Careers CAR

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  • 1.  Call for papers

    Posted 02-26-2007 15:02

    Dear Career Division members,

     

    Attached I send the call for papers for the II International Conference of Work and Family. Note that this is the only Work Family conference in the World, and that one track is specially related to careers "Work Family and career development"

     

    The conference will take place in Barcelona (Spain), July 9th to 11th, and it's organized by IESE Business School.

     

    Hope this is of your interest! Take care and hope I'll see you in Barcelona and Philadelphia!

     

    --if you have further questions please ask Aline Masuda, at IESE: amasuda@iese.edu

     

    Mireia Las Heras

    Boston University

    DBA Student.

    Organizational Behavior.

     



  • 2.  Call for papers

    Posted 02-26-2007 22:05

    I am asking you to participate in a survey study designed to investigate the effect of the interaction between some personality traits and situational factors on negotiations. The study is a first step in a large research project that will benefit the practice and research of negotiation, and is required for the completion of my Ph. D dissertation.  

    There are four sections to this survey and answering them should take approximately 20 minutes. It may take more or less time based on your speed. Your answers will be confidential and will be used for research and publishing only. The researchers involved in the study will have access to anonymous answers of all participants just for conducting statistical analysis and the data will be destroyed after finishing the study. Your participation to the survey is implied. Although it may be useful if you answer all the questions, you can skip any question or withdraw from the experiment at anytime. There are no potential risks to the study.  
     
    Please find the survey at this link     www.hostedsurvey.com/takesurvey.asp?c=LRA

    If you like to respond by mail please contact me and I’ll send you the survey with a free return envelope.  
     
    The Washington State University Institutional Review Board has approved this study for human participation. If you have questions regarding the study you can contact me at the above contact address and if you have questions regarding your rights as a participant you can call WSU Institutional Review Board at (509) 335-9661 or irb@wsu.edu.

     

    If you need assistance or have questions while taking this survey, or if you'd like to discuss your responses, please contact:


    Cheap Talk? Check out Yahoo! Messenger's low PC-to-Phone call rates.


  • 3.  Call for papers

    Posted 12-18-2008 19:21
    Dear fellow career researchers,

    Please find hereby a call for papers for "Transforming Careers,
    Unleashing Potential) 19-21 November 2009. The conference is hosted by
    Careers Services Rapuara, a government agency charged with enhancing
    effective career choice in New Zealand. This annual international
    conference will be held in New Zealand in November 2009. Please find the
    conference themes below and for further information visit:
    www.careers.govt.nz/conference2009

    CONFERENCE 2009 THEMES

    The conference themes below list a range of topics that papers might
    cover. We have included these to spark ideas and they are by no means
    exhaustive.

    Best practice in workplaces, schools and the community

    Innovative career education/development practice in learning and
    workplace settings.

    Examples of effective career education and development programmes
    Shared responsibilities for career development
    Career development to improve staff performance, productivity and the
    bottom line!
    The role of workplace representatives
    Building capability of teachers, managers or community leaders to
    support others' career development
    Making a difference!

    Evidence of the value of career development and life-long learning in
    addressing individual, economic and social goals.

    Research that informs professional practice and public policy
    Initiatives that demonstrate positive outcomes for individuals,
    organisations and the community
    Evidence of how career development services meet public policy goals and
    provide 'value for money'
    Measuring outcomes and assessing the value of career development
    services
    Individuals influencing services

    The role of the citizen and community in shaping the development and
    delivery of career practice and policy.

    Examples of where citizens or groups in the community have had input
    into shaping practice, operations or technology
    Mechanisms used to ensure public/stakeholder opinions are sought and
    considered in strategy and policy making
    Ways in which public/stakeholder views have strengthened policies or
    strategy
    (to top of page)

    Culture counts

    Understanding the needs and realising the potential of indigenous and
    migrant communities.

    Current best practice career development initiatives that recognise and
    respect diversity in indigenous and/or migrant communities
    Emerging models of practice that take account of cultural factors such
    as the importance of the extended family in career decision making
    Empowering communities to take control of their own destiny
    Transformational technology

    Creative and cost effective uses of technology that challenge existing
    thinking and shape new ways of working.

    New models of delivery that reach more clients more efficiently and cost
    effectively
    Technology that gives clients control over when and how they access
    services
    How emerging technologies are influencing traditional practice and
    thinking
    Better career conversations

    New career assessment tools, delivery techniques and resources used by
    practitioners to help clients make informed work and learning decisions
    in the context of the life they wish to lead.

    New assessment tools and resources
    Competencies of practitioners including narrative/conversational
    techniques
    Building the capability of parents/caregivers in helping young people
    make decisions
    The importance of qualifications and continuing professional development

    The role of professional careers associations in setting ethical
    standards
    Changing patterns in the world of work

    A look at global labour market trends and prospects and their impact on
    employment, forms of work and migration.

    The impact of labour mobility, technology and demography on forms of
    work and workplace practices
    The growing importance of accessing and interpreting labour market
    information
    Push and pull factors influencing migration in the Pacific
    Generational differences and similarities in workplace attitudes
    Key challenges and opportunities facing future workers and employers
    (to top of page)



    Best Wishes,

    Marjolein

    Marjolein Lips-Wiersma
    Department of Management
    University of Canterbury
    Private bag 4800
    Christhcurch 8140, New Zealand
    Ph. +64 3 364 2671
    Fax. + 64 3 364 2020


  • 4.  Call for papers

    Posted 01-31-2012 11:09

    ** apologies for cross-posting **

    CALL FOR PAPERS

    Submission deadline, March 31, 2012

     

    EAWOP Small Group Meeting

     

    Job Transitions from a Career and Occupational Health Perspective

     

    12 – 13 September 2012, Antwerp, Belgium

     

      

    Small Group Meeting Theme

    Job transitions can be defined in many different ways. In this small group meeting, we take a broad perspective and define a job transition as any change in employment status or job content (Forrier, Sels & Stynen, 2009). Given this definition, job transitions can include transitions in and out of (un)employment, transitions between standardized and flexible forms of employment arrangements, horizontal or vertical job changes or other career moves within the same or between different organizations.

    Changing jobs has become more common (Arnold, 1997; Baruch & Bozionelos, 2010), most likely because of more dynamic labour markets as well as more specific national and international government policies (Garsten & Jacobsson, 2004; Weinert, Baukens, Bollérot, Pineschi-Gapènne & Walwei, 2001). For the individual, this trend has been discussed in relation to risks, such as increased job and unemployment insecurity, but also in relation to a general tendency towards individualization in the world of work (Beck & Beck-Gernsheim, 2002), and employees' increasing responsibilities for their own working life career (Allvin, 2004).

    In research, job transitions have become an important scientific topic in occupational health psychology and in career research, and both the downsides and the benefits of job transitions have been highlighted. Within occupational health psychology, the focus has been more on possible downsides of job transitions. Hence, work stress, working conditions and employees' health and well-being have been central topics in this field (e.g. Berntson & Marklund, 2007; De Cuyper, Bernhard-Oettel, Berntson, De Witte & Alarco, 2008; McKee-Ryan, Song, Wanberg, & Kinicki, 2005). In the career research field, attention has been drawn to individual choices and agency in shaping careers. Accordingly, this field of research more often investigates benefits of job transitions and focuses on antecedents and outcomes of objective and subjective career success (Arnold, 1997; Arthur & Rousseau, 1996; Hall, 2004; Baruch & Bozionelos, 2010). What is lacking so far is an integration of both fields.

     

    Small Group Meeting Aim and Agenda

    Taken together, the complexity of the contemporary labour market implies that research on job transitions has to be aware of both risks and benefits of job transitions, and in particular of the tension between (the difficulty of) adapting to changing labour market realities and assertively enacting one's self-concept. In order to grasp the full set of consequences related to job transitions, it is vital and necessary to bring these two research fields together for further analysis. Consequently, the aim of the proposed small group meeting is to formulate a research agenda for the topic of job transitions based on insights from both – the occupational health and career research – fields.

    To do so, the suggested small group meeting will address several topics:

    1. What aspects (outcomes) can be identified as beneficial or disadvantageous in a short-term and long-term perspective? Examples are (but do not need to be restricted to): health, well-being, aspects of satisfaction, personal growth, training and development of competence, objective and subjective career success
    2. For whom are job transitions beneficial or disadvantageous? Job transitions have been studied in rather diverse groups. The aim is to bring together and integrate research results from different samples, like the unemployed, older workers, less educated people, those in subsidized employment or with frequent changes of short-term temporary contracts, but also CEO's, consultants, trainees or high potentials.
    3. Under what conditions are job transitions beneficial or disadvantageous? Individual, organizational as well as institutional conditions may impact the extent to which job transitions have downsides or benefits. An individual's employability, for instance, may reduce the risk of a job transition (De Cuyper, De Witte, Kinnunen & Nätti, 2010). Other individual factors could, for instance, be individual career management or participation in employability enhancing activities (Van Dam, 2004). Organizational factors are, among others, organizational career management or outplacement support. Institutional conditions could, for instance, be flexicurity arrangements or labour market conditions such as unemployment rates, labour shortages.

    We welcome papers related to these topics.

     

    Meeting Format, Dates and Location

    The meeting is a small scale two day workshop on Wednesday September 12 and Thursday September 13, 2012 from 9 am until 5.30 pm. John Arnold (University of Sheffield) will be keynote speaker. We will have approximately 20 to 25 oral paper presentations. Submission of a paper indicates a commitment on behalf of the participant to be present for the full duration of the small group meeting.

    The meeting will take place in Antwerp at Lessius University College. Antwerp is one of the major cities of Belgium, about half an hour by train or car from Brussels.

    Submission of Papers

    Abstract (max 500 words) should be submitted before March 31, 2012 to Anneleen Forrier (anneleen.forrier@econ.kuleuven.be). After the review process each author will be notified about the acceptance of the submitted abstract by May 1, 2012. Full papers must be submitted before August 15, 2012. Maximum paper length: 7.000 words (tables, figures and references not included). Papers will be made available to all participants before the small group meeting takes place.

    Publication of Papers

    The outcome of the meeting, i.e. the discussion on the future research agenda, will appear in the form of a position paper which will be submitted for publication in European Journal of Work and Organizational Psychology. In addition, the organizers will look for opportunities to publish a selection of the papers as a special issue of an academic journal.

    Organizing Committee

    Anneleen Forrier, Lessius University College & University of Leuven, Belgium

    Nele De Cuyper, University of Leuven, Belgium

    Erik Berntson, Stockholm University, Sweden

    Claudia Bernhard-Oettel, Stockholm University, Sweden

    Contact Person

    Anneleen Forrier

    Lessius University College

    Korte Nieuwstraat 33

    2000 Antwerp

    Belgium

    Phone: +32 2 201 18 08 or +32 16 32 68 73

    e-mail: anneleen.forrier@econ.kuleuven.be