In this research project we empirically investigate career dynamics in the labour market for workers with highly specific talents. If firms cannot observe worker talent before employment, theory predicts that they will hire an inefficiently low amount of new workers and rehire too many experienced workers. We find strong support for this hypothesis in a uniquely detailed database on careers of ...

This paper attempts to understand occupational mobility and wage growth of young workers in terms of basic labor market skills; cognitive, interpersonal, and motor skills. I emphasize that occupations are heterogeneous in formation and utilization of these skills. The model is structurally estimated using occupational task measures from the Dictionary of Occupational Titles and career history f...

In European research today, mobility has become firmly entrenched as a pre requisite for a successful scientific career; however, the reasons behind this emphasis on scientific nomadism are far from obvious. It is all too common for science policy-makers and funding bodies to extol the seemingly endless virtues of mobility, but it nearly amounts to heresy to ponder the possibility that a move a...

In European research today, mobility has become firmly entrenched as a pre requisite for a successful scientific career; however, the reasons behind this emphasis on scientific nomadism are far from obvious. It is all too common for science policy-makers and funding bodies to extol the seemingly endless virtues of mobility, but it nearly amounts to heresy to ponder the possibility that a move a...

This research examines factors that help or hinder the ‘career progress’ of individuals in NCDS through the labour market. We employ different measures of an individual’s status based on earnings. To a large extent this paper is an empirical implementation of the Sicherman and Galor model of Career Mobility (Journal of Political Economy 1990) in that this paper attempts to chart exactly how peo...

Purpose: This paper analyzes the relation between the underlying dimensions of protean (self direction and values driven) and boundaryless (boundaryless mindset and organizational mobility preference) career attitudes (Briscoe et al., 2006) and organizational commitment, within today’s unstable and uncertain business scenario. Design/methodology/approach: Data was collected from 167 professiona...

Purpose – The purpose of this paper is to analyze the effect of gender upon the relation between protean and boundaryless career attitudes and subjective career success, in today’s dynamic and changing organizational context. Design/methodology/approach – Data were collected using a questionnaire conducted on 150 graduate and post-graduate distance learning students. The data were analyzed usin...

How do workers build careers across organizations? We propose that increased worker mobility means that workers may now build their careers using interorganizational career ladders, working in certain kinds of organizations earlier in a career and in other kinds of organizations later in the career. We develop a matching framework that predicts such interorganizational moves based on how system...

The current picture of youth development is rather ambiguous. On the one hand, the modern Russian youth is noted for growing independence, practicality and mobility, responsibility for their own lives, drastically increasing interest in getting high-quality education and professional training affecting further employment and career. Young people strive for integration in the international youth...

There has been little research examining executives who change jobs by specifically following these individuals both before and after their employer changes. By incorporating research on the boundaryless career [Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press; Sullivan, S. E., & ...