13 03 / 24 PERSONALquarterly SUMMARY Research question: Decisions to involve individuals in succession planning are often based on expectations derived from past group averages due to uncertain availability and fit at the time of succession. As women‘s careers are perceived as more uncertain, less is invested in their development – regardless of their actual trajectories and despite state-subsidized childcare and parental leave. Adaptive succession planning is a method that can create specific expectations, reduce uncertainty and promote women‘s career development. Methodology: Narrative literature analysis Practical implications: Adaptive succession planning creates specific expectations, reduces uncertainty and promotes women‘s career development. LITERATURVERZEICHNIS Atwood, C. G. (2020): Succession planning basics (Second edition). ATD training basics series. ATD Press. Baumle, A. K./Fossett, M. (2005): Statistical discrimination in employment. American Behavioral Scientist, 48(9), 1250–1274. https://doi.org/10.1177/0002764205274818 Bertrand, M./Duflo, E. (2017): Field experiments on discrimination. In: A. V. Banerjee & E. Duflo (Hrsg.): Handbooks in economics. Handbook of economic field experiments (S. 309–393). North-Holland an imprint of Elsevier. Kato, S./Ahern, J. (2008): ‚Learning by doing’: adaptive planning as a strategy to address uncertainty in planning. Journal of Environmental Planning and Management, 51(4), 543–559. https://doi.org/10.1080/09640560802117028 Kleven, H./Landais, C./Posch, J./Steinhauer, A./Zweimüller, J. (2021): Angebot an Ö ffentlicher Kinderbetreuung und Einkommenseinbussen bei Mutterschaft, Wirtschaft und Gesellschaft, 47(3), 309–328. Leopold, T./Skopek, J./Schulz, T. C. D. (2018): Gender convergence in housework time: A life course and cohort perspective. Sociological Science, 5, 281–303. https:// doi.org/10.15195/v5.a13 Nyberg, A. J./Schepker, D. J./Cragun, O. R./Wright, P. M. (2017): Succession planning: Talent management’s forgotten, but critical tool. In D. G. Collings, K. Mellahi & W. Cascio (Hrsg.), The Oxford Handbook of Talent Management (S. 318–342). Oxford University Press. Peterson Gloor, J. L./Okimoto, T. G./King, E. B. (2022): „Maybe baby?” The employment risk of potential parenthood. Journal of Applied Social Psychology, 52(8), 623–642. https://doi.org/10.1111/jasp.12799 Reichel, A./Lazarova, M./Apospori, E./Afiouni, F./Andresen, M./Bosak, J./Parry, E./Bagdadli, S./Briscoe, J. P./Gianecchini, M./Suzanne, P./Taniguchi, M. (2023): The disabling effects of enabling social policies on organisations’ human capital development practices for women. Human Resource Management Journal, 33(1), 129–147. https://doi.org/10.1111/1748-8583.12431 Tomaskovic-Devey, D./Skaggs, S. (1999): Degendered jobs? Organizational processes and gender segregated employment. Research in Social Stratification and Mobility, 17, 139–172. Vinkenburg, C. J./van Engen, M. L./Coffeng, J./Dikkers, J. S. E. (2012): Bias in employment decisions about mothers and fathers: The (dis)advantages of sharing care responsibilities. Journal of Social Issues, 68(4), 725–741. https://doi.org/10.1111/ j.1540-4560.2012.01773.x Waldfogel, J. (2001): International policies toward parental leave and child care. The Future of Children, 11(1), 98–111. https://doi.org/10.2307/1602812 UNIV-PROF. MAG. DR. ASTRID REICHEL Universitätsprofessorin und Leiterin der Facheinheit Human Resource Management Universität Salzburg E-Mail: astrid.reichel@plus.ac.at https://www.plus.ac.at/bwl/hrm/team-3/ reichel/ PROF. DR. MAIKE ANDRESEN Inhaberin des Lehrstuhls für BWL, insbes. Personalmanagement und Organisational Behaviour, Universität Bamberg E-Mail: maike.andresen@uni-bamberg.de https://www.uni-bamberg.de/bwl-personal/lehrstuhlteam-pm/prof-dr-maikeandresen/
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