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24 - Propositions linking organizations and careers

Published online by Cambridge University Press:  05 June 2012

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Summary

How do organizations affect careers? And how do careers affect organizations? This integrating chapter begins to answer these questions by setting forth 155 propositions. We extracted or refined these propositions by thoroughly searching the chapters in Parts I and II of this handbook.

Given the editors' laudable aim to focus this handbook on theory rather than on measurement issues or practical applications, this chapter engages in theory building. Theories evolve as scholars develop propositions. Preferably, these propositions will specify sequential or determinant laws of interactions between continuous variables rather than merely delineating categories (Dubin, 1978).

The hundreds of variables mentioned in the previous chapters emanate from a diverse array of theories rooted in different academic disciplines. Authors address divergent issues, they use partially incompatible terminologies, and they anchor their endeavors in partially inharmonious values and beliefs. In the past, career theory has been fractionated (Schein, 1986; Sonnenfeld and Kotter, 1982), with scholars in each academic discipline tending to ignore ideas about careers developed by scholars in other disciplines. This chapter seeks integration between disciplines that contribute to our understanding of careers. To foster this integration, our chapter articulates propositions and arrays them in ways that we think will enable readers to form their own cross-disciplinary insights. We hope that this chapter will serve as a useful reference source for doctoral students and faculty who conduct research about careers.

PROPOSITIONS

Tables 24.1–24.4 contain propositions that treat organizational attributes as the independent variables or determinants and treat career attributes as the dependent variables or outcomes.

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Publisher: Cambridge University Press
Print publication year: 1989

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