HOW SOCIALIZATION EXPERIENCES, CAREER TACTICS AND PERSONALITY INFLUENCE POST-ORGANIZATIONAL CAREER-ASPIRATIONS OF BUSINESS SCHOOL GRADUATES
 
Steyrer, J., Strunk, G., Mattl, C. and Mayrhofer, W., Vienna University, Austria
 
The way careers are seen has changed in the past decade. Some of the hallmarks of this so called "boundaryless careers" include: portable skills, knowledge, and abilities across multiple firms, multiple networks and peer learning relationships and individual responsibility for career management. We outline this changing nature of careers as "post- organizational" and try to answer three empirical questions: 1. Which career aspirations of business administration university graduates can be observed? 2. Do graduates show preferences toward career fields that are typical for post-organizational contexts at all? 3. What are the relationships between career-aspirations, socialization experiences, career tactics and personality factors? The sample consists of 331 persons from an Austrian business administration university. We developed a "Career Aspiration Scale" that differentiates between "Company World-", "Self- employment-", "Free-floating Professionalism-" and "Chronic-flexibility- aspiration". A "Career Tactics" questionnaire was developed to measure purposeful behavior within the career context (e. g. "Networking"). Scales from the "NEO-FFI", the "Self-Monitoring-Questionnaire" and the "BOCHUMER Inventory of Job-Related Personality Description" (BIP) were used to measure personal predispositions. Furthermore data about the social origin of the graduates were entered into the analyses. Our findings show a polarization between two groups of individuals having a preference for "traditional career patterns" and "post-organizational career patterns". The more graduates prefer the traditional career field 'Company World', the less they show flexibility, self-monitoring, openness for social contacts, networking behavior, self promotion and self-assertion, leadership motivation, achievement motivation, emotional stability and the higher they score on conscientiousness (order shows decreasing strength of relationship). For individuals preferring a post-organizational career pattern, inverse relationships apply.