2012
DOI: 10.1016/j.jvb.2012.02.001
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Managerial career patterns: A review of the empirical evidence

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Cited by 78 publications
(88 citation statements)
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References 86 publications
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“…In this sense, Table 12 shows items related to socio-demographic characteristics, as well as educational experience, work experience, and social capital, which are key dimensions and factors in employability issues [141]. [206]; science, technology, engineering, and mathematics (STEM) disciplines and non-STEM studies [207]; career paths and patterns [208][209][210][211][212]; knowledge worker [213][214][215]; and social capital [67,143,216,217].…”
Section: Overview Of Key Findingsmentioning
confidence: 99%
“…In this sense, Table 12 shows items related to socio-demographic characteristics, as well as educational experience, work experience, and social capital, which are key dimensions and factors in employability issues [141]. [206]; science, technology, engineering, and mathematics (STEM) disciplines and non-STEM studies [207]; career paths and patterns [208][209][210][211][212]; knowledge worker [213][214][215]; and social capital [67,143,216,217].…”
Section: Overview Of Key Findingsmentioning
confidence: 99%
“…As I have already said, traditionally a manager is seen as someone without any relationships outside the organization, giving his life to the organization (Whyte, 1956). Now new forms and modes of employment have emerged and traditional concepts like hierarchical careers have been put in question (Inkson, Gunz, Ganesh & Roper, 2012;Vinkenburg & Weber, 2012;Reitman & Schneer, 2008). Newer approaches emphasize managers as supportive coaches and institutional leaders and take more into account the social aspect rather than money (Bartlett & Ghoshal, 1997).…”
Section: Key Concepts Of the Studymentioning
confidence: 99%
“…Traditional career theory, with its focus on organizational careers, has been blamed for often viewing careers as gender neutral (Wilson, 1998;Mavin, 2001). Even though the classical career type is questioned by many scholars and upward-moving linear ladders appear increasingly passé (Kelan, 2008), the extent to which this is really the case for most managers, and for all the different types of women and men, continues to be hidden (Vinkenburg & Weber, 2012).…”
Section: Key Concepts Of the Studymentioning
confidence: 99%
“…Therefore, research explaining the actual career paths of Arab women managers and how their careers unfold amidst the frequently referred to gender discrimination and institutional inequalities and challenges is virtually nonexistent. Moreover, there is limited empirical evidence pertaining to managerial career patterns in particular (Vinkenburg and Weber 2012). Consequently, several career scholars have called for empirical studies that explore the career enactment in nonWestern, understudied national contexts (Counsell 2002;Dany 2003;Pringle and Mallon 2003;Segers, Inceoglu, Vloeberghs, Bartram, and Henderickx 2008;Sullivan and Baruch 2009;.…”
Section: Introductionmentioning
confidence: 99%
“…To further explain, although career theory marks the 1990s as the beginning of the transformation of career paths away from the organizational-traditional towards the new contemporary (Arthur and Rousseau 1996;Hall 1996;Briscoe and Hall 2006;Sullivan and Arthur 2006), a small but growing number of scholars have questioned the assumptions of the demise of the traditional career path based on empirical findings that suggest the opposite (Dries, Van Acker, and Verbruggen 2012;Clarke 2013). The emergence of new empirical evidence that questions the claims of career theory have resulted in an interesting and stimulating debate between supporters and opponents of the new career paradigm (see Vinkenburg and Weber 2012). The growing body of evidence and debate have also strengthened the calls for more empirical studies studying managerial career patterns and the extent of the convergence and divergence of traditional and contemporary career paths.…”
Section: Introductionmentioning
confidence: 99%