ABSTRACT

Theory used in careers research is more diverse than ever. The range of theories reflects the diversity of scholars who recognize the importance of careers to many questions from across the field of management. Hughes (1937) observed 80 years ago that careers connect individuals and larger social structures. Individuals make career choices in institutional environments that enable, constrain, and give the choices meaning. At the same time, these choices reproduce and reinforce institutions (Barley, 1989; Jones and Dunn, 2007; Hughes, 1937). Management scholars have long recognized the unique potential of careers research as a hub to illuminate processes and outcomes at multiple levels of analysis (Gunz, 1989), and have called for fulfillment of the promise of careers research to become a predominant element of studies of organizations and work (Arthur et al., 1989a; Jones and Dunn, 2007; Van Maanen, 1977). Because careers link individuals to organizations, occupations, institutions, and society in general, they speak to both micro and macro concerns. Accordingly, careers research appears across virtually all of the sub-fields of management, from organizational behavior to strategy, as well as in the sub-field that specializes in careers studies.