高职院校辅导员职业生涯规划与职业发展的对策研究

高职院校辅导员作为开展大学生思想政治教育工作的骨干力量,在自身职业发展过程中存在一些困扰和问题,本文试图从辅导员自身出发,结合高职院校辅导员队伍建设发展就如何开展好辅导员的职业生涯规划与职业发展作初步探讨。     

培养职业意识 提高职业素质——职校生职业意识的养成及教育途径探析

为真正体现“以服务为宗旨,以就业为导向”的职业教育理念,教育者必须根据职业教育的培养目标和教学特点,大力开展学生职业意识教育,引导学生树立正确的职业理想和职业观念,提高学生的职业素质和综合职业能力。文章对职业意识教育的重点内容及养成途径进行了探讨。     

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.     

职业教育应关注学生职业核心能力的培养

本文从职业者会不断主动或被动变换职业或岗位的角度,阐述了职业教育应充分关注并加强培养学生的学习能力的培养,学习能力是支撑职业生涯发展的核心能力,是伴随人终身的可持续发展的能力。     

参政女性职业生涯发展影响因素分析

参政女性职业生涯的发展是女性人力资源发展中的重要组成部分。参政女性职业生涯发展受多方面因素的制约，它包括社会因素、组织制度因素以及女性自身的因素。本文基于对参政女性职业生涯发展状况的研究，运用层次分析法，找出影响参政女性职业生涯发展的主要因素，并对如何改善参政女性职业生涯发展现状提出一些建议。     

Born under a lucky star? Latin American CEOs' perceptions about their own career development

This article explores Latin American Chief Executive Officers' (CEOs') perceptions about the influence of career self-management practices and chance events on their career pathways. Through an edited topical life story approach, we investigate the relationship between those variables throughout CEO's career trajectories in the Latin American context. Semi-structured in-depth interviews with 22 CEOs working for multinational companies were conducted. Interviews were transcribed and analyzed with the aid of QSR NVivo 7 software. The study showed that even in volatile macroeconomic environments, typical of Latin American countries, CEOs do plan their careers. Career planning constitutes the backbone of the career management process. To deal with low predictability chance events, CEOs relied on active development network as the main career self-management practice. However, choice of mobility was the key career self-management behavior when responding to high predictability chance events. These central strategies were frequently combined with other career self-management practices, taking into consideration the type of chance event being responded to. According to this study, if individuals want to develop their careers in unstable environments, they will need to be proficient in career self-management practices, with particular emphasis on network development and choice of job mobility, as well as in happenstance skills.     

Women Managers’ Careers in China: Theorizing the Influence of Gender and Collectivism

This article is concerned with developing an understanding of the careers of women managers in China. Existing literature suggests that while women in China are comparatively well represented in management roles, they face distinctive pressures and barriers to their progress arising from entrenched patriarchal and collectivist aspects of the Chinese cultural tradition. However, little is known about how these aspects impact on women's orientations towards their careers and to what extent influential Western career theories are adequate in interpreting their experience. Drawing on interviews with 20 women managers in China, the article interprets women's orientations towards their careers in relation to their adherence to traditional gender roles and collectivist values. Using this framework, a fourfold taxonomy is developed which identifies “conformist,” “revolutionary,” “soloist,” and “dissident” orientations. The article suggests that Western career theories fail to capture the collective dimension, and thus do not account fully for the range of experience and orientations of Chinese women managers that are captured in the taxonomy. Implications, both practical and theoretical, are discussed. Recommendations are also made as to how management and career development policies might be developed in organizations in China in order to address the diverse needs and preferences of women managers. © 2014 Wiley Periodicals, Inc.     

组织支持对新生代农民工职业发展的影响研究——以浙江省为例

随着中国社会经济发展,新生代农民工已经成为农民工群体主体,但其身份、社会地位仍处于边缘地带。基于此,文章从组织和员工双赢的视角,以浙江省189名新生代农民工为研究对象,采用实证研究方法探讨组织支持对农民工职业发展影响机理。研究发现:在控制社会-人口和人力资本特征,组织支持对新生代农民工职业发展有显著正向影响;组织支持对新生代农民工职业发展各个维度有正向影响。     

雇员职业生涯发展中职业成长的驱动作用研究——基于MBA学员深度访谈与自传资料的案例分析

职业生涯发展过程的动态性和复杂性特征日益突出,现有职业生涯理论的解释力遇到挑战。本文以一批具有高等教育学历并处在职业生涯成长期的特定的专业人员为研究对象,运用深度访谈及自传体短文分析等研究方法,提出并初步探讨了专业人员群体的职业成长需要及其满足程度对于其职业生涯发展过程中雇员行为和态度的影响问题,为职业生涯发展理论进一步拓展提供借鉴。     

Career capital during international work experiences: contrasting self-initiated expatriate experiences and assigned expatriation

This article explores the career capital of expatriates, differentiating between self-initiated expatriates (SEs) and company assigned expatriates (AEs). Previous research has considered issues such as individual background variables, employer and task variables, motives, compensation, and repatriation. The present study adds new perspectives related to the development of career capital. The article uses a survey of more than 200 Finnish expatriates to explore these concepts in relation to international work experiences; finding considerable similarities and some differences in the development of career capital of those sent on an expatriate assignment by an organization, and those having a self-initiated expatriate experience.     

The ‘expat factor’: the influence of working time on women's decisions to undertake international assignments in the oil and gas industry

This article examines the effect of working time on women's willingness to go on expatriate assignments in the oil and gas exploration and production sector. The research draws upon an analysis of two case study firms' international assignment and working time policies, semi-structured interviews with 14 human resource staff responsible for policy design and implementation, and a survey of the views of 71 women expatriates, supported by in-depth interviews with 26 of the survey respondents. The research identifies an ‘expat factor’: assignees state that long hours are inherent in expatriation and necessary to further their careers. However, in practice, working time is not excessive and flexible working practices are utilised. Hours of work have little effect on women's decisions to undertake long-term assignments but alternatives such as short-term and commuter assignments are unpopular as their working patterns are disruptive to family life. This article contributes to theory development by linking two discrete frameworks that explain women's career choices when they strive to balance their career goals with their families and by identifying a career compromise threshold when expatriation is rejected in favour of family considerations. A model is proposed to link working time/patterns to women's international assignment participation.     

Second-class doctors? The impact of a professional career structure on the employment conditions of overseas- and UK-qualified doctors

Career structures and their associated boundaries both offer and restrict career opportunities and provide the potential to be sites of unfair discrimination. Yet the impact of such structures is rarely explored. This article investigates the impact of a career structure on the employment conditions of a medical career grade in which some three-quarters of the doctors qualified overseas. The comparison of UK and overseas qualified doctors in the Staff and Associate Specialist Group provides an underexplored perspective on a professional career structure with a particular reference to reward, workload, autonomy and morale. The article draws on a quantitative study of 1,715 Staff and Associate Specialist doctors undertaken in 2004. The findings demonstrate a complex comparative picture with overseas-qualified doctors earning more, working for longer hours, having less autonomy and a lower morale than their UK-qualified comparators. We conclude by pointing to the potential for certain career structures to structurally and systematically disadvantage some groups.     

高职院校辅导员职业生涯设计之我见

职业生涯设计是一个人对其一生中所承担职务的相继历程的预期和计划,科学的职业生涯设计对一个人的发展具有十分重要的作用。文章针对高职院校辅导员的职业生涯线路选择及职业生涯设计的依据和策略提出一些个人见解。     

我国企业员工职业生涯管理问题研究

员工职业生涯管理是企业人力资源管理中的一个重要课题。做好职业生涯管理对于个人、企业乃至社会都具有重要意义。本文介绍了职业生涯管理的一般概念及其意义,分析了中国企业员工职业生涯发展的状况,最后阐述了我国企业结合实际,发展适合自身特点的员工职业生涯管理模式。     

All in a day's work? Career self‐management and the management of the boundary between work and non‐work

This article reports the findings of a study that explored the links between career self‐management, management of the boundary between work and non‐work, and work–life balance, using a sample of young professionals. The findings show that individuals engage in different kinds of career self‐management behaviours, depending on their career goal. Management of the boundary between work and life outside work is identified as one such behaviour, with the consequence that, for some people, managing the career has a harmful effect on their work–life balance. The research adds to knowledge about the career self‐management process and shows how career stage influences career goals and career self‐management behaviour. It demonstrates how career attitudes and behaviours may be critical to the achievement of work–life balance and confirms that work–life balance matters to younger members of the workforce, regardless of their family responsibilities.     

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。     

探析高校行政管理人员的困境和激励措施

办好一所高校,不仅需要高质量的教师队伍,也需要高素质的行政管理干部队伍。但是,高校行政管理人员一般面临不受高校的重视、职业地位和收入偏低、职业发展空间不足等困境。本文针对问题存在的原因进行了分析,并提出相应的激励措施。     

大学生利用互联网求职策略探究

网络招聘正以"加速度"快步走入人们的视野。大学生利用网络求职成为就业发展的新趋势。本文分析了当前大学生就业渠道发展趋势,阐述了大学生网络求职信息主要来源,并对利用网络求职的大学生给出辨别网络求职信息真假的建议。     

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。     

Working to live or living to work? Work/life balance early in the career

This article reports the findings of research that explored relationships between work/life balance, work/non‐work conflict, hours worked and organisational commitment among a sample of graduates in the early years of their career. It concludes that, although graduates seek work/life balance, their concern for career success draws them into a situation where they work increasingly long hours and experience an increasingly unsatisfactory relationship between home and work. The article discusses the causes and potential consequences of this predicament and in particular how work/non‐work conflict is linked to hours worked, the state of the psychological contract and organisational commitment. It highlights the role of organisations' policy and practice in helping to manage the relationship between work and non‐work and the development of organisational commitment through support for younger employees' lives out‐of‐work and effective management of aspects of the psychological contract.