Abstract:

Let’s face it! We cannot escape the impending ubiquity of disruptive technologies such as Artificial Intelligence (AI) in the workplace. Organisations should not be faulted for treating this transformational innovation as an opportunity to cut costs, improve operational efficiency, and maximise profits. But AI is no magic bullet in the sense that it will eradicate the role of humans while empowering firms with dynamic capabilities. We are essentially moving into the space of hybrid work where humans and technology are anticipated to function in symphony. So, what does this hold for career anchors from the perspective of organisational psychology? Do these anchors, rooted in the implementation of the self-concept, remain stable in a vigorously evolving future of work? Or are we moving into a state of dynamic equilibrium where career anchors can accommodate small shifts to achieve attributes of success in an era of continuous learning? This scholarly work is an attempt to address such questions where it delves into the development of career anchors in the Indian cultural context through life scripts. Subsequently, it proposes a self-concept-based process model of career growth keeping in mind the specifics of the Indian reality and the altered dynamics of the upcoming hybrid workplace.

Please choose your submission type: Full Paper

Primary Track: Organisational Psychology

Keywords: Employee Attitudes and Motivations   ;Training and Career Development    ;Employee Response to Organisational Change    ;Positive Organisational Psychology   

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Dr. Rohit Dwivedi