Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/79028
Authors: 
Strunk, Guido
Year of Publication: 
2009
Citation: 
[Journal:] Management Revue [ISSN:] 1861-9916 [Publisher:] Hampp [Place:] Mering [Volume:] 20 [Year:] 2009 [Issue:] 3 [Pages:] 294-311
Abstract: 
There are a growing number of studies describing developments in the labour market, in employer-employee relationships, and in individual careers in a very similar way. The discussion about work force flexibility and the challenges for HRM to handle scattered arrangements is often justified by a growing complexity caused by the driving forces of globalization, virtualization, demographic developments or changes in values. However, so far there is no empirical evidence for that complexity hypothesis in individual careers. The primary aim of this article is to approach the complexity hypothesis of career research on the basis of a sound definition for complexity and to test the complexity hypothesis for data from the Vienna Career Panel Project.
Subjects: 
complexity
career research
dynamic systems theories
Persistent Identifier of the first edition: 
Document Type: 
Article

Files in This Item:
File
Size
175.54 kB





Items in EconStor are protected by copyright, with all rights reserved, unless otherwise indicated.