|Appears in Collections:||Management, Work and Organisation Journal Articles|
|Peer Review Status:||Refereed|
|Title:||Coping with career boundaries and boundary-crossing in the graduate labour market|
Graduate labour market
|Citation:||Okay-Somerville B & Scholarios D (2014) Coping with career boundaries and boundary-crossing in the graduate labour market. Career Development International, 19 (6), pp. 668-682. https://doi.org/10.1108/CDI-12-2013-0144|
|Abstract:||Purpose: This article explores the nature and role of career boundaries for enabling/constraining career self-management for occupational boundary-crossing in the UK graduate labour market. Design/methodology/approach: The data is provided by career history interviews with 36 UK graduates. The analysis contrasts transitions for those who started careers in low- intermediate- and high-skilled segments of the labour market. Findings: Availability of development and progression opportunities were the most prominent career boundary experienced. Ease of boundary-crossing differed by career stage and educational background. Boundaries enabled career self-management by acting as psychological/external push factors, but push factors only aided progression to high-skilled segments for a third of graduates who started careers in underemployment. For the rest, an adaptation of expectations to labour market realities was observed. Research limitations/implications: Although career history interviews limit generalisability, they contextualise boundaries and deepen understanding of career actors' subjective experiences and responses. Practical implications: The study highlights the role of labour market and demand-side constraints for career transitions as well as proactive career behaviours. This has implications for career counsellors, employers and individuals. Originality/value: This article provides a distinctive ‘boundary-focused' analysis of emerging career boundaries in the graduate labour market. The findings point to the intricate interplay between structure and agency for career development.|
|Rights:||The publisher does not allow this work to be made publicly available in this Repository. Please use the Request a Copy feature at the foot of the Repository record to request a copy directly from the author. You can only request a copy if you wish to use this work for your own research or private study.|
|Career Development International 2014.pdf||Fulltext - Published Version||233.28 kB||Adobe PDF||Under Embargo until 3000-12-01 Request a copy|
Note: If any of the files in this item are currently embargoed, you can request a copy directly from the author by clicking the padlock icon above. However, this facility is dependent on the depositor still being contactable at their original email address.
This item is protected by original copyright
Items in the Repository are protected by copyright, with all rights reserved, unless otherwise indicated.
The metadata of the records in the Repository are available under the CC0 public domain dedication: No Rights Reserved https://creativecommons.org/publicdomain/zero/1.0/
If you believe that any material held in STORRE infringes copyright, please contact email@example.com providing details and we will remove the Work from public display in STORRE and investigate your claim.