Career Management Research Articles

Career management strategies and commitment among Chinese elementary school teachers

Career management strategies and commitment among Chinese elementary school teachers

Professional competency, professional identity, perceived organizational support of college teacher: Input to effective career management framework

Professional competency, professional identity, perceived organizational support of college teacher: Input to effective career management framework

The Effect of Managerial Competencies, Compesation and Career Planning Toward Employee Performance Through Job Satisfaction at PT. Bank BTPN Tbk Mikro Banking Division (MUR) Pekanbaru Branch.

This aim of research is to know the effect of implementation managerial competencies, compensation and career planning toward employee performances through Job satisfaction at PT. BANK BTPN Tbk Micro Banking Division (MUR) Pekanbaru Branch. The number of populations in this research was 71 employee at PT. Bank BTPN Tbk Micro Banking Division (MUR) Branch Pekanbaru. According to sampling qualification, all of population will be used for sampling research. Data collecting method employed questioner within conducted validity test, reliability test. Hypothesis test employed normality test, linierity test, Multicolinearity test, path analysis, F test, and test t. The result of this research found that : 1) there is a significant effect of managerial competencies toward job satisfaction with path analysis of 0,234; 2) there is a significant effect of compensation on job satisfaction with path analysis of 0,233; 3) there is significant effect of career planning on job satisfaction with path analysis of 0,237; 4) there is a significance effect of managerial competencies on employee performance with path analysis of 0,339; 5) there is a significance effect of compensation on employee performance with path analysis of 0,264; 6) there is a significance effect of career planning on employee performance with path analysis of 0,222; 7) there is a significance effect of job satisfaction on employee performance with path analysis of 0,208. This research also found that the most influence factors is the managerial competencies.

GERENCIAMENTO DE IMPRESSÕES ON-LINE NO LINKEDIN: ESTUDO FENOMENOLÓGICO ENTRE RECÉM-FORMADOS INDONÉSIOS

Objective: This study aims to explore the experiences of recent graduates using LinkedIn, a social media platform, to find and secure employment after completing their studies. Theoretical Framework: The authors explore the lived experiences of successful LinkedIn users through the lens of phenomenology. The authors also draw on Impression Management Theory (IMT) to understand how the users display themselves on LinkedIn by utilizing the platform's available features to accomplish their desired outcomes. Method: This study was organized using a qualitative approach with phenomenological methods. Data were collected by interviewing ten recent graduates who use LinkedIn. The interview data were analyzed by bracketing, finding key statements, identifying codes and grouping themes, and constructing textural descriptions. Result and Discussion: The findings indicate that fresh graduates view LinkedIn as a platform to enhance their personal branding. One of the most significant strategies is to make their LinkedIn profile as professional as possible—despite their lack of work experience. Research Implications: Career development professionals and educators could use this study's findings to understand better how fresh graduates use LinkedIn for impression management and can assist them in making the most of social media for their career management. Originality/Value: The study presents practical implications within the social context of Indonesia that have yet to be thoroughly examined in prior studies. Specifically, it can provide guidance for fresh graduates on optimizing their LinkedIn accounts by drawing on the experiences of the country's successful LinkedIn users.

Job description and perception of clinical research personnel working in a network of French intensive care units

BackgroundThere is a lack of information about the organisation and management of clinical research personnel in Europe and of their professional activity in intensive care. We therefore conducted a cross-sectional survey among personnel currently working in a French intensive care research network that involves 41 centres nationwide. The aim of the survey was to describe the personnel’s personal and institutional organisation and management, their job perception in terms of satisfaction and stress, and suggestions for improvement.MethodsOver 3 months in 2023, the research personnel received an electronic questionnaire on their personal and professional profile, past and present training, workplace and functions currently performed, personal knowledge about job skills required, job satisfaction and stress by as measured on a rating scale, and suggested ways of improvement.ResultsNinety seven people replied to the questionnaire (a response rate of 71.3%), of whom 78 (57.3%) were sufficiently involved in intensive care to provide complete answers. This core sample had profiles in line with French recruitment policies and comprised mainly Bachelor/Master graduates, with nurses accounting for only 21.8%. The female to male ratio was 77:23%. Many responders declared to have a shared activity of technician (for investigation) and assistant (for quality control). More than 70% of the responders considered that most of the tasks required of each worker were major. Figures were much lower for project managers, who were few to take part in the survey. On a scale of 10, the median of job satisfaction was 7 for personal work organisation, 6 for training and for institutional organisation, and only 5 for personal career management. The median of job stress was 5 and was inversely correlated with satisfaction with career management. Respect of autonomy, work-sharing activity between investigation and quality control, a better career progression, financial reward for demanding tasks, and participation in unit staff meetings were the main suggestions to improve employee satisfaction.ConclusionThis nationwide survey provides a new insight into the activity of French clinical research personnel and points to ways to improve the quality and efficiency of this workforce.

Why moving there? Spanish SIEs: factors and motivations involved in the choice of the host destination

PurposeThis paper aims to explore the Spanish Self-Initiated Expats’ (SIEs) motivations and factors involved in the choice of the host destination.Design/methodology/approachThrough an exploratory and qualitative study, drawing upon SIE literature on motivations and careers, 22 Spanish SIEs were interviewed in a semi-structured way.FindingsMost SIEs clearly detailed the line of reasoning behind the host destination choice (specific destination); a second group considered a limited number of potential countries to relocate to (alternative destinations), and the smallest one did not choose a specific location. Career motivations were the most mentioned ones and different degrees of career planning were found: those with a very defined career planning process relied upon one potential destination, while those with a less defined one considered several alternative host destinations. The European Region Action Scheme for the Mobility of University Students experience was one of the most mentioned factors influencing the choice of the host destination, which may be common to other European Union (EU) nationals. As to the limiting ones, the visa requirements outside the EU were identified. Other factors were particular to Spain, such as the perceived need for English proficiency for a successful global career and the degrees of career planning.Practical implicationsThese findings may assist Talent Management Managers to align organizational strategies with SIEs motivations. They may also help future Spanish and European SIEs in their individual career management process.Originality/valueThis study contributes to a better understanding of the expatriation motivations and factors influencing the destination location of Spanish SIEs, adding to the SIE and global career literature.

More than just an add-on: Enhancing discipline-specific employability skills and awareness via the virtual learning environment

While students tend to recognise the value of employability skills and training, they often do not prioritise this due to academic demands, lack of clarity regarding the most sought-after employment competencies, and challenges attaining these whilst studying. The benefits of tailored, discipline-specific employability training have been well documented. However, little guidance exists as to how to integrate employability within the core online curriculum, particularly in disciplines with highly diverse and rapidly evolving career landscapes. To address this gap, this postgraduate taught learning development project systematically identified discipline-specific employability competencies, and integrated them into the core online curriculum, which aimed to boost students’ employability skills, awareness and career management skills. The rich learning generated from this project is captured in a series of actionable prompts and recommendations for identifying and implementing meaningful and scalable employability practices.

Strategic career behaviours among hybrid workers: testing a general European model.

This study investigates the antecedents and consequences of strategic career management behaviours in a sample. 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 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. 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.

Baseball bat, resign, or accept? Handling career impacting feedback

Research methodology This case was developed from a primary source and is based on interviews and personal evaluations. Case overview/synopsis Maria was at a scheduled lunch with her direct manager, John, who inquired about the privacy leak regarding employee data she had found a few months earlier. Upon discovering the issue, Maria took on the task of ensuring the privacy leak was dealt with and resolved. John knew it was a challenging interdepartmental task because other managers did not immediately recognize the seriousness and full impact of the issue on employee privacy. Plus, the belief was that the project to combine two software programs improving CRM functionality, causing the employee data leak, needed immediate release. During the lunch, Maria stated that the privacy problem was fully eliminated and that, in the end, it did impact a lot more than only a few employees. John actively encouraged Maria in the conversation to seek feedback from Richard, the managing director directly involved and responsible for the project, which Maria had already done. When the feedback arrived, Maria felt extremely hurt by the comments and began to question the validity of the company’s values. Now, she must decide what her options are. This case study is about dealing with feedback, career development and how to receive and provide feedback. It presents a situation that allows for a variety of ways to address negative feedback and shows that different reactions can have broader consequences for career development. At the same time, the case illustrates how feedback is given in international teams and companies, and how intercultural or gender-relevant circumstances may have to be considered. Complexity academic level This case study was written for use in BA and MA classes to promote discussion regarding feedback. Relevant courses in business and administration or an international business study program could be organizational behavior, communication training, conflict management, an intercultural competencies course or in line with career management sequences. Early program BA students, BA students in advanced semesters as well as MA students with work experience are all markets for the case. It has been class-tested with BA international business students. While advanced BA and graduate students are able to and expected to enrich discussions by contributing personal stories, early program BA students benefit from learning how to create feedback and how to read feedback – including from other students, instructors and managers, to use during their first internships.

Determining Science Education Students’ Career Aspirations and Future Career Perspectives: A Narrative Inquiry

Despite achieving similar college degrees, students venture into different paths post-graduation. Having a career plan with career aspirations and future career perspectives is essential for an individual to have a more straightforward career path. This qualitative narrative inquiry research determined science education students’ career aspirations and future career perspectives. Nineteen college science education students in a state university in Zambales, Philippines, were asked about their written narratives describing their career aspirations and future career perspectives. Data from the participants were subjected to thematic analysis following Braun and Clarke’s (2006) framework. Findings showed that science education students’ career aspirations were (a) to teach and inspire students, (b) to pursue advanced studies, (c) to take licensure examinations, (d) to work abroad, and (e) to shift career. Meanwhile, the science education students’ perspectives toward their career after 10 years were (a) to become successful in the teaching field, (b) inspiring and teaching the students, (c) contented in the chosen profession, and (d) willing to embark on another journey. Based on the findings, researchers recommended the creation of career guidance and career management programs among graduating students to provide more apparent career aspirations and career perspectives among them as they become future professionals.

The influence of human capital and proactive personality on career success with career motivation as mediation and career management support as moderation in private lecturers

This quantitative study investigates the complex relationship between proactive personality, human resources and career success, which is mediated by career motivation and added moderating variables by career management support to the relationship between career motivation and career success among lecturers in Indonesia. This research is an explanatory quantitative research that examines and analyses the influence of variables in the research hypothesis using the basis of career construction theory (CCT). The sample is 400 private lecturers LLDIKTI 1 – LLDIKTI 16, Indonesia. The survey method is used to collect sample data and uses the Structural Equation Modelling (SEM) analysis technique with PLS software. This research confirms the suitability of the test instrument and model, accepting the eight hypotheses, with the influence of human capital being more dominant than proactive personality and career motivation. Career support management acts as a moderator variable which shows that management support increases individual career success. The implication is that universities must pay attention to human resources and proactive personalities to increase career success supported by career management. The success of a lecturer's career supports the success of the university.

Exploring human capital management practices: A comprehensive review

This paper comprehensively reviews Human Capital Management (HCM) practices, focusing on key dimensions such as Training and Development, Performance Appraisal, Recruitment and Selection, and Career Management. The success and survival of an organization depend on the efficient management of human resources in today's fast-paced, cutthroat commercial world. Through an extensive analysis of existing literature and empirical studies, this review identifies the critical role of HCM practices in enhancing employee skills, performance, engagement, and retention. The examination of Training and Development initiatives reveals their significance in fostering employee growth, improving competencies, and ensuring adaptability to changing job requirements. Similarly, Performance Appraisal systems emerge as essential tools for providing feedback, aligning individual goals with organizational objectives, and driving continuous improvement. Recruitment and Selection processes are highlighted as crucial stages in acquiring and retaining top talent, emphasizing the importance of aligning recruitment strategies with organizational culture and goals. Moreover, Career Management practices are explored in depth, emphasizing their role in promoting employee satisfaction, retention, and professional growth through clear career pathways, mentoring, and skill enhancement opportunities. Overall, this review underscores the need for organizations to prioritize effective HCM practices as strategic imperatives. By investing in the development, engagement, and retention of human capital, organizations can adapt to market dynamics, foster innovation, and achieve sustainable growth. The findings of this review offer valuable insights for practitioners and scholars alike, informing future research directions and guiding the implementation of HCM strategies in diverse organizational contexts.

THE INFLUENCE OF EMPLOYEE SELECTION ON WORK PRODUCTIVITY AT REYHAN SQUARE HOTEL SELAYAR ISLANDS DISTRICT

HR development is not just about recruitment and training, but also involves career management, performance management, rewards, and inter-employee relations. Organizations that successfully build an inclusive culture and focus on employee development will create an environment where every individual feels valued and has opportunities to grow.The main objective of this study is to analyze the effect of employee selection on work productivity in the hotel industry. By analyzing the factors that influence employee selection as well as their impact on productivity, this research is expected to provide useful insights for HR practitioners in improving employee selection and management strategies. In addition, this research is also expected to contribute to the development of HR management theory. The population in this study was employees of the Reyhan Square Hotel which amounted to 40 people. The population used was also a sample in this study. Where the sampling technique used is saturated sampling. Saturated sampling is a sampling technique when all members of a population are used as samples. The method used in this study is quantitative, quantitative data that focuses on measuring and analyzing statistical number-based data. By using a survey method approach to find the cause and effect. The conclusion of this study, Variable X, namely Selection, has a positive and significant effect on the work productivity of Reyhan Square Hotel with a Selection coefficient (X) value of 0.437 and a calculated t value of 2,824 t table 2,024 with a significant value of 0.008 0.05.

The Conceptual Framework for 360 Degree Feedback: Objectives, Requirements, and Conditions for Success

360-degree feedback is the process of collecting and measuring co-worker feedback from multiple sources. The descriptive objectives of this study to discussed the conceptual framework of the 360-degree feedback method, which is part of an extensive study conducted by the researcher. Objectives: presenting the concept of the feedback method, defining the objectives of the method, discussing the reasons for use, the advantages and disadvantages of the method, application requirements, and finally the conditions for the success of the feedback (360) degrees. The study adopted the descriptive analytical approach, and the method of collecting quantitative. The results showed that the objectives of the method are useful for work and career development, including self-development, leadership development, management and implementation development, identifying the training needs of employees, reducing traditional performance appraisal errors, and introducing the individual to his or her level of performance. As for the reasons that led to the use of the method, they are: the transformation of companies from hierarchical organization to horizontal organization, widening the scope of supervision, obtaining broader points of view, improving the school climate based on justice. Among the advantages are for revealing the gap between the individual's perspective in evaluating his or her performance, and the perspective of others for this performance, building training programs for employees, enhancing the orientation towards teamwork and exchanging experiences, helping to make decisions related to promotion and wage increase. As for the defects, they included: the possibility of being affected by various biases, such as the halo effect, the recency bias, the indulgence bias, in addition to the employees' reluctance to provide negative feedback even if it was honest, the delay in the feedback process, and low participation rates. The errors were limited to (13) errors that may occur when using this method. As for the requirements, they included: defining objectives, defining target individuals. Determine the method of analyzing the information, carrying out an awareness and communication campaign, and following up the implementation accurately. Among the conditions for the success of the assessment: that the feedback is done honestly in the light of specific objectives, adopt impartiality, objectivity, scientific and professional properly. Focus on the performance, not the person. Taking into account the feelings of workers when providing negative feedback. It should be comprehensive and provide positive and negative feedback. Share external sources.

How work stress influence turnover intention among Chinese local undergraduate university teachers: the mediating effect of job burnout and the moderating effect of self-efficacy.

Turnover intention is one of the common disturbances that affect the career development and management of university teachers. With an aim to solve this thorny issue, the study examined the associations between turnover intention and work stress among local undergraduate university teachers in China. A questionnaire survey was carried out on 7,565 local university teachers. Initially, confirmatory factor analysis was employed to validate the reliability and validity of the scale. Subsequently, descriptive statistics and correlation analyses were conducted. Following this, a latent moderated structural equation (LMS) was used to explore the relationship among work stress, job burnout, self-efficacy, and turnover intention. Moreover, the bias-corrected Bootstrap method was applied to further examine the mediating effects, moderating effects, and moderated mediating effects in the model. The hypothesized moderated mediation model was verified significant. Work stress directly and positively predicted job burnout and turnover intention, with job burnout serving a partial mediating role between work stress and turnover intention. Additionally, self-efficacy negatively moderated the direct impact of work stress on job burnout, as well as the mediating effect of job burnout. As the self-efficacy of university teachers increased, the direct effect of work stress on job burnout and the mediating effect of job burnout decreased. This study expanded the research on the antecedent variables of university teachers' turnover intention and revealed the individual contingency mechanism by which work stress affected turnover intention: the negative moderating effect of self-efficacy. Work stress induced university teachers' turnover intention, and this phenomenon was more obvious for faculties with low self-efficacy. Administrators of local undergraduate universities need to rationalize the allocation of teachers' job responsibilities and pay attention to the negative consequences of work stress in order to reduce turnover intentions. Particular attention should be paid to enhance teachers' self-efficacy. The findings of this study can provide in-depth recommendations for university faculty management and policy making, which can help shape a working atmosphere more conducive to teaching and research, thus enhancing the overall quality and competitiveness of faculty members within universities.

PENGELOLAAN KARIER SUMBER DAYA MANUSIA

This research discusses the importance of managing human resource careers in an organizational environment. Career is a key factor in improving employee performance, achieving organizational goals, and maintaining employee satisfaction. This study used various references related to human resource management, including several related studies conducted by Wahjono, Sentot Imam, and colleagues. Research methodology involves literature analysis and case studies with the aim of gaining a deeper understanding of effective career management practices

Psychological and Social-Communication Aspects of HR Management Career in Wartime, Including Stress, Motivation, Will and Efficiency of Working Conditions

The initiation of a full-scale invasion of Ukraine by the Russian Federation, coupled with the imposition of martial law, has prompted a paradigm shift in the comprehension of psychological and socio-communication dimensions inherent in the management of human resources. This underscores the significance of the present work. The primary objective of this study is to conduct a thorough examination of stress, motivation, will, and the efficacy of working conditions as integral components constituting the psychological and socio-communication facets of HR management during wartime. The article employs methodological approaches such as analysis, synthesis, scientific generalization, and the formal logical method. The business landscape in Ukraine, under the constraints of martial law, is marked by diminished production volumes, logistical and supply chain challenges, and financial constraints. In this pivotal juncture, human resources (HR) management necessitates the systematic implementation of planning, organization, motivation, control, and regulation. Presently, structural adjustments in HR management encompass elements such as flexible management, decentralization, integration, privatization, heightened innovation, organizational workflow optimization, and enhancement of the quality of working life. Furthermore, there is a noticeable escalation in individuals' interest in self-management. Motivating personnel amid a military conflict poses inherent challenges, given that warfare induces stress, anxiety, and restlessness among employees. Stress, in a general sense, constitutes the body's defensive response to threats or tension, and its adverse impacts on HR management become particularly pronounced in the context of military conflicts, where these factors synergistically manifest.

Talent Management and Organizational Performance

Purpose: This study was carried out to examine the empirical effect of talent management on organizational performance in two selected wire and cable firms operating in South-West Nigeria. Method: A questionnaire was used as a research instrument to source data from a population of 186 employees from the two selected firms. Multi-stage sampling procedure was deplored to arrive at a sample size of 127. Data were analyzed using both descriptive and inferential statistics using Statistical Package for Social Sciences (SPSS) version 20. Result: The study revealed that talent management has a significant positive effect on Organizational Performance. [Model R-square =.623 and P ˂ 0.05]. It indicates a predictive power of the outcome in the model as approximately 62% of variation in Organizational Performance is explained by talent management practices. Implication: The result implies that the firms should pay more attention to the selected talent management practices (talent attraction, talent retention, learning and development, and career management) in order to ensure a higher level of organizational performance.

Social Sustainability: the challenges to the restaurant sector

The guarantee of sustainable development has been a growing concern in various economic sectors, particularly from the economic and environmental perspective. In a post-pandemic scenario, the restaurant industry was one of the most affected worldwide and had to undergo abrupt changes to remain operational. Thus, this study primarily focuses on addressing the challenges faced by Human Resources Management (HRM) in attracting and retaining employees in the restaurant sector. This research aims to understand the challenges faced in retaining and attracting talent to restaurants and to explore the strategies that should be adopted to ensure the restaurant’s social. It used a qualitative methodology, with 10 (5 female and 5 male, with a mean age of 35 years old) semi-structured interviews with professionals who chose to leave this profession, to ensure a concerted view of the current state of the sector in the north of Portugal. Through thematic analysis of the interviews, the results identified the current difficulties in attracting and retaining employees in the sector, as well as some HRM strategies that can address these challenges. These findings emerged from the themes 'Special Features of the Restaurant Sector' and 'Attraction and Retention Strategies.' The first theme contextualizes and characterizes the sector's reality, arising from four categories: activity context, company type, the COVID-19 pandemic, and turnover factors. Meanwhile, the second theme presents the attraction and retention strategies that HRM in restaurant companies should implement, while also exploring some challenges faced in designing and implementing these strategies in practice. Specifically, recruitment and selection, compensation and benefits, onboarding, integration and socialization, and career management. In conclusion, social sustainability still has little prominence in the restaurant sector. To become more attractive, the restaurant sector needs to invest in better non-monetary benefits, such as flexible working hours, health insurance, professional recognition, training investment, and career advancement opportunities. This study intends to help companies take measures to improve employee satisfaction and also increase talent retention and new employees’ attraction.

The Effect Of HR Management And Career Development On Employee Performance With Job Satisfaction As An Intervening Variable In The Education Office And The Culture Of Padang Panjang City

The Education and Culture Office of Padang Panjang City is a government agency responsible for all matters related to education in its area, tasked with carrying out government affairs in the field of education based on the principle of autonomy and assistance duties, and carrying out other tasks related to education. To improve service and employee satisfaction, agencies must have good management, which includes improved HR management and better career development programs. Effective HR management is needed in encouraging employee performance improvement but also needs to be supported by paying attention to employee job satisfaction. Therefore, the purpose of this study is to find out how the influence of HR management and career development on employee performance through job satisfaction as an intervening variable, the number of samples in this study was 41 respondents using the Smart PLS 3 analysis tool and data collection techniques in this study with the distribution of questionnaires using the Likert scale. The results of this study show that the most dominant variable, namely HR management, affects job satisfaction positively and significantly, if human resource management is done correctly, job satisfaction will also increase. In addition, job satisfaction has a positive and significant effect on employee performance, this shows that if employees feel happy and satisfied in carrying out their work, then employees can perform better. The most dominant indirect influence is that HR management has a positive and significant effect on employee performance through job satisfaction.