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Journal articles on the topic 'Career management'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

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 (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 environme

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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 (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

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Sari Rahayu. "Career management, Employee Retention." Jurnal Ekonomi dan Bisnis Digital 2, no. 1 (2024): 622–25. http://dx.doi.org/10.62379/jebd.v2i1.1521.

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The development and growth of a company depends on quality human resources which can be obtained through employee training and development programs. Employee development is the target of training so that employees will be competent in carrying out their duties and can improve employees' skills, knowledge and experience in their work so that they can support their careers in the future. Career is a basic need for employees to gain social recognition in the family and economy. A career consists of all the jobs a person holds during his or her work. Some employees' work is part of a plan. Career

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Dey, Bata K. "Career-Management." Indian Journal of Public Administration 33, no. 1 (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 (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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L., Sudhar Sun. "Career Management." Shanlax International Journal of Commerce 7, S1 (2019): 241–44. https://doi.org/10.5281/zenodo.3451712.

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The details fulfilled with about career management. The process involved in management and essentials of career planning bring out the skills and be adjust with others in the organization. A clear view of mapping, path interventions, and also situations in public organization well goes then career growth with career development.  

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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

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Koleci, Baki. "DEVELOPMENT AND CAREER MANAGEMENT." KNOWLEDGE INTERNATIONAL JOURNAL 31, no. 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, th

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Gomes, Vitor, and Maria Santos. "Career Prospects for Human Resource Management Professionals in Portugal." Canadian Journal of Career Development 24, no. 1 (2025): 123–35. https://doi.org/10.53379/cjcd.2025.402.

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The research conducted aimed to analyze the attitudes of human resource professionals towards managing their careers. The attitudes of protean and boundaryless careers were investigated, and the extent to which sociodemographic factors, such as salary, gender and academic degree, influence these attitudes. A total of 732 human resources professionals working as employees in private companies in Portugal participated in the study. The methodology involved a non-probabilistic convenience sampling approach, with a detailed survey covering dimensions like self-managed career attitudes, values-driv

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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 (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 managemen

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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 (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 pla

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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 (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

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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 (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 i

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Cania, Luftim, and Msc Zamir Hoxha. "Career Management Planning and Strategy – An Albania Study." Proceedings of The International Conference on New Ideas in Management, Economics and Accounting 1, no. 1 (2024): 1–6. http://dx.doi.org/10.33422/imeaconf.v1i1.380.

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This comprehensive study investigates the significance of career planning and strategy in attaining career objectives. The research question is: Can improving career planning and strategy help achieve career goals? The survey was performed using a direct survey model and a questionnaire filled out by the respondents who work in different companies. The study sample consists of 250 employees in Tirana and Durres, the two largest cities in Albania. The data analysis will be focused on three different methods, ensuring a thorough examination of the research question. The first one involves factor

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Adhikari, Nabin Bahadur. "Professional Career Planning of Management Graduates in Pokhara." Journal of Nepalese Business Studies 16, no. 1 (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 compara

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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 (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, predictor

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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 (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 Car

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Dian Septiani Wibowo, Ismail Yahya Saputra, Rendy Supriyanto, and Mochammad Isa Anshori. "Studi Literatur Riview: Manajemen Karir Meningkatkan Kinerja dan Kepuasan Kerja Karyawan." Maeswara : Jurnal Riset Ilmu Manajemen dan Kewirausahaan 2, no. 3 (2024): 157–75. http://dx.doi.org/10.61132/maeswara.v2i3.914.

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Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditi

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Sevilla, John Arnel. "A correlational study of the marketing skills and career preparedness of the graduating students enrolled in marketing management program." Industry and Academic Research Review 5, no. 1 (2024): 62–71. http://dx.doi.org/10.53378/iarr.924.120.

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This study focuses on identifying the relationship between marketing skills and career preparedness and assessing the levels of marketing skills and career preparedness of graduating marketing management students. Three sections from fourth-year marketing management were selected using the cluster sampling technique. This study employed a correlational research design. This study revealed that the marketing skills and career preparedness of the graduating marketing management students were strong, indicating that they are well-developed with skills and well-prepared for their careers. In addit

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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 (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 p

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Kravos, Katarina. "Career management of special people needs in the labour market." Economics ecology socium 3, no. 3 (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 sp

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Pangestu, Hengky. "PENGARUH CAREER MANAGEMENT TERHADAP CAREER SATISFACTION MELALUI CAREER COMPETENCY." Jurnal Manajemen dan Pemasaran Jasa 2, no. 1 (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 o

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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 (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 orie

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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 (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-dir

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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 (2022): 1–31. http://dx.doi.org/10.24056/kar.2022.06.001.

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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 (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 co

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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 (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 s

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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

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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 (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

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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 (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-secti

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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 o

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Maria-Andra, Ciobanu, and Voicu Camelia-Delia. "Challenges of Teaching Career Management in Romania." Journal of Education, Society & Multiculturalism 6, no. 1 (2025): 60–80. https://doi.org/10.2478/jesm-2025-0005.

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Abstract The paper addresses the topic of teaching career management, a topic of major importance for the contemporary educational field. In the context of continuous changes in society and educational systems, the efficient management of teachers' careers becomes an essential condition for ensuring the quality of the educational process and for the sustainable professional development of teachers. The purpose of the research paper is to highlight the main factors that support or hinder teachers' efforts in developing their careers, from the perspective of existing policies. Starting from the

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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 (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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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 (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 resea

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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 care

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Hernaus, Tomislav, Dejana Pavlovic, and Maja Klindzic. "Organizational career management practices." Employee Relations 41, no. 1 (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

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Waseem, Syeda Nazneen, and Nitasha Rehmat. "The Impact of Career Capital, Joint Responsibility, Career Management, Career Planning, and Career Opportunity on Career Success with the Moderating Effect of Employee Behaviour." Journal of Social Sciences Review 5, no. 1 (2025): 351–63. https://doi.org/10.62843/jssr.v5i1.500.

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This study investigates the impact of Career Capital, Joint Responsibility, Career Management, Career Planning, and Career Opportunity on Career Success, with a particular focus on the moderating effect of Employee behaviour. The study integrates career capital (skills, knowledge, networks) with joint responsibility between employers and employees and determine how these elements help advance careers. It also highlights how career management practice and the presence of career opportunities shape one’s career success. A study based on primary quantitative data from banking sector employees sho

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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 (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

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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 (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. Howe

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Inkson, Kerr. "Careers and Organisations: A Figure–Ground Problem." Journal of Management & Organization 10, no. 1 (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, i

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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 (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, i

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Nazlı, Serap. "Career Development of Upper Primary School Students in Turkey." Australian Journal of Guidance and Counselling 24, no. 1 (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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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 (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/

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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 (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

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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 (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

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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 (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 a

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