Executive career success in search-firm-mediated moves across employers

This paper integrates the economic and sociological literatures on market intermediaries to examine the ways in which a labor market intermediary, executive search firms, alter career outcomes for executives who move across organizations. Analyses of the proprietary dataset of a large multinational executive search firm show that executives whose moves are mediated by the search firm are more likely to obtain a promotion or move to a larger and more reputable new employer than those who move without such mediation, but they are not more likely to move to a developmental assignment: one in a new function or in a new industry. The results suggest that the search firm constrains executives' options by matching their existing knowledge and skills with open positions.     

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.     

The impact of international experience on objective and subjective career success in early careers

There is an ongoing debate in the literature on the long-term impact of international work experience on future career success. In this longitudinal study based on university graduates, we compare expatriates (n = 159), repatriates (n = 395) and domestic employees (n = 2697) with regard to their objective and subjective career success during the first five years of their careers. Results from propensity score matching and ordinary least-squares regressions show that expatriates and repatriates have a higher objective career success in terms of monthly wages. We further find a higher subjective career success for expatriates and male repatriates.     

Exploring the moderating effect of gender in the relationship between individuals' aspirations and career success among engineers in Peru

Purpose: The aim of this paper is to analyse the relationship between career success and individual career aspirations for engineers, and to test whether this differs according to gender. The primary hypothesis in this research is that gender does make a significant difference.

Design/methodological/approach: The sample consists of 1011 engineers who graduated from a prestigious Peruvian college between 1998 and 2005. Female graduates constituted only 4% of the sample, which is similar to the national statistics for engineers in Peru during this period. The relationships were primarily tested using multiple regression and structural equation modelling analyses.

Findings: Findings show a positive relationship between individual career aspirations and career success for men, but not necessarily for women; this supports the hypothesis that gender moderates this relationship. Females seek more secure career orientation than their male counterparts. In addition, females have shown that their career success is more related to feminine themes such as achieving ‘work–family balance’. The findings are in line with previously published results in other countries in which female engineers have career orientations with a preference for a balance between work and family as well as work stability.

Research limitations/implications: The sample is limited to graduates from a single Peruvian college of engineering. Although the sample has similar demographic characteristic to a national population, a more heterogeneous sample is called for in a future research. Moreover, additional moderators should be incorporated, such as family background, residency (large urban cities vs. small villages) and perhaps other variables.

Practical implications: Results can help Human Resource Managers to design better career plans, which consider gender in defining policies for the attraction and retention of competent female engineers.     

Organizational career management practices and objective career success: A systematic review and framework

The theorization of the relationship between organizational investments in career development and individual success remains underdeveloped, and empirical tests of this relationship, which have been dispersed among several disciplinary areas, have produced inconsistent results. Addressing these issues, the purpose of this article is to propose a theoretical framework that illustrates why and how organizational career management practices translate into career success and under what circumstances the relationship is effective. Using a systematic review of empirical studies on career management practices and objective success, we identify three theoretical mechanisms - developmental, informational, and relational - and two groups of contingency factors that explain this relationship. Our framework advances the extant literature on organizational career management and provides suggestions to companies for designing effective career management systems.     

Career attitudes and success of managers: the impact of chance event,protean, and traditional careers

We propose a career model that focuses on the antecedents of career success for managers and professionals within organizations. The model includes constructs rarely represented in the literature, and is based on conservation of resources theory. Testing our model with a sample of 545 managers, we found significant effect of positive and negative social capital, perception of organizational politics, professional vitality, and protean career attitude on internal and external career success, mediated by organizational commitment and met expectations, and moderated by chance event effect. This original contribution includes incorporating new constructs and concentrates upon factors enabling support for successful careers.     

Employee overqualification and manager job insecurity: Implications for employee career outcomes

In this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career-related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed.     

The relationship of mentoring and network resources with career success in the Chinese organizational environment

The relationship of mentoring and network resources, the two components of social capital, with career success was investigated in a sample of 113 Chinese white-collar workers. The findings suggested that the prevalence of mentoring in the Chinese workplace is substantially higher than in the Anglo-Saxon workplace, and that Chinese employees do not distinguish their network ties or Guanxi into expressive and instrumental. These results were in line with the presumption that mentoring is an integral part of the Chinese culture and with the view that network ties or Guanxi in the Chinese society cannot exist in a purely instrumental form. In contrast to hypotheses, however, the findings suggest a limited relationship between social capital and career success. In particular, the amount of mentoring, participants reported they had received, was related to their intrinsic career success but not to their extrinsic career success; and the amount of network resources or Guanxi was related neither to extrinsic nor to intrinsic career success. These results were largely at odds with the accumulated knowledge on the benefits of social capital for career success. The findings are discussed with respect to the changing nature of the Chinese business and organizational environment, and their implications for human resource practices.     

Mentoring and expressive network resources: their relationship with career success and emotional exhaustion among Hellenes employees involved in emotion work

Although mentoring has been identified as an important career resource for protégés in the Anglo-Saxon cultural cluster, pertinent research in other cultures is still scarce. The relationship of mentoring and expressive network resources with protégés' career success and emotional exhaustion was investigated in a sample of 104 Hellenes (Greek) bank employees performing frontline service jobs. The number of mentors that respondents reported they have had was related to their extrinsic career success. However, currently having a mentor was not related to intrinsic career success and was marginally related to emotional exhaustion. In contrast, the amount of expressive network resources was strongly related to both intrinsic career success and emotional exhaustion. The results are discussed with respect to extant research, the national cultural context of the study and the cross-cultural transferability of human resource systems. The general tentative conclusion is that relationships with mentors and expressive network resources appear to be important resources for employees across cultures, but the relative potency of their benefits is influenced by the national cultural characteristics.     

Claiming the corner office: Female CEO careers and implications for leadership development

Drawing on evidence from a unique data set of in‐depth qualitative interviews with 12 female CEOs (and 139 male CEOs) of global corporations, we explore what enables some women to become CEOs. By drawing on our data from male and female CEOs, we set the scene by comparing the advice they would give to young women as they start their careers. We then focus the rest of our article on the experiences and career trajectory of the 12 female CEOs. We make three theoretical contributions: We identify, at the individual level, how women can take active ownership of their careers as part of a self‐acceptance process; how they can embrace gynandrous leadership as part of a self‐development process where both feminine and masculine leadership behaviors are embraced, with the feminine being dominant to help move beyond gender stereotypes, and finally, how they translate leadership—rather than combine—gender‐based behaviors as part of a self‐management process to develop their unique leadership style. For each of these theoretical contributions at the individual level, we also provide two practical recommendations for HR practice and policy, one relating to the intraorganizational context and the second having institutional‐level implications. We conclude by discussing implications for future research.     

Personality and salary at early career: the mediating effect of emotional intelligence

Abstract

This paper examines the role of emotional intelligence (EI) as a mediator in the relationship between salary at early career and personality. The longitudinal data was collected from a selected sample of 130 university graduates, who were in the early stages of their professional careers. The results of a path analysis indicated that salary was indirectly predicted by personality traits, as measured by the Big Five model. Salary was predicted by neuroticism (both positively and negatively), extraversion (positively), and openness (positively) via the EI dimensions following the causal chain: perception, understanding and emotional regulation. Our findings have suggested the advantages of using EI measures as a complement to more dispositional measures, such as ability or personality measures, for personnel selection and people development in organizations and have provided real practice with clear suggestions for improving HRM.     

Racial harassment and job satisfaction in South Africa: the moderating effects of career orientations and managerial rank

Employee job satisfaction is a strong predictor of pivotal individual and organizational outcomes, e.g. commitment, productivity, retention. This study examines the mediating role of workplace racial harassment in the association of employee racioethnicity and job satisfaction in the South African context. Furthermore, this study investigates the moderating effects of career-related variables, i.e. career orientations and managerial rank. Results of a survey of 154 employees in South Africa indicate that black South Africans experience more workplace racial harassment than white employees and thus show lower job satisfaction. Moreover, the detrimental effects of workplace racial harassment on job satisfaction are more pronounced among highly career-oriented individuals and/or among employees with no or low managerial rank. The implications of these findings for theory and practice are discussed.     

Capital gains: expatriate adjustment and the psychological contract in international careers

This paper argues that the notion of adjustment to careers involving international assignments needs to be developed further than the current literature reflects. An expatriate assignment is an expatriate's opportunity to build career capital and a company's opportunity to generate social and intellectual capital. The extent of the capital gains will depend considerably on the expatriate's adjustment during and after the assignment, which is influenced by the psychological contract. We argue that our understanding of the career impact of expatriation will be enhanced by a more refined picture of the adjustment that expatriates experience during the assignment and during repatriation. In particular, we examine adjustment as process rather than as event. We propose a broad conception of expatriate adjustment and its link to careers. © 2009 Wiley Periodicals, Inc.     

National skill-creation systems and career paths for service workers: hotels in the United States,Germany and the United Kingdom

Creating sufficient opportunities for individuals to develop their capabilities and earn a living wage is one of the central challenges facing all countries. However, some types of vocational education and training (VET) institutions may be more effective than others in promoting the development of career-enhancing ‘transferable’ skills. In order to investigate the links between national skill-creation systems and individual career paths, this study focuses on three countries with very different VET systems: the United States, the United Kingdom and Germany. The comparison is based on closely matched samples of three- and four-star hotels. The results suggest that individual career development and outcomes, such as wages and turnover rates, are strongly influenced by the interplay of three key elements – the breadth, relevance to employment and degree of standardization – of national initial VET systems. Our analysis identifies strengths and weaknesses of the different systems and key lessons for improvement.     

Perceptions of the mutual obligations between employees and employers: a comparative study of new generation IT professionals in China and the United States

This study examines the psychological contract from the perspective of new IT recruits that are located in the US and China. Psychological contract emphasizes the mutual exchange between employees and employers. Three hundred and ninety-five questionnaire responses from the graduating classes in the information technology discipline in the US and China (Shanghai and Beijing) were analysed. The results of this exploratory study reveal that new IT recruits from China and the US hold many similar beliefs on employer–employee obligations, such as employers' obligations to provide high pay, job autonomy, long-term job security, financial reward for obtaining IT certificates, exciting projects and opportunities to work on leading-edge technology, and employees' obligations to work extra hours when needed, to be loyal and to volunteer to do non-required tasks. Cross-cultural differences do exist however. US IT recruits as a whole place greater emphasis than their Chinese counterparts on rapid career advancement, having a motivating boss and completion of assignments on time, but less emphasis than their Chinese counterparts on receiving project milestone bonuses. Findings also suggest that, although employees can be from the same overarching culture such as the Chinese culture that emphasizes collectivism, there exist strong subculture differences even within the same country. New IT recruits in Shanghai tend to have beliefs that are at times closer to the US IT professionals than to their fellow IT new recruits in Beijing. The differences across cultures and subcultures are more extensive among female than male IT new recruits.     

Monetary policy transparency in a forward-looking market: Evidence from the United States

Because unsatisfactory measures of the monetary policy transparency were used, the existing literature found mixed empirical results for the relationship between the monetary policy transparency and risk/volatility. This paper extends the literature by using a recently developed monetary transparency index [Kia’s (2011) index] which is dynamic and continuous. Furthermore, the existing literature ignores the fact that market participants can be forward looking and, therefore, not policy invariant. This study also finds that the agents in the market are not policy invariant and the more transparent the monetary policy is the less risky and volatile the money market will be.     

Regional information and market efficiency: the case of spread betting in United States college football

Using game results over a seven year span (1999–2006), we find that United States college football teams in arid regions “win” against the spread in 56.64% of games in which they host a team from a humid region. This result provides statistically significant evidence for both weak and strong form inefficiency in the spread betting markets of such games. By examining other cases of intraregional and interregional competition within the sport, we conclude that this inefficiency does not arise from the effects of travel or home field advantage. Rather, the result indicates that climate aridity is an observed characteristic for which college football betting markets do not accurately control. It is quite rare to find strong form market inefficiency arise from a single variable rather than from an elaborate, multivariable betting strategy. Therefore, the effect of climate aridity upon college football spread betting market efficiency can be characterized as dramatic. It is conjectured that remote market participants may need to “experience” certain types of relevant regional information, such as climate, to act in a market efficient manner.     

The impact of market structure on environmental efficiency in the United States: A quantile approach

This paper investigates the relationship between efficiency and market structure for a sample of industrial facilities dispersed among the U.S. states. In order to measure the relevant efficiency scores, we use a data envelopment analysis allowing for the inclusion of desirable and undesirable (toxic chemical releases) outputs in the production function. In the next stage, we utilize the bootstrapped quantile regression methodology to uncover possible nonlinear relationships between efficiency and competition at the mean and at various quantiles before and after the global financial crisis (2002 and 2012). In this way, we impose no functional form constraints on parameter values over the conditional distribution of the dependent variable (efficiency). At the same time, we estimate at which part of its cumulative distribution function the efficiency is located and draw substantial conclusions about the range of policy measures obtained. The empirical findings indicate that the relationship between efficiency and market concentration did change in the aftermath of the global financial crisis. The empirical results survived robustness checks under the inclusion of an alternative market concentration indicator (CR8).     

美日欧新能源汽车政策辨析及启示

本文通过分析美日欧新能源汽车市场的政策演变路径,对中国市场的新能源汽车技术选择形成借鉴.结合对中国新能源汽车市场的预估,参考美日欧政策对消费市场的撬动作用,进一步提出消费者政策的支出规模.最后通过美日欧新能源汽车对应发展阶段政策分析,提出中国新能源汽车市场的政策着眼点.     

Examining the success of women of color-owned small and medium-sized enterprises in the United States: A system dynamics perspective

The objective of this study was to unravel the challenges confronting women of color (WoC)-owned small and medium-sized enterprises (SMEs) in the United States. This is based on findings that most WoC-owned SMEs fail within the first few years of establishment. The impact of the global financial crisis resulting from the COVID-19 pandemic on WoC-owned SMEs was also explored. System Dynamics (SD) is a computational modeling approach useful for understanding changes in a system over time and is applied in this study to illustrate WoC entrepreneurs' navigation through the startup and maturation of SMEs. The authors calibrated and validated the model with publicly available data. Findings revealed that more emphasis should be placed on failure reduction in the early years of establishment of these businesses. Also, there is the need for early intervention rather than focusing on the improvement of the successful business exit from the system. Results indicated that the creation of new businesses by WoC after the failure of existing businesses produced an increase in the number of failed enterprises. The authors assert that attention must be paid at the individual level through support to the entrepreneur. This study contributes to the extant literature by providing the first known SD model useful in depicting the SME system for WoC entrepreneurs in the US. The model serves as a potentially useful tool for informing effective policy making, education, and programmatic approaches to support the success of WoC entrepreneurs in the US.