Convergence and multidisciplinarity in nanotechnology: Laboratories as technological hubs

This article argues that research groups dedicated to nanoscience and nanotechnology are considered as technological hubs where scientists with multiple backgrounds converge in order to conduct research at the nanoscale (a billionth of a metre). Scientific production is therefore challenged as multiple ways of thinking, practices and knowledge participate in the creation of new outcomes. Through an exploratory and inductive study, I show that these technological hubs develop a specialisation based on internal competencies and stock of knowledge. The specialisation enables laboratories to position themselves as an expert among other laboratories as well as making them more visible in order to attract funding. However, multidisciplinary research is hindered by knowledge and practices that are inherited from established scientific disciplines. The lack of standards and clear definition of the area of nanoscience and nanotechnology leads young scientists, PhD students particularly, to experience a misalignment between their research, their supervision, and the outcomes they have to produce.     

Career Change and the Iron Cage: Organizations and the Early Labour Market Experience of Professional Managers

Although it is often acknowledged that organizational structure and career outcomes are related, developed theory on how formal features of the design affect inter‐firm job mobility is incomplete. I focus on organizational size and structural differentiation and relate them to ideas about internal labour markets, organizational senescence, bureaucratic complexity, and resource endowments. Analysing data on the early career histories of professional managers, I find that the negative effect of organizational size on quits weakens with organizational age while a firm's elaborate hierarchy monotonically increases quits in all but very large firms. I interpret these effects as potential mechanisms for linking demographic processes between and within organizations and as a basis for integrating research in corporate demography and career mobility.     

Tracking precursors of entrepreneurial intention: the case of researchers involved in eco-label industry

This article is based on the adaptation of Ajzen’s theory of planned behavior (TPB) to build an entrepreneurial intention framework tailored to the specific context of researchers involved in eco-label industry, who can be perceived as nascent entrepreneurs. The entrepreneurial intention model is tested on a convenience sample of researchers involved in eco-label industry from a wide range of countries. The configurational effect of research experience, personal attitude, funding instruments and entrepreneurial education level is tested for causal condition related to entrepreneurial intention of 25 eco-label researchers. The qualitative approach of data reveals that research experience and personal attitude relate positively to entrepreneurial career intentions and that these relationships are mediated by entrepreneurial education level. A multi-sided online platform connecting innovators and potential investors is considered a suitable solution for funding respondents’ results of research and innovation activities. Stimulating entrepreneurial motivations and intentions may help researchers to better adapt to alternative career perspectives. Results of this study suggest several ways to stimulate entrepreneurial career choices among researchers involved in eco-label industry.

     

Career Management in High‐Performing Organizations: A Set‐Theoretic Approach

The aim of this study is to investigate the elements of organizational career management (OCM) that can lead to strong organizational performance. The growing unpredictability of careers requires a different organizational approach of careers. Yet, new career models all focus on the individual as the central actor, leaving the role of the organization rather underdeveloped. Based on a combined perspective integrating insights from the literature on careers, high performance work systems, and idiosyncratic deals (I‐deals), we address four dimensions of OCM: supportive and developmental practices, development I‐deals, individual responsibility, and consensus. We study their relationships with company performance, thereby including the firm's human capital composition. Surveys were administered to the HR directors of 293 organizations. We apply a relatively new method, fsQCA (fuzzy‐set qualitative comparative analysis), and complement this with more conventional structural equation modeling (SEM). The SEM analyses suggest that only supportive and developmental practices are positively associated with high performance. However, based on the fsQCA, three configurations are identified in which OCM is associated with high performance. The most prevalent configuration combined supportive and developmental practices with I‐deals and individual responsibility for career management. We conclude with a discussion of the implications of our findings, and address the utility of adopting a configurational approach in career research. © 2016 Wiley Periodicals, Inc.     

THE PARADOX: Economic Growth that Endangers the Future of Research in Colombia

In this paper I analyse how the gradual reduction of research funds in Colombia can interrupt a key process in the generation of solutions to global urban problems. I draw on a bibliometric analysis to show that research funding flowing from North to South has created collaborations between researchers from North and South that have led to a better and more comprehensive understanding of the challenges facing cities around the world. To conclude, I propose four options to counteract these trends towards lower research funding.     

All in a day's work? Career self‐management and the management of the boundary between work and non‐work

This article reports the findings of a study that explored the links between career self‐management, management of the boundary between work and non‐work, and work–life balance, using a sample of young professionals. The findings show that individuals engage in different kinds of career self‐management behaviours, depending on their career goal. Management of the boundary between work and life outside work is identified as one such behaviour, with the consequence that, for some people, managing the career has a harmful effect on their work–life balance. The research adds to knowledge about the career self‐management process and shows how career stage influences career goals and career self‐management behaviour. It demonstrates how career attitudes and behaviours may be critical to the achievement of work–life balance and confirms that work–life balance matters to younger members of the workforce, regardless of their family responsibilities.     

Thriving and career outcomes: The roles of achievement orientation and resilience

This research investigated how and under what conditions thriving at work affects career attitudes and behaviors. Using an experimental design (n = 174), Study 1 found that the effects of thriving on career satisfaction, career commitment, and career engagement were mediated by career resilience. The positive effect of thriving on career resilience and the resilience‐mediated effects of thriving on career satisfaction, commitment, and engagement were stronger when achievement orientation was higher. Study 2 verified these findings with a survey of another sample of 296 employees. These studies offer important insights for human resource managers and career consultants or practitioners regarding what may enhance employees' career outcomes. Our findings imply that thriving‐enabling practices might be beneficial among highly achievement‐oriented employees.     

Who takes workplace case‐study methods seriously? The influence of gender,academic rank and PhD training

We examine whether differences in the reporting of workplace case‐study research methods are associated with gender, experience, academic rank and PhD training. Using a random sample of published articles, we find that women take more care reporting their research methods in the context of a general increase in methods reporting.     

RETHINKING THE RESEARCH FUNDING PROCESS: An Indian Perspective

In this paper I focus on the substantial research funding cuts announced by UK Research and Innovation (UKRI) in March 2021 to examine the process of funding for and participation in global research projects for researchers based in Southern institutions. I focus here on three key aspects of participating in global research projects: first, the structures through which these grants are created—the programmatic frameworks or other imperatives that confine and limit this work to Northern/Western-centric frames; secondly, the precarity of these grants and the work that they generate; and, thirdly, the increasingly output-related and time-bound nature of work in light of limited support. I argue that the effects of these are felt disproportionately by those located in the global South and are therefore worth considering as part of larger debates centred on democratizing and decolonizing knowledge networks.     

Organizational Work‐Family Culture and Working Mothers’ Affective Commitment: How Career Expectations Matter

The research undertaken here examines how an organizational work‐family culture affects the attitudes of working mothers. This research extends the existing findings by examining two separate mediation processes: work‐family conflict and career expectations. The cases of 1,308 working mothers were analyzed using structural equation modeling. Results show that career expectations mediated the effect of an organizational work‐family culture on affective commitment while work‐family conflict did not. As an additional analysis, working mothers’ perceptions and attitudes were compared with those of 288 peers. Results disclose that working mothers were no less committed to their organization, and were even more committed than their peers early in their careers. Working mothers’ career expectations, however, were consistently lower than their peers’ expectations. Implications of these results are included. © 2014 Wiley Periodicals, Inc.     

THE BENEFITS OF LARGE-SCALE,MULTI-SITE INTERNATIONALLY FUNDED RESEARCH PROJECTS: An Example of New Academic Insights and New Funding Possibilities

There are a number of benefits to large-scale, multi-site, internationally funded urban research projects if they are operationalized in ways that acknowledge forms of knowledge incommensurability and allow for space to explore the commensurability of different forms of knowledge across different geographies. Such projects are especially important in the context of the precarity of research funding, as such projects can provide the space to explore new urban research avenues that may not have formed core components of the existing urban studies canon and may also bring with them significant and new funding possibilities. In this intervention I use the example of the GCRF-funded PEAK Urban programme to consider how new urban research questions related to sexuality and health were brought to the fore during the life of the programme, which offer not only new research avenues, but also potential access to significant new funding sources. Programmes such as PEAK Urban therefore have the potential to build the long-term resilience of urban research. Cutting funding to such programmes may therefore limit the efficacy of the programmes themselves and the long-term sustainability of urban scholarship.     

The networking practices of women managers in an emerging economy setting: negotiating institutional and social barriers

Women managers face institutional and social barriers throughout their careers. In this research, we use networking and symbolic interactionism theories to explain how they network while negotiating these impediments in an emerging economy setting. Focus‐group data revealed three themes. The women in our study, as predicted by networking theory, use networks to bolster career outcomes, although some also use non‐influential networks or network ineffectively. Next, symbolic interactionism explains how expectations of, and personal reflections on, networking lead to a lack of confidence and feelings of guilt that can be career limiting. However, when women understand that their unique networking approach can be powerful, they gain social capital that enhances their leadership. Last, patriarchal cultures of emerging economy settings support stereotypical gender roles, leaving women conflicted between competition and mutual support, thus redefining the so‐called Queen Bee phenomenon. We conclude by showing how women can use networking to enhance career and personal development.     

Education,Occupation and Career Expectations: Determinants of the Gender Pay Gap for UK Graduates*

Despite anti‐discrimination policies, women are paid 20% less then men in the UK. A large proportion of this wage gap is usually left unexplained. In this paper, I investigate whether the unexplained component is due to mis‐specification. Using a sample of recent UK graduates, I examine the role of choice variables (subject of study and occupation) as well as career expectations and aspirations. The evidence indicates that women are more altruistic and less career‐oriented than men. Career break expectations, for example, explain 10% of the gender wage gap in the favoured model. By omitting attitudinal variables, most studies are likely to overestimate the unexplained component of the gender wage gap. Women with a more traditional view concerning childrearing are also found to have less intensive search behaviour. Since aspirations may reflect perceived discrimination or social pressure, current legislations are unlikely to reduce the gender wage gap.     

New or traditional careers? A study of UK graduates' preferences

Due to extensive changes to higher education in Britain, it is possible that graduates entering the labour market will have work experiences approximating to the ‘new’ career. We know little about whether this is a situation graduates are prepared for, or whether they welcome it. This article argues that a view about the changing nature of careers from the employee's perspective is needed. It describes some research investigating the career preferences and career self‐management of UK graduates in different organisational contexts, and provides evidence to suggest that graduates' endorsement of the ‘new’ career is limited. Employability is a key concern, but graduates expect to be able to develop that employability within the context of a traditional career. The article concludes by considering the implications for organisational career management, arguing that the traditional career still has considerable value for both employers and employees.     

The Effect of International Work Experience on the Career Success of Expatriates: A Comparison of Assigned and Self‐Initiated Expatriates

This article is one of the first to examine the long‐term effect of expatriation on careers, comparing the impact of international work experience on the career success of assigned and self‐initiated expatriates. Our sample consists of employees who were working abroad in 2004, and we examine their subjective and objective career success eight years later. Despite the “dark side of international careers” arguments associated with the repatriation literature, we find that the long‐term impacts of international work experience on career success are generally positive and mainly unrelated to whether the work experience was acquired as an assigned or self‐initiated expatriate. Companies recruit employees with international experience externally but are much more likely to offer further internal jobs to assigned expatriates. This reinforces the need for further research and for companies to see all those with international experience as important elements of the workforce. © 2017 Wiley Periodicals, Inc.     

Chance Events and Executive Career Rebranding: Implications For Career Coaches and Nonprofit HRM

We conducted and analyzed interviews with 20 executives from the for‐profit sector who had transitioned into second careers in the nonprofit sector. Our qualitative study provides an in‐depth analysis of the critical events that triggered career agency and stimulated the change process. At each stage of transition, the executives revisited their personal brands, deciding how to best position their skills, knowledge, and values within the context of their new nonprofit organizations. This research contributes to academic and practitioner knowledge of new career paths open to mid‐ and late‐career executives and insights for nonprofit leadership, as many nonprofits can anticipate major shortages of qualified executives. Each stage in the career transition process provides opportunities for human resource professionals to contribute to successful nonprofit leadership change: first, by creating opportunities for “chance events” motivating transition, followed by career coaching opportunities before and throughout the transition. © 2016 Wiley Periodicals, Inc.     

Part‐time work for women: Does it really help balance work and family?

Results of this study suggest that the differential response of women to part‐time work as opposed to a career may be a function of motivational and work‐context differences between career and non‐career women. Part‐time work was associated with lower work‐to‐family interference, better time management ability, and greater life satisfaction for women in both career and earner‐type positions. Role overload, family‐to‐work interference, and family time management, however, were dependent on job type with beneficial effects for earners but not for career women. Job type also played a role: Career women reported higher life satisfaction and lower depressed mood than did women in earner positions. © 2000 John Wiley & Sons, Inc.     

Neoliberalism and the Crisis in Higher Education: The Cost of Ideology

A number of factors have contributed to the crisis in higher education, including the long‐term transformation in funding. In this article, I argue that neoliberalism can explain many of the processes leading to our changing commitment to colleges and universities and the cost increases that this change has produced. A number of neoliberal assumptions firmly rooted in conventional wisdom have contributed to a “student‐as‐customer” phenomenon, which is, itself, a cost driver. I look at the development of the student as customer as a vehicle for exploring tuition increases. I also examine the tension between education as a public and a private good and the marketization of higher education as crucial drivers of these transformations. In doing so, I emphasize that the student as customer has been created by the changes in the way we think about, organize, and fund education, rather than any fundamental change in young people.     

A Conversation with Roger Koenker

Roger William Koenker was born February 21, 1947. He graduated from Grinnell College in 1969 and obtained his PhD in Economics from University of Michigan in 1974 under the direction of Saul Hymans. He was Assistant Professor of Economics at the University of Illinois at Urbana‐Champaign (UIUC) from 1974 to 1976, and a member of Technical Staff at Bell Telephone Laboratories from 1976 to 1983 and returned to UIUC as Professor in 1983. He is currently a William B. McKinley Professor of Economics and Professor of Statistics at UIUC. He is best known for his seminal work on quantile regression, which has emerged as a powerful regression analysis tool across many disciplines. He is a Fellow of the American Statistical Association, Fellow of the Institute of Mathematical Statistics, Fellow of Econometric Society, and recipient of the 2010 Emanuel and Carol Parzen Prize for Statistical Innovation. The conversation covers part of Roger Koenker's career as an econometrician and statistician, starting from his college years.     

The construction of career aspirations amongst healthcare support workers: beyond the rational and the mundane?

This article engages with a literature that views the limited career aspirations of low‐paid, low‐status workers as a reasonable response to material and structural constraints. Based on four hospital trust cases studies, the article contests this view, revealing how healthcare support workers in NHS England have retained the cognitive capacity to override such constraints to develop a strong and authentic career goal to become a nurse. This goal is acknowledged by the healthcare support workers themselves as unlikely to be achieved and is therefore presented as a flight from rationality. Its emergence is explained by workplace interactions that allow such an ambition to become taken‐for‐granted. The article deepens understanding of career ambitions amongst low‐paid, low‐status workers, while adding weight to a literature suggesting that career aspirations can be driven by values and norms, not only by a means‐end rationality.