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1.
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. 相似文献
2.
Chieh-Peng Lin 《International Journal of Human Resource Management》2020,31(6):760-784
AbstractDrawing upon social cognitive theory, this study presents psychosocial functioning in which personal factors and social influences jointly influence career commitment as a mediator and then turnover intention as an outcome among high-tech personnel. Based on a two-wave survey of working professionals in high-tech industry, this study’s empirical results find that passion, social support, and perceived self-centered leadership indirectly relate to turnover intention through the full mediation of career commitment. At the same time, the effects of job self-efficacy and social support on career commitment are moderated respectively by passion. Finally, managerial implications and research limitations are discussed. 相似文献
3.
员工职业生涯的心理契约的动态管理 总被引:17,自引:0,他引:17
员工的职业生涯是一个动态的过程。在这一过程的不同阶段,员工的需求、态度、工作行为都存在着较大的差别,员工与企业之间的心理契约在内容上也会发生变化。而心理契约作为一种隐性契约,具有显著的特殊性,这种特殊性在客观上要求企业对其进行动态管理。本文从职业生涯管理的视角阐述了员工不同职业生涯阶段心理契约的特点以及如何对其进行动态管理。 相似文献
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Collaboration, peer review and open source software 总被引:1,自引:0,他引:1
Open source software development may be superior to proprietary development because the open source organizational form naturally minimizes transactions costs associated with privately distributed information. This manifests itself in the ability of open source communities to encourage critical peer review and the sharing of ideas. When these activities are important, the open source organizational form may do better than a proprietary organizational form. My results suggest why open source is particularly powerful when maintainability of software is critical, and also suggest that the founder of a software project may be more likely to choose open source if there is an existing dominant proprietary software project. 相似文献
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企业家文化的不同是导致经济发展和体制转型绩效差异的重要原因。基于对中国企业家一系列调查报告的分析,从企业家职业生涯、创新精神上对东部与中西部企业家进行比较,并据此分析东部与中西部企业家文化之间的差异。 相似文献
9.
Tristan Roger 《Accounting & Business Research》2018,48(6):651-673
Previous studies document that forecast accuracy impacts analyst career outcomes. This paper investigates the influence of forecast accuracy on coverage assignments. I show that brokerage houses reward accurate analysts by assigning them to high-profile firms and penalise analysts exhibiting poor accuracy by assigning them to smaller firms. The coverage of high-profile firms increases the potential for future compensation linked to investment banking and trading commissions. In addition, covering such firms increases analysts' recognition from buy-side investors, which, in turn, increases the likelihood of obtaining broker votes and votes for the Institutional Investor star ranking. Overall, my results indicate that high forecast accuracy leads to increased future compensation. 相似文献
10.
Lucia Barbosa de Oliveira Flavia Cavazotte Rodrigo Alan Dunzer 《International Journal of Human Resource Management》2019,30(10):1583-1603
In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed. 相似文献