- DOI: 10.3768/RTIPRESS.2017.OP.0037.1703
- Corpus ID: 157583667
Improving career development opportunities through rigorous career pathways research
- J. Hedge , J. Rineer
- Published 1 March 2017
- Education, Business, Psychology
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Developing a strategic career development model on organizational climate, career adaptability and career intentions, challenges in managing your own career development, antecedents of career development success: insights into 10 years of research, retaining millennials engagement and wellbeing through career path and development, the tourism and hospitality career progression pathway, career development programs in greater cairo three-star hotels, exploring a career pathway for home support workers in ireland: a systematic scoping review of the international evidence, impact of career planning, employee autonomy, and manager recognition on employee engagement.
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A Study on the Impact of Work-Life Balance on Career Development
Enhancing staff week organisation through service action research, 37 references, career success in a boundaryless career world., when developing a career path, what are the key elements to include, the relationship between career motivation and self-efficacy with protege career success., protean and boundaryless careers: an empirical exploration, organizational career growth, affective occupational commitment and turnover intentions, the relationship between career growth and organizational commitment, a career lexicon for the 21st century, pipeline's broken promise, the contemporary career: a work–home perspective, antecedents and outcomes of organizational support for development: the critical role of career opportunities., related papers.
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The Organizational Role in Career Development of Employees
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The Synergistic Model of Organizational Career Development is a new model of organizational career development that combines the best of career development practice and organizational development into a unified, coherent model. The model has three levels of organization: philosophical, strategic, and practical. Expanding circles are used to illustrate movement from the broad philosophical vision to strategic plans and then to the practical need for acquisition and demonstration of specific competencies. The model encourages employees and organizations to dream (philosophical level), plan (strategic level), and perform (practical level). The personal and organizational vision circles are represented by the center rings to denote their role in regulating the other subsystems. The focus on competence is represented by the outer rings to denote their role in providing feedback to the rest of the system regarding the requirements of the world of work: the competencies that employees requ...
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