Abstract
PurposeThe career concept has become fuzzier due to changing work patterns, the ageing workforce and the environmental changes occurring during workers lifespans. Together this requires a renewed and broader reaching contextualization of this concept. The purpose of this paper is to set out an integrative approach arguing that the integration of career stage models with occupational groups proves more explanative of intrinsic and extrinsic worker motivations.Design/methodology/approachSecondary data from 23 European countries were drawn from the European Social Survey 2006. The construct validity and reliability of indicators was analyzed. Hypotheses were tested using discriminant analysis.FindingsResults showed that neither occupations nor career stages are determinants per se of intrinsic motivations, but are better explained by their mutual integration. Career stages were shown to predict per se extrinsic motivations.Research limitations/implicationsThe recourse to the European Social Survey pre-determined scales and the application of age ranges as proxies for careers stages suggested the usage of more specific measures in future studies.Practical implicationsCareer management and compensation policies might be better tailored to worker motivations by considering the age ranges (as proxies of career stages) and workers’ occupations.Originality/valueFindings evidenced the explanatory value of occupations for worker motivations and allowed putting into perspective the contextualization of not only boundaryless and protean career concepts, but also career stage theories. Data support the ecological validity of applying a career stages and occupations framework to a highly diversified and representative sample of European countries.
Highlights
To the changes in organizational structures, labour market regulations and their socio-demographic characteristics are changing worldwide and in European countries (O’Reilly, Lain, Sheehan, Smale, & Stuart, 2011)
The aim of this article is to set out an integrative approach arguing that the integration of career stage models with occupational groups proves more explanative of intrinsic and extrinsic worker motivations Design/methodology/approach: Secondary data from 23 European countries was drawn from the European Social Survey 2006
In this article, we presented empirical evidence in support of a model integrating predictions deriving from career stage models and occupational groups
Summary
To the changes in organizational structures, labour market regulations and their socio-demographic characteristics are changing worldwide and in European countries (O’Reilly, Lain, Sheehan, Smale, & Stuart, 2011). Labour markets are evolving into more diverse work forces, more aged workers, and facing a higher incidence of unemployment These changes interrelate with different structural aspects such as diverse mobility patterns (Barnes-Farrell & Matthews, 2007; Lyons, Schweitzer, Ng & Kuron, 2012), and with subjective aspects such as attitudes toward development and training (Zwick, 2013). Different occupations present different degrees of complexity, and evidence different degrees of autonomy, influencing their perceived demands (Fila, Purl, & Griffeth, 2017) and satisfaction (Tiegs, Tetrick & Fried, 1992) It is not clear into what extent occupations can have a constant influence over employees’ abilities, interests and values, or instead how they impact differently across life stages, providing different development opportunities and environmental influences over the employees. Understanding the role played by individual variables such as career stages and generic variables like motivations, happiness or satisfaction, might contribute to the on going discussion about the influence of generic constructs on employees’ performance and extra-role behaviours (Chiu & Chen, 2005; Cerasoli, Nicklin & Ford, 2014; Paauwe, 2009; Salas-Vallina, Alegre & Fernandez, 2017)
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