Progression,Stability, or Decline? Sociological Mechanisms Underlying Change in Specialization Among Birdwatchers

Using a panel of American birdwatchers collected in 1997 and 2002, we tested the extent to which birdwatchers progressed over a five-year period. The impact different career contingencies and life course events had on predicting change in birdwatchers' behavior, skill, and commitment was also examined. Findings indicated that although progression characterized some birdwatchers' participation, involvement by others was better characterized by stability or decline, which was true for each of the indicators used to measure specialization. Career contingencies and life course changes had only a moderate influence on predicting change in the specialization indicators over time. Support from family members and retirement were the best predictors of change in specialization.     

Career Identity and its Relation to Career Anchors and Career Satisfaction: The Case of Convention and Exhibition Industry Professionals in Asia

This paper explores career identity and its relation to career anchors and career satisfaction, key demographic and job variables, specific to convention and exhibition (C&E) industry professionals in Asia. It reviews the key literature relating to career identity and career anchors, which is followed by a discussion of findings of an online survey of C&E industry professionals in Asia. Study results indicate that the majority of C&E professionals displayed a strong cognitive and affective identification with their career in the C&E industry. However, career identity varied significantly with the time respondents had been in the industry, job seniority and age. In terms of career anchors, the lifestyle anchor was found to be the most dominant career anchor, followed by challenge and autonomy. Examining the relation between career anchors with career identity revealed that the lifestyle anchor was more important to respondents with a weak career identity, whereas the challenge anchor was more important to respondents with a strong career identity. Managerial implications of the study findings and suggestions for future research are provided.     

Hotel career management in China: Developing a measurement scale

This study aims to develop a measurement scale for organizational career management (OCM) in China's hotel industry. The scale development procedure includes four steps: developing initial items, implementing purifying measures, data collection, and assessing the reliability and validity of the proposed measurement scale. Both exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are used to test the reliability and validity of the measurement scale thus developed. The development process results in a reliable and valid scale for hotel career management incorporating three dimensions: (1) career appraisal and advice, (2) a career development program, and (3) career training. Given the scarcity of research on career management in China, the measurement scale developed in this study will serve as a foundation for future research. The findings of this study may help to stimulate further empirical research on the relationship between hotel career management and employees’ career commitment and career satisfaction.     

Career patterns of top management team members in five countries: an optimal matching analysis

This paper introduces optimal matching analysis (OMA) to the field of top management research. With this method, we develop six career patterns of top management team (TMT) members from five countries based on their international experience, organizational tenure and professional experience. The results provide strong support for the significance of these patterns, since each country (Denmark, Germany, Japan, the United Kingdom and the United States) shows one to four predominant career patterns of their managers and the occurrence of these patterns also differs significantly between the fields of activity within the TMT (chairperson, head of a division, primary activities and support activities).     

论军人职业认同的形成

运用理论分析的方法,立足心理学视角,从知、情、意、信、行五个方面论述了军人职业认同形成的心理和实践过程,进一步探讨了军人职业认同形成的心理本质。     

法律制度、法律执行与上市公司破产重整效率——基于宝硕股份的案例研究

破产重整是危机企业解除财务危机的重要法定机制。本文基于执法经济学理论,以宝硕股份的破产重整事件为例,研究了新破产法实施后上市公司破产重整的经济效率。研究发现,虽然宝硕股份借助重整机制暂时避免了破产清算,但是重整活动却明显缺乏经济效率,新破产法在执行过程中偏离了原先的立法预期,相对落后的执法环境致使参与重整的利益相关方的目标函数和博弈行为发生异化,并最终导致重整的低效率。本文揭示了我国转型期相对落后的执法环境制约企业破产重整效率的典型作用路径。最后,本文提出了若干政策建议。     

Talent or Not? Employee Reactions to Talent Identification

In this article, we examine the effect of talent identification on employee attitudes. Building on social exchange theory, we analyze the association between employees' perceptions about whether or not they have been formally identified as “talent” and the following attitudinal outcomes: commitment to increasing performance demands, building skills, and supporting strategic priorities; identification with the unit and the multinational enterprise; and turnover intentions. Our analyses of 769 managers and professionals in nine Nordic multinational corporations reveal a number of differences between employees who perceive that they have been identified as “talent” and those who either perceive that they have not been identified or do not know whether they have been identified. We found only limited differences between the two latter categories.     

The impact of job embeddedness on innovation‐related behaviors

It has often been argued that low turnover leads to less innovation in organizations, not only because fewer job vacancies are available for outsiders with new ideas, but also because longer‐tenured employees might be more resistant to change. In this study, we propose that job embeddedness may actually strengthen employees' motivation to generate, spread, and implement innovative ideas in organizations. In a longitudinal study with a diverse sample, we found that job embeddedness was positively and significantly related to innovation‐related behaviors, even after controlling for demographic variables, the job attitudes, and the job perceptions that are frequently associated with job embeddedness. In addition, we found some support for the proposed moderating effects of career stage; that is, the relationship between job embeddedness and implementing innovative ideas was stronger for individuals in the mid‐ and late stages of their careers than for those in the early stage of their careers. This article concludes with directions for developing future theory. © 2010 Wiley Periodicals, Inc.     

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。     

Accidental,unprepared, and unsupported: clinical nurses becoming managers

To what extent have hospitals developed their skilled clinicians to perform the administrative and human resources (HR) manager role of the ward manager? We consider this research question through an analysis of an acute hospital called ‘The Hospital’ where the executive team is aiming to adopt a form of high-performance work system (HPWS). We focus primarily on explanations in terms of conditions, rather than the personalities of individual managers, which are most powerful in shaping their behaviour. There has long been a failure of hospitals (and other employing organisations) to develop fully the skills required by employees before they become line managers. Line managers are a critical link in the high-performance chain and this study illustrates that, despite their rhetoric, hospitals may still have much potential for implementing schemes to develop nurses further to prepare them for line-manager positions and to support them after they move into such roles. We infer from this study that such hospitals may not yet have completed the journey to having HPWS. Hence, there is still much scope for such hospitals to progress and enjoy the benefits that proponents claim for HPWS.