologi juga menjadi faktor penting dalam career adaptability. Hall (2004) menjelaskan bahwa individu yang mampu memanfaatkan teknologi untuk mengembangkan keterampilan baru cenderung lebih adaptif dalam menghadapi perubahan di dunia kerja. Bagi siswa SMK, penguasaan teknologi yang relevan dengan bidang keahlian mereka menjadi salah satu modal utama untuk meningkatkan career adaptability. ...
... Salah satu faktor utama yang memengaruhi perubahan pilihan karir siswa SMK adalah perkembangan minat dan bakat (Sa'idah, 2018). Menurut Hall (2004), minat karier seseorang cenderung berkembang seiring dengan pengalaman dan eksposur terhadap berbagai bidang pekerjaan. Siswa SMK yang awalnya memilih jurusan tertentu mungkin menemukan bahwa minat mereka lebih sesuai dengan bidang lain setelah mereka terlibat dalam praktik kerja lapangan atau magang. ...
... Penggunaan Teknologi dan Media DigitalDalam era revolusi industri 4.0, penggunaan teknologi dalam intervensi career adaptability menjadi semakin relevan. MenurutHall (2004), teknologi dapat digunakan untuk memberikan akses kepada siswa terhadap informasi karier, peluang kerja dan pelatihan berbasis digital.5) Program Mentoring atau Pendampingan (Mentoring Programs)Program mentoring melibatkan hubungan antara siswa SMK dengan mentor yang berpengalaman di dunia kerja. ...
Career adaptability is one of the important competencies for Vocational High School (SMK) students in facing the dynamics of the world of work in the Industrial Revolution 4.0 era. This study aims to explore the concept, influencing factors, and effective intervention patterns in developing career adaptability in vocational high school students. This study uses a literature review method with the PRISMA approach to identify and analyze relevant literature. The results of the analysis show that career adaptability is influenced by family support, educational interventions such as career guidance and experiential learning, and an understanding of the dynamics of the world of work. In addition, the dimensions of career adaptability, namely career awareness, career control, career curiosity, and career confidence, can be developed through programs designed collaboratively between schools, families, and the industrial world. This study concludes the importance of a holistic approach in improving the career adaptability of vocational high school students so that they are able to face career challenges adaptively and competitively.
... To be successful in his/her protean career, Hall (2004) indicates that the professional must have two meta-competencies: 1. Self-knowledge (personal values guide career management and enable the professional to evaluate his or her success) and, 2. Adaptability (the professional's ability to adapt to the external environment). ...
... Only one of these patterns is representative of the protean career. According to Hall (2004) these four categories are: ...
... In this career pattern, individuals have the necessary skills to adapt to changing contexts but are unable to behave proactively in the face of change because they don't have a high level of self-knowledge, so they do not take the initiative for change, but simply react to the context. They are described by Hall (2004) as individuals with chameleonic behavior; ...
The research conducted aimed to analyze the attitudes of human resource professionals towards managing their careers. The attitudes of protean and boundaryless careers were investigated, and the extent to which sociodemographic factors, such as salary, gender and academic degree, influence these attitudes. A total of 732 human resources professionals working as employees in private companies in Portugal participated in the study. The methodology involved a non-probabilistic convenience sampling approach, with a detailed survey covering dimensions like self-managed career attitudes, values-driven career attitudes, boundaryless career attitudes and mobility facilitating career attitudes. The results show that most professionals have protean and boundaryless career attitudes. Other research findings show that: (1) those with higher salaries have higher levels of protean and boundaryless career attitudes; (2) male professionals and (3) those with higher education show a higher prevalence of protean and boundaryless attitudes compared to female professionals and those with no higher education. This study sheds light on Portuguese HR professionals' career attitudes. The findings significantly contribute to our understanding of modern career concepts, suggesting avenues for future research.
... Proteische Laufbahnen. Das Konzept der proteischen Laufbahnen (Hall, 1996(Hall, , 2004 geht auf den griechischen Gott Proteus zurück, der seine Gestalt beliebig verändern konnte. ...
... [abgerufen am 05.11.2024] relevanter Faktoren für eine erfolgreiche Berufswahl (z. B. Duffy et al., 2016;Hall, 2004;Hirschi & Baumeler, 2020 Kaak et al., 2020). ...
Die Entscheidung für eine Berufsausbildung oder ein Studium ist eine Aufgabe, die sich allen Jugendlichen in unserer Gesellschaft früher oder später stellt. Der Entscheidungsfindungsprozess ist dabei keinesfalls leicht und gelingt nicht allen Heranwachsenden gleichermaßen gut. Daher sind Unterstützungsangebote hilfreich und sinnvoll. Eine zentrale Rolle kommt hier der schulischen Beruflichen Orientierung (BO) zu, da sie in Deutschland ein Angebot für alle Schüler:innen ist, unabhängig von der erfahrenen Unterstützung in deren familiärem Umfeld. Ziel schulischer BO ist es, die Berufswahlkompetenz der Schüler:innen zu fördern, damit diese in die Lage versetzt werden, eine eigenständige und begründete Berufswahlentscheidung treffen zu können. Ausgangspunkt hierfür bildet eine verlässliche und valide Diagnostik, die Auskunft darüber gibt, an welchem Punkt im Berufswahlprozess sich Jugendliche befinden. Die vorliegende Arbeit, die aus einem Rahmentext und drei empirischen Studien besteht, befasst sich schwerpunktmäßig mit der Entwicklung und Validierung zweier standardisierter psychometrischer Instrumente (Fragebogen Berufswahlkompetenz und Fragebogen Berufswahlkompetenz – Kurzversion) und der Frage, wie diese zur individualisierten und entwicklungsangemessenen Begleitung von Jugendlichen im Berufswahlprozess eingesetzt werden können. In diesem Zusammenhang werden auch die professionellen Kompetenzen von Lehrkräften thematisiert, die es benötigt, um gelingende Berufsorientierungsarbeit in Schulen zu leisten. Ein weiterer Schwerpunkt der Arbeit liegt auf der wissenschaftlichen Evaluation von schulischen BO-Angeboten. Es wird die Frage adressiert, welche modernen Evaluationsdesigns im Kontext der schulischen BO eingesetzt werden können, um die Wirksamkeit von Interventionen zur Förderung der Berufswahlkompetenz zu bestimmen. Hierfür wird eine Evaluationsstudie zum Schülerpraktikum, einem der Standardangebote der BO an Schulen, vorgestellt, welche Befunde zur Wirksamkeit dieser Maßnahme liefert und die methodischen Herausforderungen thematisiert, die bei der Untersuchung von kausalen Effekten im Kontext der empirischen Bildungsforschung üblicherweise auftreten. Die Ergebnisse der drei empirischen Studien im Rahmen der publikationsbasierten Dissertation werden im Hinblick auf die weiterführende Forschung sowie die spezifischen Anwendungsmöglichkeiten im Kontext Schule diskutiert.
... This scenario may arise when individuals perceive that their commitment to moral integrity and their stance against moral compromises impede their prospects of moving forward in their careers. Nevertheless, based on theories that center careers around the person and not the organization, such as protean career theory (Hall, 2004), it can be argued that individuals who manage their careers guided by personal values rather than organizational rewards may benefit not only themselves but also their organizations (Sultana & Malik, 2019). ...
... This includes concepts such as career maturity and adaptability in Super's (1980) vocational development perspective and Savickas's (2005) career construction theory. Similarly, within protean (Hall, 2004) and boundaryless career perspectives (Defillippi & Arthur, 1994), ethical awareness may play an increasingly important role in defining success as individuals gain experience, take greater control of their careers, and navigate ongoing changes. ...
Research on (un)ethical behavior in organizations has a long tradition, yet the role of individual morality in career development remains underexamined. Insights from both career and behavioral ethics research can help address this issue. While career research so far lacks systematic investigation into the morality-career relationship, behavioral ethics research overlooks the developmental and career-related outcomes of individual morality. This points to a critical need for dialogue between these two fields. An initial analysis of core theories and concepts in career research reveals the scant inclusion of moral variables. Through our systematic review of a final sample of 43 articles, we identify gaps in understanding the interplay between morality and career dynamics, particularly concerning career options (including decisions and opportunities) and both subjective and objective career success. By leveraging the specific insights extracted from the literature review, our aim is to bridge the morality and career research domains. We highlight discrepancies and untapped areas in this field, proposing future research directions concerning (1) the role of morality in career decisions and opportunities, (2) the nexus between morality and career success, and (3) employees' implicit beliefs of this relationship. Furthermore, we consider implications for measurement and career counseling. Altogether, we advocate for a fresh research focus on exploring the impact of individual morality on career development. [Available Open Access on Publisher's Website]
... Career theories, including Protean Career Theory (Hall, 2004;Haenggli et al., 2021) and boundaryless career concepts (Arthur & Rousseau, 2001;Sullivan & Arthur, 2006), emphasize non-linear progression and boundary-crossing mobility. These frameworks highlight adaptability and strategic skill development as essential resources for navigating complex career environments (Savickas, 2012). ...
This study introduces the AI-Accentuated Career Transitions framework, advancing beyond binary automation narratives to examine how distinct AI usage patterns reshape occupational mobility. Analyzing 545 occupations through multivariate modeling, we identify six qualitatively distinct human-AI usage patterns that differentially predict placement across job preparation zones. Our findings empirically validate the "missing middle" hypothesis: automation-focused usage strongly predicts lower job zone placement while augmentative usage predicts higher zones. Most significantly, we identify specific Knowledge, Skill, and Abilities combinations with AI usage patterns that function as "skill bridges" facilitating upward mobility. The interaction between task iteration AI usage and cognitive skills emerges as the strongest advancement predictor, creating pathways across traditionally disconnected occupational categories. Counterintuitively, despite directive AI's negative main effect, its interaction with technical knowledge positively predicts advancement in specialized domains. Comparative model testing confirms that AI usage patterns represent a distinct dimension of occupational classification that adds significant explanatory power beyond traditional skill measures. These findings reveal AI as a skill amplifier that widens capability gaps rather than an equalizing force. The 2ACT framework provides strategic guidance for workers, curriculum designers, policymakers, and organizations navigating increasingly AI-mediated career pathways.
... Generation Z's career characteristics that emphasize independence, flexibility, and meaning-making align with a protean career orientation, which focuses on individual control over career development (Hall, 2004). In the face of workplace uncertainty, this orientation enhances adaptability, self-efficacy and resilience (Ge et al., 2024;Karimi, 2024;Pranoto & Kuncoro, 2020). ...
This study aims to explore protean career orientations in developing Generation Z's 21st century career adaptability in an educational context. Generation Z faces significant challenges in a dynamic and fast-changing learning environment, including technological developments, labor market changes, and evolving skill needs. Therefore, it is important to understand how a protean career orientation can help them adapt to these changes. The method used was Systematic Literature Review (SLR), which identified and analyzed the literature related to protean career orientation and career adaptability. The results showed that protean career orientation, which emphasizes flexibility, career self-management and the ability to learn lifelong, significantly contributes to the development of career adaptability. The findings highlight the importance of developing adaptive skills and mindsets to enable Generation Z to cope with the evolving demands of education and careers. Adopting a protean career orientation can be an effective strategy in preparing Generation Z for future career challenges and enhancing their ability to navigate diverse educational and career pathways so that they can reach their full potential in an ever-changing environment.
... Tal qual o deus Proteus devem adaptar suas carreiras de acordo com as demandas do meio ambiente circundante, orientadas em conformidade com os valores pessoais e em busca do sucesso psicológico, ou subjetivo, de carreira, especialmente autorrealização (Mirvis & Hall, 1994). As mudanças na direção de maior individualização e, sobretudo, plasticidade na construção da carreira passaram a ser expressas por meio do construto carreira proteana, definida como sendo aquela em que "a pessoa, não a organização, está no comando, os valores centrais são liberdade e crescimento, e os principais critérios de sucesso são subjetivos (sucesso psicológico) vs. objetivo (posição, salário)" (Hall, 2004). Subjacente ao conceito está o entendimento de que cabe ao indivíduo desenvolver, ao longo de sua trajetória profissional, a capacidade de se adaptar e se reinventar profissionalmente, com vistas a atender às demandas de um mercado laboral em constante mutação. ...
Os capítulos tratam da definição multinível de competências e de gestão por competências
... On the one hand, there is some evidence of broadly held career mobility norms, with expectations of job stability predominating in the post-World War II era, and new notions of mobility becoming popular today (Hollister 2011b;Potter 2020;Whyte 1956). Indeed, career advice on mobility is frequently dispensed as generalizations (Bonnici 2018;Corcodilos 2010;Gallo 2015;Trunk 2010) and the boundaryless and protean literatures often imply that these career strategies are widely applicable in today's labor market (Arthur and Rousseau 1996;Briscoe and Hall 2006;Hall 2004). On the other hand, the relatively new nature of highly mobile careers as well as the changes in employer practices that are necessary to sustain them may mean that the mobility is only accommodated within specific pockets of the labor market. ...
... The multiple pressures and dilemmas from both within and outside academic organizations constrain postdocs' pure pursuit of academic ideals (Zhang 2022), thus reducing the sustainability of their academic careers. Therefore, it is crucial to emphasize the importance of individual initiative and a sense of meaning in postdocs' academic careers (Hall 2004). This study further reveals the potential mechanisms through which mentor support facilitates postdocs' sustainable careers. ...
Postdocs encounter numerous challenges as they transition from students to independent scholars, with the sustainability of their academic careers often marked by uncertainty and obstacles. While the career challenges faced by postdocs have attracted considerable attention, research on their career development from a sustainable perspective remains limited. Given China’s increasing emphasis on building scientific and technological talent to drive the development of New Quality Productive Forces, this study aims to explore the relationship between mentor support and sustainable careers, focusing on the roles of work engagement and academic career identity among Chinese postdocs based on Conservation of Resources theory. Based on analyses of 343 questionnaires from Chinese postdocs, the results indicate that mentor support is significantly and positively associated with postdocs’ employability, subjective career success, and mental health—three key indicators of sustainable careers. The mediation effect analyses demonstrate that work engagement and academic career identity simultaneously and sequentially mediate the relationship between mentor support and sustainable careers. This study not only offers new insights into how mentor support, as an essential job resource, contributes to postdoctoral career sustainability, complementing the existing literature on mentor support and sustainable careers, but also provides valuable practical guidance for postdoctoral stations on how to enhance postdoctoral career sustainability by strengthening the role of mentors.
... However, the nature of employment and work context have been affected by a shifting economy and fast globalization during the last several decades (Lent, 2013). Organizations have pushed career development duties onto people in this regard, and scholars have suggested that career development research has lost ground in the HRD area (Hall, 2004;Savickas, 2011;Swanson & Holton, 2009). However, neither party should bear complete responsibility for career advancement. ...
... A protean career is defined as a perspective related to personal rather than organizational considerations (Hall, 1996;Hall, 2004). Individuals frequently participate in proactive career activities, such as career preparation, connection and seeking advancement. ...
Purpose
This study aims to investigate the nuanced relationships between protean career attitudes, job crafting and turnover intentions, shedding light on the mediating role of job crafting and the conditional influence of intrinsic career motivation.
Design/methodology/approach
A survey was conducted with 406 full-time Thai employees and analyzed structural equation modeling to test the hypotheses and PROCESS Macro 4.0.
Findings
Protean career attitudes were found to have a positive relationship with job crafting, which suppress employees’ intention to quit the current job. Job crafting fully mediates the relationship between protean career attitudes and turnover intention. Moreover, intrinsic motivation strengthens the effect of protean career attitudes on job crafting.
Practical implications
This study emphasizes the managerial benefits of fostering adaptable career attitudes, encouraging job crafting and improving productivity, which positively impacts both individuals and the organization.
Originality/value
This study significantly enriches the existing literature by integrating the frameworks of protean career attitude and turnover intention through the lens of job crafting and self-determination theories, offering valuable insights for both academia and industry.
... It is built by the organization to provide the opportunity and identify who deserves to get the opportunity (Orpen, 1994). In contrast to this traditional perspective, the emerging view of protean career orientation believes that an individual is the one in charge of and responsible for their career trajectory with psychological success as the main criterion (Hall, 2004;Noe et al., 2021). However, it is to be noted that organizations still hold important roles in individual careers (Gubler et al., 2014). ...
This study explores how Indonesian mid-career diplomats perceive international mutations to diplomatic missions abroad, using a protean career orientation lens. Interviews with nine mid-career diplomats reveal that internal factors, such as financial need, personal development, and family, are the main drivers of international mutation decisions. The thematic analysis highlights the dissonance between their career orientation and the traditional career management approach of the ministry, which lacks in considering the diplomats' aspirations. Additionally, it uncovers dissatisfaction with the current mutation system due to perceived unfairness and a lack of clear measurement categories. Our findings suggest that, while ensuring organizational needs are met, the Ministry of Foreign Affairs could benefit from incorporating diplomats' and their families' aspirations and promoting more transparency in the mutation system. A more employee-centric approach could lead to increased job satisfaction, improved employee retention, and a more effective international mutation system. This research contributes to understanding career management and the international mutation system in diplomatic services and serves as a catalyst for further research on these under-addressed topics.
... At the code level, there were increases of 10.95, 5.51, and 1.20%, respectively. Empowerment barely featured in either time point, while proactivity remained the most dominant at both time points, reflecting protean career theory (Hall, 2004). The prevalence and a moderate increase in obtaining or retaining a job, likely links to the introduction of Rothwell and Arnold's (2007) definition of employability during week 1 of the module. ...
Purpose
Drawing on sustainable career theory as a framework, our study aims to explore how Asian international students studying in a UK-based University Business School view their employability, career aspirations, and career resources.
Design/methodology/approach
A total of 128 participants provided 602 voice-recorded reflective diary insights over six weeks while studying a mandatory employability module in a postgraduate Master’s programme at a UK-based Russell Group University Business School. The reflective diary insights addressed employability (weeks 1 and 3), aspirations (weeks 2 and 5), and career resources (weeks 4 and 6). Thematic analysis was conducted before theme and code prevalence were counted to compare changes between the two time points for each topic.
Findings
Employability includes skills, experiences and qualifications (theme 1), challenges (theme 2), and career ownership (theme 3). Aspirations include intrinsic motivators (theme 4), extrinsic motivators (theme 5), and person-organisation fit (theme 6). Career resources include people (theme 7), knowledge (theme 8) and signalling (theme 9). Time influences the interplay of person and contextual dimensions across the two timespans with different effects between and within themes.
Originality/value
Theoretically, our study advances the empirical validation of sustainable career theory, as well as integrating graduate employability and career development streams into higher education research. Methodologically, it underscores the underutilised potential of diary studies in the field. Practically, it offers insights for lecturers, university career advisors, and employers to holistically address the employability, aspirations, and career resources of international students.
... Yeni ortaya çıkan zorluklarla başa çıkma, mesleki gelişime yönelik olumlu bir tutum sürdürme ve değişen eğitim ortamlarına yanıt verme yeteneğini de kapsayan bir dizi beceriyi içerir. Kariyer adanmışlığı, bu açıdan kişisel kimliğin bir parçası olarak psikolojik bağlılık (Hall, 2004), bireylerin sürekli öğrenme ve kendini geliştirme isteği (Baruch, 2006), yüksek iş tatmini (Judge vd., 2001) şeklinde tanımlanmaktadır. Bu bağlamda kariyer adanmışlığı, bireylerin mesleki yaşamlarına gösterdikleri bağlılık ve adanmışlık düzeyini ifade eder. ...
... A total of 734 employees completed an online questionnaire during the pandemic-related restrictions. The theoretical contribution of our research comes from advancing the conservation of resources (CoR) theory (Hofboll, 1989(Hofboll, , 2012Hobfoll et al., 2018) by considering the impact of a negative CS (Akkermans et al., 2018Seibert et al., 2013) and PCO (Hall, 1976(Hall, , 2004) as a moderator on career success and life satisfaction. The practical contribution comes from informing strategies for individuals and employers in China to enact when facing future chance events on a national or global scale. ...
Purpose
Our study aimed to understand how a negative career shock (CS), caused by the COVID-19 pandemic, a global crisis, impacted employees’ career success and life satisfaction in China.
Design/methodology/approach
Employees ( n = 737) from industries adversely impacted by COVID-19-related restrictions (e.g. (a) catering, hotel and tourism; (b) construction and real estate; (c) finance; (d) technology; (e) logistics and (f) manufacturing) responded to an online survey on a negative CS, subjective career success, objective career success (OCS), life satisfaction and protean career orientation (PCO).
Findings
A negative CS was negatively associated with OCS and life satisfaction. Subjective and OCS were positively associated with life satisfaction. PCO moderated the association between a negative CS and OCS.
Practical implications
The practical contribution comes from informing strategies for individuals and employers in China to enact when facing future chance events on a national or global scale.
Originality/value
The theoretical contribution of our research comes from advancing the conservation of resources theory by considering the impact of a negative CS as an independent variable and PCO as a moderator on career success and life satisfaction.
... In this context, people who want to work in sales need to be confident in themselves that they have skills and can apply them at a high professional [7] so that a job in sales allows them to use the skills. Amongst the more recent trends in career orientation, what [13] calls a "protean career" also stands out, i.e., the need to have responsibility and control over one's career, as well as the need to make career decisions and evaluate career success based on personal values [14]. Presumably, a career in sales is perceived as a way to exercise control over one's professional abilities, which is consistent with these new trends. ...
This study examines the factors that lead students to consider or avoid a career in sales, focusing on behaviors and preferences during the transition period following the peak of the COVID-19 pandemic. Conducted in 2021, the study captures how the pandemic has changed traditional aspects of sales work, such as face-to-face interaction, and explores the lasting impact of these changes on young professionals. A sample of 671 business and engineering students participated in an online survey; data analysis was performed by using Partial Least Squares Structural Equation Modeling (SEM-PLS). Results show that intrinsic and social motivations enhance the perceived attractiveness of a sales career, which, in turn, impacts career intentions. Although empathy and COVID-19-related fears lack a direct effect on the intention to pursue a sales career, digital skills reinforce the connection between job attractiveness and career intentions in a digital-centric environment, having a moderating role. These findings emphasize the evolving nature of sales careers, highlighting the need to align career development strategies with young people’s intrinsic motivation and digital competencies. This study adds to the understanding of motivational factors in sales career decisions and offers valuable insights for employers seeking to attract motivated talent in a shifting industry landscape.
... No campo da Administração, conforme já constataram alguns estudos (Brulon, 2013;Silva;Brito, 2018) (Hall, 2004), sem fronteiras (Arthur, 1994), sustentável (De-Vos et al., 2015), entre outras. ...
O presente artigo tem como objetivo analisar e refletir sobre o emprego do arcabouço teórico de Pierre Bourdieu no campo da Administração e, para isso, realizou-se uma revisão de literatura com levantamentos realizados nas bases de dados Web of Science (WoS), Scientific Periodicals Electronic Library
(SPELL) e anais dos encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD), abrangendo o período entre 2001 e 2020. Os achados do estudo sinalizam a tendência de crescimento constante do emprego de Bourdieu no campo da Administração no âmbito internacional, em contraste ao observado nas pesquisas nacionais, além disso, constatou-se que
nos anais do EnANPAD de 2020 foi encontrado a maior quantidade de estudos do período, além disso, foram destacados os principais periódicos acadêmicos nacionais que publicaram os artigos e os extratos do Qualis Periódico (CAPES) que estavam situados. // This article aims to analyze and reflect on the use of Pierre Bourdieu's theoretical framework in the field of Administration. To this end, a literature review was carried out using surveys carried out in the Web of Science (WoS), Scientific Periodicals Electronic Library (SPELL) databases, and the annals of the meetings of the National Association of Graduate Studies and Research in Administration (ANPAD), covering the period between 2001 and 2020. The findings of the study indicate a trend of constant growth in the use of Bourdieu in the field of Administration at the international level, in contrast to that observed in national research; in addition, it was found that the annals of the 2020 EnANPAD found the most significant number of studies in the period, in addition, the leading national academic journals that published the articles and the Qualis Periodical (CAPES) extracts in which they were located were highlighted.
... In this regard, Lo Presti et al. (2023) argued that protean individuals may exert their push to responsibility and personalisation on their broader career and their daily job activities through job crafting. Moreover, recalling the sentence "giving meaning to the vocation " by Hall (2004) referred to protean careerists, we can argue that protean individuals will strive to craft their job with a view to feel more meaning. In fact, such customized and personalized job characteristics may furnish meaning to individuals (Humphrey et al., 2007). ...
Purpose
As employees face increased turbulence due to uncertain economic and organisational conditions, they are nowadays pushed to be proactive in both their jobs and careers in terms of heightened customisation, adaptability and flexibility. Drawing from the career construction theory, we examine the reciprocal associations of a contemporary career orientation among employees to customise one’s own career (i.e. protean career orientation) vs one’s own job (i.e. job crafting behaviours) as well as the boundary conditions due to the levels of career adaptability.
Design/methodology/approach
We conducted a cross-lagged study with three waves using data collected from a sample of Polish employees. The data were analysed using structural equation modelling in AMOS.
Findings
Results from a cross-lagged panel study with 168 participants revealed a bidirectional relationship between protean career orientation and job crafting behaviours. The results also confirmed the moderating role of career adaptability between these two variables.
Originality/value
This research is one of the first to examine a reciprocal relationship between protean career orientation and job crafting. Moreover, it examines the moderating role of career adaptability in the aforementioned association.
... Empirical studies have supported the idea that career growth can be beneficial to both individuals as well as organizations, but the upcoming of a new career era and the effect that it has on organizations and individuals involves further investigation. Individuals in the new career era are more prone to follow their personal career goals and manage their careers by themselves rather than relying on the organization that leads to an increase in entrepreneurship behavior (Hall, 2004). ...
This study delves into the under-researched connection between entrepreneurs’ personality traits, their knowledge creation ability, and ultimately, their innovation performance in SMEs of Pakistan. We explore a model where openness to experience and conscientiousness directly influence knowledge creation ability and act as a mediator between personality traits and innovation performance. In addition, career growth opportunities are proposed to moderate these relationships, potentially amplifying the positive effects. This study involved 307 entrepreneurs’ from newly established Pakistani manufacturing and service sector. Data collection occurred across two time points, two months apart, using a 5-point Likert scale questionnaire. Our findings strongly support the proposed model. Both openness and conscientiousness significantly affect innovation performance and knowledge creation ability, which in turn, mediates the relationship between entrepreneurs’ personality traits and their innovation’ performance. Moreover, career growth opportunities strengthen the connections between personality traits, knowledge creation, and innovation performance. This study makes valuable contributions in three ways. First, this study sheds light on the intricate interplay between personality, knowledge creation, and entrepreneurs’ innovation performance within the specific context of Pakistani SMEs. Second, this study offers significant theoretical advancements by demonstrating the mediating role of knowledge creation and the moderating role of career growth opportunities. Finally, this study provides practical implications for both entrepreneurs’ and policymakers, emphasizing the importance of nurturing specific personality traits, fostering knowledge creation abilities, and promoting career growth opportunities to propel innovation.
Purpose
On the foundation of self-determination and career construction perspectives, this paper aims to examine the mechanism that underlies the effects of career shocks (CSs) on entrepreneurial intention and the moderating effect of previous entrepreneurial experience in the indirect relationship.
Design/methodology/approach
A quantitative approach was adopted. The authors based the analyses on a sample of 301 teaching and nonteaching staff recruited from 25 higher institutions of learning in Nigeria through a self-administered survey.
Findings
The findings revealed that negative CSs are a more effective determinant of both entrepreneurial self-efficacy and occupational engagement than positive CSs. The results also show that entrepreneurial self-efficacy mediates the effects of CSs on entrepreneurial intention, while previous entrepreneurial experience moderates this indirect effect.
Research limitations/implications
The study provides insight into the influence of CSs and the mechanism that underlies its effect on entrepreneurial intention, as well as the interaction effect of previous entrepreneurial experience. However, future researchers are admonished to examine the indirect effect of CSs on entrepreneurial intention through occupational engagement. The authors also suggest further investigation of other possible adaptable outcomes of occupational engagement since the study shows that it is not effective in stimulating entrepreneurial intention.
Practical implications
The findings present policymakers and higher education organizations with guidelines on how to mitigate the negative impact of CSs on organizational productivity. The authors also suggest the basis upon which trade-offs on certain recruitment policies that could be set by higher education organizations could be based depending on their priorities.
Originality/value
The authors integrated the career construction and entrepreneurship perspectives, pushed the boundaries and contributed to the debate that CSs can trigger the transition from paid employment to entrepreneurship by investigating the underlying mechanisms as well as the boundary conditions that influence the process.
Purpose
A review of the literature suggests that there is a dearth of studies studying factors impacting career choices in the digital world. The limited knowledge related to the factors impacting career choices led to difficulty in attracting and retaining talent on the one hand and indecisiveness among potential employees on the other. To date, no index has tried to identify, synthesize and give relative weightage to the criteria impacting the career choices of a potential employee. This study aims to fill the above gap by creating a fuzzy analytic hierarchy process (AHP)-based index of the relevant criteria that MBA students (potential employees) weigh while making career choices.
Design/methodology/approach
Basis literature review, a conceptual framework of factors impacting career choices was created, and specific parameters were identified. Moreover, focus group discussions and interviews were conducted to refine and modify the identified factors. Respondent preferences were collected, and fuzzy AHP was used to assign relative weights to the factors impacting career choices.
Findings
The results suggest that potential employees (male) rate job security, national organization and compensation as the top three important factors determining their career choices. Whereas potential employees (female) rated national organization, growth rate of the industry and designation as the top three parameters impacting their career choices. The high emphasis on job security could be due to the great layoffs that have occurred in recent times due to the absorption of artificial intelligence and other digitization processes at the workplace. Furthermore, it was interesting to note that the ranking of job factors differed significantly across genders.
Originality/value
This relative weightage of the index can guide employers, students and business school administrators in addressing these criteria more meticulously. Furthermore, organizations may use this knowledge and index to align their employer branding strategies to attract students during campus recruitment, thus strengthening talent management practices.
The chapter explains the process and key elements of designing multiple case study design for business and social sciences researchers. Multiple case study is suitable for researching a contemporary phenomenon of which little is currently understood, such as, career path preferences of third sector social enterprise digital marketing managers in Romania and the United Kingdom. The adaptation of a multiple case study provides opportunity to draw information from personal, organisational factors and public policies that influence career path of digital marketing managers. This ensures that the issue under investigation is not explored through one lens, but rather a variety of evidence which allows for multiple facets of the phenomenon to be revealed and understood.
What does work and career success mean for those who secure their work using digital labor platforms? Traditional research on success predominantly relies on organizationally-centric benchmarks, such as promotions and income. These measures provide limited insights into the evolving nature of work and careers shaped at the intersection of digital labor platform technologies and workers' evolving perspectives. Drawing on data from a longitudinal study of 108 digital labor platform workers on Upwork, we (1) identify seven dimensions of success indicators that reflect workers' definitions of success in platform-mediated work and careers, (2) delineate three dimensions of digital labor platforms mediating workers' experiences of success and (3) examine the shifting perspectives of these workers relative to success. Based on these findings, we discuss the implications of platform-mediated success in workers' labor experiences, marked by platformic management, standardization, precarity and ongoing evolution. Our discussion intertwines CSCW scholarship with career studies, advancing a more nuanced understanding of the evolving perspectives on success in platform-mediated work and careers.
Although cultural influences are a significant factor in career decision-making and progression, cultural orientations remain underexplored in career development research. This study investigated the relationship between underlying value patterns that define cultural orientation and career development among young adults. Latent profile analysis was used to identify four different cultural orientation groups in a sample of young Australians ( N = 419; 70.5% female; mean age 20 years) based on combinations of underlying individualism (i.e., competitiveness, uniqueness, responsibility) and collectivism values (advice seeking, harmony). The four profiles were “high uniqueness” (53.6%), “low uniqueness” (27.9%), “low collectivism” (12.7%), and “low individualism” (5.8%). The “high uniqueness” and “low collectivism” groups had higher scores on protean career attitudes, career adaptability, and proactive career behaviors compared to the “low individualism” and “low uniqueness” groups, and the “high uniqueness” group reported more positive views of future employability and better current academic performance than the “low individualism” group. The results demonstrated that clusters of students can be identified based on expressed cultural values and that these groups differ on career development variables. We discuss implications for practice and theory development.
Purpose: To analyze how protean tendencies shape the career trajectories of information technology (IT) professionals. Originality: The study highlights the need for organizations to develop protean profiles to attract and retain key personnel. Design/methodology/approach: We used Gubler et al.’s (2014) model to conduct 16 semi-structured interviews with IT professionals in different areas. Findings: Value orientation was evident in engagement, job satisfaction, and attraction to dynamic employment. Participants-versatile, determined, self-directed, and open to change-sought high-quality and purposeful work they could balance with their personal lives. The study has several limitations. For example, it focuses solely on the protean dimensions of the participants’ career trajectories at the expense of other influencing factors. In practical terms, the study indicates the importance of implementing managerial interventions that meet the needs of chameleonic individuals, thereby increasing retention rates. In the Brazilian context, a lack of work standardization legislation has adverse social consequences; this is an issue that policymakers might address.
The psychological impact of social media has long been of interest and numerous studies have been conducted. In particular, it has recently been pointed out that in the process of viewing positive content posted by other users, they may compare it with their own lives and experience negative feelings. This chapter introduce the findings that such negative effects of social media are also observed among working adults who gather information for career development. Furthermore, this chapter focuses on companionship and self-concept clarity as factors necessary to mitigate these effects, and discusses how to overcome the negative effects of SNS based on the findings of previous studies.
This study examines the impact of intrapreneurial self-capital (ISC) on career self-management (CSM) via career optimism, moderated by protean career orientation (PCO), theoretically originated from the social cognitive model of career self-management (SCM-CSM) (Lent & Brown (2013) and career construction theory (Savickas, 2013). It contributes to the literature in testing a self-sustainable career model applicable to MBA students that can aid in their career planning and management. Using a cross-sectional design, data obtained from 516 final-year MBA students suggest a positive relationship between intrapreneurial self-capital (ISC) and career self-management (CSM), intrapreneurial self-capital (ISC) and career optimism, career optimism, and career self-management (CSM). A partially mediated relationship between intrapreneurial self-capital (ISC), career optimism, and career self-management (CSM) was found to be stronger for participants having higher protean career orientation (PCO). Practical implications and directions for future research have also been discussed in this study.
Amaç: Bu araştırmanın amacı, spor sektöründe çalışan kadın spor eğitmenlerinin olası kariyer sonlandırma sebeplerinin örgütsel özdeşleşme, algılanan örgütsel destek ve psikolojik sermaye ile ilişkisini ve bu üç faktörün kadın spor eğitmenlerinin olası kariyerlerini sonlandırma sebeplerini nasıl etkilediğini anlamaktır. Gereç ve Yöntem: Anket tabanlı bir kantitatif yöntem kullanılarak gerçekleştirilen bu çalışma, spor sektöründe birçok özel spor tesisi bulunan spor işletmesinin İstanbul’daki tesislerinde görev yapmakta olan 221 kadın spor eğitmenlerinden oluşan örnekleme yapılmıştır. Bağımlı değişken olarak 'Olası Kariyer Sonlandırma Sebepleri', bağımsız değişkenler olarak, 'Örgütsel Özdeşleşme', 'Algılanan Örgütsel Destek' ve 'Psikolojik Sermaye' ele alınmıştır. Veri analizi; regresyon analizi, faktör analizi ve yol analizi gibi çok değişkenli istatistiksel teknikler kullanılarak gerçekleştirilmiştir. Bulgular: Bu çalışmanın bulguları, psikolojik sermaye ile kadınların kariyer sonlandırma niyetleri arasında anlamlı bir ilişki olmadığını ortaya koymuştur. Aynı şekilde, algılanan örgütsel destek unsurunun da kariyer sonlandırma niyeti üzerinde anlamlı bir etkisi bulunmamıştır. Ancak, örgütsel özdeşleşmenin kariyer sonlandırma niyeti üzerinde istatistiksel olarak anlamlı ancak zayıf bir etkisi tespit edilmiştir. Sonuç: Bu sonuçlar, kadın çalışanların kariyer sonlandırma kararlarında bireysel ve örgütsel faktörlerin etkisinin sınırlı olabileceğini göstermektedir. Bu bağlamda kadınların olası kariyer sonlandırma nedenlerinin daha iyi anlaşılması için örgütsel faktörlerin yanı sıra kültürel ve toplumsal unsurların da kapsamlı şekilde değerlendirilmesi gerekmektedir.
Purpose
This study aims to look at the motives and dynamics of career choices in the socio-cultural values of the Bugis community. Career choice factors are rarely approached from the aspect of socio-cultural values. One indicator of extrinsic factors is socio-cultural values.
Design/methodology/approach
This study is qualitative research. The subjects of this study consisted of 34 first-semester students at vocational higher education. The research method is in the form of qualitative research through documentation, observations and interviews. Documentation was carried out to collect data on the informant’s academic achievement and background. Observations were made to observe the informants’ behavior and learning habits while in class. Interviews were used to determine motives, influencing factors and the impact of informants’ career choices.
Findings
The findings of this study indicate: (1) vocational higher education students in the Bugis community choose careers based on their own choices and other people’s choices or other people’s considerations (chosen); (2) the socio-cultural values of the Bugis community become an influential factor in the career choices of vocational higher education students in the Bugis community, both those who choose themselves and those who are elected and (3) for those who choose themselves, the socio-cultural values of the Bugis community become a factor that directly influences vocational higher education students.
Originality/value
The socio-cultural values of the Bugis people are a factor that has an indirect influence on the career choice of vocational higher education students.
Purpose
Contemporary careers are characterised by subjective career success and offer new insights into changes in the psychological contract and increased employee mobility. This paper delved into boundaryless and protean career orientations through the lens of Self-Determination Theory to understand the contextual factors that influence a shift towards such contemporary careers.
Design/methodology/approach
The paper utilised an exploratory qualitative research design aligned with an interpretivist stance using in-depth face-to face interviews to provide a nuanced understanding of contemporary careers.
Findings
The study found a sense of fulfilment, the desire for continuous learning and need for stimulation as the key individual drivers reinforcing the shift towards contemporary careers. Social capital and networking, managerial support, mentorship, sponsorship and job crafting behaviours were found to be essential in helping individuals navigate contemporary career shifts.
Practical implications
The findings offer theoretical and practical implications for both individuals and organisations, essential in managing the increasing rate of career mobility and skill labour shortage in today’s turbulent labour market environment.
Originality/value
The paper offers an in-depth understanding of why individuals are motivated to make certain career transitions and what underpinning enablers and drivers support an individual pursuit of career self-direction.
In career counseling, the 20th century was dominated by traditional and modern theories; and the 21st century by postmodern theories. The new paradigm suggests that school practices should focus more on quantitative and qualitative techniques. In career interviews based on new techniques and models, the relationships between the themes in the stories of the clients are reconstructed, leading to improvements in the structure of life and facilitating decision-making in the current situation. Constructivist approaches, which continue to develop both in terms of literature and practice, are relatively new. In fact, it can be said that it is much newer in terms of both literature and practice in Turkey. In order to contribute to the literature and draw attention to post-modern approaches, this study, which was conducted as literature research, examined the constructivist approach, post-modern model suggestions, chaos theory, and multicultural career counseling approaches within the scope of post-modern approaches in career counseling.
Purpose
The purpose of this study is to discuss the way future workplaces may operate and how careers will be developed under possible extreme scenarios.
Design/methodology/approach
We propose a thought-provoking conceptual discussion of the challenges for people’s careers under such scenarios.
Findings
We identified four such possible extreme scenarios and elaborated on the theoretical knowledge regarding the essence of each scenario. We discussed their impact on future workplaces in general and on careers in particular. These are (1) highly developed artificial intelligence and other cyber entities; (2) massive immigration due to wars, refugees and other forces; (3) widescale de-globalization; and (4) major global recession.
Originality/value
Employing the career ecosystem and sustainability theories, we identify possible outcomes and implications for theory as well as practice of managing careers under these extreme scenarios. This offers a novel perspective for individuals, organizations and policymakers at national and global levels.
In this article, a model of role transition for mid-career women taking maternity and childcare breaks is presented. Three distinct phases of a break in mid-career—opting out, staying home and opting in—are identified and at every stage, women face multifaceted challenges in navigating role transitions. Using transcendental phenomenology, various themes are identified in the lived experiences by interviewing 26 mid-career women who had opted out and opted back in after a minimum of two years. The findings indicate that participants experience both macro and micro transitions during the stages of opting out and opting in, resulting in a range of positive and negative emotions. The resulting model incorporates the environmental factors that affect this process, and results elucidate the nuanced aspects in navigating this complex transition. Emphasising a departure from traditional linear career paths, I recommend adopting the three pillars of the Kaleidoscope Career Path model—authenticity, balance and challenge—as strategies to cope with the uncertainties and challenges of mid-career women’s professional lives.
The main objective of this study is to assess the career success factors by adopting a convergent view of individual and organisational career practices in an academic career context. Due to the greater emphasis on employability as an important measure for career success, the (direct and indirect) impacts of employability perception along the relationship were investigated by distinguishing between perceived internal employability with external employability. Protean career attitude has no significant direct influence on career success, according to data from 256 Malaysian academics; rather, it has an indirect effect on career success mediated by perceived internal and external employability. Whereby, organizational learning practices significantly influence career success directly and indirectly via perceived employability. Multiple mediation analyses revealed the significant mediating effects of internal and external employability perception along the relationships between a protean career attitude, organizational learning practices, and career success, with perceived external employability having higher direct and mediating effects on career success. The study’s findings are explored, as well as their limitations and future research directions.
The purpose of this study is to determine the views of teachers about teaching career steps. The study group of the research which adopts a qualitative case study design consisted of 52 teachers working at various education levels in the 2022-2023 academic year in Türkiye. The research data were collected through a semi-structured interview form and employing interviews, and it was analyzed by content analysis. Depending on the findings, teachers' views on career steps were gathered under the themes of general, exam application conditions, professional studies and education program, and these themes were categorized under positive and negative views. While teachers found career steps positive in terms of continuous learning and professional development in general, they found it negative in terms of separating teachers and disrupting the school climate, exam-related anxiety and stress, and discrediting the postgraduate education. Some of the suggestions developed by the researcher within the scope of the research results are as follows: Continuity in practice should be ensured, the requirement of long working years for the application should be reduced, and the sixteen-year lost service periods of teachers who have not taken the exam since 2006 should be added to the ten-year and twenty-year periods. Provided that the candidacy stage has been completed, master's degree graduates in the field and in educational sciences should be given the title of expert teacher, and doctoral graduate teachers should be regarded as head teacher without a working-year requirement.
Median ammattikentän on sanottu muuttuneen rajoiltaan ja muodoltaan niin joustavaksi, että sillä työskentelevien ammatillisista urista on tullut entistä sirpalemaisempia ja yksilöllisempiä. Tässä artikkelissa tarkastelemme tilannetta vastikään journalistikoulutuksen saaneiden näkökulmasta. Kuvaamme 43 suomalaisen korkeakouluopiskelijan uraorientaatioita valmistumisen kynnyksellä, ja seuraamme heidän ammatillisia polkujaan vuoden 2020 lopusta vuoden 2023 loppuun. Tarkastelemme myös sitä, millaisessa suhteessa orientaatiot ovat liikkumiseen median ammattikentällä. Aineisto koostuu teemahaastatteluista ja kyselyistä. Teoreettinen viitekehys yhdistää Bourdieun klassista kenttäteoriaa median ammattikentän nykyisiin piirteisiin sekä uratutkimuksen käsitteisiin. Tutkimuksemme osallistujat tunnistivat mahdollisuuden vaihtaa median ammattikentällä ammatista toiseen, esimerkiksi journalismista viestintään, mutta silti osallistujat yleisimmin hakeutuivat vain tietyn ammattialan tehtäviin. Palkkatyö osoittautui selvästi yrittäjyyttä tai freelanceriutta suositummaksi. Vaikka ammatillisia polkuja tyypillisesti luonnehti prekaarius, monet etenivät median ammattikentällä yllättävänkin nopeasti kohti sen arvostettua ja vakaata ydintä. Sillä, millainen osallistujan uraorientaatio oli valmistumisen kynnyksellä, ei ollut suurta yhteyttä liikkumiseen ammattikentän hierarkiassa.
Günümüz çalışma yaşamında hem sayısal hem de etki bakımından önemli bir yer tutan Y kuşağı, dijital teknolojilerle olan etkileşimleri ve yatkınlıklarıyla önceki kuşaklardan ayrılmaktadır. Literatür incelemesi tekniğinin kullanıldığı bu çalışmanın amacı Y kuşağının çalışma kültürünü esnek çalışma kapsamında değerlendirmektir. Teknolojik gelişmeler ve esnek çalışmanın yaygınlaşmasındaki hız dikkate alınarak özellikle son 10 yıllık literatüre odaklanılmıştır. Literatür incelemesinin sonuçları, Y kuşağının değişen ihtiyaçlarına istinaden işverenlerin çalışma kültürüne ilişkin stratejilerini yenilemelerinin gerekliliğini ortaya koymaktadır. Y kuşağının esnek çalışma tercihleri, gig ekonomisinin sunduğu özgürlük ve kontrol imkânlarıyla örtüşmektedir. Bu kuşaktakiler için meslek, sabit bir beceri setinden ziyade sürekli öğrenme, uyum sağlama ve kişisel değerlerle şekillenen bir süreç olarak algılanmaktadır. Y kuşağı klasik ofislerden ziyade esnek çalışma alanlarını ve sosyal etkileşim odaklı mekânları tercih ederken, bu tercihler hem bireysel yaratıcılığı hem de sektörler arası işbirliklerini desteklemektedir. Esnek çalışma, çalışanlar için iş-özel hayat dengesini sağlamada avantajlar sunsa da izolasyon hissi, iş-ev sınırlarının bulanıklaşması gibi zorluklar yaratmakta ve iş güvencesi ile gelir istikrarını koruyan politika ihtiyacını doğurmaktadır. Çalışmada, işverenlerin ve politika yapıcıların çalışma yaşamında Y kuşağının ihtiyaçlarını nasıl karşılayabileceklerine dair öneriler sunulmaktadır.
The purpose of this chapter is to explore theory based practices to implement sustainable HRM practices to achieve organizational financial, human/social and environmental outcomes of corporate sustainability business strategy. To achieve this intention firstly, the framework of typologies of sustainable HRM highlight the sets of core and the unique characteristics of sustainable HRM practices. Subsequently, the sustainability characteristics are embedded to different HRM functions for varied jobs to achieve corporate sustainability outcomes depending on the negative interactional effects of work contexts on the organization-stakeholders care position. Secondly, the scheme of classification of sustainable HRM indicates responsible personnel, compliance personnel, transcended HRM and high-involvement HRM as four categories. Each of the categories explains various levels of organizational involvement in developing and implementing strategies for corporate sustainability. Thirdly, the framework for resource regeneration strategy of sustainable performance was used to explain that employees with high vigor and high proactivity will be able to synthesis work performance and human resource regeneration. Finally, industry and organizational barriers for management actions to embed characteristics of sustainable HRM practices to HRM functions and HRM strategies in an organization to overcome the barriers are explained.
Examines how organizations are developing competencies (individual characteristics related to effective or superior job performance) for executives. The authors study three common approaches used to create competency models: research-based, strategy-based, and value-based. Given future business needs, particularly in industries experiencing turbulent change, the authors believe another approach is needed, one that is learning-based. Guidelines for those companies developing executive competencies are given. This
continuous learning based competency would emphasize those executive attributes and skills that would help the individual in: (1) becoming aware of the need for new competencies on an ongoing basis in rapidly changing environments; (2) knowing how to develop those new competencies himself or herself; (3) transferring that learning and associated competencies where appropriate; and (4) institutionalizing learning wherever possible in the organization's culture and systems to increase organization learning and adaptability. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Two forms of unwritten contracts derive from relations between organizations and their members. Psychological contracts are individual beliefs in a reciprocal obligation between the individual and the organization. Implied contracts are mutual obligations characterizing interactions existing at the level of the relationship (e.g., dyadic, interunit). Employee/employer relations and changing conditions of employment give rise to issues not addressed in conventional transaction-oriented models of motivation and individual responses. The development, maintenance, and violation of psychological and implied contracts are described along with their organizational implications.
We study the effects of manipulating the architected direction of conditional branches. Through the use of statistical sampling, we find that about 40% of all dynamic branches and about 50% of mispredicted branches do not affect correct program behavior when forced down the incorrect path. We call such branches Y-branches. To further examine this unexpected phenomenon, we provide a characterization of the coding constructs that give rise to such branches. Examples of such coding constructs include short-circuits and ineffectual loop iterations. We provide a statistical breakdown of the frequency of these branches and their constructs. Finally, we suggest some techniques for exploiting this behavior, particularly when it results from short-circuit constructs.
This paper investigates the social context in which career decisions are made. Results show that beyond individual-level factors such as demographics and work history, individuals' decisions to change careers are socially embedded. Findings suggest that the greater the diversity of an individual's network of advisors, the greater the likelihood that an individual will change careers. In addition, this paper explores the mechanisms through which different subsets of advice relationships — instrumental versus psychosocial — affect the decision to change careers. Results show that the greater the diversity of an individual's set of instrumental relations, the greater the number of offers he or she receives during the job search process and, further, that the number of offers received is positively related to the likelihood of changing careers. The diversity of an individual's set of psychosocial relations was related to his or her confidence to overcome career obstacles. However, confidence was not, in turn, related to career change, counter to expectations. Copyright © 2001 John Wiley & Sons, Ltd.
What is my purpose in life? Why am I in this job, this organization, this industry? How did I get here in the first place? Am I working to live or living to work? How do I measure my success? Does my work serve any greater purpose? Many individuals ask these kinds of questions at some point in their lives. When faced with life and death situations, as many were during and after the September 11th attack, these questions move out of the shadows. For some of us, questioning our purpose in life and career are frequently forced to the forefront by the pressures and challenges – and sometimes boredom and emptiness – of our workplace. Still, these questions are a powerful way in which our human spirit manifests itself. Therefore, finding meaningful answers to them is one of the essential tasks we face when we attempt to integrate spirituality more fully in our lives.
Discusses the new relationship that has replaced the "old" psychological contract (i.e., job security in exchange for hard work and loyalty) between the employee and employer in recent years. This new relationship can be described in terms of "protean careers" and "protean career contracts." The protean career is independent and directed by the needs and values of the individual; the protean career contract is thus with the self rather than with an organization. According to the authors, it takes about 7 years for an employee group that has faced major organizational trauma to adjust to the new contract. It is argued that organizations and individuals find ways of accelerating the learning process. Based on their interviews with individuals in companies that have gone through major reorganizations and reductions in force, the authors identify 3 stages of adaptation. Next, they report on how organizations like Starbucks Coffee and Beth Israel Hospital are responding to the new contract by developing new forms of corporate loyalty and learning. Lessons from these companies, together with an understanding of the stages of adaptation, provide 10 steps to promoting the new "career metacompetencies" (self-knowledge and adaptability) required by the protean career contract. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article reviews and critiques developments in the measurement of career development constructs between 1971 and 1990. Changing trends in conceptualization, instrumentation, and sampling practices are examined across the career development literature as well as within the Journal of Vocational Behavior. Four substantive career development research areas are covered: stage-based and process-oriented models, career decision making, intervention evaluation, and organizational development and career orientation. Reporting practices listed under Methods are then analyzed. The article concludes with suggestions for future measurement directions.
Newsflash! A degree in psychology doesn't have to lead to a lifetime of listening to patients on couches. Whether you're a student considering majoring in psychology or already have a degree and want to begin or change your career, this is your guide to exciting opportunities that range from the traditional to the unconventional. The information goes beyond typical job descriptions. With this thorough analysis of the field, you can base your education and career decisions on practical information plus the invaluable first-hand insight of professionals who have "been there and done that."
Includes abstract. Typescript. Thesis (Ph. D.)--Fielding Graduate Institute, 2003. Includes bibliographical references (leaves 187-196). Photocopy.
An analysis is presented of psychological patterns emerging in contemporary life. The Protean style is characterized by constant shifts in identification and belief, and results from such broad factors as the velocity of historical change, the revolution in mass media, and the effects of 20th-century holocaust. The self can no longer be considered a fixed concept in psychiatry, and the term self-process is preferable.
Degree of successor insiderness/outsiderness, executive team change, and firm performance growth. Unpublished doctoral dissertation. School of Management
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The rhetoric and reality of the “new careers.” Paper presented at the Harvard Business School Conference, “Career Evolution
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95) described it, your calling or vocation is ''. . . the place. . . where your deep gladness and the worldÕs hunger meet
- Or
- Buechner
Or, as Buechner (1973, p. 95) described it, your calling or vocation is ''... the place... where your deep gladness and the worldÕs hunger meet.''
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Individual odysseys in France and New Zealand. Paper presented at the EGOS 17th Colloquium
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