Suchergebnisse

This article examines the career scripts held by individuals working in clusters by studying the careers seen as desirable and possible by 42 micro-nanotechnology and computer science researchers in the 'Minalogic' cluster, the French equivalent of Silicon Valley. We consider the links between the researchers' career scripts and their social positions and identify six discrete career scripts that we label organizational nomad, entrepreneurial, organizational extension, cloister, escape and conversion. Central social positions in the cluster are linked with boundaryless career scripts ( organizational nomad and entrepreneurial scripts), but individuals also use the resources associated with their central social positions to envisage both extending their careers and the range of tasks they undertake ( organizational extension script) within their employing organizations. Others − those holding peripheral social positions − may be unable to match the cluster's expectations, and so feel trapped in involuntary immobility ( cloister script), constrained to leave the cluster ( escape script) or to change their occupations or broaden their skill sets to advance their careers within it ( conversion script). Our article goes beyond simply using scripts as descriptions to propose a more comprehensive approach by highlighting the social dimension of career scripts. Our results qualify the supposed predominance of the boundaryless career notion by confronting it with the wider generic notion of the career script, so proposing a more complete description of how a cluster shapes individuals' career definitions and aspirations, as well as a more complex theorization of how those careers are influenced by the cluster context.

From the very first organizational theories, boredom at work has been closely linked to the issue of time. However, studies on boredom have often considered the phenomenon as a mere behavioral outcome of organizational processes or practices and have built on an instrumental approach, neglecting its deeper manifestations. Following recent calls to tackle boredom as a fundamental issue in organization studies, we build on Heidegger's framework to delve into superficial, retrospective, and profound boredom. This phenomenological approach enables us to go beyond the instrumental view of boredom, revealing the close links between boredom at work, time, and authenticity. To this end, we adopt a genuine empirical tool, immersed in the eight novels of the famous French writer, Michel Houellebecq, a unique observer of contemporary workers. Our findings help us to highlight two contributions. First, we argue that in trying to divert their employees from boredom by creating and developing "passing the time" activities, organizations only reinforce boredom at work, leading them to an unauthentic relationship with time and being. Second, we delve into the meanders of profound boredom at work and suggest that by listening to its call, individuals may unveil what truly matters to them and find a way to reach authenticity at work.