Organizational personnel career development

Employable and Satisfied: Organizational Consequnces of Employees’ Career Capital Development

This paper presents a study of the relationship between employees’ investments in their career capital development (conceptualized as knowing-why, knowing-how, and knowingwhom) and their contributions to their employing organizations, and the role career satisfaction plays in this relationship. With this focus, the paper aims to contribute to research on the consequen...

Organizational and Post-Organizational Career Aspirations, Personality Traits and Behavior

We examine the relationship between career aspirations of business school graduates defined as their intention to be active in particular career fields and five personality and behavioral traits: (1) adaptability, (2) sociability, (3) power and politics motive pattern, (4) need for achievement and (5) accuracy. Results demonstrate a one factor solution differentiating between an Organizational-...

Career Development

Organizational commitment within a contemporary career context

Purpose: This paper analyzes the relation between the underlying dimensions of protean (self direction and values driven) and boundaryless (boundaryless mindset and organizational mobility preference) career attitudes (Briscoe et al., 2006) and organizational commitment, within today’s unstable and uncertain business scenario. Design/methodology/approach: Data was collected from 167 professiona...

Investigating the Cognitive Theories of Career Development

Objective: There are several theories proposed on the career development and researchers have classified these theories in different categories. Career-related cognitive theory is one of the latest categories including two theories: social cognitive theory of career development and cognitive information processing. The current study seeks to compare these two cognitive theories of career develo...