摘要 :
In this review the authors critically examine the nature of contemporary careers and the direction in which careers research has developed over the past decade. Specifically, career concepts that emerged in the 1990s, including th...
展开
In this review the authors critically examine the nature of contemporary careers and the direction in which careers research has developed over the past decade. Specifically, career concepts that emerged in the 1990s, including the protean and boundaryless career frameworks, as well as the next generation of career concepts, including integrative frameworks, hybrid careers, and the kaleidoscope career model, are discussed. The authors examine conceptualizations and measures of these models as well as related research. This review aims to improve our understanding of careers in today's dynamic work environment, provide a comprehensive discussion of current discourse, and offer major directions for future research.
收起
摘要 :
Purpose - The objective of this paper is to report a case study investigating how organizational
identity evolves during institutional change within a UK building society.
Design/methodology/approach The paper employs an inducti...
展开
Purpose - The objective of this paper is to report a case study investigating how organizational
identity evolves during institutional change within a UK building society.
Design/methodology/approach The paper employs an inductive case study, which is appropriate for examining such change processes. It builds on grounded theory, considered appropriate for such an explanatory research. Findings - The paper finds that: institutional change, especially regulation and practice changes, serves as the trigger to increasing salience of identity issues, i.e. identity ambiguity, legitimacy crisis
and perceived identity obsolescence; leadership, organizational culture and strategic exercises are
salient apparatuses to tackle identity problems caused by external pressure; and a new identity is
formed as a result of the managerial interventions, characterised by the rediscovery of historical roots,
modernization and dualism.
Research limitations/implications - The paper provides an account of identity change, given a
broader business environment change context within which the organization operates. Utilizing
qualitative study of one case may be taken as a limitation.
Originality/value - The theoretical contribution reflected in the findings has implications for the
interfaces between identity and institutional environment and organizational culture.
收起
摘要 :
Some organizations invest a great deal of time and effort in elaborate training programmes designed to improve the so-called "soft" skills of managing. Yet assessing the effectiveness of such initiatives has been rare. Indeed, som...
展开
Some organizations invest a great deal of time and effort in elaborate training programmes designed to improve the so-called "soft" skills of managing. Yet assessing the effectiveness of such initiatives has been rare. Indeed, some trainers have argued that such assessments are misleading. Recent developments in the use of survey feedback have provided a technique for pre- and post-training assessments. A study, at a hading business school, was designed to assess the impact of interpersonal skills training on top managers. The evaluation of the training was based on subordinate feedback of 252 executives from 48 organizations, conducted before, and six months after, the training programme took place. The results indicate significant impact on some, but not all, of the competencies and skills under study.
收起
摘要 :
Purpose - Within the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on expatriation/repatriat...
展开
Purpose - Within the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on expatriation/repatriation. Design/methodology/approach - A qualitative study, based on semi-structured interviews in a major financial institution. Findings - Motivation to expatriate falls into two distinct categories - company initiated assignments; and self-initiated, career orientated and/or self-development focused. The authors propose a two dimensional model to depict the emergence of a new expatriation path alongside the traditional one - differentiating those who respond to an international assignment call within a clearly framed career development path; and those embarking on international assignment as, primarily, a personal growth opportunity. A distinctive sub-group of corporate self-initiated expatriates is identified for the first time. Research limitations/implications - A qualitative study within one company. Practical implications - The emergent models could be utilized by HR managers to shape future policies and practices for global assignments. Originality/value - Providing a new model to explicate the relevance of a protean career attitude in a global boundaryless career environment; outlining of new emergent international career trajectories, in particular corporate self-initiated careers.
收起
摘要 :
Purpose - The purpose of this paper is to explore the significance of cross-cultural training and career attitudes for expatriation career move in the context of China, whether cross-cultural training is perceived necessary, and t...
展开
Purpose - The purpose of this paper is to explore the significance of cross-cultural training and career attitudes for expatriation career move in the context of China, whether cross-cultural training is perceived necessary, and the consequence of providing such cross-cultural training. Design/methodology/approach - Data were collected from 82 expatriates from a Chinese firm, some of whom were expatriated to a foreign country and others who were expatriated from foreign countries to China. Findings - Expatriates adjusted well, and having a protean career attitude was a decisive factor. While the impact of cross-cultural training prior to departure was not statistically significant, it was well received and considered important. Research limitations/implications - A limitation is the limited sample size. Implications are presented for conducting cross-cultural training. Practical implications - Developing cross-cultural training programs could add value to the firm and its people. Originality/value - Using a particular Chinese firm the paper highlights the value and necessity of cross-cultural training for successful expatriation.
收起
摘要 :
Following four decades of unprecedented economic, social, and cultural change, the United Arab Emirates (UAE) labor market is highly segmented: The native population is almost exclusively employed in the government sector, while t...
展开
Following four decades of unprecedented economic, social, and cultural change, the United Arab Emirates (UAE) labor market is highly segmented: The native population is almost exclusively employed in the government sector, while the private sector is effectively outsourced to foreigners. This has created an unsustainable situation with growing numbers of young citizens reaching working age and with a public sector that has reached the saturation point. Policymakers repeatedly try to legislate to encourage private-sector employers to hire citizens. These policies have had limited success. We explored the career attitudes of 2,267 United Arab Emirates citizens prior to their entry into the labor market. Using structural equation modeling, we found that the social contract and resulting expectations toward state employment have strong implications for willingness to work in the private sector.
收起
摘要 :
In this paper we discuss and analyze the model of career that has been associated with the academic environment and compare that with past and present career contracts in the corporate environment. We also trace the evolution of t...
展开
In this paper we discuss and analyze the model of career that has been associated with the academic environment and compare that with past and present career contracts in the corporate environment. We also trace the evolution of the career model in the two institutions. We argue that the recent boundaryless or protean model of the corporate career represents a move toward the original view of the academic as an autonomous professional. And, in turn, it appears that careers in academe have moved toward more of a corporate direction, as universities have become more customer focused and business driven. Implications for these differences and similarities for universities and for corporations are discussed.
收起
摘要 :
We examined the career transition of senior executives from a strong bureaucratic organization into a dynamic business environment. In surveying retired, flag-rank admirals characterized by the need to start a second career, we fo...
展开
We examined the career transition of senior executives from a strong bureaucratic organization into a dynamic business environment. In surveying retired, flag-rank admirals characterized by the need to start a second career, we found significant support for a career transition model. The retired admirals in this study largely enjoyed a smooth transition into civilian careers. Their traditional career was associated primarily with external success, the contemporary protean career with internal success. The role of the organization proved instrumental for a successful transition.
收起
摘要 :
This paper offers an integrated formulation for the way organizations may approach planning and managing employees' careers in a time of transition. A normative career model is developed and compared to an existing descriptive mod...
展开
This paper offers an integrated formulation for the way organizations may approach planning and managing employees' careers in a time of transition. A normative career model is developed and compared to an existing descriptive model. This normative model shows how career management practices may be integrated into a comprehensive organizational framework, and explores ways in which career systems can be transformed and aligned both internally and externally in terms of philosophy, policy and practice. The suggested formulation provides a framework from which organizations can develop strategic organizational career systems appropriate for the new millennium.
收起
摘要 :
Purpose This study aims to understand the career path to the pinnacle of professional life. What does it take for an entrepreneur to become a global celebrity in one’s profession? The authors explore the career motivation, trajec...
展开
Purpose This study aims to understand the career path to the pinnacle of professional life. What does it take for an entrepreneur to become a global celebrity in one’s profession? The authors explore the career motivation, trajectory and outcomes of a niche population who made it to the top of their careers.Design/methodology/approach A qualitative method was applied, using publicly available, prerecorded interviews of a documentary series on a unique sample of 30 top global chefs who gain Michelin-stars or equivalent. The authors used a qualitative approach to analyze the data alternating data and theory.Findings The authors identify a unique pattern, which the authors label as the “two-steps” trajectory, where these successful chefs went through a dual-hurdle process: first, delving into formal training and establishing themselves; then moving to a top chef status through innovation inspired by their history, chance events and treating their work as an artistic oeuvre and an experience.Practical implications The authors provide an observed pattern for what is required to be a top global chef.Originality/value This study advances career theory and entrepreneurship studies via integrating the two perspectives. The authors offer a theoretical contribution by identifying the relevance and importance of “new careers” for entrepreneurs, recognizing critical success factors and reinstating the balance between the agency of the entrepreneur and their context.
收起
原文获取