SummaryThis paper reconnects to the intellectual climate from which the formulation of the boundaryless career perspective emerged in the 1990s. Based on 17 years of cumulative research, we develop the case for extending beyond a primary focus on boundaryless careers as forms (e.g., contractor or global itinerant). We argue that opportunities for further theory development in this field can emerge from addressing some of its fundamental debates, and developing a more systematic understanding of career agency. In this respect, we see promise in research that develops our understanding of interdependent notions of career agency. To guide further research, the paper identifies six features of agency related to individual variation, social referencing, practice, outcomes, contexts, and learning. We propose that each of these illustrates contrasting assumptions about independent and interdependent views of the career. We discuss how the other papers of this special issue inform our understanding of these six features and identify promising directions for further research. We conclude that the future relevance of the boundaryless career perspective will depend on its openness to the challenges of careers within the inherently dynamic, uncertain, and complex arena of an interdependent global society.
This article examines responsible careers, in which people seek to have an impact on societal challenges such as environmental sustainability and social justice. We propose a dynamic model of responsible careers based on studying 32 individuals in the emerging organizational fields of corporate responsibility, social entrepreneurship, sustainability, and social investing. We describe six career practices — expressing self, connecting to others, constructing contribution, institutionalizing, field shaping, and engaging systemically. Observations suggest that development of these practices is influenced by four learning dynamics: people’s perceptions of ‘shifting landscapes’ in which they seek to orient themselves, exploration and both biographical and systemic reflexivity. Our interdisciplinary and empirically grounded approach, integrating psychological intentions and institutional context, strengthens theorizing about responsible careers. The proposed model depicts responsible careers as continually evolving, sometimes precarious, and as dynamically enacted in relation to pluralist, shifting landscapes.
Purpose of this paper -The aim of this paper is to extend the focus of much literature on training and feedback as means for developing people's self-efficacy. To generate a better understanding of people's self-management at work, this article advances a person-centered perspective of self-efficacy formation and examines the ways by which people think about self-efficacy at work.Design/methodology/approach -The qualitative study analyses 145 interviews with 74 people from six settings (management consulting, design, job search, restaurant service, telemarketing and financial trading). Findings -The bottom-up coding suggested ten specific ways of thinking about self-efficacy. These were grouped according to two modes of thinking-attending and reflecting -and two foci-one's doing and one's environment. In combination, they represent four types of thinking: attending to one's doing, attending to one's environment, reflecting upon one's doing, and taking a stance towards one's environment. Research limitations/implications -Further research needs to strengthen the validity of the new concepts and examine their relationships with antecedents and outcomes.Practical implications -The article proposes two implications for HR development practice. First, people's self-management capacity may be improved by coaching and training that raises people's mindfulness of their ways of constructing self-efficacy. Second, the effectiveness of performance appraisal and 360° feedback may be improved by managers, HR practitioners and people themselves giving more attention to co-constructing relevant ways of thinking about self-efficacy.What is original/value of paper -Adopting a person-centered perspective, this article proposes to view self-efficacy formation as a constructive process.
Purpose -This paper aims to study careers across cultures, distinguishing among international career, cross-cultural and globalization perspectives. Design/methodology/approach -The conceptual development is based on a review of four empirical papers in this special issue with a focus on "Careers in cross-cultural perspective" and other recent research in this area. Findings -Work on international careers has traditionally looked at careers that cross national boundaries, such as those involving expatriate career assignments or self-initiated international careers. Research into cross-cultural careers reflects the primary work of this special issue's articles, primarily by looking at differences between two or more cultures. Career research into globalization is more recent and more tentative. It covers how careers interact with the economic, political, social and environmental changes commonly associated with the term globalization.Research limitations/implications -The proposed framework is a reflection of current theoretical and empirical debates. Originality/value -The framework offers new guidance for both interpreting existing and developing new research.
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