Path dependence in occupational careers: Understanding occupational mobility development throughout individuals' careers

Dlouhy, Katja; Biemann, Torsten

doi:10.1016/j.jvb.2017.10.009

Cited by 34 publications

(36 citation statements)

References 53 publications

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“…We found that women were more likely to cross organizational boundaries, whereas Kattenbach et al (2014) do not report a significant gender effect on inter-organizational transitions. Moreover, previous studies found that women showed less occupational mobility than men did (Carless & Arnup, 2011;Dlouhy & Biemann, 2018), but our analyses revealed no significant gender differences in crossing occupational or industrial boundaries. These diverging findings may be due to different operationalizations of career mobility or sample specificities and deserve further attention in future research.…”

Section: Discussioncontrasting

confidence: 81%

When do employees cross boundaries? Individual and contextual determinants of career mobility

Kornblum

Unger

Grote

2018

European Journal of Work and Organizational Psychology

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This study investigates the joint effects of individual characteristics and the labour market on career mobility. We propose that level of education, openness to experience, and a favourable labour market relate positively to employees crossing organizational, industrial, and occupational boundaries. Management programme alumni (N = 503) provided information through an online survey about their career histories, their level of education, and their openness to experience. Additionally, we used the unemployment rate as an indicator for yearly changes in the labour market. The results of our cross-classified multilevel analysis indicate that both individual characteristics and the labour market are determinants of career mobility. Level of education had a positive effect on organizational and industrial boundary crossing, and changes in the labour market related to organizational boundary crossing. Against our assumptions, openness to experience had no effect on career mobility, and none of the predictors were related to occupational boundary crossing. Our results demonstrate the importance of investigating career mobility from a boundary perspective combined with a focus on both individual and contextual characteristics. The dominance of education compared to personality and the difficulty of explaining occupational mobility open new research avenues and yield practical implications for employees, career counsellors, and organizations.

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Section: Discussioncontrasting

confidence: 81%

When do employees cross boundaries? Individual and contextual determinants of career mobility

Kornblum

Unger

Grote

2018

European Journal of Work and Organizational Psychology

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“…It is generally believed that the accumulation of human capital occurs mainly through education and professional experience, so it is a long-term investment process for both individuals and organizations [22,23]. Therefore, human capital also means that labor mobility becomes more expensive [24]. Due to the large accumulation cost of human capital, its loss will have a greater negative impact on individuals than other equivalent benefits.…”

Section: Literature Review 21 Human Capital Structure Evolution (Hcse)mentioning

confidence: 99%

The Spatial Correlation and Explanation of the Evolution of China’s Regional Human Capital Structure—Based on Network Analysis Method

Dai

Liang

2020

Sustainability

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Human capital is an important catalyst for technology to play its role and the key to ensuring regional sustainable development. The current research on human capital mainly considers the imbalance of its stock and regional distribution without of the overall description of human capital structure and an analysis of its spatial correlation. Therefore, this article first builds a model of human capital structure evolution (HCSE) based on primary human capital, advanced human capital combined with economic geographic weight matrix, then uses the network analysis method to make a new deconstruction of the spatial correlation characteristics and the factors of China’s regional HCSE from 2009 to 2018. The results show that: (1) China’s HCSE has experienced regional accumulation in 2012, 2015, and 2018, having more prominent path dependence characteristics, which moreover vary significantly with China’s provinces, that is, the eastern region is dominated by the path of outward overflow, and the central and western regions alternate inward input and outward output; (2) The spatial network of HCSE in China is stable and multi-superimposed. During the sample investigation period, the overall network density first increased and then decreased, the largest regional clustering coefficient and transmission efficiency appeared in 2014; (3) The eastern region (Beijing, Shanghai, and Guangdong as the core) is at the center of network spillover, playing a pivotal role as well as an intermediary and bridge role; conversely, the western region plays a central role in promoting the spatial network of HCSE to the direction of external dependence, while most of the central region has a diminished role in the evolution of spatial association networks; (4) The spatial correlation of HCSE in China is mainly affected by three types of factors: the urbanization level, the investment scale, and the degree of regional development. The greater the difference in urbanization levels is, the closer the spatial correlation of HCSE and the higher its network efficiency is; while the difference in investment scale and regional development has the opposite effect.

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“…This implies that in cultures high in long-term orientation, men but not women would become more apt to change employers over time. However, the hobo syndrome literature (Ghiselli, 1974) that looks into the behavior of frequent interorganizational job changers receives mixed empirical support (Dlouhy, & Biemann, 2018;Munasinghe & Sigman, 2004). Relating this stream of literature with personality research, Woo (2011) found that the hobo syndrome is characteristic of individuals' high in openness to experience but not extraversion, and their turnover propensity decreases over time.…”

Section: Future Researchmentioning

confidence: 99%

Transitory effects of personality on employee turnover

Bartolec

2018

EJMI

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Purpose – examining transitory effects of extraversion and openness to experience on employee turnover. Design/Method/Approach. Fully observed recursive mixed process model. Findings. Results show that (i) extraversion positively predicts turnover and that (ii) openness does not predict turnover. Moreover, comparing size effects between studies reveals that only extraversion has significantly more positive effect on employee turnover, which is in contradiction with previous meta-analysis. Theoretical implications. This research identifies a plausible boundary condition – national culture – in examining how a person’s personality impact employee turnover in organizations. It highlights the shortcomings of previous meta-analysis that failed to incorporate differences in societal values and business contexts and identifies. Practical implications. In studying cultural contexts and value congruencies, this study contributes to the international human resources literature by identifying boundary conditions that explain how personality impacts employee turnover. Originality/Value. This study is the first to analyze the effects of personality on turnover using a within-individual unfolding and holistic model. Research limitations/Future research. The current study incorporates only a sample from a single country. Future research that analyzes the moderating effects of societal and business values in cross-national samples could corroborate and extend on the findings from this study. Paper type – empirical.

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Path dependence in occupational careers: Understanding occupational mobility development throughout individuals' careers

Cited by 34 publications

References 53 publications

When do employees cross boundaries? Individual and contextual determinants of career mobility

When do employees cross boundaries? Individual and contextual determinants of career mobility

The Spatial Correlation and Explanation of the Evolution of China’s Regional Human Capital Structure—Based on Network Analysis Method

Transitory effects of personality on employee turnover

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