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The purpose of this paper is to propose and generate initial evidence on the psychometric properties of a re‐conceptualized organizational career system (OCS).

Data were collected from head of HR/head of business units on the career system variables. Reliability and exploratory factor analysis using SPSS and confirmatory factor analysis using AMOS helped the authors to test the theoretically derived factor structure. The psychometric properties of the three‐factor instrument were examined and provided initial evidence of the reliability and validity of OCS.

The model fit indices confirm the three‐dimensional factor structure of organizational career systems. The three dimensions pertain to labor market orientation, employee advancement orientation and employee lateral movement.

In proposing this conceptual model, the authors draw insights from a number of distinct literature streams. The further development of an instrument to evaluate perceptions of career systems should encourage researchers and practitioners to use the instrument for empirical and diagnostic purposes.

Accelerating technology and market changes are creating many new employment opportunities and career challenges. With such changes, viable career development strategies are needed. Through a review of the goal setting and need assessment process, and numerous executive development practices, presents a model for management and career development known as the Total Career and Life Portfolio (TCLP). Developed by the authors for use in career counselling, managerial consulting, training and development, and strategic planning, the TCLP has been found to be a helpful planning process for executives.

The utility of career planning for managers is evaluated. The current activities and beliefs of practising managers are drawn on. The results of a study of 50 women and men managers support other empirical findings and point to the absence of career planning and future plans in managers′ lives. This is contrary to the advice given to women managers, in particular, which advocates the importance of career planning in career advancement. Implications drawn for management development suggest that career planning is not useful as a broad strategy for advancement, is a misnomer, and may lead managers into following plans rather than developing the flexibility to take opportunities.

The purpose of this paper is to identify the main students’ motivators for their migration decisions, which can be used by education managers working in the area of career management in higher education institutions of Latvia.

Performed empirical data analysis is based on a survey data, collected from students of various educational programmes in two higher education institutions of Latvia. The data analysis consisted of three steps: initial exploratory data analysis (including testing for sample homogeneity, and sample descriptive statistics), correspondence analysis of student’s answers (including testing for survey reliability, discrimination measures and dimension reduction) and analysis of relationships between survey questions (including contingency tables, testing for directional associations and the logistic regression).

The results of the study show that students’ career motivators are significant explanatory factors for their migration decisions. According to the survey results, the main reasons for migration decisions are better career prospects, a higher salary, new professional experience and share of own experience, new professional contacts, motivating and interesting job, better training facilities and the support of their family members and friends who are working or studying abroad.

First, the sample in this study included two higher education institutions. Second, the same respondents participated in both the qualitative and quantitative aspects of the research. Future study with a more diverse student population and the refined scale items is recommended to verify and generalise the findings.

The paper addresses policy makers at the national level and education managers responsible for career guidance activities. The conducted analysis has allowed the authors to provide some recommendations for education managers working in the area of career guidance and counselling in Latvia. However, as education managers in the Baltic states face similar challenges, the results might be also used by managers working in other Baltic states.

The empirical study performed in the paper has attempted to investigate the influence of students’ career drivers on their migration decisions in the framework of career management in higher education institutions.

Current market forces, technological change, acquisition and merger mania, and the approach of 1992 and the European free market, are all imposing accelerating enforced career changes at a rate few top managers have experienced. There is thus a growing need for self‐assessment programmes to develop employees′ potential to match their organisations′ changing needs. In this context the value of “transition counselling” is examined.

Describes organizational interventions employers can use to stimulate employees taking up responsibility for developing their own careers. Illustrates a range of career development support systems such as information centres, software workshops and counselling practices.

As emphasis in career management and development is moving from long‐term career planning controlled by the organisation to individually controlled career development, employees need support from skilled counsellors. Midland Career Services is an inhouse career consultancy set up for the purpose of providing this support. The service, the programmes provided, and the staffing of the consultancy are detailed. The benefits to the organisation, line and personnel management, and the individual are emphasised.

Research has been conducted to investigate the factors that influence career indecision. This study attempted to synthesize empirical research on career indecision to (1) find the common determinants over the last two decades and (2) find the factors/areas that need to be addressed for future research on career indecision.

This study used the systematic literature review (SLR) methodology and the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Following the predetermined inclusion criteria, 118 articles from the Scopus database were included for review.

From this research, the authors found four main determinants for career indecision, namely (1) career-related decision-making difficulties, (2) adolescent differences, (3) individual and situational career decision-making profiles (CDMPs) and (4) level of individual readiness for career choice, which have been researched in the last two decades. Additionally, eight factors/areas were found to be addressed in future research on career indecision which include those four common determinants, the other three determinants, namely (1) individual differences, (2) contextual/environmental factors, (3) social factors, and one outcome, subjective well-being.

The study had limitations in conducting this research, and the findings of the study provide some theoretical and future research implications.

The seven determinants and the only outcome provide some implications for practitioners and policymakers.

The study found seven determinants and one outcome of career indecision derived from empirical studies conducted during 2000–2021.

The purpose of this article is to explore career development programs for the sales force including benefits, implementation and managerial implications.

Career development programs are viewed through a conceptual model consisting of assessment, direction and development.

This paper provides a comprehensive list of the benefits of a career development program for sales forces.

The conceptual model can serve as a checklist for sales managers to evaluate, add to or modify their programs. The conceptual model also provides a framework for tying together many disparate areas of career development that have been handled separately or ignored in the sales management literature.

This paper provides a comprehensive conceptual model of career development that has not been present in the sales management literature. This should be useful to sales managers in evaluating their own career development efforts. The framework should also be useful to sales management scholars who teach and do research in this area.