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A textual analysis of PR News was conducted to understand the evolution of internship programs and explore how the industry articulates, rationalizes, and positions these workers as valuable sources of labor. This study featured articles about interns who were primarily participating in internships at colleges and universities in a U.S. context to consider the range of positions and professional development within the PR industry. A political economy of communication framework provides insights into potential exploitative working conditions and the dynamic power relationships between prospective workers and the organization. This relationship is constructed through trade publication texts that illustrate best practices for internship programs. In turn, interns may grant consent to potentially exploitative precarious work arrangements based on the specific conditions and perceived benefits at the worksite. This study argues that the PR industry began recruiting paid talent and developing skillsets until the economic recession led to a cost-benefit analysis of full-time entry-level workers. In addition, PR News discourses have the potential to create interoffice conflict when emerging workers adopt neoliberal motives to secure full-time employment but are confronted with internship programs rooted in administrative tasks. By understanding the texts that construct an emerging workforce, the PR industry can synergize development training programs, rather than contribute narratives that devalue both financially and professionally intern work. [ABSTRACT FROM AUTHOR]

This study focuses on the impact of Talent Management and Career Management on employee performance through motivation, with a case study at PT Infomedia Nusantara Jakarta. The research is motivated by the need for high-quality human resources and efforts to retain them through development and career opportunities, expected to enhance motivation and improve performance. This quantitative study involves employees of PT Infomedia Nusantara Jakarta, with a sample of 109 respondents selected using simple random sampling based on the Slovin formula. Data were collected through questionnaires and analyzed using t-tests, F-tests, structural analysis, and path analysis methods. The results indicate that Talent Management has no significant effect on motivation and performance, whereas Career Management has a significant positive impact on motivation but no direct effect on performance. Motivation itself significantly and positively influences employee performance. Overall, the Talent Management program plays a minimal role in enhancing motivation and performance, while the Career Management program indirectly has a strong role in improving performance through motivation. If these programs are implemented effectively, both employee motivation and performance are expected to improve. [ABSTRACT FROM AUTHOR]

Policy design gained popularity in the 1970s, thus proliferating extensive scholarly research within the field. This persistent trajectory is sustained by a significant emphasis on integrating diverse instruments within contemporary democratic and governance contexts. Despite the relevance of instrument mix, the integration of traditional, corporatist, and market-oriented policy instruments still needs to be explored in the African context, particularly in career management. This study addressed this gap by investigating the integration of these diverse paradigms through insights from the metaphysical foundations of governance models alongside the empirical data gathered from the stakeholders at the North West Province Departments of Cooperative Governance Traditional Affairs and Human Settlements. Findings revealed a divergence of policy design approaches, culminating in the misalignment of policy instruments in career management. This misalignment hampers the integration of employee development objectives with Public Service goals. Findings revealed that the underlying cause of this deficiency is the misalignment of NATO instruments. Therefore key stakeholders in both departments should realign policy instruments and enhance targeted capability building. The study contributes to public administration theory, policy design, career management, and integrative governance by prioritising the alignment of policy instruments, thereby bridging the gap between organisational and employee developmental goals. This collaborative approach reveals the potentiality of integrative governance in harmonising diverse policy instruments in public organisations.

Abstract Background Starting the first job as a young physician is a demanding challenge. Certain skills are important to master this transformation that go beyond the theoretical knowledge and practical skills taught in medical school. Competencies such as communication, leadership and career management skills are important to develop as a young physician but are usually not sufficiently taught in medical school in a structured and comprehensive way. Methods We performed an online survey among final year medical students regarding how they perceive their current competency level in communication, leadership and career management skills. We also assessed how they rate the importance to acquire these competencies and the current emphasis during their medical school education regarding these topics. Results Of 450 final year medical students 80 took part in the voluntary survey and 75 complete datasets were returned (16.7%). The majority of respondents rated different communication skills, leadership skills and career management skills as important or very important for their later clinical work. However, most students felt to be poorly or very poorly prepared by the current medical school curriculum, especially for certain leadership and career management skills. Overall, 90.7% of participants expressed interest in an additional educational course that covers subjects of communication, leadership and career management skills during the later stage of medical school, preferably as a hybrid in-person session that also offers synchronous online participation. Conclusions The results of the survey express the need to address communication, leadership and career management skills in the medical curriculum to be better prepare students for the demands of residency and their further course as physicians. An educational format during the final year of medical school may be suitable to address mentioned topics in the framework of clinical practical exposure.

Migration processes have emerged as crucial social, political and economic concerns, affecting societies, industries and organisations. The challenge lies in effectively utilizing immigrants' resources. This research aims to determine how AI tools can support matching migrants' skills with labour markets in host countries. We propose the application of an ensemble learning methodology. To validate this approach, we collect data to assess the career trajectories of 248 tertiary-educated Ukrainian immigrants in Poland, a new immigration destination. Various machine learning models are evaluated using the decision tree algorithm on these feature sets. To ensure credible results, a 10-fold cross-validation procedure is employed for each training process of every submodel. This research introduces an original ensemble machine learning classifier that combines pre-selected models with the highest performance, thereby reducing the number of parameters to be investigated. Its application in determining the career paths of highly skilled migrants, specifically Ukrainians, is novel. The study offers significant implications for Central Europe, notably Poland, where migration patterns and the integration of highly skilled migrants, mainly from Ukraine, are increasingly important. Implications for Central European audience: The ensemble machine learning classifier developed in this study could aid in optimising the career paths of these migrants, combating brain waste and facilitating their successful integration into the labour market. Integrating tools like these into decision-making processes may enhance career management and contribute to Central Europe's social and economic growth. [ABSTRACT FROM AUTHOR]

Background: Starting the first job as a young physician is a demanding challenge. Certain skills are important to master this transformation that go beyond the theoretical knowledge and practical skills taught in medical school. Competencies such as communication, leadership and career management skills are important to develop as a young physician but are usually not sufficiently taught in medical school in a structured and comprehensive way. Methods: We performed an online survey among final year medical students regarding how they perceive their current competency level in communication, leadership and career management skills. We also assessed how they rate the importance to acquire these competencies and the current emphasis during their medical school education regarding these topics. Results: Of 450 final year medical students 80 took part in the voluntary survey and 75 complete datasets were returned (16.7%). The majority of respondents rated different communication skills, leadership skills and career management skills as important or very important for their later clinical work. However, most students felt to be poorly or very poorly prepared by the current medical school curriculum, especially for certain leadership and career management skills. Overall, 90.7% of participants expressed interest in an additional educational course that covers subjects of communication, leadership and career management skills during the later stage of medical school, preferably as a hybrid in-person session that also offers synchronous online participation. Conclusions: The results of the survey express the need to address communication, leadership and career management skills in the medical curriculum to be better prepare students for the demands of residency and their further course as physicians. An educational format during the final year of medical school may be suitable to address mentioned topics in the framework of clinical practical exposure. [ABSTRACT FROM AUTHOR]

The relevance of the research topic is determined by its importance in modern society, where a career is becoming one of the main components of success. Career advancement is a goal for many people, and at the same time it is important to realize one's career orientation and actively work on professional development. In the modern context, career growth has become an important indicator of personal development, one of the key factors in improving the socio-psychological climate in organizations, as well as increasing labor productivity and competitiveness. Career development includes various stages, models and motivation that determine the path of an individual in professional life. It is important to have experience, knowledge and skills in the chosen field, as well as to establish professional contacts. The main components of a successful business are caring for the team, constant professional development and continuous professional training, which ensures proportional and dynamic development of the team and industrial adaptation, career development planning and the ability of employees to realize themselves both as a specialist in their field and as a person in general. The purpose of the article is to study theoretical approaches to managing the career development of employees at an industrial enterprise and the main methods of career management for the sustainable development of the enterprise. The research methodology includes an analysis of scientific literature on the main theoretical and methodological approaches to the formation of career development; methods of structural and functional analysis, systems and analytical methods, forecasting and modeling. The defined research goal and methodology of the work led to the use of general scientific methods: analysis, synthesis, abstraction, classification. The systematic approach made it possible to consider career development as an integral element of the competitiveness of the enterprise. The result of the study showed that one of the strategic goals of modern Ukrainian enterprises and organizations should be to train managers to engage in their own development and to manage the development of their subordinates as effectively as possible. To do this, it is necessary to create a system of career development and training of managers at all levels, who must have a clear understanding of the strategies being implemented, including the strategy of developing employees as a key resource of the organization. It is concluded that career development performs important functions in the working life of an employee. It stimulates the growth of labor activity, accelerates the process of personnel movement, allowing the employee to occupy a higher social position, and also contributes to increasing satisfaction with his job. A realistic prospect of promotion is based on the employee's assessment of the existing conditions for promotion and his self-assessment of opportunities. In addition, changing the orientation of personnel policy and organization towards rethinking the role and place of a person in the field of labor activity will increase its personnel potential and change the perception of employees about their professional identity. [ABSTRACT FROM AUTHOR]

The digital economy with flexible work contexts requires graduates to enter the workplace with digital skills. While studies have examined digital literacy and skills within domains, attending to knowledge, workplace, business and digital skills, these narrow definitions overlook the importance of digital career competencies for lifelong career management. This paper reports on measures of digital career competencies (DCC) and how the dimensionality of these measures might enable universities, students, and other stakeholders to ascertain how these competencies develop. Using a pragmatic, co-created, three-study design, initial dimensions and a pool of measurement items were developed qualitatively, involving responses from 22 alumni. These items and their dimension reliability were then tested with n = 202 students, and further evaluated using a second sample of n = 156 students. The results demonstrate that DCC can be assessed using three dimensions: digital connectedness, career management, and crowdworking. The developed 8-item, three-dimension scale exhibited sound reliability and validity. The novel co-design method for measure development, and the research findings, provide theoretical and practical contributions to emerging empirical research on DCC. These measures provide a parsimonious base for assessing DCC and facilitating the development of these competencies in higher education. [ABSTRACT FROM AUTHOR]

The increasing demand for flexibility and adaptability among workers underscores the necessity to explore the outcomes of enhanced proactivity in employees. This study explores the role of job crafting and career competencies (i.e., knowing why, knowing how, and knowing whom) in the relationship between boundaryless career orientation and opposite indicators of subjective career success (i.e., work engagement and job insecurity). Data collected on a sample of 1431 Italian workers (75.5% females; Mage = 37.95) were tested using nested models via Structural Equation Modeling. The results provided support for a significant serial mediation pathway from boundaryless career orientation to work engagement and perceived job insecurity through the subsequent role of job crafting and career competencies. This study sheds light on the protective role of a boundaryless career orientation in fueling a proactive attitude to navigate the progressive fading of traditional career paths and employment stability while sustaining workers' engagement. [ABSTRACT FROM AUTHOR]

The problem of career development of employees at PT. Krakatau Engineering City of Cilegon is important because career development is a process of improving a person's ability to work in order to achieve their career goals. This research aims to identify and analyze career planning, career management, career development, job satisfaction, and career commitments that can affect employees of PT. Krakatau Engineering City of Cilegon. This research using the survey method uses a quantitative approach, i.e., a questionnaire. The research's population consists of the 113 employees of PT. Krakatau Engineering City in Cilegon. We took samples of up to 88 employees from the population using a random sampling technique. The results of this study may indicate that career planning towards career development obtained a statistical t-value of 3.144 (greater than t-table 1.96) with a path coefficient of 0.388. Career management towards career growth obtains a statistic t-value of 4.820 (greatest than t-table 1.96), with a path coefficient of 0.588. Careers development towards job satisfaction obtains a statistics t-value of 25.711 (greater than t-tabel 1.96) with a path coefficient of 0.860. Career development towards career commitment obtained the statistical t-values of 99.011 (larger than t-table 1.96) with a track factor of 0.960. The conclusion of this study is that there is an influence of career planning and career management (as an antecedent) career development, job satisfaction and career commitment (as a consequence) of employees at PT. Krakatau Engineering City of Cilegon, both partially and simultaneously. [ABSTRACT FROM AUTHOR]

The article is devoted to consideration of modern trends and practices of career management, which are implemented by leading domestic and foreign companies for effective development and realization of the career potential of their employees. The authors emphasize that career management is an important component of effective personnel management aimed at continuous professional growth and optimal use of the abilities, knowledge and experience of employees in accordance with the goals of the organization. Among the key trends that lead to the need to implement effective career management practices, the growth of mobility and flexibility of the workforce, the strengthening of the role of continuous training and adaptability, the emphasis on the development of soft skills, increasing the importance of the balance between work and personal life of employees. It is noted that to attract and retain highly professional specialists, leading companies actively use career management practices such as organizational career management (OKM), career coaching, individual career development plans, mentoring and mentoring programs, as well as modern technologies. In particular, OKM has a positive effect on self-perception of employment and reduces professional burnout, career coaching contributes to the disclosure of internal potential and professional improvement, and individual career development plans provide flexibility and personalization of career management approaches. The use of modern technologies, such as cloud computing, allows you to increase the availability and flexibility of career management. The article notes that in domestic business there is a gradual introduction of modern career management practices, but the level of their systematization and efficiency is still lower compared to foreign companies. For the effective implementation of career management, it is necessary to take into account the principles of corporate social responsibility in personnel management, which are grouped on the consistency of the interests of management and employees. This will attract and retain highly professional specialists, create a high-quality personnel reserve for filling vacant positions and create conditions for the development of individual abilities and talents of employees. [ABSTRACT FROM AUTHOR]

In today's highly disruptive business environment, the development of a new set of specific key competencies is crucial for career and organizational success. Based on a survey study carried out within the context of the hospitality industry of Cyprus, this paper proposes a novel framework for competency development, grounded in the insights of hospitality industry professionals. The study addresses the gap in existing competency frameworks in light of recent technological advancements and sectoral restructuring. The proposed model encompasses six key core competency categories: communication, operational knowledge, cultural diversity, human resource management, leadership, and information technology; each integral to organizational performance and individual career success. The resulting framework offers invaluable guidance for educators, hospitality industry managers, and government institutions in designing effective educational programs, thereby equipping hospitality management graduates with the necessary competencies for a successful career in a turbulent digital globalized economic realm. [ABSTRACT FROM AUTHOR]

The factor that motivated the researcher to examine the HRM interventions and its influence on the performance of paramedical staff in particular is that the consequences of poor performance are horrible and human being are at a high risk of adversity with respect to the health and life. This study examines the relationship between HRM interventions and employee performance. The study focuses on four specific HRM interventions; Training and Development, Career Management, Compensation Management and Organizational Support and their impact on employee performance. The population selected for the research purposes is paramedical staff working in the hospitals of Karachi. The study work presents an integrated conceptual framework of five HRM dimensions. Survey was conducted and a questionnaire comprised of 30 items based on 5 Liker-Scale approach administered among 250paramedical staff which include O.T Technicians, Nurses, Ward Attendants, Supervisors and other staff falls under the category of paramedics. The convenience sampling method was used to gather the information. Questions were adapted from the past researches and made some changes. Out of 250 sample size, 217 useful responses were retrieved which is 86.8 % of the total sample size. These responses were analyzed through Smart PLS. The data analysis was conducted through descriptive statistics, correlation and regression analysis. Then, the hypothesized research model was validated by using statistical tools such as PLS-SEM. This study advocates that well-designed and rigorously implemented HRM interventions are crucial aspect that can be equally beneficial for the medical service providing organization and their employee, and more importantly for the patients who, in fact, are one of the key stakeholders. The findings reveal that there is a positive relationship between HRM interventions and employee performance except career management. It further reveals that all of the three independent variables except career management have a significant effect on employee performance. Future researchers are encouraged to investigate the satisfaction level of patients from the performance of paramedical staff or impact of other interventions of HRM on the performance of paramedics. Research can also be conducted to analyze causes of insignificant effect of career management on employee performance in the Pakistani context. [ABSTRACT FROM AUTHOR]

Career development encompasses a range of practices designed to enhance employees' skills, knowledge, and competencies, enabling them to progress in their careers. As organizations strive for competitive advantage in a rapidly changing labour market, fostering employee growth has become a strategic priority. The purpose of this study was to determine the effect of career development practices on employee performance in Murang'a Water and Sanitation Company Limited in Kenya. The study had a target population of 150 employees working in MUWASCO. The researcher employed a census sampling technique and used self-administered questionnaires in data collection. Data analysis was conducted using SPSS version 22, which involved both descriptive and inferential statistics. The study found that career management, planning, and counselling significantly influenced employee performance, with career counselling emerging as the most effective practice at MUWASCO. Regression analysis indicated that changes in career development practices would impact employee performance. The study concluded that there is a positive and statistically significant relationship between career development practices and employee performance. The findings indicate that effective career development initiatives lead to increased employee engagement, motivation, and job satisfaction, all of which contribute to enhanced performance. Therefore, it is recommended that MUWASCO invest more resources in skills development, offer incentives to encourage participation in development programs, establish clear career guidance policies, and organize regular seminars, mentorship programs, and conferences. Additionally, adopting a variety of career development practices, such as job rotation, career progression ladders, job enrichment, and succession planning, could help achieve optimal performance. [ABSTRACT FROM AUTHOR]

Copyright of Secretary (16742354) is the property of Secretary Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Geographies, Planning & Tourism StudioS is the property of Geographies, Planning & Tourism StudioS and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Realistic career planning forces employees to be proactive and to anticipate problems and opportunities. It does this by making them establish and examine their career objectives. Career planning and development involves two processes -- career planning (employee centered) and career management (organisationcentred). Career management is integral to HR planning, but HR planning and/or career management do not exist or are not integrated in some organisations. Ideally, career planning and development should be seen as a process that aligns the interests and skills of employees with the needs of the organisation. This means that careers must be managed strategically so the skills demanded by the organization's strategic business objectives are understood and a work force with a matching profile of skills is developed. Career planning and development play a major part in ensuring that the organisation has a competitive and knowledgeable work force. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to assess the effects of succession management practices on NGOs performance in Tanzania. The specific objectives of the study were to: examine the effects of talent management on NGO performance; determine the effects of career management on NGO performance; and evaluate the effects of compensation management on NGO performance. Design/Method/Approach (only for empirical papers): The study used quantitative approach. The targeted population was 124 employees working in both managerial and non-managerial positions. Simple random sampling was used to provide detailed information. Data was collected using questionnaires. The data were analyzed through descriptive and inferential analysis. Findings: The findings of the study showed that the majority of respondents, with an average mean of 3.7, 3.8, and 3.7, agreed that talent management, career management, and compensation management influence organizational performance in terms of efficiency and effectiveness, respectively. The results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between talent management and employees’ performance. The results further indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between career development and employees’ performance. Moreover, the results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between compensation practices and employees’ performance. Theoretical Implications: The study refines the succession management practices literature. The multiple dimensions of selected human resources practices have been explored. Practical Implications: The multiple dimensions of selected human resources practices have been explored, which might help managers improve employees' performance at work. Human resource scholars would benefit from this study during the course of training by ensuring this knowledge is intensified so as to produce better human resource management at work. Orig Purpose: The purpose of this study was to assess the effects of succession management practices on NGOs performance in Tanzania. The specific objectives of the study were to: examine the effects of talent management on NGO performance; determine the effects of career management on NGO performance; and evaluate the effects of compensation management on NGO performance. Design/Method/Approach (only for empirical papers): The study used quantitative approach. The targeted population was 124 employees working in both managerial and non-managerial positions. Simple random sampling was used to provide detailed information. Data was collected using questionnaires. The data were analyzed through descriptive and inferential analysis. Findings: The findings of the study showed that the majority of respondents, with an average mean of 3.7, 3.8, and 3.7, agreed that talent management, career management, and compensation management influence organizational performance in terms of efficiency and effectiveness, respectively. The results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between talent management and employees’ performance. The results further indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between career development and employees’ performance. Moreover, the results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between compensation practices and employees’ performance. Theoretical Implications: The study refines the succession management practices literature. The multiple dimensions of selected human resources practices have been explored. Practical Implications: The multiple dimensions of selected human resources practices have been explored, which might help managers improve employees' performance at work. Human resource scholars would benefit from this study during the course of training by ensuring this knowledge is intensified so as to produce better human resource management at work. Originality/Value: As per the existing empirical literature, it is the first study to be conducted in the Tanzanian context. Research Limitations/Future Research: This study concentrated on studying the relationship between selected succession management practices and organizational performance. Therefore, this study laid the foundation for other researchers to focus on other variables that may influence employees' performance. Nevertheless, researchers may also study the same relationship with other institutions. Also, other researchers may wish to expand their knowledge by conducting the same study through the use of different research methodologies, i.e., qualitative methods, in order to confirm whether different methods may produce similar findings or vice versa. Paper type – empirical. inality/Value: As per the existing empirical literature, it is the first study to be conducted in the Tanzanian context. Research Limitations/Future Research: This study concentrated on studying the relationship between selected succession management practices and organizational performance. Therefore, this study laid the foundation for other researchers to focus on other variables that may influence employees' performance. Nevertheless, researchers may also study the same relationship with other institutions. Also, other researchers may wish to expand their knowledge by conducting the same study through the use of different research methodologies, i.e., qualitative methods, in order to confirm whether different methods may produce similar findings or vice versa. Paper type – empirical.

The aimed of this study was to ascertain how female uniformed Philippine National Police members manage their careers and how satisfied they are with their jobs. This study used survey methods in conjunction with descriptive correlation analysis. The San Juan City Police Station was the only location used for research with twenty-five (25) female uniformed personnel in the research area served as the respondents. Martinez (2019) provided a survey questionnaire that was used as the research instrument in this study. They used the mean and Pearson-r Correlation to examine the data. According to the survey, female officers support the program's implementation and are usually satisfied with its goals. Although they are contented with their compensation and benefits, they nevertheless require additional fundings in order to carry out their duties as professionals. Work satisfaction among female officers is effectively increased by the career management and development program, as evidenced by promoting gender equality and creating inclusive work environment. Investing in professional development boosts female officers' morale, motivation, and commitment to their jobs. Higher retention rates follow from this, particularly for law enforcement agencies. Additionally, the program improves performance and productivity, which helps the Philippine National Police succeed overall. [ABSTRACT FROM AUTHOR]

Introduction: This study investigates the antecedents and consequences of strategic career management behaviours in a sample. Methods: A total of 739 employees (Male = 442, 59.8%) with a mean age of 27.64 years (SD = 8.48; Range = [18, 70]), working mostly full-time (n  =  398, 53.9%) and with 46.35% of their work being done hybrid-like participated in this study. The study tested perceived self-efficacy, desire for career control and perceived organizational support as predictors of strategic career behaviours. And tested strategic career behaviours as predictors of perceived career control, objective and subjective career success, and career satisfaction. Results: Results indicate objective career success was not related to the antecedent variables of strategic career behaviours and hence was removed from the model. Regression and mediation analyses demonstrated that perceived self-efficacy and desire for career control are good predictors of the use of strategic career behaviours, but perceived organizational support is not; strategic career behaviours are reasonable predictors of perceived control, and very strong predictors of subjective career success and career satisfaction. Discussion: Strategic Career Behaviours were found to play only a partial mediating role in the present model suggesting that further analysis is required to determine whether they play a central role in the relationships between the antecedents and consequences in the present model, or whether they should be considered a contributing but merely parallel factor. These results will support career management programs, accounting for idiosyncrasies of hybrid work. [ABSTRACT FROM AUTHOR]

Career self‐management (CSM) has attracted increased scholarly interest, but definitional issues and the lack of an integrative understanding constrain research on the topic. In two studies, we seek to clarify the nature and dimensionality of CSM behaviour, examine the relation of specific dimensions to the general construct and investigate the relation of different CSM behaviours to facets of employability. In Study 1, we used a systematic literature review and thematic analysis to identify seven key CSM behaviours: (a) impression management, (b) building contacts, (c) using contacts, (d) human capital development, (e) goal setting and planning, (f) self‐exploration and (g) mobility‐oriented behaviour. Across two samples in Study 2 (combined N = 1065), we examined the relation of the seven behaviours to the general CSM construct and their relation to facets of employability in a time‐lagged analysis. The results show that CSM behaviours are best modelled as a bifactor structure with a general dimension and seven specific behaviours. Specific CSM behaviours explained unique variance in specific facets of employability. In sum, the studies clarify our understanding of CSM's nature, dimensionality, structure, and nomological net. [ABSTRACT FROM AUTHOR]

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Summary: The question of why so many people leave science, technology, engineering and mathematics (STEM) jobs continues to echo through social science research and Government policy. This is not surprising given the considerable investments into uptake and quality of STEM education and that STEM workers have a pivotal role to play in addressing current and future grand challenges. Yet, too many individuals with tertiary degrees in STEM—disproportionately women, racial minorities, and the underprivileged—leave or pursue careers in non‐STEM fields. While demand for employment in STEM continues to grow, such persistent STEM defections present a significant challenge. We offer an integrative special issue of eight empirical articles capturing current thinking and evidence on employee retention and turnover, both within and beyond the realm of STEM. Our thematic analysis of the articles reveals overarching themes around the fundamental question of why people choose to stay in their jobs and why they leave. From this, we provide a future research agenda recognizing the myriad work and nonwork factors influencing the desire and ability to stay in one's chosen profession, particularly in critical sectors where gender and minority attrition rates prevail. [ABSTRACT FROM AUTHOR]

This study employs an Afro-centric framework of Digital Unhu (i.e. digital humanism) and netnographic accounts of supervisor-supervisee interactions to investigate Mobile Instant Messaging mediated interaction as a platform for honing students' career management competencies. While many existing studies foreground Western epistemological lenses that have limited resonance with resource-constrained African contexts, the Afro-centric Digital Unhu framework enabled a more nuanced delineation of student-supervisor interaction as it was enacted in a South African university setting. Findings demonstrated that WhatsApp-mediated interaction, framed within the African ethos of Digital Unhu, provided a dynamic and highly personal environment in which the supervisor could delicately coach students in various career related processes, namely, the negotiation of competing family and job hunt commitments, career planning, job applications and salary negotiations, resignations, and managing career frustrations. More broadly, the study demonstrates the central role of Unhu in negotiating student-supervisor interactions in the unique cultural setting, in tension to a degree with the Western philosophical thinking in which South African higher education is situated. Further, contrary to common characterisations of texting culture as a youth phenomenon, both student and supervisor were able to leverage WhatsApp to achieve career management ends. [ABSTRACT FROM AUTHOR]

We live in a changing and complex world open for potential personal development. At the same time, the Earth is moving to a new level, from a 3-dimensional to a 5-dimensional level. This process is called the quantum transition. Nowadays career management theories are developing and changing under the influence of the quantum transition paradigm, thus the perception of career and the understanding of career have also changed. A career covers the whole life of a person and is individually driven. So, we can speak of a self-directed personal career, which is connected with finding one’s mission in life, one’s vocation. So, moving into the fourth and fifth dimensions opens up more possibilities for finding your purpose: 1) motivated individual choice; 2) career management based on that choice; 3) transition from survival to mission; 4) access to the information field of the Universe; 5) discovery of new abilities – telekinesis, teleportation, clairvoyance, clairaudience, etc. The article considers the notion of the quantum transition, career, career management and the characteristics of the Generation Z from the perspective of various authors. The analysis is carried out by assessing the data acquired on the specific features of the existent career management and the possibilities which provides the current situation for the engineers-to-be. The research aim is to study the specific features of the career management of the prospective engineers in the perspective of the quantum transition. The obtained high-level results testify that engineering students have sufficient employability potential, which largely indicates their competitiveness. The obtained low-level results indicate that the students are not yet ready to lifelong learn and develop professionally throughout his life, is not ready for changes in his chosen career, which indicates a certain inflexibility in thinking and acting. It is precisely these qualities that are very necessary in self-management of a sustainable career. This means that career support services should continue to be offered to promote career self-development and self-management under changing conditions (closely related to quantum transition theory). During the formative (pedagogical) experiment, significant and very significant changes occurred in students' self-assessments according to the following criteria: students' internal and external resources, competitiveness in the chosen profession (p value = 0.005 ... 0.018). This means that during the survey, the self-assessment of internal resources according to these indicators was influenced by the information obtained during the survey from the content of the questionnaire, which allowed for a more adequate self-assessment at the end of the experiment.

Copyright of Journal of Hubei Open Vocational College is the property of Journal of Hubei Open Vocational College Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

IntroductionThis study investigates the antecedents and consequences of strategic career management behaviours in a sample.MethodsA total of 739 employees (Male = 442, 59.8%) with a mean age of 27.64 years (SD = 8.48; Range = [18, 70]), working mostly full-time (n = 398, 53.9%) and with 46.35% of their work being done hybrid-like participated in this study. The study tested perceived self-efficacy, desire for career control and perceived organizational support as predictors of strategic career behaviours. And tested strategic career behaviours as predictors of perceived career control, objective and subjective career success, and career satisfaction.ResultsResults indicate objective career success was not related to the antecedent variables of strategic career behaviours and hence was removed from the model. Regression and mediation analyses demonstrated that perceived self-efficacy and desire for career control are good predictors of the use of strategic career behaviours, but perceived organizational support is not; strategic career behaviours are reasonable predictors of perceived control, and very strong predictors of subjective career success and career satisfaction.DiscussionStrategic Career Behaviours were found to play only a partial mediating role in the present model suggesting that further analysis is required to determine whether they play a central role in the relationships between the antecedents and consequences in the present model, or whether they should be considered a contributing but merely parallel factor. These results will support career management programs, accounting for idiosyncrasies of hybrid work.

INTRODUCTION: Early‐career researchers contribute significantly to dementia research and clinical practice. However, a growing group of early‐career dementia researchers (ECDRs) lack appropriate support throughout their careers. Thus, we aim to (i) explore support needs, (ii) determine recommendations, and (iii) set the agenda for organizations to better support ECDRs. METHODS: An iterative, explanatory sequential mixed‐methods design was applied. First ECDRs' needs were identified using an online survey informed by the Vitae Researcher Development Framework. Next, priority areas were selected and explored qualitatively with ECDRs in two workshops, utilizing the World Café methodology. RESULTS: Sixty‐five ECDRs throughout Europe completed the survey, with the majority reporting that greater support is needed in terms of funding and career opportunities, social support and well‐being, and "wide‐reaching" dissemination. DISCUSSION: Based on the findings, six recommendations for support organizations, funding bodies, and universities to better support ECDRs are formulated, each intended for specific target audiences. Highlights: This article reports on focal points of career‐related support needed in doctoral education and postdoctoral employment to foster a healthier academic environment, including finance, work–life balance, dissemination of research findings, and supervision, both in general and in dementia fields specifically.Funding and resources were identified as a significant challenge, and there was a call for more long‐term positions and transition funding for postdoctoral researchers.Early‐career dementia researchers addressed the need for support in producing outputs for non‐academic audiences, including people living with dementia. The importance of disseminating research to diverse audiences has long been recognized; thus, it is critical that early‐career dementia researchers be supported in this effort.Recommendations were formulated for researcher support (organizations), funding bodies, and universities. These recommendations include providing support for disseminating research to non‐academic audiences, offering training in supervision skills, and promoting peer‐to‐peer mentoring and social activities for early‐career dementia researchers. [ABSTRACT FROM AUTHOR]

Copyright of Universidad & Empresa is the property of Colegio Mayor de Nuestra Senora del Rosario and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Social media has gained prevalence in most business fields, with LinkedIn being at the forefront of professional networking. We hereby aim to identify and analyze the factors affecting Turkish university students' understanding of professional social media and LinkedIn in a business context. The data was collected from 300 respondents using purposive sampling. The final dataset was taken to exploratory factor analysis which created three representative factors: companies' social media use, companies' LinkedIn use and LinkedIn concerns. Finally, comparative tests based on gender (female versus male) and school levels (freshmen, sophomore, junior and senior) variables applied to dataset. We conclude that students' understanding of social media and LinkedIn are quite vast and there is overall agreement as to the main uses and benefits of such platforms, both for individuals and companies. However, there is less agreement as to the concerns related to professional networking sites. This means that students are likely to ignore the threats and risks stemming from use of LinkedIn. From a practical point of view, recommendations refer to the inclusion in academic courses of references to information security, vulnerabilities and malicious attacks that can expose both private data and company knowledge. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Journal of King Faisal University, Humanities & Management Sciences is the property of Association of Arab Universities and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of GVcasos: Revista Brasileira de Casos de Ensino em Administração is the property of Fundacao Getulio Vargas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study is to investigate the relationship between perceived communication and career management of employees working at various levels in different sectors in Turkey in terms of demographic variables. The research covers 260 employees working in the public and private sectors in Istanbul. Results showed that employees' perceived communication barriers have a significant negative and weak correlation with career management and also regression analysis indicated the same results. Further, differences were reported for participants' age and work experience in terms of perceived career management and no significant differences were found for the other demographic variables in terms of employee communication barriers and career management. Based on the findings, it is suggested that to increase the positive perceptions of career management of employees, communication barriers should be eliminated and organizational communication effectiveness should be improved. [ABSTRACT FROM AUTHOR]

The purpose of the study is to determine what factors affect the career opportunities of employees in the organization. A quantitative survey was conducted using the Anketa.lt website. Statistical Package for Social Science (SPSS) version 24.0 was used for statistical analysis of the survey data. The data analysis was carried out using descriptive statistics, comparisons between groups (Mann-Whitney, Kruskal-Wallis, χ² tests, Z-tests) and tests for statistical relationships (Spearman). The results of the study showed that the most important factors affecting career management and career opportunities in an organisation were the pandemic, the organisation's lack of concern for employees' careers, too much competition and a lack of cooperation between the organisation and employees. Environmental uncertainty factors were found to have a greater impact on younger and less experienced employees. Remote or hybrid workers are less likely to be exposed to uncertainty factors. The results of the study show that during the Covid-19 pandemic, uncertainty was amplified and affected men more than women. Most respondents are from the business sector, so restrictions on the survey are possible. The results of the study should help organizations respond more adequately to the influence of environmental uncertainty factors on the career management of their employees. The paper analyses the uncertainty factors that influence the career management process in organisations. [ABSTRACT FROM AUTHOR]

The objective of the research on which this article is based was to comprehend the impact of career commitment and employee competency on the career management of information technology (IT) professionals in the Kathmandu Valley. The study employed an exploratory research design, drawing on social cognitive theory. Data were analysed using quantitative methods, specifically descriptive and inferential analysis, utilising a structured questionnaire. The study employed convenience sampling to collect data from 232 IT workers in Kathmandu Valley, utilising the KOBO Toolbox for data collection. Structural equation modelling (SEM) was employed for data analysis. The experience of stress and burnout, as well as feelings of inadequate confidence and insufficient training, are significant impediments to career management among IT professionals. The findings of the SEM analysis indicate that there exists a statistically significant relationship between career commitment and employee competency with respect to career management. The field of career management for IT professionals is currently in its nascent stage in Nepal. However, with increasing awareness among employers and individuals, its importance is steadily gaining momentum. Thus, it is imperative for HR managers to establish effective policies that facilitate the professional growth of employees. [ABSTRACT FROM AUTHOR]

This study focuses on the management of professional careers at OMV Petrom, one of the leading energy companies in Romania. The research aims to explore the strategies and practices implemented by the company to support the career development and growth of its employees. Through a survey, data was collected from current employees to gain insights into the career management practices at OMV Petrom. The study reveals the importance of career planning, training and development programs, and performance evaluation in shaping the professional paths of employees. Additionally, it discusses the challenges faced by the company in managing careers in a dynamic and competitive industry.

The first part of this paper examines the training needs of college teachers teaching based on career management orientation and circular assessment model. Secondly, based on a multiple linear regression algorithm to construct the teaching training model for college teachers, the least squares method is used to find the optimal solution and mean square error to solve the parameters of the teaching training model. Finally, the situation was compared before and after the model was applied. The results showed that the mean score of academic achievement at the end of the experimental class in experiment group a was 12.2 points higher than that of the control class, and the mean score of academic achievement at the end of the experimental class in experiment group b was 11.1 points higher than that of the control class. This shows that teaching training for college teachers can improve teachers’ teaching abilities and thus improve teaching performance.

The stages of personal development make it possible to examine the professional growth of people. In order to understand the different attitudes and perceptions people have about their own careers, one must examine both the career challenges that people face at different points in their career paths and the changes they encounter in their personal life as they get older. Understanding the nature of career and life stages helps people deal more effectively with important transitions in their lives. The career stage and life stage models clarify a number of fundamental issues of career development. They outline three critical choice points in career development. The first critical point of choice appears around the age of thirty. A major decision that people need to make at this stage is whether to pursue a primarily technical career or whether to move on to pursue a broader managerial or administrative career. A career anchor functions as a coercive force when a person makes decisions about what career path to follow and how to balance their personal and work lives. There are strategies that people can use to more constructively manage their own moves outside the organization: clarifying work expectations; diagnosing the sources of satisfaction and dissatisfaction; diagnosing the reasons for turnover; discussing reconciling new work with personal life. The second critical point of choice appeared in the early forties. At this time, most people are faced with major career decisions: to accept the terms of how they want to develop professionally and what they themselves have to give to get it; whether to stay with the same organization or start their own career. There are steps people can take to avoid a career plateau or reduce its negative effects: moving from specialized technical jobs to more general administrative or management positions; reducing self-imposed career limitations; seeking feedback from upper levels of management regarding promotion ability and the organization's future career plans for them. The third critical choice point in career development occurs in the late fifties. At this time, most people are faced with important decisions about how to direct the rest of their lives; how to get involved in the lives of their children and grandchildren; whether to remain active at work until retirement or to withdraw gradually. The following main guidelines for managing career decline can be indicated: providing downward movements into areas of new job responsibility; providing demoted workers with realistic career information. the boot; placement of demoted employees with new colleagues and immediate supervisors; discussing various career options available to the employee. It is healthy for the organization to form an organizational career behaviour in which employees readily accept a decline in their professional status when they feel inferior in their job duties and do not perform effectively. A personally effective solution to these transition periods should leave people focused on the path ahead, not regretting the path they didn't take. The choices made at these stages greatly affect how productive and satisfied people will be for years to come. [ABSTRACT FROM AUTHOR]

Annually, thousands of post-secondary students studying accounting in Canada participate in the Chartered Professional Accountant Recruitment (CPA Recruit) process to secure employment with accounting firms. Despite the competitive process, there has been negligible research studying how students secure these coveted positions. This qualitative research study explored the lived experience of ten students throughout the recruitment process, identifying 119 success strategies. Fink's taxonomy of significant learning, a conceptualized model that focuses on high quality teaching and learning, was used to categorize the strategies. Findings revealed that while having foundational discipline-specific knowledge was important, intra- and interpersonal skills were deemed more important in helping participants effectively apply and integrate their learning, ultimately demonstrating their ability to transfer learning between contexts. Implications and recommendations are discussed for academic programs to enhance curricular and co-curricular components for students to strengthen and transfer soft skills, and for organizations and professional bodies to improve recruitment practices. [ABSTRACT FROM AUTHOR]

The motivation theories play an important role in forming the human resource management system. Especially in modern organizations, Herzberg’s two-factor theory of motivation can be used to study and create a motivation system. Purpose: This article analyzes the relationship between the descriptive characteristics of respondents and hygienic / motivating factors, as well as the influence of these factors on career management of university staff and lecturers. The theoretical significance of the study lies in the fact that the analysis of the relationship between university staff and lecturers and the motivational processes of career management contributes to the HRM theory, to the development of mechanisms and trends in HR development.The practical significance of the study lies in the development of specific recommendations on motivation in order to improve the efficiency of managing the careers of university staff and lecturers.Methodology: To assess the respondent’s own opinion during data collection, it was used a method of questionnaire, compiled using a 5-point Likert scale. The survey results were coded and used in the SPSS Statistics program. Factor analysis, one-way ANOVA-test analysis and regression analysis were carried out. The value of the research: As a result of the study within the framework of the two-factor theory, it was found that both factors are important for the career development of staff and lecturers. In addition, the analysis of the relationship between motivation and personnel career management contributes to the research of scientists in this field and theories of human resource development.The practical value of the study: The motivating factors must be given more importance in order to achieve a positive result in career management. It is necessary to increase motivation and support the desire of personnel for development through the formation of fair and effective motivation practices

In today's dynamic work environments, individuals must manage their careers. Although research suggests that many individuals change jobs and organizations more frequently, they often pursue their careers within one occupation still. The current study addresses how such seemingly stable careers unfold in the face of societal, economic, and technological changes and explores the proactive and reactive strategies individuals use to sustain occupational stability throughout their careers. Applying qualitative content analysis to 32 semi-structured interviews, we revealed eight major strategies underlying the process of occupational stability maintenance. We discuss the identified strategies using control theory and job crafting as theoretical lenses and introduce the concept of occupational crafting for understanding stability maintenance in vocational careers. The study highlights occupations as meaningful reference points in contemporary careers and illustrates how proactive and reactive strategies lead to occupational stability. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Greenation Ilmu Akuntansi (JGIA) is the property of Greenation Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In businesses, it is a requirement of strategic management that employees adopt organizational goals as their own goals. When examined from the perspective of human resources management, making career plans of the employees who best embrace the business goals and performing best, raising their career ladders horizontally or vertically will contribute to better adoption of strategic goals. The aim of the research is to reveal whether career management has any effect on employee performance. Survey technique was applied in the research. A survey was conducted with 480 employees in businesses operating in the Mediterranean region and employing more than 50 personnel, and normality, homogeneity, exploratory factor analysis and multiple regression analyzes were applied in the SPSS statistical program. As a result of the analysis, it was seen that career management consists of a two-factor structure, and the validity of the structure was proven with confirmatory factor analysis. It was concluded that there is a medium level relationship between the variables of career planning and career management, which are the sub-dimensions of the scale, that career planning does not have a positive effect on employee performance, and that the career management dimension affects employee performance positively and significantly. Accordingly, it is recommended that business managers support the individual career management of employees working in the business. [ABSTRACT FROM AUTHOR]

The aim of this study is to investigate the moderator effect of career management on the relationship between perceived overqualification and intention to leave. For this purpose, the related literature has been examined at conceptual and theoretical level and research hypotheses have been developed based on the theoretical model created based on the theoretical context. Research participants were selected from public and private sector employees. An online questionnaire was created to provide data for the quantitatively designed research. Reliability and validity analyzes were made on the data obtained with the scales used in the research and the measurement model was tested. Regulatory analyzes were carried out through the analysis model created for the purpose of the research. As a result of the analyzes, while the moderator effect of career management was found on the relationship between perceived overqualification, which is one of the subdimensions of perceived overqualification, and intention to leave, there was no significant effect of career management on the relationship between the other two dimensions, the perception of attribution and simplicity, and the intention to leave. [ABSTRACT FROM AUTHOR]