Career Patterns and Organizational Performance

Higgins, Monica C.; Dillon, James R.

doi:10.4135/9781412976107.n21

Cited by 17 publications

(15 citation statements)

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“…Interorganizational mobility exposes health care managers to a variety of experiences, languages, and organizational contexts (Higgins & Dillon, 2007), which may be combined, integrated, or used in the decision-making processes, providing value in the form of information advantage for the organizations they will lead as CEOs (Boeker, 1997). Furthermore, the number of organizations a manager has worked for is related to the number of relationships he or she will have established with individuals belonging to other organizations within the same sector, influencing the probability that he or she will adopt important organizational strategies (Eisenhardt & Schoonhoven, 1996).…”

Section: Conceptual Frameworkmentioning

confidence: 99%

Career histories and managerial performance of health care chief executive officers

Mascia

Piconi

2013

Health Care Management Review

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In health care, a CEO's career history does impact his or her managerial performance. Specifically, patterns of career that imply higher mobility across health care organizations are important. Although interorganizational mobility is significant for CEO performance, the same does not hold for mobility across industries. These findings contribute to the current debate about the need for management renovation within health care organizations.

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Section: Conceptual Frameworkmentioning

confidence: 99%

Career histories and managerial performance of health care chief executive officers

Mascia

Piconi

2013

Health Care Management Review

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“…A career is a ‘pervasive concept’ (Gunz & Peiperl, , p. 6), seen as either a subjective personal experience or objective institutional experience (Derr & Briscoe, ). Traditional career theories are mainly linear, externally driven and managed by organizations, with career success defined by organizational needs (Higgins & Dillon, ). In contrast, modern career theories tend to be non‐linear and focus on the individual's career choices (Derr & Briscoe, ).…”

Section: Career Theorymentioning

confidence: 99%

“…While careers have generally been regarded as linear and follow a male career pattern (Higgins & Dillon, ; Sullivan & Mainiero, ), non‐linear career orientations, theories and models reflect a modern working life including a new psychological contract between many organizations and employees. Employment relationships are often shorter and more transactional than in the past (Rousseau, ) as they move away from long‐term and permanent work to part‐time and contractual work (Hall, ).…”

Section: Kaleidoscope Career Model and Non‐linear Career Orientationsmentioning

confidence: 99%

Women's desire for the kaleidoscope of authenticity, balance and challenge: A multi‐method study of female health workers’ careers

O'Neill

Jepsen

2019

Gender Work & Organization

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Increased life expectancy has resulted in a longer working life and a generation of women who are wedged between multiple caring roles and responsibilities. While there is a significant body of research examining women's careers, the phenomenon of late life caring responsibilities is relatively new and under-explored. This research examines women's career intentions through a kaleidoscope career theory lens (Sullivan, 1999;Sullivan, Forret, Carraher, & Mainiero, 2009;Sullivan & Mainiero, 2007b), recognizing the changing emphases of authenticity, balance and challenge throughout their careers. The impact of life roles on career choices is highlighted also, using the lifespan-life space lens (Super, 1980;Super, Savickas, & Super, 1996). This research pays particular attention to the increasing responsibility of women to care for their ageing parents and their desire for work that provides them with balance so they may engage in caring roles and other private sphere responsibilities. In doing so, this research extends the work of Super as additional items regarding parental carer responsibilities are developed and tested in this research. The article begins with a discussion of women's careers, then an overview of career theories used to frame the research, followed by two studies examining the research questions. This multi-study mixed method research demonstrates the impact that extended caring life roles have on women's career decision-making, in particular the impact of caring for ageing parents through a career-focused lens. Additionally, we extend life role scales to include responsibilities of caring for ageing parents. | WOMEN's CAREERSIn addition to increasing workforce participation, women are remaining in the workforce longer than in the past. In 1983, just 11 per cent of women aged 60-64 were in the paid labour force. Even with that significant increase, the participation of women aged 55-64 at 59 per cent is still lower than men of the same age, at 72 per cent (Australian Government, 2017). These figures suggest other factors continue to impact on women's career choices and capacity for paid employment.

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“…Well-designed career systems provide an opportunity for organizations to upraise to the highest levels of management hierarchy the people who are able to generate, create and implement new ideas helping the organization to adapt to rapidly changing environment (Higgins & Dillon, 2007). The current career development theory focuses largely on the individual, while the field of human resource development is mostly concentrated on the organization or large systems (Upton, 2006).…”

Section: Introductionmentioning

confidence: 99%

Career Development and Learning in the Civil Service

Valickas

Valickienė

Grakauskas

2015

Procedia - Social and Behavioral Sciences

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Contemporary concept of career comprises not only vertical promotion to higher posts but also any change of posts, responsibilities and the related learning. Currently it is almost unanimously agreed that career is owned by an individual, but organizations, via their career development systems, can also actively participate in the employees' career development. The purpose of the empirical research was assessment and analysis of the following individual level career development and learning related constructs: career conception, career aspirations, conceived career possibilities, career barriers, career satisfaction, work engagement and evaluation of learning system suitability/non-suitability for career development in the Lithuanian civil service. The representative survey of the Lithuanian civil servants was carried out. The applied method enabled to clarify the career development and learning related tendencies and attitudes in the Lithuanian civil service. The main findings of the research were that the level of career aspirations in the civil service is much higher that the level of conceived career possibilities. The most important barriers for career in the civil service are considered lack of career opportunities in the civil service, unfavourable career policy towards civil servants and belief that selection and promotion processes are unfair.

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Career Patterns and Organizational Performance

Cited by 17 publications

References 0 publications

Career histories and managerial performance of health care chief executive officers

Career histories and managerial performance of health care chief executive officers

Women's desire for the kaleidoscope of authenticity, balance and challenge: A multi‐method study of female health workers’ careers

Career Development and Learning in the Civil Service

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