Purpose: This paper aims to explore the contrast between stable and dynamic labour markets in academe in light of career theories that were originally developed for business environments. Design/methodology/approach: A conceptual design, offering the eco-system as a framework. Findings: It evaluates their relevance and applicability to dynamic and…

Purpose: The purpose of this paper is to examine, utilising the Kaleidoscope Career Model, whether members of the Baby Boom generation and Generation X differ in their needs for authenticity, balance, and challenge. Design/methodology/approach: Survey data were obtained from 982 professionals located across the USA. Correlations, t-tests, and…

Purpose: This paper aims to explore whether the rite of passage is still a useful model with which to conceptualise the MBA in the era of the boundaryless career. Design/methodology/approach: The paper examines the formative experiences of full-time MBA students at an elite business school, using in-depth qualitative interviews. Through a…

Purpose: Despite the crucial role that emotional intelligence (EI) could play in improving individuals' performance and career prospects in organizations, employees, executives and career professionals across the world are still in search of practical frameworks for understanding the concept. This is because EI research outputs from academics…

Allies the application of chaos theory to career development with phenomenological perspectives exploring people's beliefs. Suggests that this approach reveals that interactive belief systems underlie seemingly random career behavior. (SK)

New perspectives on human behavior have invalidated some assumptions of career theories such as personality type, career stages, and life-cycle models. Other theories, such as Driver's Objective Career Patterns, Schein's Temporal Development Model, and Nicholson's Transition Cycle, are compatible with current psychological understanding. (SK)

Envisions mentoring as a blend of human development in three dimensions: socialization, task development, and lifespan development. Views the mentoring relationship as a tool to use throughout the lifespan for managing transitions. (SK)

Examines career management, development, and performance; reviews the organizational career management program and outcomes of organizational development and performance; and applies R.A. Noe's model to measure outcomes and determine the relationship between programs, performance, and development. (Contains 31 references.) (JOW)

Regression analysis of data from 94 Canadian managers whose jobs had been eliminated explored the correlation between career resilience and five job facets (duties, skills, field, occupation, and function). Career resilience was positively related to intended and active changes in duties, skills, and functions. (SK)

Women's career development proceeds differently from that of men and few career models incorporate women's varying life experiences. As long as women step off the career track to meet family responsibilities, they will be at a competitive disadvantage in career advancement. (Contains 56 references.) (JOW)

Suggests that individuals can compile an action plan for professional and organizational change that aligns personal and organizational priorities by considering leadership, coaching, corporate citizenship, change management, efficiency, teamwork, customer focus, and decision making. Presents models and assessment instruments for personal…