Browsing by Author "Hall, Douglas Tim"

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    Age and career resilience through the lens of life course theory: examining individual mechanisms and macro‐level context across 28 countries
    (Wiley, 2025) Goštautaitė, Bernadeta; Kim, Najung; Steindórsdóttir, Bryndís D.; Parry, Emma; Dello Russo, Silvia; Andresen, Maike; Buranapin, Siriwut; Bosak, Janine; Cerdin, Jean‐Luc; Chudzikowski, Katharina; Cotton, Rick; Dickmann, Michael; Duarte, Henrique; Ferencikova, Sonia; Kaše, Robert; Lysova, Evgenia I.; Madero‐Gómez, Sergio; Mishra, Sushanta Kumar; Panayotopoulou, Leda; Reiss, Elo L. K.; Saxena, Richa; Taniguchi, Mami; Verbruggen, Marijke; Akkermans, Jos; Apospori, Eleni; Bagdadli, Silvia; Briscoe, Jon P.; Çakmak‐Otluoğlu, Övgü; Casado, Tania; Cha, Jong‐Seok; Dries, Nicky; Dysvik, Anders; Eggenhofer‐Rehart, Petra; Gartzia, Leire; Gianecchini, Martina; Gubler, Martin; Hall, Douglas Tim; Jepsen, Denise; Khapova, Svetlana; Krajcik, Daniel; Lapointe, Emilie; Lazarova, Mila; Mayrhofer, Wolfgang; Michel, Eric J.; Milikic, Biljana; Reichel, Astrid; Schramm, Florian; Smale, Adam; Stolz, Ingo; Suzanne, Pamela Agata; Zikic, Jelena
    Career resilience is critical to the world's aging workforce, aiding older workers in adapting to the ever‐evolving nature of work. While ageist stereotypes often depict older workers as less resilient when faced with workplace changes, existing research studies offer conflicting evidence on whether older age hinders or improves career resilience. In response to this conflicting evidence, the present study employs multi‐level data from 6772 employees in 28 countries to examine the age‐career resilience relationships and underlying mechanisms, hence advancing our understanding of career resilience across the life course. By integrating macro‐contextual factors such as the unemployment rate and the culture of education with individual‐level mechanisms such as positive career meaning and career optimism, we provide a comprehensive model explaining how career resilience varies across age groups. Grounded in life course theory, our findings resolve prior inconsistencies in resilience research, contribute to bridging the micro‐macro gap in HRM literature, and challenge existing age‐based stereotypes.
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    Career success across the globe: Insights from the 5C project
    (Elsevier, 2016-08-21) Mayrhofer, Wolfgang; Briscoe, Jon P.; Hall, Douglas Tim; Dickmann, Michael; Dries, Nicky; Dysvik, Anders; Kaše, Robert; Parry, Emma; Unite, Julie
    The Cross-Cultural Collaboration on Contemporary Careers (5C Project) conducted in-depth, longitudinal qualitative research into what career success means to people in a diverse range of countries; specifically: Australia, Austria, Belgium, Brazil, Canada, China, Colombia, Costa Rica, Finland, France, Germany, Greece, India, Israel, Italy, Japan, Korea, Malaysia, Mexico, Netherlands, Nigeria, Norway, Philippines, Portugal, Russian Federation, Serbia, Slovakia, Slovenia, South Africa, Spain, Thailand, Turkey, UK, and USA. This paper presents the seven major meanings of career success that emerged across these diverse global cultures and thus may be deemed relevant all around the world. These are financial security (being able to consistently provide the basic necessities for living), financial achievement (steadily making more money, wealth, incentives, and perks), learning and development (via continuous informal learning on the job and/or formal training and education), work-life-balance (between work and non-work, relationships, activities and interests), positive relationships (as signified by, for instance, enjoying working with people who you respect and admire), positive impact (by helping others in one’s immediate social environment and/or leaving some sort of legacy to a community, or society more broadly), and entrepreneurship founding one’s own enterprise or being able to invent and develop one’s own projects within the work context). We describe examples of each from different cultures and offer practical implications of these meanings for the primary stakeholders of career research: individuals, organizations, as well as counselors, coaches and consultants.
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    Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age–employability relationship
    (Taylor and Francis, 2020-03-18) Dello Russo, Silvia; Parry, Emma; Bosak, Janine; Andresen, Maike; Apospori, Eleni; Bagdadli, Silvia; Chudzikowski, Katherina; Dickmann, Michael; Ferencikova, Sonia; Gianecchini, Martina; Hall, Douglas Tim; Kaše, Robert; Lazarova, Mila; Reichel, Astrid
    A compelling issue for organizations and societies at large is to ensure external employability of the workforce across workers’ entire work-life span. Using the frameworks of age norms, stereotyping and age meta-stereotypes, we investigate whether (a) age is negatively related to perceived external employability; and (b) the age-employability link is moderated by HR developmental practices (HRDPs) and unemployment rate. We argue that being aware of stereotypes and age norms in organizations, and holding also meta-stereotypes about their group, older workers perceive themselves as less externally employable. However, the context –HRDPs that one has experienced, and the country unemployment rate – would act as buffers. Using data from a large-scale survey from over 9000 individuals in 30 institutionally diverse countries, we found that the negative relationship between age and perceived external employability was significant across all countries. In addition, at the individual level, we found that HRDPs acted as a buffer for this negative relationship, such that the effect was less pronounced for individuals who have experienced more HRDPs during their working life. At the country level, the hypothesized moderating effect of unemployment rate was not observed. Limitations, future research directions, as well as practical implications of the study are discussed.