Journal of Career Development
special issue call for papers:
The connections between careers and organizations in new career era
The editors of the Journal of Career Development intend to publish a special issue of the journal on the subject of ‘The connection of careers and organizations in new career era.’
University of Science and Technology of China, & University of Queensland
James C. McElroy
Iowa State University
Background and Rationale for this Special Issue
The new economy has changed the way organizations are structured and managed (Arthur, Inkson, & Pringle, 1999). It has also modified employee–organization relationships (Coyle-Shapiro, Shore, Taylor, & Tetrick, 2004) and raised questions about how career development activities now fit into the exchange relations between employees and organizations. Gone are the days when one's career was tied to a single organization, as career change and job mobility have become common phenomena (Rousseau, 1998). These changes have influenced both individuals and organizations.
In the new career era, the connection between careers and organizations has changed (e.g. Briscoe & Finkelstein, 2009; Briscoe et al., 2006). First, individuals are more likely to change jobs than ever before. These changes may be a by-product of lower levels of organizational commitment or perceived opportunities for advancement or of the acquisition of new skills and abilities that will enable individuals to accomplish their long term goals. Second, today’s organizations face rapidly changing environments which necessitate a high degree of adaptability. This adaptability implies both positive and negative consequences for career development. On the positive side, adaptive organizations recognize the need for employees to grow and acquire new skills and abilities to help the organization deal with uncertainties. On the negative side, the need for adaptability may stunt individual career development by virtue of layoffs.
Much progress has been made in researching career development and career growth, but many questions remain. We know, for example, that there is a clear connection between career growth and organizational outcomes such as organizational commitment (Weng, McElroy, Morrow, & Liu, 2010), proactive work behavior (Crawshaw, Dick, & Brodbeck, 2012), and turnover intentions (Weng & McElroy, 2012). We also know that these relationships are moderated or mediated by certain factors (Weng et al., 2010, Weng & McElroy, 2012). What remains less clear are such questions as: Why are some individuals interested in career growth while others are not? Why are some organizations proactive in developing opportunities for their employees to grow and advance in their careers while others are not? What is the best way to measure career growth? What other outcomes can be predicted by career growth and what other factors moderate/mediate these relationships? Finally, is career growth and its effects best measured within a given organization or over the span of one’s work life across organizations? It is the purpose of this special issue to shed light on these and other related questions.
Potential Topics/Ideas for Contributors
This special issue seeks to bring together literature review, theoretical, and empirical papers to systematically and comprehensively advance the connections of careers and organizations in new career era.
Possible questions to be addressed by papers in the special issue include, but are not limited to:
- Is career development and growth related to demographic, personality or attitudinal individual differences?
- What are the processes inherent in the making of career-decision in the new career era?
- How is career growth and development currently being measured and are some measures better than others?
- What positive organizational attitudes and behaviors is career growth related to?
- How does mobility, within or between organizations affect career growth?
- Why are some organizations more successful at developing and fostering career growth than others?
Contributors should note:
· This call is open and competitive, and the submitted papers will be undergo a masked review.
· Submitted papers must be based on original material not under consideration by any other journal or outlet.
· For empirical papers based on data sets from which multiple papers have been generated, the editors must be provided with copies of all other papers based on the same data.
· The editors will select a number of papers to be included in the special issue, but other papers submitted in this process may be recommended to be published in other issues of the journal.
The deadline for submissions is May 1, 2014.
Papers to be considered for this special issue should be submitted online via http://mc.manuscriptcentral.com/jcdjournal (selecting ‘Special Issue Paper’ as the Manuscript Type).
The editors of the special issue are very happy to discuss initial ideas for papers, and can be contacted directly at:
· Qingxiong Weng (firstname.lastname@example.org)
· James C. McElroy (email@example.com)
Arthur, M. B., Inkson, K., & Pringle, J. K. (1999). The new careers: Individual action & economic change. London: Sage.
Briscoe, J.P., Finkelstein, L.M. (2009). The ‘new career’ and organizational commitment: Do boundaryless and protean attitudes make a difference? Career Development International, 14, 242-260.
Briscoe, J.P., Hall, D., Frautschy DeMuth, R. (2006). Protean and boundayless careers: An empirical exploration. Journal of Vocational Behavior, 69, 30-47.
Crawshaw, J.R., Dick, V.R., Brodbeck, F.C. (2012). Opportunity, fair process and relationship value: Career development as a driver of proactive work behavior. Human Resource Management Journal, 22, 4-20.
Coyle-Shapiro, J., Shore, L., Taylor, M., & Tetrick, L. (2004). Commonalities and conflicts between different perspectives of the employment relationship: Toward unified perspective. In J. Coyle-Shapiro, L. Shore, M. Taylor, & L. Tetrick (Eds.), The employment relationship: Examining psychological and contextual perspective (pp. 119 ? 134). Oxford: United Kingdom: Oxford University Press.
Feldman, D. C., & Ng, T. W. H. (2007). Careers: Mobility, embeddedness, and success. Journal of Management, 33, 350-377.
Klehe, U.-C., Zikic, J., Van Vianen, A.E.M., De Pater, I.E. (2011). Career adaptability, turnover and loyalty during organizational downsizing. Journal of Vocational Behavior, 79, 217-229.
Rousseau, D. (1998). Why workers still identify with organizations. Journal of Organizational Behavior, 19, 217 ? 233.
Weng, Q., McElroy, J.C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80, 256-265.
Weng, Q., McElroy, J.C., Morrow, P.C. and Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77 (3), 391-400.