an article by Shaista E. Khilji and Kelly Harper Pumroy (The George Washington University, USA) published in Gender, Work & Organization Volume 6 Issue 7 (July 2019)
Abstract
With the purpose of breaking down socially derived, implicit assumptions regarding women and highlighting their resilience and strength within organizations, this study focused upon career experiences of women engineers.
Findings indicated women constantly navigated gendered social and organizational norms to develop their careers. We found them to employ three distinct coping strategies, conforming to play by the rules, negotiating to play around the rules and defying to establish own rules. The ways in which participants arrived at and enacted on these coping strategies is illustrative of their strength, forethought and self‐directedness. All participants demonstrated high self‐concept and the ability to learn and adapt.
The study allowed us to acknowledge prevalence of gendered norms and expectations, while also highlighting women's strength in navigating their careers.
We hope that the study is able to illuminate persistence of male perspective in the literature and promote a perspective of women as strong and resilient professionals.
Showing posts with label careers. Show all posts
Showing posts with label careers. Show all posts
Wednesday, 31 July 2019
Tuesday, 11 June 2019
The perceived value of work placements and part-time work and its diminution with time
an article by Gbolahan Gbadamosi, Mitchell Hickman and Hannah Rudley (Bournemouth University, UK), Carl Evans (University of the West of England, Bristol, UK) and Katherine Jones (Royal Agricultural University, Cirencester, UK) published in Journal of Education and Work Volume 32 Issue 2 (2019)
Abstract
This paper explores the perceptions of degree students at two UK universities regarding their work placement and part-time working activities, to assess if the two activities converge.
The research comprises three stages:
The paper therefore highlights the value of timing in the assessment of work placement. It also offers value for universities’ by providing insight into students’ perceptions regarding embedded external work activities that can enhance graduate employability and career prospects.
Abstract
This paper explores the perceptions of degree students at two UK universities regarding their work placement and part-time working activities, to assess if the two activities converge.
The research comprises three stages:
- interviews for preliminary exploration of students’ perceptions towards work placement and part-time work;
- interviews to examine how placement opportunities link with career aspirations;
- a survey of students who had completed a placement, and those currently on placement.
The paper therefore highlights the value of timing in the assessment of work placement. It also offers value for universities’ by providing insight into students’ perceptions regarding embedded external work activities that can enhance graduate employability and career prospects.
Sunday, 5 November 2017
How do retired athletes find work? A footballer has set up a careers site to help
an article by Jonathan Drennan for Behind the Lines, part of the Guardian Sport Network
Football dressing rooms can be ruthless places. The social hierarchy is established, the wisecracks are often merciless and there aren’t many moments for introspection or worrying about what to do once your career finishes. Exeter City forward Robbie Simpson understands the culture but at the age of 32 he has realised that a change in tone could help his fellow athletes. Simpson, who has played in all four divisions below the Premier League, has set up Life After Professional Sport (LAPS), an organisation that aims to help former professional athletes find full-time work.
“In professional football, it is very difficult to show any vulnerability whatsoever, never mind in the dressing room. It’s a place with banter and bravado. All of that is great, but also people don’t want to show any fear or even talk about what will happen next after their careers are over, which needs to change. At League Two level, the reality is, after it’s over, you’re going to have to get a job almost straight away, so we need to start this conversation now and think of life after sport.”
Continue reading
Football dressing rooms can be ruthless places. The social hierarchy is established, the wisecracks are often merciless and there aren’t many moments for introspection or worrying about what to do once your career finishes. Exeter City forward Robbie Simpson understands the culture but at the age of 32 he has realised that a change in tone could help his fellow athletes. Simpson, who has played in all four divisions below the Premier League, has set up Life After Professional Sport (LAPS), an organisation that aims to help former professional athletes find full-time work.
“In professional football, it is very difficult to show any vulnerability whatsoever, never mind in the dressing room. It’s a place with banter and bravado. All of that is great, but also people don’t want to show any fear or even talk about what will happen next after their careers are over, which needs to change. At League Two level, the reality is, after it’s over, you’re going to have to get a job almost straight away, so we need to start this conversation now and think of life after sport.”
Continue reading
Wednesday, 11 January 2017
An exploration into the career experiences of lesbians in the UK
an article by Sandra L. Fielden (University of Manchester, UK) and Hannah Jepson (Future Leaders Charitable Trust Limited, London, UK) published in
Gender in Management: An International Journal
Volume 31 Issue 4 (2016)
Abstract
Purpose
The purpose of this paper is to explore the experiences of lesbians in terms of career progression and development, focusing on several areas including, discrimination in the workplace, career resources, barriers to career development and the importance of disclosing one’s sexual identity in the workplace.
Design/methodology/approach
Interviews were conducted with 15 participants, 14 of whom had disclosed their sexuality at work. A grounded theory approach was used to conduct the analysis, and the findings suggested six core categories relating to the career experiences of the sample. These categories are: social climate; career choice; work environment; personality; being a lesbian and being a woman; and useful strategies.
Findings
The analysis highlighted several key findings, such as the importance of the relationship between gender and sexuality; the importance of working within a policy-driven environment such as the public sector; the importance of personality and the modification of behaviour as a personal resource for lesbians in the workplace. The research also highlighted the fact that discrimination still occurs at work but manifests itself in different and often more subtle ways and it was reported that, despite protective legislation, one of the greatest challenges for lesbians is working within a heterosexist and heteronormative environment.
Originality/value
There is a great deal of research dedicated to women’s career development but less on certain subgroups of women and even less on the career development of lesbians in organisations, and it is the aim of this paper to address the lack of research pertaining to the careers of lesbians in the UK.
Abstract
Purpose
The purpose of this paper is to explore the experiences of lesbians in terms of career progression and development, focusing on several areas including, discrimination in the workplace, career resources, barriers to career development and the importance of disclosing one’s sexual identity in the workplace.
Design/methodology/approach
Interviews were conducted with 15 participants, 14 of whom had disclosed their sexuality at work. A grounded theory approach was used to conduct the analysis, and the findings suggested six core categories relating to the career experiences of the sample. These categories are: social climate; career choice; work environment; personality; being a lesbian and being a woman; and useful strategies.
Findings
The analysis highlighted several key findings, such as the importance of the relationship between gender and sexuality; the importance of working within a policy-driven environment such as the public sector; the importance of personality and the modification of behaviour as a personal resource for lesbians in the workplace. The research also highlighted the fact that discrimination still occurs at work but manifests itself in different and often more subtle ways and it was reported that, despite protective legislation, one of the greatest challenges for lesbians is working within a heterosexist and heteronormative environment.
Originality/value
There is a great deal of research dedicated to women’s career development but less on certain subgroups of women and even less on the career development of lesbians in organisations, and it is the aim of this paper to address the lack of research pertaining to the careers of lesbians in the UK.
Tuesday, 2 July 2013
Increases in salience of ethnic identity at work: The roles of ethnic assignation and ethnic identification
an article by Etlyn J Kenny (Birkbeck, University of London, UK) and Rob B Briner (University of Bath, UK) published in human relations Volume 66 Number 5 (May 2013)
Abstract
To better understand how ethnicity is actually experienced within organisations, we examined reported increases in ethnic identity salience at work and responses to such increases.
Thirty British black Caribbean graduate employees were interviewed about how and when they experienced their ethnic identity at work.
The findings demonstrated that increased salience in ethnic identity was experienced in two key ways: through ‘ethnic assignation’ (a ‘push’ towards ethnic identity) and ‘ethnic identification’ (a ‘pull’ towards ethnic identity).
We explore how and when ethnic assignation and ethnic identification occur at work, and their relevance to how workplaces are experienced by this group of minority ethnic employees.
The findings suggest the need for further research attention to the dynamic and episodic nature of social identity – including ethnic identity – within organizations, and to the impact of such increases in salience of social identities on behaviour at work.
Abstract
To better understand how ethnicity is actually experienced within organisations, we examined reported increases in ethnic identity salience at work and responses to such increases.
Thirty British black Caribbean graduate employees were interviewed about how and when they experienced their ethnic identity at work.
The findings demonstrated that increased salience in ethnic identity was experienced in two key ways: through ‘ethnic assignation’ (a ‘push’ towards ethnic identity) and ‘ethnic identification’ (a ‘pull’ towards ethnic identity).
We explore how and when ethnic assignation and ethnic identification occur at work, and their relevance to how workplaces are experienced by this group of minority ethnic employees.
The findings suggest the need for further research attention to the dynamic and episodic nature of social identity – including ethnic identity – within organizations, and to the impact of such increases in salience of social identities on behaviour at work.
Thursday, 16 May 2013
A matter of time: young professionals’ experiences of long work hours
an article by Jane Sturges (King’s College London, UK) published in Work Employment & Society Volume 27 Number 2 (April 2013)
Abstract
This article examines young construction industry professionals’ experiences of working long hours from the perspective of the meanings that they ascribe to work time and how these influence the hours that they work.
It considers how such notions of ‘qualitative’ time spent on work may shape attitudes and behaviour relating to ‘quantitative’ work hours.
The findings show that, for the interviewees, work time has meanings chiefly associated with enjoyment, being professional and being part of a work family.
The article contributes to the long work hours literature by broadening our understanding of how young professionals experience long work hours, why they may not always view them negatively and how the meanings that they attach to them can lead to particular patterns of work hours. It also highlights gender differences in this regard.
Abstract
This article examines young construction industry professionals’ experiences of working long hours from the perspective of the meanings that they ascribe to work time and how these influence the hours that they work.
It considers how such notions of ‘qualitative’ time spent on work may shape attitudes and behaviour relating to ‘quantitative’ work hours.
The findings show that, for the interviewees, work time has meanings chiefly associated with enjoyment, being professional and being part of a work family.
The article contributes to the long work hours literature by broadening our understanding of how young professionals experience long work hours, why they may not always view them negatively and how the meanings that they attach to them can lead to particular patterns of work hours. It also highlights gender differences in this regard.
Friday, 1 March 2013
An expanded model of careers professional identity: time for change?
an article by Deirdre Hughes (Institute for Employment Research,Warwick University, UK) published in British Journal of Guidance and Counselling Volume 41 Number 1 (February 2013)
Abstract
The careers profession is challenged significantly by government, employers and potential consumers to articulate its added value to society.
Neoliberal discourses such as privatisation, deregulation, flexicurity and a self-help culture are impacting upon arrangements for the design and delivery of all-age careers provision across the UK.
In this article, a UK-wide alliance designed to reconceptualise professional formation and identity is examined and critiqued.
Findings from experiences in England illuminate the necessity for credible and authentic professional reconstruction. This is challenging work, where boundary maintenance is contested and disconnect with employer networks is prevalent.
The article concludes that there is a need for strong leadership and more collective efforts to harness and secure careers professionals’ identity and impact.
Abstract
The careers profession is challenged significantly by government, employers and potential consumers to articulate its added value to society.
Neoliberal discourses such as privatisation, deregulation, flexicurity and a self-help culture are impacting upon arrangements for the design and delivery of all-age careers provision across the UK.
In this article, a UK-wide alliance designed to reconceptualise professional formation and identity is examined and critiqued.
Findings from experiences in England illuminate the necessity for credible and authentic professional reconstruction. This is challenging work, where boundary maintenance is contested and disconnect with employer networks is prevalent.
The article concludes that there is a need for strong leadership and more collective efforts to harness and secure careers professionals’ identity and impact.
Monday, 25 February 2013
Employee alienation: relationships with careerism and career satisfaction
an article by Dan S. Chiaburu and Ismael Diaz, (Texas A&M University, College Station, USA) and Ans De Vos (Antwerp Management School, Belgium) published in Journal of Managerial Psychology Volume 28 Issue 1 (2013)
Abstract
Purpose
The purpose of this paper is to investigate the extent to which employees' perceptions of alienation (personal and social) are related to positive (career satisfaction) and negative (careerist orientation) career-related outcomes and to examine the mediating role of career satisfaction.
Design/methodology/approach
The paper used a cross-sectional design, with questionnaires administered to 165 employees working in organizations in the USA to test the relationship between alienation and careerism through career satisfaction.
Findings
Alienation was found to be a positive predictor of employee careerism, and a negative predictor of their career satisfaction. The data were consistent with a model positioning career satisfaction as a mediator of the alienation to careerism relationship.
Research limitations/implications
Future research should examine the relationship between alienation and career outcomes in other organizations and job families, to enhance generalizability. Data should be also collected longitudinally, to extend the current cross-sectional design.
Practical implications
Understanding the empirical link between alienation and career outcomes can provide useful information to reduce negative career outcomes.
Originality/value
The findings point toward a positive relationship between employee alienation and their careerism. In doing so, the paper adds to a body of work where careerism was connected with structural rather than individual predictors.
Abstract
Purpose
The purpose of this paper is to investigate the extent to which employees' perceptions of alienation (personal and social) are related to positive (career satisfaction) and negative (careerist orientation) career-related outcomes and to examine the mediating role of career satisfaction.
Design/methodology/approach
The paper used a cross-sectional design, with questionnaires administered to 165 employees working in organizations in the USA to test the relationship between alienation and careerism through career satisfaction.
Findings
Alienation was found to be a positive predictor of employee careerism, and a negative predictor of their career satisfaction. The data were consistent with a model positioning career satisfaction as a mediator of the alienation to careerism relationship.
Research limitations/implications
Future research should examine the relationship between alienation and career outcomes in other organizations and job families, to enhance generalizability. Data should be also collected longitudinally, to extend the current cross-sectional design.
Practical implications
Understanding the empirical link between alienation and career outcomes can provide useful information to reduce negative career outcomes.
Originality/value
The findings point toward a positive relationship between employee alienation and their careerism. In doing so, the paper adds to a body of work where careerism was connected with structural rather than individual predictors.
Tuesday, 15 January 2013
Reinventing retirement: New pathways, new arrangements, new meanings
an article by Leisa D Sargent (University of Melbourne, Australia), Mary Dean Lee and Mary Dean Lee (McGill University, Canada), Bill Martin (The University of Queensland, Australia) and Jelena Zikic (York University, Canada) published in Human Relations Volume 66 Number 1 (January 2013)
Abstract
Retirement involves a set of institutional arrangements combined with socio-cultural meanings to sustain a distinct retirement phase in life course and career pathways.
In this Introduction to the Special Issue: ‘Reinventing Retirement: New Pathways, New Arrangements, New Meanings,’ we outline the historical development of retirement.
We identify the dramatic broad-based changes that recently have shaken this established construct to its core. We describe the main organisational responses to these changes, and how they have been associated with shifting, multiple meanings of retirement.
Finally, we present a model that frames two general forms of reinvention of retirement.
The first involves continuation of the idea of a distinct and well-defined period of life occurring at the end of a career trajectory, but with changes in the timing, the kinds of post-retirement activities pursued, and meanings associated with this period of life.
The second represents a more fundamental reinvention in which the overall concept of retirement as a distinct period in an individual’s life is challenged or rejected, whether because it is not appealing or no longer realistic.
We provide examples of how both types of reinvention may manifest in individuals’ careers and lives, and suggest future research directions that follow from our model.
Friday, 14 December 2012
Crafting a balance between work and home
an article by Jane Sturges (King’s College London, UK) published in Human Relations Volume 65 Number 12 (December 2012)
Abstract
This article reports the findings of a qualitative study that explored the unofficial techniques and activities that individuals use to shape their own work–life balance.
It theorises that this behaviour may be usefully conceptualised as physical, relational and cognitive work–life balance crafting. It identifies the physical, relational and cognitive techniques that young professionals employ to manage their work–life balance and shows that distinct approaches to work–life balance crafting exist, each of which features a specific range of techniques.
Abstract
This article reports the findings of a qualitative study that explored the unofficial techniques and activities that individuals use to shape their own work–life balance.
It theorises that this behaviour may be usefully conceptualised as physical, relational and cognitive work–life balance crafting. It identifies the physical, relational and cognitive techniques that young professionals employ to manage their work–life balance and shows that distinct approaches to work–life balance crafting exist, each of which features a specific range of techniques.
Wednesday, 14 November 2012
Is using work–life interface benefits a career-limiting move? An examination of women, men, lone parents, and parents with partners
an article by Alison M. Konrad (University of Western Ontario, Canada) and Yang Yang (University of Pennsylvania, USA) published in Journal of Organizational Behavior Volume 33 Issue 8 (November 2012)
Summary
Using a large national sample based on Workplace and Employee Survey data collected by Statistics Canada in 2001 and 2002, we examined the effects of employee usage of seven organizational work–life interface benefits on promotions.
Analysis predicted promotions in 2002 when number of promotions received by 2001 were controlled. The main effect of using work–life interface benefits on promotions was positive, indicating that using these benefits is not a career-limiting move.
Gender, presence of young children, and marital status interacted with the use of work–life interface benefits. Single parents benefited less than other employees from using work–life interface options. Altogether, these findings suggest that the ongoing positive effects of conservation of time and energy resources for employees outweigh the initial short-term negative effects of signalling and stigmatization.
Copyright © 2012 John Wiley & Sons, Ltd.
Summary
Using a large national sample based on Workplace and Employee Survey data collected by Statistics Canada in 2001 and 2002, we examined the effects of employee usage of seven organizational work–life interface benefits on promotions.
Analysis predicted promotions in 2002 when number of promotions received by 2001 were controlled. The main effect of using work–life interface benefits on promotions was positive, indicating that using these benefits is not a career-limiting move.
Gender, presence of young children, and marital status interacted with the use of work–life interface benefits. Single parents benefited less than other employees from using work–life interface options. Altogether, these findings suggest that the ongoing positive effects of conservation of time and energy resources for employees outweigh the initial short-term negative effects of signalling and stigmatization.
Copyright © 2012 John Wiley & Sons, Ltd.
Friday, 2 November 2012
Employability, well-being and job satisfaction following a job loss
an article by Mary A. Gowan (Elon University, North Carolina, USA) published in Journal of Managerial Psychology Volume 27 Issue 8 (2012)
Abstract
Purpose
This paper aims to investigate changes in psychological well-being over time for individuals who experienced a career disruption in the form of a company closing, and to examine the relationships between employability, well-being, and job satisfaction. It seeks to expand on previous work of job loss relative to the long-term impact of the experience and on Fugate et al.’s psycho-social conceptualisation of employability.
Design/methodology/approach
Data were collected at the time of job loss (T1) and six years later (T2). The 73 respondents at T2 represent a stratified random sample of the T1 respondents. Hypotheses were tested with paired sample t-tests and hierarchical multiple regression.
Findings
Results indicate that the negative psychological impact of job loss diminishes over time. Additionally, employability predicted well-being and job satisfaction.
Practical implications
The results of the study provide guidance for the design and administration of outplacement and related programs that focus on increasing employability and psychological well-being, and suggest ways that individuals can shield themselves from the negative consequences associated with a job loss.
Social implications
The results have policy implications for the design of government funded outplacement and retraining programs.
Originality/value
The paper is the first to examine job loss over a six-year period of time, and the first to examine the impact of employability attributes on multiple indicators of well-being and on job satisfaction in the job loss context.
Abstract
Purpose
This paper aims to investigate changes in psychological well-being over time for individuals who experienced a career disruption in the form of a company closing, and to examine the relationships between employability, well-being, and job satisfaction. It seeks to expand on previous work of job loss relative to the long-term impact of the experience and on Fugate et al.’s psycho-social conceptualisation of employability.
Design/methodology/approach
Data were collected at the time of job loss (T1) and six years later (T2). The 73 respondents at T2 represent a stratified random sample of the T1 respondents. Hypotheses were tested with paired sample t-tests and hierarchical multiple regression.
Findings
Results indicate that the negative psychological impact of job loss diminishes over time. Additionally, employability predicted well-being and job satisfaction.
Practical implications
The results of the study provide guidance for the design and administration of outplacement and related programs that focus on increasing employability and psychological well-being, and suggest ways that individuals can shield themselves from the negative consequences associated with a job loss.
Social implications
The results have policy implications for the design of government funded outplacement and retraining programs.
Originality/value
The paper is the first to examine job loss over a six-year period of time, and the first to examine the impact of employability attributes on multiple indicators of well-being and on job satisfaction in the job loss context.
Non-linear careers: desirability and coping
an article by Elisabeth Schilling (University of Applied Administrative Science NRW, Cologne, Germany) published in Equality, Diversity and Inclusion: An International Journal Volume 31 Issue 8 (2012)
Abstract
Purpose
This paper aims to analyse the question of whether women freely choose to pursue a non-linear career or whether they are forced by their circumstances to take this path.
Design/methodology/approach
Semi-structured interviews with older female employees, who had non-linear careers, were conducted. The qualitative analysis of women’s biographical narratives was achieved through adopting a socio-biographical approach. The subjective view of success in the non-linear careers was addressed.
Findings
All respondents would have preferred a linear career. However a non-linear career is accepted as a possibility to follow one’s own professional interests and to cope with professional insecurity. Moreover women discover strategies to cope with insecurity, organisational injustice or life course stereotypes, such as networking, additional qualifications, and making the change over to a self-employed position.
Research limitations/implications
As all interviews were conducted with German professionals and a small qualitative sample, the results need an adaptation for other countries, younger generations and different social strata.
Social implications
The need for social political concepts for non-linear careers became evident. The risk of the non-linear careers should be pooled between individuals and organisations.
Originality/value
The study found that some decisions, which aim to avoid professional insecurity (e.g. additional qualification), produce non-linearity and hence increase the insecurity. The importance of social constraints for individual career decisions has been emphasised in the paper.
Abstract
Purpose
This paper aims to analyse the question of whether women freely choose to pursue a non-linear career or whether they are forced by their circumstances to take this path.
Design/methodology/approach
Semi-structured interviews with older female employees, who had non-linear careers, were conducted. The qualitative analysis of women’s biographical narratives was achieved through adopting a socio-biographical approach. The subjective view of success in the non-linear careers was addressed.
Findings
All respondents would have preferred a linear career. However a non-linear career is accepted as a possibility to follow one’s own professional interests and to cope with professional insecurity. Moreover women discover strategies to cope with insecurity, organisational injustice or life course stereotypes, such as networking, additional qualifications, and making the change over to a self-employed position.
Research limitations/implications
As all interviews were conducted with German professionals and a small qualitative sample, the results need an adaptation for other countries, younger generations and different social strata.
Social implications
The need for social political concepts for non-linear careers became evident. The risk of the non-linear careers should be pooled between individuals and organisations.
Originality/value
The study found that some decisions, which aim to avoid professional insecurity (e.g. additional qualification), produce non-linearity and hence increase the insecurity. The importance of social constraints for individual career decisions has been emphasised in the paper.
Friday, 3 August 2012
Listen to Your Heart? Calling and Receptivity to Career Advice
an article by Shoshana R. Dobrow (Fordham University, New York, USA) and Jennifer Tosti-Kharas (San Francisco State University, USA) published in Journal of Career Assessment Volume 20 Number 3 (August 2012)
Abstract
This study explores calling in the context of career decision making. Specifically, the authors examine receptivity to advice that discourages individuals from pursuing a professional path in their calling’s domain.
The authors hypothesize that people with a strong calling will be more likely to ignore negative career advice.
In Study 1, a four-wave, 7-year longitudinal study following 450 amateur musicians across career stages, the regression analyses showed that those with a stronger calling toward music reported being more willing to ignore the discouraging career-related advice of a trusted mentor. These results held over time, such that an early calling predicted the degree to which young people were willing to ignore career advice equally strongly 6 weeks, 3½ years, and 7 years later.
In Study 2, the authors replicated these findings in a cross-sectional study of 131 business students. The authors discuss the implications for research on calling, as well as for counseling strong-calling individuals.
Abstract
This study explores calling in the context of career decision making. Specifically, the authors examine receptivity to advice that discourages individuals from pursuing a professional path in their calling’s domain.
The authors hypothesize that people with a strong calling will be more likely to ignore negative career advice.
In Study 1, a four-wave, 7-year longitudinal study following 450 amateur musicians across career stages, the regression analyses showed that those with a stronger calling toward music reported being more willing to ignore the discouraging career-related advice of a trusted mentor. These results held over time, such that an early calling predicted the degree to which young people were willing to ignore career advice equally strongly 6 weeks, 3½ years, and 7 years later.
In Study 2, the authors replicated these findings in a cross-sectional study of 131 business students. The authors discuss the implications for research on calling, as well as for counseling strong-calling individuals.
Thursday, 26 July 2012
The devil without and within:
A conceptual model of social cognitive processes whereby discrimination leads stigmatized minorities to become discouraged workers
an article by Peter A. Heslin (University of New South Wales, Sydney, Australia), Myrtle P. Bell (University of Texas–Arlington, USA) and Pinar O. Fletcher (Harvard Business School, Boston, Massachusetts) published in Journal of Organizational Behavior (Special Issue: Coping with Economic Stress) Volume 33 Issue 6 (August 2012)
Abstract
In contrast to the substantial literatures on job loss, underemployment, and re-employment, management scholars have paid scant attention to “discouraged workers,” defined as those who want to work but have ceased looking for work because of labour market-related reasons such as discrimination.
Drawing together the labour economics category of discouraged workers, the diversity literature on employment discrimination, and social cognitive research on careers, we model social cognitive mechanisms whereby discrimination can lead stigmatized minorities to become discouraged workers.
We show how direct effects of discrimination (the “devil without”) can be compounded by its indirect impacts – through minority socialization and identity, struggling role models, learned helplessness, and low job search self-efficacy (collectively, the “devil within”) – to lead stigmatized minorities to become discouraged workers.
Our model of insidious intra- and inter-personal dynamics that can amplify and sustain the demoralization and exclusion that stems from discrimination has implications for researchers, organizations, and those concerned with helping discouraged workers.
Hazel’s comment:
This is an article which bears reading by anyone working in career or employment advice – not that I have yet managed to do so!! I couldn’t find a price for purchase but it is free through subscribing institutions. It is not yet on the shelf in the Social Sciences Reading Room at the British Library and does not appear to be available electronically.
an article by Peter A. Heslin (University of New South Wales, Sydney, Australia), Myrtle P. Bell (University of Texas–Arlington, USA) and Pinar O. Fletcher (Harvard Business School, Boston, Massachusetts) published in Journal of Organizational Behavior (Special Issue: Coping with Economic Stress) Volume 33 Issue 6 (August 2012)
Abstract
In contrast to the substantial literatures on job loss, underemployment, and re-employment, management scholars have paid scant attention to “discouraged workers,” defined as those who want to work but have ceased looking for work because of labour market-related reasons such as discrimination.
Drawing together the labour economics category of discouraged workers, the diversity literature on employment discrimination, and social cognitive research on careers, we model social cognitive mechanisms whereby discrimination can lead stigmatized minorities to become discouraged workers.
We show how direct effects of discrimination (the “devil without”) can be compounded by its indirect impacts – through minority socialization and identity, struggling role models, learned helplessness, and low job search self-efficacy (collectively, the “devil within”) – to lead stigmatized minorities to become discouraged workers.
Our model of insidious intra- and inter-personal dynamics that can amplify and sustain the demoralization and exclusion that stems from discrimination has implications for researchers, organizations, and those concerned with helping discouraged workers.
Hazel’s comment:
This is an article which bears reading by anyone working in career or employment advice – not that I have yet managed to do so!! I couldn’t find a price for purchase but it is free through subscribing institutions. It is not yet on the shelf in the Social Sciences Reading Room at the British Library and does not appear to be available electronically.
Tuesday, 19 June 2012
A job, a dream or a trap? Multiple meanings for encore careers
an article by Mary Simpson and Margaret Richardson (University of Waikato, New Zealand) and Theodore E Zorn (Massey University, New Zealand) published in Work, Employment & Society Volume 26 Number 3 (June 2012
Abstract
Governments and activists are interested in the ageing workforce, as both a problem and, potentially, an asset.
Terms such as ‘positive ageing’ and ‘successful ageing’ are increasingly used rhetorically to (re)frame the working lives of elders, and demand careful examination. A recent entry in the discursive re-construction of work in later life is ‘encore careers’, which highlights retirement as a time when individuals choose to use their wealth of experience, engaging in work that matters and makes meaningful contributions to society.
This article reports on a study that used a multiple perspectives approach to analyse the discourse of elders engaged in encore careers and managers who work with them.
Abstract
Governments and activists are interested in the ageing workforce, as both a problem and, potentially, an asset.
Terms such as ‘positive ageing’ and ‘successful ageing’ are increasingly used rhetorically to (re)frame the working lives of elders, and demand careful examination. A recent entry in the discursive re-construction of work in later life is ‘encore careers’, which highlights retirement as a time when individuals choose to use their wealth of experience, engaging in work that matters and makes meaningful contributions to society.
This article reports on a study that used a multiple perspectives approach to analyse the discourse of elders engaged in encore careers and managers who work with them.
Thursday, 12 January 2012
The impact of career visions on work attitudes: a longitudinal approach
an article by Claudia Holtschlag (University of Barcelona, Spain) and Aline D. Masuda, (EADA Business School, Barcelona) published in Career Development International Volume 16 Issue 7 (2011)
Abstract
Purpose
The purpose of this study is to examine the effects of difficult and specific career visions on job satisfaction and turnover intentions seven years after students reported their visions.
Design/methodology/approach
Data for this study were collected in two waves, seven years apart, from the same cohort. At time 1 the career visions of MBA students were measured in terms of difficulty and specificity. At time 2 MBA students reported their job satisfaction and turnover intentions.
Findings
Results showed that MBA students with a specific and challenging career vision were less likely to report intentions to leave their work seven years after reporting their visions. Further, job satisfaction mediated this relationship.
Research limitations/implications
The study was limited due to the small sample size used (n=74). Future studies should also test whether goal progress and job performance could be mediators between the quality of career vision and job satisfaction.
Practical implications
Results of this study indicate that individuals who formulated more specific career visions were more satisfied with their jobs seven years after reporting their visions. This finding has implications for career counsellors, coaches and managers who care for the development of their subordinates.
Originality/value
This is the first study that examined the impact of the quality of career visions (i.e. specificity and difficulty) on future job satisfaction and turnover intentions.
Abstract
Purpose
The purpose of this study is to examine the effects of difficult and specific career visions on job satisfaction and turnover intentions seven years after students reported their visions.
Design/methodology/approach
Data for this study were collected in two waves, seven years apart, from the same cohort. At time 1 the career visions of MBA students were measured in terms of difficulty and specificity. At time 2 MBA students reported their job satisfaction and turnover intentions.
Findings
Results showed that MBA students with a specific and challenging career vision were less likely to report intentions to leave their work seven years after reporting their visions. Further, job satisfaction mediated this relationship.
Research limitations/implications
The study was limited due to the small sample size used (n=74). Future studies should also test whether goal progress and job performance could be mediators between the quality of career vision and job satisfaction.
Practical implications
Results of this study indicate that individuals who formulated more specific career visions were more satisfied with their jobs seven years after reporting their visions. This finding has implications for career counsellors, coaches and managers who care for the development of their subordinates.
Originality/value
This is the first study that examined the impact of the quality of career visions (i.e. specificity and difficulty) on future job satisfaction and turnover intentions.
Tuesday, 25 October 2011
Beneath the glass ceiling: Explaining gendered role segmentation in call centres
an article by Dora Scholarios and Phil Taylor (University of Strathclyde) published in Human Relations Volume 64 Number 10 (October 2011)
Abstract
Although the call centre is much researched, the literature on gender remains surprisingly undeveloped given the importance of this setting for women’s employment. This study of role segmentation in four call centres demonstrates women’s disproportionate representation in more routinised mass production roles, as opposed to higher status or managerial grades. It also analyses three explanations – human capital, domestic status and supervisor career support. The evidence shows that women face a ‘glass ceiling’, first, on entry to the call centre in terms of human capital disadvantage and levels of domestic constraint and, second, within the call centre in their ability to secure supervisor support for career opportunities. We argue that even for women with similar career aspiration and human capital to men, domestic responsibilities create obstacles before they reach the glass ceiling, especially for managerial roles, and contribute thereafter to reinforcing their concentration in more intensive, lower status work.
Abstract
Although the call centre is much researched, the literature on gender remains surprisingly undeveloped given the importance of this setting for women’s employment. This study of role segmentation in four call centres demonstrates women’s disproportionate representation in more routinised mass production roles, as opposed to higher status or managerial grades. It also analyses three explanations – human capital, domestic status and supervisor career support. The evidence shows that women face a ‘glass ceiling’, first, on entry to the call centre in terms of human capital disadvantage and levels of domestic constraint and, second, within the call centre in their ability to secure supervisor support for career opportunities. We argue that even for women with similar career aspiration and human capital to men, domestic responsibilities create obstacles before they reach the glass ceiling, especially for managerial roles, and contribute thereafter to reinforcing their concentration in more intensive, lower status work.
Thursday, 13 October 2011
Exploring career success of late bloomers from the TVET background
an article by Zoharah Omar, Steven Eric Krauss, Rahim M. Sail and Ismi Arif Ismail (Universiti Putra Malaysia, Serdang, Malaysia) published in Education + Training Volume 53 Issue 7 (2011)
Abstract
Purpose
The purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of technical and vocational education and training (TVET) “late bloomers” working in Malaysia.
Design/methodology/approach
Incorporating a mixed method design, the authors quantitatively surveyed 86 TVET graduates from two multinational companies, followed by in-depth qualitative interviews with five high-performing “late bloomer” TVET graduates.
Findings
Quantitative results indicate that the respondents progressed in their careers both in terms of salary and promotions, while most were satisfied with their careers and felt that they were internally and externally marketable. Qualitative findings indicate that the success of the late bloomers was the result of a perceived good fit between an individual's strengths and the organization's ability to compensate, motivate and support the individuals in their career progression.
Research limitations/implications
The limited sample size employed can only provide initial insights into career success levels and contributing factors of career success. The results may spur larger scale research on career success of TVET graduates in Malaysia and the neighbouring region.
Practical implications
The paper provides important initial findings on the technical and vocational career line as an alternative pathway for Malaysian youth, particularly school leavers and underachievers, to achieve career success and enhanced social inclusion through higher salaries, job status and educational attainment.
Originality/value
The paper highlights the unexplored potential of career success as a facilitator of educational attainment and social inclusion, rather than the traditional path of educational attainment first, followed by career success.
Abstract
Purpose
The purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of technical and vocational education and training (TVET) “late bloomers” working in Malaysia.
Design/methodology/approach
Incorporating a mixed method design, the authors quantitatively surveyed 86 TVET graduates from two multinational companies, followed by in-depth qualitative interviews with five high-performing “late bloomer” TVET graduates.
Findings
Quantitative results indicate that the respondents progressed in their careers both in terms of salary and promotions, while most were satisfied with their careers and felt that they were internally and externally marketable. Qualitative findings indicate that the success of the late bloomers was the result of a perceived good fit between an individual's strengths and the organization's ability to compensate, motivate and support the individuals in their career progression.
Research limitations/implications
The limited sample size employed can only provide initial insights into career success levels and contributing factors of career success. The results may spur larger scale research on career success of TVET graduates in Malaysia and the neighbouring region.
Practical implications
The paper provides important initial findings on the technical and vocational career line as an alternative pathway for Malaysian youth, particularly school leavers and underachievers, to achieve career success and enhanced social inclusion through higher salaries, job status and educational attainment.
Originality/value
The paper highlights the unexplored potential of career success as a facilitator of educational attainment and social inclusion, rather than the traditional path of educational attainment first, followed by career success.
Tuesday, 11 October 2011
What do tattoo artists know about HRM? Recruitment and selection in the body art sector
an article by Andrew R. Timming (Manchester Business School) published in Employee Relations Volume 33 Issue 5 (2011)
Abstract
Purpose
The purpose of this paper is to explore the recruitment and selection procedures employed in the body art sector.
Design/methodology/approach
Qualitative interviews were conducted with the owners/managers of eight body art studios located across the USA and the UK.
Findings
The results suggest that recruitment and selection in the body art sector is characteristically informal and instinctive. It was also found that the use of formal methods of recruitment and selection in one of the case studies appeared to enhance difficulties in attracting and retaining talent.
Practical/implications
The research corroborates the argument that smaller firms employ HRM strategies that are distinct from larger firms. But, more importantly, it also suggests that firm size could be a red herring in light of the various other factors that simultaneously influence HR service delivery.
Originality/value
This paper explores HRM practices in a hitherto unstudied sector of the economy. It also adds another layer of complexity to the academic debates surrounding HRM in small- and medium-sized enterprises.
Abstract
Purpose
The purpose of this paper is to explore the recruitment and selection procedures employed in the body art sector.
Design/methodology/approach
Qualitative interviews were conducted with the owners/managers of eight body art studios located across the USA and the UK.
Findings
The results suggest that recruitment and selection in the body art sector is characteristically informal and instinctive. It was also found that the use of formal methods of recruitment and selection in one of the case studies appeared to enhance difficulties in attracting and retaining talent.
Practical/implications
The research corroborates the argument that smaller firms employ HRM strategies that are distinct from larger firms. But, more importantly, it also suggests that firm size could be a red herring in light of the various other factors that simultaneously influence HR service delivery.
Originality/value
This paper explores HRM practices in a hitherto unstudied sector of the economy. It also adds another layer of complexity to the academic debates surrounding HRM in small- and medium-sized enterprises.
Subscribe to:
Posts (Atom)
