Browsing by Author "Apospori, Eleni"

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    Careers in context: An international study of career goals as mesostructure between societies’ career-related human potential and proactive career behavior
    (Wiley, 2019-11-12) Andresen, Maike; Apospori, Eleni; Gunz, Hugh; Suzanne, Pamela Agata; Taniguchi, Mami; Lysova, Evgenia I.; Adeleye, Ifedapo; Babalola, Olusegun; Bagdadli, Silvia; Bakuwa, Rhoda; Milikić, Biljana Bogićević; Bosak, Janine; Briscoe, Jon P.; Cha, Jong‐Seok; Chudzikowski, Katharina; Cotton, Richard; Dello Russo, Silvia; Dickmann, Michael; Dries, Nicky; Dysvik, Anders; Eggenhofer‐Rehart, Petra; Fei, Zhangfeng; Ferencikova, Sonia; Gianecchini, Martina; Gubler, Martin; Hackett, Denisa; Hall, Douglas T.; Jepsen, Denise; Çakmak‐Otluoğlu, Kadriye Övgü; Kaše, Robert; Khapova, Svetlana; Kim, Najung; Lazarova, Mila; Lehmann, Philip; Madero, Sergio; Mayrhofer, Wolfgang; Kumar, Sushanta; Chikae, Mishra; Nikodijević, Naito Ana D.; Parry, Emma; Reichel, Astrid; Liliana, Paula; Posada, Rozo; Saher, Noreen; Saxena, Richa; Schleicher, Nanni; Shen, Yan; Schramm, Florian; Smale, Adam; Unite, Julie; Verbruggen, Marijke; Zikic, Jelena
    Careers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organisational‐level variables, we provide insights into how career goals and behaviours are understood and embedded in the more distal societal context. More specifically, we operationalise societal context using the career‐related human potential composite and aim to understand if and why career goals and behaviours vary between countries. Drawing on a model of career structuration and using multilevel mediation modelling, we draw on a survey of 17,986 employees from 27 countries, covering nine of GLOBE's 10 cultural clusters, and national statistical data to examine the relationship between societal context (macrostructure building the career‐opportunity structure) and actors' career goals (career mesostructure) and career behaviour (actions). We show that societal context in terms of societies' career‐related human potential composite is negatively associated with the importance given to financial achievements as a specific career mesostructure in a society that is positively related to individuals' proactive career behaviour. Our career mesostructure fully mediates the relationship between societal context and individuals' proactive career behaviour. In this way, we expand career theory's scope beyond occupation‐ and organisation‐related factors.
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    The disabling effects of enabling social policies on organisations’ human capital development practices for women
    (Wiley, 2022-01-15) Reichel, Astrid; Lazarova, Mila; Apospori, Eleni; Afiouni, Fida; Andresen, Maike; Bosak, Janine; Parry, Emma; Bagdadli, Silvia; Bagdadli, Jon P.; Gianecchini, Martina; Suzanne, Pamela; Taniguchi, Mami
    Paid parental leave and externally provided childcare are social policies designed to enhance parents' labour force participation. These policies influence not only men's and women's decisions regarding their labour market activity but also organisational decision makers' (ODMs) expectations about their employees' availability to work and thus, their willingness to invest in their employees' human capital. Using a sample of over 13,000 individuals from 19 countries, we investigate the interaction between gender and social policies on human capital development practices. In line with statistical discrimination theory, which suggests that ODMs hold different expectations about female and male productivity, we find that paid parental leave and externally provided childcare are negatively associated with the provision of human capital development for women but not for men.
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    Does international work experience pay off? The relationship between international work experience, employability and career success: A 30-country, multi-industry study
    (Wiley, 2021-12-11) Andresen, Maike; Lazarova, Mila; Apospori, Eleni; Cotton, Richard; Bosak, Janine; Dickmann, Michael; Kaše, Robert; Smale, Adam
    Drawing on human capital theory, our study examines the relationship between international work experience and individuals' career success in terms of promotions and subjective financial success. We propose that these relationships are mediated by external employability and hypothesise a moderating role of national-level economic freedom. Using data from 19,421 respondents, residing in 30 countries and working in different occupational groups (managers, professionals, clerical and blue-collar workers), our results suggest that international work experience is positively related to promotions and subjective financial success across our study's different national contexts. These positive relationships were mediated by individuals' perceived external employability. Some support for the moderation of the relationship between international work experience and employability through economic freedom was only found when we differentiate between different types of international work experience. The findings enhance our understanding of the association between international work experience and career success from a human capital perspective.
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    Individuals' career perceptions in different institutionalized contexts: a comparative study of career actors in liberal, coordinated, hierarchical and mediterranean market economies
    (Wiley, 2023-12-11) Andresen, Maike; Apospori, Eleni; Gunz, Hugh; Cotton, Richard; Hall, Douglas T.; Shen, Yan; Bosak, Janine; Dickmann, Michael; Parry, Emma
    Leveraging Weiner's attribution theory of intrapersonal motivation at the micro level and varieties of capitalism theory at the macro level, we conduct a multi-country and cross-level study examining whether individuals' career goals (i.e., perceived importance of learning and development), behaviors (i.e., proactive career behaviors), and outcomes (i.e., perceived employability) as well as the relationships between these variables, differ between different market economies. We challenge extant literature that focuses on the agentic role of individuals and understates the role of context (i.e., market economy influence) in an individual's career development. Using multilevel structural equation modeling, we draw on a survey of 15,201 individuals between 2014 and 2016 from 22 countries representing four different varieties of capitalism. The results showed that workers in hierarchical (HME) and Mediterranean (MME) market economies systematically differed from individuals in coordinated (CME) and liberal (LME) market economies in proactive career behaviors and perceived employability. Moreover, while the positive relationship between perceived importance of learning and development and proactive career behaviors was stronger in CMEs and LMEs compared to HMEs and MMEs, the positive association between proactive career behaviors and perceived employability was weaker. Our study bridges the micro-macro gap in career studies, adding new insights into the ongoing conversation of contextual influence in individuals' career development.
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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.