Query: Career Management

title: Organizational career management practices and objective career success: A systematic review and framework
abstract: The theorization of the relationship between organizational investments in career development and individual success remains underdeveloped, and empirical tests of this relationship, which have been dispersed among several disciplinary areas, have produced inconsistent results. Addressing these issues, the purpose of this article is to propose a theoretical framework that illustrates why and how organizational career management practices translate into career success and under what circumstances the relationship is effective. Using a systematic review of empirical studies on career management practices and objective success, we identify three theoretical mechanisms developmental, informational, and relational and two groups of contingency factors that explain this relationship. Our framework advances the extant literature on organizational career management and provides suggestions to companies for designing effective career management systems.

title: The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention
abstract: In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.

title: 100 Years of Applied Psychology Research on Individual Careers: From Career Management to Retirement
abstract: This article surveys 100 years of research on career management and retirement, with a primary focus on work published in the Journal of Applied Psychology. Research on career management took off in the 1920s, with most attention devoted to the development and validation of career interest inventories. Over time, research expanded to attend to broader issues such as the predictors and outcomes of career interests and choice; the nature of career success and who achieves it; career transitions and adaptability to change; retirement decision making and adjustment; and bridge employment. In this article, we provide a timeline for the evolution of the career management and retirement literature, review major theoretical perspectives and findings on career management and retirement, and discuss important future research directions.

title: Career Management in High Performing Organizations: A Set Theoretic Approach
abstract: The aim of this study is to investigate the elements of organizational career management (OCM) that can lead to strong organizational performance. The growing unpredictability of careers requires a different organizational approach of careers. Yet, new career models all focus on the individual as the central actor, leaving the role of the organization rather underdeveloped. Based on a combined perspective integrating insights from the literature on careers, high performance work systems, and idiosyncratic deals (I deals) we address four dimensions of OCM: supportive and developmental practices, development I deals, individual responsibility, and consensus. We study their relationships with company performance, thereby including the firm's human capital composition. Surveys were administered to the HR directors of 293 organizations. We apply a relatively new method, fsQCA (fuzzy set qualitative comparative analysis) and complement this with more conventional structural equation modeling (SEM) The SEM analyses suggest that only supportive and developmental practices are positively associated with high performance. However, based on the fsQCA, three configurations are identified in which OCM is associated with high performance. The most prevalent configuration combined supportive and developmental practices with I deals and individual responsibility for career management. We conclude with a discussion of the implications of our findings, and address the utility of adopting a configurational approach in career research.

title: Developing career management competencies among undergraduates and the role of work integrated learning
abstract: This paper explores undergraduate capabilities in career self management and the influence of work integrated learning (WIL) Career management competencies are an important aspect of individual employability and impact on wellbeing, graduate job attainment and long term career success. Enhanced competencies among graduates can assist Faculty in achieving strong employment outcomes and support industry partners who wish to employ graduates able to self manage their career pathways effectively amid flatter organisational structures and greater employee mobility. Our findings indicate that business undergraduates at one UK and one Australian university consider themselves reasonably proficient in career self management yet variations exist across the different dimensions of self awareness, opportunity awareness, decision making learning and transition learning. Participation in work placements and study and employment characteristics influenced certain elements of career self management. Our study highlights the importance of nurturing career management competencies in undergraduates and we discuss strategies, particularly in relation to WIL, which may promote effective career self management.

title: Past Career in Future Thinking: How Career Management Practices Shape Entrepreneurial Decision Making
abstract: This study builds a grounded model of how careers shape entrepreneurs' preference for causal and effectual decision logics when starting new ventures. Using both verbal protocol analysis and interviews, we adopt a qualitative research approach to induct career management practices germane to entrepreneurial decision making. Based on our empirical findings, we develop a model conceptualizing how configurations of career management practices, reflecting different emphases on career planning and career investment, are linked to entrepreneurial decision making through the imprint that they leave on one's view of the future, generating a tendency toward predictive and/or creative control. These findings extend effectuation theorizing by reformulating one of its most pervasive assumptions and showing how careers produce distinct pathways to entrepreneurial thinking, even prior to entrepreneurial entry.

title: Antecedents of Career Adaptability in Strategic Career Management
abstract: Career adaptability is an important characteristic that helps individuals deal effectively with career uncertainty and ambiguous job roles in current times. Based on the career construction theory, we hypothesize that conscientiousness, cognitive flexibility, and environmental exploration are positively related to career adaptability, and career adaptability is in turn positively related to strategic career management. We collected data from 307 undergraduates with work experience to test our hypothesized model. The results generally supported our hypotheses. Our research sheds light on how conscientiousness, cognitive flexibility, and environmental exploration are related to strategic career management indirectly through career adaptability. Our findings offer practical advice for vocational scholars and career counselors on how career adaptability may be developed.

title: The Impact of Career Management on Organizational Commitment and the Mediating Role of Subjective Career Success
abstract: To determine the importance of career management behavior (CMB) for organizational outcomes, this study investigated the impact of CMB and organizational support for career development (OSCD) on subjective career success (SCS) and eventually on organizational commitment. Based on survey data from 355 employees of large Korean manufacturing firms, we found that both CMB and OSCD were positively associated with SCS. The results show that SCS positively affects organizational commitment and positively mediates both the relationship between CMB and organizational commitment and the relationship between OSCD and organizational commitment. Our findings imply that employee career success, which is affected by individual and organizational efforts, contributes to the outcomes of the organization in which employees are embedded.

title: Career choice status among undergraduates and the influence of career management competencies and perceived employability
abstract: This study examines the influence of career management competencies and perceived employability on career choice status (CCS) among undergraduates. Making informed and appropriate career choices is positively linked with well being, work performance and academic and career success. Early career decision making is now critical if students wish to succeed in highly competitive graduate labour markets. This study gathered quantitative data from 370 Business undergraduates in an Australian and UK university. Findings suggest that students have largely made career decisions and are reasonably satisfied with their choices. CCS varied with age, stage of study, perceived employability and student capabilities in career self management. Findings highlight the need for universities to not only equip students with the necessary skills to enter their chosen career but also in collaboration with industry develop strategies to engage students in the different aspects of career self management earlier on in their studies.

title: Students' Attitudes on Social Network Sites and their Actual Use for Career Management Competences and Professional Identity Development
abstract: Social network sites (SNSs) have become strategic networking tools for employment related activities. They shape professional identity and influence professional and career practices, providing new paths for career, employment and recruitment processes. Students' professional identity is influenced by their career management and work experience. There is a lack of research on the use of SNSs for students' on line career management competences. A survey was conducted to examine students' attitudes regarding the use of SNSs for career management competences and professional identity development. The students' attitudes manifested career control, networking for learning, career reflection, self presentation and work exploration. These attitudes have been identified as predictors for students' actual use of SNSs for career management and professional identity development. For the career competences the main influencing predictors were found to be students' beliefs that SNSs support work exploration, processes of self presentation and career control. For professional identity development, the main influencing predictors were students' beliefs that SNSs support career control and students' engagement in professional events through networking for learning. Findings could contribute to understanding and facilitation of the SNS related career management competences.