Nicky Dries and Marijke Verbruggen (Katholieke Universiteit Leuven, Belgium) and Frederik Van Acker (Open Universiteit, The Netherlands) published in Journal of Vocational Behavior Volume 81 Issue 2 (October 2012)
Abstract
The talent management literature declares talent management a prime concern for HRM professionals while the careers literature calls talent management archaic.
Three sets of assumptions identified through comparative review of both streams of the literature were tested in a large-scale survey (n = 941).
We found more support for the assumptions advocated in the talent management literature. Those who organizations consider their “best” people are more often found in traditional-organisational careers – both in terms of employer inducements and employee attitudes.
Traditional–organisational careers yield more career satisfaction than careers displaying more boundaryless features.
Individuals’ career types are mostly determined by supervisor-rated performance, much more so than by personal career orientation.
Highlights
► We tested contrasting assumptions from the careers and talent management literature.
► More support was found for the assumptions from the talent management literature.
► The “best” employees are most often found in traditional–organisational careers.
► Traditional–organisational careers were found to be most satisfying.
► Career type is determined by performance indicators rather than career orientation.
Showing posts with label boundaryless_career. Show all posts
Showing posts with label boundaryless_career. Show all posts
Tuesday, 16 October 2012
Thursday, 13 October 2011
The meaning of career success: Avoiding reification through a closer inspection of historical, cultural, and ideological contexts
an article by Nicky Dries (Research Centre for Organisation Studies, Katholieke Universiteit Leuven) published in Career Development International Volume 16 Issue 4 (2011)
Abstract
Purpose
The purpose of this paper is to examine the extent to which the concept of career success has been subject to reification, and identify potential implications for individuals, organizations, and societies.
Design/methodology/approach
The current paper offers an in-depth analysis of the different contextual forces contributing to the reification of careers (i.e. history, culture and ideology), and how these have impacted on the social reality of career and the definitions of career success held by different relevant actors.
Findings
In total, eight research propositions are identified that need to be addressed in future research in order to advance knowledge and understanding of career success in context.
Social implications
One manifest outcome of career reification is the establishment of collective norms prescribing what a “normal”, “successful” career is – and what is not. Consequently, all careers not conforming to these norms are devaluated, which is inappropriate given the present-day climate of workplace diversity.
Originality/value
Career theory, in general, has been criticized for overemphasising individual agency while neglecting contextual issues. Furthermore, more conceptual development is necessary in relation to the career success construct. The current paper aims to address both of these gaps by presenting in-depth analyses of the historical, cultural, and ideological contexts impacting on the meaning of career and career success.
Abstract
Purpose
The purpose of this paper is to examine the extent to which the concept of career success has been subject to reification, and identify potential implications for individuals, organizations, and societies.
Design/methodology/approach
The current paper offers an in-depth analysis of the different contextual forces contributing to the reification of careers (i.e. history, culture and ideology), and how these have impacted on the social reality of career and the definitions of career success held by different relevant actors.
Findings
In total, eight research propositions are identified that need to be addressed in future research in order to advance knowledge and understanding of career success in context.
Social implications
One manifest outcome of career reification is the establishment of collective norms prescribing what a “normal”, “successful” career is – and what is not. Consequently, all careers not conforming to these norms are devaluated, which is inappropriate given the present-day climate of workplace diversity.
Originality/value
Career theory, in general, has been criticized for overemphasising individual agency while neglecting contextual issues. Furthermore, more conceptual development is necessary in relation to the career success construct. The current paper aims to address both of these gaps by presenting in-depth analyses of the historical, cultural, and ideological contexts impacting on the meaning of career and career success.
Monday, 16 August 2010
Have careers become boundaryless?
an article by Ricardo A Rodrigues (King’s College, London and University of Coimbra, Portugal) and David Guest (King’s College, London) published in Human Relations Volume 63 Issue 8 (August 2010)
Abstract
The idea the boundaryless career has recently permeated the careers literature. However, critics have claimed that the concept is fuzzy and difficult to operationalise. Moreover, one of the core assumptions, namely the collapse of traditional organisational careers allied to increasing mobility across organisational boundaries, has rarely been seriously analysed in the careers literature. This article aims to take forward the analysis of the boundaryless career concept in two ways.
First, we discuss its conceptual and operational problems. We argue that the current debate, focused on the permeability of organisational boundaries, fails fully to address the complexity of contemporary careers.
Second, we integrate contributions from labour economics on job stability to argue that the assumption of the collapse of the traditional career model is not supported by the evidence.
In our conclusions, we draw on boundary theory to outline the potential of a different approach to the conceptualisation of career boundaries.
Abstract
The idea the boundaryless career has recently permeated the careers literature. However, critics have claimed that the concept is fuzzy and difficult to operationalise. Moreover, one of the core assumptions, namely the collapse of traditional organisational careers allied to increasing mobility across organisational boundaries, has rarely been seriously analysed in the careers literature. This article aims to take forward the analysis of the boundaryless career concept in two ways.
First, we discuss its conceptual and operational problems. We argue that the current debate, focused on the permeability of organisational boundaries, fails fully to address the complexity of contemporary careers.
Second, we integrate contributions from labour economics on job stability to argue that the assumption of the collapse of the traditional career model is not supported by the evidence.
In our conclusions, we draw on boundary theory to outline the potential of a different approach to the conceptualisation of career boundaries.
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