Future Considerations for Professional and Support Staff in Higher Education

Bossu, Carina; Brown, Natalie; Warren, Vanessa

doi:10.1007/978-981-10-6858-4_30

Cited by 3 publications

(2 citation statements)

References 7 publications

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“…There has been little attention paid to the changing careers of university professional staff within the academy (Bossu et al, 2018), an oversight considering the high levels of responsibility and autonomy they have. It is timely to consider a deeper inquiry to provide a comprehensive picture of careers in universities.…”

Section: Higher Education and Careersmentioning

confidence: 99%

The hybrid career concept: creating hybrid career pathways

Gander

2021

CDI

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PurposeHybrid career has been discussed in the literature for some time but is still an emergent concept. The study investigated the careers of university professional staff working in universities in Australia and the UK to better understand the careers of this underresearched cohort of staff. The findings were used to extend the theory of the hybrid career.Design/methodology/approachA total of 139 career stories were collected via an open-ended question in an online survey. Inductive thematic analysis was used to create themes and theorise career pathways relevant to the participants' careers.FindingsIt was found that participants had a hybrid career orientation (HCO) based on their essential values and their reciprocal relationship with their employer. Four career pathways emerged from the data: intra-organisational advancement, inter-organisational advancement, work–life balance and dead end.Research limitations/implicationsThere is a need for future research to investigate the HCO, both to add depth to the understanding of careers for university professional staff in universities and to examine the hybrid concept in other settings.Practical implicationsIt is suggested that by grouping staff into career pathways, human resource practitioners could provide more targeted interventions to ensure that staff are motivated and productive for the benefit of the organisation.Originality/valueThe research has extended the concept of the hybrid career and discovered four career pathways relevant to university professional staff.

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Section: Higher Education and Careersmentioning

confidence: 99%

The hybrid career concept: creating hybrid career pathways

Gander

2021

CDI

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“…A qualitative study was undertaken, with participants being drawn from professional staff working in universities in Australia and the UK. University professional staff were chosen as they are representative of white collar workers and are an under-represented group of staff in the literature (Bossu et al, 2018).…”

Section: Holistic Career Frameworkmentioning

confidence: 99%

A Holistic Career Framework: Integrating Bourdieu and career theory

Gander

2022

Australian Journal of Career Development

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This study sets out to argue for the interplay between structure and agency to create a deeper understanding of careers. Using Bourdieu's Theory of Practice as an integrative framework for career theory, this study sets out to answer two questions: (1) does the concept of a Holistic Career Framework add value to the career debate by placing emphasis on both agency and structure? (2) does a Holistic Career Framework help link theory with practice? One hundred and thirty-nine career stories from university professional staff were analysed using a narrative approach, coded and thematically analysed for overarching patterns. The Holistic Career Framework was used as a lens to further understand individual career needs and decisions. By analysing the career stories of university professional staff, and understanding the context in which they operate, a deeper understanding of career behaviour and decision-making is provided.

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Comparative Analysis of the Civil Service Careers: Current Situation of Non-Academic University Staff

López-Huenante,

Gamonal Aravena,

Tralma González

et al. 2021

Reforma y Democracia

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El personal no académico en universidades ha sido relegado en el análisis relativo a la gestión de personas. Sin embargo, este estamento universitario tiene una relevancia vital en el funcionamiento de las entidades de educación superior. Mediante un análisis comparado, este estudio busca averiguar cómo se encuentran reguladas las principales dimensiones de la carrera funcionaria del personal no académico en distintas universidades. El análisis consideró una selección de 15 universidades, tanto chilenas como extranjeras, que cumplieran con los criterios del índice de democracia, tipo de gobernanza, de distintas regiones geográficas, con dependencia estatal y no estatal, de alto desempeño en sus países, con presencia de documentación y existencia de acto legal formal o equivalente de sus políticas. Los resultados evidencian que en las instituciones de educación superior no existe una uniformidad en torno a cómo regular la carrera funcionaria del personal no académico. Esto ocurre debido a que en las diferentes entidades se utilizan múltiples instrumentos para regular la carrera funcionaria y, asimismo, se abarca una cantidad dispar de subsistemas relativos a esta temática. Finalmente, independientemente de los mecanismos de regulación o sus objetivos, las universidades tienden a garantizar una cantidad mínima de subsistemas a través de diversos instrumentos para el desarrollo y bienestar del personal no académico.

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Future Considerations for Professional and Support Staff in Higher Education

Cited by 3 publications

References 7 publications

The hybrid career concept: creating hybrid career pathways

The hybrid career concept: creating hybrid career pathways

A Holistic Career Framework: Integrating Bourdieu and career theory

Comparative Analysis of the Civil Service Careers: Current Situation of Non-Academic University Staff

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