Career Management Research Articles

Study on Improving Healthcare Operational Performance through Talent Management Strategies: A Public Health Initiative

The importance of talent management in enhancing the operational efficacy of public health system is becoming increasingly apparent to the general public. This study seeks several approaches to improve the public health wellness talent management procedures. Staffing strategies, methods for attracting and retaining employees, career development foundations and management growth are all important factors to take into account. By using this measure, hospitals can enhance overall operational efficacy and patient care results by managing issues such as staff shortages, uneven skills and worker stress. Constructed hypothesis are aimed at examining the linkages between Talent Engagement (TE), Talent Growth (TG), Talent Longevity (TL), Skill development (SD), and Talent management (TM) in the public health settings. ANOVA and F-test are utilized for the survey data, which encompasses the 350 employees from the hospital. To measure the employee satisfaction, remote data collection methods were also employed. Enhancing public care standards, workforce effectiveness, and long-term public health performance are the three primary objectives of the findings

Factors influencing employee motivation in the Malaysian banking industry

Organizations are gradually focusing on creating a healthy workplace for their employees and becoming more people-centric. This occurs because a healthy workforce increases the work performance of the organisation and the personal development of its employees. This study aims to investigate the HR functions that impact employee motivation in the Malaysian banking sector. The three HR functions that were selected were training and development, rewards and recognition, and career management. The study utilised a cross-sectional design, and the research instruments were adapted from a number of past studies. A total of 350 respondents from the Malaysian banking industry were recruited. Using SPSS Version 26.0, the research hypotheses were examined. The results show that rewards and recognition are not significant predictors of employee motivation in the Malaysian banking industry; however, training and development and career management are significant predictors of employee motivation. These results will help the human resources department develop and improve its HR operations.

Exploring the Challenges and Unveiling the Glass Ceiling Effect on Career Progression among Turkish Women in 3 to 5 Star Hotels

Purpose: Despite the significant growth in women’s participation in the hotel industry workforce, Turkish women continue to encounter limited access to senior management positions. This study investigates the obstacles faced by Turkish women in their pursuit of top managerial roles within the hotel industry and explores potential strategies to break through the glass ceiling. The purpose of this study is to investigate challenges and unveil the effect of the glass ceiling on the career development of Turkish women in 3-to-5-star hotels. The research endeavors to examine the experiences and challenges stemming from gender perceptions encountered by individuals within the hotel industry. Additionally, it seeks to discern the underlying social, organizational, and individual factors contributing to the disparity in leadership or senior positions held by women within this sector. Design/Methodology/Approach: The study utilizes a qualitative research approach, employing semi-structured, in-depth interviews with employees from 3 to 5-star hotels in Antalya, conducting an inductive thematic analysis approach the research aims to investigate the challenges faced by women in advancing their careers within the hotel industry and the diverse factors influencing their workplace performance. The statistical sample of the research includes people who have different viewpoints on the subject of the research. Findings: Twelve women working within the hospitality industry were interviewed. A thematic analysis revealed three interconnected barriers contributing to the glass ceiling faced by Turkish women: cultural and social obstacles, organizational challenges, and personal hindrances. These primary barriers encompass sub-barriers that collectively reinforce the glass ceiling, impeding numerous women from attaining senior positions. This research demonstrates that overcoming the barriers—especially organizational ones—can empower Turkish women to break through the glass ceiling and realize their leadership aspirations. Additionally, the study explores the implications for policymakers, academics, and practitioners regarding the impactful contributions of Turkish women to the hotel labor market." Practical Implications: This research showed evidence that there are real barriers for these women and the findings from this study offer implications that overcoming these barriers, particularly cultural and social barriers, could help Turkish women to crack the glass ceiling and achieve their dream of leadership. Originality/Value: The Hotel industry faces a worldwide shortage of Women in Leadership positions. This study aims to explore the challenges faced by the hotel sector in retaining highly skilled female employees who aspire to pursue managerial career trajectories. In addition, this research can add value to revealing gender inequality problems faced by Muslim women employees in the hospitality industry.

PENGARUH PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA

This research aims to explore the influence of career development on job satisfaction through a qualitative approach. Job satisfaction is one of the variables for companies to achieve good employee productivity results for the company. The study examines how the relationship of career development affects employees' perceptions of their job satisfaction. Drawing from previous research and through descriptive analysis, it is concluded that career development has a significant influence on job satisfaction. These findings provide a deep understanding of the relationship between career development and job satisfaction within organizations. The implications of this research can assist organizations in designing more effective career development programs and management policies that support employee well-being and enhance overall organizational performance.

Management of individual human capital in the career of employees of organizations

The article presents the author's graphical representation of the system of career management methods based on the concept of human capital of the organization. The authors propose an algorithm for using instruments for diagnosing motivation in the selection of employees for the formation of vectors of career advancement. The main substantive aspects of the human capital accounting and assessment tools are highlighted.

Career management, Employee Retention

The development and growth of a company depends on quality human resources which can be obtained through employee training and development programs. Employee development is the target of training so that employees will be competent in carrying out their duties and can improve employees' skills, knowledge and experience in their work so that they can support their careers in the future. Career is a basic need for employees to gain social recognition in the family and economy. A career consists of all the jobs a person holds during his or her work. Some employees' work is part of a plan. Career management is the process of managing an employee's career which includes the stages of career planning activities, career development and counseling, as well as career decision making. Organizations can also support employees by creating an environment that enables growth and development amidst rapid change.

Understanding the city as an analytical lens for career development: A systematic literature review

The local peculiarities that govern labor relations influence individuals’ agency in their career trajectories. The study of cities as a context in which careers develop has received little attention from scholars, highlighting a research gap based on understanding the city as a new analytical level. This study aims to analyze how international literature articulates the constructs of careers and cities from human capital, ecosystems, innovation, and sustainable development perspectives. Through a systematic literature review using the Web of Science database and the Iramuteq® software, we examine 42 previous studies in four main categories: city livability and attractiveness, labor market and mobility, organizational work and expatriation, and educational system. Using an interdisciplinary approach, we present four assumptions to foster future empirical research. As contributions, this study put together areas with a little academic approach, opening spaces for deeper investigations and fruitful possibilities for scholars, urban planners, and policymakers. We conclude that career management is not just an individual endeavor but part of a wide ecosystem that must be analyzed collectively, within the scope of employability, labor market, educational system, talent, human capital, attractiveness, and livability, demanding integrated actions and partnerships between the individuals and public and private sectors.

Are Human Resource Practices Gendered? Exploring its Effect on Managerial Career

Are Human Resource Practices Gendered? Exploring its Effect on Managerial Career

THE ROLE OF SELF-MARKETING IN CREATING OPPORTUNITIES FOR ROMA EMPLOYMENT

The role of different groups in society in the labour market is of vital importance for the functioning of a nation's economy. Equal access to employment is a fundamental condition for tackling social exclusion and is closely linked to reducing and combating poverty. Research on discrimination in the labour market goes back several decades and is primarily based on perceptions of discrimination. The Roma population is one of the most disadvantaged groups in Hungary, with the most severe labour market tensions and the largest number of underprivileged groups. Roma are considered a social group with below average labour market opportunities. The unfavourable social and economic situation of the Roma population in Hungary and their resulting marginalisation has become a platitude in public discourse and academic work. The importance of the issue is undoubtful, as it is estimated that the Roma population, which constitutes a significant proportion of the population, is the poorest, most excluded and, overall, the most vulnerable group in society. The gap between the Roma population and the majority society has been steadily increasing for decades, mainly due to the residential segregation and economic decline of the Roma. Negative discrimination in the labour market plays a crucial role in shaping the employment prospects of Roma people. On the one hand, this is due to the negative discrimination they face, and on the other hand, to the low level of knowledge acquired by these people compared to the average in society. In our study, we examine the factors determining selfmarketing and the labour market chances of Roma in the context of the background factors, economic and social effects of unemployment, which particularly affect this precariat group. We make an attempt to prove that self-marketing has a right to exist among the Roma working population. In researching this topic, it is essential to address the issue of the conscious career management competences of members of the emerging generation and the crucial role of inclusive workplaces.

A Machine Learning-Based Forecast Model for Career Planning in Human Resource Management: A Case Study of the Turkish Post Corporation

In sustainable and competitive business management, it is crucial for organizations to consider organizational change and transformational leadership in human resource (HR) management to adapt to the changes in their environment. This capability enables large-scale enterprises to maintain their presence in an increasingly competitive environment through enhanced management capacity. Enterprises that adopt transformational leadership in HR management must equip leadership candidates with competencies such as creating a shared vision, providing appropriate role models, encouraging the adoption of group goals, meeting high performance expectations, and providing individual support and the development of intellectual stimulation. By identifying potential leadership candidates using a decision support model, the necessary competencies can be developed through in-service training and experiential learning during their careers. Innovative and effective approaches to identifying leadership candidates can be developed by analyzing complex big data using advanced artificial intelligence (AI) techniques. In this article, a forecast model using machine learning (ML) algorithms for a human resource management career planning approach was developed for the Turkish Post Corporation (PTT) and it was tested to predict potential leadership candidates by analyzing the big data of 5000 employees. The Turkish Post Corporation ML algorithms were applied to 100 randomly selected data points using the k-Nearest Neighbor (kNN), Random Forest (RF), Gradient Boosting (GB), and Support Vector Machine (SVM) algorithms to predict the types of titles held by the staff employed at PTT. The kNN, GB, RF, and SVM algorithms achieved accuracy rates of 96%, 91%, 73%, and 41%, respectively. The case study results indicate that promotion decisions in large-scale and rooted enterprises can be effectively modeled using big data and ML algorithms, highlighting significant potential for HR management and leadership development practices in the public sector.

Attitude, Time Management Work-Life Balance and Career Choices: A Mediating Effect of Protean Career Attitude among Medical Students in Malaysia

Attitude, Time Management Work-Life Balance and Career Choices: A Mediating Effect of Protean Career Attitude among Medical Students in Malaysia

Designing Career Management System Improvement for A Joint Venture Company

Designing Career Management System Improvement for A Joint Venture Company

‘Who's to blame?’ matters: The role of attributions in employees' emotional and behavioural responses to career inaction

AbstractCareer inaction, or failing to act adequately for a period of time to make a desired change in one's career, is quite common in the workplace. Despite this, research regarding how it affects employees at work is very limited. Using attribution theory and stress research, we propose an integrated view of how employees interpret and respond to career inaction differently. Specifically, we establish the idea of blame attributions for career inaction (i.e., self‐ and other‐directed blame attribution) and investigate how they relate to employees' emotional and behavioural responses to career inaction. We conducted three studies to address the research questions: a scenario‐based experiment with 315 workers, a three‐wave survey with 302 full‐time employees and a daily diary study of 123 hospital nurses across five consecutive working days. The findings revealed that when faced with career inaction, employees who blame themselves are more likely to experience anxiety, while those who blame others tend to experience anger. Anxiety and anger are further linked to work withdrawal and interpersonal deviance respectively. Overall, we contribute to the advancement of career inaction theory and career management practices.

A Study on Causes of Gender Gap in Construction Management: High School Students’ Knowledge and Perceptions across Genders

This paper addresses three research questions: (1) According to the pertinent literature, what are the main causes of the current gender gap in the construction industry, particularly for management and leadership roles? (2) Is there a significant difference between male and female high-school-age students regarding their level of knowledge of the construction industry? (3) Is there a significant difference between male and female high-school-age students in their perception of the construction industry and factors impacting their career choice? These research questions are addressed by a review of the literature followed by a discussion of precamp survey results from two consecutive years of a two-week high school summer camp, which is focused on construction science and management. The literature review reveals that the issues are deep-routed and complex but can in general be categorized into two groups: the recruitment and retention of women in construction management and related careers. While the literature review summary in this paper addresses both categories, the focus of the paper remains recruitment, particularly through a study of high school students’ level of knowledge and perceptions of construction management. The pre-camp surveys assessed the participants’ baseline knowledge and perceptions of construction management as a career. The results showed that the knowledge of construction management as a career is very low, with no statistically significant difference between genders. It must be noted here that the participants are biased positively toward the construction management and related careers, as they chose to attend the camp for a variety of reasons, from wanting an experience on the campus of this university to parents’ encouragement. Despite this baseline interest, however, the data show that the participants lacked clarity on what this career really entails. It is suggested, therefore that the general knowledge of this career path across larger and more randomized samples across U.S. will be even lower. The perceptions of the construction industry differed slightly between genders, with females perceiving it as more physically challenging and prioritizing family friendliness when considering career options. In conclusion, both the literature review and the survey data analysis show that the lack of knowledge of this career path, exacerbated by the negative perceptions of the construction industry, contribute to the problem of women not choosing to study construction management. The construction industry continues to make significant improvements in their diversity and inclusion efforts, and there are a variety of paths within the industry for graduates of construction science and management degrees. As such, significant work remains for both the industry and academia to overcome the lack of knowledge and negative perceptions of the industry through increased outreach to better inform high school students, parents, and counselors.

A Model Proposal for Sustainable Career Management in Hospitality: Grounded Theory Perspective

As throughout the post-pandemic world, hospitality facilities in Antalya, the destination of mass tourism in Türkiye, are struggling with the problem of labor shortage. Sustainable Career Management (SCM) efforts to recruit and retain competent and qualified young people are increasing in order to reduce the labor shortage. In this context, based on the grounded theory methodology, the study provides a holistic model of how SCM should be managed with the views of experienced managers in the hospitality sector.

Implementasi E-SDM Di PT. Asia Pacific Fibers Tbk. Karawang

Technology has played a very significant role in changing the way organizations operate and has drastically affected human resource management (HRM) practices, further increasing its influence. The implementation of technology in HR management practices can improve organizational efficiency and effectiveness. The implementation of technology in HR management can include things such as: (a) electronic organizational structure, business processes, and document tracking; (b) electronic workforce planning; (c) electronic recruitment systems; (d) personal information systems, salary accounts, leave, and electronic exit procedures; (e) electronic job evaluation and electronic remuneration systems; (f) electronic performance management systems; (g) electronic training and development; (h) career management and electronic talent management. PT Asia Pacific Fibers, located in Kiara Payung Village, Klari District, Karawang, West Java, aimed to understand the implementation process of E-SDM in their HR activities. This research uses a qualitative research design with a case study approach and involves interviews with 5 respondents as well as data collection methods through observation, in-depth interviews, and documentation to support information related to the implementation of E-SDM in HR activities.

Career Management and Employee Performance of Selected Insurance Firms in Lagos State, Nigeria

Objective: This study investigates the effect of career management strategies on employee performance within selected insurance companies in Lagos State, Nigeria, aiming to address a research gap in understanding this relationship. Theoretical Framework: Drawing upon Krumboltz's Social Learning Theory, which emphasises the influence of social factors and environmental experiences on career decisions, this study explores how career management practices contribute to employee performance. Method: The study adopted a survey research design. The population was 879 employees of five selected insurance firms. Total enumeration technique was adopted. Primary data were collected using a structured questionnaire. Data collected were analysed using descriptive and simple regressions]. Results and Discussion: Findings revealed that career management had a significant effect on the performance of employees of selected insurance firms in Lagos State, Nigeria (F(4, 833)= 156.914, Adj.R2 = 0.427, p< 0.05). The study concluded that career management has influence and plays an important role in improving the performance of insurance firms in Lagos State, Nigeria. Research Implications: Insurance companies' management should ensure an upward trajectory in their employees' professional journey, including certifying an employee progresses from an entry-level position to management and transitioning from one unit in the organisation to another. Originality/Value: the findings highlight the role of career planning, advancement, mentoring, and performance evaluation in shaping employee outcomes. The regression analysis conducted in this study reveals robust and positive relationships between these career management dimensions and employee performance, indicating that these factors collectively account for a substantial proportion of the variance in performance levels observed among employees.].

CAREER MANAGEMENT PERFORMANCE OF KNOWLEDGE-BASED EMPLOYEES IN CENTURYLINK SOFTWARE DEVELOPMENT COMPANY

This paper aimed to study the influencing factors of career management performance of knowledge-based employees and took CenturyLink Software Development Company as a case study.This study adopted the quantitative research method, collected 393 questionnaires from knowledge-based employees in CenturyLink Software Development Company. By analyzing Career Anchor Theory and Career Interest Theory, this paper found that: Firstly, career self-knowledge, fair promotion, provision of career information, career guidance and training were the factors influencing the career management performance of knowledge-based employees in CenturyLink Software Development Company. Secondly, career self-knowledge, fair promotion, provision of career information, career guidance and training have a positive effect on the career management performance of knowledge-based employees.

Role of Human Capital and Social Capital in Career Management

Role of Human Capital and Social Capital in Career Management

PENDEKATAN HISBAH KENDIRI DALAM MENANGANI KEMURUNGAN WANITA BEKERJAYA

The phase changes of the endemic Covid-19 endemic have created a new phenomenon in everyone’s lives. It is often noted in many article publications about the issue of depression, especially among working women. It is frequently associated with the emotional pressure from their partners resulting to marital breakdowns. Al-Ghazali, a figure who often talks about human soul and the process of developing the human soul. Therefore, this article examines the self-discipline (self-hisbah) approach among working women to shape a tranquil soul, in order to deal with persistent depression. This study uses a quantitative method by using a questionnaire consisting of 50 questions. A total of 48 working women from various job agencies who are married agreed to be respondents. The study found that nearly 70% of respondents experienced symptoms of depression. Indeed, the goodness of self-discipline (self-hisbah) can control women from excessive emotional pressure, provide peace of mind, and avoid worries while carrying out their responsibilities. The results show that 65% of respondents whom experiencing emotional pressure practiced the self-discipline (self-hisbah) approach when dealing with depression. The importance of this study is to assess the effectiveness of self-discipline (self-hisbah) approach as an Islamic-based self-treatment that can address symptoms of depression among working women who are married. However, they need to be consistent in applying the self-discipline approach to ensure that their career and household management are well-balanced.