Career transitions and employability

Purpose – Studying academic careers can be particularly useful for discussions about new forms of professional careers. This conceptual paper seeks to shed light on academic careers by discussing the (changing) multiple contexts governing academic careers.Design/methodology/approach – A neo‐institutional framework for analysing academic careers is developed that treats them as outcomes of overlapping institutions belonging to the different social contexts in which academics simultaneously act. This approach allows one to locate academic careers in the context of new and traditional career literature and to address changes in the institutional context of academic careers.Findings – Shows how traditional structures and mechanisms of academic careers are interwoven with the overall patterns of national higher education systems and their societal embeddedness. Empirical evidence was found that academic careers are becoming more boundaryless. But evidence was also found that academic careers are more bound to ...

Careers in Overlapping Institutional Contexts: The Case of Academe

\n The internationalization and specialization of science confront scientists with opportunities and sometimes even a need to become internationally mobile during their careers. Against this background, we systematically reviewed empirical studies on the effects that mobility across national borders has on the careers of scientists. Using several search channels, we identified 96 studies – published between 1994 and 2019 – that examine how international mobility influences eight dimensions of scientists’ careers. Listed in descending order of the number of identified studies, these dimensions comprise scientists’ (1) international networks, (2) scientific productivity, (3) occupational situation, (4) scientific impact, (5) competences and personality, (6) scientific knowledge, (7) access to research infrastructures and funds, and (8) symbolic capital. Existing research provides robust evidence of positive effects of international mobility on the broadening of scientists’ networks. Moreover, several solid studies examine the effect of international mobility on scientists’ productivity, impact, and occupational situation. Most of them find positive effects, but some also find no or negative effects. Studies on the other career dimensions are not only less frequent, but mostly also less robust. Our review reveals potential to advance research in the field by using less selective samples and more rigorous methodological approaches. Intending to spur further theory-driven empirical research, we develop a model integrating research on the identified career dimensions and derive various questions for future research. We conclude by highlighting policy implications of existing research.

What effects does international mobility have on scientists’ careers? A systematic review

An investigation of the relationship between scientists’ mobility to/from China and their research performance

Événements vécus et sens de la vie : vers une différenciation des composantes de sens

Introduction International mobility of researchers has always been a characteristic of academia. However, it became more intense in recent years. While long stays abroad are strongly promoted, their personal impact has only been rarely assessed. Objective The aim of this study is to establish to what extent a long stay abroad influences work engagement, well-being feeling, affective organizational commitment and attitude towards future international mobility. Method Participants included 188 researchers who responded to an online survey. Results Results indicate that work engagement and well-being increase when the international mobility is perceived as successful. Analyzes also show that mobility perceived as voluntary and successful positively predicts favorable attitude towards future international mobility. In addition to these results, descriptive statistics report that men are more inclined to be mobile than women. Conclusion The positive effects of the international mobility are discussed as well as its perverse effects.

/pdf/influence-of-international-mobility-on-the-attitudes-of-4z8knff856.pdf

Influence of international mobility on the attitudes of researchers

Mobility holds an important place in the workplace. Confronted to globalization and to a hypercompetitive market, organizations use mobility to react quickly to changing market demands and unforeseen events. Moreover, many professional changes are caused by the economic crisis (restructuring, relocations, layoffs, etc.). This context explains the diversification of forms of employment (contingent workers) and careers (boundaryless careers, Arthur & Rousseau, 1996). Although this context reflects better the private sector, it concerns also the nursing one: facing to the economic crisis, trying to be most flexible as possible and involving many contingent workers, this sector is also characterized by mobility. Concerning internal mobility, hospitals display a particular way of operating caused by nursing shortage, absenteeism, budgetary restrictions, unpredictability of the workload and need for a 24/7 service. Furthermore hospitals are worried about external mobility: it is difficult to take on nurses and there are many job opportunities for them. Additionally, nurses’ turnover and profession leaving are well known. Many studies about this sector exist nevertheless there are still unanswered questions: Are there other mobility possibilities? How are they perceived and experienced by the health care professionals? What are the motives (drivers) and obstacles (inhibitors) of each mobility? In order to identify possibilities of mobility and the way they are perceived and experienced, we conducted exploratory semi-structured interviews with 15 professionals working in the nursing sector in Belgium:

A qualitative study of professional mobility in the nursing sector

La mobilite professionnelle volontaire etant selon les cas recherchee ou evitee, il estimportant d'identifier les antecedents de l'intention de realiser un tel changement. Cetterecherche vise a determiner dans quelle mesure le sentiment d'efficacite personnelle,la perception de l'incertitude et l'experience de mobilite favorisent l'intention de realiserun changement d'employeur (mobilite externe ou inter-organisationnelle) et celle derealiser un changement d'affectation au sein de l'organisation (mobilite interne ou intra-organisationnelle).L'etude met en evidence que l'intention de realiser une mobiliteexterne est determinee par l'education, le fait d'avoir dernierement initie une mobiliteexterne, et de considerer celle-ci comme peu epanouissante et utile. Quant a l'intentionde realiser une mobilite interne, elle s'avere etre determinee par le genre, l'âge, laperception constructive de l'incertitude et le fait d'avoir dernierement initie une mobilitesimilaire. Les deux types de mobilite semblent donc operer differemment.

/pdf/determinants-personnels-de-l-intention-de-realiser-une-31knkbjygd.pdf

Déterminants personnels de l'intention de réaliser une mobilité inter- et intraorganisationnelle

The antecedents of voluntary employee turnover are well studied, but little is known about the consequences or outcomes of this voluntary job mobility. We address this gap through a survey study of...

Are Employees More Mobilized After Job Mobility

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Influence of international mobility on the attitudes of researchers

A qualitative study of professional mobility in the nursing sector

Déterminants personnels de l'intention de réaliser une mobilité inter- et intraorganisationnelle

Are Employees More Mobilized After Job Mobility