Beschreibung
Advocates of non-traditional career concepts assume heterogeneity and multi-directionality of contemporary careers (Baruch, 2004). This reflects, it is argued, new forms of careers labeled as post-corporate (Peiperl & Baruch, 1997), protean (Hall, 1996), spiral or transitory (Brousseau, Driver, Eneroth, & Larson, 1996), or boundaryless (Arthur & Rousseau, 1996a), and a radical decline of traditional organizational careers (e.g., Arthur & Rousseau, 1996b). Other researchers take a more skeptical stance (Inkson, Gunz, Ganesh, & Roper, 2012; Rodrigues & Guest, 2010). For instance, interorganizational mobility does not seem to have increased in France or Germany (Dany, 2003; Kattenbach et al., 2014). Likewise, Biemann, Fasang, & Grunow (2011) conclude the alleged decrease in career stability to be overrated.These divergent views show that empirical evidence on persisting or emerging career patterns, be they traditional or new, remains scarce, in particular outside North America (see also Inkson et al., 2012). Adding to work on career sequences of several special groups like IT workforce (Joseph, Fong Boh, Ang, & Slaughter, 2012), expatriates (Andresen & Biemann, 2013) or top management team members (Biemann & Wolf, 2009), our paper provides empirical evidence to the question whether the contemporary career patterns are actually different from those in previous years and decades by elucidating patterns that have been unfolding over time in Austria in the 1970s, 1990s, and 2000s. In particular, we look at variations in career patterns, cohort and gender differences, and relations between career patterns and career outcomes.
Zeitraum | 7 Aug. 2015 → 11 Aug. 2015 |
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Ereignistitel | 75th Academy of Management Meeting |
Veranstaltungstyp | Keine Angaben |
Bekanntheitsgrad | International |
Verbundene Inhalte
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Projekte
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Veränderung in Managementkarrieren? Eine Längschnittsstudie
Projekt: Forschungsförderung