Suchergebnisse

Career research--some personal perspectives / Edgar H. Schein -- Introduction / Hugh Gunz and Maury Peiperl -- PART I: THE HISTORICAL ORIGINS AND CURRENT STRUCTURE OF THE CAREERS FIELD: Tracing the historical roots of career theory in management and organization studies / Celia Moore, Hugh Gunz, and Douglas T. Hall -- Taxonomy of career studies / Maury Peiperl and Hugh Ganz -- PART II: MAIN CURRENTS IN THE STUDY OF CAREER: Personality and career success / Timothy A. Judge and John D. Kammeyer-Mueller -- Occupational choice / Mark L. Savickas -- Career counseling / Jennifer M. Kidd -- The subjective career in the knowledge economy / Svetlana N. Khapova, Michael B. Arthur, and Celeste P. M. Wilderom -- The intersection of work and family lives / Jeffrey H. Greenhaus and Sharon Foley -- Late-career and retirement issues / Daniel C. Feldman -- Organizational challenges at the periphery: career issues for the socially marginalized / Pushkala Prasad, Caroline D'Abate, and Anshuman Prasad -- Customized careers / Monique Valcour, Lotte Bailyn, and Maria Alejandra Quijada -- Contextual issues in the study of careers / Wolfgang Mayrhofer, Michael Meyer, and Johannes Steyrer -- Mentoring and developmental networks in the new career context / Dawn E. Chandler and Kathy E. Kram -- Networks and identities: reciprocal influences on career processes and outcomes / Herminia Ibarra and Prashant H. Deshpande -- The developmental theories: a critical examination of their continuing impact on careers research / Sherry E. Sullivan and Madeline Crocitto -- Living to work--Working to live: conceptualizations of careers among contemporary workers / David E. Guest and Jane Sturges -- The institution of outside hiring / Peter Cappelli and Monika Hamori -- Global careers / Maury Peiperl and Karsten Jonsen -- Career systems and psychological contracts / Holly S. Slay and M. Susan Taylor -- Organizational demography and individual careers: structure, norms, and outcomes / Barbara S. Lawrence and Pamela S. Tolbert -- Career patterns and organizational performance / Monica C. Higgins and James R. Dillon -- Careers and institutions: the centrality of careers to organizational studies / Candace Jones and Mary B. Dunn -- Careers across cultures / David C. Thomas and Kerr Inkson -- Boundaries in the study of career / Hugh Ganz, Maury Peiperl, and Daniel Tzabbar -- PART III: SYNTHESIS: Designing career systems: are we ready for it? / Silvia Bagdadli -- Considering the darker side of careers: toward a more balanced perspective / Yoav Vardi and Sharon H. Kim -- Continuity, emergence, and opportunities for convergence / Maria L. Kraimer and Scott E. Seibert -- A complexity perspective on intentional change in careers / Richard E. Boyatzis -- The catalytic 1970s: lessons for the 2000s / C. Brooklyn Derr and Jon P. Briscoe -- Career studies: personal "side trips" / Philip H. Mirvis -- Trends, paradoxes, and some directions for research in career studies / Wayne F. Cascio -- The meanings of career / Audrey Collin -- Destiny, drama, and deliberation: careers in the coevolution of lives and societies / Nigel Nicholson -- Career research--some issues and dilemmas / Edgar H. Schein

Since the late 1980s, there has been strong popular interest in the subject of working hours and in the so-called workaholic. There has been less interest in the academic literature on the subject of long working hours and the motivations of those who work beyond the limits of what is necessary. This study proposes a typology of those who put in excessive time and effort by introducing a second dimension: equity of perceived rewards. The new dimension points to another group alongside workaholics: overworkers. One hundred seventy-four managers and professionals with master of business administration degrees rated themselves on work and reward dimensions and provided data about work behaviors, rewards, attitudes, and job progression as part of a longitudinal study. Overworkers and workaholics were found to differ on a number of dimensions. Implications for these groups, including their potential roles in the context of boundaryless careers, and for the organizations that employ them are discussed.

In this study, we introduce a conceptual framework for transnational social capital as a higher order multidimensional construct. Consistent with this view, we develop and validate a 11-item scale aimed at measuring bridging and bonding social capital embedded within a cross-border network of professional relations and ties. Data from several exploratory and confirmatory studies of executives and Master of Business Administration students show reliability and construct validity. This research instrument provides researchers with a valuable resource for assessing transnational social capital of individuals and exploring its implications.