Summary of articles and slides for Career Development and Management
Vocational vs occupational:
Vocational:
Focus: Training for specific skills needed for a particular job or trade.
Example: A vocational program in plumbing would teach the skills needed to become a
plumber.
Learning
Occupational:
Focus: The nature of a job or the field of work someone is in.
Example: A person's occupation could be "doctor", "teacher", or "mechanic".
Doing
Learning goals of the course:
LG 1 understand the major theories of career development and management and critically reflect on
them
LG 2 explain key factors that contribute to individuals’ (objective and subjective) career success
LG 3 understand the roles played by diversity, individual differences, and contextual factors in
influencing career development across the lifespan
LG 4 identify and describe some distinct challenges and opportunities that arise at various career
stages
LG5 understand various career assessment tools and interventions
"Careers and Career Development" by Akkermans,
Spurk, and Fouad (2021)
Overall Article Purpose:
This article provides a broad overview of the field of career studies, outlining its historical
development, dominant and emerging theoretical perspectives, and key research topics. It aims to
map the landscape of career research, acknowledging its multidisciplinary nature (psychology,
management, sociology) and its fragmentation, while highlighting core concepts and future
directions.
Key Takeaways for Your Exam (Linked to Your Learning Goals):
LG1 (Theories & Reflection): The article is RICH here. Focus on Protean, Boundaryless, CCT,
and SCCT as dominant. Note sustainable, kaleidoscope, PWT, COR, SET as others. Be ready to
define, compare, and know key authors.
LG2 (Career Success Factors): The "Career Success" section is crucial. Differentiate
objective/subjective success. Know predictors (human capital, org. sponsorship, etc.) and
how various theories (e.g., Protean, CCT) link to success.
, LG3 (Diversity, Ind. Diff., Context): SCCT explicitly mentions demographic variables and
learning experiences. Sustainable careers emphasize context and time. PWT addresses
marginalized groups. Kaleidoscope careers touch on gender. Note how context influences
boundaryless careers.
LG4 (Challenges/Opportunities at Stages): Super's stages (under "Career Choice") are classic.
Career transitions and shocks are key challenges. Kaleidoscope careers also consider lifespan.
LG5 (Assessment & Interventions): CCT has counseling applications (Career Adapt-Abilities
Scale). SCCT is amenable to interventions (bolstering self-efficacy). Org. Career Management
lists many interventions (mentoring, i-deals, customization). Parsons' matching model led to
assessment tools.
Detailed Summary of "Careers and Career Development" by Akkermans,
Spurk, & Fouad (2021)
I. Introduction: Definition and History (LG1, LG4)
Definition of Career: "The evolving sequence of a person's work experiences over time"
(Arthur et al., 1989). Studied across psychology, management, sociology. Involves lifelong
work experiences, opportunity structures, and work-life relationships.
Historical Evolution:
o Early 1900s: Focused on individual differences, mental testing (Thorndike), and
vocational/career choice (Parsons' matching model – fit individual to occupation).
o 1950s: Emergence of influential theories:
Super's Theory of Vocational Development (1957): Emphasized
developmental stages and career maturity.
Holland's Theory of Vocational Choice (1959): Focused on matching
personality types to work environments (RIASEC).
Goal: Help people make the "right" choice for long-term, stable employment.
o Post-1980s: Shift from employer-focused to employee-focused perspective.
Reasons: Societal changes (↓ job security, ↑ job transitions).
New topics: Job search, individual career management.
Occupational choice seen as dynamic and ongoing.
o 1990s: Introduction of Protean Career Theory (Hall), Boundaryless Career
Theory (Arthur et al.), and Social Cognitive Career Theory (SCCT) (Lent et al.). These
emphasize individual agency.
o 2000s+: Field diversified, retaining strong emphasis on individual agency.
Dominant research theme: Career success.
, Other key topics: Employability, individual career management, career
choice.
Predominantly quantitative, micro-level (individual) focus, though contextual
factors are gaining attention.
II. Theories in the Field of Career Studies (LG1, LG2, LG3, LG5)
A. Protean Career Theory (Hall; Mirvis & Hall)
o Core Idea: The individual, not the organization, manages their career. Driven by
individual values and pursuit of psychological success (intrinsic motivation). Also
emphasizes a changing employment relationship, arguing that careers are less about
relational, long-term commitments and more about transactional, shorter-term
psychological contracts.
o Characteristics: Values-driven, self-directed, emphasizes individual growth and
intrinsic motivation. Involves transactional, shorter-term psychological contracts.
o Key Elements (Gubler et al., 2014; Hall et al., 2018):
1. Protean Career Concept (PCC): Theoretical idea of individual agency.
Key metacompetencies (= influences the degree to which individuals can
develop other competencies):
Adaptability: Ability to adapt to changing circumstances.
Identity (Self-awareness): Clarity about one's values, strengths, etc.
Individuals must be able to constantly adapt to changing circumstances + be self-aware in order to
thrive in their career.
2. Protean Career Orientation (PCO): Individual attitude with two dimensions:
Self-direction: Taking personal responsibility for career management.
Values-driven: Prioritizing personal values in career decisions.
Being self-directed and values-driven, together, explained more
variance in willingness to change than either of the two dimensions
by itself. (Briscoe et al., 2010).
PCO is considered a “win-win” for individuals and organizations, as it
can lead to enhanced career success, job and life satisfaction, as well
as performance and commitment (Rodrigues et al., 2015).
3. Protean Career Path (PCP): The actual sequence of job moves.
o Outcomes: PCO linked to career success, job/life satisfaction, performance.
o Critiques: "Values" concept sometimes unclear (intrinsic motivation); cultural validity
of PCO scale by Briscoe 2006 is good and tested in wide range (values aspect).
o The majority of empirical studies has focused on PCO, whereas only a few studies
have explicitly examined PCC and PCP.
B. Boundaryless Career Theory (Arthur & Rousseau)
, o Core Idea: Careers transcend the boundaries of single employment settings, driven
by increased labor market flexibility. Opportunities for mobility and independence
from one’s employer (mindset).
E.g.: a traditional career with one single job within one single organization over one’s lifetime can be
described as the opposite of a boundaryless career.
o Characteristics: Sequences of job opportunities across different employers, and
potentially occupations. Less dependent on traditional organizational career
management.
o Key Concepts: Not just physical mobility, but also psychological mobility (mindset,
capacity to move).
Physical mobility: Actual movement (jobs, firms, occupations).
Psychological mobility: Subjective willingness/capacity to move
(boundaryless mindset).
o Research: Measured by objective moves or orientation scales. Associated with coping
with insecurity, salary (physical mobility), and entrepreneurial interests (mindset).
This scale should best be interpreted as boundaryless career orientations because it
captures a subjective pleasure or willingness to move between organizations or
structural elements (Sullivan & Arthur, 2006). Mostly been conceptual, qualitative,
and quantitative.
o Context: Effectiveness of mobility types can depend on labor market context (e.g.,
external mobility in liberal markets). A boundaryless career orientation is helpful for
dealing with workplace insecurity (Briscoe et al., 2012), the physical mobility
component is negatively related to different types of organizational commitment
(Çakmak-Otluoğlu, 2012) and positively related to salary (Volmer & Spurk, 2011),
proactive personality and entrepreneurial interests predict a boundaryless mindset
(Uy et al., 2015), and core self-evaluations predict boundaryless careers through
higher levels of perceived employability (Rodrigues et al., 2019).
o Critiques: Flexibility can be a burden; objective mobility might be less than theorized;
measurement/conceptual issues with orientation scales.
C. Career Construction Theory (CCT) (Savickas)
o Core Idea: Individuals actively construct their careers by imposing meaning on their
vocational behavior and experiences. Emphasizes subjective interpretation and social
constructionism. A means for reaching purpose and sense within one’s career. Also
focuses on career narratives, life themes, and career counseling methods that have
received less attention.
o Focus: How individuals give sense, purpose, and meaning to their career paths. Has
practical counseling applications.
o Key Construct: Career Adaptability (Savickas & Porfeli, 2012)
Definition: "A psychosocial construct that denotes an individual's resources
for coping with current and anticipated tasks, transitions, traumas in their
occupational roles."
Vocational vs occupational:
Vocational:
Focus: Training for specific skills needed for a particular job or trade.
Example: A vocational program in plumbing would teach the skills needed to become a
plumber.
Learning
Occupational:
Focus: The nature of a job or the field of work someone is in.
Example: A person's occupation could be "doctor", "teacher", or "mechanic".
Doing
Learning goals of the course:
LG 1 understand the major theories of career development and management and critically reflect on
them
LG 2 explain key factors that contribute to individuals’ (objective and subjective) career success
LG 3 understand the roles played by diversity, individual differences, and contextual factors in
influencing career development across the lifespan
LG 4 identify and describe some distinct challenges and opportunities that arise at various career
stages
LG5 understand various career assessment tools and interventions
"Careers and Career Development" by Akkermans,
Spurk, and Fouad (2021)
Overall Article Purpose:
This article provides a broad overview of the field of career studies, outlining its historical
development, dominant and emerging theoretical perspectives, and key research topics. It aims to
map the landscape of career research, acknowledging its multidisciplinary nature (psychology,
management, sociology) and its fragmentation, while highlighting core concepts and future
directions.
Key Takeaways for Your Exam (Linked to Your Learning Goals):
LG1 (Theories & Reflection): The article is RICH here. Focus on Protean, Boundaryless, CCT,
and SCCT as dominant. Note sustainable, kaleidoscope, PWT, COR, SET as others. Be ready to
define, compare, and know key authors.
LG2 (Career Success Factors): The "Career Success" section is crucial. Differentiate
objective/subjective success. Know predictors (human capital, org. sponsorship, etc.) and
how various theories (e.g., Protean, CCT) link to success.
, LG3 (Diversity, Ind. Diff., Context): SCCT explicitly mentions demographic variables and
learning experiences. Sustainable careers emphasize context and time. PWT addresses
marginalized groups. Kaleidoscope careers touch on gender. Note how context influences
boundaryless careers.
LG4 (Challenges/Opportunities at Stages): Super's stages (under "Career Choice") are classic.
Career transitions and shocks are key challenges. Kaleidoscope careers also consider lifespan.
LG5 (Assessment & Interventions): CCT has counseling applications (Career Adapt-Abilities
Scale). SCCT is amenable to interventions (bolstering self-efficacy). Org. Career Management
lists many interventions (mentoring, i-deals, customization). Parsons' matching model led to
assessment tools.
Detailed Summary of "Careers and Career Development" by Akkermans,
Spurk, & Fouad (2021)
I. Introduction: Definition and History (LG1, LG4)
Definition of Career: "The evolving sequence of a person's work experiences over time"
(Arthur et al., 1989). Studied across psychology, management, sociology. Involves lifelong
work experiences, opportunity structures, and work-life relationships.
Historical Evolution:
o Early 1900s: Focused on individual differences, mental testing (Thorndike), and
vocational/career choice (Parsons' matching model – fit individual to occupation).
o 1950s: Emergence of influential theories:
Super's Theory of Vocational Development (1957): Emphasized
developmental stages and career maturity.
Holland's Theory of Vocational Choice (1959): Focused on matching
personality types to work environments (RIASEC).
Goal: Help people make the "right" choice for long-term, stable employment.
o Post-1980s: Shift from employer-focused to employee-focused perspective.
Reasons: Societal changes (↓ job security, ↑ job transitions).
New topics: Job search, individual career management.
Occupational choice seen as dynamic and ongoing.
o 1990s: Introduction of Protean Career Theory (Hall), Boundaryless Career
Theory (Arthur et al.), and Social Cognitive Career Theory (SCCT) (Lent et al.). These
emphasize individual agency.
o 2000s+: Field diversified, retaining strong emphasis on individual agency.
Dominant research theme: Career success.
, Other key topics: Employability, individual career management, career
choice.
Predominantly quantitative, micro-level (individual) focus, though contextual
factors are gaining attention.
II. Theories in the Field of Career Studies (LG1, LG2, LG3, LG5)
A. Protean Career Theory (Hall; Mirvis & Hall)
o Core Idea: The individual, not the organization, manages their career. Driven by
individual values and pursuit of psychological success (intrinsic motivation). Also
emphasizes a changing employment relationship, arguing that careers are less about
relational, long-term commitments and more about transactional, shorter-term
psychological contracts.
o Characteristics: Values-driven, self-directed, emphasizes individual growth and
intrinsic motivation. Involves transactional, shorter-term psychological contracts.
o Key Elements (Gubler et al., 2014; Hall et al., 2018):
1. Protean Career Concept (PCC): Theoretical idea of individual agency.
Key metacompetencies (= influences the degree to which individuals can
develop other competencies):
Adaptability: Ability to adapt to changing circumstances.
Identity (Self-awareness): Clarity about one's values, strengths, etc.
Individuals must be able to constantly adapt to changing circumstances + be self-aware in order to
thrive in their career.
2. Protean Career Orientation (PCO): Individual attitude with two dimensions:
Self-direction: Taking personal responsibility for career management.
Values-driven: Prioritizing personal values in career decisions.
Being self-directed and values-driven, together, explained more
variance in willingness to change than either of the two dimensions
by itself. (Briscoe et al., 2010).
PCO is considered a “win-win” for individuals and organizations, as it
can lead to enhanced career success, job and life satisfaction, as well
as performance and commitment (Rodrigues et al., 2015).
3. Protean Career Path (PCP): The actual sequence of job moves.
o Outcomes: PCO linked to career success, job/life satisfaction, performance.
o Critiques: "Values" concept sometimes unclear (intrinsic motivation); cultural validity
of PCO scale by Briscoe 2006 is good and tested in wide range (values aspect).
o The majority of empirical studies has focused on PCO, whereas only a few studies
have explicitly examined PCC and PCP.
B. Boundaryless Career Theory (Arthur & Rousseau)
, o Core Idea: Careers transcend the boundaries of single employment settings, driven
by increased labor market flexibility. Opportunities for mobility and independence
from one’s employer (mindset).
E.g.: a traditional career with one single job within one single organization over one’s lifetime can be
described as the opposite of a boundaryless career.
o Characteristics: Sequences of job opportunities across different employers, and
potentially occupations. Less dependent on traditional organizational career
management.
o Key Concepts: Not just physical mobility, but also psychological mobility (mindset,
capacity to move).
Physical mobility: Actual movement (jobs, firms, occupations).
Psychological mobility: Subjective willingness/capacity to move
(boundaryless mindset).
o Research: Measured by objective moves or orientation scales. Associated with coping
with insecurity, salary (physical mobility), and entrepreneurial interests (mindset).
This scale should best be interpreted as boundaryless career orientations because it
captures a subjective pleasure or willingness to move between organizations or
structural elements (Sullivan & Arthur, 2006). Mostly been conceptual, qualitative,
and quantitative.
o Context: Effectiveness of mobility types can depend on labor market context (e.g.,
external mobility in liberal markets). A boundaryless career orientation is helpful for
dealing with workplace insecurity (Briscoe et al., 2012), the physical mobility
component is negatively related to different types of organizational commitment
(Çakmak-Otluoğlu, 2012) and positively related to salary (Volmer & Spurk, 2011),
proactive personality and entrepreneurial interests predict a boundaryless mindset
(Uy et al., 2015), and core self-evaluations predict boundaryless careers through
higher levels of perceived employability (Rodrigues et al., 2019).
o Critiques: Flexibility can be a burden; objective mobility might be less than theorized;
measurement/conceptual issues with orientation scales.
C. Career Construction Theory (CCT) (Savickas)
o Core Idea: Individuals actively construct their careers by imposing meaning on their
vocational behavior and experiences. Emphasizes subjective interpretation and social
constructionism. A means for reaching purpose and sense within one’s career. Also
focuses on career narratives, life themes, and career counseling methods that have
received less attention.
o Focus: How individuals give sense, purpose, and meaning to their career paths. Has
practical counseling applications.
o Key Construct: Career Adaptability (Savickas & Porfeli, 2012)
Definition: "A psychosocial construct that denotes an individual's resources
for coping with current and anticipated tasks, transitions, traumas in their
occupational roles."
