Organizational career development is not dead: a case study on managing the new career during organizational change

New forms of careers have received increased attention in contemporary organizational research. A prominent focus in this research has been whether and how, in an increasingly unpredictable career environment, individuals are taking responsibility for their own career development. The implication is that career is becoming less central to organizational management practices. At the same time there is evidence that organizational changes typically described in this literature (such as delayering the organization in a quest for flexibility) have had a negative impact on career progress, resulting in resistance to change. The implication here is that career concerns are more central to organizational management practices. This in‐depth qualitative case study examines whether individuals do in fact take more responsibility for their career development during times of organizational change. We also examine whether this does indeed mean that the organization takes less responsibility for career management. Our data indicate that individuals are, in fact, taking more responsibility for their own careers. At the same time we found that the organization in our case study also became more actively involved in career development and management. However, this active approach did not resemble traditional top‐down career management and development. To us, the pattern of organizational and individual career development actions appear to constitute a kind of ‘organizational dance,’ a highly interactive mutual influence process, in which both parties are at once the agent and the target of career influence. Strengths and limitations of the study are discussed, as are directions for future research. Copyright © 2007 John Wiley & Sons, Ltd.     

Assessment of complex sociotechnical systems – Theoretical issues concerning the use of organizational culture and organizational core task concepts

This article studies organizational assessment in complex sociotechnical systems. There is a practical need to monitor, anticipate and manage the safety and effectiveness of these systems. A failure to do so has resulted in various organizational accidents. Many theories of accidents and safety in industrial organizations are either based on a static and rational model of an organization or they are non-contextual. They are thus reactive in their search for errors and analysis of previous accidents and incidents, or they are disconnected from the actual work in the organization by their focus on general safety attitudes and values. A more proactive and predictive approach is needed, that is based on an accurate view on an organization and the demands of the work in question. This article presents and elaborates four statements: (1) the current models of safety management are largely based on either a rational or a non-contextual image of an organization, (2) complex sociotechnical systems are socially constructed and dynamic cultures, (3) in order to be able to assess complex sociotechnical systems an understanding of the organizational core task is required, and (4) effectiveness and safety depend on the cultural conceptions of the organizational core task. Finally, we will discuss the implications of the proposed concepts for safety research and development work in complex sociotechnical systems.     

The boundaryless career: A competency-based perspective

This paper proposes a competency-based view of careers, derived from competency-based models of employer firms. The implications for boundaryless careers are explored by reference to changing organizational, occupational and industry community contexts. All of these contexts are seen as likely to promote boundaryless career behaviors. Future research possibilities for each of three career competencies, and for interdependence among the competencies, are briefly examined.     

Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories

Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter-organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been considered. This is surprising given that a key difference between self-centered and organization-centered career orientations is a positive attitude toward job changes. Building on hedonic adaptation, we examined how career orientations influence changes in job satisfaction and turnover intention throughout a job change. We compared self-centered and organization-centered employees using random coefficient modeling on two longitudinal data sets with voluntary job changers. Our results illustrate that self-centered career orientations foster a stronger decline in job satisfaction with the new employer, as well as a larger increase in turnover intention, than organization-centered career orientations. In contrast, employees with organization-centered career orientations experienced an upward trend in job satisfaction toward the end of the first year. Our findings offer important implications for research on the determinants of job attitude trajectories when individuals join a new organization.     

Organizational and population level learning as engines for career transitions

Building inductively on twenty-four in depth interviews, the authors argue that boundaryless organizations will alter both career theories and actual career mobility patterns. The paper illustrates how both organizational and population level learning can affect individual job transitions within and cross organizations. The three evolutionary learning steps of variation, selection and retention all remain important, but the impact of variation processes may increase. Boundaryless organizations will thus generate career patterns reflecting an underlying logic of organizational learning rather than producing simple atomistic exchange between unfettered actors.     

When evidence is not enough: the challenge of implementing fall prevention strategies

Problem

As the evidence-based movement has advanced in public health, changes in public health practices have lagged far behind creating a science to service gap. For example, science has produced effective falls prevention interventions for older adults. It now is clearer WHAT needs to be done to reduce injury and death related to falls. However, issues have arisen regarding HOW to assure the full and effective uses of evidence-based programs in practice.

Summary

Lessons learned from the science and practice of implementation provide guidance for how to change practices by developing new competencies, how to change organizations to support evidence-based practices, and how to change public health systems to align system functions with desired practices. The combination of practice, organization, and system change likely will produce the public health benefits that are the promise of evidence-based falls prevention interventions.

Impact on public health

For the past several decades, the emphasis has been solely on evidence-based interventions. Public health will benefit from giving equal emphasis to evidence-based implementation.

Impact on Industry

We now have over two decades of research on the effectiveness of fall prevention interventions. The quality of this research is judged by a number of credible international organizations, including the Cochrane Collaboration (http://www.cochrane.org/), the American and British Geriatrics Societies, and the Campbell Collaboration (http://www.campbellcollaboration.org/). These international bodies were formed to ponder and answer questions related to the quality and relevance of research. These developments are a good first step. However, while knowing WHAT to do (an evidence-based intervention) is critical, we also need to know HOW to effectively implement the evidence. Implementation, organization change, and system change methods produce the conditions that allow and support the full and effective use of evidence-based interventions. It is time to focus on utilization of implementation knowledge in public health. Without this focus the vast amount on new evidence being generated on the prevention of falls and related injuries among older adults will have little impact on their health and safety.     

Major accident prevention and management of information systems security in technology-based work processes

The oil and gas industry in Norway has taken into use and is developing ICT-based work processes to improve efficiency and safety. Protection of information resources and technology; ensuring safe and secure processing of information; and ensuring reliable and safe flow of information is essential for both production and protection in such ICT-intensive organizations. Information systems security (IS) thus matters for major accident prevention. In the ICT-based work processes in the oil and gas industry new challenges for IS security occur related to: increased need for availability and integrity of information; merge of process safety systems and ICT-systems; manual use of information resources; and flow of information between distributed actors. These challenges imply new requirements for IS management: More focus on availability and integrity as protection principles; resilience-based approaches as a supplement to formal management approaches; validation of information flows; and integration of loss prevention approaches.     

Path forward: Emerging issues and challenges

The NIOSH Construction Program worked with industry stakeholders to develop a National Occupational Safety and Health Construction Agenda to target future research and activities. The Program and its partners are also cognizant that new developments can emerge over time and that research can play an important role in helping to understand and address these emerging issues. Examples of emerging issues relevant to construction safety and health are described. These include: (a) climate change and energy considerations; (b) green construction developments and opportunities; (c) new materials; (d) changes in industry structure and practice; (e) workforce developments and disparities; (f) injury underreporting and cost and risk shifting; and (g) increased interest in addressing root causes. Responding to emerging issues while maintaining a focus on fundamental longstanding issues represents an ongoing challenge for researchers and industry organizations. Additional research to understand the diffusion and adoption of research by the industry is also needed. Research accomplished to date provides a strong foundation for addressing future industry needs and trends.     

Drivers of freelance career success

Recent evidence shows that the frequently proclaimed collapse of the traditional career model is actually not supported by job tenure data. This paper argues that the observed stability of job tenure might be explained by an increasing number of shamrock organizations. This organizational form has three types of workers: core employees, professional freelancers, and routine workers. In such an organization, two very different career models coexist. The organization largely determines the career of the core employee, whereas the individual essentially shapes that of the professional freelancer. This paper studies extensively the career of this second group: the professional freelancer, a growing phenomenon in many developed countries but not yet the focus of many career studies. We develop a freelance career success model on basis of the intelligent career framework augmented by insights from literature on entrepreneurship. Data are from a web survey with responses from about 1600 independent professionals in the Netherlands, in combination with 51 in‐depth interviews. We provide two main contributions. First, we report findings from the first large‐scale quantitative study into freelance career success. Second, this study enhances our understanding of the success of the modern career by building bridges between career and entrepreneurship literatures. We conclude that the external environment in which an individual freelancer operates is the most important factor determining career success. The study therefore suggests that more work needs to be performed on the relationship between the environment and individual career success. Copyright © 2012 John Wiley & Sons, Ltd.     

Love and work: career–family attitudes of new entrants into the labor force

This paper reports the development of the Career–Family Attitudes Measure (CFAM), a new 56-item instrument for measuring individuals' attitudes towards managing the career and family interface. The measure was administered to a large sample of high school students and factor analyzed to reveal six dimensions of career and family attitudes, which were then scaled. Females in the sample had significantly more positive attitudes towards Balance and Independence than did males, while males had significantly more positive attitudes towards Dominance and Spousal Support than did females. Antecedents such as parental employment history and educational aspirations were significantly related to several of the scales. Results indicated that career–family attitudes involve preferences for the integration of career and family rather than for trade-offs between them. Research to establish the validity and explore the many applications of the CFAM is needed. © 1998 John Wiley & Sons, Ltd.     

Development of a new scale to measure subjective career success: A mixed‐methods study

Career success is a main focus of career scholars as well as organizational stakeholders. Historically, career success has been conceptualized and measured in an objective manner, mainly as salary, rank, or number of promotions. However, the changing nature of work has also necessitated a change in the way many employees view success, adding a more subjective component. Although there has been theoretical discussion and calls to develop a comprehensive measure of subjective career success, no contemporary comprehensive quantitative measure exists. The goal of this study was to create and validate a measure of subjective career success, titled the Subjective Career Success Inventory (SCSI). The SCSI includes 24 items that address subjective career success via eight dimensions. The scale was developed and validated through four phases of data collection, beginning with interviews and focus groups, followed by item sorting tasks, then item refinement through confirmatory factor analysis, and finally convergent and discriminant validity quantitative analysis. Theoretical and practical implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

A comparison of motorcycle instructor candidate selection practices in the United States

Introduction: An essential aspect of motorcycle rider education is how the instructor selection process impacts student learning, sometimes referred to as the human element, as it is a significant factor influencing curriculum success. Student and program achievements are partially contingent on instructors who understand the curriculum and facilitate student learning during instruction. Previous research on motorcycle rider education has emphasized a need for the examination of instructor selection and development, stating that quality education is reliant on instructors who are competent and qualified. Method: By applying an exploratory study method, state and military Motorcycle Safety Education Program Managers and Instructor Trainers were examined and compared through telephonic interviews to develop a greater understanding of instructor candidate selection criteria and vetting processes. Results: The results suggest that changes in instructor candidate selection systems may improve decisions about a candidate's job and organizational fit. Conclusions: Study conclusions indicate that use of multiple and thorough assessments to determine a candidate’s motivation, social disposition, and emotional intelligence before preparation courses may better identify candidates and align potential job and organization fit within the discipline. Practical Application: Applications of the findings would include a standardized selection process with improved interviews and pre-course auditing, and candidate expectation management before the selection to attend preparation or certification courses. The efforts potentially decrease long-term costs and deficiencies when candidates have an inconsistent job or organizational fit, departing from organizations after short periods or by not providing consistent quality instruction to students. The study recommendations, when implemented, can improve most educational disciplines where instructors are selected for technical instructional positions where students risk injury or harm.     

Evaluating a safety culture campaign: Some lessons from a Norwegian case

The focus of the present study is on the implementation and some of the results of an evaluation of a safety culture campaign that partly was aimed at increasing workmate interventions (care). I focus on three groups either working on or with a Norwegian offshore platform: onshore managers, crane operators and process operators. The research questions are: “Has the safety culture campaign contributed to new safety cultures related to care in the three groups, why/why not and what can we learn from this?”. The study indicates that two of the groups have developed new safety cultures that sensitize them to new hazards, motivate and legitimize new preventive practices. In accordance with the interpretive approach to culture in organizations, these changes are discussed in light of members’ of each group’s negotiation over the meaning and relevance of campaign efforts on workmate interventions. Lessons that can be learned from the study are discussed.     

Culture as an environmental context for careers

Cultural factors influence career patterns in a variety of ways. Societal, occupational, and organizational cultures influence the structure of the external career, prestige associated with given careers, the legitimacy of certain motives underlying careers, success criteria, the clarity of the career concept itself, and the importance attached to career versus family and self development. How career occupants view their careers and the degree of variation in such views within given societies, occupations, and organizations is also culturally patterned. Both managers and career researchers must become more familiar with these cultural influences.     

The relationships between career concerns and political tactics in organizations

The study examined the relationships between four career concerns (Personal Success, Organizational Involvement, Skill Development and Autonomy) and two categories of political tactics in organizations (Hierarchical Tactics and Networking Tactics) in a sample of management school alumni. Career concerns were not related to the employment of hierarchical tactics but were strongly related to the use of networking tactics. ‘External’ career concerns of personal success and organizational involvement were more strongly related to political behavior than ‘internal’ career concerns of skill development and autonomy. Organization size was significantly related to the use of hierarchical tactics but not to the use of networking tactics. Type of organization structure (mechanistic versus organic) did not have a direct effect on political behavior but moderated the relationships between career concerns and political tactics. These relationships were stronger in organic than in mechanistic organizations.     

Relationships between psychological contract breach and employee well‐being and career‐related behavior: The role of occupational future time perspective

Relationships between psychological contract breach and employee well‐being and career‐related behavior cannot sufficiently be explained by social exchange and reciprocity theories, yet the alternative mechanisms underlying these associations are currently not well understood. Based on the psychological contract perspective on careers, the goal of this study was to examine indirect effects of psychological contract breach on emotional engagement, emotional exhaustion, and career‐related behavior through two dimensions of occupational future time perspective (i.e., focus on opportunities and focus on limitations). Data came from 405 employees in Australia, who responded to three surveys across 12 months. Results showed that psychological contract breach had indirect effects on emotional engagement and exhaustion through focus on opportunities and focus on limitations, respectively, and on career‐related behavior through focus on opportunities. Another mechanism, psychological contract violation, was only related to employees' organizational deviance. These findings highlight the important role of occupational future time perspective dimensions as employees' evaluations of future career‐related opportunities and limitations. These evaluations may change in response to psychological contract breach and, in turn, might impact on employee well‐being and career‐related behavior.     

SESAR safety decision-making: Lessons from environmental,nuclear and defense modeling

SESAR, the ‘Single European Sky Air traffic Research’ program, envisages radical changes for European Air Traffic Management (ATM). It integrates and implements new technologies and information processing. This paper examines the safety decision-making in the implementation of SESAR projects. SESAR poses new safety problems because it adopts new paradigms for ATM safety – what lessons are there from environmental, nuclear and defense modeling? These disciplines have also had to confront the limitations of modeling the rates of rare and damaging – even catastrophic – events. A major conceptual change in SESAR is that of automated separation assurance systems. Some existing responsibilities transfer from the controller – either to the pilot or to computer systems – in a progressively phased approach. The major problem for SESAR safety validation is that mixed equipage/operations within a common airspace potentially generate new and different safety issues regarding the validation of safety predictions. A potential way forward uses high-fidelity Human In The Loop Simulations (HITLS) to generate confidence in the resilience of the ATM system. The focus changes from proving safety, i.e. through traditional kinds of validation processes, to extensive resilience testing using these simulations. The aim would be to test how resilient the system is to seeded errors, penetration testing, and crash/stress testing. This would be a high cost process because of the large investments required and the need for long sequences of testing. However, these demanding processes can provide ‘justified belief’ to the decision-maker that the changed ATM system is acceptably safe.     

Career communities: a preliminary exploration of member‐defined career support structures

This paper explores the concept of career communities: social structures that provide career support and frequently transcend the boundaries of any single organization. The theoretical background notes the convergence of a number of different perspectives from both career development and organization studies, pertaining to the social contextualization of careers. The methodology involved eliciting expressions of the (individual) subjective career from the members of three potential career communities, and then exploring (communal) inter‐subjective interpretations in focus groups. Our results suggest that career communities typically involve a hybrid of types rather than any one pure type. Preliminary support is found for the view that career communities facilitate career support, sensemaking and learning. The results invite further research into career communities and have implications for organizational behavior and human resource management, suggesting greater appreciation of the extra‐organizational as well as intra‐organizational communities in which careers develop. Copyright © 2004 John Wiley & Sons, Ltd.     

Promoting felt responsibility for constructive change and proactive behavior: exploring aspects of an elaborated model of work design

Although new theoretical models that are suggestive of how work design might be used to foster proactive motivation and proactive performance have been proposed, these models need further elaboration and testing if they are to be useful tools for contemporary organizations. Accordingly, we examine the extent to which feelings of responsibility for constructive change is a proactive psychological mechanism that explains how work design characteristics influence constructive change‐oriented behavior and proactive performance. Specifically, we examine job autonomy, position in the organizational hierarchy, access to resources, access to strategy‐related information, and role ambiguity as antecedents to felt responsibility for constructive change (FRCC). We also examine the extent to which feelings of responsibility for constructive change are positively related to voice behavior (i.e., constructive, change‐oriented communication) and continuous improvement (i.e., proactive role performance). Results indicate hierarchical position and access to resources are positively related to FRCC. Results also indicate proactive personality moderates the relationship between access to resources and FRCC and the relationship between access to strategy‐related information and FRCC. Plots of the interactions reveal that these relationships are enhanced for individuals with proactive personalities. The results also indicate that FRCC is positively related to voice behavior and continuous improvement. Perhaps more importantly, the results suggest that FRCC explains the psychological process by which structural and socio‐structural forces influence proactive behavior. The results are discussed as they pertain to updated work design theory and theories of high involvement work systems, job characteristics, and leadership prototypes. Copyright © 2006 John Wiley & Sons, Ltd.     

Control of accidental releases of hydrogen selenide and hydrogen sulphide in the manufacture of photovoltaic cells: a feasibility study

Industrial and regulatory communities are concerned about the need to control routine and accidental releases of toxic gases. This paper outlines an approach for evaluating control systems for new technologies when there is only limited experience. The approach is illustrated by identifying and evaluating specific options to control releases of hydrogen selenide (H₂Se) and hydrogen sulphide (H cells. Routine emmisions can be controlled with a system composed of a Venturi scrubber, a packed-bed scrubber, and a carbon adsorption bed. Accidental releases can be controlled by the proper design of a ventillation system combined with either a Venturi and packed-bed scrubber and carbon-a or a containment-scrubbing equipment followed by carbon adsorption. The annualized costs of these controls (≈$0.01/Watt-peak (W_p)), are small compared with current (≈$6/W_p) and projected (≈$1/W_p) production costs. Thus, systems which could control accidental releases of highly toxic H₂Se and H₂S in CuInSe₂ photovoltaic cell manufactu These systems can effectively reduce emmisions of toxic gas to levels needed to protect the health of the public.