技术人员的职业倾向与职业生涯发展

本文结合施恩的职业锚理论对技术人员的职业倾向展开分析,并针对技术人员职业倾向多样化的特点,为其设计了差异化的职业发展路径,同时从组织的角度提出了技术人员职业成功发展的几点建议。     

青年公务员职业倾向影响实证研究

本文以取自15个省(市、区)403位青年公务员为样本,对其职业倾向及对工作满意度、职业满意度、工作投入和创新行为影响进行实证分析。研究发现:青年公务员的职业倾向呈现多元化,但因其个体人口特征的不同而不同。同时,青年公务员的不同职业倾向对工作满意度和职业满意度、工作投入和创新行为产生不同影响作用。     

基于上海某高校工商管理学院为例的大学生职业倾向调查研究

本文以上海某商科类高校工商管理学院各年级学生为样本,运用HRO管理咨询公司编制的激励因素问卷（MQ2.0）和霍兰德职业兴趣量表进行问卷调查,并运用社会科学统计软件SPSS16.0对数据进行统计分析,研究了大学生的职业兴趣和职业发展动机,并通过对大学生职业兴趣、职业发展动机在不同性别、专业、年级的横向比较,考察了职业倾向在不同性别、专业和年级中的分布特征。     

大学生职业认同感的培养

走适合其职业倾向的道路,才能促进其职业更加成功地发展。高等学校应加强培训,改进管理制度,从多个方面提高学生的职业素质和职业认同感,从而促进学生高质量就业,提高工作效率。     

双重职业通道：企业专业技术人员激励的有效途径

企业传统的单一的管理职业通道在很大程度上阻碍了专业技术人员的向上发展。建立双重职业通道，为专业技术人员打开职业发展的上行通道，对于企业保持核心竞争力、员工提升个人专业技能都具有特别重要的意义。基于此，本文详细论述了专业技术人员双重职业通道的具体设计步骤，包括等级数量、名称的确定，等级能力标准的设置。管理等级与能力等级的匹配，以帮助企业做好专业技术人员双重职业通道的设计工作。     

职业归因风格与职业成功——职业自我效能的部分中介作用

文章探讨了职业归因风格与职业成功之间的关系及其作用机制。结果表明,对积极事件乐观的归因风格与职业成功显著正相关,职业自我效能部分充当了两者之间的中介变量。个体可通过归因训练,培养乐观的职业归因风格,进而提升职业成功感。     

黑暗三人格对职业成功的双重影响

不难发现这样一类人:他们充分展现了黑暗三人格（自恋、马基雅维利主义、精神病态）的典型特征,狂妄自大、善于操纵、冷漠无情,却能够在职场上春风得意。关于黑暗三人格与职业成功这一主题,现有综述仅关注单个黑暗人格（马基雅维利主义）对职业成功的影响,没有全面系统地梳理黑暗三人格对职业成功的影响机制。本文通过系统回顾和梳理相关研究,归纳出三个黑暗人格对主客观职业成功的双重影响（促进亦或阻碍）机制,并分析三者在影响职业成功的机制方面的异同。最后,建议未来研究关注黑暗三人格之外的负面人格,探究领导和下属之间黑暗人格的匹配程度及其对下属的影响,以及探究人工智能的应用与黑暗三人格个体在工作场景中的相互作用。     

数字鸿沟、社会资本与职业成功

数字化时代，数字鸿沟成为阻碍员工实现职业成功的重要因素。基于中国家庭追踪调查（CFPS）2020年数据，运用普通最小二乘法（OLS）实证数字鸿沟对员工职业成功的影响，并检验社会资本的中介效应。研究发现，数字鸿沟会阻碍员工的职业成功，在内生性检验和稳健性检验后，结论仍然成立。中介效应检验结果显示，数字鸿沟抑制了员工社会资本的获得，进而阻碍员工实现职业成功。异质性分析发现，在东、中、西部三大地区，数字鸿沟对工作满意度的抑制作用均显著。与西部地区相比，数字鸿沟对中、东部地区工作收入的抑制作用显著。数字鸿沟对城镇个体工作满意度的影响大于乡村，对工作收入的影响小于乡村。基于此，降低数字鸿沟带来的社会不平等需要完善和优化互联网基础措施，提供数字化时代平等发展的机会，鼓励公民主动学习。     

美国的职业分类

美国的职业分类(Occupational Classification)是由美国劳工统计局(Bureau of Labor Statistics)负责编制和公布的。每过若干年，美国劳工统计局就要组织有关经济学家，对社会现有职业进行整理和分类，并对各种职业及其岗位进行字描述。公众运用劳工统计局发布的职业分类系统手册(Occupational Classification System Manual OCSM)，可以了解不同职业及其相应各个岗位的职业性质、基本任务和要求。     

职业成功标准的实证研究与理论探讨

职业成功的研究在西方学术界已有70多年的历史。西方学者一般从心理学的角度将职业成功分为客观成功和主观成功两部分,用实证研究的方法研究客观职业成功和主观职业成功的标准、测量及影响因素。本文作者强调职业成功标准体现的是一个人的职业价值观,应将职业成功标准的研究纳入价值观的研究领域,从理论上揭示职业成功标准时代性、多元性和社会比较性的本质特征。     

Cultural values and definitions of career success

This paper examines how national culture relates to the ways that individuals define career success. Data are drawn from interviews with 269 professional services employees in 15 countries. Interviews are content coded and linked with country‐level Global Leadership and Organizational Behavior Effectiveness measures of cultural values. We test our hypotheses using a multilevel multinomial logit model. The results demonstrate that the ways in which employees define career success vary across countries, due in part to differences in cultural values after controlling for gender, occupation, job level, and national economic development. We find that employees from countries high in future orientation, uncertainty avoidance, and performance orientation are more likely to define career success in terms of interpersonal outcomes, and those from countries high in collectivism (institutional and in‐group), humane orientation, and gender egalitarianism are more likely to prefer intrapersonal outcomes. We find that employees from countries that are high in assertiveness, uncertainty avoidance, and performance orientation are more likely to define career success in terms of achievement‐oriented outcomes. Finally, we find that employees from countries high in power distance report career success definitions in terms of safety and security outcomes. We discuss the implications of these findings for theories of cultural differences in careers across countries.     

Exploring fundraising executives' careers in arts and culture: The role of tenure and career switching

Fundraisers play a crucial role in helping arts and culture organizations obtain the financial resources they need to carry out their missions and support their causes. However, research on fundraisers' careers is still in its infancy. As the profession gains importance, understanding the main motivating factors of fundraisers' career paths is key. This study investigates the effects of three variables that emerged as relevant motivations for fundraiser careers, that is, education, career promotion and sector experience, on fundraising executives' tenure and career switching. In addition, this research identifies profiles of fundraising executives in the arts and culture organizations in the United States. Moreover, this study explores the role of non-profit orientation as a moderator of the relationship between career switching and tenure, and parallel titles as a moderator of the relationship between sector experience and tenure. Managerial implications are outlined.     

Career coordination strategies among dual career expatriate couples

The combination of two trends common in working life – international work and a dual career situation – is challenging for both genders. In order to cope with the situation, international dual career couples have to be able to coordinate their careers. The purpose of this article is to identify how dual career expatriates view their career coordination strategies with their partners, and how these views differ between the genders. Semi-structured interviews were carried out among 39 expatriates on assignment who had a partner working, at least before the assignment. Our findings identify three career coordination strategies applied by dual career couples, and confirm gender plays an essential role in the formation of those strategies. Male expatriates predominated among the group adopting a hierarchical strategy and female expatriates predominated among the group adopting an egalitarian and a loose coordination strategy. Strategies also seemed prone to change over time. Companies should pay attention to both the career development of the partner and the relationship coping skills of the couple to maximize the chances of dual career expatriate assignments being successful.     

The experience of burnout and work/non-work success in male and female engineers: A matched-pairs comparison

This paper explores the experience of burnout and success in the professional and private lives of people in technical careers. Participants in the study were 51 male and 51 female engineers, who were matched as pairs on a variety of personal and job-related variables. An analysis of the data shows that the sampling design worked: the two groups are very similar in their organizational positions, share a similar outlook on their jobs, and have similar orientations towards their careers and lives. However, gender differences were revealed in the interrelationship between work and private life and its effect on measures of well-being such as feelings of burnout, satisfaction, enjoyment, and perceived success. Results indicate that male engineers are better able to integrate work success with private life than their female counterparts. For men, work and non-work success are compatible, while for women they seem to conflict. The results are discussed in the light of a theoretical proposition to view burnout in a person/environment-fit framework. Implications are drawn for career consultants and human resource managers in organizations that rely on technical expertise.     

The Way to the Top: Career Patterns of Fortune 100 CEOS

How have the CEOs of Fortune 100 companies worked their way to the top position? Are there several paths to the top, or have most present‐day CEOs moved up the ranks in a similar fashion? We examine the employment trajectories of all of the current Fortune 100 CEOs across their entire working careers to answer these questions. The analysis developed in this article is carried out in two steps. We first use sequence analysis to find the patterns that are characteristic of the career paths of these CEOs . We then apply clustering techniques to identify distinct groups of career paths that have led individuals to the uppermost management level. Our results show that the careers of the Fortune 100 CEOs have largely followed traditional career paths that are symbolized by steady progression toward more responsibility, little mobility between firms and industries, and a strong focus on general management functions. © 2015 Wiley Periodicals, Inc.     

知识型员工职业发展探析

文章首先对知识型员工在职业生涯各个阶段的特点进行了分析,然后对现在管理理论的一些新发展进行了分析和综述,接着阐述目前企业知识型员工职业发展管理中存在的主要问题和原因,并提出相应的改良措施,以科学引导知识型员工职业发展方向。     

大学生职业生涯教育模式探析

大学生在校期间要确立正确的职业理想和明确的职业目标,要进行系统地自我分析和职业分析,根据自己的兴趣、特长来进行职业生涯设计。要加强职业需要的实践能力的锻炼,根据职业和社会发展的具体要求,将已有的知识科学地重组,构建合理的知识结构,为将来的职业发展打下良好的基础。     

Career Management in High‐Performing Organizations: A Set‐Theoretic Approach

The aim of this study is to investigate the elements of organizational career management (OCM) that can lead to strong organizational performance. The growing unpredictability of careers requires a different organizational approach of careers. Yet, new career models all focus on the individual as the central actor, leaving the role of the organization rather underdeveloped. Based on a combined perspective integrating insights from the literature on careers, high performance work systems, and idiosyncratic deals (I‐deals), we address four dimensions of OCM: supportive and developmental practices, development I‐deals, individual responsibility, and consensus. We study their relationships with company performance, thereby including the firm's human capital composition. Surveys were administered to the HR directors of 293 organizations. We apply a relatively new method, fsQCA (fuzzy‐set qualitative comparative analysis), and complement this with more conventional structural equation modeling (SEM). The SEM analyses suggest that only supportive and developmental practices are positively associated with high performance. However, based on the fsQCA, three configurations are identified in which OCM is associated with high performance. The most prevalent configuration combined supportive and developmental practices with I‐deals and individual responsibility for career management. We conclude with a discussion of the implications of our findings, and address the utility of adopting a configurational approach in career research. © 2016 Wiley Periodicals, Inc.     

Career self-management behaviour of Western self-initiated expatriates in local organizations in China

The available literature on self-initiated expatriates (SIEs) is generally based on the assumption that SIEs are protean in character and manage their careers independently. The current qualitative empirical study offers an alternative to this assumption, using 23 interviews with Western SIEs employed by local organizations in China to examine how and why SIEs target obtaining a labour market fit through career self-management behaviour, particularly in culturally distant career contexts. The assessment of the career self-management behaviour of Western SIEs was undertaken using King's framework (2004). Three approaches to self-management behaviour were identified based on the motivation and outcome expectations of SIEs: labour market entry, employability maintenance and career advancement. The research illustrates the flexible and dynamic nature of career self-management behaviour and reflects individuals' revised career expectations and the employment context of the host country. The findings contribute to the extant theory on SIEs by illustrating emerging means of realizing international careers in cross-cultural career contexts, and the significance of third-party initiatives supporting expatriation facilitated by the Internet and social media.     

Career Management Strategies of People With Disabilities

People with disabilities (PWD) tend to experience less career success than their counterparts without a disability, and their talent and skill remain underutilized. Disability literature also outlines various barriers to careers of PWD. Yet there are those who successfully manage their careers. Our aim in the present interview‐based study was to understand which strategies PWD engage in to manage their careers proactively. Findings indicate that strategies include maintaining a positive mind‐set; trouncing competence stereotypes by sensitizing people to their ability through learning and applying new skills, and by seeking feedback; engaging in disability advocacy to remove performance myths; and building, leveraging, and contributing to disability networks. We noted gender and tenure differences with regard to strategies employed. Findings imply that career objectives of PWD are not those traditionally expected or lauded by organizations, and motivations for career self‐management are unique to PWD as compared to those without a disability. © 2014 Wiley Periodicals, Inc.