Career Management Research Articles

Perceptions of Black millennials in public and private schools about the mix of rewards offered in the schools

This study explored the perceptions of the millennial teachers on how they can be motivated, attracted and retained in teaching in public and private schools. Adopting the quantitative research design and the stratified random sampling method, data were collected from 215 millennials drawn from public and private schools in Johannesburg North with a structured questionnaire. The studied found that extrinsic rewards remained the preferred rewards by the millennials. They were extremely dissatisfied with the basic remunerations, performance management rewards, career growth and advancement, opportunities for development in the schools. Although they were significantly motivated to take up teaching by basic pay and bonuses, to retain them in teaching required opportunities for development, career growth and advancement, and good relationships in the schools. The study recommended developing policies and best practices by Ministry of Education on mix of rewards to attract and retain qualified Millennials into teaching and enhance teacher commitment.

Self-Determination Components as Predictors of Job Performance Among Secondary School Teachers in Ebonyi State

The study examined self-determination components as predictors of job performance among secondary school teachers in Ebonyi State. The study used the correlation research design. Three research questions and three corresponding hypotheses guided the study. The population of the study comprised all 6, 121 teachers in the 226 public secondary schools in Ebonyi State. The simple random sampling technique was used to draw 399 teachers as sample for the study. Two self-designed instrument (questionnaire) titled Self-Determination Scale (SDS), and Teachers’ Tasks Performance Scale (TTPS) were used to collect data for the study. The Cronbach Alpha was used to determine the reliability of the instruments; the reliability coefficients obtained were .92 and .88 respectively. The research question was answered using simple regression while hypotheses were tested with regression analysis. The finding of the study revealed that self-determination components (competence, autonomy and relatedness,) significantly predict job performance of teachers in public secondary schools in Ebonyi State. Based on the findings of the study, it was recommended among others that teachers should take their career direction very seriously by being committed and dedicated in other to achieve high aspiration. Keywords: Self-determination, Competence, Autonomy, Relatedness and Teachers’ Job Performance.

Talent management and employee retention in the South African Higher education landscape

This study explored talent management and employee retention in South Africa's higher education sector, focusing on Institution X. Post-apartheid, South African higher education has faced numerous challenges, including attracting, managing, and retaining new academics essential for societal transformation. The study aimed to assess the relationship between talent management practices (recruitment, career management, rewards, management style, and talent development) and employee retention in this sector.The study's objectives were to examine the strategic orientation of talent management at Institution X, determine its contribution to employee retention, investigate challenges faced in talent management, and propose strategies to enhance retention. A quantitative research design was used, employing a self-administered structured questionnaire. The sample included 65 academic staff members, such as professors, lecturers, and junior lecturers, with data analyzed using SPSS. Findings indicated that talent management is neither a strategic element nor fully implemented within the higher education sector. This highlights a significant challenge in managing and retaining qualified academics, an issue prevalent since the end of apartheid. The study underscores the importance of understanding and improving talent management strategies to ensure the sustainability and quality of higher education institutions. Recommendations were made for reviewing and enhancing talent management practices for academic staff in the sector.

Impact of employee engagement on Organizational Productivity

This study aims at establishing the relationship between employee engagement and organizational performance with emphasis on communication, career growth and rewards. This research adopts a quantitative approach with data collected from one hundred workers across the organization departments. These tests indicated that the relationship between EE and actual performance is rather low, thus indicating that although engagement is a critical concept to consider, it cannot solely explain the performance of an organization. Some common factors such as communication and career management came out with a compromise to show that these factors are quite effective depending on how such factors are adopted or perceived by the employees. This paper proposes ways to increase employee participation, such as increasing communication clarity, providing equal opportunity for staff to receive recognition, and creating clear career paths. They are strategies which can assist the organizations in encouraging the employees and may ultimately increase productivity in the long run.

Managerial incentives and earnings management: Insights from union certification elections

AbstractThis study examines how unionization affects firms' financial reporting. Using a regression discontinuity design, we compare practices of firms narrowly winning and losing union certification elections. We find that winning firms depress earnings significantly more by inflating discretionary expenses, particularly research and development expenses, to strengthen their bargaining positions with workers. We further show that this manipulation aligns with managers' financial incentives, career motives, and entrenchment levels. The paper highlights managers' strategic use of real earnings management in worker negotiations and provides causal evidence on how the dynamic relationships among managers, shareholders, and workers shapes firms' financial reporting.

Not taught in medical school but needed for the clinical job – leadership, communication and career management skills for final year medical students

BackgroundStarting 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.MethodsWe 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.ResultsOf 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.ConclusionsThe 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.

Taking a non-clinical role was tough but a management career was the right choice.

Starting out in farm practice, Rebecca Robinson changed to small animal to get more control over on-call work. After attempts to buy her own practice then failed, she found the perfect path in leadership and management.

TOOLS FOR EFFECTIVE CAREER DEVELOPMENT MANAGEMENT

In today’s environment, managing employees’ career development is becoming a key factor for the success and sustainable development of organizations, especially small and medium-sized enterprises (SMEs). The purpose of this article is to investigate current approaches to career management in SMEs and provide practical recommendations based on theoretical research and empirical evidence. The novelty of the study lies in the integrated approach to analyzing career management practices using both quantitative and qualitative methods. This allows for a deeper understanding of the impact of career development on employee motivation and retention in a resource-constrained and highly competitive environment. The research methodology includes reviewing existing literature and analyzing case studies from different industries to identify best practices and success stories. The use of mixed research methods, such as surveys and in-depth interviews, provides a more comprehensive view of current practices and their impact on employees. The results of the study show that career development management is critical to improve employee motivation and retention, which is particularly relevant for SMEs. Pay attention to aspects such as training and development, performance appraisal systems, reward systems and their impact on employee motivation. Training and development help to improve employees’ skills and adaptability to changes in the market, while appraisal systems such as 360-degree feedback and regular evaluations help to identify achievements and areas for improvement, forming individual development plans. A fair and competitive compensation system motivates employees and promotes employee retention. The author’s personal contribution is the design and implementation of an integrated research methodology that combines quantitative and qualitative methods, which provided comprehensive data and offered practical recommendations for SMEs. The article also discusses the factors that influence employee retention and the creation of a positive corporate culture, which contributes to their long-term professional growth and enhances companies’ competitiveness in the market. In an environment of rapid change and globalization, SMEs must pay special attention to human capital development to maintain competitiveness and achieve sustainable growth. The article provides recommendations for the implementation of effective career management programs and examples of successful practices from different sectors.

A journey into women's managerial career development through the social cognitive career lens

This article presents a computational literature review that aims to disentangle the themes that have marked the academic debate on women's career development in management positions through the lens of social cognitive career theory. Relying on the novel methodology of topic modeling, the research inductively conceptualizes 12 topic-based themes that have contributed to academic debate in the last decades. In interpreting the landscape that emerged, the topics have been aggregated into three main categories: individual characteristics and learning experiences, contextual factors, cognitive mechanisms, and regulation of behavior. The fine-grained conceptualization of the topics and the derived framework contribute to systematizing the literature and to emphasizing the different facets of women's career journeys in attaining leadership positions. Through a discussion of the contributions and limitations identified in each category, the study provides recommendations for future research.

Unlocking career success: Exploring the role of career management as a moderator in career motivation's impact of private lecturers in Indonesia

Unlocking career success: Exploring the role of career management as a moderator in career motivation's impact of private lecturers in Indonesia

Research on Improvement of Employee Satisfaction Based on Career Management

As market competition intensifies, the demand for talent management among enterprises has escalated, with employee satisfaction increasingly emerging as a crucial driving force behind organizational success. Career management, as a pivotal component of human resource management, directly influences employees' professional growth and contentment by offering developmental pathways, training opportunities, and personalized guidance. However, numerous companies encounter challenges in implementing career management, often grappling with ambiguous paths, rigid mechanisms, and insufficient transparency. Therefore, investigating how career management can enhance employee satisfaction holds significant importance for the business sector. This study, grounded in a comprehensive analysis of the definition and elements of career management, explores its current practical applications within enterprises and proposes a series of specific measures aimed at elevating employee satisfaction. The objective is to assist organizations in effectively bolstering employee engagement and sense of belonging, thereby providing robust support for human resource management.

Application of Career Management in Improving the Job Satisfaction of Civil Servants

As the backbone of the nation and society, the work satisfaction of civil servants holds paramount significance in enhancing the quality of public services. However, in recent years, the civil service system has encountered challenges such as talent attrition and professional burnout, leading to an overall decline in job satisfaction. There is an urgent need to identify effective management strategies to ameliorate this situation. The concept and practice of career management can provide systematic support and guidance for the development of civil servants. Through clear career planning and personalized development opportunities, civil servants can not only discover avenues for realizing their self-worth but also bolster their sense of belonging and accomplishment in their work. Fostering awareness of career management will not only contribute to the enhancement of civil servants' professional competencies but also ignite their passion for public service, thereby significantly improving overall job satisfaction.

THE EFFECT OF DIGITALIZATION ON HUMAN RESOURCE MANAGEMENT PRACTICES: A BIBLIOMETRIC ANALYSIS

This study examines the intersection of digitalization and human resource management (HRM) practices through a bibliometric analysis. Utilizing the VOS Viewer program for quantitative analysis and supplemented by qualitative content reading, the research explores key trends, themes, and authorship patterns within the existing literature. The primary data source is the Web of Science database, yielding 268 relevant studies published between 2005 and 2023. Findings indicate a growing interest in the topic, particularly within the management discipline, and highlight key HRM practices impacted by digitalization, including recruitment, training and development, performance management, and career management. The analysis reveals that digitalization enhances HR efficiency, reduces costs, and supports learning and development, while also presenting challenges such as data security risks, skill gaps, and potential resistance to change. Co-authorship and citation networks identify influential authors and emerging research clusters. The study underscores the interdisciplinary nature of digital HRM research and calls for broader database inclusion to enhance future bibliometric studies.

Career management practices and job performance among university library personnel in southwest Nigeria

This study investigated the level of career management practices and job performance among library personnel in university libraries in south-west Nigeria. The study adopted a correlational survey research design. Data was collected from 433 respondents using a questionnaire. The results showed a moderate level of career management practices, with personnel moderately agreeing that human resource development programs contribute to achieving library objectives and impact productivity and performance. The level of job performance was rated as high, with very high scores for administrative duties and working with co-workers. Career management practices like receiving performance feedback, allowing staff decision-making, and using weaknesses for training were moderately implemented. Common career management strategies employed included library linkages, staff engagement, and deployments/retraining, while workforce planning and promotion exercises were least used. A positive correlation was found between career management practices and job performance (r = 0.086, p < .05). The study concludes there is a correlation between career management practices and job performance of library personnel in these university libraries. The study recommends that university libraries strengthen their human resource development programs, ensuring HRD is given adequate attention and resources, including regular training and development opportunities and comprehensive HRD policies and strategies.

Brazilian student-athletes' perceived possession of dual career competencies

Dual career is defined as a career with the major foci on sport and studies or work. Dual career competencies are all the skills and attitudes that allow athletes to balance their educational development to their sports careers. This study aimed to investigate the differences in perceived possession of competencies (Dual Career Management; Career Plan; Emotional Awareness; Social Intelligence and Adaptability) between Brazilian student-athletes of both sexes, types of educational institutions (TEI) – private and public, and educational level (EL) – secondary and higher education. 745 Brazilian student-athletes (Mage = 17.3 ± 5.4; 54% female; 8% student-athletes with disabilities) completed the Brazilian version of the Dual Career Competency Questionnaire for Athletes. The results showed statistically significant outcomes in the main effect for sex and EL. Female student-athletes from public TEI (M = 4.23 + 0.38) presented higher perceived possession for Dual Career Management when compared to male student-athletes from the same categorization of TEI (M = 4.03 + 0.04). Female student-athletes from private TEI reported lower perceived possession for Emotional Awareness (M = 3.73 + 0.04). The results of this investigation can support (1) coaches, family, stakeholders in general and the student-athletes themselves in better grasping and optimizing their attitudes towards dual career and (2) researchers advance knowledge in this very recent area in Brazil. Keywords: dual career, student-athlete, competencies, education, sports training

Career Management Planning and Strategy – An Albania Study

This comprehensive study investigates the significance of career planning and strategy in attaining career objectives. The research question is: Can improving career planning and strategy help achieve career goals? The survey was performed using a direct survey model and a questionnaire filled out by the respondents who work in different companies. The study sample consists of 250 employees in Tirana and Durres, the two largest cities in Albania. The data analysis will be focused on three different methods, ensuring a thorough examination of the research question. The first one involves factors that weigh each factor and reliability analysis using the Cronbach alpha coefficient, which should be above 0.7. The second method will be focused on multicollinearity analysis. Finally, after we conclude the methods above, we will be focused on testing the hypothesis through multiple regression. The findings revealed that career planning and strategy positively impact career goals. This study's implications are far-reaching. It can guide employees in planning and developing their careers, assist companies in managing and growing their employees' careers, and provide a valuable reference for researchers in this field of study, reassuring them about the validity and reliability of the findings.

The sensuous governmentality of glitter: Educating managing women scientists with gleaming STEM Barbies

This essay conceptualizes glitter as a sensuous materialization of governmentality. It does so, arguing that glitter governs in alluring ways by materializing light and sight. As such, the essay explores glitter as a sparkly substance, governing individuals in certain behavioural directions, which it also demonstrates in the illustrative case of a small group of gleaming STEM Barbies, intended to govern young girls in the direction of Science, Technology, Engineering and Mathematics management careers, through sensuous stimulations of sight. However, in materializing light and sight, glitter leaves everything un-glittery in gloomy darkness, while governing with glitter also comes with the danger of producing an unfortunate ignorant blindness, potentially countering the aims behind the use of glitter as a governing means.

Influence of Mentorship Programs on Students’ Academic Performance in Public Secondary Schools in Imenti North Sub- County, Meru County, Kenya

Management practices are an important ingredient in an organization. They offer a unique environment needed to attain set goals, create a good public image and build a productive relationship among the stakeholders. The main aim of this study was to determine the influence of teacher satisfaction on the academic performance of learners in public secondary schools in Imenti North sub-county, Meru County. The study was based on organizational theory, which was developed by Jaques in 1951. The study adopted a mixed methods methodology where both quantitative and qualitative methods were employed. The sampling unit consisted of public secondary schools where 6 principals were selected through purposive sampling from the top three and bottom three performing schools. Ten form three and form four students were also randomly selected from the top three and bottom three performing schools to obtain a sample size of 120 students. Data was collected using a structured questionnaire. Data collected was analyzed using descriptive and inferential statistics with the help of the statistical package for social scientists, version 26.0. A multiple Linear Regression model was used to model the relationship between the independent variable and the response variable (academic performance). The study concludes that mentorship programs have a significant positive effect on academic performance, as indicated by their p-values (P<0.05). The study recommends that schools should ensure that there are functional mentoring programs in schools, as they have been shown to positively influence academic performance. Such programs may provide guidance, support and career direction.

The Impact of Peer Performance and Relative Rank on Managerial Career Attainment: Evidence from College Students

The Impact of Peer Performance and Relative Rank on Managerial Career Attainment: Evidence from College Students

Proactive Personality and Turnover Intention: The Mediating Role of Career Aspiration and the Moderating Effect of Organizational Career Management.

As proactivity becomes vital for organizational success, retaining proactive employees becomes increasingly important, making the relationship between a proactive personality and turnover intention a key research topic. While existing studies have largely depicted turnover as a consequence of dissatisfaction and have identified negative indirect relationships, this study seeks to challenge that perspective by proposing that, in today's boundaryless career environment, people also engage in voluntary turnover for career advancement. Using a self-regulation career management model, we propose that proactive employees set ambitious career goals influenced by career aspirations, leading them to seek external opportunities and thus exhibit higher turnover intention. However, when organizations implement career management practices, this relationship weakens as proactive employees perceive opportunities to achieve their goals within their current organizations. We tested these hypotheses with a sample of 342 respondents using the SPSS macro PROCESS. The findings support our propositions, revealing a positive indirect effect through career aspirations, which diminishes when perceived organizational career management is strong.