Search results

1 – 10 of over 21000
To view the access options for this content please click here
Book part

Kathryn H. Dekas and Wayne E. Baker

A work orientation represents a person’s beliefs about the meaning of work – the function work plays in the person’s life and the constellation of values and assumptions…

Abstract

Purpose

A work orientation represents a person’s beliefs about the meaning of work – the function work plays in the person’s life and the constellation of values and assumptions the person holds about the work domain. Research has suggested that adults tend to favor one of three primary work orientations: job, career, or calling. Empirical studies have shown that adults with different primary work orientations tend to experience different work and career outcomes; however, scholars have not analyzed how or why an individual first develops a work orientation. In this study, we take a first step toward investigating the origins of adults’ work orientations.

Design/methodology/approach

We propose hypotheses drawing on extant literature on the development of work values and occupational inheritance. We test hypotheses using a retrospective research design and survey methodology, with a sample of working adults.

Findings

Work orientations are developed through socialization processes with parents during adolescence. There are different patterns of development across the three work orientation categories: stronger calling orientations are developed when both parents possess strong calling orientations; stronger career orientations develop in accordance with fathers’ career orientations; and job orientations are related more to the nature of the adolescent’s relationship with parents than with parents’ own work orientations.

Originality/value

This research provides the first empirical study of the origin and development of work orientations.

Research limitations/implications

This research offers insight into ways generations are connected through the perceived meaning of their work, even as the nature of work changes. We encourage future scholars to use this as a starting point for research on the development of work orientations, and to continue exploring these questions using additional methods, particularly longitudinal study designs.

Details

Adolescent Experiences and Adult Work Outcomes: Connections and Causes
Type: Book
ISBN: 978-1-78350-572-2

Keywords

To view the access options for this content please click here
Article

Leisa D. Sargent and Shelley R. Domberger

The purpose of this study is to examine the development of a protean career orientation. In doing so, the paper also aims to assess how work experience, parents and peer…

Abstract

Purpose

The purpose of this study is to examine the development of a protean career orientation. In doing so, the paper also aims to assess how work experience, parents and peer networks co‐influence the development of a protean career orientation.

Design/methodology/approach

The paper uses semi‐structured interviews with young adults and explores their past, present and future work and career experiences. They were also asked them to explain what career success meant to them. Interview transcripts were reviewed and coded based on two main categories representing protean orientation: self‐directed career management and the expression of personal values as a mechanism for career decisions. The paper also process mapped how a protean career orientation developed in the interviewees. Those who reported a protean career orientation were interviewed two‐and‐a‐half years later so as to further explore their career experiences and the extent to which self‐directedness and value congruence influenced career decisions.

Findings

Results suggest that some reported a protean career orientation and of those that did they reported experiencing an image violation based on their personal values. Two types of personal values appeared important to the protean group, they were, making a contribution to society and maintaining work‐life balance. Those that were categorised as having a protean orientation also engaged in critical reassessment by interrogating the basis of their career values and strategies and this distinguished them from the rest of the interviewees who exhibited a more traditional career orientation. These findings are consistent with image theory's concept of a progress decision. This concept encapsulates the idea that individuals decide whether a career plan is moving them towards achievement of a career goal and if it is not, new or modified plans need to be taken up.

Research limitations/implications

The exploratory findings have important implications for understanding the career strategies of protean careerists. Specifically, they elucidate how violations of values, goals and plans lead to career reappraisals. This paper provides important insights into reframing career choice and change in terms of image violations.

Originality/value

The paper provides a process map of the mechanisms that contribute to the development of a protean career orientation. Specifically, it focuses on image violations that appear to distinguish protean careerists from the remainder of the interviewees. Thus, the paper links protean careers with image theory as a means of understanding the underlying processes involved in early career decision making.

Details

Career Development International, vol. 12 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article

Namhee Kim

Investigates how Korean women employees define their success at work, and how those definitions differ by demographic variables, such as age, years of work experience…

Abstract

Investigates how Korean women employees define their success at work, and how those definitions differ by demographic variables, such as age, years of work experience, marital status, and education level. The instrument used is the modified Career Success Map Questionnaire, which was originally developed to measure people's career success orientation. A sample survey was conducted with a sample of Korean women employees in a large Korean bank. Implies, when comparing the results with other studies sampling both men and women (or women only) in either a US or Korean context, that women's career perceptions and career success in a specific culture could differ from those in the same culture, as well as in another culture. Therefore, it is advised that theories should not make the same assumptions regarding career phenomena cross‐culturally, in addition to cross‐gender. Moreover, the managerial implications of this study indicate that organizations can motivate employees with different incentives and options according to their internal orientations, which may differ by gender and cultural background.

Details

Career Development International, vol. 9 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article

Olusegun Babalola and Nealia Sue Bruning

Contemporary careers research suggests that individuals are more likely to be proactive about their careers when they possess an internal, rather than an external locus of…

Abstract

Purpose

Contemporary careers research suggests that individuals are more likely to be proactive about their careers when they possess an internal, rather than an external locus of control (LOC). The purpose of this paper is to adopt the view that individuals can be both external and proactive depending on whether or not they possess an incremental implicit theory.

Design/methodology/approach

Self-administered surveys were completed by 127 employed individuals in Nigeria. These surveys were used to gather information on individuals’ external LOC, protean and boundaryless career orientations and implicit theory beliefs.

Findings

Results indicated partial support for positive relationships between external LOC and contemporary career orientations and that an incremental implicit theory can have a positive moderating effect on the relationship between an external LOC belief in chance and the values-driven protean career orientation.

Research limitations/implications

The study was based on a cross-sectional study in one time period and all information was self-report.

Practical implications

The results suggest that HR managers that operate in global environments should consider the importance of individual implicit theory and on career orientations and take a broader view of the role of internal and external LOC.

Social implications

The study questions whether predominant perspectives of the relationship between proactive career orientations and internal LOC applies to contexts where external LOC predominate.

Originality/value

This study is unique in the examination of positive relationships between implicit theory, external LOC and contemporary career orientations. Furthermore, the study examines these relationships in an unstable and unpredictable work environment context, Nigeria, where such positive relationships are highly necessary to improve the career self-management of individuals.

Details

Personnel Review, vol. 44 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

To view the access options for this content please click here
Article

Jack W. Kostal and Brenton M. Wiernik

The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with…

Abstract

Purpose

The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with implications for career development and social equity. The purpose of this paper is to test these hypotheses by systematically reviewing research on demographic differences in new career orientations.

Design/methodology/approach

This paper meta-analyzes demographic differences in protean, boundaryless, and proactive career orientations using data from 29,605 individuals (74 samples).

Findings

Demographic differences in new career orientations are generally negligible to small, with organizational mobility preferences showing the largest differences across demographic characteristics. Age showed curvilinear relations with new career orientations. National economic development moderated new career orientation-educational level relations.

Research limitations/implications

Results support the construct validity of “proactive career orientation” as a unifying construct encompassing protean and psychological mobility boundaryless orientations (cf. Wiernik and Kostal, 2017). Future research should continue to explore career development in diverse economic/cultural contexts.

Practical implications

Small demographic differences suggest that potential benefits of new career orientations are not limited to members of particular groups. Age and education relations were large enough to indicate that large population segments may benefit from additional interventions to support career mobility and development.

Originality/value

This paper uses meta-analytic techniques to investigate demographic differences in career orientations with larger samples than possible in a single primary study. The meta-analytic design permitted investigation of a variety of methodological and cultural/economic moderators not previously considered in career orientation research.

Details

Career Development International, vol. 22 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article

Leslie B. Buckley and Michael G. Petrunik

Takes a random sample of 156 respondents from municipal and rural police forces in Canada to examine the relationship between various factors concerning their careers

Abstract

Takes a random sample of 156 respondents from municipal and rural police forces in Canada to examine the relationship between various factors concerning their careers. Finds that a significant number of officers perceive their career orientation to have changed over time. Presents findings on social activists, enforcers, careerists, specialists and self investors. Differs from previous research linking career orientation to personality type by seeing career orientation as changing with time, stages of career and circumstances. Remarks that policing needs to be technically sophisticated, cost‐effective, community‐based and sensitive to the realities of a multicultural society. Recommends that police departments consider the career orientation of recruits and establish a reward structure suited to the varied career types

Details

American Journal of Police, vol. 14 no. 2
Type: Research Article
ISSN: 0735-8547

Keywords

To view the access options for this content please click here
Article

Antonio Vera and Desdemona Hucke

This article aims to investigate the impact of managerial orientation on the career success of physicians employed in hospitals.

Abstract

Purpose

This article aims to investigate the impact of managerial orientation on the career success of physicians employed in hospitals.

Design/methodology/approach

The authors collected data between August and October 2006 using a written questionnaire that was sent to all 278 physicians employed in two German hospitals. The data was analyzed using a multinomial logistic regression.

Findings

The data indicate that a pronounced managerial orientation has indeed a positive impact on the career success of physicians in hospitals. But the results vary with respect to the different dimensions of managerial orientation.

Practical implications

Some aspects of managerial orientation are more compatible with physicians' professional values and, consequently, more relevant for career success than others. The acquisition and improvement of management skills seems to be a crucial factor.

Originality/value

The impact of managerial orientation on the career success of physicians has been unclear so far. Physicians are trained and socialized according to professional values and norms that are considered to be the antithesis of a managerial orientation. Furthermore, the typical career paths of professionals are different from careers of other occupational groups. However, this paper shows that physicians employed in hospitals need a certain degree of managerial orientation to have a successful and satisfying professional career.

Details

Journal of Health Organization and Management, vol. 23 no. 1
Type: Research Article
ISSN: 1477-7266

Keywords

To view the access options for this content please click here
Article

Dhitiporn Chompookum and C. Brooklyn Derr

When the labor market becomes tighter and the economy is uncertain, companies often respond by downsizing and by asking those employees who remain to be more productive…

Abstract

When the labor market becomes tighter and the economy is uncertain, companies often respond by downsizing and by asking those employees who remain to be more productive and dependable. It is, therefore, of interest to both managers and researchers to better understand the dynamics of organizational citizenship behavior (OCB). OCB is defined as one's willingness to do more than required, to go the extra mile. This study explores how one's subjective sense of career orientation (the internal career) affects OCB. The research was conducted in eight medium‐to‐large organizations in Thailand and it was discovered, as predicted, that internal career orientations impact the level of OCB. This finding is important because other research shows that the relationship between dispositional variables and OCB is inconclusive.

Details

Career Development International, vol. 9 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Content available
Article

Emil Lucian Crisan

This study aims to address a paucity of research into career success by exploring the impact of organizational context (“in-group” culture and the competitiveness…

Abstract

Purpose

This study aims to address a paucity of research into career success by exploring the impact of organizational context (“in-group” culture and the competitiveness strategy) and individual variables (self-efficacy and goal orientation), on objective career success (academic position) and subjective career success (career satisfaction).

Design/methodology/approach

Survey data were obtained from 447 faculty members employed by Babeș-Bolyai University (BBU), the best-ranked Romanian higher education institution. For analysis, hierarchical multiple regressions analyzes were used.

Findings

The novel results of this quantitative analysis are that organizational context variables influence both subjective career success and objective career success. Academics who do not attain promotion have lower subjective career success and objective career success, as a result of the publish or perish university strategy. Self-efficacy has a positive impact on both success types, while goal orientation is for subjective career success a weak predictor.

Practical implications

Organizational efforts should be focused on improving academics career development especially for those teachers who are in the current position already for many years. The development of performance-driven career paths should be also considered for diminishing the impact of organizational variables.

Originality/value

This paper extends the knowledge concerning objective and subjective career success by revealing the important impact of contextual determinants, as it confirms the impact of individual self-efficacy in a university context and partially the one of goal orientation.

Details

Rajagiri Management Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0972-9968

Keywords

To view the access options for this content please click here
Article

David E. Okurame and Rhoda Fabunmi

The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian…

Abstract

Purpose

The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian cultural context.

Design/methodology/approach

Data were collected from 250 Nigerian nurses through a questionnaire.

Findings

Mentoring support predicted protean career dimensions but was non-significant for boundaryless career dimensions. Gender directly accounted for a significant percentage of the variance in physical mobility in favor of women but did not predict self-directed, value-driven and psychological mobility career attitudes. Gender significantly moderated the relationship between mentoring and new career dimensions except physical mobility.

Research limitations/implications

The male sample was limited and data from a single professional group/organization in Nigeria may not typify organizations in general. This calls for caution in generalizing findings.

Practical implications

Proactive career management and value-driven attitudes can be fostered by ensuring quality mentor support. The peculiar direct and moderating effects of gender on protean and boundaryless careers deserve particular attention.

Originality/value

The absence of African perspectives on new career directions in most reference journals limits the global scope of comparative studies. The present study provides information on the under-researched role of mentoring and gender in modern career models from Africa, and makes useful theoretical contributions to new career perspectives, especially in the context of how relationships among study variables may differ across national cultural contexts.

Details

Career Development International, vol. 19 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

1 – 10 of over 21000