VvE Day of Economic Research 2013

Doctoral colloquium “Understanding careers by exploring individual, family, organizational and societal influences”

Call for abstracts

13 December 2013, UHasselt, Belgium

Aims and scope

Careers, or “sequences of work experiences over time” (Arthur & Rousseau, 1996, p. 3), are shaped by an interplay between individual, family, organizational and societal influences (Arnold & Cohen, 2008; Lee, Kossek, Hall & Litrico, 2011; Pringle & Mallon, 2003). During the last 20 years, the role and agency of the individual has drawn much attention in the career literature. This was influenced by the emergence of ‘new’ career models, such as the boundaryless or protean career models, which stress the influence on careers of elements such as individual decision making, preferences for mobility, self-directedness, psychological goals, employability competences, continuous learning or marketable skills (Arthur & Rousseau, 1996; Briscoe, Hall & DeMuth, 2006; Hall, 1996; Verbruggen, 2012). Besides by individual factors, careers are further influenced and shaped by broader contextual elements. Careers are for example embedded in a family context which can have both positive and negative career effects (Lee et al., 2011; Powell & Greenhaus, 2006). Individuals’ careers and career opportunities are further influenced by organizational processes and policies, such as HRMapproaches, career development and talent management programs, organizational cultures, the design and organization of work, experienced support, encountered stereotypes, harassment and discrimination, and other interpersonal dynamics (Dries, Van Acker & Verbruggen, 2012; Van Laer, Verbruggen & Janssens, 2011). Finally, individuals’ careers are embedded in a broader societal context and influenced by macro level elements such as legislation, governmental initiatives, demographical evolutions, processes of globalization or societal discourses on groups such as older workers, individuals with disabilities or ethnic minorities (Arnold & Cohen, 2008; Van Laer et al., 2011; Verbruggen & Sels, 2008).

The goal of this doctoral colloquium is to bring together doctoral students in different stages of their doctoral process who explore career issues adopting different theoretical perspectives and methodological approaches. Possible topics of interest include, but are not limited to, the following:

• Individual factors influencing careers & the way individuals manage their careers

• Work-life issues and careers

• The influence of interpersonal dynamics and discrimination on careers

• The link between HRM policies, practices and approaches, and individuals’ careers

• The link between broader societal, political and legislative developments, and individuals’careers

• The link between objective and subjective aspects of careers

• The link between issues of gender, ethnicity, disability, age, sexuality,…and careers

Format, submission guidelines and selection procedure

The doctoral colloquia of the VvE Day of Economic Research are designed to be intensive working sessions for doctoral students in the fields of Economic and Applied Economic Sciences from Flemish universities or university colleges. During the doctoral colloquium, each doctoral student will be given ample time to discuss his or her research with their peers and with experienced researchers. In this way, the doctoral colloquium aims to ensure that each participating doctoral student will be able to get feedback on his or her project and suggestions concerning the specific theoretical or methodological challenges he or she is faced with. Moreover, it gives doctoral students the opportunity to get to know their peers and their work, and to learn from their approaches and perspectives.

As the aim of the doctoral colloquium is to bring together students in all stages of their PhD project, doctoral students can present full papers, initial findings, the general framework of their PhD,… To apply for the doctoral colloquium, an abstract of about 350 words should be submitted no later than 15 November 2013. After receiving a notification of acceptance, doctoral students will receive further instructions to prepare for the colloquium. Doctoral students will be free to submit any additional material they think will be useful to discuss their research, including draft papers.

The number of participants is limited. If too many candidates have applied for admission at the deadline, participants will be selected based on the quality of their abstracts and the potential benefit of participation to the student’s doctoral research.

Organizing Committee

Prof. Dr. Koen Van Laer, Hasselt University

Dr. Stefan Hardonk, Hasselt University

Prof. Dr. Marijke Verbruggen, KU Leuven

The possibility to add an international career scholar to this committee will be explored by the organizing committee.

Practical information

Participation is free of charge and includes lunch and closing reception. The doctoral colloquium takes place at Hasselt University on 13 December 2013, between 09h30 and 16h30.

Abstracts should be sent no later than 15 November 2013 to Koen Van Laer – koen.vanlaer@uhasselt.be

Abstracts should include full contact details, including name, department, institutional affiliation, doctoral program, and e-mail address.

For further information, see http://www.uhasselt.be/homevve or contact Koen Van Laer


Arnold, J., & Cohen, L. (2008). The psychology of careers in industrial and organizational settings: A critical but appreciative analysis. In G. P. Hodgkinson, & J. K. Ford (Eds.), International Review of Industrial and Organizational Psychology 2008 volume 23 (1-44). London, UK: Wiley.

Arthur, M. B., & Rousseau, D. M. (1996). Introduction: The boundaryless career as a new employment principle. In M. B. Arthur & D. M. Rousseau (Eds.), The boundaryless career (3-20). New York: Oxford University Press.

Briscoe, J. P., Hall, D. T., & DeMuth, R. F. (2006). Protean and boundaryless career attitudes: An empirical exploration. Journal of Vocational Behavior, 69, 30-47.

Dries, N., Van Acker, F., & Verbruggen, M. (2012). How ‘boundaryless’ are the careers of high potentials, key experts and average performers? Journal of Vocational Behavior, 81, 271- 279.

Powell, G.N., & Greenhaus, J.H. (2006). Is the opposite of positive negative?: Untangling the complex relationship between work-family enrichment and conflict. Career Development

International, 11, 650-659. Hall, D.T. (1996). Protean careers in the 21st century. Academy of Management Executive, 10(4), 8-16.

Lee, M.D., Kossek, E.E., Hall, D.T., & Litrico, J-B. (2011). Entangled strands: A process perspective on the evolution of careers in the context of personal, family, work, and community life. Human Relations, 64, 1531–1553.

Pringle, J.K., & Mallon, M. (2003). Challenges for the boundarlyless career odyssey. International Journal of Human Resource Management, 14, 839-853.

Van Laer, K., Verbruggen, M., & Janssens, M. (2011). Diversiteit in loopbanen. Over (on)gelijke kansen op de arbeidsmarkt. Leuven: Acco.

Verbruggen, M. (2012). Psychological mobility and career success in the ‘new’ career climate. Journal of Vocational Behavior, 81, 289- 297.

Verbruggen, M., & Sels, L. (2008). Can career self-directedness be improved through counseling? Journal of Vocational Behavior, 73, 318-327.

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