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A Fresh Look at the Dark Side of Contemporary Careers: Toward a Realistic Discourse: The Dark Side of Contemporary Careers

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Abstract

In this paper we propose that careers be considered as both offering promise and the source of potential disillusionment. While the changing nature of careers and of career management requires a comprehensive perspective to highlight the characteristics and nature of careers in their entirety, most published work predominantly addresses the positive aspects of careers, leaving their darker dynamics almost untouched. We argue that while career scholars tend to clothe such concerns in euphemistic terms, contemporary career experiences may often be quite dark and include a number of undesired consequences. By linking selected career constructs and notions of organizational dark sides, we aim to advance a more balanced framework, offering a career perspective that consists of opportunities versus threats, truth versus untruth and positive versus negative aspects, all of which are inevitably embedded in careers. Thus, we call for career conceptualization and research to be less normatively biased and prescriptive and to be more grounded in reality.

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... Demissão e transição de carreira de trabalhadores na maturidade. Revista Eletrônica de Ciência Administrativa, 23 (3) de trabalhadores ocorre em condições menos vantajosas e mais instáveis quando comparadas às da posição anterior, em linha com a literatura (Baruch & Vardi, 2016;Francioli & North, 2021). Nesse sentido, nossa contribuição reside na identificação de três trajetórias distintas, inseridas no contexto brasileiro. ...
... Sobre os fatores contextuais, a combinação de um mercado de trabalho recessivo e o preconceito sofrido em função da idade parecem ter agido no sentido de limitar as opções de reinserção à disposição dos participantes, conforme mostraram os resultados da transição. Adicionalmente, esses resultados também evidenciam a limitação dos novos modelos de carreira, na medida em tendem a dar um peso excessivo à agência individual em detrimento da estrutura (Baruch & Vardi, 2016;Forrier et al., 2018;Mayrhofer et al., 2007). ...
... Azevedo, Tonelli & Silva, 2015;Fournier et al., 2011). Os resultados da transição apontaram ainda para um lado sombrio e pouco explorado na literatura de carreiras (Baruch & Vardi, 2016;Sullivan & Al Ariss, 2021), associado à mobilidade ocupacional descendente desse grupo de profissionais (Fournier et al., 2011). Todos saíram de um emprego corporativo formal e se recolocaram em posições financeiramente menos vantajosas e notadamente mais instáveis. ...
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O presente estudo teve como objetivo analisar a transição de carreira de trabalhadores na maturidade que tiveram suas carreiras corporativas interrompidas pela demissão. Participaram da pesquisa, de caráter qualitativo e exploratório, 21 profissionais, com idades entre 45 e 60 anos, que ocupavam cargos de gestão e foram desligados das organizações privadas em que trabalhavam. Os dados foram obtidos por meio de entrevistas individuais, conduzidas segundo o método biográfico. Os resultados mostraram que a transição de carreira foi influenciada por fatores contextuais e individuais, incluindo condições do mercado de trabalho, ageísmo, duração da transição, situação financeira, suporte social e características pessoais. Com relação aos resultados da transição, foram identificados três grupos, denominados excluídos, precarizados e nostálgicos, em consonância com sua posição em relação ao mercado de trabalho formal. Apesar de terem seguido caminhos diferentes, todos se encontravam numa posição notadamente pior do que a anterior à demissão. De uma perspectiva teórica, esses resultados nos permitem questionar os modelos de carreira que reforçam o viés da agência individual, relativamente aos aspectos contextuais. De uma perspectiva aplicada, ao trazer evidências da vulnerabilidade de trabalhadores maduros, esperamos chamar a atenção para a necessidade de políticas públicas e práticas organizacionais voltadas à valorização desse grupo profissional.
... A sobrecarga laboral gera sintomas psicossomáticos, que quando somatizados podem motivar o trabalhador a ter maior desempenho (Safatle;Silva Junior;Dunker, 2021). Vale notar que a extrema flexibilidade e instabilidade laboral podem nos tornar menos criativos, criando mais estresse e ansiedade ao invés de motivação (Baruch;Vardi, 2016;Canclini, 2012). Essa apropriação neoliberal foi uma forma de legitimar a expansão da precarização do trabalho. ...
... A sobrecarga laboral gera sintomas psicossomáticos, que quando somatizados podem motivar o trabalhador a ter maior desempenho (Safatle;Silva Junior;Dunker, 2021). Vale notar que a extrema flexibilidade e instabilidade laboral podem nos tornar menos criativos, criando mais estresse e ansiedade ao invés de motivação (Baruch;Vardi, 2016;Canclini, 2012). Essa apropriação neoliberal foi uma forma de legitimar a expansão da precarização do trabalho. ...
... O declínio do teatro de grupo do Brasil, por exemplo, acompanha uma tendência global: a crise do modelo de carreira linear da sociedade capitalista liberal. "Os trabalhadores de hoje podem se identificar mais com sua profissão e menos com sua organização, com um impacto subsequente em seu desempenho e atitudes" (Baruch;Vardi, 2016, p. 357, tradução nossa). Isso gera impacto sobre a longevidade dos projetos teatrais, cada vez mais curtos, e molda os profissionais. ...
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O artigo analisa as condições de trabalho no sistema teatral brasileiro contemporâneo a partir de uma bibliografia multidisciplinar e dados produzidos em uma pesquisa quali-quantitativa realizada em 2021, com 157 profissionais do teatro de Porto Alegre atuantes entre 2010 e 2020. Apesar do ideal romantizado, observa-se um processo de precarização do trabalho, movido pela marcha capitalista neoliberal, com consequências degradantes na sustentabilidade dos sistemas teatrais, na longevidade de produções artísticas e na saúde mental dos trabalhadores. Nota-se ainda uma reprodução de desigualdades sociais no mercado teatral, que agrava as condições de profissionais pertencentes a grupos minoritários.
... Considering careers as "the evolving sequence of a person's work experiences over time" (Arthur, Hall, and Lawrence, 1989, p. 8) is an umbrella concept. Over the last few decades, especially from the second half of the 1970s, significant changes in labor organization affected not only the dynamics of the labor market but also how workers build, transform and maintain their careers (Baruch & Vardi, 2016;Briscoe et al., 2006;Hall, 1976Hall, , 1996. Changes at the macro level, characterized by a more unstable, turbulent, and much less predictable environment, were thus accompanied by theoretical currents in career studies. ...
... The individual, not the organization, is responsible for the success of their professional trajectory. This movement has been accompanied by a diversity of theoretical contributions, such as the boundaryless, the protean, the post-corporate, or the multidirectional careers concepts, to cite just a few (Baruch & Vardi, 2016). ...
... However, the space where individuals experience their careers is shaped and formed by multiple issues that manifest at different levels (Mayrhofer et al., 2007), are influenced by different actors (Guimarães, 2008;King et al., 2005), and present themselves in diverse ways to distinct groups of workers (Baruch, 2015;Baruch & Vardi, 2016;De Vos et al., 2020). Considering that this movement occurs in a temporal and locally situated context, the relationship between cities and careers is experienced by individuals in multiple and multidimensional aspects (Tams et al., 2021). ...
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The local peculiarities that govern labor relations influence individuals’ agency in their career trajectories. The study of cities as a context in which careers develop has received little attention from scholars, highlighting a research gap based on understanding the city as a new analytical level. This study aims to analyze how international literature articulates the constructs of careers and cities from human capital, ecosystems, innovation, and sustainable development perspectives. Through a systematic literature review using the Web of Science database and the Iramuteq® software, we examine 42 previous studies in four main categories: city livability and attractiveness, labor market and mobility, organizational work and expatriation, and educational system. Using an interdisciplinary approach, we present four assumptions to foster future empirical research. As contributions, this study put together areas with a little academic approach, opening spaces for deeper investigations and fruitful possibilities for scholars, urban planners, and policymakers. We conclude that career management is not just an individual endeavor but part of a wide ecosystem that must be analyzed collectively, within the scope of employability, labor market, educational system, talent, human capital, attractiveness, and livability, demanding integrated actions and partnerships between the individuals and public and private sectors.
... Third, we respond to calls for career research to look at non-traditional careers beyond those that play out between an individual and their employer (Baruch and Sullivan, 2022;Cropanzano et al., 2022). From a practical perspective, our study highlights how what Baruch and Vardi (2016) term the 'bright side' and 'dark side' of careers plays out within a digital micro-entrepreneur, facilitating individuals to make better-informed career decisions. ...
... Therefore, our study also seeks to build on the agentic and contextual factors of RQ1 by exploring the intricate and dynamic interplay between the two. Such an approach helps to understand what Baruch and Vardi (2016) This knowledge gap is problematic since digital micro-entrepreneurs engage in frequent and direct communication with their followers in their uniquely placed context, requiring significant efforts and continuous development of these para-social relationships between these entrepreneurs and their followers (Yeh et al., 2020). The people they interact with online are considered fans rather than friends or strangers, and these relationships are carefully maintained to sustain popularity. ...
... Examining the interaction of agentic and contextual factors in influencing the career sustainability of digital micro-entrepreneurs led to the identification of four paradoxes, highlighting how romanticised narratives of digital micro-entrepreneurs fail to consider what Baruch and Vardi (2016) call the dark side of contemporary careers. ...
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Purpose Drawing on a framework of sustainable career theory, this paper aims to understand the interplay of agentic and contextual factors for digital micro-entrepreneurs to lead sustainable careers. Design/methodology/approach Eighteen YouTube content creators in India participated in semi-structured interviews, offering coverage of digital content creators across acting, cosmetics, finance, fitness, food, law, modelling, music, teaching, travel, and video games. Findings The findings showed three agentic and three contextual themes associated with the career sustainability of a digital micro-entrepreneur. Additionally, four paradoxes were identified, capturing the interplay between the agentic and contextual themes. Practical implications The career of a digital micro-entrepreneur is a dichotomy of promising hope, stardom, and flexibility while concealing challenges like precarity, hate comments, and financial instability. Knowing this can help individuals make better-informed career decisions. Originality/value The study advances sustainable career theory by capturing insights from digital micro-entrepreneurs in India to understand the interplay of agentic and contextual factors that create a series of paradoxes for such individuals to navigate over time.
... Additionally, context and culture in management research can influence findings (Baruch and Vardi, 2016). While studies exploring the intelligent career framework are often carried out in individualistic societies (e.g., Australia, Canada, United Kingdom (UK) and United States of America (USA)), there still needs to be more emphasis on empirical testing in countries with more clientelistic practices (e.g., Brazil, Greece, Namibia, T€ urkiye) (Hofstede et al., 2010;Kyriacou, 2023). ...
... Taken together, these findings also show the dark side of careers (Baruch and Vardi, 2016). We see how performance appraisal outcomes, access to training and development, promotion and information are linked to political connections with decision-makers, whereby knowingwho determines access to knowing-how elements. ...
... Taken together, these findings further develop the dark side of careers (Baruch and Vardi, 2016). We see how knowing-why can provide a counterbalance to an individual who is politically blocked in their careers by being denied access to skills development (knowinghow), promotion (due to knowing-whom) and the complacency some participants witness in their colleagues. ...
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Purpose The purpose of this study is to empirically test the intelligent career framework in a public sector setting in a country with a clientelistic culture to inform human resource management strategies. Design/methodology/approach Based on a qualitative methodology and an interpretivist paradigm, 33 in-depth interviews were conducted with Greek civil servants before the COVID-19 pandemic. The interview recordings were subsequently transcribed and coded via a blend of inductive and deductive approaches. Findings Outcomes of the study indicate that in a public sector setting in a country with a clientelistic culture, the three dimensions of knowing-whom, knowing-how and knowing-why are less balanced than those reported by findings from private sector settings in countries with an individualistic culture. Instead, knowing-whom is a critical dimension and a necessary condition for career development that affects knowing-how and knowing-why. Originality/value The theoretical contribution comes from providing evidence of the dark side of careers and how imbalances between the three dimensions of the intelligent career framework reduce work satisfaction, hinder career success and affect organisational performance. The practical contribution offers recommendations for human resource management practices in the public sector, including training, mentoring, transparency in performance evaluations and fostering trust.
... As the old psychological contract became obsolete, a new psychological contract was formed, when firms would provide employees with work experiences and growth opportunities to remain marketable, while employees would provide current performance on the job (Baruch and Rousseau, 2019). With that, Baruch and Vardi (2016) question to what extent employees are in charge of their careers if organizations have power over whom to employ, and when access to information and social capital create inequalities and barriers for people who do not have sufficient external resources. ...
... The other issues are ambiguity in the definition of boundaries; an implicit assumption of personal agency, which limits the application of the theory to less privileged groups of employees; the normalization of boundaryless careers as the dominant form of careers (as opposed to the traditional organizational careers that are still relevant); and a lack of empirical support for the above-mentioned normalization (Inkson et al., 2012;Rodrigues and Guest, 2010). Baruch and Vardi (2016) note that while boundarylessness may be positive for some people, for others it may increase confusion, anxiety and stress. Finally, Kost et al. (2020) question the applicability of boundaryless careers to the rising gig economy trend, calling it "an oxymoron": while there is a growing number of limited-term projects and work platforms that provide more flexibility and choice to individuals, this work format does not provide consistent support for employee development, which then limits the employees' professional growth, and, as a result, their mobility. ...
... First, it is not applicable to all working society, as it is not appealing to change-averse individuals. Second, constant changes may cause additional stress and burnout as well as limit one's ability to master a specific job before moving on to the next one, thus limiting opportunities for major achievements (Baruch and Vardi, 2016). ...
... Yet, some interns may find it easier to build positive relationships at work than others. In the current research, we expand research on the connection between vocational behavior and dark personality traits (Baruch & Vardi, 2016;Byington, Felps, & Baruch, 2019;Hirschfeld & Van Scotter, 2019), which is an underexplored area in vocational research, by examining the extent to which narcissism influences interns' relationship building with supervisors and colleagues at work. ...
... In summary, we contribute to the insights into the 'dark side' of vocational behavior (Baruch & Vardi, 2016;Byington et al., 2019;Hirschfeld & Van Scotter, 2019) by adding to the scarce literature on follower narcissism and how it relates to early career workplace relationships interns develop with their leaders and colleagues during their internship period. Relatedly, we contribute to the knowledge around antecedents of workplace relationships in the form of LMX and MMX by investigating a 'dark' follower personality trait (Hirschfeld & Van Scotter, 2019). ...
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Internships offer the opportunity for students in higher education to have their first work experience and start building professional relationships. However, the ways in which these experiences and relationships unfold may differ significantly. In this study, we connect the dark side of personality to vocational behavior by examining the role of narcissism in early-career relationship building at work. Although narcissists often make a good first impression as being charming and extravert, this positive impression likely changes and turns negative after a period of time. While this effect has been shown in groups settings, it has yet to be replicated in a real organizational setting. We propose and test a three-way interaction model using data from interns who were rated in terms of their relationship qualities by their supervisor (Leader-Member Exchange, LMX) and their colleagues (Member-Member Exchange, MMX). Our results indicated no effect for the duration of the work relationship but an effect for groups size. Specifically, narcissistic interns working in smaller work groups were rated lower in LMX and MMX than those working in larger groups. These results have implications for future research on narcissism and the use of other ratings in organizational settings. They also have implications for the practice of hiring interns as members of staff.
... Contemporary writing on careers take for granted a positive approach from both employees and employers (Arthur, 2014;Hall, 2002). This optimistic view was recently challenged by the 'opt-out revolt' (Mainiero & Sullivan, 2006) and insights into the dark side of contemporary careers (Baruch & Vardi, 2016;Paleczek et al., 2018). More research is needed on guiding HR managers, as well as the individuals concerned, on the career implications of NIM behavior. ...
... Another possible direction is the anticipated impact of NIM on careers, as a feature of the dark side of organizational phenomena (Baruch & Vardi, 2016). When NIM succeeds (and in our studies it is overwhelmingly successful), the outcomes-while conventionally classified as negative-are in line with the intention. ...
... Boundaryless career is also defined by where the individual who will manage the organization and other characteristics are the existence of organizational crosses or boundaries (Baruch & Vardi, 2016). Individuals have a willingness to have cross-border organizational relationships and pursue the existence of other job or career opportunities. ...
... Boundaryless career is something that is managed by an individual himself rather than concerned with the organization, indicated by the cross of the organization and also full of uncertainty in higher employment (Baruch & Vardi, 2016). A person with a boundaryless career in himself can free the individual to make their choices as for the future of his career and they can choose for themselves in developing their skills. ...
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This study examines the relationship between boundaryless career orientation and career optimism. Researchers tested and explored the possible moderating roles of both variables, namely career decision self-efficacy and career adaptability to the boundaryless career orientation and career optimism relationship. The survey was conducted on 192 accounting students in Indonesia to collect data. This research uses Smart-PLS to process and analyze data. The results showed that boundaryless career orientation is positively associated with career optimism. In this study, it was also shown that career decision self-efficacy and career adaptability successfully moderated the relationship between boundaryless career orientation and career optimism.
... Career development challenges, particularly for administrative employees, are often characterised by gaps in operational experience, limited professional networks, and the impact of organisational stigma. Research shows that these barriers can affect individuals' motivation and perceptions of their career advancement potential (Baruch & Vardi, 2016). However, the importance of effective adaptation strategies also emerges as a solution. ...
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This research examines the application of the merit system in the first placement of officers graduating from the Police Academy in the National Police Traffic Corps (Korlantas Polri) and its impact on career development. Using a descriptive qualitative approach, this study analyses the challenges faced by teenage officers placed in administrative positions and their effectiveness on motivation and job satisfaction. Data were collected through in-depth interviews with teenage officers, National Police Traffic Corps (Korlantas Polri) officials, and relevant stakeholders, and supported by documentation studies. The results showed that academic rank-based placements neglect practical abilities and leadership skills. Administrative placements are often perceived to hinder career progression and can lead to demotivation. The research recommends the need for a balance between academic assessment and practical competence in placement, as well as the implementation of more flexible and transparent policies to ensure sustainable career development. The research recommends several measures for HR development in National Police Traffic Corps (Korlantas Polri), including an integrated rotation programme, the use of technology for performance assessment, and cross-field mentoring programmes. In addition, policies that support gender equality and diversity in deployment and strengthening the merit evaluation system are also needed for long-term effectiveness. Periodic evaluation and a holistic approach to human resource management are also needed.
... Nas últimas décadas, os estudantes de administração têm testemunhado mudanças nas novas relações de trabalho e nos novos tipos de carreiras (Atangongo et al., 2024;Baruch & Vardi, 2016). Além disso, as transformações no mundo do trabalho, na economia, na sociedade e na tecnologia têm resultado em mudanças dramáticas na natureza do emprego (Maggiori et al., 2017). ...
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Objetivo: investigar os fatores que influenciam as escolhas de carreira/curso de Administração da Universidade Federal do Amazonas (UFAM). Metodologia: O estudo utiliza um conjunto de regressões estruturais para analisar dados de 512 estudantes, examinando as motivações reais pressuposto na escolha do curso. Resultados: Os resultados revelam que fatores internos, como interesses pessoais, oportunidades de crescimento, ambiente de trabalho e expectativas de carreira, além de fatores sociodemográficos, são determinantes na escolha do curso de Administração. Ao contrário dos achados empíricos, fatores externos, interpessoais e institucionais não mostraram significância estatística. Originalidade: A originalidade do estudo reside na combinação de diferentes perspectivas para analisar a escolha do curso, proporcionando uma compreensão abrangente das motivações dos estudantes na região amazônica. Os achados podem informar políticas educacionais e programas de apoio específicos para melhorar a orientação de carreira e o desenvolvimento profissional dos estudantes na região.
... Hall et al. (2018) suggested that the relationship between PCO and career outcomes could depend on the organizational context. In work settings that support agentic attitudes and autonomy, such as educational settings, the relationship between PCO and work outcomes may be more pronounced than in more rigid work contexts (Baruch, 2014;Baruch et al., 2016;Baruch & Lavi-Steiner, 2015). High PCO individuals displayed higher levels of resilience in their job search when moving from unemployment to reemployment (McArdle et al., 2007). ...
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The elements of a basic protean career orientation are basic elements of human needs for growth and meaningful occupational productivity. However, a significant percentage of lecturers in Nigerian universities find it difficult in practicing their value driven-career attitude and self-directed behavior. Thus, this descriptive study sought to assess the demographic factors that influence lecturers’ dimensions of protean career orientation: value driven-career attitude and self-directed behavior in North-central Universities, Nigeria. Four hundred lecturers were purposely selected from Kogi State University, Anyigba, Benue State University Makurdi and Federal University of Lafia, Nigeria as respondents using self-structured questionnaires. Data were analyzed using descriptive statistics. The study found age and gender (70.2%) as influencing lecturers' value-driven career attitude while educational level and gender influences their self-directed attitude. The study discovered further that job and career satisfaction, organizational commitment, task performance, self-management behavior and career productivity were the influence protean career orientation had on lecturers work outcome in North-central universities, Nigeria (97.2%). However, 70.2% of lecturers in the study settings could not practice their protean career orientation effectively. Poor motivation, lack of adequate infrastructural facilities, teaching of large classes, poor staff development and strike actions were the barriers identified (68.4%). The study recommends among others that the Nigerian universities should provide organizational support that actively engages employees in the management of their own career as well as formal training and education on value-driven and self-directed attitudes so as to encourage positive values among lecturers.
... Mesmo diante de tamanha complexidade, a literatura sobre a tomada de decisões de carreira ainda permanece majoritariamente imersa em uma visão racional e prescritiva do ser humano, que considera que os indivíduos possuem acesso a um autoconhecimento bastante preciso e a informações confiáveis sobre o mercado de trabalho e oportunidades existentes (Baruch & Vardi, 2016;Krieshok et al., 2009;Lent & Brown, 2020), não conferindo a devida atenção às condições e ao contexto em que os processos de autorreflexão, coleta de informações ou tomada de decisão profissional ocorreram (Lent & Brown, 2020;Martin & Sbicca, 2020). Segundo Lent e Brown (2020), tal perspectiva sobre o comportamento dos indivíduos tem como fundamento a Teoria da Utilidade da Economia Clássica, em que seres humanos são considerados agentes racionais que buscam maximizar a utilidade esperada ao tomar uma decisão. ...
Article
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The literature on career still predominantly remains immersed in a rational and prescriptive view of the human being, giving little emphasis to cognitive and emotional aspects that influence professional decision-making. This gap can be reduced through the interplay of career studies with the field of economic psychology, an academic field which studies the psychological processes of judgment and decision-making behaviors, to optimize finite resources. This paper presents the main contributions of this field of psychology to better understand professional decision-making. It is expected to foster the adoption of new theoretical perspectives, enabling advancement in academic and methodological discussions, as well as expanding career intervention possibilities.
... The total uncertainty and instability in Ukraine due to the war force researchers to seek new opportunities for resuming scientific activities. After all, as observed by Baruch and Vardi (2016), the lack of opportunities is especially acutely experienced in these periods of instability and uncertainty. Hall (2004) justifies the involvement of new resources and the search for opportunities that allow one to overcome unexpected challenges and traumas as crucial to achieving favorable outcomes. ...
... Constructive thinking is vital in recognizing and creating new ideas to tackle problems (Carmeli et al., 2006). Lastly, resilient employees are realistic (Baruch and Vardi, 2016;Coutu, 2002), emotionally balanced (Masten and Reed, 2002;Marques and Berry, 2021), skilled in positive coping Hendriani, 2018) and open to new experiences which give her/him the astonishing ability to manage changes (Avey et al., 2006) and deal with difficult situations creatively . Moreover, resilient people can convey their positive emotions to others (Fredrickson, 2004), which can assist them in providing a supportive atmosphere that accelerates IWB. ...
Article
Abstract Purpose This paper explores the direct and indirect effects of family emotional, social and organizational support on Innovative Work Behavior (IWB) through psychological capital (Psy.Cap). Design/methodology/approach Selected by conducting stratified random sampling techniques, 397 employees completed a questionnaire. We used structural equation modeling and multi-group testing by Smart-PLS3 to analyze the data. Findings Findings reveal that all sources of social-emotional support, including family, supervisor and co-worker support, positively affect Psy.Cap. Moreover, Psy.Cap mediates the effect of family, co-workers and supervisors' emotional support on IWB. The multi-group analysis indicates that all relationships in the model are significant for both groups of males and females; however, there are no significant differences in the link between organizational support and psychological capital, as well as family and co-worker support and innovative work behavior between males and females. The study's results demonstrate the significantly higher impact of family emotional support – Psy.Cap and supervisor support on IWB amongst females compared to their male counterparts. Originality/value The implications of this research highlight the importance of considering affective factors on employees’ IWB, as well as the differences between genders in this regard.
... Career management literature started to highlight that the classical organizational systems expecting working women to be "super women" with all workplace and out-of-work responsibilities (Mainiero and Sullivan, 2005), while also they are being faced with discrimination and unfair negative treatments (Karataş-Özkan and Chell, 2013). Baruch and Vardi (2015) reported contemporary career concepts at both individual and organizational levels, highlighting the need for a more balanced career discourse. This emphasizes the importance of acknowledging and addressing the negative consequences of career uncertainty, boundarylessness, and constant navigation on organizational members. ...
... Career management literature started to highlight that the classical organizational systems expecting working women to be "super women" with all workplace and out-of-work responsibilities (Mainiero and Sullivan, 2005), while also they are being faced with discrimination and unfair negative treatments (Karataş-Özkan and Chell, 2013). Baruch and Vardi (2015) reported contemporary career concepts at both individual and organizational levels, highlighting the need for a more balanced career discourse. This emphasizes the importance of acknowledging and addressing the negative consequences of career uncertainty, boundarylessness, and constant navigation on organizational members. ...
... With traditional employment relationships giving way to alternative arrangements, the notion of a career has evolved towards continuous adaptation and skill acquisition (De Vos et al., 2019). Amidst uncertainty, individuals and organizations must navigate career development effectively (Baruch & Vardi, 2016). Robust career competencies are essential for success in a boundaryless labor market, including motivation, knowledge acquisition, and networking (Jo et al., 2023). ...
Article
The increasing demand for flexibility and adaptability among workers underscores the necessity to explore the outcomes of enhanced proactivity in employees. This study explores the role of job crafting and career competencies (i.e., knowing why, knowing how, and knowing whom) in the relationship between boundaryless career orientation and opposite indicators of subjective career success (i.e., work engagement and job insecurity). Data collected on a sample of 1431 Italian workers (75.5% females; Mage = 37.95) were tested using nested models via Structural Equation Modeling. The results provided support for a significant serial mediation pathway from boundaryless career orientation to work engagement and perceived job insecurity through the subsequent role of job crafting and career competencies. This study sheds light on the protective role of a boundaryless career orientation in fueling a proactive attitude to navigate the progressive fading of traditional career paths and employment stability while sustaining workers’ engagement.
... El deseo de una mejor vida laboral fuera de Brasil está perdiendo fuerza con el tiempo. Como lo anuncian Baruch y Vardi (2016), las consecuencias no deseadas a lo largo de las elecciones profesionales se presentan lentamente. La gig economy, por tanto, se presenta como un fructífero evento laboral contemporáneo para este propósito. ...
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This paper aims to: a) understand what the fourth wave of Brazilian male immigrants in Portugal looks like from 2015 to 2020; b) identify and describe the characteristics of two groups of Brazilian male immigrants in Portugal; and c) compare two trajectories of more and less precarious labour market insertion among men in the context of the fourth wave. To this end, this predominantly qualitative research conducted 30 interviews with Brazilian men. We identified two groups of Brazilian male workers: 1) skilled workers working in their area of training; 2) skilled or unskilled workers working in the digital labour market. The groups were analyzed according to their labour and professional insertion. The results point both to the importance of studies on masculinities in the field of migration, and to the existence of a new Brazilian migration wave that is predominantly heterogeneous, in precarious and non precarious jobs. Moreover, in both groups we note a loss of both invested human capital, followed by job insecurity (Fleming, 2017) and a loss of investment in skills, observed in transnational mobility (Nowicka, 2012).
... It is important to recognize that building a meaningful career involves tensions, conflicts and ambiguities for the individual, especially for women (Baruch & Vardi, 2016). In light of these observations, the sustainable career perspective requires an understanding of the ways in which women deal with these aspects as they build alignment between their career and the professional, personal and family demands in their lives (Bandeira et al., 2020). ...
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Este artigo analisa como as carreiras das mulheres empreendedoras são construídas a partir da lente teórica da Carreira Sustentável. Foi realizada pesquisa qualitativa e interpretativa utilizando o método história de vida com duas mulheres empreendedoras que desenvolveram empreendimentos sustentáveis. O estudo identificou nas narrativas o surgimento de fatores influentes em suas carreiras, como dilemas desorientadores, maternidade, rejeição de modelos corporativos, busca por qualidade de vida e autorrealização, além de longas jornadas diárias de trabalho e dificuldades em conciliar suas carreiras. atividades profissionais com suas outras funções. A sustentabilidade aparece como elemento central, seja em relação às suas carreiras, como em seus empreendimentos, que se diferenciam de outras formas individualistas de inserção no mundo do trabalho, considerando que valorizam e atuam em prol do bem-estar coletivo.
... In the past, a career was thought of as a steady path that an employee would take over a long period. The globalization of labor and the economy, however, has made careers today unpredictable, unstable, and complex for talented people (Baruch and Vardi, 2017). ...
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In this study, talent management, which is extremely important for innovation, is examined from a knowledge-centric perspective and the impact of this approach on product and process innovation is discussed. The mediator role of an innovative culture is also evaluated in the study. All evaluations were assessed through a survey conducted with the participation of 102 mid or top-level HR managers from Turkey's largest 1000 industrial organizations. As a result of the research, it was found that the knowledge�based talent management approach has a positive impact on product and process innovation. The research's findings underscore the crucial role that knowledge-centric personnel management plays in fostering the development of new products and business models, and they opine that this impact may even outweigh that of innovative organizational cultures. To improve their ability to innovate and maintain competitiveness in the fast-paced business climate, organizations should give employees' knowledge and skill development top priority. Organizations should also be aware of the intricate relationships that exist between organizational culture, innovation outcomes, and talent management, and they should modify their tactics in accordance with these relationships. Key words: Knowledge-based talent management, Product and process innovation, Innovative culture
... Nevertheless, this is not to imply that younger academics are not interested in commercialization; as novice researchers and entrepreneurs (Wiklund & Shepherd, 2008), they tend to generate many novel or original scientific and technological outputs and projects. In terms of career development (Baruch & Vardi, 2016), AE is imbued with opportunities and constraints for many under-represented groups. ...
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Academic entrepreneurship (AE) has gained widespread acclaim globally for bridging the gap between academia and industry, as well as addressing the issue of socio-economic inclusion and the impact of research. In this paper, we both relate to, and extend scholarly work in the domains of AE and social inclusion by investigating the process of AE from an interplay of institutional logics perspective, with an emphasis on the diversity strands to which academic entrepreneurs belong. Drawing on extensive fieldwork of 55 academic researchers affiliated with 6 UK universities, our findings highlight the co-existence of profession, science logic and market logic, combined with the new logics that we introduce—diversity and impact logics—in capturing value through AE for addressing social inclusion. We make an empirical and theoretical contribution by demonstrating the instrumentality of these logics as enablers and constraints on the process of AE. We also advance the theory on logics and AE by demonstrating how the intersection of logics creates different kinds of salient points and pressures for academics and university policy makers. Closely linked to this, we make policy contributions by putting forward policy insights that are bottom-up and tailored based on a thorough understanding of the experiences and views of academic entrepreneurs.
... The protean career is a widely acknowledged concept in contemporary career literature. Despite its popularity, protean career theory (Hall, 1976) remains largely unchanged and under-examined almost four decades after its conception (Baruch & Vardi, 2016;Gubler et al., 2014). The protean career theory suggests two main principles underpin a protean career. ...
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The protean career is a values-driven and self-directed career where individuals seek greater independence in their work. Despite its increasing prevalence, the ways in which a protean career might develop over time outside of a traditional organisational setting is under-researched. This article draws from a dissertation research project exploring how nine protean career-changers narratively construct and understand their protean career path outside of the organisational setting. A new model of protean career change is proposed; it suggests that protean career change can be understood based on a narrative template known as the Hero’s Journey. This model can be utilised by career practitioners and researchers to understand, facilitate, and optimise protean career change.
... Every deliberate action of a member of the organisation who violates common organisational norms and expectations; or values, codes and central social standards of good conduct (p. 151; also see Baruch and Vardi, 2016). ...
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Purpose This paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new constellation of variables, some of which have never been researched as antecedents of turnover behaviour, particularly during a pandemic or crisis. Namely, the main aim, among others, is to answer the research question: does IT employees’ perception of the quality of their supervisors’ virtual listening in the pandemic and crisis era, when employees and managers work remotely, will negatively affect turnover behaviour? If yes, in which constellation of antecedents the virtual listening effecting on turnover behaviour? Design/methodology/approach Logistic regression analysis was conducted to test the hypotheses via SPSS 26 and PROCESS (Model 6). The variance inflation factor was calculated to test multicollinearity. Interaction was tested using the Hayes and Preacher PROCESS macro model. The researchers also used the J-N technique test (Johnson–Neyman via process). The supplemental analysis used also PROCESS MACRO (IBM Corp., Armonk, NY, USA, 2023) Model 4 and Bootstrap test. Findings The findings show that perceptions of supervisors’ virtual listening quality as rated by their employees moderated the relationship between organisational deviance as a type of organisational misbehaviour (OMB) and turnover behaviour and had the strongest effect on turnover behaviour beyond other key predictors (organisational deviance as a type of misbehaviour, turnover intention, job satisfaction, embeddedness and alternatives in the labour market). Alternatives to current work moderated the association between the perception of managers’ virtual listening behaviour as rated by their employees and turnover behaviour. Specifically, when alternatives in the labour market were high or medium, the perceived quality of managers’ virtual listening reduced turnover behaviour. Finally, the perception of the IT employees supervisors’ virtual listening moderated the relationship between organisational deviance and turnover intention among high-tech employees. Originality/value Evaluating supervisor listening in the high-tech firm may have value in terms of its relationship to outcomes such as retaining employees, turnover intention and especially turnover behaviour. The effect on turnover behaviour and of that new constellation of antecedents on turnover behaviour when people work remotely was not researched yet and important for the post COVID-19 era. Additionally, in contrast to most studies of turnover, this study also focus on the positive aspects of turnover and especially turnover behaviour to organisations in general and especially to high-tech firm and not just the negative aspect as was researched until now. Another contribution is the finding that when employees perceived their managers’ virtual listening quality as high, the effect of deviance as a type of OMB on turnover behaviour was positive. Namely, the listening as a moderator and turnover assisted in making the organisation cleaner from inappropriate behaviour. Additionally, when alternatives in the labour market are high or medium, perceived quality of virtual listening of managers as rated by their employees can reduce turnover behaviour. This virtual listening–turnover relationship and the moderator of alternatives to current work had not previously been found in the turnover literature and this is also significant a contribution to the turnover and withdrawal literature.
... Dalam banyak hal karir biasanya direncanakan dan dikelola untuk individu oleh perusahaan atau organisasi (Baruch, 2004). Hal tersebut dapat dilakukan oleh individu maupun struktur organisasi yang dapat membentuk peta jalan serta menyediakan posisi yang dapat diidentifikasi, hubungan antara posisi jabatan tersebut dan kompetensi yang diperlukan untuk mengisinya (Baruch & Vardi, 2016;Clarke, 2013). Melalui cara tersebut, perusahaan atau organisasi menjalankan peran sebagai pengelola karir bagi karyawannya. ...
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Asesmen pengembangan karir dilakukan sebagai salah satu praktik pengelolaan karir yang ditujukan untuk mendapatkan gambaran Studi ini bertujuan untuk melihat kesesuaian antara kompetensi, minat, potensi, dan kepribadian subjek dalam posisi yang akan dipromosikan. Subjek pada penelitian ini merupakan 1 orang yang merupakan karyawan PT. X. Subjek sedang berada pada masa asesmen yang merupakan suatu masa di mana dia akan dipromosikan ke dalam posisi supervisor. Penelitian ini menggunakan metode tes psikologi dan metode wawancara. Data dianalisis menggunakan analisis deskriptif dan kualitatif. Hasil penelitian menunjukan bahwa subjek direkomendasikan ke dalam posisi Supervisor SDM karena telah memenuhi persyaratan kompetensi jabatan dan minat yang dibutuhkan untuk dipromosikan. Hasil penelitian juga menunjukan bahwa subjek tidak direkomendasikan ke dalam posisi Supervisor CSR & Umum karena terdapat kompetensi inti yang belum sesuai dengan persyaratan promosi.
... Current studies reveal the double-sided role of PCO in the organization. Some proposed the dark side of PCO in the organization (Wiernik & Kostal, 2019;Baruch & Vardi, 2016), finding the orientation detrimental to organization (e.g., decreased organizational commitment and intention to stay; Supeli & Creed, 2016;Briscoe & Finkelstein, 2009), while others got the different findings (e.g., Baruch et al., 2015) and even argued that high-PCO employees benefit organizations Hall et al., 2018). Such mixed conclusions make it insufficient to explore how PCO influences organizational career growth based on the features of this orientation. ...
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Protean career orientation is important for people to achieve career development in the unstable career environment, but less is known about how this orientation affects one’s career development within the organizational context. Based on trait activation theory and leader-member exchange theory, this study explored the mediating roles of supervisor perceptions (i.e., supervisor-perceived employee-organization fit and supervisor-perceived proactive employee behavior) and the moderating role of job autonomy in the relationship between employee’s protean career orientation and organizational career growth. Using a leader-member dyad data from 760 questionnaires, we found support for the mediating effects of supervisor-perceived employee-organization fit and proactive employee behavior. Our findings also showed that job autonomy weakened the mediating effect of supervisor-perceived proactive employee behaviors on the relationship between protean career orientation and organizational career growth. By taking an interactionist perspective, this study contributes to the literatures on protean career orientation and organizational career growth.
... However, HR professionals come from different educational backgrounds and therefore lack an analytical maturity. Also, implementation of HR analytics is challenging as managers encounter technological stress with short, dynamic technological cycles, perishable information and rapidly changing learning environment which demands managers to learn and unlearn interfaces (Baruch and Vardi, 2016;Bondarouk and Brewster, 2016;Vrontis et al., 2021). Many HR personnels fail to have exposure to the information technology systems and often misuse such technology due to their unexperienced and unstructured behavior. ...
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The role of human resource management in organizational performance has been an area of interest for decades. There is an ongoing change in the field with the advent of digitalization and analytics. HR professionals have to face the new realities and be acquainted with the rapid developments for competitive edge. Therefore, this paper extends an understanding on the aspect of analytics with respect to the field of Human resource management. The research draws the reader's attention towards the necessity of HRA, along with the benefits. Also, the reasons for the sluggish growth of HRA has been discussed which are further backed with recommendations. The insight not just provides managerial implications for restructuring of organizations but also serves as a basis for future research and development.
... If the career literature dominantly continues to disregard economic and employment restrictions of some work contexts, there is a risk of creating unrealistic career expectations in individuals living in less favorable contexts (Baruch & Vardi, 2016). As much of the career literature is produced in countries with more favorable structural conditions, a dictatorship of happiness can be created in working environments such as Brazil (Felix & Cavazotte, 2019), in which individuals are socially pressured to pursue a calling and live a purpose. ...
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any purpose, even commercially, if provided, in a clear and explicit way, the name of the journal, the edition, the year and the pages on which the paper was originally published, but not suggesting that RAM endorses paper reuse. This licensing term should be made explicit in cases of reuse or distribution to third parties. Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado para qualquer fim, mesmo que comercial, desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros.
... Kariyerin daha geçişken ve esnek hale gelmesi, başarının ne olduğuna dair yeni bir bakış açısı geliştirmeyi zorunlu kılmıştır (Baruch, 2004). Dolayısıyla, bir zamanlar basit ve tek yönlü olan kariyer sistemi, 'çok yönlü' kariyer yollarının karmaşıklığını da içerecek şekilde bir dönüşüm yaşamıştır (Baruch & Vardi, 2016). ...
... Studi mengenai konsepsi karier Protean telah terhalang oleh kecenderungan peneliti yang melihat karier Protean sebagai manifestasi paradigma karir kontemporer yang umum (Baruch dan Vardi, 2016), kurangnya kejelasan konseptual tentang makna yang berbeda dari konstruksi (Gubler et al., 2014), dan hubungan pada dimensi pengukurannya. Meskipun literatur empiris karier Protean telah berkembang, tetapi memiliki beberapa keterbatasan yaitu, (1) literatur penelitian karier seringkali tidak memberikan definisi secara jelas mengenai pengertian orientasi, sikap, dan konsep karier Protean (Rodrigues et al., 2019;Abessolo et al., 2017a;Kim dan Beehr, 2017). ...
Article
Artikel ini menganalisis definisi konseptual dan pengembangan pengukuran sikap karier protean. Beragam definisi dan alat ukur yang diperkenalkan para peneliti sering kali menimbulkan kebingungan. Akibatnya pemahaman dan kebijakan yang dikembangkan terkait karier protean menimbulkan kerancuan. Masing-masing definisi dan alat ukur fokus pada bidang tertentu, sehingga meninggalkan lubang yang harus mendapat perhatian dari peneliti lainnya. Artikel ini menawarkan alternatif definisi karier protean yang lebih komprehensif berdasarkan studi literatur atas 118 artikel. Studi literatur secara sistematis dan komprehensif menghasilkan 34 artikel konseptual yang mengerucut pada tiga pendekatan pengukuran karier protean, yaitu orientasi, sikap, dan konsep karier protean. Penulis merumuskan definisi konseptual karier protean sebagai sikap individu terhadap karier yang melibatkan nilai-nilai diri individu sebagai komponen kognitif dan perilaku pengarahan diri sendiri sebagai komponen perilaku. Artikel ini menawarkan pengembangan pengukuran sikap karier protean, yang mengeksplorasi kecintaan terhadap pekerjaan sebagai bagian dari proses afeksi. Ketiadaan komponen afeksi dalam mendefinisikan dan mengukur sikap karier protean yang selama ini terjadi dapat menyesatkan dan memberikan arah kebijakan operasional yang keliru. Teori kognisi social karier menjadi dasar analisis literatur untuk menyusun artikel ini. Penelitian mendatang perlu mengeksplorasi pengembangan pengukuran dengan menguji kegunaan sikap karier protean dalam kaitannya dengan faktor penentu dan konsekuensi sikap karier protean.
... If job demands are long-term and constantly exceeding a person's limited resources, they can pose a risk for occupational well-being (Bakker and Demerouti, 2017;Mauno et al., 2022). Baruch and Vardi (2016) have proposed that such modern workplace factors as career self-management may indeed risk individuals' well-being and sustainable career development. People in the modern workplace are adapting to change and proactively shaping their career as agents (De Vos et al., 2020). ...
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Objectives The aim of this longitudinal study was to investigate how intensified job demands (job-related planning demands, career-related planning demands, and learning demands) are associated with burnout. We explored whether affective-identity motivation to lead moderates this association and, thus, functions as a personal resource regardless of leadership status. We further investigated whether the possible buffering effect is stronger for those professionals who became leaders during the follow-up. Methods Our sample consisted of highly educated Finnish professionals (n = 372): part of them (n = 63, 17%) occupied a leadership position during the 2-year follow-up while the rest maintained their position without formal leadership duties. Results The results of hierarchical linear modeling indicated that intensified learning demands were associated with later burnout. High affective-identity motivation to lead was not found to buffer against the negative effects of intensified job demands - instead, it strengthened the connection of intensified job- and career-related demands to burnout. Nevertheless, among the whole sample, professionals with high affective-identity motivation to lead reported lower burnout when job demands were not highly intensified. The leadership status also played a role: High affective-identity motivation to lead strengthened the connection of career-related demands to burnout in those professionals who became leaders during the follow-up. Conclusions Altogether, we propose that in certain circumstances, affective-identity motivation to lead might help professionals, with and without formal leadership duties, to be more ready to lead their own work and well-being. However, in order to promote sustainable careers, the vulnerability role of high affective-identity motivation to lead should be considered as well.
... employability outcomes onto employees, potentially pathologising negative outcomes as a consequence of a deficit of workers' ability or agency (Forrier et al., 2018). Third, although employability is a multi-stakeholder issue, research examining the employer perspective on employability tends to disregard consideration of the employee perspective (Baruch & Vardi, 2016;Fugate et al., 2021). Fourth, employability is strongly influenced by demand-side factors, not least the state of local, national, and global labour markets and occupational sectors (Smith, 2010). ...
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This article develops a conceptual understanding of initial employability development, specifically the transition into first career destinations. Substantial previous research focuses on the role of individuals in ensuring employment readiness and continued employability development. Studies also identify the importance of employers for sustained employability. However, the interdependence and interaction between employers and individuals are under-theorized. We integrate social exchange theory and signalling theory to conceptualize initial employability development. We propose a cyclical model that comprises interactive and reciprocal signalling and social exchange processes between employers and individuals. The model overcomes the limitations of linear conceptualizations and one-sided models that theorize employability as either the outcome of human capital resources deployed by individuals or as managed by employers in employability development processes. We extend the processual approach to employability by redirecting theoretical attention to the interaction of signalling and social exchange as fundamental to employability development. We conclude by discussing implications in relation to employability research and theory development.
Article
The ability to manage demands and resources particular to the postgraduate experience influences both the individual's performance and mental health, and, when it is limited or absent, might lead to extreme situations, such as suicide attempts. The present study sought support on the job demands-resources to explain the relationship between suicidal attempts, depression, anxiety and stress symptoms, job characteristics, work overload, success perception, family-work enrichment, demographic and study environment variables among postgraduate students. A total of 1.619 master and doctoral students, aged between 20 and 58 years (M = 29.7, SD = 5.8), answered an online survey. Descriptive data analyses evidenced that 85.1% of the sample affirmed that productivity levels affect their mental health, and 9.2% attempted suicide (38.9% after postgraduation initiation). Regression analyses predicted the variation in the levels of a combined index of depression, anxiety, and stress symptoms (DASS) in 30% (F (7, 1406) = 86.6 p > 0.001). The network analysis indicated positive relationships between work context and overload; academic success contribute to achieving personal and career goals (Meta) and family-work enrichment; productivity levels and DASS, and this with suicide attempt. Negative associations emerged between productivity levels and student-advisor relationship, and this with work context. These findings point to individual and contextual variables that can lead to mental illness and suicide risk in postgraduate students.
Article
A phenomenological lens was used to analyze themed patterns to understand how spirituality provides hope, a sense of purpose, and resiliency, enabling 12 Christian African- American principals of urban public schools in the United States to sustain their careers while facing marginalization, inequities, economic oppression, and stress. The terms spirituality and faith are used interchangeably. Both terms refer to what it means to be human and both incorporate self-transcendence to make sense of lived experiences by communicating with a higher source. Findings reveal that spirituality is an important resource that supports career sustainability for Christian African-American principals who lead U.S. urban public schools. In particular, this article provides critical voices of educational leaders, from urban high-poverty public school contexts, who integrate their spirituality/faith within their leadership role. The article helps to fill the literature gap in workplace spirituality, educational leadership, and career sustainability and offers implications for scholars and practitioners.
Article
The paper advances critical perspectives of leadership and leadership learning through a feminist study exploring experiences of leadership work-caused trauma. The study explores why trauma appears for those in leadership and how this is experienced. It illustrates the harm done to those in leadership. Ten women's experiences are explored through four themes: i) Malicious, Avoidable, Morally Indefensible; ii) Suffering: Completely Shocked, Deeply Distressed, Frightened; iii) Loss; and iv) Feeling Obliterated and Fearing Eradication. The study demonstrates organizational leadership as a dangerous "enough" context for trauma research. Analysis highlights how actions associated with leadership cause psychological and emotional damage and how those in leadership suffer trauma, severely injured and diminished. The paper conceptualizes leadership work-caused trauma and theorizes women leaders' experiences as professional annihilation, where they are fundamentally destroyed. This new knowledge prompts relational dialogic reflexivity, provides opportunities for leadership learning and development and contributes new avenues for future research.
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The study was conducted to investigate the effect of the nepotism perception of senior students and recent graduates on career anxiety and to measure how this effect differs according to demographic factors. Cross-sectional research methods and convenience sampling techniques were used among quantitative research methods. The research was conducted with 448 participants. According to the analysis results, there is a difference in the effect of nepotism perception on career anxiety according to gender. Considering the household's income level, the sub-dimension of family influence in the impact of nepotism perception on career anxiety differs in families with low-income groups. When parental attitude is considered, family influence differs in authoritarian families, while career choice differs in democratic families. The public sector differs in the sub-dimensions of career choice and family influence regarding the desired employment sector.
Chapter
The modern work landscape is undergoing a profound and dynamic transformation, presenting immense challenges for organizations and elevating the significance of people management to unprecedented levels. Emerging megatrends like digital transformation, new work, and shifting values are now manifesting their impact in tangible ways. In light of the evolving work landscape, driven by factors such as digitalization, globalization, and shifting demographics, it has become imperative for organizations to navigate the “war for talent” and adapt to changing career trajectories. This necessitates the implementation of effective human resource management strategies to not only attract and retain skilled employees, particularly from younger generations, but also to foster cohesion and collaboration within a multigenerational workforce. Consequently, organizations must adopt sustainable human resource strategies that support continuous development in a rapidly changing environment, ensuring a competitive edge by nurturing and empowering their workforce in alignment with their values and needs. The chapter contributes to the existing literature by bridging the gap between theoretical frameworks and practical implementations, offering a deeper understanding of the strategies adopted by organizations.
Chapter
This chapter explores careers in China by examining work-related and non-work-related aspects. In China, working is often seen as a family responsibility. Still, many studies have focused solely on career outcomes in the workplace without considering factors such as work-life values and cultural differences. Our approach provides a broader understanding of how work-life values and culture shape careers in China and identifies opportunities for future research in the field of work-family literature. We discuss concepts such as work-life balance, work-family values, sustainability, and harmony and expand the psychological contract beyond the individual–organisational relationship to include family, society, and institutions as active participants in career planning and management. Using the career ecosystem theory, we offer new perspectives on how Chinese individuals can achieve successful and sustainable careers.
Article
Purpose The aim of this paper is to offer a comprehensive overview of the field of international human resource management (IHRM) research by tracing its evolutionary development over a 24-year period. The study seeks to understand how the field has progressed by considering historical research themes and their subsequent integration into more recent scholarly work, thereby identifying current and emerging research trends. Design/methodology/approach This paper employs bibliometric analysis to examine the evolutionary path of IHRM research from 1995 to 2019. A dataset of 1,507 articles from journals specializing in IHRM, international business and general management was created. Analysis at the keyword, thematic and network levels was conducted to identify trends, historical context and the interrelatedness of research themes. Findings The analysis reveals that IHRM research has gone through several phases of thematic focus, from initial emphasis on cultural differences and expatriate management to more recent topics like global talent management and digital transformation. Earlier research themes continue to be incorporated and re-contextualized in modern scholarship, highlighting the field’s dynamic nature. Originality/value This paper is one of the first to use a bibliometric approach to systematically examine the evolution of IHRM research. It not only provides a historical perspective but also outlines future research trends, incorporating the institutional logic perspective. The findings offer deep insights that are valuable for researchers, practitioners and policymakers interested in the development of IHRM research and its practical implications.
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Amidst tremendous changes in the worlds of work in light of digitalization, non-attachmental work designs, where individuals gain income without being bound by a fixed administrative attachment to an employer, hold promises of self-actualization along with threats of insecurity. Today’s technology boom and the consequent flexibility and uncertainty it brings into workers’ lives may translate into inspiring growth opportunities or overloading pressure, contingent upon mental health and wellbeing impacts. This paper first provides a conceptualization of the non-attachmental work designs of the 21st century, before proceeding to an extensive mapping of literature at their intersection with psychological health. This involves a machine-learning-driven review of 1094 scientific articles using topic modeling, combined with in-depth manual content analyses and inductive-deductive cycles of pattern discovery and category building. The resulting scholarly blueprint reveals several tendencies, including a prevalence of positive psychology concepts in research on work designs with high levels of autonomy and control, contrasted with narratives of disempowerment in service- and task-based work. We note that some psychological health issues are researched with respect to specific work designs but not others, for instance neurodiversity and the role of gender in ownership-based work, self-image and digital addiction in content-based work, and ratings-induced anxiety in platform-mediated task-based work. We also find a heavy representation of ‘heroic’ entrepreneurs, quantitative methods, and western contexts in addition to a surprising dearth of analyses on the roles of policy and technological interventions. The results are positioned to guide academics, decision-makers, technologists, and workers in the pursuit of healthier work designs for a more sustainable future.
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Background: The purpose of this study was to examine the perceptions of learners on careers in the built environment. The industry is confronted with a critical shortage of skilled workers, which significantly hampers its growth and labour productivity. This workforce scarcity mainly stems from a lack of effective strategies for recruiting and retaining learners in construction programmes. Objectives: The objective of this study was to examine the perceptions of learners on careers in the built environment. Method: This study examined the perceptions of 43 previously disadvantaged black high school learners, regarding careers in the built environment sector. Using the planned behaviour theory, qualitative questionnaires investigating learners’ perceptions of careers in the built environment were used to collect data. The data were thematically analysed using the Braun and Clarke’s six phases of analysis. Results: The findings indicate that a learner’s attitude towards a career influences their decision in selecting it or not. The career perceptions of the community and significant others affect the career choice of a learner. Conclusion: The built industry must ensure that it attracts new career entrants; there is thus, a need for the built environment to conduct career talks and disseminate information about the different careers in the industry. Adequate career information allows learner to choose careers confidently. Contribution: This study contributes towards assisting the built environment sector in creating an attractive value proposition for learners to join the sector. It will also assist the sector to know which kind of information they need to disseminate to attract learners in choosing careers.
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This study draws on the conservation of resources theory to investigate the relationship between burnout (disengage-ment and emotional exhaustion) and subjective career success (SCS) through career insecurity over time. It also aims to shed light on the role of the occupational future time perspective (i.e., remaining opportunities and remaining time) as a personal resource that may moderate the direct and indirect relationship between burnout and SCS through career insecurity. A total of 362 full-time working individuals participated in the survey, which was administered at two time points, 9 months apart. The results from the cross-lagged analysis suggested a bidirectional relationship between disengagement and SCS; however, emotional exhaustion did not predict SCS across time. Career insecurity mediated the cross-lagged relationship between burnout and SCS. Finally, the findings showed that the negative cross-lagged relationship between disengagement and SCS was moderated by remaining opportunities, such that the relationship was stronger for individuals low on remaining opportunities. The negative cross-lagged relationship between emotional exhaustion and SCS was moderated by remaining time, such that the relationship was stronger for individuals low on the remaining time. Implications for practice and future research directions are discussed. K E Y W O R D S burnout, career insecurity, lifespan development, occupational future time perspective, subjective career success
Conference Paper
O objetivo desta pesquisa foi compreender as experiências vividas de carreira de consultores de gestão no autoemprego. Utilizou-se a abordagem qualitativa fenomenológica, baseada na fenomenologia transcendental de Edmund Husserl e no método fenomenológico descritivo de Colaizzi. Foram realizadas entrevistas em profundidade remotas com base fenomenológica, obedecendo a uma sequência de três entrevistas com cada participante, focadas respectivamente no contexto, nos detalhes e na reflexão sobre o significado das experiências. A análise dos dados foi organizada com o auxílio do software qualitativo ATLAS.ti®. Os participantes foram consultores de gestão autônomos de diferentes regiões do país. A compreensão das vivências resultou nos grupos de temas: identidade pessoal, a formação do ser consultor, a construção da carreira do ser consultor, desafios do ser consultor, e sentidos do ser consultor. As contribuições teóricas desta pesquisa estão principalmente concentradas no desvelar da essência do fenômeno e na elaboração de uma estrutura de referência que reflete a essência do ser consultor no autoemprego. Esta reflete aspectos invariantes à carreira como autoconfiança e espírito empreendedor, busca de autonomia, recompensas financeiras e reconhecimento profissional, além da aprendizagem e adaptabilidade como aspectos essenciais ligados às oportunidades, desafios e sentidos do trabalho.
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Workplace ostracism is one of the most common forms of passive workplace mistreatment, in which employees are ignored and excluded from the workplace. The primary goal of this study is to investigate the relationship between workplace ostracism and workplace behavior, as well as how neuroticism moderates this relationship. This is a descriptive research project and a cross-sectional research design with exposure and outcome constraints was used. Data were acquired from 180 employees working in private firms in India and analyzed using PLS-SEM. A conceptual model is also constructed based on the COR (Conservation of Resources) principle that describes the impact of workplace ostracism on employee behavior. Workplace ostracism has a negative impact on employee job performance but does not affect deviant behavior. It also shows that whereas neuroticism has a stronger moderating effect on the link between workplace ostracism and job performance, it does not influence deviant behavior that goes against our expectations. While previous studies have mostly focused on the moderating effect of psychological or motivational constructs on the association between workplace exclusion and behavior, the author has added to the existing body of knowledge by examining one of the Big-Five Personality Dimensions, namely Neuroticism, and its moderating effect.
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Existing research depicts occupational learning as predominantly happening through formal education, situated learning, or a combination of the two. How career switchers might develop occupational skills outside of these established learning pathways is understudied. This paper examines how novice outsiders break into a skilled occupation by looking at the case of aspiring software developers attending coding bootcamps. Drawing on 17 months of fieldwork in the San Francisco Bay area, I find that bootcamps did not resemble either schools or workplaces, the two institutions that facilitate occupational learning. Instead, bootcamps scaffolded learning collectives—groups composed of peers and near peers who learn collaboratively and purposefully to reach a shared goal. Within learning collectives, aspirants progressed from novice outsiders to hirable software developers, despite limited access to proximate experts to learn from or legitimate peripheral participation opportunities. Three scaffoldings facilitated learning at bootcamps. First, peer team structures turned what is normally a solitary activity—writing code—into a collaborative endeavor and facilitated peer-to-peer knowledge exchange. Second, near-peer role structures engaged recent graduates in teaching and mentorship relationships with novices so that aspirants could access knowledge quickly and easily. Third, bootcamps encouraged aspirants to self-learn by reaching out to the expertise of the broader occupational community. This third scaffolding prepared aspirants for learning beyond the bootcamp curriculum and socialized them for an occupation with high learning demands. The outcome of this process was that novices pursuing an alternative mode of occupational entry developed both occupational skills and new self-conceptions as software developers. Funding: This work was supported by a grant from Stanford Cyber Initiative.
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The present article proposes to broaden the understanding of the life courses of women executives to include an experiential perspective of meaning built around their different life projects. Our study is based on a qualitative approach employing narrative research methodology to analyze interviews with a sample of 51 women executives. Our findings reveal key experiences and events and a diversity of transitions between hierarchical levels that characterize their career development. They also show a number of possible configurations of rapprochement, integration, distancing, or separation between the different spheres of life and their influence on executive careers through ascending, lateral, or descending career paths. These findings contribute to a deeper insight into the complex career paths of women executives and underscore the value of including these different dimensions when considering guidance support strategies for this clientele.
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This qualitative study explores the role of identity in changing from a traditional, organisation-based career to a protean career path. Biographical narrative interviews were conducted with 12 prime-aged U.K. participants. Data were analysed using narrative and thematic analysis. Findings highlight the anchoring role of identity in transitioning to a career driven by values, and demonstrating adaptability in an unpredictable work environment. Findings are used to propose a definition of identity relevant to protean career changers, and to suggest that clear identity should be considered the core characteristic necessary for thriving in transitions to protean career paths. Career practitioners are advised to prioritise identity exploration with clients seeking to transition from an organisation-based career to pursue a self-directed, values-driven career path.
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As export education is destined to be one of the new growth industries an Entre-preneurship course designed in the UK is exported to China. We reflect on the transplantation of entrepreneurship theory. Knowledge as it travels becomes de-contextualised but by relying on actor-network theory (ANT) we find that knowledge multiplies. Students in China were able to contextualise knowledge to fit with local circumstances. Relying on a single case study, narratives were shared by Chinese students exposed to the same Entrepreneurship course. We identified artefacts, people, institutions and relationships in social-networks translating student realities of learning entrepreneurship. Their narratives revealed translation to be rooted in power struggles, historical and familial constructs. Contrary to the expectations of previous studies there may be no need for teachers to contextualise course content. Students are capable of doing this. Teachers can therefore trust in local translation.
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A universally acceptable scientific definition of “career” has not been as simple to arrive at. Nevertheless, definitions (e.g., Arnold, 1997; Arthur, Hall & Lawrence, 1989; Greenhaus, Callanan & Godshalk, 2000; Kram, 1985) revolve around the notion of sequential employment related experiences through time and across space. Despite difficulties with its definition, career is a salient element in each person’s working life and demands planning and management from both individuals and organizations. In this chapter we focus on current career issues, with particular emphasis on the changing nature of careers and with specific focus on the elements of time and space in their evolvement. We will discuss new forms of employment and their impact on careers, the notion of career success and perspectives to approach it, as well as careers in the present era of globalization. The term career actor will be utilized to denote the individual as an active accumulator of experiences that compose a career.
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The intersection of work and family lives Substantial research on the work-family interface has emerged over the past 25 years. An increasing participation of dual-earner partners and single parents in the work force, a blurring of gender roles, and a shift in employee values toward greater life balance have encouraged researchers to examine the many interdependencies between work and family roles (Barling & Sorensen, 1997; Barnett, 1998, 1999; Barnett & Hyde, 2001; Edwards & Rothbard, 2000; Greenhaus & Parasuraman, 1999; Lambert, 1990; Repetti, 1987). The intersection of work and family lives has important implications for understanding the nature of careers. Not only do career experiences affect individuals' family lives but family life can also have a significant impact on work experiences and career outcomes (Crouter, 1984a, 1984b; Greenhaus & Singh, 2004; Ruderman, Ohlott, Panzer, & King, 2002). Moreover, individuals pursuing boundaryless (Arthur, Inkson, & Pringle, 1999) and protean (Hall, 2002) ...
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This book is the first to provide a comprehensive and critical overview of what is now the major way of trying to understand the employment relationship - the concept of the psychological contract. Written contracts often specify very little in terms of the important details about what we are prepared to do for our employer and what we want back in return. The psychological contract considers these implicit or unwritten aspects of the employment relationship. What do employees really expect from work? What happens when the contract, or 'the deal', with their employer is broken? How well does the psychological contract help us understand what happens at work between an employee and their employer? Is this idea of practical value in managing employees? How can our understanding of this important concept be developed in the future? Starting with a history of the concept, from its emergence in the 1960s through to it finding wider acceptance in the 1990s, the book traces the conflicting and changing definitions of the psychological contract. The shifting meaning of the concept allows possible methodological and conceptual weaknesses of the psychological contract to be explored, such as the conceptual emphasis on process within the employment relationship, which has so far been neglected by researchers. The authors start to address this issue by considering whether employees and employers can use what is known about the psychological contract to better manage the employment relationship.
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In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Translating questionnaires for cross-cultural research is fraught with methodological pitfalls that threaten research validity. Some flaws are difficult to detect, leading to the erroneous conclusion that cultural differences are substantive when, in fact, they stem from semantic inconsistencies. We describe the process of translation and validation of the Hebrew version of an American questionnaire for cross-cultural comparisons of medical students' attitudes toward preventive medical services. The results provide evidence to support the validity of the Hebrew instrument for cross-cultural comparisons. Although it is always possible to contend that differences in cross-cultural comparisons result from metiodological flaws rather than actual differences, we believe that the arduous step-by-step process of validation described here reduces that possibility to an acceptable minimum.
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Boundaryless career theories are increasingly prominent in career studies and management studies, and provide a new 'status quo' concerning modern careers. This paper contextualizes the boundaryless careers literature within management studies, and evaluates its contributions, including broadening concepts of career and focusing interorganizational career phenomena. It acknowledges the considerable stimulus given to career studies by this literature, but also offers a critique based on five issues: inaccurate labelling; loose definitions; overemphasis on personal agency; the normalization of boundaryless careers; and poor empirical support for the claimed dominance of boundaryless careers. Because these problems render the boundaryless career concept increasingly obsolete as a 'leading edge' construct in career studies, we offer new directions for theory and research. In particular we re-examine the role of career boundaries, and suggest the development of new, boundary-focused careers scholarship based on boundary theory, to facilitate studies of the processes whereby career boundaries are created, and their effects in constraining, enabling and punctuating careers.
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Including contributions from leading scholars at Harvard Business School, Yale, and MIT's Sloan School of Management, this book explores the ways that careers have changed for workers as their firms reorganize to meet global competition. As firms re-engineer, downsize, enter into strategic alliances with other firms, and find other ways to reduce costs, they frequently lay off workers. Job security has been replaced by insecurity and workers have been forced to take charge of their own career development in ways they have never done before. The contributors to the book analyse the implications for these workers, who now have "boundary less careers". While many find the challenge rewarding as they find new opportunities for growth, others are finding it difficult to adapt to new jobs in new locations. The book looks at policy issues that can provide safety nets for those who are not able to find a place in the new world of boundary less careers.
Book
Being laid off can be a traumatic event. The unemployed worry about how they will pay their bills and find a new job. In the American economy's boom-and-bust business cycle since the 1980s, repeated layoffs have become part of working life. This book finds that the new culture of corporate employment, changes to the job search process, and dual-income marriage have reshaped how today's skilled workers view unemployment. Through interviews with seventy-five unemployed and underemployed high-tech white-collar workers in the Dallas area over the course of the 2000s, the book shows that they have embraced a new definition of employment in which all jobs are temporary and all workers are, or should be, independent “companies of one.” Following the experiences of individual jobseekers over time, the book explores the central role that organized networking events, working spouses, and neoliberal ideology play in forging and reinforcing a new individualist, pro-market response to the increasingly insecure nature of contemporary employment. It also explores how this new perspective is transforming traditional ideas about masculinity and the role of men as breadwinners. Sympathetic to the benefits that this “company of one” ideology can hold for its adherents, the book also details how it hides the true costs of an insecure workforce and makes collective and political responses to job loss and downward mobility unlikely.
Book
The Handbook of Career Studies brings together, Â for the first time in a single work, a comprehensive scholarly treatment of the major topics within the growing field of career studies. Drawing on the expertise of leading international scholars in each area of career studies, editors Hugh Gunz and Maury Peiperl have assembled a consummate set of writings, defining the field with a breadth of coverage and integration of topics not found elsewhere. From a view of the history of the field and a map of its elements to a set of essays about the future of careers and work, this volume provides the most complete reference available on the role of work careers in individual lives, institutions, and industries. Key Features Offers a comprehensive history and structure of the field: Building on previous work done in the discipline, the editors and contributors take a fresh look at the origins and current structure of career studies. • Presents the most complete review of research available: An unparalleled set of prominent global contributors describes the state of work in their areas of expertise as well as offering a glimpse at future trends. • Extends subject area knowledge to other disciplines: By linking career studies to a wider set of disciplines through critical essays, this volume thoroughly explores future directions for career research, policy, and practice. Includes an endorsement and critical comments on the state of the field: Edgar H. Schein, widely acknowledged as a seminal contributor to the modern field of career studies, provides a Foreword and a critical Afterword.Intended AudienceThis Handbook is an invaluable reference work for students, academics, and researchers in the areas of Careers, Industrial and Organizational Psychology, Social Psychology, Counseling, Sociology, and Organization Studies as well as for human resource practitioners interested in the state of knowledge of the field.
Book
Being laid off can be a traumatic event. The unemployed worry about how they will pay their bills and find a new job. In the American economy’s boom-and-bust business cycle since the 1980s, repeated layoffs have become part of working life. In A Company of One, Carrie M. Lane finds that the new culture of corporate employment, changes to the job search process, and dual-income marriage have reshaped how today’s skilled workers view unemployment. Through interviews with seventy-five unemployed and underemployed high-tech white-collar workers in the Dallas area over the course of the 2000s, Lane shows that they have embraced a new definition of employment in which all jobs are temporary and all workers are, or should be, independent “companies of one." Following the experiences of individual jobseekers over time, Lane explores the central role that organized networking events, working spouses, and neoliberal ideology play in forging and reinforcing a new individualist, pro-market response to the increasingly insecure nature of contemporary employment. She also explores how this new perspective is transforming traditional ideas about masculinity and the role of men as breadwinners. Sympathetic to the benefits that this “company of one” ideology can hold for its adherents, Lane also details how it hides the true costs of an insecure workforce and makes collective and political responses to job loss and downward mobility unlikely.
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The role played by women managers in printing services is discussed. They have proved themselves by making their in-plants successful - and in some cases saving their in-plants altogether. They are now paving the way for others to follow. The latest Top 50 rating shows that nine of the country's 50 largest in-plants are run by women. These mangers focused on teamwork to ensure the success of their in-plants while simultaneously keeping everyone on board.
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This paper compares contemporary career theory with the theory applied in recent career success research. The research makes inconsistent use of career theory, and in particular neglects the interdependence of the objective and subjective careers, and 'boundaryless career' issues of inter-organizational mobility and extra-organizational support. The paper offers new guidelines for bringing about a rapprochement between career theory and career success research. These guidelines cover adequacy of research designs, further dimensions of career success, broader peer group comparisons, deeper investigation of the subjectively driven person, and seeing new connections between boundaryless career theory and career success research.
Book
“Kerr Inkson has made a really valuable contribution. A powerful illustration of how metaphor influences thinking about careers. The book shows how metaphor helps us to understand our own thought-patterns and predispositions and is very effective in integrating the different branches of career studies Very clear, and well argued. Right on the mark!” --Gareth Morgan, Author, Images of Organization, Distinguished Research Professor, York University, Toronto Understanding Careers: The Metaphors of Working Lives uses a unique framework of nine archetypal metaphors to encapsulate the field of career studies. Using an easy-to-read style, author Kerr Inkson examines key concepts, illustrating them with over 50 authentic career cases, to build an excellent bridge between theory and “real life.” Key Features: Provides comprehensive coverage of contemporary theory and research: Offering a wider perspective on the subject than any other book currently on the market, Understanding Careers includes material from various viewpoints relevant to career studies, including sociology, life-span psychology, differential psychology, social psychology, education, career development, counseling, organizational behavior, and human resource management. In addition, the book covers the key theories and researchers who have shaped the study and practice of careers.; Uses metaphor for imaginative coverage: By successively considering the career successively as an inheritance, a cycle, an action, a journey, a role, a relationship, a resource, and a story, the authors view careers through different lenses, with each adding to the richness of the concept.; Presents illustrative case studies: With over 50 provocative case studies, including some of well-known personalities, theory is illustrated through real-life examples.; Offers an ongoing student case-study project: A sequenced career case-study write-up, with exercises related to each chapter, allows students to apply book concepts to ongoing cases of their own.; Includes an Instructor's Manual on CD: providing PowerPoint slides, class exercises, and worked-through case studies. (Available by request to SAGE customer service.) Intended Audience: This is an ideal text for advanced undergraduate and graduate courses in Career Development, Personal & Career Development, and Career Management in the fields of psychology, education, and business. Talk to the author!
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The concept and theory of Organizational Commitment (OC) has gained considerable attention in the management and behavioral sciences. Numerous studies have explored the associations between OC and various phenomena, with impressive results. This paper argue that the concept needs re-examination in light of recent business changes. The assertion that OC leads to a set of desired outputs proved to be valid for times of mutual commitment between organizations and their employees. We are now entering a new era of Human Resource and industrial relation systems, characterised by frequent redundancies and downsizing processes. This trend reflects a low commitment from organizations to their employees which is followed by a reduced level of OC. Subsequently it is hypothesised that the strength of OC as a leading concept in management and behavioral sciences is continuously decreasing. Support from the literature is provided, and recommendations for future research are presented.
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The corporation has emerged as perhaps the most powerful social and economic institution of modern society. Yet, corporations and their managers suffer from a profound social ambivalence. Believing this to be symptomatic of the unrealistically pessimistic assumptions that underlie current management doctrine, Ghoshal et ai, encourage managers to replace the narrow economic assumptions of the past and recognize that: Modern societies are not market economies; they are organizational economies in which companies are the chief actors in creating value and advancing economic progress. The growth of firms and, therefore, economies is primarily dependent on the quality of their management. The foundation of a firm's activity is a new "moral contract" with employees and society, replacing paternalistic exploitation and value appropriation with employability and value creation in a relationship of shared destiny. In the 1980s, managers concentrated on enhancing competitiveness by improving their operating efficiencies. They cut costs, eliminated waste, downsized, and outsourced. They extracted value - as reflected in shareholder returns - hut at what price? In contrast, firms that seem to continuously proliferate new products and technologies (for example, HP, 3M, Disney, and Microsoft) have never accepted this logic of auto-dismemberment. They have escaped what the authors term "the deadly pincer of dominant theory and practice": an almost exclusive focus on appropriation and control. A different management model is now taking shape, based on a better understanding of individual and corporate motivation. As companies switch their focus from value appropriation to value creation, facilitating cooperation among people takes precedence over enforcing compliance, and initiative is valued more than obedience. The manager's primary tasks become embedding trust, leading change, and establishing a sense of purpose within the company that allows strategy to emerge from within the organization, from the energy and alignment created by that sense of purpose. The core of the managerial role gives way to the "three Ps": purpose, process, and people - replacing the traditional "strategy-structure-systems" trilogy that worked for companies in the past.
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Mentoring and developmental networks in the new career context After over 30 years of research on mentoring, changes in the career context at the end of the 20th century have necessitated a significant reconceptualization of this phenomenon (Arthur & Rousseau, 1996; Hall, 1996; Higgins & Kram, 2001; Peiperl & Arthur, 2000; Peiperl & Baruch, 1997). Whereas the career of the past was characterized by linear, upward mobility within one organization over the duration of an individual's “working” life span, today's “post-corporate” career (Peiperl & Baruch, 1997) is becoming increasingly “boundaryless,” marked by more transitions across as well as within organizations (Arthur & Rousseau, 1996). This shift in the ways careers are enacted has profound implications both for individuals who must build relationships to learn, develop, and grow and for organizations that strive to enable relational learning and collaboration. This chapter reviews the field of mentoring and its transformation concomitant to ...
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Normal Organizational Wrongdoing critically reviews theory and research on wrongdoing in and of organizations, focusing on the individual level of analysis. The book considers a wide variety of organizational misconduct, including corporate crime, white-collar crime, unethical behaviour, and socially irresponsible behaviour. It begins by developing an overarching framework for classifying existing theories of organizational wrongdoing. Then it uses this framework to guide its presentation, evaluation, and extension of theories currently in use in the field. The overarching framework distinguishes between two broad classes of theories of wrongdoing; one, shared by most students of wrongdoing, considers wrongdoing an abnormal phenomenon and the other, championed by the author, considers wrongdoing a normal occurrence. Two existing explanations of wrongdoing, the rational choice and culture accounts, fall into the former category. Four existing theories, the administrative system, situational social influence, power structure, and accidental accounts, fall into the latter category. One current theory, the behavioural decision account, serves as a bridge between the two approaches. The book's overarching framework also suggests the need for an eighth explanation of organizational wrongdoing that has largely been overlooked to this point, the social control account. The theoretical arguments advanced in the book are illustrated by rich case studies of instances of organizational wrongdoing. The book concludes with a discussion of the practical implications that the theory reviewed and developed in the book holds for those seeking to curb wrongdoing in and of organizations.
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It is taken for granted in the knowledge economy that companies must employ the most talented performers to compete and succeed. Many firms try to buy stars by luring them away from competitors. But Boris Groysberg shows what an uncertain and disastrous practice this can be.After examining the careers of more than a thousand star analysts at Wall Street investment banks, and conducting more than two hundred frank interviews, Groysberg comes to a striking conclusion: star analysts who change firms suffer an immediate and lasting decline in performance. Their earlier excellence appears to have depended heavily on their former firms' general and proprietary resources, organizational cultures, networks, and colleagues. There are a few exceptions, such as stars who move with their teams and stars who switch to better firms. Female stars also perform better after changing jobs than their male counterparts do. But most stars who switch firms turn out to be meteors, quickly losing luster in their new settings.Groysberg also explores how some Wall Street research departments are successfully growing, retaining, and deploying their own stars. Finally, the book examines how its findings apply to many other occupations, from general managers to football players.Chasing Starsoffers profound insights into the fundamental nature of outstanding performance. It also offers practical guidance to individuals on how to manage their careers strategically, and to companies on how to identify, develop, and keep talent.
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The purpose of this meta-analysis was to clarify the current understanding of the relationship between counterproductive work behavior (CWB) and withdrawal. First, we articulate theoretical and conceptual reasons for the confusion on important issues, such as their conceptualization, labeling, and measurement. Second, we conduct a meta-analysis between current CWB and withdrawal measures. We found that, as measured, CWB and withdrawal are strongly related and have patterns of nomological relationships with common correlates that are nearly identical. The relationship between organizational-target CWB and withdrawal is particularly strong. The results suggest that withdrawal may be best represented as a facet in the hierarchical model of CWB, perhaps even as a facet of organizational-target CWB. We also discuss important avenues and needs for future research.
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Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
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Executive Overview While the new paradigm of the “intelligent enterprise” has captivated the imagination of managers and management scholars alike, few have considered its impact on people's careers.¹ Thus, as a point of departure, we take up that challenge. By exploring the competency-based, learning-centered view of the intelligent enterprise, we suggest its complement, the “intelligent career.” The intelligent career involves the development of “knowing why.” “knowing how.” and “knowing whom” competencies, and, as we will show, promotes a new set of principles to underlie intelligent enterprise employment arrangements. Finally, we suggest how career actors, managers, and human resource professionals can rethink popular employment practices and prepare for the new career world.
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Purpose: we aim to introduce further clarity to career scholarship and to support the development of career studies by complementing earlier theoretical literature reviews with an evidence-based historical analysis of career-related terms. Design/methodology/approach: data from twelve career scholars were collected using the historical Delphi method to find consensus on the career terms that have shaped career studies between 1990 and 2012. We then explored the literature by collecting data on the occurrence of these terms, analyzing frequencies and trends via citations and indexes of citation using a mixed-method combination of historical literature review and performance analysis. Findings: career scholarship is indeed a descriptive field, in which metaphors dominate the discipline. Career success and employability are basic terms within the field. The discipline tends to focus narrowly on career agents. There is a plethora of terminology, and, contrary to our expectations, concepts introduced tend not to fade away. Originality/value: we offer an overarching perspective of the field with a novel mixed method analysis which is useful for theory development and will help unify career studies. Earlier comprehensive literature reviews were mostly based on theoretical reasoning or qualitative data. We complement them with results based on quantitative data. Lastly, we identify new research directions for the career scholarship community.
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I examine what is valued by MBA recruiters by analyzing data from a sample of U. S. business schools. The study reveals that student characteristics act as the main factor in guiding firms' perceptions, above and beyond reputation derived from media rankings and program value. Moreover, this study shows that neither the research performance of b-schools nor their public or private nature are determining factors in the perceptions of recruiters. I conclude with implications and recommendations for b-schools on the basis of the findings.
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In 2006, our School of Management began the serious path of assessing both the "hard skills" (such as accounting, finance, and strategy) and the "soft skills" (such as leadership, team work, and ethics) of our MBA Program. The data generated from examining the "soft skills" that we want students to learn within our Organization Behavior courses quickly noted performance gaps between what the faculty hoped our students were learning and what students demonstrated that they knew. In this article, we will describe our assessment methods in detail, exploring three methods of assessment that we developed to assess "soft skills", specifically: using a commercially available 360-degree instrument, building our own instrument based on well-established theory, and reaching out to experts. We share how we transformed various course-embedded deliverables into useable data and how we "closed the loop" and changed the curriculum within our MBA Program. We provide processes and instruments that could be used by other institutions struggling to make measureable (assessable and actionable) any of their own soft-skill MBA competencies.