• 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

Profile image of Management and Administrative Sciences Review  ISSN: 2308-1368

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This research focused on the relationship between individual factors and organisational support with career development in particular, self-efficacy, career autonomy, career planning and trainings. The research is a social science case study where the study was conducted at subsidiaries of a property developer. A total of 122 employees were included in this parameter of study. Questionnaires were distributed to the respondents and Spearman Correlation data analysis was used to determine the relationship between the factors and career development. The data shows that career planning and training development factors have low correlation coefficient value and low significance level and that the variables are not linearly related. On the other hand, the data shows that self-efficacy and career autonomy factors have high correlation coefficient value and high significance level which indicates that the variables are linearly related and that the there is a relationship between self-effic...

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Hyper competition and forthcoming challenges are need of emerging economies. The notion of empowering the human resource capital appears to be the basic requirement of globalizing economies, therefore adequate planning of careers tends to pave a secure path. Moreover, employee career development is equally significant for both the employer and employee. In order to be successful an organization must ensure timely development of its personnel in accordance with timely governed changes. Contemporarily succession planning has resulted as a significant postulate of career developmental practices. This paper enquires the influence of individual career planning on employee career development particularly. The banking sector of Karachi was considered as the target market. SPSS correlational and linear regression analysis was considered to study the statistical characteristics. A sample of 190 participants was brought under consideration which elaborated an insignificant relationship amongst both the variables. Moreover, discussion and testimonials were made in order to advocate the evidence.

Badar Muhdini

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This paper explores the relationship between organizational career management and career self-management and addresses their impact on employee outcomes. The results of a study among employees and linemanagers are presented, which partly support our hypotheses. The interaction between organizational and individual career management in explaining employee outcomes is discussed.

International Journal of Human Resource Studies

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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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