The objective of the paper is to present several career perspectives which are available for an individual to enhance a trend in their career systems which can be implied for individuals, society and organization. Career systems have witnessed a drastic change in recent decade which is happening within the dynamic nature of labour market. This enhancement can be framed as a transition from linear career system into a multidirectional career system. This paper explains the academic career model suggested as an intriguing idea and food for thought through a prospective role model for future career systems. The researcher has proven that the past career model can be replaced with the academic career model which will increase the employees career path.
Competency based career ladders for project managers in a large research and development organisation (Willem Fourie, Marie-Louis Barry, CSIR, Pretoria, South Africa, University of Pretoria, South Africa)
The research objective of the paper was to find whether the organization is able to resist to the standardisation or generalisation of career ladder instruments across various fields which is adequately required to differentiate between pay grade levels of employees based on their specialisation. And this research paper is more concerned towards giving appropriate pay level band for employees based on their career ladderThe author conducted this study using a qualitative research analysis where he has used multiple cases of various operating units within the same organization to determine an optimal way of career growth of project managers through recognizing and reward system. The need for career growth and career growth assessments are influences by motivational theory which is based on employee loyalty and career decisions. Different competency metrics and different scales are required for career ladder instruments to determine market related salaries across various application areas for project managers, scientists and engineers.
Effects of race on organizational experiences, job performance evaluations, and career outcomes (Jeffrey H. Greenhaus, Saroj Parasuraman, Wayne M. Wormley, Dexel University)
This study examined relationship among race, job performance evaluation, career outcomes and organizational experiences for white and black managers from three work organizations. Compared to white managers, black managers felt that they are less accepted in their organizations, and they also felt that they are having less discretion on their jobs and their supervisors also gave them low ratings for their job performance and promotability. Black managers also experienced lower levels of career satisfaction. The authors examined direct and indirect effects of race on job performance evaluations and career outcomes.
Career development: Exploration and planning (Donald e Super, Douglas T Hall, North western university, Evanston)
This study examined that career is not only important to middle class people, whereas it is important to the ordinary individuals who work in the street and in the home. The author mentioned that like it or not people have to pursue their career just as they engage in occupation to get good jobs to obtain high positions. And author also suggested to not to confuse the term career, job, occupation and position in attempt to give the vocabulary of vocational psychology and scientific precision regarding development guidance.
A study of career needs, career development programs, job satisfaction and the turnover intentions of R & D personnel (Tser-Yeith Chen, Ming – Chuan University, Taipei, Taiwan)
The research objective of the paper is to explore the career needs and proposes the concept of gap between career development programs and the career needs and turnover intention which contributes to the career management. The objective was achieved by conducting various career development programs and by implementing effective integration of career needs. The result has revealed that larger the gap, the turnover intention and job satisfaction level will be higher. And it also revealed there are various stages of career needs at diverse needs for R & D personnel.
Career development in organizations and beyond : Balancing traditional and contemporary viewpoints (Yehuda Baruch, University of east Anglia, United Kingdom)
The paper has explored that there is a major transition in the shape of careers and their management outside and within the organizations in the changing nature of work. Research has suggested that these changes are colossal and overwhelming but when it comes in reality, it has remained stable. The author has brought a balanced view of the managements of careers in organization and beyond. And this paper has mentioned the recent developments in the nature of business environment.
A social cognitive view of career development and counselling( Lent, R.W (2005), S. D. Brown, Hoboken)
The research objective of the paper was based on the social cognitive theory. This paper uniforms various frameworks to bring together the common piece which were provided by the earlier theorists. This paper highlights Bandura’s Theory which was based on the people’s vocational behaviour. The researchers brings out the collaboration of achieving varying levels of career success and stability, make and remake occupational choices and developing vocational interests into a novel rendering of people’s choices. The ideas obtained from this paper can be used for maximizing career options and promoting career success and satisfaction.
Managing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behaviour ( Jane Sturges, Neil Cinway, David Guest and Anderson Liefhooghe, Birkbeck college, London, UK)
This study examined the different kinds of relationship between the psychological contract, career management activities and the outcomes of psychological contract fulfilment. This study uses series of linked hypothesis that individual in a career management behaviour is associated with the experience of organizational career management. This paper provides four contributions to affective commitment associated with job performance, psychological contract fulfilment with attitudes and behaviour, organizational commitment with career outside the organization and career management behaviours linked to psychological contract fulfilment.
Effects of career mentoring experience and perceived organizational support on employee commitment and Intentions to leave (Chew, Yin Teng, Wong, Sai Kong, International Journal of Management)
This study examined perceived organizational support and career mentoring on hotel worker’s organizational commitment and intention to leave. From the past research, it has been found that POS and CM are highly interrelated to each other. CM predicts the three dimensions of self – reported OC and while the turnover has medium correlation with respect to CM. And from the study it has been found that POS has significant relationships with all the variables mentioned in the study.
Competency development and career success: the mediating role of employability ( Radboud University, Nijmegen)
The research objective of this paper is to explore the relationship between employability, competency development and career success. The study found out that there is a positivity associated with worker’s perceptions of employability. There is a positive relationship with career satisfaction and perceived marketability with self-perceived employability. A full mediation effect was found for the relationship between participation in both career satisfaction and competency development along with perceived marketability. A partial mediation effect was found for competency development for perceived support for the predictor variable. The study concluded with an implication that the understanding the process can affect the subjective career success of the individuals in the organization.