Do Austrian Programmes Facilitate Labour Market Integration of Refugees?

This study examines two programmes aimed at integrating refugees into the Austrian labour market: a short-term Skills Assessment and a longer-term Integration Year that includes an internship and training. The theoretical framework draws on the concepts of social field and forms of capital proposed by Pierre Bourdieu. Using data from a large-scale refugee survey in early 2019, we find that Austria’s short-term Skills Assessment fails to increase refugees’ employment chances. The Integration Year positively helps employment, but this outcome is limited to refugee women. We conclude that integration programmes only help if they provide refugees with both cultural and social capital. Implications for research and practice are dis- cussed

Sustainable change: long-term efforts toward developing a learning organization

Globalization and intensified competition require organizations to change and adapt to dynamic environments in order to stay competitive. This article describes a longitudinal action research study supporting the strategic change of a trading company. The strategic change was accompanied by planned changes in organizational structures and processes, management systems, emerging changes in leadership, and organization members’ attitudes and behaviors, and it was supported by management development activities. Longitudinal data over a 4-year period including participant observation and interviews reveal that a systemic approach, a learning and becoming perspective toward change, trust, an appropriate role perception, and the specific use of management instruments contribute to sustained change that resulted in performance improvements and a move toward a learning organization. We conclude with implications for strategic change and suggestions for further research in this area

Careers in context: An international study of career goals as mesostructure between societies’ career-related human potential and proactive career behavior

Careers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organisational‐level variables, we provide insights into how career goals and behaviours are understood and embedded in the more distal societal context. More specifically, we operationalise societal context using the career‐related human potential composite and aim to understand if and why career goals and behaviours vary between countries. Drawing on a model of career structuration and using multilevel mediation modelling, we draw on a survey of 17,986 employees from 27 countries, covering nine of GLOBE's 10 cultural clusters, and national statistical data to examine the relationship between societal context (macrostructure building the career‐opportunity structure) and actors' career goals (career mesostructure) and career behaviour (actions). We show that societal context in terms of societies' career‐related human potential composite is negatively associated with the importance given to financial achievements as a specific career mesostructure in a society that is positively related to individuals' proactive career behaviour. Our career mesostructure fully mediates the relationship between societal context and individuals' proactive career behaviour. In this way, we expand career theory's scope beyond occupation‐ and organisation‐related factors

Team Composition: Linking Individual and Team Characteristics to Team Decision-Making and Performance

Winner of Best Paper Award

Probing the Antecedents and Nature of Career Success

International audienceThe purpose of this symposium is to meta-analytically review the career success literature, as well as to enrich and extend this literature by exploring four fundamental questions about the nature of career success. First, what is unique and what is common about how career success is conceptualized and attained in different career fields? Second, how might individual and contextual predictors interact in affecting career outcomes? Third, might the received conceptualization of career success as a cumulative outcome be usefully supplemented by reconceptualizing it as an emergent process? Finally and perhaps most controversially, is there really such a thing as objective career success? The opening paper, Objective and Subjective Career Success: A Meta-Analysis of Predictors, will provide an updated meta-analytic response to the perennial question: What predicts career success? The second paper, a qualitative study on Career Success in the Context of School Teaching and Business, will explore the meaning of career success and forms of career capital that enable it within different career fields. The third paper will be a quantitative study on Predicting Career Success: The Joint Impact of Trait Competitiveness and Competitive Climate at Work. The final two conceptual papers will critique some of the most well-established foundations of the careers literature by exploring the potential merit of reconceptualizing Career Success as an Emergent Process, and also When and Why Objective Career Success Deserves a Demotion. Each of the five papers aims to address the imperative for more nuanced approaches to conceptualizing and/or studying career success. <br/

Probing the Antecedents and Nature of Career Success

International audienceThe purpose of this symposium is to meta-analytically review the career success literature, as well as to enrich and extend this literature by exploring four fundamental questions about the nature of career success. First, what is unique and what is common about how career success is conceptualized and attained in different career fields? Second, how might individual and contextual predictors interact in affecting career outcomes? Third, might the received conceptualization of career success as a cumulative outcome be usefully supplemented by reconceptualizing it as an emergent process? Finally and perhaps most controversially, is there really such a thing as objective career success? The opening paper, Objective and Subjective Career Success: A Meta-Analysis of Predictors, will provide an updated meta-analytic response to the perennial question: What predicts career success? The second paper, a qualitative study on Career Success in the Context of School Teaching and Business, will explore the meaning of career success and forms of career capital that enable it within different career fields. The third paper will be a quantitative study on Predicting Career Success: The Joint Impact of Trait Competitiveness and Competitive Climate at Work. The final two conceptual papers will critique some of the most well-established foundations of the careers literature by exploring the potential merit of reconceptualizing Career Success as an Emergent Process, and also When and Why Objective Career Success Deserves a Demotion. Each of the five papers aims to address the imperative for more nuanced approaches to conceptualizing and/or studying career success. <br/