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1 – 10 of over 3000This chapter explores the impact of employee mobility on career sustainability, that is, the extent to which a career enables an individual to remain happy, healthy, and…
Abstract
This chapter explores the impact of employee mobility on career sustainability, that is, the extent to which a career enables an individual to remain happy, healthy, and productive over the life course. I argue that whether employee mobility strengthens or weakens career sustainability depends on the extent to which the mobility experience increases (sustainable) or diminishes (unsustainable) person-career fit. I suggest that different forms of mobility (e.g., upward versus lateral) may have different effects on fit and subsequent career sustainability. Moreover, it is possible that a mobility experience can enhance fit in some respects but still have a negative effect on the long-term sustainability of a career. Research is necessary to address these and other questions regarding the relationship between employee mobility and career sustainability.
Magdalena Suárez-Ortega and Angelica Risquez
Exploring the personal and professional implications of academic mobility, with a special emphasis on the influence of gender, is essential for our understanding of career…
Abstract
Exploring the personal and professional implications of academic mobility, with a special emphasis on the influence of gender, is essential for our understanding of career development in higher education. This chapter focuses on the subjective experiences around career and professional performance of a group of ‘mobilized’ academics. Through data analysis we have found that both gender and cultural factors were mediating in the careers of the participants. Specifically, mobility has an impact on the curriculum and was perceived as a facilitator of career advancement, but also meant costs, especially at personal and family level, but also institutional.
Rajshree Agarwal, Matthew Bidwell, Bruno Cirillo and Daniel Tzabbar
We initiated a conversation between two prominent scholars in the field of employee mobility who come from different disciplinary backgrounds: Rajshree Agarwal (from the human…
Abstract
We initiated a conversation between two prominent scholars in the field of employee mobility who come from different disciplinary backgrounds: Rajshree Agarwal (from the human capital research tradition) and Matthew Bidwell (from the human resource management research tradition). Their cumulative work leads to vastly different conclusions. In this chapter we had an opportunity to explore their differences and share the roots of their motivations, interests, and research philosophies. The discussion provides diverging, yet insightful, directions for future research.
Fiona Hallett and Mustafa Yunus Eryaman
This chapter presents an analysis of the lived experiences of academic mobility for three educational researchers, at various stages of their research career, from different…
Abstract
This chapter presents an analysis of the lived experiences of academic mobility for three educational researchers, at various stages of their research career, from different European national contexts. Lived experiences were explored by examining the metaphors used by each educational researcher to convey their experiences of academic mobility. These metaphors were then explored in further depth via individual interviews. The purpose of this analysis is to extend the debate around academic mobility, which often fails to differentiate between academic mobility and mobile academics. In addition, this chapter explores the impact of the desire for, and experience of, academic mobility on the complex, hybrid and changing process of academic identity formation. In conclusion, the chapter questions whether conventional ideas of research in the social sciences and humanities are essentially connected in one way or another to the nation state, or whether research is fundamentally an international occupation.
This research compares the effects of career credentials and family factors on self-employment careers in the United States and Western Germany. In Germany, both general education…
Abstract
This research compares the effects of career credentials and family factors on self-employment careers in the United States and Western Germany. In Germany, both general education and vocational credentials structure self-employment, primarily at entry. In the United States, general education alone structures self-employment, primarily by stabilizing the self-employment careers of workers with higher credentials. Intergenerational transmission of self-employment is more prominent among men, while spousal transmission of self-employment status is more prominent among women. In the United States, but not in Germany, there is evidence of a “caretaker” pathway that brings mothers of young children into self-employment for short periods of time.
Yueping Song and Xiao-Yuan Dong
This paper examines the gender patterns of occupational mobility in post-reform urban China using a national representative dataset. The results show there are marked gender…
Abstract
This paper examines the gender patterns of occupational mobility in post-reform urban China using a national representative dataset. The results show there are marked gender differences in both direction and self-reported cause of occupational mobility. With respect to the direction of mobility, married women are more likely than married men to undergo downward occupational changes, but are less likely to experience upward moves. In terms of the cause of mobility, compared to married men, married women are less likely to change jobs for career development or move to a new job assigned by the employer, but are more likely to change jobs for family reasons or as a result of involuntary separation. The results also show that the public-sector restructuring has increased the incidence of downward occupational mobility, more for women than men. The analysis suggests that women are disadvantaged in the occupational mobility process by a variety of social and institutional factors.
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Anne S. Miner and Olubukunola (Bukky) Akinsanmi
Idiosyncratic jobs occur when formal job duties match the abilities or interests of a specific person. New duties can accrue or be negotiated to match an existing employee or a…
Abstract
Idiosyncratic jobs occur when formal job duties match the abilities or interests of a specific person. New duties can accrue or be negotiated to match an existing employee or a potential hire. Idiosyncratic jobs can help organizations deal with changing contexts, and influence organizational goals and structure. They can affect job holders’ careers and organizational job structures. The evolutionary accumulation of idiosyncratic jobs can potentially generate unplanned organizational learning. Promising research frontiers include links to work on job crafting, I-Deals, negotiated joining, and ecologies of jobs. Deeper exploration of these domains can advance core theories of job design and organizational transformation and inform normative theory on organizational use of idiosyncratic jobs without falling into cronyism, inefficiency, or injustice.
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Prior studies of academics’ career migration patterns typically focused on middle- and upper-class faculty. The “push/pull” or “hard/soft” factors relevant to faculty from more…
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Prior studies of academics’ career migration patterns typically focused on middle- and upper-class faculty. The “push/pull” or “hard/soft” factors relevant to faculty from more privileged groups emerged from those analyses. This phenomenological study used qualitative interviews with 12 faculty members from lower social-class backgrounds to discover variables unique to this group. Due to lifelong differences in basic resources and limited access to educational opportunities, as well as adherence to class-based values, faculty from lower social-class backgrounds made career decisions based primarily on financial and family needs rather than the variables found in earlier studies. In order to paint a complete picture of factors that enter into the career-decision-making process, studies examining the mobility of academics must consider inclusion of faculty from lower social-class origins.
The past few decades have witnessed a phenomenal progress in our understanding of employee mobility as a critical driver and consequence of various outcomes for individuals…
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The past few decades have witnessed a phenomenal progress in our understanding of employee mobility as a critical driver and consequence of various outcomes for individuals, organizations, industries, and economies. In the process, researchers have tackled several important issues in conducting empirical research on employee mobility. This chapter provides a critical discussion of the extant literature focusing on five broad areas: identification of mobility, timing of mobility, outcomes of mobility and their operationalization, model identification, and other related issues. In doing so, this article identifies some of the empirical choices and methodologies adopted in prior mobility studies, evaluates those practices, and suggests areas of improvements for the practice. It is hoped that future studies will benefit from this chapter's insight by building on the best practices from the literature while continuously and successfully tackling the issues that have been challenging the researchers on this increasingly important topic of scholarly inquiry.
This chapter argues that intra-firm geographic mobility is an understudied mechanism that can help mitigate coordination failures in a geographically distributed organization. The…
Abstract
This chapter argues that intra-firm geographic mobility is an understudied mechanism that can help mitigate coordination failures in a geographically distributed organization. The chapter presents an organizing framework on how intra-firm geographic mobility creates value for firms and discusses how intra-firm geographic mobility can create value for individual workers. The chapter concludes by presenting a future research agenda for intra-firm geographic mobility in light of emerging phenomena such as global collaborative patenting by multinationals, temporary colocation of knowledge workers, and nonstandard work.