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THE SELF-DIRECTED CAREER IN AN ERA OF ECONOMIC INSTABILITY: OPPORTUNITIES AND LIMITATIONS IN CROSS-CULTURAL COMPARISON

Yıl 2012, Cilt: 7 Sayı: 2, 1 - 8, 01.12.2012

Öz

 This paper seeks to explore and provide critical commentary on the notion of the self-directed career
in light of empirical findings on the changing landscape of work and working Germany and Korea. Couched in
the broader discourse of employability, self-directed career behavior includes a range of affordances, including
increased autonomy in employment settings, job crafting, intra-preneurship, and the boundaryless or protean
career. While much research, particularly that situated in organizational behavior and industrial psychology,
assigns positive meaning to these new forms of work and working, a more critical reading of the literature
suggest that self-directed career may be the exception rather than the rule, may be reserved for an elite set of
occupations and roles in organizations, and may run counter to the expectations and needs of a majority of the
workforce. The paper concludes with a call for the careful evaluation of the costs and benefits of self-directed
career, and the need for HRD research and theory to address the implications of the changing nature of work in
scholarship and models for practice. 

Kaynakça

  • Anderson, J. Å. (2007). Creating the client who can create himself and his own fate: The tragedy of the citizen’s contract. Qualitative Sociology Review 3(2), 119-143.
  • Arthur, M. B. & Rousseau, D. M. (1996). The boundaryless career: A new employment model for a new organizational era. Oxford: Oxford University.
  • Baldry, C., et al. (2007). The meaning of work in the new economy. Houndmills, Hampshire, UK: Palgrave Macmillan.
  • Bartscher, T., & Huber, A. (2007). Praktische Personalwirtschaft – Eine
  • praxisorientierte Einführung,
  • Applied research in human resources: A practice-oriented introduction] (2nd Ed.). Wiesbaden: Gabler.
  • Cooper, C. L., & Burke, R. J. (Eds.) (2002). The new world of work: Challenges and opportunities. Oxford, UK: Blackwell.
  • DGB-Index Gute Arbeit. (2008). Wie die Beschäftigten die Arbeitswelt beurteilen, was sie sich von guter Arbeit erwarten. <http.//www.dgb-index-gute-arbeit.de/servicestelle/data/ diga_report_07.pdf>
  • Hackman, J. R. & Oldham, G. R. (1980). Work redesign. Upper Saddle River, NJ: Prentice Hall.
  • Hall, D. T. (1976). Careers in Organizations. Glenview, IL: Scott, Foresman.
  • Hall, D. T. (2002). Careers in and out of Organizations. Thousand Oaks, CA: Sage.
  • Hall, D. T. (2003). The protean career: A quarter-century journey. Journal of Vocational Behavior 65, 1-13.
  • Kegan, R. (1994). In over our heads: The mental demands of modern life. Cambridge, MA: Harvard University.
  • DGB Deutscher Gewerkschaftsbund (2008).
  • Kim, A., Lim, E., Choi, J., Ryu, H., & Kim, K. (2011). [The Socio-economic effects related higher education expansion in Korea]. Seoul, Korea: KRIVET.
  • Kim, E., & Jyung, C. (2011). [The hierarchical linear relationship ampng protean career attitudes, individual characteristics, and organizational characteristics of office workers in large corporations]. Agricultural Education and HRD, 43(2), 171-189.
  • Kim, S., & Kim, J. (2010). [Empirical relationships among protean career attitude, boundaryless career attitude and subjective career success]. Daehan Journal of Business, 23(4), 1899-1915.
  • Klages, H. (2001). Brauchen wir eine Rückkehr zu traditionellen Werten? [Do we need a return to traditional values?] Aus Politik und Zeitgeschichte, 29, 7- 14.
  • Krau, E. (1997). The realization of life aspirations through vocational careers. Westport, CT: Praeger.
  • Kuchinke, K. P., Ardichvili, A., Borchert, M., Cornachione, E., Cseh, M, Kang, H., Oh, S.,Rozanski, A., Tynaliev, U., Zav’jalova, E. (2011). work meaning among mid-level
  • professional employees: A study of the importance of work centrality and extrinsic and
  • intrinsic work goals in eight countries. Asian Pacific Journal of Human Resources 49(3), 264-284.
  • Miegel, M. & Peterson, T. (2008). Der Programmierte Stillstand [The Programmed Standstill]. Munich, Germany: Olzog.
  • Moss-Kanter, R. (1977). Men and women of the organization. New York: Basic Books
  • Oh, I., Seo, Y., & Shin, K. (2004). [The conceptualization of internal/external career movement and identification and measurement of their antecedents]. The Korean Journal of Industrial and Organizational Psychology, 17(2), 279-303.
  • Park, J., Kim. Y., & Jun, J. (2011). [The longterm effects of small and medium sized enterprises experiences in 4-year college graduates]. Quarterly Journal of Labor Policy, 11(4), 29-53.
  • Park, Y-b. (2012). [How to solve unemployment fundamentally]. The HRD Review, 15(1), 2-5.
  • Park, Y-H., & Lee, J. (2011). [Assessing the psychometric properties of the protean career attitude scale in Korean business context]. The Journal of Training and Development, 22, 29-45.
  • Rousseau, D. M. (1995). psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, CA: Sage.
  • Seidel, H. (1992). Wertewandel bei Arbeitern in Arbeit und Freizeit. Eine sekundär-analytische Studie sozialwissenschaftlicher Literatur und Forschungsergebnisse. [Changing values among workers regarding work and leisure: An analysis of secondary literature in the social sciences and empirical results]. Bonn, Germany: Special Eurobarometer (2007). European social reality.
  • http.//ec.europa.eu/public_opinion/archives/ebs/ebs_273_en.pdf .
  • Super, D. E. (1980). A life span, life space approach to career development, Journal of Vocational Behavior 16, 282-98.
  • Whyte, W. S. (1956). The organization man. Philadelphia, PA: University of Pennsylvania.
  • Wrzesniewski, A. & Dutton, J. (2010). Crafting a job: Employees as active crafters of their work. Academy of Management Review 26(2), 179-201.
  • Running head: CULTURAL INTELLIGENCE

THE SELF-DIRECTED CAREER IN AN ERA OF ECONOMIC INSTABILITY OPPORTUNITIES AND LIMITATIONS IN CROSS-CULTURAL COMPARISON

Yıl 2012, Cilt: 7 Sayı: 2, 1 - 8, 01.12.2012

Öz

 This paper seeks to explore and provide critical commentary on the notion of the self-directed career
in light of empirical findings on the changing landscape of work and working Germany and Korea. Couched in
the broader discourse of employability, self-directed career behavior includes a range of affordances, including
increased autonomy in employment settings, job crafting, intra-preneurship, and the boundaryless or protean
career. While much research, particularly that situated in organizational behavior and industrial psychology,
assigns positive meaning to these new forms of work and working, a more critical reading of the literature
suggest that self-directed career may be the exception rather than the rule, may be reserved for an elite set of
occupations and roles in organizations, and may run counter to the expectations and needs of a majority of the
workforce. The paper concludes with a call for the careful evaluation of the costs and benefits of self-directed
career, and the need for HRD research and theory to address the implications of the changing nature of work in
scholarship and models for practice. 

Kaynakça

  • Anderson, J. Å. (2007). Creating the client who can create himself and his own fate: The tragedy of the citizen’s contract. Qualitative Sociology Review 3(2), 119-143.
  • Arthur, M. B. & Rousseau, D. M. (1996). The boundaryless career: A new employment model for a new organizational era. Oxford: Oxford University.
  • Baldry, C., et al. (2007). The meaning of work in the new economy. Houndmills, Hampshire, UK: Palgrave Macmillan.
  • Bartscher, T., & Huber, A. (2007). Praktische Personalwirtschaft – Eine
  • praxisorientierte Einführung,
  • Applied research in human resources: A practice-oriented introduction] (2nd Ed.). Wiesbaden: Gabler.
  • Cooper, C. L., & Burke, R. J. (Eds.) (2002). The new world of work: Challenges and opportunities. Oxford, UK: Blackwell.
  • DGB-Index Gute Arbeit. (2008). Wie die Beschäftigten die Arbeitswelt beurteilen, was sie sich von guter Arbeit erwarten. <http.//www.dgb-index-gute-arbeit.de/servicestelle/data/ diga_report_07.pdf>
  • Hackman, J. R. & Oldham, G. R. (1980). Work redesign. Upper Saddle River, NJ: Prentice Hall.
  • Hall, D. T. (1976). Careers in Organizations. Glenview, IL: Scott, Foresman.
  • Hall, D. T. (2002). Careers in and out of Organizations. Thousand Oaks, CA: Sage.
  • Hall, D. T. (2003). The protean career: A quarter-century journey. Journal of Vocational Behavior 65, 1-13.
  • Kegan, R. (1994). In over our heads: The mental demands of modern life. Cambridge, MA: Harvard University.
  • DGB Deutscher Gewerkschaftsbund (2008).
  • Kim, A., Lim, E., Choi, J., Ryu, H., & Kim, K. (2011). [The Socio-economic effects related higher education expansion in Korea]. Seoul, Korea: KRIVET.
  • Kim, E., & Jyung, C. (2011). [The hierarchical linear relationship ampng protean career attitudes, individual characteristics, and organizational characteristics of office workers in large corporations]. Agricultural Education and HRD, 43(2), 171-189.
  • Kim, S., & Kim, J. (2010). [Empirical relationships among protean career attitude, boundaryless career attitude and subjective career success]. Daehan Journal of Business, 23(4), 1899-1915.
  • Klages, H. (2001). Brauchen wir eine Rückkehr zu traditionellen Werten? [Do we need a return to traditional values?] Aus Politik und Zeitgeschichte, 29, 7- 14.
  • Krau, E. (1997). The realization of life aspirations through vocational careers. Westport, CT: Praeger.
  • Kuchinke, K. P., Ardichvili, A., Borchert, M., Cornachione, E., Cseh, M, Kang, H., Oh, S.,Rozanski, A., Tynaliev, U., Zav’jalova, E. (2011). work meaning among mid-level
  • professional employees: A study of the importance of work centrality and extrinsic and
  • intrinsic work goals in eight countries. Asian Pacific Journal of Human Resources 49(3), 264-284.
  • Miegel, M. & Peterson, T. (2008). Der Programmierte Stillstand [The Programmed Standstill]. Munich, Germany: Olzog.
  • Moss-Kanter, R. (1977). Men and women of the organization. New York: Basic Books
  • Oh, I., Seo, Y., & Shin, K. (2004). [The conceptualization of internal/external career movement and identification and measurement of their antecedents]. The Korean Journal of Industrial and Organizational Psychology, 17(2), 279-303.
  • Park, J., Kim. Y., & Jun, J. (2011). [The longterm effects of small and medium sized enterprises experiences in 4-year college graduates]. Quarterly Journal of Labor Policy, 11(4), 29-53.
  • Park, Y-b. (2012). [How to solve unemployment fundamentally]. The HRD Review, 15(1), 2-5.
  • Park, Y-H., & Lee, J. (2011). [Assessing the psychometric properties of the protean career attitude scale in Korean business context]. The Journal of Training and Development, 22, 29-45.
  • Rousseau, D. M. (1995). psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, CA: Sage.
  • Seidel, H. (1992). Wertewandel bei Arbeitern in Arbeit und Freizeit. Eine sekundär-analytische Studie sozialwissenschaftlicher Literatur und Forschungsergebnisse. [Changing values among workers regarding work and leisure: An analysis of secondary literature in the social sciences and empirical results]. Bonn, Germany: Special Eurobarometer (2007). European social reality.
  • http.//ec.europa.eu/public_opinion/archives/ebs/ebs_273_en.pdf .
  • Super, D. E. (1980). A life span, life space approach to career development, Journal of Vocational Behavior 16, 282-98.
  • Whyte, W. S. (1956). The organization man. Philadelphia, PA: University of Pennsylvania.
  • Wrzesniewski, A. & Dutton, J. (2010). Crafting a job: Employees as active crafters of their work. Academy of Management Review 26(2), 179-201.
  • Running head: CULTURAL INTELLIGENCE
Toplam 35 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Makaleler
Yazarlar

Peter Kuchinke Bu kişi benim

- Un Bu kişi benim

Yeong Park Bu kişi benim

Yayımlanma Tarihi 1 Aralık 2012
Yayımlandığı Sayı Yıl 2012 Cilt: 7 Sayı: 2

Kaynak Göster

APA Kuchinke, P., Un, .-., & Park, Y. (2012). THE SELF-DIRECTED CAREER IN AN ERA OF ECONOMIC INSTABILITY OPPORTUNITIES AND LIMITATIONS IN CROSS-CULTURAL COMPARISON. Bilgi Ekonomisi Ve Yönetimi Dergisi, 7(2), 1-8.