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1 – 10 of over 224000Jelena Zikic and Souha Ezzedeen
The purpose of this paper is to employ intelligent career theory to simultaneously explore the relationships between three types of entrepreneurial career capital (i.e…
Abstract
Purpose
The purpose of this paper is to employ intelligent career theory to simultaneously explore the relationships between three types of entrepreneurial career capital (i.e. motivations, human, and social capital). It illustrates the interconnectedness of these three forms of capital as an important way to study entrepreneurial careers and provide a new lens for understanding both personal and venture success.
Design/methodology/approach
This qualitative study of 22 in depth semi-structured interviews explores career stories of entrepreneurs in the high tech industry. The interviews focus on examining three aspects of their career, motivations to become an entrepreneur, ways of learning and developing their human and social capital. Interviews were transcribed and coded using grounded theory approach.
Findings
The findings describe how entrepreneurial careers as simultaneously shaped by three types of career capital: motivations (knowing-why), knowledge (knowing-how), and relationships (knowing-whom). It also illustrates the accumulation of career capital as a continuous cycle of interrelationships between these three types of capital.
Research limitations/implications
In sum, the findings add to the knowledge on entrepreneurial careers and the role that the three types of capital play in venture formation and success. It also points to the importance of a more integrated view of these careers, embedded in a web of motivational, social, and human capital.
Practical implications
The study’s findings suggest that entrepreneurs should paid equal attention and nurture each form of career capital throughout their careers. It also has implications for entrepreneurship programs as well career advisers to.
Originality/value
Prior entrepreneurship research has examined aspects of entrepreneur’s career capital (e.g. intentions, social, and human capital) typically in isolation from one another and little is known about their reinforcing relationships in entrepreneurial careers. This study provides novel insights for understanding the three types of career capital and the importance of this more integrated view in entrepreneurship education and career counseling.
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Neville Clement, Terence Lovat, Allyson Holbrook, Margaret Kiley, Sid Bourke, Brian Paltridge, Sue Starfield, Hedy Fairbairn and Dennis M. McInerney
Evaluation of research is a core function of academic work, yet there has been very little theoretical development about what it means to ‘know’ in relation to judgements made in…
Abstract
Evaluation of research is a core function of academic work, yet there has been very little theoretical development about what it means to ‘know’ in relation to judgements made in examination of doctoral research. This chapter addresses the issue by reflecting on findings from three projects aimed at enhancing understanding of doctoral examination. In order to progress understanding about knowledge judgements in the doctoral research context, the chapter draws on two key contributions in the field of knowledge and knowing, namely, Habermas’ cognitive interests and Chinn, Buckland and Samarapungavan’s notion of epistemic cognition. It examines the common ground between the two bodies of theory, drawing illustratively on empirical work in the field of doctoral examination. The comparison of the Habermasian theory of cognitive interests with Chinn et al.’s notion of epistemic cognition led to the conclusion that there were areas of overlap between the two conceptual schemas that could be utilised to advance research into doctoral examination in higher education. Habermas’ cognitive interests (which underpin his ways of knowing theory) offer a conceptual lens that facilitates analysis of the interaction of ontological and epistemic components of knowledge production. Chinn et al.’s notion of epistemic cognition allows for finer grained analysis of aspects of the cognitive work involved in knowledge rendition. This work is particularly pertinent in an era that sees the boundaries of the disciplines being challenged by the need for new perspectives and cross-disciplinary approaches to solving complex problems.
Hyeonah Jo, Minji Park and Ji Hoon Song
A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose…
Abstract
Purpose
A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose an integrated conceptual model for career competencies to provide insights for employees and organizations by identifying what and how one can prepare and provide support for career development in an uncertain and complex work environment.
Design/methodology/approach
The integrated literature reviewed was adapted to provide a conceptual model for career competencies. All 77 studies were reviewed, guided by the intelligent career theory (ICT) and social cognitive career theory (SCCT).
Findings
The mechanisms of career competency development were examined through the interrelationship between three types of knowing; knowing-why, knowing-whom and knowing-how. Career competencies can be considered a developmental process, therefore, they could develop through various interventions and accumulate over time. Especially the results indicate that learning is an essential component of career competencies, as it increases self-efficacy and promotes a desire to achieve positive career outcomes.
Originality/value
This study provided a conceptual model, explored the mechanisms of career competency development and considered how career competencies influence career outcomes. Furthermore, it identified the context of the construct of career competencies by integrating the SCCT and ICT. Finally, it showed the inadequacy of existing research on negative factors of career competency outcomes and recommended further research to broaden the general context of career competency studies.
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Isyaku Salisu, Aminullah Abdurrasheed Abdullah, Munir Shehu Mashi, Md. Mahmudul Alam and Norashidah Hashim
This study aims to investigate the influence of creativity and resource availability on career competencies (CC) and career success (CS) of entrepreneurs in Nigeria using the…
Abstract
Purpose
This study aims to investigate the influence of creativity and resource availability on career competencies (CC) and career success (CS) of entrepreneurs in Nigeria using the intelligent career framework.
Design/methodology/approach
Data was obtained using answers to questionnaires given to 348 successful entrepreneurs. The data was analysed using non-parametric software (Smart-PLS).
Findings
The results indicate that entrepreneurs who possess “know-why”, “know-how” and “know-whom” can access the required resources and are doing well in their careers. It is suggested that these competencies were significantly related to entrepreneurial CS. Resource availability moderates the relationship of knowing-how, knowing-why competencies and CS, whilst creativity moderates only the link between knowing-whom and entrepreneurial CS.
Research limitations/implications
The results help us to comprehend better the nature of successful entrepreneurial careers and the prominent role of tripartite competencies in achieving a successful career. Also emphasised here is the prominence of a more holistic perspective of these components based on a mix of social, motivational and human capital.
Practical implications
These findings hinted that entrepreneurs should pay uniform consideration in fostering each CC. There are implications for career advisers, practitioners and entrepreneurship programmes.
Originality/value
To the authors’ best knowledge, this is first-of-its-kind research that used primary source data in understanding CC – “knowing-how, knowing-whom and knowing-why” – with entrepreneurs’ CS in Nigeria.
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Michael Dickmann and Tim Mills
Research neglects the role that specific locations play in the decision process to accept international work. This paper aims to explore the career drivers of individuals working…
Abstract
Purpose
Research neglects the role that specific locations play in the decision process to accept international work. This paper aims to explore the career drivers of individuals working as expatriates in London (UK) and to focus on the relationships with specific location attributes.
Design/methodology/approach
A total of 11 qualitative in‐depth interviews and 348 quantitative questionnaire responses are used to explore the importance of intelligent career considerations for working as an expatriate in London.
Findings
A range of location‐specific factors and intelligent career considerations is identified and quantitatively assessed. The study depicts the links of perceived career factors and location‐specific drivers.
Originality/value
Applying the intelligent careers framework, the research goes beyond the normally used broad national factors to explore career capital drivers that motivate individuals to go to a specific city location. In exploring the relatively neglected areas of knowing‐whom and knowing‐why it sheds light on international relocation decision making. These insights inform further academic research and help to shape expatriation policies and practices of organizations.
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Our individual and collective humanness is integral to the pursuit of learning and, thus, has the potential to bring much richness to discussions in teacher education…
Abstract
Our individual and collective humanness is integral to the pursuit of learning and, thus, has the potential to bring much richness to discussions in teacher education. Unfortunately, education continues to prioritize cognitive ways of knowing, often at the expense of affective and spiritual knowledge. Drawing on the work of Parker Palmer (1993, 1997, 1998a, 1998b, 2004, 2017) who advocates for integrated ways of knowing and being and Manulani Meyer (2013) who draws on Indigenous knowledges to suggest holographic epistemology as meaning-making, I embrace a photo-poetic method to challenge the tendency in education to distance our minds from our emotional and ethereal selves. Situated within a/r/tography, this inquiry explores the capacity of artful ways of being to overcome the culture of disconnectedness in education.
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Barbara Heilemann and Polly Parker
This paper highlights how career capital is accrued through three ways of knowing in a women’s leadership programme (WLP) in an Australian State Police Department. A shift in…
Abstract
Purpose
This paper highlights how career capital is accrued through three ways of knowing in a women’s leadership programme (WLP) in an Australian State Police Department. A shift in focus to building capability rather than addressing gaps in participants' abilities was enhanced through the unique use of sponsors and positive psychology interventions.
Design/methodology/approach
A longitudinal study, which comprised 31 semi-structured in-depth interviews and focus groups, and a survey with participants eight months after the interviews, assessed the impact of enhanced skills, connections and qualifications on extant role performance.
Findings
The WLP enhanced three key components of career capital.
Originality/value
The authors' study extends extant knowledge in seven key ways related to WLPs: (1) reaffirms the benefits for police, (2) developing or enhancing career capital, (3) accruing women’s career capital in policing, (4) pedagogical benefits for WLPs, (5) articulating outcomes of developing career capital, (6) the uniqueness of allocating sponsors and (7) extending empirical studies demonstrating synergies within the intelligent career framework.
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Marian Crowley-Henry, Edward P. O'Connor and Blanca Suarez-Bilbao
This micro-level study unpacks the recruitment and retention of international professionals to small and medium-sized enterprises (SMEs). The study highlights the influence of the…
Abstract
Purpose
This micro-level study unpacks the recruitment and retention of international professionals to small and medium-sized enterprises (SMEs). The study highlights the influence of the founders' international experience when applying organisational-level (meso) policies and practices. With their insider experience as skilled migrants, we share how the founders in each of the SMEs mobilised career capital into human resource management (HRM) strategies.
Design/methodology/approach
Combining literature on SMEs and skilled migrants' careers, we draw upon intelligent career theory to illuminate the recruitment and retention of self-initiated expatriates and skilled migrants in SMEs. With three SME case studies as samples–one micro, one small and one medium-sized organisation in Ireland–we consider the influence of the founders' international experience in the design and application of formal and informal HRM strategies (at the organisational level) that are operationalised to recruit and retain international talent to/in these organisations.
Findings
The HRM practices in the three SME cases in this paper, each run by migrant founders, vary from formalised (for our medium-sized organisation), semi-formalised (for our small-sized organisation) to ad hoc and tailor-made (for our micro-sized organisation). These particular SMEs were often more receptive to hiring other migrants. The important role of the three SME case studies' skilled migrant founders and their own international career experiences was apparent in the particular HRM approaches they adopted. The relevance of intelligent career theory when applying micro-level findings at the meso-organisational level is shown.
Originality/value
The paper presents how the international experience of founder–managers, in turn, impacts on the HRM practices and policies that are implemented to recruit and retain international employees. The study highlights how both organisation size and founder-manager international experience influence the degree of customisation of HRM practices and policies in SMEs, specifically pertaining to the recruitment and retention of self-initiated expatriates and skilled migrant employees. The heterogeneity within the sub-categories encompassed under the umbrella label of SME is emphasised; validating our case study approach, where nuance and detail of the specific organisation can be shared.
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Mireka Caselius and Vesa Suutari
The purpose of the present study is to explore the effects of early life international exposure on the career capital (CC) of adult third culture kids (ATCKs).
Abstract
Purpose
The purpose of the present study is to explore the effects of early life international exposure on the career capital (CC) of adult third culture kids (ATCKs).
Design/methodology/approach
The study adopts a qualitative research design based on 34 semi-structured interviews with ATCKs who have had international exposure in their childhood as members of an expatriate family.
Findings
The results show that a globally mobile childhood has extensive long-term impacts on ATCKs' CC in the areas of knowing-why, knowing-how and knowing-whom. Additionally, their early international experience also had several negative impacts across these aspects of CC.
Originality/value
This paper provides a novel understanding of the long-term impacts of early life international exposure on ATCKs' CC, and this paper is the first study to use the CC framework among an ATCK population.
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Aurora Chen, Noeleen Doherty and Susan Vinnicombe
The purpose of this paper is to report a qualitative study with British women managers, which explored the career competencies accrued from undertaking an Executive MBA (EMBA).
Abstract
Purpose
The purpose of this paper is to report a qualitative study with British women managers, which explored the career competencies accrued from undertaking an Executive MBA (EMBA).
Design/methodology/approach
The research drew on in‐depth interviews with a sample of 18 female alumni from three British business schools. Data were analyzed using NVivo 8.0. within the career‐competencies framework of Knowing‐how, Knowing‐why and Knowing‐whom.
Findings
Women aged between 30 and 34 years emphasized the importance of gaining confidence (Knowing‐why) and skills (Knowing‐how) while those aged between 35 and 45 years focused on developing networks (Knowing‐whom). This study suggests that age and career stage may have considerable impact on perceptions of acquired career competencies.
Research limitations/implications
This is an exploratory piece with limited generalisability; however, it exposes the need to clarify the concept of career stage for women.
Practical implications
Business schools have historically stressed the career benefits of MBA programmes in terms of improved capital and of changing career directions. This research indicates that an EMBA may offer a more level playing field for women with respect to networking activities. In the competitive global environment, business schools may benefit from more fully exploring career competencies, such as networking skills, for increasing the appeal of EMBA programmes. The paper also draws attention to the need for HR managers to increase efforts for improving women's career competencies.
Originality/value
Findings extend previous research on the development of career competencies from an EMBA, indicating the importance of developing networks, particularly at mid‐career. The paper highlights the need to redefine women's mid‐career stage.
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