Careers in context: An international study of career goals as mesostructure between societies' career‐related human potential and proactive career behaviour
University of Bamberg1, Athens University of Economics and Business2, University of Toronto3, University of San Andrés4, Waseda University5, VU University Amsterdam6, University of Tennessee7, Pan-Atlantic University8, Bocconi University9, University of Malawi10, University of Belgrade11, Dublin City University12, Northern Illinois University13, Hansung University14, University of Bath15, University of Victoria16, Toulouse Business School17, Cranfield University18, Katholieke Universiteit Leuven19, BI Norwegian Business School20, Donghua University21, University of Padua22, Lucerne University of Applied Sciences and Arts23, Boston University24, Macquarie University25, Istanbul University26, University of Ljubljana27, Kookmin University28, Simon Fraser University29, Indian Institute of Management Indore30, University of Salzburg31, University of Los Andes32, International Islamic University, Islamabad33, Institute of Management Technology, Ghaziabad34, University of Hamburg35, University of Vaasa36, York University37
TL;DR: In this paper, a survey of 17,986 employees from 27 countries, covering nine of GLOBE's 10 cultural clusters, and national statistical data was used to examine the relationship between societal context and actors' career goals (career mesostructure) and career behaviour (actions).
Abstract: Careers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organisational‐level variables, we provide insights into how career goals and behaviours are understood and embedded in the more distal societal context. More specifically, we operationalise societal context using the career‐related human potential composite and aim to understand if and why career goals and behaviours vary between countries. Drawing on a model of career structuration and using multilevel mediation modelling, we draw on a survey of 17,986 employees from 27 countries, covering nine of GLOBE's 10 cultural clusters, and national statistical data to examine the relationship between societal context (macrostructure building the career‐opportunity structure) and actors' career goals (career mesostructure) and career behaviour (actions). We show that societal context in terms of societies' career‐related human potential composite is negatively associated with the importance given to financial achievements as a specific career mesostructure in a society that is positively related to individuals' proactive career behaviour. Our career mesostructure fully mediates the relationship between societal context and individuals' proactive career behaviour. In this way, we expand career theory's scope beyond occupation‐ and organisation‐related factors.
Citations
More filters
13 Jan 2010
TL;DR: The 2013 Human Development Index (HDI) as discussed by the authors covers 187 countries, the same number of countries as in 2012 and 2011, and is used to assess the human development of a country.
Abstract: How many countries are included in the 2013 HDI? The 2013 HDI covers 187 countries, the same number as in 2012 and 2011. Maintaining the same number of is the result of intensified efforts by the Human Development Report Office (HDRO) to work with international data providers and national statistical agencies to obtain required development indicators for the HDI which had been unavailable for some countries in previous years. For a full explanation of the results and methodology of the 2013HDI and other indexes in the 2014 Human Development Report, please see the Technical Notes 1-5. What does the HDI tell us? The HDI was created to emphasize that people and their capabilities should be the ultimate criteria for assessing the development of a country, not economic growth alone. The HDI can also be used to question national policy choices, asking how two countries with the same level of GNI per capita can end up with different human development outcomes. For example, Malaysia has GNI per capita higher than Chile but life expectancy at birth is about 5 years shorter, mean years of schooling is shorter and expected years of schooling is 2.5 years shorter resulting in Chile having a much higher HDI value than the Malaysia. These striking contrasts can stimulate debate about government policy priorities. Did the HDI rankings change for many countries in 2013? Based on the consistent data series that were available on 15 November 2013, there are few countries with changed ranks between 2012 and 2013. The HDI values for 2012 and 2013 are given in Table 1 of Statistical Annex. The HDI trends since 1980 are given in Table 2. In this table we also provide the change in ranks between 2008 and 2013. We advise users of the HDR not to compare the results from different Reports, but to use the consistent data given in Table 2 of the latest report. The consistent data are based on the latest data revisions and are obtained using the same methodology. The effect of change in achievements (improvement or declining) in human development indicators of
265 citations
251 citations
177 citations
21 Jul 2021
TL;DR: The Gini coefficient as discussed by the authors is a more complete measure of income inequality, considering the entire income distribution, and it indicates that income inequality is rising overall, and that the increasing disparity of income in the U.S. over the past 30 years results from skill-biased technological change that has benefited higher-skilled workers.
Abstract: Between 1947 and 1974, income growth was distributed fairly evenly among households in various income groups. However, income inequality has increased over the past 30 or so years. Since the mid-1970s, real income growth for households at the 95th percentile of the distribution has grown at a pace nearly 3/2 times that of households at the 20th percentile. A similar pattern holds between men and women. The Gini coefficient (lower-left chart), a more complete measure of income inequality, considers the entire income distribution. It indicates that income inequality is rising overall. One explanation holds that the increasing disparity of income in the U.S. over the past 30 years results from skill-biased technological change that has benefited higher-skilled workers. The skill-biased hypothesis asserts that technology improvements boost the productivity (and hence the income) of skilled labor by more than it does the unskilled. Since the 1980s, demand for skilled labor has kept pace with the relatively greater supply of skilled workers (as estimated by the rising proportion of college-educated workers), exerting upward pressure on wages for higher-skilled workers. Since the early 1980s, the average real wage has risen roughly 30% for male college graduates and nearly 50% for males with a postgraduate degree. 0 25 50 75 100 125
167 citations
References
More filters
TL;DR: The authors discusses the similarities between the two theories, develops an argument for why a fusion of the two would enable institutional theory to significantly advance, develops a model of institutionalization as a structuration process, and proposes methodological guidelines for investigating the process empirically.
Abstract: Institutional theory and structuration theory both contend that institutions and actions are inextricably linked and that institutionalization is best understood as a dynamic, ongoing process. Institutionalists, however, have pursued an empirical agenda that has largely ignored how institutions are created, altered, and reproduced, in part, because their models of institutionalization as a pro cess are underdeveloped. Structuration theory, on the other hand, largely remains a process theory of such abstraction that it has generated few empirical studies. This paper discusses the similarities between the two theories, develops an argument for why a fusion of the two would enable institutional theory to significantly advance, develops a model of institutionalization as a structuration process, and proposes methodological guidelines for investigating the process empirically.
2,485 citations
"Careers in context: An internationa..." refers background in this paper
...Barley (1989) introduces the career script as a construct that interposes between societal macrostructures at the level of the country (representing the career opportunity structure) and individual career action (Barley, 1989; Barley & Tolbert, 1997)....
[...]
29 Jun 2017
TL;DR: In this paper, the authors proposed a project to reduce the vulnerability of poor people in Haiti to the effects of climate change, while at the same time conserving threatened coastal and marine biodiversity.
Abstract: This project will deliver help to reduce the vulnerability of poor people in Haiti to the effects of climate change, while at the same time conserving threatened coastal and marine biodiversity. Investments in climateproofed and socially-sustainable BD conservation strategies, within the context of the National Protected Areas System (NPAS), will enable coastal and marine ecosystems to continue to generate Ecosystem-Based Adaptation (EBA) services; while additional investment of adaptation funds in the watersheds which drain into these ecosystems will serve to maximize BD benefits and ecosystem functions, as well as generating EBA benefits for the populations living in the watersheds themselves.
2,324 citations
TL;DR: In this paper, a meta-analysis reviewed four categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences.
Abstract: Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined.
1,987 citations
01 Oct 1959
TL;DR: The case manager, Rejoice! Inc. as discussed by the authors, is a case manager for the Association for the Advancement of Mental Health (AAMH) in the state of Pennsylvania.
Abstract: Activities Assistant, Montchanin Assisting Living Facility, Wilmington, DE Adolescent & Adult Therapist, American Day Treatment Centers, Cherry Hill, NJ Case Manager, Rejoice! Inc. Foster Care and Adoption, Allentown, PA Case Manager, Child Guidance Resource Center, Coatesville, PA Caseworker, Berks County Children and Youth, Reading, PA Certified School Psychologist, Central Bucks School District, Doylestown, PA Child Care Counselor, KidsPeace, Orefield, PA Child Care Specialist, Mars Home for Youth, Mars, PA Children’s Advocate, Berks Women in Crisis, Reading, PA Clinical Case Manager, Association for the Advancement of Mental Health, Princeton NJ Clinical Neuropsychologist, Hartford Hospital, Hartford, CT Clinical Supervisor, Fairview Counseling & Play Therapy Center, Allentown, PA Clinical Supervisor, Kindred House, West Chester, PA Counselor, The Renfrew Center, Philadelphia, PA Crisis Counselor, Access, Pottsville, PA Developmental Therapist, NJ Center for Autism Resources& Education, Brielle, NJ Family Resource Specialist, Justice Works, Reading, PA Member Advocate, Cigna Behavioral Health, Eden Prairie, MN Mental Health Technician, Brooke Glen Behavioral Hospital, Fort Washington, PA Mental Health Therapist, Hampton Hospital, Lakewood, NJ Program Assessor, Benjamin Rush Community Mental Health Center, Philadelphia, PA Program Assistant, Child and Youth Services, Fort Meade, MD Program Specialist, Confront Treatment Center, Allentown, PA Psychiatric Assistant, Hershey Medical Center, Hershey, PA Psychiatric Assistant, Philhaven Hospital, Mt. Gretna, PA Psychologist, Children’s Home of Reading, Reading, PA Psychotherapist, Regional Behavioral Health Corporation, St. Clair, PA Rehabilitative Residential Adviser, Creative Health Services, INC, Pottstown, PA Residential Advisor, Foundation Behavioral Health, Doylestown, PA Residential Counselor, The Pathway School, Norristown, PA School Psychologist, Avon Grove School District, West Grove, PA School Psychologist, Brandywine Heights School District, Topton, PA School Psychologist, Woodbridge Township School District, Colonia, NJ Support Services Manager, North Country Transitional Living Services, Watertown, NY Supervising Counselor, Bay Area Addiction Center, Richmond, CA Therapeutic Staff Counselor, Northwestern Human Services, Sunbury, PA Therapist, Delaware County Psychological Services, Broomall, PA Therapist, Holcomb Behavioral Health Systems, Reading, PA Vocational Evaluator, Handi-crafters, Thorndale, PA
1,965 citations
Additional excerpts
..., motives and needs) prefigure an individual's career (cf. Holland, 1973; Super, 1957)....
[...]