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Careerism is the propensity to pursue career advancement, power, and prestige outside of work performance. [1] [2]
Cultural factors influence how careerists view their occupational goals. How an individual interprets the term "career" can distinguish between extreme careerists and those who can leave their career at the door when they come home at night.
Schein identifies three important aspects of cultural environments and careerism: [3]
Culture exerts pressure, and leads to the determination of what career motives are acceptable and how individual's success is measured.[ citation needed ] The term "career" was once[ when? ] used for the purposes of status. Career was thought of[ by whom? ] as a long-term job opportunity, that many, in fact would hold until retirement. In the United States especially after World War II, those who were lucky enough [4] to find a career would stay with the same organization for decades. In the yesteryear, a career was seen as an upper middle class, professional service, identified as the work of a doctor, lawyer, investor, banker or teacher. "Occupations" were seen as lower-class human services jobs, such as those of a taxi driver, clerk, secretary, or waste manager. These "jobs" were not held in the high regard that "careers" were.[ citation needed ] Since the 2000s, the average American cannot stay with the same company, business or organization until retirement due to socioeconomic changes and changing organizational priorities.[ citation needed ] In the 1930s, Vyacheslav Molotov noted that careerism in the Soviet government was about: "Сыграл свою роль наш партийный карьеризм" [Party-oriented careerism played out its own role]. [5]
In regard to commitment, an individual must rely and commit to the occupational setting, the family setting, and to his own setting.[ citation needed ] Careerist must determine what is the most important factor in their lives.[ dubious – discuss ] For the career extremist, the occupational setting serves as the focus, and their motivation is primarily driven by the desire to gain power within an organization. Some organizations require the individual to be in "work-mode" at all times, while others believe that family time is more important. Most Latin American countries value family and personal time, whereas the United States pushes for a stronger occupational commitment, and the government intervenes in fulfilling other life commitment responsibilities through services and commercialization, including childcare.[ citation needed ] Currently[ when? ] the United States ranks 10th among industrial countries for percentage of adults with college degrees.[ citation needed ] This emphasis on education provides many individuals with opportunities to make more informed choices regarding family, personal, and career matters.[ citation needed ]
Even though in the United States careerism is pushed, depending on the belt (regional boundaries with defining common cultural, economic, or historical characteristics), family life is also a huge part of the culture. Many people start their families even while in school, then they begin their careers. Recently[ when? ] the importance of family matters and career matters has evolved and is becoming more and more tied together.[ citation needed ]
In the 1950s, Donald E. Super postulated that careerism has limitations and outlined five stages of career development across the lifespan. The Growth stage (ages 0–14) focuses on early career awareness, developing concern for the future, and building confidence in decision-making. The Exploration stage (ages 15–24) involves understanding personal interests and abilities, exploring occupations, and making tentative career choices. The Establishment stage (ages 25–44) emphasizes stabilizing in a job, skill development, and career advancement while integrating self-concept with societal roles. In the Maintenance stage (ages 45–64), individuals reflect on their careers, maintain achievements, and adapt to changes while conserving accomplishments. Finally, the Disengagement stage (age 65 and beyond) involves adjusting to reduced energy, delegating responsibilities, and transitioning to a life where paid work is no longer central or feasible. [6]
Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
A career is an individual's metaphorical "journey" through learning, work and other aspects of life. There are a number of ways to define career and the term is used in a variety of ways.
Mentorship is the patronage, influence, guidance, or direction given by a mentor. A mentor is someone who teaches or gives help and advice to a less experienced and often younger person. In an organizational setting, a mentor influences the personal and professional growth of a mentee. Most traditional mentorships involve having senior employees mentor more junior employees, but mentors do not necessarily have to be more senior than the people they mentor. What matters is that mentors have experience that others can learn from.
Organizational culture refers to culture related to organizations including schools, universities, not-for-profit groups, government agencies, and business entities. Alternative terms include business culture, corporate culture and company culture. The term corporate culture emerged in the late 1980s and early 1990s. It was used by managers, sociologists, and organizational theorists in the 1980s.
Career development refers to the process an individual may undergo to evolve their occupational status. It is the process of making decisions for long term learning, to align personal needs of physical or psychological fulfillment with career advancement opportunities. Career Development can also refer to the total encompassment of an individual's work-related experiences, leading up to the occupational role they may hold within an organization.
Work design is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). Research has demonstrated that work design has important implications for individual employees, teams, organisations, and society.
Applied psychology is the use of psychological methods and findings of scientific psychology to solve practical problems of human and animal behavior and experience. Educational and organizational psychology, business management, law, health, product design, ergonomics, behavioural psychology, psychology of motivation, psychoanalysis, neuropsychology, psychiatry and mental health are just a few of the areas that have been influenced by the application of psychological principles and scientific findings. Some of the areas of applied psychology include counseling psychology, industrial and organizational psychology, engineering psychology, occupational health psychology, legal psychology, school psychology, sports psychology, community psychology, neuropsychology, medical psychology and clinical psychology, evolutionary psychology, human factors, forensic psychology and traffic psychology. In addition, a number of specialized areas in the general area of psychology have applied branches. However, the lines between sub-branch specializations and major applied psychology categories are often mixed or in some cases blurred.
Emotional labor is the process of managing feelings and expressions to fulfill the emotional requirements of a job. More specifically, workers are expected to regulate their personas during interactions with customers, co-workers, clients, and managers. This includes analysis and decision-making in terms of the expression of emotion, whether actually felt or not, as well as its opposite: the suppression of emotions that are felt but not expressed. This is done so as to produce a certain feeling in the customer or client that will allow the company or organization to succeed.
Identity is the set of qualities, beliefs, personality traits, appearance, and/or expressions that characterize a person or a group.
Organizational behavior or organisational behaviour is the "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself". Organizational behavioral research can be categorized in at least three ways:
Organisational climate is a concept that has academic meaning in the fields of organisational behaviour and I/O psychology as well as practical meaning in the business world There is continued scholarly debate about the exact definition of organisational climate for the purposes of scientific study. The definition developed by Lawrence R. James (1943-2014) and his colleagues makes a distinction between psychological and organisational climate.
"Psychological climate is defined as the individual employee’s perception of the psychological impact of the work environment on his or her own well-being. When employees in a particular work unit agree on their perceptions of the impact of their work environment, their shared perceptions can be aggregated to describe their organisational climate ."
Health psychology is the study of psychological and behavioral processes in health, illness, and healthcare. The discipline is concerned with understanding how psychological, behavioral, and cultural factors contribute to physical health and illness. Psychological factors can affect health directly. For example, chronically occurring environmental stressors affecting the hypothalamic–pituitary–adrenal axis, cumulatively, can harm health. Behavioral factors can also affect a person's health. For example, certain behaviors can, over time, harm or enhance health. Health psychologists take a biopsychosocial approach. In other words, health psychologists understand health to be the product not only of biological processes but also of psychological, behavioral, and social processes.
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It includes verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike typical school bullies, workplace bullies often operate within the established rules and policies of both their organization and society. In most cases, workplace bullying is reported as being carried out by someone who is in a position of authority over the victim. However, bullies can also be peers or subordinates. When subordinates participate in bullying, this is referred to as ‘upwards bullying.’ The least visible form of workplace bullying involves upwards bullying where bullying tactics are manipulated and applied against a superior, often for strategically motivated outcomes.
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work, up to an employee who is actively damaging the company's work output and reputation.
Work–family conflict occurs when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult. This imbalance creates conflict at the work-life interface. It is important for organizations and individuals to understand the implications linked to work-family conflict. In certain cases, work–family conflict has been associated with increased occupational burnout, job stress, decreased health, and issues pertaining to organizational commitment and job performance.
Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. In standard English, this is referred to as "induction". In the United States, up to 25% of workers are organizational newcomers engaged in onboarding process.
The ICD-11 of the World Health Organization (WHO) describes occupational burnout as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed, with symptoms characterized by "feelings of energy depletion or exhaustion; increased mental distance from one's job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy." It is classified as an occupational phenomenon, but is not recognized by the WHO as a medical condition. Maslach and colleagues made clear that burnout does not constitute "a single, one-dimensional phenomenon".
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these official estimates causing an estimated 745,000 workers to die from ischemic heart disease and stroke events in 2016.
Despite a large body of positive psychological research into the relationship between happiness and productivity, happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment. During the past two decades, maintaining a level of happiness at work has become more significant and relevant due to the intensification of work caused by economic uncertainty and increase in competition. Nowadays, happiness is viewed by a growing number of scholars and senior executives as one of the major sources of positive outcomes in the workplace. In fact, companies with higher than average employee happiness exhibit better financial performance and customer satisfaction. It is thus beneficial for companies to create and maintain positive work environments and leadership that will contribute to the happiness of their employees.
Information culture is closely linked with information technology, information systems, and the digital world. It is difficult to give one definition of information culture, and many approaches exist.
