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Journal articles on the topic 'Career management'
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Haase, Sandra, Erica Thomas, and Jan Francis-Smythe. "Applying career competencies in career management." Assessment and Development Matters 5, no. 1 (2013): 2–5. http://dx.doi.org/10.53841/bpsadm.2013.5.1.2.
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Changes in the labour market mean that individuals are increasingly required to take more responsibility for their own careers. In order to do so, they have to develop the skills and abilities necessary to secure employability. However, many employees need help in managing their careers (Kidd et al., 2004). One effective way of supporting individuals in their career development is though career guidance emphasising competencies. This article follows a previous article (Haase at al; ADM, 2012) and presents a recent study into the development of career competencies in police officers.
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R, Nithya, and Anitha S. "Career Management of Employees: A Theoretical Overview." Journal of Social Welfare and Management 10, no. 3 (December 15, 2018): 411–14. http://dx.doi.org/10.21088/jswm.0975.0231.10318.15.
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Career management is one of the functions of Human Resources department in the organizations. It is in fact a joined responsibility of the organization as well as the individual. Career management helps individuals to achieve success in their careers. There are basically two approaches in career management. Career management from the organizational point of view is called organizational career management. The career management from the individual point of view is called individual career management or career self- management. In order to survive in this dynamic and highly competitive environment, it is important to have an effective and apt policy to mold its employees career constantly. Individuals now a days prefer organizations that provide better opportunities to realize their career progression plans. Well defined career management practices helps in attracting and retaining competent and skillful employees in the organization for a longer period of time.
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Akkermans, Jos, Anne Keegan, Martina Huemann, and Claudia Ringhofer. "Crafting Project Managers’ Careers: Integrating the Fields of Careers and Project Management." Project Management Journal 51, no. 2 (November 7, 2019): 135–53. http://dx.doi.org/10.1177/8756972819877782.
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Project managers experience unique careers that are not yet sufficiently understood, and more people than ever before are pursuing such careers. The research on project management and careers is therefore urgently needed in order to better understand the processes and systems shaping the careers of project managers. We address this gap by reviewing several key career theories and constructs and examining how these are mobilized to understand project managers’ careers in existing research. Our main conclusion is that boundaryless career theory has been the dominant career perspective in project management research, whereas other career theories—specifically protean career theory, social cognitive career theory, career construction theory, and sustainable career theory—are far less often mobilized as a basis for studies. We also find that some of the most popular constructs in careers research, such as career success and employability, have been used in recent project management research. However, their use in these studies is often implicit and does not necessarily leverage existing work from the careers field. We argue that there is strong potential for further and more systematic integration between project management and careers research in order to enrich both fields, and we offer a research agenda as a starting point.
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Dey, Bata K. "Career-Management." Indian Journal of Public Administration 33, no. 1 (January 1987): 40–61. http://dx.doi.org/10.1177/0019556119870104.
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Комаров, Евгений, and Evgeniy Komarov. "Career management." Russian Journal of Management 1, no. 5 (October 1, 2013): 287–92. http://dx.doi.org/10.12737/1802.
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The article is devoted to the problems of staff career management
business enterprises. It discusses the types of career, the constituent
parts of the system, career motivation, Peter principle and
relevant official promotion, as well as constituent parts of a career.
Career management issues on a few sources, and those are mostly
written by foreign authors. In the modern Russian practice, there is
no fundamental source, which would be revealed the specifics of
this kind of corporate management.
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Koleci, Baki. "DEVELOPMENT AND CAREER MANAGEMENT." KNOWLEDGE INTERNATIONAL JOURNAL 31, no. 5 (June 5, 2019): 1339–44. http://dx.doi.org/10.35120/kij31051339k.
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We, as individuals, continually through our lives, learn and acquire the knowledge, skill, and skill we expect to help us employ or apply appropriately in order to gain a living and secure our survival. Everyone wants to build a successful career with which he can be proud of his life. However, this is not always so easy and simple, it requires a lot of sacrifices, concessions, compromises with our partners, the family, close social relationships, and finally with ourselves. In this paper, the subject of the research is the determination of career development, career stages, career factors, then expert opinions, the difference between traditional and modern career views, goals pursued by individuals in the career, and so on, Career development can be seen as an experience of individuals (an internal career) and this is not related to an organization. Although the responsibility for career management is in the hands of individuals, individuals, however, organizations can play a key role in shaping and developing careers by providing help and providing support. Career development can not be pursued individually or separately from the personality as a whole, meaning it reflects on the context of life and the development of the person as a whole, not just personality as work. The main goal in career development is to realize the current and future needs and goals of the organization and individuals, which has to do more with developing employment opportunities and improving the skills needed for employment. Career success is reflected in the eyes of the individual and can be defined as a career pleasure through achieving personal goals related to the work, while at the same time enhancing the success and efficiency of the organization.
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Pilling, Samantha, and Justine Slattery. "Management competencies: intrinsic or acquired? What competencies are required to move into speech pathology management and beyond?" Australian Health Review 27, no. 1 (2004): 84. http://dx.doi.org/10.1071/ah042710084.
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Speech pathology managers frequently move into careers beyond their clinical discipline. As practicing speech pathologymanagers and students of business leadership, we were curious about the nature of career transitions out of speechpathology management. We conducted an exploratory, descriptive study investigating the perceived competencies thatfacilitate such career transitions and when further education is required to effectively equip one for such transition.The perceived skills related to a speech pathology background are identified along with the gaps in competence formoving into general management positions. Career management practices that facilitate this type of career transitionare provided as recommendations for career planning.
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Adekola, Bola. "CAREER PLANNING AND CAREER MANAGEMENT AS CORRELATES FOR CAREER DEVELOPMENT AND JOB SATISFACTION." Australian Journal of Business and Management Research 01, no. 02 (August 11, 2011): 100–113. http://dx.doi.org/10.52283/nswrca.ajbmr.20110102a07.
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The notion of empowering human capital to onset creativity and innovation through planning the careers of institutional members using HRM policies and practices to develop different mindsets, skills and competencies with the ultimate aim to provide a range of innovative products and services is attracting attention. This paper explores the link between career planning and career management as antecedents of career development and job satisfaction, and career commitment as its outcome. A sample of 505 employees of a Nigerian Bank revealed the significant link between the variables of career planning and career management, and career development, and in turn, with job satisfaction and career commitment. The paper discusses the implications of these findings for career development.
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Tikson, Shinta Dewi Sugiharti, Nadya Septiani Sahas, Sri Ulfa -, and Nurfadillah -. "Career Planning and Career Management: Case on Workforce in Makassar." Hasanuddin Economics and Business Review 5, no. 2 (October 31, 2021): 54. http://dx.doi.org/10.26487/hebr.v5i2.3133.
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Every employee has a career goal he or she wants to achieve. In achieving his or her career, an employee will explore all available opportunities. Career planning is an effort made by individuals in setting goals or achieving desired career goals. This includes activities such as analyzing the abilities possessed, interest in work, values, to identify goals that need to be achieved in supporting the desired career. Looking at the current reality, many companies are experiencing changes caused by the coronavirus pandemic. This problem is felt not only by companies but also by employees because it can hinder their careers. This research is expected to provide insights on individual career planning and the role of organization in career management. This study shows there is a significant relationship between career planning and career management.
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Reshetnikov, Vladimir A., Natan G. Korshever, Anastasiya I. Dorovskaya, and Irina I. Yakushina. "CAREER MANAGEMENT IN MEDICAL ORGANIZATIONS." Kuban Scientific Medical Bulletin 26, no. 1 (March 13, 2019): 131–37. http://dx.doi.org/10.25207/1608-6228-2019-26-1-131-137.
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The aimof this work was to determine the specific characteristics of the career of a physician in medical organizations, as well as to develop organizational and methodological tools for monitoring its success and improving its management.Materials and methods.A retrospective anonymous survey and expert interviews were carried out among administrative medical staff. The state of career management in the field was analyzed, along with the availability of relevant documents in medical organizations.Results.The distinctive characteristics of the career of a physician (goals, principles, predictors of career advancement, types, basic models) have been established. The effectiveness of professional training, differentiated by functions, for managers in medical organizations has been shown. The possibility of changing the duration of modules included into the curriculum of study is substantiated. Evaluation tools have been developed to monitor and facilitate the carrer management of physicians.Conclusions.The results of this study enhance the current understanding of the career of a physician in medical organizations and its management. In addition, a number of applied issues accociated with career management improvement in medical organization can be solved.Conflict of interest: the authors declare no conflict of interest.
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Jung, Yuhee, and Norihiko Takeuchi. "A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support." Human Relations 71, no. 1 (September 8, 2017): 73–102. http://dx.doi.org/10.1177/0018726717715075.
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The contemporary career literature or ‘new career’ theory emphasizes the importance of individual agentic career management processes in which individuals manage their careers to achieve career satisfaction by flexibly adjusting to the dynamic environment. There is limited research, however, on how individuals strategize their careers as they age, by utilizing or balancing organizational career management factors, including developmental human resource (HR) practices and organizational support. This study, therefore, documents how age, career self-management and organizational career management factors interactively influence career satisfaction, integrating conservation of resources (COR) and socioemotional selectivity (SES) theories. Using time-lagged data collected from 364 Japanese employees, the results supported the predicted three-way interaction effects. For young employees, the positive relationship between career self-management and satisfaction was stronger when developmental HR practices and organizational support were high, and thus a synergistic effect was salient. For middle-aged employees, the positive relationship was stronger when these factors were low, and thus a compensatory effect was manifested. Interestingly, middle-aged employees who perceived a lack of developmental practices or support showed marked improvements in career satisfaction by engaging in career self-management behaviors. We discuss the changing nature of career management strategies across an individual’s lifespan from both vocational and managerial viewpoints.
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Adhikari, Nabin Bahadur. "Professional Career Planning of Management Graduates in Pokhara." Journal of Nepalese Business Studies 16, no. 1 (December 31, 2023): 14–23. http://dx.doi.org/10.3126/jnbs.v16i1.62371.
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A critical component of management graduates' future success and work happiness is the planning of their professional careers. In order to better understand how several elements, including as those related to family, personal interests, financial rewards, peer influences, and motivation to work, this study looked at how management graduates in Pokhara planned their professional careers. A 285 management graduates from various institutions and colleges located within Pokhara Metropolitan city were participated in questionnaire survey. This study's methodology is an analytical and casual comparative research design. There are positive correlation between career planning of management graduates and family related factors (.274), career planning and personal interest (.059), career planning and financial benefits (.092), career planning and peer influences (.499) and career planning and motivation to work (.514). It is concluded that those who are more motivated at work are more likely to engage in professional career planning. The multiple regression analysis showed that professional career planning was significantly predicted by personal interest (.438), family related factors (.237), motivation to work (.575), but not by financial benefits (.009) and peer influences (-.014). In terms of professional career planning, the model explained 48.6 percent of the variance, and the goodness of fit metrics (F-Statistic= 17.345) showed that the model suited the data well. According to the findings, financial benefits and peer influences may not have as big of an impact on management graduates' professional career planning as personal interest, family related factors and motivation to work. Hence, this study contributes to point out the most pressing impact on management graduates while planning their professional plans.
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Pae, Suil, Chang Joon Song, and Andrew C. Yi. "Career Concerns and Management Forecast Precision." Korean Accounting Review 47, no. 3 (June 30, 2022): 1–31. http://dx.doi.org/10.24056/kar.2022.06.001.
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Harunnurrasyid, Harunnurrasyid, and Rahmi Widyanti. "FAKTOR-FAKTOR YANG MEMPENGARUHI ORIENTASI KARIR INDIVIDU (SUATU TINJAUAN TEORITIS)." Al-KALAM JURNAL KOMUNIKASI, BISNIS DAN MANAJEMEN 5, no. 1 (July 14, 2018): 16. http://dx.doi.org/10.31602/al-kalam.v5i1.1331.
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Career management is an employee career management process that covers the stages of career planning activities, career development and counseling, and career decision making. Career management involves all parties including employees concerned with the unit where the employee works, and the organization as a whole. Therefore, career management covers a vast area of activity. In this paper the stages to be discussed are about the factors that affect the career orientation of individuals. Career management covers a vast area of activity. The importance of career management for employees is to increase the potential and productivity for their advancement, while for the company is to plan their human resources in improving the company's business value and business competition. Career planning and development is a career management function. companies that want their employees to work with good skills and knowledge should be able to plan and develop their employees' careers, while for employees with career planning and development, employees can know their career goals and direction.
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Nikandrou, Irene, and Eleanna Galanaki. "Boundaryless Career and Career Outcomes: The Mediating Role of Individual Career Management Behaviours." Zagreb International Review of Economics and Business 19, s1 (December 1, 2016): 71–98. http://dx.doi.org/10.1515/zireb-2016-0014.
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Abstract The main objective of this paper is to study individuals’ attitude towards mobility both psychological and physical and the behavioural paths that people may use to experience career success. In a structural equation model, we consider boundaryless career attitudes and the mediating role of career management behaviours to career outcomes. Psychological mobility appears to be a better predictor of career satisfaction and career advancement than physical mobility. All career strategies have a positive effect on career advancement, except for extended work involvement. Relationships oriented career strategies are not linked with career satisfaction. Physically mobile people adopt to a lesser extent relationship- oriented career strategies. Our results showed that people with a psychological mobility attitude are more likely to achieve career satisfaction through remaining flexible in their career. This knowledge is very important for practitioners and managers working with psychologically mobile personnel, as it underlines the need for employers to provide opportunities for training, skill development and challenging work. The study adds to the existing literature in that it provides empirical evidence regarding the career behavioural paths individuals with a boundaryless career attitude may use when they expect to advance their careers. Our findings help us understand better the psychological mobility attitude which has been examined less in the literature.
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Pangestu, Hengky. "PENGARUH CAREER MANAGEMENT TERHADAP CAREER SATISFACTION MELALUI CAREER COMPETENCY." Jurnal Manajemen dan Pemasaran Jasa 2, no. 1 (March 6, 2009): 51. http://dx.doi.org/10.25105/jmpj.v2i1.541.
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<p>he purpose of this research is to acknowledge the effect of a career management t oward the career satisfaction through the career competency of the staff at Park Lane Hotel, Jakarta. The data samples of this research are random spread to the hotel staffs. Out of 125 respondents from all levels of staff positions in Park LaneHotel, only 120 data are performed. The data analysis in this research is measured by Structural Equation Modelling with Amos 6.0. Due to data analysis, it is discovered that career management has a positive and significant effects toward the career satisfaction of the hotel staffs, as to the career management has no effect to the career competency of the hotel staffs. The career competency has positive and significant effect to the career satisfaction, and the career competency cannot mediated the relation between career management to the career satisfaction of the hotel staffs. The implication for the manager of the Park Lane Hotel, Jakarta is to give serious activities concerning the career management to the staff that will assist them to gain more knowledge of the update industry development to gain higher in the career satisfaction of the staffs. In the future search, it needs more details concerning the organization effect and individual and culture factors of the staffs.<br /><strong>keywords: Career management, career satisfaction, career competency.</strong></p>
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Gunn, Frances, Anna Cappuccitti, and Seung Hwan (Mark) Lee. "Towards professionalising Canadian retail management careers." International Journal of Retail & Distribution Management 48, no. 3 (February 26, 2020): 287–302. http://dx.doi.org/10.1108/ijrdm-06-2019-0179.
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PurposeThe purpose of this study is to investigate patterns in the social construction of occupational jurisdiction and related professional career identity. It examines the agency associated with framing messages that influence perceptions about the professional nature and value of retail management careers. The aim is to identify sources which produce influential messages about perceptions about retail management careers and the content of these messages.Design/methodology/approachThis study utilises a qualitative research methodology (focus-group interviews) to explore the observations of people involved with the monitoring and management of career messages. Two focus groups were conducted with a) nine Canadian retail practitioners and b) seven post-secondary educators from retail management education programmes.FindingsThe focus groups identify five sources of influential messages including (1) part-time retail work experience, (2) educational institutions, (3) parents, (4) retail industry/practitioners and (5) media. They also identify three content themes presented by these sources including (1) the importance of educational requirements, (2) the nature of occupational roles and (3) the value of the career.Research limitations/implicationsThe significance and generalisability of the results are limited by the size and nature of the sample.Practical implicationsThis study makes a practical contribution by identifying potential career awareness strategies.Originality/valueThis research makes a theoretical contribution by expanding understanding of the role of communication with career perceptions and with the related constitution of career professionalisation.
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Kravos, Katarina. "Career management of special people needs in the labour market." Economics ecology socium 3, no. 3 (September 30, 2019): 11–20. http://dx.doi.org/10.31520/2616-7107/2019.3.3-2.
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Introduction. The paper reviews the literature on characteristics of labour market and its effect on career of people with special needs. While independent career guidance and management remains difficult for people with special needs, because of the rapid changes in the modern labour market, the evidence shows that their career remains a challenge mostly because of the way they are viewed – they are often viewed through their deficits, disabilities, and illnesses.
Aim and tasks. The purpose of this paper is to suggest a new, inclusive perspective in career counselling of persons with special needs and their careers. By abandoning the medical paradigm in career of people with special needs, we focus on advantage competences model and self-determination.
Results. It is shown that today’s labour market has become unstable and unpredictable, which can be proven by an increased development of atypical ways of employment. The changes in today’s labour market have also affected the careers of people with special needs, who are additionally faced with possible illnesses, disorders, and other barriers. Therefore, we may expect that they may require more help from career advisers and different approaches in counselling. In addition, characteristics of today’s labour market suggest that we must focus on different career understanding – not as a guidance, as it cannot be further predicted, but as management, to become our own life/career agent. It should not be any different in people with special needs.
The area of employing people with special needs has not yet abandon the medical paradigm, which is a barrier for their career management. Thus the new inclusive approach has been developed – an advantage competence model. In the model competences of people with special needs, there are a basis for career interventions, for finding a prospective area of career, where they are more likely to succeed. The model supports self-determination, which is recognized as a way of improving one’s self-esteem, a positive career identity, autonomy, maintain or improve quality of life and person’s active participation.
Conclusions. Although the guidance and management of career is a challenge nowadays, it should be viewed as a positive challenge, which can nurture and develop our curiosity, flexibility, optimism, and gaining knowledge. The growing needs for labour market knowledge urge people to constantly gain competences, therefore, they can become managers of their own careers. Nevertheless, this process of career management should not be any different with people with special needs. By using advantages competence model, we rely on strengths every person has and builds on the potential of their independent career managing.
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Elley-Brown, Margie J., Judith K. Pringle, and Candice Harris. "Women opting in?: New perspectives on the Kaleidoscope Career Model." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 172–80. http://dx.doi.org/10.1177/1038416217705703.
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This paper reports on findings of an interpretive study, which used the Kaleidoscope Career Model as lens through which to view the careers of professional women in education. The study used hermeneutic phenomenology, a methodology novel in management and career management to gain a subjective perspective on women’s career experience and what career means to them at different career stages. Findings indicated that women did not “opt-out,” or adopt a clear-cut gender beta career pattern. Rather, they mirrored an alpha pattern with challenge continuing into mid-career. The three Kaleidoscope Career Model parameters operated in an ongoing way in women’s lives, and authenticity was a powerful theme throughout their careers. However, women in late career tended to “lean back”; their desire for authenticity became subjugated by their need for balance. These findings add to extant Kaleidoscope Career Model research and reveal factors, which contribute to women’s ability to “opt-in” rather than out of their careers.
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Hooley, Tristram. "Developing your career: harnessing the power of the internet for “digital career management”." Development and Learning in Organizations: An International Journal 31, no. 1 (January 3, 2017): 9–11. http://dx.doi.org/10.1108/dlo-07-2016-0066.
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Purpose This paper aims to discuss the role of the internet in framing individual’s career building. It argues that the 7 Cs of digital career literacy offer a useful framework for those working in learning and development in organizations. Every individual needs to engage with the internet when thinking about how to manage and future-proof their careers. Learning and development (L&D) professionals can support employees to harness the power of the internet and learn how to make use of the new opportunities of “digital career management”. Design/methodology/approach This paper highlights steps that every individual needs to take for “digital career management” and pulls out the role of L&D professionals in addressing the developing internet context. Findings Sets out “7 C’s” for proactively managing a “digital career profile”. Originality/value The internet has shifted the context for career building and learning how to maximize the opportunities now offered is the central task for anyone wishing to carve out their future careers.
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Khan, Muhammad Latif, Rohani Salleh, Muhammad Umair Javaid, Muhammad Zulqarnain Arshad, Muhammad Shoaib Saleem, and Samia Younas. "Managing Butterfly Career Attitudes: The Moderating Interplay of Organisational Career Management." Sustainability 15, no. 6 (March 14, 2023): 5099. http://dx.doi.org/10.3390/su15065099.
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A protean career attitude is the most attractive and coping career adjustment attitude nowadays. Based on the social exchange theory, this study empirically analyses the association between protean career attitude and affective organisational commitment for Malaysian hotel industry employees. It also examines the COVID-19 situation’s retrospective repercussions and career uncertainty. The study also investigates the moderating role of organisational career management on the relationship between protean career attitudes and affective organisational commitment. During the pandemic, a cross-sectional survey was given to 403 hotel managers working in four- or five-star hotels. The data were analysed using structural equation modelling in Smart-PLS. The results showed that self-directed and value-driven protean career attitudes undermine affective organisational commitment. Organisational career management significantly moderated the relationship between a protean career attitude and affective organisational commitment. In light of this, organisational career management is essential when dealing with protean careers. Lastly, the person’s practical implications are significant. People should have a protean career attitude to deal with unpredictability, such as the COVID-19 epidemic and remain invincible over the long run.
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W. Lounsbury, John, James M. Loveland, Lucy W. Gibson, and Jacob J. Levy. "Distinctive personality traits of quality management personnel." TQM Journal 26, no. 5 (August 5, 2014): 510–21. http://dx.doi.org/10.1108/tqm-06-2013-0071.
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Purpose – The purpose of this paper is to investigate differences in personality and career satisfaction between quality managers and workers in other fields based on Person-Environment Fit theory. Design/methodology/approach – Field study: personality and career satisfaction data for 965 quality managers were compared with those for a sample of over 85,000 individuals in many different occupations and employment settings using multivariate analysis of variance (MANOVA) and t-tests. Findings – Quality managers were higher than other occupations in intrinsic motivation, tough-mindedness, and conscientiousness, but lower in career satisfaction, optimism, and assertiveness. Research limitations/implications – This paper does not contain any longitudinal study; there is also a lack of some demographic variables, including race/ethnicity, job tenure, and career tenure. Practical implications – The findings carry implications for career planning, recruiting, pre-employment testing, training, and helping quality managers navigate through their organizations and careers. Social implications – Overall, the authors provide a personality profile of quality managers and show that many quality managers have lower career satisfaction than other occupations. Originality/value – These findings provide an occupational profile of salient personality traits of QC managers which can be used in occupational classification, field identity, and career planning.
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Kozhamzharova, M. "Modern approaches to the study of the essence of career and philosophy of management." Bulletin of the L.N. Gumilyov Eurasian National University. Historical Sciences. Philosophy. Religion Series 144, no. 3 (2023): 219–31. http://dx.doi.org/10.32523/2616-7255-2023-144-3-219-231.
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This article explores the role and challenges of careers and career success in the life of the modern individual. It provides an overview of the definitions of career, career identity, career adaptation, career success, and management philosophy. In the domestic scientific community, the definition of these fundamental terms, the understanding of the essence of career, and the tasks and directions of career development are still in the formative stage. They require comprehensive interdisciplinary research and consideration, drawing upon various theoretical approaches from sociology, psychology, economics, philosophy, and management. The complexity and multidimensionality of the conceptual framework of career development are also influenced by processes such as globalization, technologization, the increased life expectancy of modern individuals, and the radical transformation of the labor market.The attitude of the modern world to career success, financial independence and social recognition require from a person the formation and development of special professional and personal qualities, ensuring their achievement. The peculiarity of the modern state of career choice lies in the change of world trends in the professional landscape, where career success depends not only on the right choice of professions, but also on the ability to design and manage careers. In the formation of career success trajectories it is important to know the in-demand skills and competencies in today's labor market, which is an important condition in career advancement. The need to understand the new trends and meanings of multipolar career world attracts a large number of researchers to the study of problems and the essence of career success
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Lloyd-Walker, Beverley, Erica French, and Lynn Crawford. "Rethinking researching project management." International Journal of Managing Projects in Business 9, no. 4 (September 5, 2016): 903–30. http://dx.doi.org/10.1108/ijmpb-04-2016-0033.
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Purpose The purpose of this paper is to identify issues in the long-term development of project workers, their career paths, their contribution to organizational success and their need for equity of opportunity. The long-term development of project workers, their career paths and their contribution to organizational success is explored. Design/methodology/approach A qualitative research design using semi-structured interviews was employed to gain an understanding of social and human issues related to careers in project management (PM). By researching the lived experiences and feelings of those pursuing a career in PM the aim was to gain insight into the career journeys and experiences of practicing project managers. Findings Those who choose to pursue a career in PM have the personal characteristics and sufficiently high levels of self-efficacy to deal effectively with the uncertainty inherent in the nature of projects and of project-based employment. Research limitations/implications Participants were drawn from current project practitioners. As a result, the views of those who have worked on projects and chosen not to continue their career in the area have not been gathered. Practical implications Predictions are that there will be a continuing demand for project managers with the capabilities required to deliver successful projects. The challenge for organizations is to create an environment that will encourage greater numbers of people to embrace the uncertainty of project. The findings reported provide insight into how organizations might attract, develop and retain the project expertise they require for success. Originality/value This research provides further understanding into the lived experience of project managers, with a focus on those who have unexpectedly found themselves pursuing a career in PM.
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Braga, Irina. "HR career management." Drukerovskij Vestnik, no. 1 (February 2020): 216–22. http://dx.doi.org/10.17213/2312-6469-2020-1-216-222.
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Schirmer, Glenn E. "Proactive Career Management." Journal of Management in Engineering 10, no. 1 (January 1994): 33–36. http://dx.doi.org/10.1061/(asce)9742-597x(1994)10:1(33).
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Noerrevang, O. "A MANAGEMENT CAREER." Radiotherapy and Oncology 92 (August 2009): S56. http://dx.doi.org/10.1016/s0167-8140(12)72736-6.
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Fulton, Janet S. "Rethinking Career Management." Clinical Nurse Specialist 28, no. 3 (2014): 130–31. http://dx.doi.org/10.1097/01.nur.0000446258.80373.2e.
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Achtenhagen, Leona, Kajsa Haag, Kajsa Hultén, and Jen Lundgren. "Torn between individual aspirations and the family legacy – individual career development in family firms." Career Development International 27, no. 2 (January 3, 2022): 201–21. http://dx.doi.org/10.1108/cdi-06-2020-0156.
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PurposeThe purpose of this paper is to explore individual career management by family members in the context of their family firms.Design/methodology/approachThe interpretative interview study of family members active in family businesses explores how this context affects the choice, planning, goals and development of family members' careers in their family business.FindingsThe authors find that career management in the family business setting focuses on fulfilling the family business goals rather than the personal goals of family members. Career management is rather reactive and less self-directed than current literature on career development recommends. Based on the results, the authors develop a process model for individual career management in the family business context.Originality/valueLittle is known about individual career management of family members in a family business context, as research on careers in family firms has so far focused mainly on transgenerational succession. The authors explore how in family firms, the trend towards self-directed, individual career planning is in tension with a commitment to the family business and its legacy.
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Hernaus, Tomislav, Dejana Pavlovic, and Maja Klindzic. "Organizational career management practices." Employee Relations 41, no. 1 (January 7, 2019): 84–100. http://dx.doi.org/10.1108/er-02-2018-0035.
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Purpose Organizations profoundly create development paths of individual’s careers. Therefore, the purpose of this paper is to gain understanding about how organizational context (shaped by the complex relationship between trade union strength and HRM strength) influences the application of organizational career management (OCM) practices seen through the lens of the theory of cooperation and competition (Deutsch, 1949; Tjosvold, 1984). Design/methodology/approach Inferential statistical analyses (Kruskal–Wallis and Mann–Whitney tests) were applied to test the CRANET survey data collected from 92 large-sized private-sector organizations within an EU country characterized by a medium to high-trade union density. Findings Results offered consistent empirical evidence that a comprehensive set of OCM practices are applied differently across four distinctive modalities of the union-HRM relationship. Specifically, the “union-HRM synergy” relationship (high-HRM/high-unionization) has been recognized as the most promising for adopting such developmental practices, providing an evidence of complementarities between trade unions and HRM professionalism. Practical implications The research suggests that synergistic collaboration between trade unions and HRM might provide employees with even more career development opportunities than when organizations pursue the asynchronous single-sided “Total HRM strategy.” Originality/value This study rejuvenate a traditional career management research agenda by introducing a new theoretical lens for studying the interplay between trade unions and HRM and have put an emphasis on how their strength is related to the incidence of OCM practices.
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Lo Presti, Alessandro, Amelia Manuti, Assunta De Rosa, and Angelo Elia. "Developing a sustainable career through discourse: a qualitative study on a group of Italian project managers." International Journal of Managing Projects in Business 15, no. 8 (December 3, 2021): 1–18. http://dx.doi.org/10.1108/ijmpb-12-2020-0376.
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PurposeThe current study makes two main contributions: one theoretical and one methodological. First, it investigated the theoretical prepositions of career sustainability perspective, which appears particularly suitable for examining project managers' careers' dynamics and patterns, featured by explicit and recursive interactions between individual, temporal and contextual factors. Second, the study aimed to adopt a qualitative approach to this topic as to allow a deeper understanding of individual narratives about careers, highlighting underexplored issues and peculiarities that future research could further examine through quantitative methodologies.Design/methodology/approachProject managers' careers are still an under-researched topic, especially through qualitative methods. The study applied career sustainability theory to the realm of project management, moreover, adopting a socio-constructivist perspective. Participants were 50 Italian project managers who were involved through a narrative in-depth interview that focused on career and career success. Their answers were analyzed through thematic analysis of contents and diatextual analysis.FindingsResults showed that project managers' career could be a prototypical example of sustainable career, basically described in terms of four basic constitutive dimensions as follows: time frame, social space, agency and meaning. Implications for both future theoretical expansion of career sustainability theory and project managers' career management interventions were also discussed.Originality/valueThe originality of the paper could be found in the effort to adopt a socio-constructivist perspective to investigate the topic of career sustainability taking the exemplary case of project managers' career.
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Sotnikova, Svetlana I., and Nikita Z. Sotnikov. "The Duality of a University Lecturer Career in the Context of Time Management." Vestnik Tomskogo gosudarstvennogo universiteta. Ekonomika, no. 52 (2020): 139–56. http://dx.doi.org/10.17223/19988648/52/9.
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The Russian education system is undergoing a radical transformation of scientific and pedagogical activities. The competitiveness of lecturers and higher education depends on the use of scarce resources – time. The size and structure of the time for career depends on the achievement of economic and social goals of lecturers’ lives, their future and place in the complex hierarchy of human relations. In this context, the need to understand the general nature of lecturers’ time contribution to the processes of harmonization of the dual nature of the career increases. The article analyzes the career of scientific and pedagogical workers in the context of the concept of time management. It aims to substantiate the strategic imperatives of career harmonization. The harmony of the career allows improving the quality of lecturers’ working life, increasing the lecturers’ competitive advantage in the labor market. The research is based on the theoretical analysis of the results of research works, which present the main provisions on the architectonics of time for a lecturer career. The article analyzes data on careers of scientific and pedagogical workers in higher education in Novosibirsk for three years. The knowledge of career time allows understanding career duality and evaluating career harmony. The authors have identified and justified a possible strategy for harmonization of scientific and pedagogical workers’ careers. Career harmonization is based on the assessment of the time prospects on the labor market. The authors come to the conclusion that the size and structure of university lecturers’ career time determine the mechanisms of localization and approval of their competitive advantage.
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Alexander, Benil Dani, S. Vasantha, and M. Thaiyalnayaki. "From a wealth management career to employee career success satisfaction: exploring the mediating role of job competency." Salud, Ciencia y Tecnología - Serie de Conferencias 3 (June 11, 2024): 903. http://dx.doi.org/10.56294/sctconf2024903.
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In this current study, our main goal is to explore the connections between wealth career management, job competency, and satisfaction with career success. Moreover, it seeks to explore the intermediary mechanisms through which wealth career management affects employees' level of contentment with their professional trajectories. Employing the analytical tool of structural equation modelling (SEM), the study has yielded noteworthy insights. SEM analysis findings underscore the pivotal role of job competency as a mediator. In essence, job competency serves as an explanatory link, shedding light on how different facets of wealth career management - namely, career development, superior work performance, intention to stay and performance management- influence an individual's career success satisfaction. This suggests that the way in which employees perceive their own competence within their careers significantly influences how the different aspects of wealth career management affect their satisfaction with career success.
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Dominic, Tonto Chioma, and Iyabo Ike Sobowale. "South African Career Development Institution Management in Graduates Alumni Assisten." International Journal Papier Public Review 2, no. 3 (July 13, 2021): 43–49. http://dx.doi.org/10.47667/ijppr.v2i3.103.
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This article discusses career development management that can help career empowerers combine skills such as applying theoretical constructs realistically and creatively to focus on innovative ways of doing things that make careers possible as factors that provide support to employees in the workplace and contribute on their professional development. In contrast to other approaches to career development, the conventional approach to career development is mainly focused with techniques that are meant to utilize skill development and supply to drive economic growth rather than anything else. However, although the promotion of economic growth is an important goal for career development in South Africa, it is not the only goal for the country's development agenda, which includes a number of other goals. Globally, a vision of career development based on clearly defined economic goals would be at conflict with South Africa's development rhetoric, according to the World Bank's Africa Development Report
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Bridgstock, Ruth. "Australian Artists, Starving and Well-Nourished: What Can we Learn from the Prototypical Protean Career?" Australian Journal of Career Development 14, no. 3 (October 2005): 40–47. http://dx.doi.org/10.1177/103841620501400307.
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Recent literature documents the demise of traditional linear careers and the rise of protean, boundaryless, or portfolio careers, typified by do-it-yourself career management and finding security in ongoing employability rather than ongoing employment. This article identifies key attributes of the ‘new career’, arguing that individuals with careers in the well-established fields of fine and performing arts often fit into the ‘new careerist’ model. Employment/career data for professional fine artists, performing artists and musicians in Australia is presented to support this claim. A discussion of the meta-competencies and career-life management skills essential to navigate the boundaryless work world is presented, with specific reference to Australian artists, and recommendations for future research.
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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.5172/jmo.2006.12.3.223.
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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Alfonso, Elio, Li-Zheng Brooks, Andrey Simonov, and Joseph H. Zhang. "CEO career concerns and expectations management." Journal of Applied Accounting Research 20, no. 3 (September 12, 2019): 267–89. http://dx.doi.org/10.1108/jaar-10-2018-0168.
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Purpose The purpose of this paper is to examine the impact of career concerns on CEOs’ use of expectations management to meet or beat analysts’ quarterly earnings forecasts. The authors posit that early career-stage CEOs are less (more) likely to use expectations management than are late career-stage CEOs if the market views expectations management as an opportunistic strategy (efficient process) due to reputational capital concerns. Design/methodology/approach The authors obtain data for CEO career stages and CEO compensation from ExecuComp, analyst earnings forecasts from the detailed I/B/E/S database, financial statement data from quarterly Compustat and stock returns from the daily CRSP database over the period 1992–2013. Findings The results are consistent with the opportunistic hypothesis and early-stage CEOs seeking to build reputational capital by avoiding the perception of engaging in an inefficient managerial strategy. The authors find robust evidence that late career-stage CEOs are more likely to engage in expectations management than early career-stage CEOs. Furthermore, the authors show that late career-stage CEOs tend to employ expectations management to boost the value of their equity-based compensation. Research limitations/implications The findings have important implications because the authors document a different implication of the “horizon problem” related to CEOs’ opportunistic forecasting behavior and the manipulation of analysts’ forecasts for CEOs who are approaching retirement. Practical implications The results have practical implications for analysts who provide earnings forecasts for firms whose CEOs are in early or late career stages and for investors who use such analysts’ forecasts in firm valuation models. Originality/value The authors contribute to the literature on expectations management by documenting how reputational incentives of CEOs affect the likelihood that managers engage in expectations management. The authors show that an important managerial incentive to engage in expectations management is CEO career concerns. Furthermore, the authors show that CEOs who are in early stages of their careers choose not to engage in expectations management due to the market’s perceived degree of opportunism pertaining to this strategy.
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Inkson, Kerr. "Careers and Organisations: A Figure–Ground Problem." Journal of Management & Organization 10, no. 1 (January 2004): 1–13. http://dx.doi.org/10.1017/s1833367200004570.
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ABSTRACTThis paper argues that people's careers have great personal significance for them and energise much organisational activity, but that in the context of organisations and management they often appear irrelevant. Contrasting career metaphors are used to show how careers develop through tensions between organisational and social structure, and individual agency. The findings of a New Zealand research study show how new flexibilities and ambiguities in economic and organisation structures result in people developing careers which, like the Australasian “Big O.E.” institution, are mobile, improvisational, and learning-based. A reflexive model is used to show how careers can create organisations as well as vice versa. The implications of new career theories for workers, managers and management educators are indicated. Greater appreciation of career dynamics results in the subversion of some traditional management ideas and the development of new models of self- and organisational management.
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Inkson, Kerr. "Careers and Organisations: A Figure–Ground Problem." Journal of the Australian and New Zealand Academy of Management 10, no. 1 (January 2004): 1–13. http://dx.doi.org/10.5172/jmo.2004.10.1.1.
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ABSTRACTThis paper argues that people's careers have great personal significance for them and energise much organisational activity, but that in the context of organisations and management they often appear irrelevant. Contrasting career metaphors are used to show how careers develop through tensions between organisational and social structure, and individual agency. The findings of a New Zealand research study show how new flexibilities and ambiguities in economic and organisation structures result in people developing careers which, like the Australasian “Big O.E.” institution, are mobile, improvisational, and learning-based. A reflexive model is used to show how careers can create organisations as well as vice versa. The implications of new career theories for workers, managers and management educators are indicated. Greater appreciation of career dynamics results in the subversion of some traditional management ideas and the development of new models of self- and organisational management.
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Syafaruddin, Syafaruddin, Mesiono Mesiono, and Indrasyah Sitompul. "Teacher Career Development Management at Madrasah Aliyah Negeri." AL-ISHLAH: Jurnal Pendidikan 13, no. 2 (August 31, 2021): 1312–24. http://dx.doi.org/10.35445/alishlah.v13i2.759.
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This study aims to analyze the management of teacher career development at MAN 2 Model Medan. The research focuses on planning, organizing, implementing, and evaluating teacher career development at MAN 2 Model Medan. This study uses a qualitative approach with a descriptive-analytical study method. Obtaining data using observation techniques, interviews, and document studies. Furthermore, the data were analyzed using data reduction techniques, data presentation, and drawing conclusions or data verification. The results of this study indicate that the management of teacher career development at the MAN 2 Medan Model is carried out effectively. It can be viewed from the aspects; (1) planning for teacher career development in the form of motivation and application of a conducive organizational culture (climate); (2) organizing human resources (HR) for teachers in madrasah through leadership support, technical meetings, coordination between madrasah leaders and vice-principals involving supervisors to improve teacher qualifications; (3) the implementation of teacher career development is carried out based on promotion, transfer, and promotion; (4) evaluation of teacher career development is carried out based on online-based supervision and teacher performance assessment. This research hopes that it can be used as a reference for further research on the management of teacher career development in Islamic educational institutions. This research also has implications for teachers in Islamic educational institutions to accelerate careers as educators in madrasah.
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Nazlı, Serap. "Career Development of Upper Primary School Students in Turkey." Australian Journal of Guidance and Counselling 24, no. 1 (April 10, 2013): 49–61. http://dx.doi.org/10.1017/jgc.2013.7.
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The purpose of this exploratory-descriptive study was to determine the career development of upper primary school students in Turkey. The Revised Career Awareness Survey (RCAS) was completed by 644 Turkish upper primary school students. Results indicated that the students were able to associate their own personal characteristics with particular careers and knew the characteristics of careers. They were less knowledgeable about life/career implications and life/career management tasks. The implications of the findings for career guidance and counselling practice are considered.
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Ali, Zulqurnain, Usman Ghani, Zia U. Islam, and Aqsa Mehreen. "Measuring career shocks: A study of scale development and validation in the Chinese context." Australian Journal of Career Development 29, no. 3 (September 30, 2020): 164–72. http://dx.doi.org/10.1177/1038416220950737.
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The emergence of self-career management has pushed individuals to manage their careers proactively and evade unexpected events. The purpose of this study was to develop and validate a career shocks scale for use in Chinese organizations. In doing so, we developed a comprehensive scale of career shocks to cover a significant gray area of career management and enhance a deeper understanding of the emergence of career shocks among Chinese employees. Using the mixed-method approach, we recruited multiple samples to validate the item structure and assess construct validity and internal consistency of the career shocks scale. The findings of a confirmatory factor analysis suggested two dimensions of career shocks (positive and negative), having nine items. Moreover, a strong inter-item structure indicated that this research measure would be valuable for future research endeavors in the domain of career management.
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Granrose, Cherlyn Skromme, and James D. Portwood. "Matching Individual Career Plans and Organizational Career Management." Academy of Management Journal 30, no. 4 (December 1987): 699–720. http://dx.doi.org/10.5465/256156.
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Granrose, C. S., and J. D. Portwood. "MATCHING INDIVIDUAL CAREER PLANS AND ORGANIZATIONAL CAREER MANAGEMENT." Academy of Management Journal 30, no. 4 (December 1, 1987): 699–720. http://dx.doi.org/10.2307/256156.
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Chong, SinHui, and Frederick T. L. Leong. "Antecedents of Career Adaptability in Strategic Career Management." Journal of Career Assessment 25, no. 2 (December 10, 2015): 268–80. http://dx.doi.org/10.1177/1069072715621522.
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Zikic, Jelena, and Souha Ezzedeen. "Towards a more integrated view of entrepreneurial careers." International Journal of Entrepreneurial Behavior & Research 21, no. 6 (September 7, 2015): 756–77. http://dx.doi.org/10.1108/ijebr-07-2014-0129.
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Purpose – The purpose of this paper is to employ intelligent career theory to simultaneously explore the relationships between three types of entrepreneurial career capital (i.e. motivations, human, and social capital). It illustrates the interconnectedness of these three forms of capital as an important way to study entrepreneurial careers and provide a new lens for understanding both personal and venture success. Design/methodology/approach – This qualitative study of 22 in depth semi-structured interviews explores career stories of entrepreneurs in the high tech industry. The interviews focus on examining three aspects of their career, motivations to become an entrepreneur, ways of learning and developing their human and social capital. Interviews were transcribed and coded using grounded theory approach. Findings – The findings describe how entrepreneurial careers as simultaneously shaped by three types of career capital: motivations (knowing-why), knowledge (knowing-how), and relationships (knowing-whom). It also illustrates the accumulation of career capital as a continuous cycle of interrelationships between these three types of capital. Research limitations/implications – In sum, the findings add to the knowledge on entrepreneurial careers and the role that the three types of capital play in venture formation and success. It also points to the importance of a more integrated view of these careers, embedded in a web of motivational, social, and human capital. Practical implications – The study’s findings suggest that entrepreneurs should paid equal attention and nurture each form of career capital throughout their careers. It also has implications for entrepreneurship programs as well career advisers to. Originality/value – Prior entrepreneurship research has examined aspects of entrepreneur’s career capital (e.g. intentions, social, and human capital) typically in isolation from one another and little is known about their reinforcing relationships in entrepreneurial careers. This study provides novel insights for understanding the three types of career capital and the importance of this more integrated view in entrepreneurship education and career counseling.
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Abou-Dahech, Tala, and Rodney Gabel. "Vocational Stereotyping of People Who Stutter: Human Resource Management Students." Perspectives of the ASHA Special Interest Groups 5, no. 5 (October 23, 2020): 1139–46. http://dx.doi.org/10.1044/2020_persp-20-00003.
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Purpose The purpose of this study was to investigate whether human resource management (HR) students report negative vocational stereotypes of people who stutter (PWS). Though past research has explored how a variety of population groups perceived career choices for PWS, no studies have explored the perceptions that HR students hold regarding career options for PWS. Method An online questionnaire using the Vocational Advice Scale) was completed by 220 students pursuing a degree in HR or related fields at the University of Toledo. The Vocational Advice Scale has been used often to explore career advice and vocational stereotyping of PWS. It consists of 43 career choices ranked by participants from strongly disagree to highly disagree on advice given to an adult male who stutters. Results The study found that the participants were less likely to advise an adult male who stutters to pursue 42 of the 43 careers, when compared with advice given for an adult male who does not stutter. Participants reported that the lowest rated careers were judge, speech-language pathologists, and attorney. This finding supports the notion that PWS suffer from role entrapment, in that there appear to be limitations in the types of careers viewed to be appropriate and that careers rated lowest appear to be those that require high levels of communication. Conclusions The findings suggest the presence of role entrapment in this group of students. Future research might consider using different research approaches, including qualitative studies, when studying role entrapment by HR students and professionals.
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Petroni, Alberto. "Strategic career development for R&D staff: a field research." Team Performance Management: An International Journal 6, no. 3/4 (June 1, 2000): 52–62. http://dx.doi.org/10.1108/13527590010731970.
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Explores the evolution of career management systems for industrial researchers. Based on case studies of experimental career development systems for industrial researchers, combined with a survey of 151 researchers and engineers employed at a large public research institution, alternative approaches toward managing professional careers are discussed. The results indicate that the researchers’ personal career orientations, as measured by Schein’s Career Anchors Inventory, may serve as a useful predictor of their career preferences. In addition, the research enables an evaluation of alternative modes of career development for industrial R&D to be developed.
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Sommerlund, Julie, and Sami Boutaiba. "Borders of “the boundaryless career”." Journal of Organizational Change Management 20, no. 4 (July 10, 2007): 525–38. http://dx.doi.org/10.1108/09534810710760063.
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PurposeThe paper aims to examine the notion of the boundaryless career, arguing that the notion is problematic, and that simultaneous co‐existence of different types of careers makes both “new” and “old” types of careers possible.Design/methodology/approachThe approach is twofold: a theoretical argument, and a qualitative ethnographic study, involving observations and interviews.FindingsThe theoretical argument questions the underlying premise and promise of the notion of the boundaryless career, namely that modern careers amount to a higher level of personal freedom. This empirical study will serve to illustrate the co‐constitutive nature of different career stories.Research limitations/implicationsThe research is qualitative and thereby limited in the following way: it serves to give a deep understanding of the phenomena at hand, but is not easily generalizable. However, the methodology can inspire scholars to explore the findings observed in this paper.Practical implicationsThe idealization of the boundaryless career is problematic, as it poses problems to those concerned with the career. A more flexible ideal of careers would be preferable to researchers and organisational actors alike.Originality/valueThe paper gives a practical and empirical input to a debate that has been largely conceptual or generalized.
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Nurhayati, Tika, R. Ika Mustika, and Siti Fatimah. "LAYANAN BIMBINGAN KELOMPOK DENGAN TEKNIK SELF MANAGEMENT TERHADAP KEMATANGAN KARIER PADA SISWA SMA." FOKUS (Kajian Bimbingan & Konseling dalam Pendidikan) 4, no. 3 (May 30, 2021): 219. http://dx.doi.org/10.22460/fokus.v4i3.6020.
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Career maturity is one of the most important aspects in adolescent development, especially high school students (SMA) are in the exploration stage, namely the search for identity to make mature career decisions. However, there are still many high school students who do not have good career maturity. Therefore, guidance and counseling teachers are expected to guide students in determining their careers, one of which is group guidance usingtechniques self-management. This study uses a qualitative approach with descriptive methods. The data collection techniques used were observation and interviews. The results showed that the condition of the student's career maturity began to grow, due to the handling provided by the counseling teacher through a series of services, one of which was group guidance services with self-management techniques. Keywords: career maturity, self management.