CEOs’ Career Development Path and Horizon Problem at their Last Career Stage

In this study, we apply organizational identification theory to enrich our knowledge of the career-horizon problem when CEOs are approaching retirement. The extant literature suggests that the closer a CEO is to retirement, the more likely she or he is to avoid long-term firm investments. Focusing on capital investments, we argue that the distinctive organizational identification with the firm of lone-founder CEOs and long-tenure acquirer CEOs can moderate the likelihood that the closer a CEO is to retirement, the more likely she or he is to avoid capital investments. We test and validate our hypotheses on a sample of CEOs in S&P 1500 non-financial firms between 1999 and 2010. This article contributes to the literature on CEO career horizons by providing a new and more fine-grained perspective on the important question of how different types of CEOs consider capital investments and the future of their firms as they approach retirement.

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Stir it up: how master-apprentice relationships affect the similarity of product offerings in high-end restaurants

Industrial and Corporate Change ◽

10.1093/icc/dtz047 ◽

2019 ◽

Author(s):

Fabrizio Castellucci ◽

Barbara Slavich

Keyword(s):

Career Development ◽

Quantitative Study ◽

Negative Association ◽

Career Stage ◽

Master Status

Abstract This work explores the determinants of decisions by former apprentices to present product offerings similar to those of their masters. Using a quantitative study of 194 international chefs, this article argues that there is a negative association between the degree to which a master rebels against the rules and conventions of a field and master-apprentice similarity. It also shows that master status and a creative professional’s career stage during an apprenticeship moderate the association between master rebellion and master-apprentice similarity. The work concludes by outlining some implications for the career development and creativity of creative professionals and the emergence of new styles.

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Career Patterns and Developmental Tasks in Career Development

Advances in Educational Marketing, Administration, and Leadership - Vocational Identity and Career Construction in Education ◽

10.4018/978-1-5225-7772-0.ch002 ◽

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.

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Manuscript Research about Effect of Application of Career Stage Systems on the Natural Work Satisfaction in PGI "C" Hospital Jakarta

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v7i3.11528 ◽

2017 ◽

Vol 7 (3) ◽

pp. 210

Author(s):

Labora Sitinjak ◽

Hady Efendy

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Work Performance ◽

Intervention Group ◽

Control Group ◽

P Value ◽

Renal Unit ◽

Career Stage ◽

Nursing Services ◽

Stage System

Career stage is a system which can enhance job satisfaction, work performance and professionalism of nurse through competence enhancement. The component of career stage system being researched included career development, appreciation to the nurse, opportunity for doing challenging task, opportunity for promotion and recognition of the nurse. Nurse career stage system at PGI “C” Hospital in Jakarta has been known since seven years ago in which nurse expects this system to be implemented, however there is no decision as to implement the system yet. The study was aimed to evaluate the influence of the applied of career system for job satisfaction of the nurses in PGI “C” Hospital in Jakarta. The design used was quasy experiment in pre and posttest with control group, which the intervention was given at H Unit and as control group was Renal Unit. By using purposive sampling 21 nurses was selected in each unit. Data collection was twice, i.e before intervention and 7 weeks after intervention. The statistic used are t-test, correlation and one way Anova. The result showed that in the intervention group, the improvement of job satisfaction of the nurses higher with p-value: 0.000 for all components of career stage system (career development, appreciation to the nurse, opportunity for doing challenging task, opportunity for promotion and recognition of the nurse). The study concluded that the implementation of the career stage system could improve the job satisfaction of the nurses at PGI “C” Hospital in Jakarta. Based on this result to enhance the quality of nursing services at PGI “C” Hospital in Jakarta, it is suggested to the director to implement this system.

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A Career Path Framework for Quantity Surveyors in Nigeria Private Practice

Journal of Construction Business and Management ◽

10.15641/jcbm.2.2.94 ◽

2018 ◽

Vol 2 (2) ◽

pp. 15-23

Author(s):

Joshua Oluwasuji Dada

Keyword(s):

Career Development ◽

Private Practice ◽

Career Path ◽

Career Progression ◽

Development Path ◽

Study Population ◽

Common Problems ◽

Quantity Surveying ◽

Second Category ◽

Positive Effect

In a typical organization, career path helps employees to understand what is expected of them based on the positions they occupied. This also allows them to participate in managing their career progress. Many quantity surveying firms do not have career development path for their quantity surveyor (QS) employees and this has limited their performance at work. This paper, therefore, develops a career path framework for quantity surveyors in private practice in Nigeria. A combination of survey and interviews were employed to elicit the required data. The study population are in two categories. Firstly, the quantity surveying firms, while the respondents in the firms are the principal partners and their employees. The second category is the chairmen of the state chapters of the Nigerian Institute of Quantity Surveyors. The findings of the study establish the career path progression for a quantity surveyor in private practice which ranges from trainee quantity surveyor, assistant quantity surveyor, quantity surveyor, senior quantity surveyor, principal quantity surveyor, chief quantity surveyor, partner and principal partner/consultant in that order. The proposed conceptual framework signifies and demonstrates the necessary benchmark to resolving common problems about career progression and development among quantity surveyor in private practice. This is seen as having a positive effect on harmonious working relationship and quality service delivery.Keywords: Career development, Career path, Framework, Nigeria, Private Practice, Quantity Surveyors.

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Effects of the same-gender vs. cross-gender mentoring on a protégé outcome in academia

Advances in Methodology and Statistics ◽

10.51936/qsdi6398 ◽

2019 ◽

Vol 16 (1) ◽

Author(s):

Metka Kogovšek ◽

Irena Ograjenšek

Keyword(s):

Career Development ◽

Social Identity ◽

Career Advancement ◽

Research Performance ◽

Development Path ◽

Academic Mentoring ◽

Postdoctoral Research ◽

Similarity Attraction ◽

Same Gender ◽

Gender Similarity

Mentoring seems to be an important way to start and advance individual researcher's career in science. Therefore, it is essential to examine the factors related to successful mentoring in order to find ways of efficiently supporting young academics on their career development path. Building on the similarity-attraction and social identity theories, our research indicates that gender similarity in academic mentoring might be related to the protégés' postdoctoral publication scores that lead to career advancement. The scores in a typical five-year publication cycle are higher for the protégés situated within same-gender mentoring dyads. Furthermore, the mentors' research performance importantly adds to the protégés' postdoctoral research performance.

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