Authentic Talent Development in Women Leaders Who Opted Out: Discovering Authenticity, Balance, and Challenge through the Kaleidoscope Career Model

We investigated the parameters of authenticity, balance, and challenge as viewed through the lens of the Kaleidoscope Career Model to discern the career motives of women who opted out and then returned to the workforce. We also were interested in comparing women and men in their leader practices. We triangulated quantitative and qualitative methods to explore these phenomena. First, in Study 1, 2009 individuals completed both the Kaleidoscope Career Self Inventory (the KCSI) as well as an abbreviated version of Kouzes and Posner’s Leadership Practices Inventory (the LPI). Participants rated their needs for authenticity, balance, and challenge on the KCSI as well as their leader practices of challenging the process, inspiring a shared vision, modeling the way, enabling others to act, and Encouraging the Heart. Women were found to exceed the leader practices of men, and women were most interested in authenticity. In Study 2, situational mapping and life history process was used to determine themes of eight high-achieving women who opted out. We interviewed an additional 15 women to deeply understand and assess their opt-out and re-entry experiences as well as “career shocks” they experienced upon returning to the workforce. Our second study offers a robust, deep, penetrating look into social ascription processes and endemic discriminatory social structures that hold women back from achieving advancement. To stop this “brain drain” of talent, we propose a series of actions for human resource professionals to develop the authentic leadership talent of women who reenter the workforce.

Impact of Career Progression on Employee Productivity in Banking Industry

Career development refers to the path where one is proceeding in his work life. As the career of an employee spans over his/her entire lifetime, it has to be designed and planned appropriately. This planning depends on various factors like: Need, Abilities, Basic values, Career motives, Destiny and the available opportunities.A recent study by the Institute of Manpower Studies has found that technology has had an influence on career progression within financial institutions resulting in an expansion of the ‘professional’ tier.The study is based on a survey using a structured questionnaire and data collected from 335 bank employees. Statistical methods like factor analysis, ANOVA and Regression were used to analyze the data.

Motives for Obtaining a Doctorate and Perceived Meaningfulness of Doctorates: A Comparison between Medicine and Life Sciences

Background: In Germany, more than half of the students complete a doctorate in the life sciences and medicine. Thus the doctorate, which is supposed to pave the way for a research career, also seems to perform other functions. In medicine, there is a cliché that students earn doctorates for reasons of prestige but in the life sciences, there is an assumption that you will not succeed on the labor market without a doctorate. To date, we know little about the actual motives for earning a doctorate and its perceived meaningfulness after graduation. Methods: Motives for obtaining a doctorate from both subject groups were analyzed using data from the E-Prom study (N = 1518). For medicine, additional data from the Bavarian Graduate Study MediBAS (N = 570) were analyzed. Qualitative interview data from the E-Prom study (N = 28) were used to better understand the motives for obtaining a doctorate in their substance and to compare them with the retrospectively perceived meaningfulness. Results: In medicine, the motives of “customariness” and feared “career disadvantages” predominate. Approximately half of the medical doctoral graduates had little or no interest to do research during or after the doctorate. In the life sciences, customariness and feared career disadvantages are important motives, too. However, research (career) interest also receives high and significantly higher approval than in medicine. Moreover, female medical graduates express significantly lower research and career motives; the latter also applies to the life sciences. The qualitative analyzes indicate a close connection between career paths and justifications of meaningfulness of the doctorate in the life sciences. In medicine, justifications of meaningfulness are closely related to initial motives for obtaining a doctorate. Hence, people who only pursued a doctorate to bear a title accordingly justified their doctorate’s meaningfulness merely with its acquisition. Conclusion: Our results stress the need for greater promotion of (academic) research careers among medical students, as well as the promotion of female careers in and outside of academic research. Further investigations are necessary to understand the exact mechanisms behind our results and to develop effective interventions.

Black-Hundred Priests Between Russian and Ukrainian Nationalism: by the Example of Archbishops Alexiy (Dorotnitsyn), Agapit (Vishnevsky) and Archpriest Nestor (Sharaevsky)

The article is devoted to the examination of the work of the three priests who before the revolution were involved in the activities of the Union of the Russian People, the All-Russian National Union and Kiev Club of the Russian Nationalists, and in 1917 joined the Ukrainian camp: Archbishops Alexiy (Dorotnitsyn), Agapit (Vishnevsky) and Archpriest Nestor (Sharaevsky). The author of the article tries to find the answer to the question what circumstances and motives made them to transfer from Russian to Ukrainian nationalists. He comes to the conclusion that Alexiy and Agapit found themselves in the Ukrainian movement exclusively due to conjunctural reasons, and only Sharaevsky was enough sincere and went through certain ideological evolution, though with him the career motives also predominated.

Examining the Factorial Validity of the Entrepreneurial Career Motives Scale: A Five-Nation Comparison

This study validates Shane et al.’s Entrepreneurial Career Motives Scale across nations. A total sample of 948 undergraduate and postgraduate students from five nations (China = 229, Hong Kong = 213, Holland = 136, United States = 155, and Ghana = 215) were recruited to complete a survey designed to measure their entrepreneurial motives and other related constructs. Confirmatory factor analysis supported the hypothesized four-factor structure, namely, perceived recognition, sense of independence, pursuit of learning, and perceived roles. Results of the measurement invariance comparisons satisfactorily established measurement equivalence of the scale across nations, language versions, and genders. Both convergent and discriminant validities were established as the motives were associated with different constructs in an expected manner. Interestingly, different patterns in the entrepreneurial career motives emerged across nations. Overall, our findings provide support for the construct validity of the Entrepreneurial Motives Scale. Implications for practice, limitations, and future research directions are discussed.

Public managers’ networking and innovative work behavior: the importance of career incentives

From theories on middle managers’ entrepreneurship in private organizations, it is known that the structural network position of middle managers influences their innovative work behavior. Our study investigates if in a governmental setting, the intra-organizational networking behavior of public managers has a similar positive influence on innovative work behavior. As networking mechanisms may depend on the particular context and organizational norms, we also investigate the influence of networking motivations. According to social network research in private enterprises, social network links can be used to advance individual careers. According to public management and Public Service Motivation theories, public managers have a collective orientation aimed at producing public goods. Therefore, we investigate if, next to intra-organizational networking, an individual career motive or a collective motivation for networking explains innovative work behavior. In a case study on public managers of a municipality in Mexico City, we find a strong influence of networking on innovative work behavior. We also find support for additional influences of individual career motives, but no evidence for collective motivations. Points for practitioners Intra-organizational networking of public managers leads to increased innovative behavior in a governmental setting. In addition, when aiming at increasing innovative behavior, individual career motives seem to have stronger positive effects than collective motivations (such as teamwork-related motivations).