This study explores the micro-individual, meso-institutional and relational and macro-structural level influences on career choices of MBA students from three countries, questioning the apparent dominance of ‘free choice’ in the context of persistent forms of structural constraints in career markets. The paper takes a critical perspective on career ‘choice’, acknowledging the contested nature of ‘choice’ and identifying career as a socially and historically situated phenomenon. The central hypothesis of the study is that ‘it is more likely for the MBA students to report micro-agentic or meso-instutional and relational rather than macro-structural conditions as key influences on their career choices’. The study draws on the findings of a cross-national survey on careers involving Britain, Israel and Turkey. Findings show that MBA students consider the impact of structural conditions as less significant on their career choices than their own human capital and capacity to make free choices. The study provides an understanding of the main cross-national similarities and differences in reporting of influences on career ‘choice’, and brings to bare interesting theoretical and methodological insights

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The issue of career orientations has become a critical component of career development of professionals in a rapidly changing world. This study examines the career orientations held by professionals and the relationship between of career orientations with background variables and career path preference. Data were obtained from 138 professionals by a questionnaire. The findings suggest that professionals have high organisational stability, sense of service and entrepreneurial creativity, but low technical/functional and life style integration anchors.

Corporate reputation is a multifaceted concept that encompasses several components. Each component has prominent effects on different stakeholders. This study shows how different components of corporate reputation influences potential employees ' intentions. We manipulated different aspects of a hypothetical firm ' s reputation in a between-subjects experimental design with seven treatments. In each treatment, one aspect of corporate reputation was negatively manipulated. Results of hierarchical regression analysis provide strong support for our central research thesis; among the six corporate reputation dimensions, workplace conditions is found to exert the strongest effect on potential employees ' intentions to seek employment with a company. Managerial and theoretical implications of the findings are discussed. Corporate Reputation Review (2012) 15, 3 -19.

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