Teachers' Individual Career Management and Vocational Delay of Gratification

2016 ◽  
Author(s):  
Guest Editor Huier Liu
Keyword(s):  
Delay Of Gratification ◽  
Career Management ◽  
Individual Career Management

Von der Kaminkarriere zur boundaryless und protean career? Zum Verhältnis von organisationaler und individueller Karrieresteuerung am Beispiel von Auslandseinsätzen / From organization career to boundaryless and protean career? Analysis of relations between organizational and individual career management in assignments abroad

Arbeit ◽  
2014 ◽  
Vol 23 (1) ◽  
pp. 5-21
Author(s):  
Ursula Mense-Petermann
Keyword(s):  
Career Management ◽  
Protean Career ◽  
Career Analysis ◽  
Individual Career Management

Abstract Michael Arthur und Douglas Hall haben mit ihren Thesen zur boundaryless und zur protean career eine Debatte über einen Wandel des für westliche Industriegesellschaften typischen Karrieremusters postuliert, und zwar eine Umstellung von der Organisation und des in ihr und von ihr institutionalisierten Karrieremusters der sogenannten ,Kaminkarriere’ auf den einzelnen Erwerbstätigen und seine individuellen Strukturierungs- und Selbst-Managementleistungen. Der hier vorliegende Beitrag vertritt die These, dass hier die Rolle der Organisation für Karrieren zu stark heruntergespielt und zu wenig nach dem Verhältnis von organisationalem und individuellem Karrieremanagement gefragt wird. Der Beitrag macht deshalb einen differenzierenden Vorschlag zur Analyse eines Formwandels von Karriere.

Where to from here? Evaluating employability during career transition

2007 ◽  
Vol 13 (3) ◽  
pp. 196-211 ◽  
Author(s):  
Marilyn Clarke
Keyword(s):  
Small Group ◽  
Job Search ◽  
Management Strategies ◽  
Career Transition ◽  
Career Management ◽  
Job Market ◽  
Successful Career ◽  
The Individual ◽  
Individual Career Management

AbstractThis study explores attitudes towards employability among a small group of individuals who were in career transition as a result of taking voluntary redundancy. Contemporary models of career suggest that much of the responsibility for career and employability has been transferred from the organisation to the individual. This study indicated that, in general, mid-career individuals were yet to recognise this transfer and to take ownership of their employability. When moving from a stable career within a paternalistic organisation to an uncertain job market they were unsure what they had to offer an employer, how to approach job search or how to market their skills and experience. The majority did make a successful career transition but more in the absence of, rather than because of, individual career management strategies.

scholarly journals Understanding Proactive Behaviours and Career Success: Evidence From an Emerging Economy

2011 ◽  
Vol 2 (2) ◽  
pp. 53-71 ◽  
Author(s):  
Roziah Mohd Rasdi ◽  
Thomas N. Garavan ◽  
Maimunah Ismail
Keyword(s):  
Public Sector ◽  
Emerging Economies ◽  
Career Success ◽  
Emerging Economy ◽  
Career Management ◽  
The Public ◽  
Subjective Career Success ◽  
The Relationship ◽  
Individual Career Management

This article explores the relationship between proactive career behaviours and both objective and subjective career success. The study was conducted on a sample of managers within the public sector of an emerging economy (Malaysia). A sample of 288 managers reported on their proactive career behaviours and career success. Results show that managers who engage in individual career management and networking behaviours report more subjective career success. Networking is positively related to both objective and subjective career success. We discuss the implications for managers' career in emerging economies. 

Where to from here? Evaluating employability during career transition

2007 ◽  
Vol 13 (3) ◽  
pp. 196-211 ◽  
Author(s):  
Marilyn Clarke
Keyword(s):  
Small Group ◽  
Job Search ◽  
Management Strategies ◽  
Career Transition ◽  
Career Management ◽  
Job Market ◽  
Successful Career ◽  
The Individual ◽  
Individual Career Management

AbstractThis study explores attitudes towards employability among a small group of individuals who were in career transition as a result of taking voluntary redundancy. Contemporary models of career suggest that much of the responsibility for career and employability has been transferred from the organisation to the individual. This study indicated that, in general, mid-career individuals were yet to recognise this transfer and to take ownership of their employability. When moving from a stable career within a paternalistic organisation to an uncertain job market they were unsure what they had to offer an employer, how to approach job search or how to market their skills and experience. The majority did make a successful career transition but more in the absence of, rather than because of, individual career management strategies.

scholarly journals A Review of Organizational and Individual Career Management: A Dual Perspective

2014 ◽  
Vol 4 (1) ◽  
pp. 101 ◽  
Author(s):  
Phathara-on Wesarat ◽  
Mohmad Yazam Sharif ◽  
Abdul Halim Abdul Majid
Keyword(s):  
Career Management ◽  
Competitive Advantages ◽  
Organizational Environments ◽  
Important Impact ◽  
Career Growth ◽  
Dual Perspective ◽  
Personal Level ◽  
Organizational Career Management ◽  
Personal Career ◽  
Individual Career Management

This paper views career management as a combination of both organizational career management (OCM) and individual career management (ICM). It highlights the important impact of career management on personal and organizational successes. It also emphasizes on the effective career management which fosters personal career growth and sustains organizational competitive advantages. At the personal level, the notion of career management brings forth the employee’s capability to develop a career in the workplace. Likewise, it provides organizations with the ability to proactively respond to the rapidly changing organizational environments. This paper differentiates between OCM and ICM that could lead to a clearer understanding of the two terms. The concept of career management is important to academics and practitioners who are involved in this area.

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