Pub Date : 1998-08-01DOI: 10.1108/09556219510093285
J. Greenhaus, G. Callanan, Eileen Kaplan
Examines the conditions under which career goal setting contributes to effective career management. Views career management as a process by which individuals can make informed decisions regarding their work lives. Highlights the role of the career goal in the career management process, and identifies the useful features of the goal‐setting process. Reviews the concepts of career indecision and career decidedness, and specifies four subtypes – developmental indecision, chronic indecision, hypervigilant decidedness, and vigilant decidedness. Discusses the implications for organizations and their employees.
{"title":"The role of goal setting in career management","authors":"J. Greenhaus, G. Callanan, Eileen Kaplan","doi":"10.1108/09556219510093285","DOIUrl":"https://doi.org/10.1108/09556219510093285","url":null,"abstract":"Examines the conditions under which career goal setting contributes\u0000to effective career management. Views career management as a process by\u0000which individuals can make informed decisions regarding their work\u0000lives. Highlights the role of the career goal in the career management\u0000process, and identifies the useful features of the goal‐setting process.\u0000Reviews the concepts of career indecision and career decidedness, and\u0000specifies four subtypes – developmental indecision, chronic\u0000indecision, hypervigilant decidedness, and vigilant decidedness.\u0000Discusses the implications for organizations and their employees.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1998-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125560424","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-12-01DOI: 10.1108/09556219510098082
I. Abdalla
Explores the direct effects of internal orientation, self‐esteem, instrumentality, expressiveness and the interactive effects of internality, instrumentality and self‐esteem on the variance of career decision‐making self‐efficacy expectation. A set of questionnaires was administered to a group of Kuwaiti college students (Bachelor of Business Administration programme) which consisted of 84 men and 150 women. Results indicated that among men and women instrumental attributes had a considerably stronger positive relationship with career decision making self‐efficacy than the other independent variables and that while the interactive effect of internality and instrumentality on career decision making was significant, the interactions of internality and self‐esteem and instrumentality and self‐esteem were not. Discusses results and implications in the context of Arab sociopolitics.
{"title":"Arab business administration students: attributes and career decision making self‐efficacy expectations","authors":"I. Abdalla","doi":"10.1108/09556219510098082","DOIUrl":"https://doi.org/10.1108/09556219510098082","url":null,"abstract":"Explores the direct effects of internal orientation, self‐esteem, instrumentality, expressiveness and the interactive effects of internality, instrumentality and self‐esteem on the variance of career decision‐making self‐efficacy expectation. A set of questionnaires was administered to a group of Kuwaiti college students (Bachelor of Business Administration programme) which consisted of 84 men and 150 women. Results indicated that among men and women instrumental attributes had a considerably stronger positive relationship with career decision making self‐efficacy than the other independent variables and that while the interactive effect of internality and instrumentality on career decision making was significant, the interactions of internality and self‐esteem and instrumentality and self‐esteem were not. Discusses results and implications in the context of Arab sociopolitics.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122298724","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-12-01DOI: 10.1108/09556219510098064
Jon-Chao Hong
Чтобы понять воздействие вознаграждения на профессиональную мотивацию служащих и их производительность, в корпорациях, которые используют систему вознаграждения рабочих, были проведены специальные анкетные опросы. В статье представлены некоторые результаты исследования: программы вознаграждения служащего оказывают большее влияние на мотивацию рабочих, чем на их производительность; денежно-кредитные программы вознаграждения высоко оценены и руководителями, и рабочими; выявилось несоответствие управленческого подхода и представлений рабочих о важности программ вознаграждения; существуют гендерные различия в требованиях по отношению к системе вознаграждения; состоящие в браке служащие в большей степени, чем не состоящие в браке считают, что вознаграждение влияет на выполнение работы; служащие, отличающиеся уровнем образования и статусом в организации, по-разному оценивают вознаграждение; программы вознаграждения гораздо более эффективны для молодых специалистов.
{"title":"Impact of employee benefits on work motivation and productivity / Влияние вознаграждения на работу и продуктивность служащего","authors":"Jon-Chao Hong","doi":"10.1108/09556219510098064","DOIUrl":"https://doi.org/10.1108/09556219510098064","url":null,"abstract":"Чтобы понять воздействие вознаграждения на профессиональную мотивацию служащих и их производительность, в корпорациях, которые используют систему вознаграждения рабочих, были проведены специальные анкетные опросы. В статье представлены некоторые результаты исследования: программы вознаграждения служащего оказывают большее влияние на мотивацию рабочих, чем на их производительность; денежно-кредитные программы вознаграждения высоко оценены и руководителями, и рабочими; выявилось несоответствие управленческого подхода и представлений рабочих о важности программ вознаграждения; существуют гендерные различия в требованиях по отношению к системе вознаграждения; состоящие в браке служащие в большей степени, чем не состоящие в браке считают, что вознаграждение влияет на выполнение работы; служащие, отличающиеся уровнем образования и статусом в организации, по-разному оценивают вознаграждение; программы вознаграждения гораздо более эффективны для молодых специалистов.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"118 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124212503","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-12-01DOI: 10.1108/09556219510098073
B. Bloch
Illustrates the rising significance of foreign‐language training with respect to employment opportunities in commerce and industry. Draws on a wide‐ranging and diverse base of literature in order to indicate the value of learning a foreign language, the manner in which such training can be utilized and several other fundamental considerations relating to language and employment. Issues analysed include: the linkage of linguistic with other skills, which students are likely to benefit the most from language training, the impact of various levels of proficiency, language for business as opposed to general language training and the cultural element in terms of career prospects. Makes objective and subjective evaluations as to the significance of these various issues with the aim of assisting students, employees and educational institutions in assessing the benefits and costs, advantages and shortcomings of different types and levels of language education.
{"title":"Career enhancement through foreign language skills","authors":"B. Bloch","doi":"10.1108/09556219510098073","DOIUrl":"https://doi.org/10.1108/09556219510098073","url":null,"abstract":"Illustrates the rising significance of foreign‐language training with respect to employment opportunities in commerce and industry. Draws on a wide‐ranging and diverse base of literature in order to indicate the value of learning a foreign language, the manner in which such training can be utilized and several other fundamental considerations relating to language and employment. Issues analysed include: the linkage of linguistic with other skills, which students are likely to benefit the most from language training, the impact of various levels of proficiency, language for business as opposed to general language training and the cultural element in terms of career prospects. Makes objective and subjective evaluations as to the significance of these various issues with the aim of assisting students, employees and educational institutions in assessing the benefits and costs, advantages and shortcomings of different types and levels of language education.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"36 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132385253","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-12-01DOI: 10.1108/09556219510098055
Y. Baruch, R. Lessem
Job analysis is frequently used in human resource management. It has proved to be a useful tool for working with rank and file personnel. However, in the new, developing and everchanging business environment, and for managerial positions, other methods could be adapted. Suggests a different concept for such areas based on the idea that managerial roles can be analysed in terms of managerial styles or types. The spectral management theory is such an approach. Presents three case studies; in the first two a traditional job analysis was performed successfully whereas the third case exemplifies the new approach and its outcomes for managerial development and effective performance.
{"title":"Job analysis: can it still be applied? Indications for various organizational levels","authors":"Y. Baruch, R. Lessem","doi":"10.1108/09556219510098055","DOIUrl":"https://doi.org/10.1108/09556219510098055","url":null,"abstract":"Job analysis is frequently used in human resource management. It has proved to be a useful tool for working with rank and file personnel. However, in the new, developing and everchanging business environment, and for managerial positions, other methods could be adapted. Suggests a different concept for such areas based on the idea that managerial roles can be analysed in terms of managerial styles or types. The spectral management theory is such an approach. Presents three case studies; in the first two a traditional job analysis was performed successfully whereas the third case exemplifies the new approach and its outcomes for managerial development and effective performance.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"313 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134332691","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-10-01DOI: 10.1108/09556219510086779
T. S. Shaikh
Describes an ongoing research project to monitor performance appraisal reports (PARs) of staff working at the Indira Gandhi International Airport, New Delhi, India. Presents major shortcomings of the PAR mechanism as observed while analysing the data. Suggests ways in which the existing appraisal mechanism could be improved in order to introduce and maintain a performance‐oriented work culture.
{"title":"Appraising job performance – to be or not to be? An Asian dilemma","authors":"T. S. Shaikh","doi":"10.1108/09556219510086779","DOIUrl":"https://doi.org/10.1108/09556219510086779","url":null,"abstract":"Describes an ongoing research project to monitor performance appraisal reports (PARs) of staff working at the Indira Gandhi International Airport, New Delhi, India. Presents major shortcomings of the PAR mechanism as observed while analysing the data. Suggests ways in which the existing appraisal mechanism could be improved in order to introduce and maintain a performance‐oriented work culture.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133740311","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-10-01DOI: 10.1108/09556219510093302
J. L. Price
Proposes a role for demographic variables in the study of absenteeism and turnover. After distinguishing demographic variables and theoretical variables, reviews inappropriate and appropriate uses of demographic variables in current research on absenteeism and turnover. Advances the argument that there are two inappropriate uses of these variables in current research, as variables in causal models and as measures. Also argues that these variables can appropriately be used in the construction of models and in the management of organizations. Demographic variables are assigned a considerably restricted but important role in the study of absenteeism and turnover. Examines absenteeism and turnover, because they are important social processes in organizations.
{"title":"A role for demographic variables in the study of absenteeism and turnover","authors":"J. L. Price","doi":"10.1108/09556219510093302","DOIUrl":"https://doi.org/10.1108/09556219510093302","url":null,"abstract":"Proposes a role for demographic variables in the study of absenteeism and turnover. After distinguishing demographic variables and theoretical variables, reviews inappropriate and appropriate uses of demographic variables in current research on absenteeism and turnover. Advances the argument that there are two inappropriate uses of these variables in current research, as variables in causal models and as measures. Also argues that these variables can appropriately be used in the construction of models and in the management of organizations. Demographic variables are assigned a considerably restricted but important role in the study of absenteeism and turnover. Examines absenteeism and turnover, because they are important social processes in organizations.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129652422","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-10-01DOI: 10.1108/09556219510093294
C. Paisey, N. Paisey
Women′s participation in the chartered accountancy profession in Scotland has increased considerably in the past 20 years. Reviews the achievements of female chartered accountants in the profession to assess the extent to which women′s careers differ from those of men. The growing literature on gender issues in accountancy points to the marginalization and segregation of women, both historically and at the present time. The results of a questionnaire survey of male and female chartered accountants (response rate = 52 per cent) indicates that such a situation does exist in Scotland, with women achieving less senior positions than men, working in smaller firms and in different areas of work. Women′s job satisfaction diminished when they had children as they felt that they were given less interesting and challenging work and had reduced promotion prospects. They would also like to see greater opportunities for flexible working.
{"title":"Career development of female chartered accountants in Scotland:marginalization and segregation","authors":"C. Paisey, N. Paisey","doi":"10.1108/09556219510093294","DOIUrl":"https://doi.org/10.1108/09556219510093294","url":null,"abstract":"Women′s participation in the chartered accountancy profession in Scotland has increased considerably in the past 20 years. Reviews the achievements of female chartered accountants in the profession to assess the extent to which women′s careers differ from those of men. The growing literature on gender issues in accountancy points to the marginalization and segregation of women, both historically and at the present time. The results of a questionnaire survey of male and female chartered accountants (response rate = 52 per cent) indicates that such a situation does exist in Scotland, with women achieving less senior positions than men, working in smaller firms and in different areas of work. Women′s job satisfaction diminished when they had children as they felt that they were given less interesting and challenging work and had reduced promotion prospects. They would also like to see greater opportunities for flexible working.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"134 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134332649","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-06-01DOI: 10.1108/09556219510086760
Agnes Lau, M. Pang
Examines the perceptions and expectations of Chinese graduates in Hong Kong towards their careers and initial job needs immediately prior to their graduation. The findings, which comprised quantitative data from 492 responses and qualitative data from seven interviews and two focus group meetings, show that both extrinsic and intrinsic rewards are important in career and job aspects. Discusses various issues in light of the results, such as the relationship between jobs and career, organizational commitment, occupational choice of allocations, work attitudes and environment. The analysis has implications for undergraduates, employers and career advisers.
{"title":"Undergraduates' Career Perceptions and First Job Needs in Hong Kong.","authors":"Agnes Lau, M. Pang","doi":"10.1108/09556219510086760","DOIUrl":"https://doi.org/10.1108/09556219510086760","url":null,"abstract":"Examines the perceptions and expectations of Chinese graduates in Hong Kong towards their careers and initial job needs immediately prior to their graduation. The findings, which comprised quantitative data from 492 responses and qualitative data from seven interviews and two focus group meetings, show that both extrinsic and intrinsic rewards are important in career and job aspects. Discusses various issues in light of the results, such as the relationship between jobs and career, organizational commitment, occupational choice of allocations, work attitudes and environment. The analysis has implications for undergraduates, employers and career advisers.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121251637","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1995-06-01DOI: 10.1108/09556219510086751
Giovanni Russo, Piet Rietveld
In the last two decades the economic literature has devoted significant attention to the mechanisms behind firms' recruitment strategies as a possible way of reducing (un)employment problems. At the workfloor many efforts have also been made by firms to develop strategies that both alleviate conflicts with employees and at the same time lead to acceptable levels of productivity. This effort has resulted in the broad acceptance of the personnel management function in the firm. Examines how successful this approach has been by focusing on the gap between practice and theory in recruitment, by investigating the extent to which and the way in which experiences and findings from actual recruitment (personnel management) have been incorporated in economic theory. Gives an overview of findings on recruitment and selection strategies of firms, with a particular emphasis on economic motives.
{"title":"Issues in recruitment strategies: an economic perspective (Проблемы в стратегиях рекрутинга: экономические перспективы)","authors":"Giovanni Russo, Piet Rietveld","doi":"10.1108/09556219510086751","DOIUrl":"https://doi.org/10.1108/09556219510086751","url":null,"abstract":"In the last two decades the economic literature has devoted significant attention to the mechanisms behind firms' recruitment strategies as a possible way of reducing (un)employment problems. At the workfloor many efforts have also been made by firms to develop strategies that both alleviate conflicts with employees and at the same time lead to acceptable levels of productivity. This effort has resulted in the broad acceptance of the personnel management function in the firm. Examines how successful this approach has been by focusing on the gap between practice and theory in recruitment, by investigating the extent to which and the way in which experiences and findings from actual recruitment (personnel management) have been incorporated in economic theory. Gives an overview of findings on recruitment and selection strategies of firms, with a particular emphasis on economic motives.","PeriodicalId":106431,"journal":{"name":"International Journal of Career Management","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1995-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128936678","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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