CHANGİNG CAREER UNDERSTANDİNG İN WORKİNG LİFE: KALEİDOSCOPE CAREER MODEL

Year 2023, Volume: 7 Issue: 12, 15 - 33, 29.06.2023

Leyla İçerli Gül Bilen

Abstract

Career is a concept that encompasses the work that individuals do throughout their working life, and the developments and advancements in business life. One of the most important features of the traditional career understanding, in which the career of the individual is limited to the conditions of the organization, is that the individual starts a job in an organization, works in the same organization throughout his entire career and retires. In the traditional structure, employees act dependent on the organization and mostly expect career orientation from the organization. Today, increasing competition at both local and global levels, and dynamic changes in socio-economic structure and technology have paved the way for the career approach to gain a quality outside of traditional patterns. With the change in the traditional career understanding, the responsibility of directing the career has passed on to the individuals. Along with this change in career understanding, new career approaches show that today's career understanding has also changed direction. One of these new career approaches is the Kaleidoscope Career Model, which has started to take an important place in foreign literature and is defined as a metaphor. According to this model, career is organized according to the individual's own living conditions, and is shaped by the individual's choices about his life and his own values. In the kaleidoscope career model, three parameters are defined, namely authenticity, balance and challenge, which are active throughout the lives of individuals. These parameters change according to the life conditions of the individual and shape the career decision of the individual. Career profiles of female and male employees are shaped according to these three parameters. In line with these explanations, the aim of this study is to theoretically examine the kaleidoscope career model, which is a new career approach, based on the importance of career in working life and to contribute to the literature on this subject.

Keywords

Career, Kaleidoscope Career Model, Traditional Career, Changing Career Understanding, Working Life

Çalışma Yaşamında Değişen Kariyer Anlayışı: Kaleydoskop Kariyer Modeli

Abstract

Kariyer, bireylerin çalışma yaşamları boyunca yaptıkları işleri, iş yaşamındaki gelişme ve ilerlemeleri kapsayan bir kavramdır. Bireyin kariyerinin örgütün koşullarıyla sınırlı olduğu geleneksel kariyer anlayışının en önemli özelliklerinden biri bireyin bir örgütte işe başlayıp, tüm kariyeri boyunca aynı örgütte çalışması ve emekli olmasıdır. Geleneksel kariyer yapısı içinde çalışanlar, örgüte bağımlı olarak hareket etmekte ve kariyer yönlendirmelerini çoğunlukla örgütten beklemektedirler. Günümüzde hem yerel hem de küresel düzeyde artan rekabet, sosyo-ekonomik yapıda ve teknolojide yaşanan dinamik değişimler kariyer anlayışının da geleneksel kalıpların dışında bir nitelik kazanmasına zemin hazırlamıştır. Geleneksel kariyer anlayışında yaşanan değişimle birlikte kariyeri yönlendirme sorumluluğu bireyler üzerine geçmiştir. Kariyer anlayışında yaşanan bu değişimle beraber yeni kariyer yaklaşımları günümüzde kariyer anlayışının da yön değiştirdiğini göstermektedir. Bu yeni kariyer yaklaşımlarından biri yabancı yazında da önemli derecede yer almaya başlayan ve bir metafor olarak tanımlanan Kaleydoskop Kariyer Modelidir. Bu modele göre kariyer, bireyin kendi yaşam koşullarına göre düzenlenmekte, bireyin yaşamına dair seçimleriyle ve kendi değerleriyle şekillenmektedir. Kaleydoskop kariyer modelinde bireylerin yaşamları boyunca aktif olan özgünlük, denge ve meydan okuma olmak üzere üç parametre tanımlanmaktadır. Bu parametreler bireyin yaşam şartlarına göre değişmekte ve bireyin kariyer kararını şekillendirmektedir. Kadın ve erkek çalışanların kariyer profilleri, belirlenmiş bu üç parametreye göre şekil almaktadır. Bu açıklamalar doğrultusunda bu çalışmanın amacı, çalışma yaşamında kariyer konusunun öneminden hareketle yeni bir kariyer yaklaşımı olan kaleydoskop kariyer modelini teorik olarak incelemek ve bu konuda alan yazınına katkıda bulunmaktır.

Keywords

Kariyer, Kaleydoskop Kariyer Modeli, Geleneksel Kariyer, Değişen Kariyer Anlayışı, Çalışma Yaşamı

References

• Adamson, C., Doherty, L., & Viney, C. (1998). Revisiting the concept of the career: Implications for career guidance. British Journal of Guidance & Counselling, 26(2), 251-263.
• Akgün, A. E. (2021). COVID-19 Pandemisi Sürecinde İşletmelerde İş-yaşam Dengesi. Kırklareli Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 10(1), 247-268.
• Aprianingsih, A. (2012). The Kaleidoscope Career Model and work family conflict: An exploration across career stages. St. Ambrose University, ProQuest Dissertations Publishing.
• Arnold, J., & Jackson, T. (1997). Career management as a socially constructed phenomenon”. International Journal of Management Reviews, 1(4), 195-211.
• Arthur, M. B. (1994). The boundaryless career: A new perspective for organizational inquiry. Journal of Organizational Behavior, 15(4), 295-306.
• Arthur, M. B., & Rousseau, D. M. (1996). The boundaryless career: A new perspective for organizational inquiry. Journal of Organizational Behavior, 17(4), 295-306.
• Aytaç, A. (2005). Kariyer planlama ve geliştirme. Ankara: Pegem Yayıncılık.
• Baruch, Y., & Peiperl, M. (2000). The impact of career boundarylessness on subjective career success: a review and reconceptualization. Journal of Vocational Behavior, 57(3), 356-377.
• Baruch, Y. (2004). Transforming careers: from linear to multidirectional career paths: Organizational and individual perspectives. Career Development İnternational, 9(1), 58-73.
• Bingöl, D. (2016). Kariyer gelişimi ve kişilik özellikleri ilişkisi. Eskişehir Osmangazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11(2), 335-350.
• Briscoe, J. P., & Hall, D. T. (2006). The interplay of boundaryless and protean careers: Combinations and implications. Journal of Vocational Behavior, 69(1), 4-18.
• Briscoe, J. P., Hall, D. T., & DeMuth, R. L. (2006). Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior, 69(1), 30-47.
• Cabrera, E. F. (2007). Opting out and opting in: understanding the complexities of women's career transitions. Career Development International, 12(3), 218-237.
• Clarke, M. (2009). Career progress: Climbing the corporate ladder. International Journal of Management Reviews, 11(1), 9-19.
• Currie, G., Tempest, S., & Starkey, K. (2006). The translation of management fashions: Towards a research agenda. Journal of Management Studies, 43(3), 649-666.
• Çakmak-Otluoğlu, K. Ö. (2018). Kariyerin değişen kuralları. Ankara: Nobel Akademik.
• Dany, F., Mallon, M., & Arthur, M. (2003). The odyssey of career and the opportunity for international comparison. International Journal of Human Resource Management, 14(5), 705-712.
• Denizli, A. A., & Dündar, G.İ. (2019). Kaleydoskop karı̇yer: Güncel karı̇yer yaklaşımlarında yenı̇ bı̇r model, IV. Internatıonal Entrepreneurshıp, Employment And Career Congress, Bodrum-Muğla.
• Erdoğmuş, İ. (2003). Kariyer gelişim sürecinde danışmanın rolü. Ankara Üniversitesi Eğitim Bilimleri Fakültesi Dergisi, 36(1-2), 19-29.
• Ervin, S. M. (2015). Exploring the career needs of intercollegiate head coaches: A kaleidoscope career perspective (Unpublished Doctoral Dissertation), The Ohio State University.
• Göktürk, S. (2019). Profesyonel yaşamın orta dönemı̇ndekı̇ kadınların karı̇yer geçı̇şlerı̇: nı̇tel bı̇r araştırma,Yıldız Teknı̇k Ünı̇versı̇tesı̇ Sosyal Bı̇lı̇mler Enstı̇tüsü İşletme Ana Bı̇lı̇m Dalı, İstanbul.
• Gubler, M., Arnold, J., & Coombs, C. (2014). Reassessing the protean career concept: empirical findings, conceptual components, and measurement. Journal of Organizational Behavior, 35(1), 23- 40. Gürüz, K., & Yaylacı, B. (2004). Örgütlerde kariyer geliştirme ve yönetimi. İstanbul: Beta Basım Yayım Dağıtım Hall, D. T. (1996). The career is dead long live the career. San Francisco: Jossey-Bass.
• Hall, D. T. (1997). Special challanges of careers in the 21st century. Academy of Management Executive, 11(1), 60-61. Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26(2), 155-176.
• Harris, K. J., & Ramos, R. (2013). Theoretical approaches to career development and their practical applications. Journal of Career Development, 40(2), 89-107.
• Iellatchitch, A., Maryhofer, W., & Meyer, M. (2003). The changing nature of careers: A review and research agenda. Journal of Management, 29(6), 719-742
• Inkson, K. (2004). Images of career: Nine key metaphors. Journal of Vocational Behavior, 65(1), 96-111.
• Inkson, K. (2006). From boundaryless careers to talent management: Exploring assumptions. Career Development International, 11(3), 219-231.
• King, Z. (2003). Lifelong learning: A critical guide. Maidenhead, UK: Open University Press.
• Lips-Wiersma, M., & Hall, D. T. (2007). Organizational career development is not dead: A case study on managing the new career during organizational change. Journal of Management Development, 26(6), 557-573.
• Mainiero, L. A., & Sullivan, S. E. (2005). Kaleidoscope careers: An alternate explanation for the “opt- out” revolution. Academy of Management Executive, 19(1), 106-123.
• Mainiero, L. A., & Sullivan, S. E. (2006). Kaleidoscope careers: An alternative view of boundaryless careers. In A. M. Konrad, M. K. Mangel, & E. Pringle (Eds.), Handbook of workplace diversity (pp. 131-147). Thousand Oaks, CA: Sage Publications.
• Mainiero, L.A., & Gibson, D.E. (2018). The Kaleidoscope Career Model Revisited: How Midcareer Men and Women Diverge on Authenticity, Balance, and Challenge,Journal of Career Development,45(4), 361-377. Miles, R., & Snow, C. (1996). Organizations: New concepts for new forms. California Management Review, 38(2), 105-118.
• Mouratidou, M. (2019) Reconstructing the Kaleidoscope Career Model to complex contexts. In: Eastern Academy of Management Conference 2019, 8th - 11th May 2019, Wilmington, Delaware USA. (Unpublished)
• Nicholson, N. (1996). Career systems in crisis: Change and opportunity in the ınformation age, Academy of Management Executive, 10(4), 40-51.
• Özden, Y. (2005). İş tatmini, örgütsel bağlılık ve işten ayrılma niyeti arasındaki ilişkiler: Türk bankacılık sektöründe bir araştırma. Yayımlanmamış doktora tezi, Marmara Üniversitesi, İstanbul, Türkiye.
• Pang, N. S. K., Chua, R. Y. J., & Chu, C. B. (2008). Moving beyond the boundaryless career concept: Enhancing employability through strategic career self-management. Journal of Vocational Behavior, 72(2), 269-281.
• Peiperl, M. A., & Baruch, Y. (1997). Back to square zero: The post-corporate career. Organizational Dynamics, 26(4), 7-22.
• Polat, F. B., & Özdemir, Y. (2021).Yeni kariyer yaklaşımlarına güncel bir bakış: Kaleydoskop Kariyer Modeli, İş ve İnsan Dergisi, 8(1), 107-121.
• Polat, F. B. (2021). Beş faktör kişilik özelliklerinin ve aile destekleyici örgüt algısının kaleydoskop kariyer üzerindeki etkisi, Yayınlanmamış Doktora Tezi, Sakarya Üniversitesi, İşletme Anabilim Dalı, Sakarya.
• Reitman, F., & Schneer, J. A. (2003). The promised path: a longitudinal study of managerial careers. Journal of Managerial Psychology, 18(1), 60-75. Reitman, F., & Schneer, J. A. (2008). Gender, work, and the family: An historical perspective. Journal of Business and Psychology, 23(1-2), 17-25. Seymen, O. A. (2004). Geleneksel karı̇yerden, sınırsız ve dı̇namı̇k / değı̇şken karı̇yere geçı̇ş: nedenlerı̇ ve sonuçları üzerı̇ne yazınsal bı̇r ı̇nceleme, Uludağ Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 23(1), 79-114 Simmons, J. (2013). The Kaleidoscope Career Model: An investigation of authenticity, balance, and challenge and their relationship with networking behavior, Dissertation Abstracts International Section A: Humanities and Social Sciences, 74.
• Schuler, R. S. (1995). The internationalization of human resource management. Journal of International Management, 1(1), 119-133.
• Sommerlund, J., & Boutaiba, S. (2007). Career success and personal values: The perspective of young managers. Journal of Business Ethics, 74(4), 425-435.
• Sullivan, S. E. (1999).The changing nature of careers: A review and research agenda. Journal of Management, 25(3), 457-484.
• Sullivan, S. E. & Mainiero, L. A. (2007a). The changing nature of careers: A review and research agenda. Journal of Management, 33(6), 885-959.
• Sullivan, S. E., & Mainiero, L. A. (2007b). The changing nature of gender roles, alpha/beta careers and work- life issues: Theory-driven implications for human resource management. Career Development International, 12(3), 238-263.
• Sullivan, S. E., & Mainiero, L. A. (2007c). The use of the kaleidoscope career model for women of color. Journal of Career Development, 33(1), 3-18.
• Sullivan, S. E., & Mainiero, L. A. (2007d). Using the kaleidoscope career model to examine generational differences in work attitudes. Journal of Managerial Psychology, 22(2), 168-185.
• Sullivan, S. E., Forret, M., Mainiero, L. A., & Terjesen, S. (2007). What motivates entrepreneurs? An exploratory study of the kaleidoscope career model and entrepreneurship. The Journal of Applied Management & Entrepreneurship, 12, 4-19.
• Sullivan, S. E., & Mainiero, L. A. (2008). Using the Kaleidoscope Career Model to Understand the Changing Patterns of Women’s Careers: Implementing Human Resource Development Programs to Attract and Retain Women. Advances in Developing Human Resources, 10(1), 32-49.
• Sullivan, S. E., Forret, M. L., Carraher, S. M., & Mainiero, L. A. (2009). Using the kaleidoscope career model to examine generational differences in work attitudes. Career Development International, 14(3), 284-302.
• Sullivan, S. E., & Baruch, Y. (2009). Advances in career theory and research: A critical review and agenda for future exploration. Journal of Management, 35(6), 1542-1571.
• Tarhan, E. (2019) Kadınların kariyer kararlarını anlamak: Kaleydoskop Kariyer Modeli, Yönetim ve Çalışma Dergisi, 3(1), 118-132.
• Taşlıyan, M., Arı, E., & Duzman, İ. (2011). İşletme Yönetimi. Ankara: Nobel Yayıncılık.
• Valcour, M., Ladge, J. J., & Gasser, M. (2007). The customization of work: A flexible benefits approach. Organizational Dynamics, 36(4), 408-419.
• Waters, L., Briscoe, J. P., Hall, D. T. , & Wang, M. (2014). Career management and the role of work values, support practices, and career success. Journal of Vocational Behavior, 84(3), 251-262.
• Wrzesniewski, A., & Tosti, J. (2005). Career as a project: Toward a personal career strategy. In K. Y. T. & M. B. Arthur (Eds.), The boundaryless career: A new employment principle for a new organizational era (pp. 198-212). Oxford: Oxford University Press. Zhu, W., Wolff, H. G., Hall, D. T., Heras, M. L., Gutierrez, D. G., & Kram, K. E. (2013). Career dynamics in a global world. In S. Zedeck, Handbook of Industrial and Organizational Psychology (2nd ed., Vol. 2, pp. 561-608). American Psychological Association.