Career and employer change in the age of the ‘boundaryless’ career

Hess, Narelle; Jepsen, Denise M.; Dries, Nicky

doi:10.1016/j.jvb.2011.10.009

Cited by 53 publications

(36 citation statements)

References 40 publications

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“…This finding supports the work of Bedeian et al (1991) whose concept of expected utility of one's present job was based primarily on the degree to which one's present job was relevant to one's longer term professional growth and development (Hess et al, 2012). This study results support the works of Weng and McElroy (2012), Xiong (2008) and Hess et al(2012). In Weng and McElroy"s study, dimensions of career growth were negatively related to turnover intentions and affective occupational commitment was found to partially mediate these relationships among Chinese employees.…”

Section: Resultssupporting

confidence: 87%

“…In Xiong"s (2008) study, it is demonstrated that remuneration growth constitutes one reason for employees to remain with their employing organizations among Chinese employees (Weng & McElroy, 2012). Hess et al (2012) found similar results among Australian employees.…”

Section: Resultsmentioning

confidence: 90%

“…According to Hess et al (2012), with respect to professional ability development, the degree to which one is able to get new abilities in one's current place of employment can make employment there attractive. This finding supports the work of Bedeian et al (1991) whose concept of expected utility of one's present job was based primarily on the degree to which one's present job was relevant to one's longer term professional growth and development (Hess et al, 2012). This study results support the works of Weng and McElroy (2012), Xiong (2008) and Hess et al(2012).…”

Section: Resultsmentioning

confidence: 99%

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Organizational Career Growth and Turnover Intention: An Application in Audit Firms in Turkey

Karavardar¹

2014

IBR

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This study examined the direct effect of organizational career growth on turnover intention, as well as the buffering influence of organizational commitment on this relationship among auditors in Turkey. Organizational career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth. Organizational commitment was conceptualized by three components: Affective commitment, normative commitment and continuance commitment. Data was obtained from 226 auditors from 92 audit firms in Turkey. According to results, organizational career growth dimensions, namely career goal progress, professional ability development, promotion speed and renumeration growth are all negatively related to turnover intention. Besides, it was found that professional ability development and renumeration growth have strong influences on turnover intention. In spite of this, career goal progress and promotion speed had no significant effect on turnover intention. According to the results of hierarchical multiple regression, there is not any buffering effect of organizational commitment (affective commitment, normative commitment and continuance commitment) on the relationship between each of the four dimensions of organizational career growth and turnover intention.

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Section: Resultssupporting

confidence: 87%

Section: Resultsmentioning

confidence: 90%

Section: Resultsmentioning

confidence: 99%

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Organizational Career Growth and Turnover Intention: An Application in Audit Firms in Turkey

Karavardar¹

2014

IBR

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“…(Hess, Jepsen, & Dries, 2012;Holmes & Cartwright, 1994;Muja & Appelbaum, 2012). There has been little mention of scientific career paths and a search of the available literature has provided scant information about scientists changing careers.…”

Section: Exploring the Factors That Affect A Successful Change From Amentioning

confidence: 99%

Career conversations in coaching: the contribution that career theory can make to coaching practice

Yates

Oginni

Olway

et al. 2017

Coaching: An International Journal of Theory, Research and Prac

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This is the accepted version of the paper.This version of the publication may differ from the final published version. Permanent repository link AbstractThis paper responds to calls for an increased evidence base for coaching practice by exploring the contribution that career research and theory could make to this field. The paper summarises three small-scale studies focusing on career change undertaken by post-graduate students enrolled on an MSc in Career Coaching at a university in London. The studies explore the experiences of three groups of people who have recently changed career direction: female black African entrepreneurs, academic research scientists moving to industry, and people choosing a career in careers. The findings of the studies highlight the role of meaning and values, and the influence of others on career choice. The studies show too how the participants wrestle with subjective notions of career success, and that the impetus to make a career change comes from both a disenchantment with one situation and an attraction towards another. The paper concludes with some suggestions for coaching practice. Practice pointsThe paper is relevant to all coaches who engage with conversations about careers within their coaching practice.This paper aims to increase the breadth of theories available to coaches, focusing on empirical research and theories which inform an understanding of career development and career choice. Career changes are made when there is both a push away from the current situation and a pull towards an alternative option.  Career choices are influenced by an individual's values, their sense of identity and the advice and opinions of others.  Career theories and research can provide useful frameworks for career conversations with coachees.

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“…The current paper clearly demonstrates that researchers need to be more mindful of the contextual forces shaping careers. CDI 16,4 Historical, cultural, and ideological contexts impact significantly on people's subjective definitions of career success, which in turn affects their career behaviors and decisions. All three contextual factors might generate barriers and opportunities to the construction of meaning in careers (Blustein et al, 2004).…”

Section: Adopt a Dual Viewpoint Of Careermentioning

confidence: 99%

The meaning of career success

Dries

2011

Career Development International

Self Cite

100

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PurposeThe 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/approachThe 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.FindingsIn 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 implicationsOne 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/valueCareer theory, in general, has been criticized for overemphasizing 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.

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Career and employer change in the age of the ‘boundaryless’ career

Cited by 53 publications

References 40 publications

Organizational Career Growth and Turnover Intention: An Application in Audit Firms in Turkey

Organizational Career Growth and Turnover Intention: An Application in Audit Firms in Turkey

Career conversations in coaching: the contribution that career theory can make to coaching practice

The meaning of career success

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