Search

Academic publications on careers date back to the early 20th century. One of the earliest publications, for example, is Parson's trait and factor theory, which was developed in the early 1900s but not published until after his death in 1909. The continued interest in career studies since then is not surprising, as the "evolving sequence of a person's work experiences over time" (Arthur et al., 1989, p. 4) has also developed along with spatial, ontic and temporal changes in the context of organizations (Gunz & Mayrhofer, 2017). However, taking a critical look at the publications in career research, a majority of the studies refer to the careers of middle-class, middle-aged, Caucasian, Catholic, male career actors, preferably MBA graduates. Indeed, this focus is WEIRD (Heinrich et al., 2010) – it reflects the generalization of the Western, Educated, Industrialized, Rich and Democratic population to the rest of the world. This is even though Parsons already in 1909 differentiated between traits and factors in his career theory. The 'factors' refer to possible jobs and occupations, while the 'traits' refer to the qualities of people who aspire to a career. Especially when it comes to 'traits", much research is still needed. A growing discourse in the field of diversity assumes that the samples do not fully represent the occupations and traits of today's highly heterogeneous workforce. For example, employability – a term that continues to characterize career research (Fugate et al., 2021) – arguably looks different depending on one's position in social space. In the careers literature measures and analyses of career outcomes typically focus on objective dimensions including income, job level, promotion history, and occupational status; and subjective aspects such as career satisfaction, perceived career success, or commitment (Spurk et al., 2019). However, too little is known about the extent to which the diversity characteristics of career actors influence their career outcomes. Are the seeds for career success already sown in one's childhood (and is career success therefore a function of psychological or social inheritance)? Do career outcomes depend on one's decisions (as in the case in path dependency) and are they the result of individual action? What role do structural factors play (e.g., support from superiors, mentoring) and to what extent do they have a positive or negative effect on career outcomes? After all, career outcomes will look different in certain parts of the world (see e.g., Briscoe et al., 2021). Which contextual factors at country level (e.g., educational expenditure) moderate the observed correlations between diversity and career outcomes and have the potential to bring about change? Against this backdrop, the symposium presents papers which address five diversity-related issues connected to social origin, age, gender, parental status, and culture. All papers combine a strong theoretical background and empirical focus and use a range of methodologies, ranging from large-scale surveys to experiments to establish causation. Four papers employ multi-national datasets, with the 'social origin' paper (Paper 1) using survey data from an impressive 19,452 individuals in 30 countries, the 'age' paper (Paper 2) using survey data from 6,968 individuals in 29 countries, the 'gender and parental status' paper (Paper 4) using survey data from 6,727 professionals and managers in 27 countries, and the 'culture' paper (Paper 5) using survey data from 6,134 individuals nested in 12 countries. Each of these studies is based on a multi-level analysis and examination of macro-level variables – relational social capital (Paper 1), education expenditure and unemployment rate (Paper 2), gender inequality index (Paper 4), individualism/collectivism (Paper 5) – as cross-level moderators. The further study (Paper 3) uses 396 undergraduate business students from a Canadian University and 329 American employees to experimentally test the effect of allyship (vs no allyship) on career consequences for women and men. These diverse studies are aligned in their effort to provide in-depth insights and a better understanding of careers and career-related outcomes through a diversity perspective – that is, do career outcomes differ for women and minority group members – with the career outcomes under examination in these papers including subjective financial career success (Paper 1), career resilience and career optimism (Paper 2), career consequences in form of perceived promotability, leadership effectiveness, and recommendations for work-related rewards and penalties (Paper 3), proactive career behaviors (Paper 4), and work engagement as a result of perceived career self-congruence (Paper 5). A 30-country study of the career success of individuals from different social origins Author: Maike Andresen; U. of Bamberg Age and career resilience across countries: The role of education expenditure and unemployment rate Author: Bernadeta Gostautaite; ISM U. of Management and Economics Male allyship: How appearing communal affects men's careers Author: Janice Yue-Yan Lam; Schulich School of Business, York U. A multi-country study examining the role of gender, parental status, and supervisor support for PCB Author: Marijke Verbruggen; KU Leuven Career self-congruence effects on work engagement in 12 countries Author: Najung Kim; Kookmin U. [ABSTRACT FROM AUTHOR]

The extant work on talent management (TM) has largely promoted neoliberal agendas concerned with ranking, rating and recording employees' talent, or indeed lack of talent. While there are emerging insights that unravel the gendered, racialized and classed logics underpinning dominant TM writings, there is largely an acceptance of TM as an elitist practice, and there has been limited critical work that challenges the epistemological foundations of TM. In this symposium we adopt a critical lens and stress on the importance of power relations that shape, constrain and may hinder opportunities for all employees. In line with this year's AOM theme "putting the worker front and center", this presenter symposium aims to broaden our sight for more inclusive TM theorizing by including five papers that bring intersectionality to the forefront. The collection of papers documents the voices of the silenced talent from the Netherlands, Germany, Switzerland, Austria, and Ghana, and draws on feminist, critical, transnational and postcolonial epistemologies to challenge the dominance of masculinist and neo-liberal logics in TM theorizing and open up opportunities to review TM systems that stress inclusion and equity. This is a timely endeavor to draw out, extend, give emphasis and voice to what and who is silent or marginally present or ideologically represented in much of the current TM literature with the aim of broadening our sight in TM theorizing. Global Talent Mobility Literature: A Systematic Review Towards a More Inclusive Theorizing Author: Beverly Metcalfe; École supßrieure des affaires Author: Yasmeen Makarem; American U. of Beirut Author: Fida Afiouni; American U. of Beirut For Whom does Talent Management Make Sense? Author: Sanne Nijs; Human Resource Studies, Tilburg U. Author: Edina Doci; Vrije U. Amsterdam, School of Business and Economics Author: Joost Luyckx; KU Leuven Tapping into Marginalized Talent: Examining the Work and Career Experiences of LGBTQ Employees Author: Caroline Straub; Bern U. of Applied Sciences Author: Pamela Lirio; U. of Montreal Author: Barbara Beham; Berlin School of Economics and Law Putting Intersectionality Front and Centre in Public Sector Talent Management Research Author: Alma M. McCarthy; U. of Galway Author: Denise Holland; National U. of Ireland Unfolding the Existence of the Colonial System in Talent Management Practices Author: Mustafa B Ozturk; Queen Mary U. of London Author: Ahu Tatli; U. of London Author: Zinabu Shaibu; zinabu [ABSTRACT FROM AUTHOR]

Business & Management (B&M) schools and the wider academic context have been characterized as based on a traditional, linear male model according to which academics focus on their career only, work full- time, and have no family responsibilities In line with the current AOM theme "Putting the Worker Front and Center", this symposium brings together four papers that showcase theoretical and practical insights to achieve gender equality in higher education institutions. The symposium starts by providing a scoping review of gender bias in academia and goes beyond shedding light on barriers, to focus on showcasing effective actions taken to reach gender equality in academic institutions in Lebanon, and across a variety of European countries including Greece, Sweden, the UK, Netherlands, Spain, Slovakia, Slovenia, Germany, France, and Belgium. The takeaways of this symposium provide culturally diversified insights into the progress made towards achieving gender equality in academia, with reflections on both theoretical and practical implications on gender equality in academia. Planning with incomplete data: A scoping review of gender bias in academia Author: Jill Gould; U. of South Australia Author: Carol T. Kulik; U. of South Australia Author: Ashley Platt; U. of South Australia Equal 4 Europe: Paving the Way toward Gender Equality in European Business Schools Author: Gaby Dijkstra; Rotterdam School of Management, Erasmus U. Author: Hanneke Takkenberg; Erasmus U. Rotterdam Author: Tjaša Cankar; IEDC-Bled School of Management Author: Deirdre Meursing; Nehem B.V Author: Tamara Van Steeden; Nehem B.V Participatory approaches to initiate change: Creating a Handbook on the gender perspective in HEIs Author: Fernanda Campanini Vilhena; U. of Deusto Author: María Pilar Rodríguez; U. of Deusto Author: María Silvestre Cabrera; U. of Deusto TARGETED MPI: GEPs implementation in Europe and Lebanon: sharing progress and lessons learned Author: Eleni Apospori; Athens U. of Economics and Business Author: Fida Afiouni; American U. of Beirut Author: Sophie Alkhaled; Lancaster U. Management School Author: Jelena Angelis; Stockholm School of Economics Author: Hussein Darwish; School of Management, U. of Bath Author: Jan De Schampheleire; 168606 Author: Marie-Anne Guerry; Vrije U. Brussel Author: Sarah Jack; Stockholm School of Economics Author: Stathis Katopodis; Athens U. of Business & Economics Author: Yasmeen Makarem; American U. of Beirut Author: Irene Nikandrou; Athens U. of Economics and Business Author: Ella Oelbrandt; Vrije U. Brussel Author: Nancy Pouloudi; - Author: Natalya Radko; Lancaster U. Author: Bert Schreurs; Vrije U. Brussel Author: Malin Skanelid; Stockholm School of Economics Author: Valerie Stead; Lancaster U. Author: Mariangela Trompeta; Research Associate at Athens U. of Economics and Business Author: Christos Tsanos; Athens U. of Economics and Business Author: Christophe Vanroelen; Vrije U. Brussel Author: Karol Vieker; Stockholm School of Economics Author: Konstantinos G. Zografos; Lancaster U. Management School [ABSTRACT FROM AUTHOR]