‘Ultimately the question always is: “What do I have to do to do it right?”’ Scripts as explanatory factors of career decisions

Laudel, Grit; Bielick, Jana; Gläser, Jochen

doi:10.1177/0018726718786550

Cited by 35 publications

(25 citation statements)

References 36 publications

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“…The notion of a "career script" (Laudel et al, 2019) may be used here to understand how 1 is understood and enacted at both the institutional and individual levels. Laudel et al (2019) defined a "career script" as a collective representation of what "needs to be done" in order to have a successful academic career.…”

Section: Mobility As An Ambivalent and Plural Professional Experiencementioning

confidence: 99%

Move or perish? Sticky mobilities in the Swiss academic context

Sautier

2021

High Educ

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This article uses a context of increasing institutional demand to be geographically mobile to examine how early-career researchers move across borders. I explore the case of Swiss academia, a particularly competitive and attractive environment with the highest levels of inbound and outbound mobility in Europe. In line with the aims of the European Research Area, an EU programme created in 2000 to foster a pan-European academic labour market, Switzerland funds scientific mobility and promotes extended research trips abroad as tools to boost collaboration and research excellence. Therefore, Swiss institutions have valued mobility for professional and personal development. In the meantime, they have raised concerns about female academics not being mobile and the potential consequences of their local family ties on career inequalities. In this study, I explore how early-career researchers experience mobility and how their personal accounts challenge institutional definitions of being mobile or immobile. I draw on a qualitative analysis of 65 semi-structured interviews conducted for two EU research projects on early-career academics from various backgrounds. I show how empirical data question the traditional—and often gendered—mobile/immobile dichotomy. I also highlight how mobility practices are normalised by the interviewees. Moreover, using the concept of stickiness, I describe a subtle range of sticky-to-stretchy mobility experiences influenced by both structural and individual factors. Finally, through the figure of the geoccasional worker, I question romanticised visions of mobility and stress the need to reconsider mobility as a (gendered) precarity issue rather than as a female problem.

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Section: Mobility As An Ambivalent and Plural Professional Experiencementioning

confidence: 99%

Move or perish? Sticky mobilities in the Swiss academic context

Sautier

2021

High Educ

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“…An expanded repertoire of possible careers Diversification of norms, expectations and decisions in academic careers (Laudel et al, 2019) Incorporate themes and activities that focus on action, leadership and change, e.g., include an explicit open science pledge for ECs (Farnham et al, 2017) Understanding of the gaps between norms and behaviors in science and research (Anderson et al, 2007;Bray and von Storch, 2017;Nosek et al, 2015) Changes in one's own attitudes and behavior…”

Section: Broader Professional Networkmentioning

confidence: 99%

Fostering Interdisciplinary Data Cultures through Early Career Development: The RDA/US Data Share Fellowship

Kouper

Scheidt

Plale

2021

CODATA

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Openness and interdisciplinarity in research and data are among the challenges that are frequently discussed in the context of changing scientific and scholarly practices. Gradually, the visions of open and widely shared data are being reconciled with complex realities that stem from the disciplinary differences in data cultures. In this paper we discuss interdisciplinarity through data as a way to create research environments that are more flexible and, as a result, more amenable to change. We report our findings from facilitating and evaluating a data-oriented early-career fellowship program that was administered as part of the Research Data Alliance (RDA), a global organization that aims to enable open sharing and re-use of data. We identify ways to foster interdisciplinary data cultures among the future researchers and professionals and propose recommendations for future programs. While the short-term early career programs cannot address the systemic factors that impact openness and interdisciplinarity, such as the systems of reward and recognition or the funding structures, they can introduce mechanisms that support diversity, learning, and leadership and, ultimately, contribute to a culture change.

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“…Iellatchitch et al, 2003;Ituma & Simpson, 2009;Gunz et al, 2007) and structural boundaries involving labour market scripts (e.g. Dany et al, 2011;Garbe & Duberley, 2019;Laudel, Bielick, & Gläser, 2019). The first type refers to common sense views of the qualifications required to make particular career moves and attain career success.…”

Section: Career Success and Career Boundariesmentioning

confidence: 99%

“…The second commonly identified type of structural boundaries, those involving labour market scripts, capture common sense views of the behaviour 'that needs to be done in order to succeed' (Dany et al, 2011: 992). Examples are views on appropriate professional and career behaviour, such as being internationally mobile or making frequent career moves, which can become embedded in evaluation and promotion processes (Dany et al, 2011;Garbe & Duberley, 2019;Iellatchitch et al, 2003;Ituma & Simpson, 2009;Laudel et al, 2019).…”

Section: Career Success and Career Boundariesmentioning

confidence: 99%

“…We specifically develop propositions on the infusion with social identities of the two types of structural career boundaries whose continued existence is particularly stressed in the career literature on structural boundaries (e.g. Dany et al, 2011;Garbe & Duberley, 2019;Gunz et al, 2007;Laudel et al, 2019): structural career boundaries involving qualifications and structural career boundaries involving labour market scripts.…”

Section: The Infusion Of Structural Career Boundaries With Social Idementioning

confidence: 99%

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Understanding and addressing unequal career opportunities in the ‘new career’ era: an analysis of the role of structural career boundaries and organizational career management

Laer

Verbruggen

Janssens

2019

The International Journal of Human Resource Management

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By bringing together the literature on 'new careers', career boundaries and organizational career management (OCM), on different social identity groups, and on diversity management, this article aims to contribute to debates on unequal career opportunities and career boundaries in the 'new career' era. First, it develops propositions on the way structural career boundaries involving qualifications and labour market scripts contribute to unequal opportunities to share in the promises of the 'new career' discourse. We specifically argue that these boundaries affect the careers of different social identity groups to different degrees because common sense views of 'ideal' qualifications and 'ideal' labour market scripts are infused with social identities. Second, this article develops propositions on the way different types of OCM practices address career boundaries and whether they can contribute to equal opportunities. We argue that traditional OCM practices will only result in equal opportunities if common sense views of 'ideal' qualifications and 'ideal' labour market scripts are changed. Finally, we propose that incorporating inclusive common sense views of qualifications and labour market scripts in bundles of OCM practices enables these to effectively contribute to equal career opportunities.

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‘Ultimately the question always is: “What do I have to do to do it right?”’ Scripts as explanatory factors of career decisions

Cited by 35 publications

References 36 publications

Move or perish? Sticky mobilities in the Swiss academic context

Move or perish? Sticky mobilities in the Swiss academic context

Fostering Interdisciplinary Data Cultures through Early Career Development: The RDA/US Data Share Fellowship

Understanding and addressing unequal career opportunities in the ‘new career’ era: an analysis of the role of structural career boundaries and organizational career management

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