Search results

The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success among South Korean female managers.

A structural equation modeling was used to analyze the sixth wave of data from the Korean Women Manager Panel (KWMP) survey by the Korean Women’s Development Institute in South Korea. The panel respondents were 1,384 female managers in tenured positions at South Korean companies.

The results showed that clan culture and perceived supervisor support directly influenced female managers’ subjective career success and indirectly affected their subjective career success through leadership competencies at the same time.

The respondents’ self-report can be a limitation as it can result in inflated outcomes in research findings. Even though no common method bias was found using Harmans’ single-factor test, the bias might not be removed completely. The study’s limitation includes the panel data and measures from KWMP, which constrained attempts to create constructs for measuring variables more precisely.

There is little research on the relationships between leadership competencies and other variables of female managers. The current study expanded the research on female managers’ leadership competencies by verifying that the leadership competencies play an important role in the relationships between clan culture, perceived supervisor support and subjective career success. The findings highlight that it is essential for female managers in South Korea to have supportive environments to receive fair treatment, demonstrate leadership competence in organizations and perform challenging tasks.

This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational corporations, small to medium enterprises, the public sector and not for profit organisations. This paper aims to investigate the contextual factors influencing L&D roles in organisations, the strategic and operational roles that L&D professionals play in organisations, the competencies and career trajectories of L&D professionals, the perceptions of multiple internal stakeholders of the effectiveness of L&D roles and the relationships between context, L&D roles, competencies/expertise and perceived organisational effectiveness.

The study findings are based on the use of multiple methods. The authors gathered data from executives, senior managers, line managers, employee and L&D professionals using multiple methods: a survey (n = 440), Delphi study (n = 125) and semi-structured interviews (n = 30).

The analysis revealed that L&D professionals increasingly respond to a multiplicity of external and internal contextual influences and internal stakeholders perceived the effectiveness of L&D professionals differently with significant gaps in perceptions of what L&D contributes to organisational effectiveness. L&D professionals perform both strategic and operational roles in organisations and they progress through four career levels. Each L&D role and career level requires a distinct and unique set of foundational competencies and L&D expertise. The authors found that different contextual predictors were important in explaining the perceived effectiveness of L&D roles and the importance attached to different foundational competencies and areas of L&D expertise.

This is one of the few studies to have investigated the L&D professional role in organisations from the perspective of multiple stakeholders using multiple research methods.

Focusing on an international trainee- and internship programme, this paper aims to propose a new framework that links organisational strategies regarding ethnic diversity with career competencies of the programme participants.

The paper adopts a case study design. It examines the interplay of the perspectives of the organisation, which is an Austrian bank, and of the programme participants, who are university graduates from South-Eastern Europe. It draws on the typology of diversity strategies by Ortlieb and Sieben (2013) and the categorisation of individual career competencies by DeFillippi and Arthur (1994).

The bank benefits from the programme participants’ competencies with regard to South-Eastern Europe and increased legitimacy gained from the public. Programme participants acquire many knowing-how, knowing-why and knowing-whom competencies, especially if the bank pursues a so-called learning strategy towards ethnic diversity. On the other hand, individual knowing-how competency supports an organisation’s antidiscrimination strategy, whereas knowing-why and knowing-whom competencies benefit the organisational learning strategy.

Although the paper builds on a single case study and the ability to generalise is limited, the findings imply that future human resource development concepts should jointly consider the perspectives of both organisations and individuals.

Owing to their high strategic relevance, organisations should look into the competencies of skilled migrants and evaluate the critical resources they offer. Both organisational learning and an organisation’s strategic development are key concerns. The proposed framework helps to effectively design trainee- and internship programmes and simultaneously anticipate organisational and individual consequences thereof at an early stage.

The proposed framework concerning the interplay between organisational and individual perspectives as well as the regional focus on South-Eastern Europe present novelties.

This study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and career satisfaction.

Generation Y working in the hospitality industry comprised the target population of this study. A total of 500 questionnaires were distributed, and 458 valid questionnaires were obtained. Structural equation modeling was used to analyze the data and to test the causal relationships among the constructs.

Psychological empowerment was positively related to career competencies and career satisfaction. Moreover, the four dimensions of psychological empowerment, namely, impact, competence, self-determination and meaning, also contributed positively to the career competencies and satisfaction of Generation Y. Findings indicated that empowerment was an important predictor of career management among young employees.

The limitation of this study is the use of convenience sampling method, with participants selected according to their accessibility. Future studies should collect a reasonably broad sample by using probability sampling methods.

The findings of this study provided useful guidance to manage and empower Generation Y employees. First, the importance of psychological empowerment to enhance the career competencies and satisfaction of young employees was proved. Second, this study provided detailed information on how to empower Generation Y employees. Third, this study may help to retain qualified employees by empowering and supporting their career development.

This study highlighted the importance of empowerment in managing Generation Y employees. Once Generation Y employees are trusted and empowered, they tend to perform well in both their job and career. Findings indicated that the four factors of psychological empowerment had different contributions to careers of the employees. Results suggest that managers should attempt to assign challenging and meaningful tasks to young employees and to increase their responsibility and impact in the organization. To attract and retain qualified young employees, career competences should be enhanced to achieve a level of career satisfaction.

This study presented new findings on Generation Y and the outcomes of psychological empowerment. Initial evidence on the contribution of empowerment to the career issues of the new generation was proved. The findings outlined detailed information on psychological empowerment by exploring the function of its four factors. The results may serve as a foundation for future research on empowerment and career issues of Generation Y.

The purpose of this paper is to examine the influence of the competencies motivation, integrity and social skills on both intrinsic and extrinsic career success.

In total, 1,112 individuals aged 45 or above registered at a job agency specialized in older employees in the Netherlands filled out a survey. The results were analyzed using multiple regression.

The three competencies had a positive relationship with intrinsic career success (job satisfaction). Motivation and social skills were also positively related to extrinsic career success, while integrity was unrelated.

The influence of competencies on career success of older workers has received only little attention from researchers.

This work is an extension of research on worker participation in achieving career success by including a prominent contextual construct, that is social capital. The present research aims to study how competency development influences the intrinsic career success of females in the handicraft industry, by considering the role of perceived employability as a mediator and social capital as a moderator. By doing so, this paper aims to fill the vacuum in the career literature that suggests that career success is not gender neutral.

Data was collected from handicraft workers by adopting the survey method. CFA and SPSS macro named PROCESS were used to analyse data.

Competency development influences the subjective career success of female workers, and perceived employability mediated the relationship between them. Moreover, social capital independently moderates the relationship between the participation of workers in competency development and perceived employability.

The study is conducted in the Indian context alone, and therefore future studies must be conducted globally to deepen the scholarly dialogue on female workers' career success. Also, the current study measures career success, from a subjective perspective, thus future studies can measure female workers' objective career success.

The current paper identifies the need to study the factors contributing to female workers' career success in small industries.

Conventional industries and their workers' career success must be given equal importance by researchers, practitioners and policymakers.

The paper fills the gap in career research by exploring female workers' career success through empirical evidence.

Freelancers are a growing population of working adults with limited to no organizational support. Yet, their strategies to navigate job search, especially in turbulent times, are unknown. To address this gap, the author hypothesized and examined a sequential mediation model whereby freelancer protean career orientation (PCO) influences job search strategies through career competencies (i.e. knowing why, how and with whom to work) and job search self-efficacy (JSSE).

Data were collected from a sample of 87 Canadian freelancers during the height of the COVID-19 pandemic.

The results supported the sequential mediation from PCO to job search strategies through two of the career competencies (knowing why and how) and JSSE. The mediating role of knowing whom was not supported.

Policy makers and learning institutions can provide freelancers with opportunities to develop transferable skills through massive open online courses (MOOCs). Employers of freelancers can design motivating jobs that provide freelancers with on-the-job learning and development opportunities.

The insignificant mediating role of knowing whom (i.e. professional networks) implies that large networks might not be necessarily beneficial in times of crisis. Thus, the role of networks might be more complex than the literature has proposed.

This study brings into focus an overlooked population of workers: freelancers. It investigates a sequential mediation through which freelancer PCO impacts job search strategies. In addition, it compares the effectiveness of career competencies in unfolding the proposed sequential mediation.

The purpose of this paper is to focus on the effects of career development and guidance among students (age 17-23) enrolled in higher education in The Netherlands. First the paper explores whether the development of career competencies contribute to career identity, learning motivation, certainty of career choice and drop out, and also whether the learning environment affects these variables. In the study, four career competencies are identified: career reflection (reflective behavior), work exploration (exploring behavior), career action (pro-active behavior) and networking (interactive behavior). Aspects of the learning environment that are taken into account are practice- and inquiry-based curriculum and career guidance conversations.

A questionnaire-based study was carried out among 4,820 students and 371 (school) career counsellors in 11 universities.

The results show that career competencies are related to learning motivation, career identity, certainty of career choice and drop out threat. The learning environment also contributes to these outcome variables. Students who participate in a practice-based and inquiry-based curriculum, and who have helping conversations about their study with their teachers, feel more motivated for learning, are more certain of their career choice and are less likely to quit their study.

A limitation of this study is that, due to the cross-sectional design with no control group, no strong evidence for effectiveness can be presented. Moreover, the lack of well validated instruments limits the value of the results. The explained variance of the outcome variables, however, does indicate that there are relationships between career competencies and career learning environment on one hand, and career identity, learning motivation and certainty of choices on the other.

Constructing and attributing meaning when engaging in these dialogues is of central importance; the development of personality traits and qualities only takes place when those learning find the content meaningful (and that is something quite different than content being considered “necessary”). In order to achieve such a learning environment within the dominant educational culture, transformative leadership is essential. Such leadership, however, is rare in Dutch universities of applied sciences until now.

Universities are increasingly acknowledging that they have a strong responsibility to guide students not only in their academic growth, but also in their career development. Universities – and especially universities of applied sciences – cannot leave this task to the public or private sector for two key reasons. First, universities are funded by the government and are therefore expected to prepare their students adequately for life in our individualized society as well as for the labor market. In the second place because organizations in the private and public sector often lack the knowledge and the motivation to guide young people on their career paths.

A limitation found in the research, as well as in actual career interventions in schools, is that they focus on change in students’ knowledge, attitudes and decision-making skills, while students’ behaviors are not examined. Hughes and Karp (2004) maintain that research should focus on exploring the relationships between guidance interventions and positive students’ behavioral outcomes. Therefore, the paper concentrates – in search of the influence of school-based career interventions – not on decision-making skills, attitudes or knowledge but on actual career behavior, i.e. career competencies of students.

The prevalence of artificial intelligence (AI) has considerably affected management and society. This paper aims to explore its potential impact on hospitality industry employees, bringing enlightenment to both employees and managers.

Data were collected from a survey of 432 employees who worked in full-service hotels in China. Structural equation modeling (SEM) was used to analyze the data.

Results presented a positive relationship between AI awareness and job burnout. No significant direct relationship was found between AI awareness and career competencies. Organizational commitment mediated the relationship between AI awareness and career competencies, as well as the relationship between AI awareness and job burnout.

This study contributes to human resource management in the hospitality industry to theoretical and practical aspects. Theoretically, it enriched both career theory and fit theory. Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

The study aims to analyze the impact of AI from a career perspective. It provided theoretical support and evidence for hotel managers for the effects of AI awareness on hotel employees. The study conveys a potential topic of concern that the hospitality industry may face in the future.

Using latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.

Young adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.

The authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.

The findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.