he purpose of this research is to acknowledge the effect of a career management t oward the career satisfaction through the career competency of the staff at Park Lane Hotel, Jakarta. The data samples of this research are random spread to the hotel staffs. Out of 125 respondents from all levels of staff positions in Park LaneHotel, only 120 data are performed. The data analysis in this research is measured by Structural Equation Modelling with Amos 6.0. Due to data analysis, it is discovered that career management has a positive and significant effects toward the career satisfaction of the hotel staffs, as to the career management has no effect to the career competency of the hotel staffs. The career competency has positive and significant effect to the career satisfaction, and the career competency cannot mediated the relation between career management to the career satisfaction of the hotel staffs. The implication for the manager of the Park Lane Hotel, Jakarta is to give serious activities concerning the career management to the staff that will assist them to gain more knowledge of the update industry development to gain higher in the career satisfaction of the staffs. In the future search, it needs more details concerning the organization effect and individual and culture factors of the staffs.keywords: Career management, career satisfaction, career competency.

Career adaptability constitutes a resource that can help employees to effectively manage career changes and challenges. The goal of this study was to investigate the relationship between the two higher-order constructs of career adaptability and career entrenchment (i.e., the perceived inability and/or unwillingness to pursue new career opportunities), as well as relationships among the dimensions of career adaptability and career entrenchment. We hypothesized a negative relationship between overall career adaptability and career entrenchment, and more differentiated associations among their dimensions. Data for this study came from 404 employees in Brazil. Results of structural equation modeling showed that overall career adaptability weakly negatively predicted overall career entrenchment (standardized effect=−.13), after controlling for age, gender, education, and job tenure. More differentiated findings emerged at the dimension level. Future research should examine the mechanisms and boundary conditions of the relationship between career adaptability and career entrenchment.

This article addresses the general question as to which competencies employees need to possess in order to engage in self-management in their career development. The authors distinguished and operationalized 6 career factors and competencies of self-management in career development. A quantitative study was performed using 1,579 employees in 16 Dutch companies to investigate the relationship between career competencies and career success. The results indicate that, among others, the factors career control and networking are strongly associated with career success. The results are discussed with respect to the facilitation organizations can provide for their employees' career actualization.

This chapter contains sections titled: Key Concepts Models of Career Transition Research on Career Transitions Career Transition Interventions Prospects for Future Research and Interventions in Career Transitions

The relationships between career maturity and the career curriculum practices and policies of 38 Melbourne metropolitan secondary schools were investigated in this study. An Australian adaption of the Career Development Inventory was used as the measure of career maturity of random samples of year 9 and year 11 students. Career curriculum practices were ascertained via questionnaires. Questionnaires were completed by the principal, career teacher, and three subject teachers in each of the schools in the study. The questionnaires yielded five factors, one associated with congruence to Super's theory and four assocated with innovation/implementation factors. The results of the study supported the view that schools with career education programs achieved higher gains in the career maturity of their students between years 9 and 11 than schools with no career education programs. The findings also showed a strong relationship between the type of program offered, the support of the school for that program, and the gains in career maturity of the students between years 9 and 11.

Purpose: This study was designed to construct a model which explains the career management, career plateau and career satisfaction of the factors influencing the career commitment of nurses. Method: The data collection was conducted from Aug. 24, 2009 to Sep. 22, 2009 through self-reported questionaries. Participants were 441 nurses who had worked in 2 national university hospitals, 1 university hospitals, and 1 hospitals founded by business enterprises. The data was analyzed by SPSS 12.0 and AMOS 15.0 for structural model. Results: Career commitment was directly impacted by career management, career plateau, career satisfaction. The predictable variables of the hypothetical model explained 28.4% of career commitment. Career commitment was significantly influenced by career management, career plateau, career satisfaction. Conclusion: The results of study suggest that some strategies are needed which focus on career management, career plateau and career satisfaction in order to promote the nurse's career commitment.

We investigate whether the perceived need for employer-independent career counseling differs between individuals according to their career type. We identify six different career types, basically varying in terms of career path and career aspirations: the bounded, boundaryless, staying, homeless, trapped and released career type. We investigate moreover (1) whether career satisfaction mediates the relationship between career types and the perceived need for career counseling and (2) whether this is moderated by the career support people get from their organization and by their career self-management. We use data from a representative sample of 957 Flemish employees. The study reveals that mobility on the labor market, more than a discrepancy between one's career aspirations and one's career path, drives the need for career counseling. People in homeless, released and boundaryless careers are most likely to participate in career counseling. Moreover, the results strengthen the argument that lifelong access to neutral career counseling is valuable in the current career era. Career counseling fulfils a need of people who are dissatisfied with their career. This need cannot fully be met by organizational career management activities. The study moreover sheds light on a potential pitfall of career counseling. Mechanisms should be developed for the people lacking career competencies and the appropriate career self-management behavior to find their way to career counseling.

Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies—knowing-why, knowing-how, and knowing-whom—and career autonomy and career insecurity. The results provided empirical support for the importance of career autonomy, career insecurity, and the development of knowing-why and knowing-how competencies in the successful pursuit of a boundaryless career. The implications of these findings are discussed.

The current article tests a longitudinal model of the process of proactive career behaviours and career success with two samples of graduates making the transition from college to work. Using structural equation modelling, we tested a theoretical model that specified the relationships between career progress goals, career planning, networking behaviours, and career success. A longitudinal panel study was conducted within two samples using a 3‐year (sample 1) and 1‐year (sample 2) time lag between the first and second data collection. The results support the process model and suggest that at graduation, career planning is affected by the goal of making career progress. In turn, career planning is positively associated with networking behaviours. Both career planning and networking at graduation are positively related to career planning and networking 1 year later (sample 1) but in sample 2, in which a 3‐year time lag was used, these relationships were no longer significant. Support is found for the relationship between networking during the early career and objective and subjective career success. The findings are discussed in terms of their general implications for understanding the proactive career behaviour process through which graduates affect their career success during the first years of their professional career.

The career commitment, career withdrawal intention, and career changes of a nationwide, random sample of pharmacists were investigated through the use of an eight-page mail questionnaire. Pharmacists obtained a lower mean career commitment scale score and a lower mean career withdrawal intention scale score than comparison professionals. Career commitment was strongly correlated with career withdrawal intention (r = .67). Those individuals not in pharmacy-related work were found in both health- and business- related fields. They left pharmacy for a combination of intrinsic and extrinsic reasons. Future research should be directed toward a greater understanding of the dynamics of a professional career and the factors within and outside the profession that influence career-related issues.