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The purpose of this paper is to compare the importance currently placed on meaningful work (MFW), and determine the frequency by which it is experienced in blue-, pink-, and white-collar occupations.

Using the comprehensive meaningful work scale (Lips-Wiersma and Wright, 2012) with 1,683 workers across two studies, ANOVAs were conducted to examine differences in dimensions of MFW.

While unity with others and developing the inner self were regarded as equally important for white-, blue-, and pink-collar workers, the authors data suggest that white-collar workers placed more importance on expressing full potential and serving others than blue-collar workers. The frequency of experiencing MFW differed across the three groups with white-collar workers experiencing higher levels of unity with others, expressing full potential, and serving others; however no mean differences were found for developing the inner self.

This study is the first to empirically investigate an oft-discussed but previously untested question: does the experience of MFW differ across white-, blue-, and pink-collar jobs?

The purpose of the study was to specify the perceived outdated nature and lack of definitional clarity associated with the concept of work and further to outline that the nature of work has dramatically changed in the 21st century, while definitions of work referenced in research remain those that were dominant in the previous century. Lastly, the study aimed to propose an updated conceptualisation and definition of work to aid future research.

A scoping literature review was adopted as the methodology guiding the study. A scoping review is particularly suited to identifying the conceptual boundaries on a given multi-disciplinary topic and is used to map the key concepts underpinning a research area as well as to clarify working definitions.

Nine main themes underpinning the concept of work were extracted from the extant literature. These were assimilated with contemporary literature across multiple disciplines. Contexts of work as they relate to dimensions of work and workspace are developed and visualised. A proposed contemporary definition of work is presented.

The aim of the study was to address the problem with current and future research continuing to refer to traditional conceptualisations of work, while the nature of work has dramatically changed. The findings are preliminary and intended to stimulate further discourse towards a greater consensus of a definition. The implications of proposing an updated definition of work is that it is intended to better inform future research reflective of its multi-disciplinary and significantly changed nature.

The implications to practice are the main impetus of this study. The authors found that research associated with work was being confounded by traditional and outdated interpretations, excluding alternative forms of work or not recognising its multi-dimensionality. It is proposed by the paper that an updated conceptualisation of the nature of work in this era, as it is reflected across disciplines and practice, would positively contribute to the understanding, management and conceptualisation of work in practice.

A systematic literature review across disciplines of the definition of work will reveal the outdated nature and disparate interpretation of the concept of work. An inclusive, multi-disciplinary and contemporary definition of work has not been suggested. This scoping review was conducted to address this problem and gap in the literature. Further, this paper presents a multi-dimensional and spatial conceptualisation of work that is proposed to better inform future research and practice associated with work.

Many psychological, cultural, and social barriers exist that impact Black male participation in the workforce. In this chapter, authors discuss the impact that mentorship, racism, society, culture, economics, and other pertinent factors have on the career development of Black men. This chapter examines programs and strategies that effectively address the career development needs of Black men. A review of counseling interventions and their applicability to career counseling with Black men are presented. Emerging trends in career development for Black men are also discussed. In addition, provided in this chapter are personal narratives given by the authors who contextualize their career development experiences through culturally-specific career development theoretical frameworks. Lastly, implications for research, counseling, counselor education, and policy, as well as recommendations for professional development are offered.

The purpose of this research is to find out the influence of the roles of Research and Development (R&D) laboratories of Multinational Corporations (MNCs); and of employee‐related characteristics on future career preferences of knowledge professionals in these laboratories. Career preferences include managerial, technical, project‐based and entrepreneurial paths.

This study draws on a large scale study of 921 professionals employed in 70 R&D units of MNC subsidiaries operating in Greece. Four ordered probit regression models were run with employee career preferences forming the dependent variables.

Two R&D laboratory roles (Support Laboratory and Locally Independent Laboratory); and age and education of the employee stand out as predictors of career preferences of examined professionals.

Notwithstanding that this is a study that took place in a country with an advancing economy, it is seemingly the first that incorporates the roles of R&D laboratories as potential predictors of career paths. Moreover, the idiosyncrasies of the Greek national context are provided as possible explanations that justify why some hypotheses based on prior literature were not supported.

MNC knowledge professionals employed in R&D units are a special group of employees whose career paths may be different from those of other groups. Thus, MNC management should tailor‐make career preferences for them.

This research is one of the few empirical studies providing evidence on career paths of employees in MNC R&D units; and suggests possible predictors that have not been put forward hitherto.

Past research about workplace promotion has focussed on factors that shape employees’ perceptions for promotion. Yet, we still know little about how such undesirable factors as the fear of success (henceforth FoS) syndrome and perceived workplace discrimination affect perceived promotion and even less so how this relationship is mediated by self-efficacy and intrinsic motivation. The purpose of this paper is to propose a conceptual framework integrating these factors.

A structural equation modelling procedure was employed to empirically test the model using data collected from employees in wide-ranging Israeli industries (n=553).

The path model indicates that initially, FoS and perceived discrimination negatively affect perceived chances of promotion. When however, self-efficacy and intrinsic motivation mediate this relationship, subjects perceive their promotion chances positively.

Self-efficacy and intrinsic motivation may be employed to attenuate the potentially adverse effects of FoS and discrimination effects.

FoS and perceived workplace discrimination are common phenomena, yet the authors show that they may be mitigated by heightened self-efficacy and amplified intrinsic motivation that help in sustaining perceived workplace promotion.