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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.
In organizational behavior and industrial and organizational psychology, organizational commitment is an individual's psychological attachment to the organization. Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. It may also not be fully applicable in domains such as customer behavior. There has also been debate surrounding what Meyers and Allen's model was trying to achieve.
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. For example, a human factors psychologist might use a cognitive psychology theory. This could be described as human factor psychology or as applied cognitive psychology. When applied psychology is used in the treatment of behavioral disorders there are many experimental approaches to try and treat an individual. This type of psychology can be found in many of the subbranches in other fields of psychology.
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:
Safety culture is the element of organizational culture which is concerned with the maintenance of safety and compliance with safety standards. It is informed by the organization's leadership and the beliefs, perceptions and values that employees share in relation to risks within the organization, workplace or community. Safety culture has been described in a variety of ways: notably, the National Academies of Science and the Association of Land Grant and Public Universities have published summaries on this topic in 2014 and 2016.
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.
A workplace is a location where someone works, for their employer or themselves, a place of employment. Such a place can range from a home office to a large office building or factory. For industrialized societies, the workplace is one of the most important social spaces other than the home, constituting "a central concept for several entities: the worker and [their] family, the employing organization, the customers of the organization, and the society as a whole". The development of new communication technologies has led to the development of the virtual workplace and remote work.
Identity formation, also called identity development or identity construction, is a complex process in which humans develop a clear and unique view of themselves and of their identity.
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.
Professional abuse is "a pattern of conduct in which a person abuses, violates, or takes advantage of a victim within the context of the abuser's profession." This typically involves a violation of the relevant professional organization's code of ethics. Organizational ethics or standards of behavior require the maintenance of professional boundaries and the treatment of people with respect and dignity.
Psychology encompasses a vast domain, and includes many different approaches to the study of mental processes and behavior. Below are the major areas of inquiry that taken together constitute psychology. A comprehensive list of the sub-fields and areas within psychology can be found at the list of psychology topics and list of psychology disciplines.
Work motivation is a person's internal disposition toward work. To further this, an incentive is the anticipated reward or aversive event available in the environment. While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors to actually influence behavior and performance. Results from a 2012 study, which examined age-related differences in work motivation, suggest a "shift in people's motives" rather than a general decline in motivation with age. That is, it seemed that older employees were less motivated by extrinsically related features of a job, but more by intrinsically rewarding job features. Work motivation is strongly influenced by certain cultural characteristics. Between countries with comparable levels of economic development, collectivist countries tend to have higher levels of work motivation than do countries that tend toward individualism. Similarly measured, higher levels of work motivation can be found in countries that exhibit a long versus a short-term orientation. Also, while national income is not itself a strong predictor of work motivation, indicators that describe a nation's economic strength and stability, such as life expectancy, are. Work motivation decreases as a nation's long-term economic strength increases. Currently work motivation research has explored motivation that may not be consciously driven. This method goal setting is referred to as goal priming.
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.
