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The major purpose of this paper is to examine how gender differences impact the enactment of careers. An additional goal is to examine whether, as suggested by recent conceptualizations, careers are indeed becoming more boundaryless.

This paper is based on the results of two in‐depth qualitative studies (n=52; n=27).

Two major patterns were found that describe the careers of professionals in the contemporary workplace. One pattern is called the alpha career pattern: over the life span, people with this pattern first focus on challenge, then authenticity, and then balance. The second pattern is called the beta career pattern: over the life span, people with this pattern first focus on challenge, then balance, and then authenticity.

This paper offers a framework that HR managers and other organizational leaders can use to increase the authenticity, balance and challenge experienced by their employees in order to enhance organizational effectiveness.

This paper addresses the numerous calls for the development of a model to explain the complexities of women's careers as well as to recognize gender differences in career enactment. It was found that, in general, men followed the alpha career pattern while women followed the beta career pattern. However, a limited number of women had career experiences that were more consistent with the alpha career pattern more closely aligned with men while some younger men consciously developed more family‐driven beta patterns.

It has been argued by Lepine (1992) and others that certain distinct career patterns are typical of the careers of women managers and that these may not correspond to a typical male model of a continuous, linear progression. Considers the career patterns of male and female accountants. It shows that male accountants are more likely than female accountants to follow a continuous linear path and that this type of career path has higher remuneration levels. This may partly explain differences in salary levels between male and female accountants but does not explain differences in salary levels found within particular career patterns. Assesses the effect of this cultural emphasis on those, both men and women, whose careers exhibit different characteristics.

This paper aims to investigate the relationships amongst career patterns, neutrality of the state civil apparatus, and organizational performance of the local government in South Konawe District, Southeast Sulawesi Province in Indonesia.

Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to investigate the relationships between variables through direct and indirect influence testing.

The findings reveal that career patterns influence neutrality and organizational performance. Neutrality of the state civil apparatus in politics mediates career patterns and local government organizational performance. The findings indicate that, first, promotions most significantly influence the organization’s neutrality and performance. Second, demotions have the least influence on the organization’s robustness and performance.

This paper is among the first to examine the relationships amongst career patterns, neutrality, and organizational performance. Recommendations are provided to improve neutrality and organizational performance, that is, the need to increase promotions and reduce demotions.

This study aims to compare the career patterns of Matures, Baby Boomers, Generation Xers and Millennials over the various stages of their careers to determine whether there have been notable shifts away from the “traditional” career model characterized by long‐term linear, upward career movement, toward a “modern” career model characterized by increased job mobility, organizational mobility and multi‐directional career movement.

The retrospective career accounts of 105 Canadians were gathered through review of résumé information and semi‐structured interviews. The job changes and organizational changes experienced by each respondent in each five‐year career period (e.g. age 20‐24, 25‐29) and the direction of job changes (i.e. upward, downward, lateral or change of career track) were recorded. The generations were compared statistically on each of these measures through analysis of variance (ANOVA).

Significant inter‐generational differences were observed on all variables of interest, but the differences were largely restricted to the age 20‐24 and 30‐34 career stages.

The study relied on a small sample because of the qualitative nature of the data collection. The sample was also exclusively Canadian. The results should therefore be interpreted with care and the research should be replicated with different types of respondents and in different cultural contexts.

The research demonstrates to employers that the younger generations change jobs and employers at a greater rate than previous generations and that they are more willing to accept non‐upward career moves. Recruiting and retaining young employees will therefore require a different approach than was used for previous generations.

The use of retrospective accounts allowed for the comparison of generations within various career stages. This overcomes a significant limitation of cross‐sectional studies of generational phenomena by simultaneously considering life‐cycle and generational cohort effects.

This study explores the career trajectories of Chief Executive Officers (CEOs) to uncover unique characteristics that contribute to their success. By utilizing web scraping and machine learning techniques, over two thousand CEO profiles from LinkedIn are analyzed to understand patterns in their career paths. This study offers an alternative approach compared to the predominantly qualitative research methods employed in previous research.

This study proposes a framework for analyzing CEO career patterns. Job titles and company information are encoded using the Standard Occupational Classification (SOC) scheme. The study employs the Needleman-Wunsch optimal matching algorithm and an agglomerative approach to construct distance matrices and cluster CEO career paths.

This study gathered data on the career transition processes of graduates from several renowned public and private universities in the United States via LinkedIn. Employing machine learning techniques, the analysis revealed diverse career trajectories. The findings offer career guidance for individuals from various academic backgrounds aspiring to become CEOs.

The building of a career sequence that takes into account the number of years requires integers. Numbers that are not integers have been rounded up to facilitate the optimal matching process but this approach prevents a perfectly accurate representation of time worked.

This study makes an original contribution to the field of career pattern analysis by disclosing the distinct career path groups of CEOs using the rich LinkedIn online dataset. Note that our CEO profiles are not restricted in any industry or specific career paths followed to becoming CEOs. In light of the fact that individuals who hold CEO positions are usually perceived by society as successful, we are interested in finding the characteristics behind their success and whether either the title held or the company they remain at show patterns in making them who they are today.

As a matter of fact, nearly all CEOs had previous experience working for a non-Fortune organization before joining a Fortune company. Of those who have worked for Fortune firms, the number of CEOs with experience in Fortune 500 forms exceeded those with experience in Fortune 1,000 firms.

This study, examines women's career types and their effects on women's satisfaction with their career success and their attributions of the sources of this career success. The study proposes a typology of four career types that are determined by the manifestation of a woman's career pattern and career locus. It finds empirical evidence of three distinct career types for women: achievers, navigators and accommodators. Women having accommodator career types are significantly less satisfied with their career success than women having navigator career types and achiever career types.

This paper seeks to explore claims about the changing nature of careers by focusing on how information technology (IT) workers enact careers in the context of Nigeria. The theoretical framework guiding this research is that societal context (social structure and institutions) has an influence on the career patterns exhibited by individuals.

This study adopted a qualitative research approach, which involved semi‐structured interviews with 30 IT workers.

Analysis of the findings indicates that the career trajectory of these workers conforms in part with the traditional view of hierarchical and progressive careers and partly with recent models of the boundaryless career. In order to capture a more contextual understanding, and based on findings from this research which highlight both the dynamic and the reactive nature of the careers of IT workers in Nigeria, the concept of the chameleon career isi ntroduced.

This research contributes the Nigerian context and perspective to the wider discourse on changing nature of careers.

This study aims to explore the nature of women's career experiences over the life course by examining career patterns, career locus, career contexts, and career beliefs.

A qualitative, inductive approach to data gathering and analysis was employed, using life story surveys, semi‐structured interviewing, thematic analysis, grounded theory, code development and descriptive statistics.

The data revealed distinct patterns of how women's careers develop over time, particularly with regard to the impact of career contexts (societal, organizational, and relational) and women's own changing images of their careers and career success. A three‐phase, age‐linked model of women's career development is proposed: the idealistic achievement phase; the pragmatic endurance phase; and the reinventive contribution phase.

Future studies should test replicability of these findings to determine whether this three‐phase model is embedded in the particular socio‐historical context of the times in which the particular women in this sample have lived or is universally applicable across different eras and changing realities.

Better organizational efforts are needed to ensure that women receive ongoing coaching and mentoring, work for managers who support their development, have access to organizational resources and opportunities to develop their skills, are given challenging assignments, are acknowledged for their unique talents, and are recognized for aptitude learned through life experiences and “non‐traditional” work histories.

This is a rare, women‐only study that looks at the career dynamics of women over the life course.

This paper challenges the common understanding of the word “career” in relation to the differences in male and female employment and seeks to show that women normally follow a career pattern which has characteristics of flexibility, change, transferable skills, part‐time and temporary working. Some career patterns and theories are challenged in the light of more recent understandings of psychological perspectives and these theories are tested against current thinking on employment needs in the 1990s. The paper concludes that typical female employment patterns are what is required in today’s economic climate and so women are more adaptable to the changes required. However, the down side of typical female careers is recognised as being an issue for discussion on employment values and rewards within society.

This research examined correlates of three career priority patterns – career‐primary, modified career‐family, and career‐family – among 218 managerial and professional women in Bulgaria. Data were collected using questionnaires completed anonymously. It attempted to replicate similar research conducted in Canada. Although career‐family women worked fewer hours per week, and were less involved with their jobs than were career‐primary women, many of the differences observed in the Canadian sample were absent in the Bulgarian sample. Offers possible explanations for the differences in the two studies.