Organizational interventions influencing employee career development preferred by different career success orientations

This study explores what Korean employees prefer as organizational interventions that influence their career development, according to their personal interpretation of career success. A quantitative sample survey was designed from a Korean wireless communications company using a survey instrument. The findings of this study contributed to the validation of theoretical discussions on the association of individuals and organizational career development interventions, implying that organizations need to design their career mobility systems or performance incentive systems in accordance with employees’ career orientations.     

Hospital career management systems and their effects on the psychological state and career attitudes of nurses

The purpose of this study is to examine the effects of organizational career management efforts on the emotional states and to investigate how such emotional states shape the employees’ career attitudes. By investigating the responses from 280 nurses, we tested our research model through the structural equation modeling-based analysis. The results confirmed the effects of job rotation and assessment among the elements of the career management system on emotional states. The effects of emotional states on career attitudes—career commitment, career withdrawal, and turnover intention—were also revealed from data analysis.     

试析大学生就业与职业指导关系

阐述大学生就业越来越受到国家和社会关注的问题,大学生就业需要有科学而有效的职业指导体系来促使大学生做出职业选择;职业指导与大学生就业是息息相关的,相互促进,职业指导为大学生就业提供前期支持,而大学生丰富了职业指导的内容.     

Possible selves and identity in relation to career development: evidence from Chilean male middle‐aged managers' career narratives

Social and economic conditions, as well as the dynamism of the Chilean labour market, place new demands on middle‐aged workers who have to explore both internal and external opportunities to develop successful careers. We assumed that possible self and identity in future states are core organizing aspects in this process. Identities, being core components of the self‐concept, comprise self‐representations that are contextually based and rooted in a social structure. Given the fact that there is a serious lack of empirical research in this domain, this study was aimed to help close an important gap in the literature. More specifically, it was intended to better understand the role played by possible selves and identity – that is, knowledge about what the self might eventually achieve or become – in career development. Based on an in‐depth qualitative study among 25 male middle‐aged Chilean managers, we found that the possible selves reported: (1) are evolving processes that vary in terms of content, stability and elaboration; (2) are related to career variety; (3) help in both career transitions and the adjustment process in novel situations; and (4) act as an incentive in career development. It is important to stress that in cases of challenging work contexts, employees are urged to create and recreate new selves and identities at work in order to increase their adaptability to ever‐increasing working life demands and enhance their employability.     

Individual career planning: Managerial help for subordinates

Personal career expectations have risen, and more individuals are showing initiative and demanding career opportunities. Turnover is increasing, and white-collar unions have been suggested. The author suggests that managers provide adequate support and guidance for individual career planning through human resource planning and development. Career planning begins with choices concerning occupation and organization, the job assignment, performance and development, and, ultimately, retirement. Management supports these choices through the way it attracts, recruits, and orients new talent; matches individual interests and talents with opportunities; helps individuals perform effectively and develop their capabilities; and helps individuals prepare for a satisfying, secure retirement. The author offers several guidelines for influencing career behavior, the core of the human resource management process.     

Entrepreneurial intention and career choices: the role of volition

Developing entrepreneurship among students and helping them to build their career plans and improving their employability is the core of public policy in many countries in Europe (Branchet et al. in J Small Bus Enterp Dev 18(2):384–402, 2011). Following some empirical researches (Boissin et al. in J Small Bus Entrep 22(2):101–122, 2009), we know some predictive factors for the emergence of an entrepreneurial project. But another question remains largely unexplored: What are the psychological mechanisms that may interplay in entrepreneurial intention and career choices? Our research aims to demonstrate that entrepreneurship is an objective which relies entirely on willingness, and, therefore, is much more dependent on interpersonal features than on economic and environmental constraints. In particular, we wish to highlight the personal dynamics in shaping, maturing, and implementing a choice of entrepreneurial career in order to extract volitional characteristics of this career choice. The hypotheses are tested using data from interviews conducted with French students in business schools, engineering schools, and universities. Our dynamic approach to study the psychosocial processes involved in the definition of an entrepreneurial career helps to understand the interest of young people in the entrepreneurial process. This research has demonstrated that volition has a key role in binding an individual commitment to an ambitious career objective.     

Heterogeneous ability,career choice and firm size

Entrepreneurial ability is the ability to innovate new products. Managerial ability is the ability to maintain the profitability of current operations. By assuming heterogeneous abilities of acquiring and maintaining an endogenous number of production processes, the model of this paper predicts a distribution of firm sizes, a diversity in the composition of R&D and chosen career. Firms conduct product improvement if and only if managerial ability is high relative to entrepreneurial ability. Individuals choose careers as either innovative entrepreneurs, managerial entrepreneurs or salaried employees depending on their abilities. An individual's entrepreneurial ability may not be high enough to choose a career as an innovative entrepreneur, but if managerial ability is sufficiently high, then a career as a managerial entrepreneur is optimal. Managerial ability has an effect on expected firm size if and only if the individual is a managerial entrepreneur.This material is based upon work supported by the Research Committee of the Rutgers Graduate School of Management. I wish to thank two anonymous referees for helpful suggestions.     

The predictors of subjective career success: an empirical study of employee development in a Korean financial company

Subjective career success has recently been discussed widely in the academic field of career development. The purpose of this study was to investigate the predictors of subjective career success. It examined the effects of the calling work orientation, the individual's career‐enhancing strategy and the organizational learning climate on the subjective career success of 253 employees in a company in the Korean financial sector. The results identified three significant predictors of subjective career success: creating opportunity, calling work orientation and continuous learning. Among the significant predictors, creating opportunity – part of the individual's career‐enhancing strategy – proved to be the best predictor of subjective career success. Conclusions were drawn and implications and limitations discussed.     

Capitalising on learning: an exploration of the MBA as a vehicle for developing career competencies

This article reports the findings of a study of Canadian MBA graduates that explores the skills, knowledge and capabilities which they gained from the programme within the context of a career‐competency framework. It concludes that the development of knowing‐why career competencies (relating to career values, meanings and motivations) were the most important outcome of the course for the graduates. Knowing‐how career competencies (relating to skills and job‐related knowledge) were also valued highly. Increased self‐confidence was a valuable form of career capital for the graduates, although the antecedents and consequences of this appear to be somewhat different for men and women.     

The appeal of retailing as a career 20 years on

With the transformation and profesionalisation of British retailing it was expected that a career in retailing would be more appealing than previously. However, the results of a questionnaire survey of 369 undergraduate management students found that, on average, students remain neutral about pursuing a career in retailing. The top five attributes associated with a career in retailing were ‘consumer oriented’, ‘people oriented’, ‘poor salary’, ‘limited advancement’ and ‘poor working hours’. Little has been done to dispel the ‘retailing myth’ as recommended by Swinyard et al. (J. Retailing 67(4) (1991) 451), and retailers and academics need to work independently and together to enhance the perception of retailing as a career option to undergraduates.     

Individual career initiatives and their influence upon professional expertise development throughout the career

The present study describes the relationship between three individual predictor variables and the degree of professional expertise of higher level employees in three different career stages. Professional expertise is operationalised by means of five dimensions, i.e. knowledge, meta‐cognitive knowledge, skills, social recognition and growth and flexibility. The factors in question are: the degree of participation in social networks, the degree of participation in training and development programmes and the degree of initiatives that are taken by the individual employee to further career growth. Hypotheses have been tested with original survey data from 420 higher level employees and 224 direct supervisors. The results indicate that the focus of attention is, in general, restricted to the employee’s present contribution and to the familiar job domain. Activities aimed at enlarging the outlook are virtually non‐existent. That is to say, management is preoccupied with instrumental leadership, i.e. aimed at the here‐and‐now and less future‐oriented, instead of appropriate people management.     

Political career concerns and bank lending in China

This study examines how politician's career concerns affect the bank loans using a sample of bank branches at the county-level in China. We use politician tenure to measure an important dimension of the politician incentives to intervene in the local economy, which is determined by their career concerns about perceived promotion probability. We find that there is a curvilinear relationship between politician tenure and bank loans (i.e., reversed U-shape). We also construct a promotion pressure index and document a positive relationship between this promotion index and bank loans. These results are more significant for banks located in counties with underdeveloped institutions or weak government capacity, and those with political ties. These results support the view that politicians have strong incentives to utilize local banks to promote local economic growth if it is also consistent with their private goals, especially in the environment with significant government ownership in banking systems.     

试论学校开展职业指导的差异性发展

自1989年我国开展职业指导活动以来,职业指导工作在学生的就业活动中发挥着日益重要的作用.但是,目前我国的职业指导工作仍然存在着一定的问题,比如,对就业指导的差异性不够重视.本文将从学生职业指导差异性发展角度,来分析我国职业指导中存在的问题,并尝试着找出解决办法,理顺就业指导的具体途径.     

A comparative study of career practices for management staff in Britain and India

This paper examines the developments in the field of career management in a cross-national comparative context. It investigates a wide range of career practices via two large-scale surveys in 108 Indian and 194 British organisations. The influence of a number of organisational characteristics on career practices is analysed. The study has identified a number of similarities as well as differences in the career management systems of firms operating in both India and Britain. Theoretical and managerial implications for the fields of careers and international HRM are discussed.     

CEO career concerns and investment efficiency: Evidence from China

This paper investigates the impact of CEO career concerns on a firm's investment efficiency for publicly listed Chinese companies from 2002 to 2009. We use CEO age and appointment of new CEO as proxies for CEO career concerns. For the whole sample, we demonstrate that younger CEOs and newly appointed CEOs are prone to invest less and more efficiently. We divide our sample into state-owned enterprises and non-state-owned enterprises, depending on their ultimate ownership. The age effect seems stronger in state-owned enterprises and the new appointment effect seems stronger in non-state-owned enterprises. Our results indicate that CEOs have long-term career concerns that can improve a firm's investment efficiency even in a transitional economy such as China.     

Travel agency employees' career commitment and turnover intention during the recent global economic crisis

One hundred and eighty-four travel agency employees in South Korea participated in this study to examine (1) the effect of career commitment (CC) on employee turnover and (2) the moderating effect of job insecurity on the relationship between CC and turnover intention. This study was conducted during the recent global economic crisis and found that the participants of this study had a tendency to stay in their organization even though they felt insecure at work while having high CC. Managerial implications on career development and commitment of travel agency employees were discussed on the basis of the results of this study.     

A look back at a luck-filled career

Business Economics - A successful career as a business economist first depends upon knowing your subject. Content, more than show, matters. Nonetheless, the ability to communicate that knowledge is...     

How career plateau beliefs and leader interpersonal unfairness harm job performance in dysfunctional organizational settings

Building on social exchange theory and attribution theory, this study unpacks the relationship between employees' perceptions of organizational politics and job performance, considering the mediating effect of career plateau beliefs and the moderating effect of leader interpersonal unfairness. The findings provide empirical support for the theoretical predictions. An important reason for which perceptions of dysfunctional organizational politics reduce job performance is that employees develop beliefs that opportunities for their career development are limited. This mediating role of career plateau beliefs is particularly salient to the extent that employees are exposed to organizational leaders who treat them with disrespect. Organizations can mitigate the risk that highly politicized decision-making processes lead to negative performance outcomes by stimulating fair interpersonal relationships.     

职业学校学生个性化职业指导探讨

现在每年毕业的高校生越来越多,其中包括职业学生和本科学生.无论是职业学校学生还是本科院校的学生,都在面临着就业难的问题.尤其是职业学校,在就业指导方面,工作开展的效果不够理想.现在提倡的是个性化就业指导,既要做到就业指导从学生的实际出发,也要根据学生的特点和兴趣爱好以及职业分析来确定职业指导的方向.这样不仅有利于学生更好的了解自己,还能做好学生的职业规划和对将来的更好认知.本文在阐述个性化指导对学生起到的作用以及职业学校个性化指导所存在的问题的基础上,提出了对学生进行个性化指导的一些建议.     

The personal quest for building global competence: A taxonomy of self-initiating career path strategies for gaining business experience abroad

Work experience abroad can be valuable for developing global competencies that promote organizational effectiveness and individual career success. However, the literature has taken a mostly organizational perspective, with little attention about what individuals can self-initiate to advance their international career and competencies development. Especially lacking is research on preparatory activities and career strategies that individuals may select leading to significant foreign work experience. Based on interviews with 48 American expatriates in five major cities in East Asia, this study presents a illuminating taxonomy of “pre-international” self-initiating career path strategies and activities for gaining valuable international business experience for building global competencies.