Career Patterns and Developmental Tasks in Career Development

2019 ◽  
pp. 16-36
Author(s):  
İnci Öztürk Fidan
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Self Concept ◽  
Career Stages ◽  
Developmental Tasks ◽  
Career Stage ◽  
Business Partnerships ◽  
Career Patterns ◽  
Career Pattern ◽  
New Business

Each of the capabilities, connections, confidence, and cognition dimension is a career pattern which allows an individual to adapt to his/her changing work environment, work, and occupation. Career patterns are the tools enabling an individual to adapt to his/her environment during the career construction process. Career stages involving developmental tasks reveal how an individual construct his/her career based on his/her self-concept during a certain stage of the development. The goal of this chapter is to describe career patterns, such as capabilities, connections, confidence, and cognition, and influences of career patterns on each career stage. It is argued in this chapter that the career patterns can enhance entrepreneurship skills of employees and ensure the establishment of intra and inter-organizational connections and give rise to new business partnerships.

Industrial Salesperson Development: A Career Stages Perspective

1984 ◽  
Vol 48 (4) ◽  
pp. 41-52 ◽  
Author(s):  
William L Cron
Keyword(s):  
Conceptual Framework ◽  
Career Concerns ◽  
Career Stages ◽  
Developmental Tasks ◽  
Career Stage ◽  
Psychosocial Needs ◽  
Career Changes ◽  
Personal Challenges

The scope of research on the development of salespeople has been very limited, in part because of an incomplete conceptual framework of salespeople's life and career changes. As a first step toward improving this situation, this article presents a framework of developing career concerns in the form of career stages. Career objectives, developmental tasks, personal challenges, and psychosocial needs of each career stage are discussed, and propositions are developed regarding the influence of career stages on salespeople's effectiveness.

THE RELATIONSHIP BETWEEN CAREER DEVELOPMENT, COMPENSATION, JOB SECURITY, WORK ENVIRONMENT AND EMPLOYEE LOYALTY

2020 ◽  
Vol 9 (1) ◽  
Author(s):  
Muhammad Faizal Samat ◽  
Muhammad Najmuddin Hamid ◽  
Muhammad Ameer Shafiq Awang@Ali ◽  
Wan Muhammad Iqmal Fazri Wan Juahari ◽  
Khairul Asraf Ghazali ◽  
...  
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Job Security ◽  
Future Research ◽  
Kuala Lumpur ◽  
Employee Loyalty ◽  
Convenience Sampling ◽  
The Relationship

Malaysia has recorded the second highest involuntary turnover rate at 6% and third highest voluntary rate at 6.5% in South East Asia. Employee loyalty becomes critical towards employer. Thus, the purpose of this study was to examine the relationship between career development, compensation, job security, work environment and employee loyalty. In conducting this study, convenience sampling technique has been employed and respondents have been chosen in the area of Kuala Lumpur. Hypothesis were tested using regression analysis by using Smart-PLS. Based on the result, career development, compensation and job security were found to be significant with employee loyalty. However, work environment was found to be not significant with employee loyalty. It is suggested for future research to explore other variables in order to find the factors contributed in employee loyalty. Keywords: Career Development, Compensation, Job Security, Work Environment, Employee Loyalty

PENGARUH LINGKUNGAN KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PT ASTRA OTOPARTS TBK DIVISI SSC (Shared Service Centre)

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Dian Anggraeni ◽  
Eddy Sanusi S
Keyword(s):  
Career Development ◽  
Data Collection ◽  
Work Environment ◽  
Employee Performance ◽  
Field Research ◽  
Secondary Data ◽  
Sampling Technique ◽  
Service Center ◽  
Shared Service ◽  
Data Collection Technique

<em>The research objective was to determine the effect of work environment and career development on employee performance of PT. Astra Otoparts Tbk Division SSC (Shared Service Center). The research method, in this study using primary and secondary data sources, where the data collection is done by field research and library research. Respondents in this study were all employees of PT. Astra Otoparts Tbk Division SSC (Shared Service Center) as many as 72 respondents using the slovin technique with a tolerance level of 5 percent. The data collection technique used a questionnaire and the sampling technique used random sampling. The results of the study have an effect both partially and simultaneously on work environment and career development on employee performance at PT. Astra Otoparts Tbk Division SSC (Shared Service Center).</em>

scholarly journals INFLUENCE OF CAREER DEVELOPMENT, WORK ENVIRONMENT, COMPENSATION AND IT’S IMPLICATION ON JOB SATISFACTION OF PERMANENT LECTURER AT MARITIME COLLEGES IN DKI JAKARTA

2020 ◽  
Vol 1 (3) ◽  
pp. 384-396
Author(s):  
Ali Muktar Sitompul ◽  
Marhalinda Marhalinda ◽  
Anoesyirwan Moeins
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Work Environment ◽  
Structural Equation ◽  
Research Method ◽  
Equation Modeling ◽  
Survey Method ◽  
Development Work ◽  
Exogenous Variables ◽  
Descriptive Survey

This study aims to analyze and prove the Influence Career Development, Work Environment, Compensation and it’s implication on job satisfaction of permanent lecturer of maritime colleges in DKI Jakarta both partially and simultaneously. The research method used is descriptive survey method and explanatory survey with 253 respondents. The analysis of the data used is Structural Equation Modeling (SEM), consisting of career development, work environment and compensation as exogenous variables, job satisfaction as an endogenous variable. Based on the partially and simultaneous research that Career development, work environment and compensation have a positive and significant effect on job satisfaction with a contribution (R2) of 92 %. Work environment has the most dominantt effect on the job satisfaction of lecturers at maritime colleges in DKI Jakarta.

scholarly journals THE INFLUENCE OF CULTURE ORGANIZATION,CAREERDEVELOPMENT, WORK ENVIRONMENT, COMPENSATION POLICY AND ATTITUDE OF EMPLOYEES OF THE WORKING LIFE QUALITY ON THE ENVIRONTMENT OF THE SECRETARIAT OF COORDINATING MINISTRY FOR ECONOMIC AFFAIRS

2016 ◽  
Vol 7 (1) ◽  
pp. 117
Author(s):  
Agung Setywan
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Latent Variables ◽  
Working Life ◽  
Work Life ◽  
Quality Of Work Life ◽  
Compensation Policy ◽  
Quality Of Working Life ◽  
Quality Of Work

Based on the condition and circumstance of quality of work life at  the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, which is based on preliminary research show its not satisfactory, the purpose of this study was to: (1) determine the influence of organizational culture on quality of work life, (2) the effect of career development on the quality of work life, (3) the effect of the work environment on the quality of work life, (4) the effect of compensation policy and benefit on the quality of work life, and (5) the effect of employee attitudes to job towards the quality of working life. Methodologically, the research approach is a quantitative approach. The method research instrument is a questionnaire containing 89-point declaration from the six latent variables in the study, using the Likert Scale 1-5. The independent latent variable is the quality of work life, while independent latent variables are organizational culture, career development, work environment, compensation policy and benefit, and employee attitudes to work. Location of the study at the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, with a population of 116 employees.Data were analyzed using Partial Least Square (PLS) Structural Equation Modeling (SEM), with software SmartPLS 3. The result showed that the fifth independent variable only one influential positive and significant on the quality of working life Which means the fifth independent variable having value predictive (predictive relevance) on the quality of working life.Meanwhile the fifth regression variable indepedenshow different results: ( i ) insignificant between cultures organization with the quality of working life, ( ii ) there is a positive connection between development and significant career with the working life , ( iii ) insignificant between the workplace with the working life , ( iv ) insignificant policy of compensation and benefit with the working life; ( v ) insignificant between the employees to the quality of working life.   Keywords:   Quality of work life, cultural organization, career development, work environment, compensation policy and benefit, employee attitude to work.

Internet Technology-Based Tools Utilization in the Workplace of Contemporary Organizations

2009 ◽  
pp. 570-576
Author(s):  
Janusz Wielki
Keyword(s):  
Work Environment ◽  
Business Models ◽  
Small Degree ◽  
Digital Economy ◽  
Internet Technology ◽  
The Internet ◽  
Internal Work ◽  
New Business ◽  
The Impact ◽  
New Business Models

Currently there are many studies which deal with the impact of the Internet and Internet technology-based tools on organizations. Most of them are focused on such issues as the opportunities which have emerged with the development of the digital economy, possible new business models, establishing new kind of relations with customers, and security aspects. The impact of Internet technology-based tools on the internal work environment of organizations is an issue which is relatively rarely analyzed. Although more and more publications concerning this field are being released, they are only focused to a small degree on the challenges connected with the utilization, and, particularly, the misuse, of Internet technology-based tools in the workplace. Thus, this article is an attempt to deal with this issue in a more holistic way.

An Exploratory Study of the Current State of Career Development for Project Managers in the IT and Other Industries

2016 ◽  
pp. 1654-1673
Author(s):  
Yang Fan ◽  
Michael Thomas ◽  
Yishi Wang
Keyword(s):  
Project Management ◽  
Career Development ◽  
Work Environment ◽  
Job Training ◽  
Career Path ◽  
General Pattern ◽  
Project Managers ◽  
It Industry ◽  
Current State ◽  
Management Career

Critical to project success and job satisfaction of project managers is effective Human Resource Management (HRM). The temporary nature of projects has changed the traditional career paths for project managers and the way project-oriented companies prioritize their motivation tactics. By conducting a survey to explore a general pattern of employers' HRM practices in different industries regarding the project management career, this paper presents the fact that most employers prefer on-job training to organizational career path in motivating and retaining project manager and that there is no difference between IT industry and other industries in terms of the extent of use of on-job training and the organizational career path. These findings contribute to an in-depth understanding of the project management career path and suggest that project managers be proactive in adjusting to change in the workplace by being more autonomous in their career development decisions based on the larger work environment.

CEO career concerns and expectations management

2019 ◽  
Vol 20 (3) ◽  
pp. 267-289
Author(s):  
Elio Alfonso ◽  
Li-Zheng Brooks ◽  
Andrey Simonov ◽  
Joseph H. Zhang
Keyword(s):  
Earnings Forecasts ◽  
Early Career ◽  
Career Concerns ◽  
Career Stages ◽  
Career Stage ◽  
Content Type ◽  
Expectations Management ◽  
Reputational Capital ◽  
The Impact ◽  
Practical Implications

Purpose The purpose of this paper is to examine the impact of career concerns on CEOs’ use of expectations management to meet or beat analysts’ quarterly earnings forecasts. The authors posit that early career-stage CEOs are less (more) likely to use expectations management than are late career-stage CEOs if the market views expectations management as an opportunistic strategy (efficient process) due to reputational capital concerns. Design/methodology/approach The authors obtain data for CEO career stages and CEO compensation from ExecuComp, analyst earnings forecasts from the detailed I/B/E/S database, financial statement data from quarterly Compustat and stock returns from the daily CRSP database over the period 1992–2013. Findings The results are consistent with the opportunistic hypothesis and early-stage CEOs seeking to build reputational capital by avoiding the perception of engaging in an inefficient managerial strategy. The authors find robust evidence that late career-stage CEOs are more likely to engage in expectations management than early career-stage CEOs. Furthermore, the authors show that late career-stage CEOs tend to employ expectations management to boost the value of their equity-based compensation. Research limitations/implications The findings have important implications because the authors document a different implication of the “horizon problem” related to CEOs’ opportunistic forecasting behavior and the manipulation of analysts’ forecasts for CEOs who are approaching retirement. Practical implications The results have practical implications for analysts who provide earnings forecasts for firms whose CEOs are in early or late career stages and for investors who use such analysts’ forecasts in firm valuation models. Originality/value The authors contribute to the literature on expectations management by documenting how reputational incentives of CEOs affect the likelihood that managers engage in expectations management. The authors show that an important managerial incentive to engage in expectations management is CEO career concerns. Furthermore, the authors show that CEOs who are in early stages of their careers choose not to engage in expectations management due to the market’s perceived degree of opportunism pertaining to this strategy.

Ignatian Spirituality and Career Development: New Evidence for Age-Old Practices

2020 ◽  
pp. 089484532095708
Author(s):  
Scott C. Campanario ◽  
Lynette H. Bikos ◽  
Dana L. Kendall
Keyword(s):  
Career Development ◽  
Self Concept ◽  
Education Students ◽  
Ignatian Spirituality ◽  
Mediation Analyses ◽  
Sense Of Purpose ◽  
Development Interventions ◽  
Spiritual Discernment ◽  
Development Approach ◽  
New Evidence

Given the importance of career discernment in emerging adulthood, we evaluated an understudied career development approach for higher education students. Specifically, we tested the relationship between spiritual discernment exercises and sense of purpose and calling through the indirect effects of self-concept clarity, career decision self-efficacy, and knowledge of occupational information. Participants ( N = 127) were randomly assigned to one of the three conditions and were surveyed at a 10-week interval. Results indicated significantly higher posttest scores for purpose ( B = .169, p = .026) and calling ( B = .134, p = .013) in the spiritual discernment condition compared to the general adjustment (i.e., control) and traditional career development conditions. Mediation analyses also revealed a significant indirect effect of self-concept clarity on sense of purpose ( B ab = .059, p = .033). These findings suggest that spiritual discernment practices can significantly enhance the effectiveness of career development interventions for discerning purpose and calling.

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