Opting-out and opting-in: a review and agenda for future research

Lauren M. Zimmerman · Malissa Amy Clark

59 citations0/0 files storedCareer Development International

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Career Development and Diversity Work-Family Balance Challenges Gender Diversity and Inequality

Abstract

Purpose The purpose of this paper is to highlight an emerging and evolving area within women’s careers literature – women’s opting-out and opting-in experiences. Highlights from several career theories, extant research, and a framework for women’s opting-out and opting-in experiences are discussed as well as future research considerations for women’s career breaks. Design/methodology/approach The present study provides the first synthesis of the theoretical and empirical work on women’s opting-out and opting-in experiences, by providing a framework that integrates existing research with the kaleidoscope career model. Published works from 1986 until the present were considered from psychology, management, sociology, and economics literatures. Findings This paper provides information about how women’s experiences of opting-out and opting-in to the workforce have emerged and evolved over the past few decades. Theoretical foundations, quantitative and qualitative research findings, and considerations for future research are discussed. Practical implications This paper is a useful source of information regarding an emerging and evolving area of studying within the women’s career literature. The paper discusses considerations for scholars and practitioners regarding developing, supporting, and retaining female talent amidst women’s career break experiences. Originality/value This paper provides an integrative framework that provides theoretical and empirical perspectives on the changing nature of women’s career values and choices, which influences their experiences of opting-out and opting-in to the workforce. Given both the changing demographics of the current workforce (e.g. increased women’s participation in the workforce) and women’s career values, research on women’s career breaks is warranted.

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References

2007Getting a Job: Is There a Motherhood Penalty?2004Employability: A psycho-social construct, its dimensions, and applications 2001Family-Supportive Work Environments: The Role of Organizational Perceptions 2002Careers in and out of Organizations 2011Framed by Gender 1998The Boundaryless Career: A New Employment Principle for a New Organizational Era 2005The interplay of boundaryless and protean careers: Combinations and implications 2005The evolution of the boundaryless career concept: Examining physical and psychological mobility

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