Change in managerial careers? A longitudinal analysis

Careers are a central phenomenon of individual, organisational and societal reality in a practi-cal as well as theoretical sense. Although career research is sometimes labelled as already mature, publications grew exponentially in the 1990s. Changes of career contexts and patterns as well as new forms of careers are named as major reasons for that. The project addresses the prominence of change in career research and raises three major issues for the future develop-ment of the field with regard to content, theory, and method. First, in terms of content, a better understanding if change occurs and what change in careers actually means is required. This is especially needed since the claim of change itself, its uniqueness and its extent can be challenged. Second, in terms of theory, there is a constant call for a better theoretical foundation of career research through identifying and linking important influencing factors into coherent frameworks. Third, in terms of method, often called for longitudinal research including multi-cohort designs allows the separation of intra- and inter-cohort changes in order to enable a differentiated analysis of changes and their causes. In dealing with these issues, the study pursues three major goals: 1. In terms of content, this study contributes to a better understanding of potential changes in careers by generating further descriptive evidence about the existence of change in careers in a twofold way. On the one hand, the study looks at changes between different cohorts with regard to the attractiveness of specific career goals and paths, the assumed increasing complexity of careers, and the outcomes of specific career transitions. On the other hand, it explores changes within cohorts, and individual career trajectories by taking an in-depth look at career transitions and their constituting characteristics and processes. 2. In terms of theory, this study strengthens the theoretical and explanatory component of career research. Using a field and habitus based approach to careers as a background con-cept, a qualitative in-depth analysis for career transitions leads to a better understanding of career habitus and its mutual relationship with career capitals and career fields. 3. In terms of method, this study enhances the descriptive and explanatory quality of the analysis of managerial career patterns and its changes through continuously building an adqate longitudinal database. The continuation of an ongoing study about the 1970, 1990, and 2000 cohorts of Austrian business school graduates and its expansion through the in-troduction of a new 2009 cohort permits two crucial steps: First, the enlargement allows "real time" analysis of three "active" graduate cohorts, thus providing an ongoing stream of data for identifying career patterns and their changes. Second, an established 3-cohort-design with continuous "real time" analysis can differentiate between age, cohort, and pe-riod effects Empirically, the study builds on the Vienna Career Panel Project (ViCaPP; see also www.vicapp.at) and uses quantitative survey data from four graduate cohorts (1970; 1990; 2000; 2008) with approximately 1,800 individuals as well as qualitative interview data from roughly 80 members of these cohorts. On top of this and in order to prevent local Austrian artefacts, the research goals are also pursued in an international research cooperation with data from the German Socio-Economic Panel (SOEP).

Mainstream careers research especially as depicted in US publications claims that careers are becoming more subject to radical change. For example, careers are said to develop beyond the boundaries of single employers, exemplified by an increasing number of transitions. Although this allegedly leads to more complexity in career management, the development is said to improve the situation of employees, who welcome this new context. However, empirical studies examining these arguments are scarce, especially in Europe, let alone Austria. For this reason scholars have recently issued a call to tackle the next stage of the research cycle, i.e. empirical study (Dries & Verbruggen, 2012, p. 269).The Vienna Career Panel Project (ViCaPP) has tracked down the careers of business school graduates for ten years. By examining the trajectories of WU graduates from the graduating classes of 1970, 1990, 2000 and 2010 longitudinally, the project aims to explain change in managerial careers over time. In addition, collaboration with researchers at the University of Hamburg has made it possible to compare the results with a similar career context, but a different data set. Taking advantage of the socio-economic panel (SOEP), this comparison prevents us from relying on single-country artefacts. Results show a more nuanced picture than the one prevalent in contemporary careers research (N=1517). On the one hand, the number of job transitions within the first ten career years in Austria does indeed increase (in contrast to Germany), with income gains after the job transitions remaining stable (in both countries). Owing to the fact that the career year influences income gains more strongly than job transitions, more recent cohorts do not show a significantly higher income. In addition to the increase in job transitions, there has been a decrease in the stability of work content and work relations, as well as a reduced predictability of careers. These factors seem to verify the new careers paradigm. On the other hand, the decreasing number of perceived job alternatives in general, as well as an increased aspiration towards the company world career field articulated by the most recent cohort hint towards some caution with the universality of boundarylessness - at least at the psychological level.In order to understand the effects of job transitions, 42 people were interviewed regarding the interplay of context and agency in different career fields. Results indicate that the context and hence the boundaries arising between the source field and the goal field of a transition are important facets of a transition. These boundaries may make a capital portfolio seem favourable or not.