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Exploring Generation Z’s expectations at future work: the impact of digital technology on job searching 探究Z世代对未来工作的期望:数字技术对求职的影响
IF 2.2 Q1 Social Sciences Pub Date : 2023-11-24 DOI: 10.1108/ejtd-05-2023-0076
Ke Ma, Bo Fang

Purpose

The purpose of this study is to explore the perspectives of Generation Z college students regarding the job selection process, as well as the impact of digital technology on their career choices and job search endeavors.

Design/methodology/approach

Using the grounded theory methodology, the study used in-depth interviews with 15 participants to investigate the research inquiries.

Findings

The study identified six emerging themes related to the career aspirations of Generation Z students. The authors generated a job selection process model of Generation Z based on participants’ accounts of their recent job search experience. The model portrays the decision-making process performed by Generation Z job seekers while determining their career path.

Research limitations/implications

To enhance comprehension of the job selection process among Generation Z individuals, future studies should incorporate a broader range of participants encompassing diverse cultural, social and economic backgrounds. Scholars have the potential to examine the relationships between Generation Z job seekers’ job selection, job performance and job satisfaction through a quantitative approach.

Practical implications

The six themes pertaining to optimal jobs for Generation Z can assist HR professionals in enhancing their understanding of the emerging pool of young and talented individuals. The utilization of the four-stage job selection process model may serve as a valuable tool for college career service professionals in the enhancement of tailored training programs.

Originality/value

This empirical study examines Generation Z job seekers’ attitudes toward their future profession, their perceptions of ideal occupations and the influence of technology on their search, preparation and selection processes for future careers.

目的本研究旨在探讨Z世代大学生在职业选择过程中的观点,以及数字技术对他们职业选择和求职努力的影响。设计/方法/方法本研究采用扎根理论方法,对15名参与者进行了深度访谈,以调查研究问题。该研究确定了与Z世代学生的职业抱负相关的六个新兴主题。作者根据参与者对近期求职经历的描述,建立了一个Z世代的求职过程模型。该模型描绘了Z世代求职者在确定职业道路时的决策过程。为了加强对Z世代个人择业过程的理解,未来的研究应该纳入更广泛的参与者,包括不同的文化、社会和经济背景。学者们有可能通过定量的方法来研究Z一代求职者的工作选择、工作绩效和工作满意度之间的关系。以下六个与Z世代最佳工作相关的主题可以帮助人力资源专业人士加深对新兴年轻人才群体的理解。运用四阶段择业过程模型,可以为高校职业服务专业人员提供一个有价值的工具,以加强量身定制的培训计划。创意/价值这项实证研究考察了Z世代求职者对未来职业的态度、对理想职业的看法,以及科技对他们未来职业的寻找、准备和选择过程的影响。
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引用次数: 0
Automation, artificial intelligence and future skills needs: an Irish perspective 自动化、人工智能和未来技能需求:爱尔兰人的视角
Q1 Social Sciences Pub Date : 2023-09-27 DOI: 10.1108/ejtd-03-2023-0045
Raimunda Bukartaite, Daire Hooper
Purpose This study explores insights from key stakeholders into the skills they believe will be necessary for the future of work as we become more reliant on artificial intelligence (AI) and technology. The study also seeks to understand what human resource policies and educational interventions are needed to support and take advantage of these changes. Design/methodology/approach This is a qualitative study where a sample of highly experienced representatives from a range of small to large Irish organisations, both public and private, provide insights into this important topic. Findings Findings indicate participants see a continued need for soft and hard skills as we evolve towards a more technologised workplace, with a need for employees to adopt a lifelong learning philosophy. As the knowledge economy in Ireland is well established, experts do not expect mass displacement to occur but differ with respect to the predicted rate of change. Novel HR interventions such as hiring for potential, pooling talent and establishing postgraduate supply contracts are seen as key. Current state interventions were mostly viewed positively but revamping of curricula is needed as well as stronger partnerships with tertiary institutions. Research limitations/implications The interpretivist nature of the study limits the generalisability of the findings as they are based on a relatively small sample from one country. Also despite the significant expertise of the sample, it is not possible to predict whether their forecasts will manifest. Practical implications This research highlights the need for Irish SMEs to embrace the impacts of automation and AI as many are seen to be slow in reacting to changes in technology. The study also reveals cutting edge talent management interventions for employers to adopt that will insulate them from the challenges technological change presents to recruitment and employee development. Originality/value The findings from this paper culminate in the development of a conceptual framework, which encapsulates the responsibilities of all parties so that future skills needs will be met. This highlights the interplay between employers, individuals/employees, the Irish Government and educational institutions, demonstrating how they are interdependent on one another as we move towards a more technologised future.
本研究探讨了主要利益相关者对未来工作所需技能的见解,因为我们越来越依赖人工智能(AI)和技术。这项研究还试图了解需要什么样的人力资源政策和教育干预措施来支持和利用这些变化。设计/方法/方法这是一项定性研究,其中来自一系列小型到大型爱尔兰公共和私人组织的经验丰富的代表样本提供了对这一重要主题的见解。调查结果表明,随着我们向更加科技化的工作场所发展,员工需要采用终身学习的理念,参与者认为对软技能和硬技能的需求持续存在。由于爱尔兰的知识经济已经很成熟,专家们预计不会发生大规模的流离失所,但在预测的变化率方面存在分歧。新的人力资源干预措施,如招聘潜力,汇集人才和建立研究生供应合同被视为关键。目前的国家干预大多被认为是积极的,但需要改革课程,并加强与高等教育机构的伙伴关系。研究的局限性/影响这项研究的解释性限制了研究结果的普遍性,因为它们是基于一个国家相对较小的样本。此外,尽管样本具有重要的专业知识,但不可能预测他们的预测是否会出现。这项研究强调了爱尔兰中小企业接受自动化和人工智能影响的必要性,因为许多企业对技术变化的反应迟缓。该研究还揭示了雇主可以采用的尖端人才管理干预措施,这将使他们免受技术变革给招聘和员工发展带来的挑战。原创性/价值本文的发现最终形成了一个概念框架,该框架概括了各方的责任,以便满足未来的技能需求。这突出了雇主、个人/雇员、爱尔兰政府和教育机构之间的相互作用,展示了在我们走向更加科技的未来时,他们是如何相互依存的。
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引用次数: 0
The relationship between career satisfaction and organizational commitment: evidence from the Kuwaiti banking sector 职业满意度与组织承诺的关系:来自科威特银行业的证据
Q1 Social Sciences Pub Date : 2023-09-26 DOI: 10.1108/ejtd-05-2023-0073
Nizar Baidoun, Valerie Anne Anderson
Purpose Grounded in social cognitive career theory (SCCT), this study aims to examine the influence of contextual factors on the relationship between career satisfaction and organizational commitment, within the banking sector in Kuwait. Design/methodology/approach This study used a cross-sectional design analyzing a self-report questionnaire ( N = 278). Findings This study investigates affective, normative and continuance commitment in relation to career satisfaction, within the banking sector in Kuwait. Findings indicate a positive relationship between career satisfaction and all of affective, normative and continuance commitment; although the relationship that appears to be the strongest is between career satisfaction and normative commitment. Research limitations/implications The single site, cross-sectional approach is a limitation. The data were collected before the COVID-19 pandemic. Future research into career satisfaction and organizational commitment in different sectors is necessary and a replication of this study in a post-COVID context would also be valuable. Practical implications Human resource development (HRD) policies in contexts such as Kuwait should prioritize career progression initiatives to enhance career satisfaction and contribute to increased organizational commitment. More attention is necessary to organizational HRD career planning and development policies and processes. Effective line manager development programs to equip managers to provide feedback and constructive performance management are recommended, as is the organizational provision of career counseling and guidance to support career development policies and processes. Originality/value This study combines the use of established constructs with an SCCT theoretical lends to contribute new theorization of the relationship between career satisfaction and organizational commitment in non-Western cultural contexts. It challenges assumptions in current theorization of the relationship between career satisfaction and commitment that privilege affective commitment over other dimensions.
目的本研究以社会认知职业理论为基础,探讨背景因素对科威特银行业职业满意度与组织承诺关系的影响。设计/方法/方法本研究采用横断面设计分析自我报告问卷(N = 278)。本研究调查了科威特银行部门的情感、规范和持续承诺与职业满意度的关系。结果表明,职业满意度与情感性承诺、规范性承诺和持续性承诺均呈正相关;尽管职业满意度和规范性承诺之间的关系似乎是最强的。研究局限/启示单一地点、横断面方法是一个局限。这些数据是在COVID-19大流行之前收集的。未来对不同部门的职业满意度和组织承诺的研究是必要的,在covid - 19后的背景下复制这项研究也很有价值。科威特等国的人力资源开发政策应优先考虑职业发展倡议,以提高职业满意度并有助于增加组织承诺。需要更多地注意组织人力资源开发职业规划和发展政策和进程。建议有效的直线经理发展计划,使经理能够提供反馈和建设性的绩效管理,以及组织提供职业咨询和指导,以支持职业发展政策和流程。原创性/价值本研究将已有构式与SCCT理论相结合,提出了非西方文化背景下职业满意度与组织承诺关系的新理论。它挑战了目前关于职业满意度和承诺之间关系的理论假设,即情感承诺高于其他维度。
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引用次数: 0
Relationships among supervisors’ socialization behaviors, newcomers’ socialization outcomes, organizational commitment, and work outcomes 主管社会化行为、新人社会化成果、组织承诺与工作成果的关系
Q1 Social Sciences Pub Date : 2023-09-25 DOI: 10.1108/ejtd-02-2023-0025
Andrew Sanghyun Lee, Ronald Lynn Jacobs
Purpose This study aims to explore relationships among supervisors’ socialization behaviors, newcomers’ socialization outcomes, organizational commitment, and work outcomes in three large companies in Korea. Design/methodology/approach The research was conducted via an online survey in three large firms in Korea. The sample comprised newcomers who had worked for more than six months but less than one year in these firms. The collected data were analyzed using descriptive statistics and structural equation modeling (SEM). Findings Derived from SEM, the study’s results confirmed a causal relationship between supervisor’s socialization behaviors and newcomer’s work outcomes, which was fully mediated by newcomer’s socialization outcomes. However, organizational commitment was observed as a mediating variable, not a moderating variable. All types of supervisors’ socialization behaviors were related to newcomers’ socialization outcomes. Providing appropriate feedback, supporting newcomers’ development and improving social relationships were most strongly related to newcomers’ socialization outcomes. Research limitations/implications This study proposed a rationale for the potential effectiveness of supervisor socialization behavior training. Related variables such as supervisor training aspects and the effectiveness of supervisor training for newcomers’ organizational socialization could be examined further. Practical implications The study offers critical areas to consider when designing training programs focused on supervisors’ socialization behaviors. Human resource development practitioners should be aware of the importance of supervisors’ socialization behaviors for newcomers’ organizational socialization and develop a program to improve all types of supervisors’ socialization behaviors. Originality/value New areas of training and development for supervisors can be proposed to improve newcomer organizational socialization and, eventually, to enhance the work outcomes of newcomers.
目的探讨韩国三家大型企业主管社会化行为、新人社会化结果、组织承诺与工作成果之间的关系。设计/方法/方法本研究是在韩国三家大型公司中通过在线调查进行的。样本包括在这些公司工作超过6个月但不到一年的新员工。收集的数据采用描述性统计和结构方程模型(SEM)进行分析。研究结果证实了主管社会化行为与新员工工作成果之间存在因果关系,而这种因果关系完全被新员工的社会化结果所中介。然而,组织承诺是一个中介变量,而不是一个调节变量。所有类型的督导者的社会化行为都与新人的社会化结果相关。提供适当的反馈、支持新来者的发展和改善社会关系与新来者的社会化结果最密切相关。本研究为主管社会化行为训练的潜在有效性提供了一个理论基础。主管培训方面和主管培训对新员工组织社会化的有效性等相关变量可以进一步检验。实际意义本研究提供了在设计培训项目时考虑主管社会化行为的关键领域。人力资源开发从业者应该意识到主管社会化行为对新人组织社会化的重要性,并制定一个方案来改善各种类型的主管社会化行为。创意/价值可以提出主管培训和发展的新领域,以改善新来者的组织社会化,并最终提高新来者的工作成果。
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引用次数: 0
A meta-analysis of the effects of lifelong vocational education in South Korea 韩国终身职业教育效果的元分析
Q1 Social Sciences Pub Date : 2023-09-12 DOI: 10.1108/ejtd-02-2023-0026
Jhong Yun Joy Kim, EunBee Kim, Doo Hun Lim
Purpose This study aims to conduct a quantitative meta-analysis of previous research on lifelong vocational education to generate generalized conclusions about its effects, set directions for future lifelong vocational education and identify implementation measures. Design/methodology/approach To conduct a meta-analysis on research results that have a heterogeneous distribution, it is important to specify the analysis category for examining the effects of research variables. Findings First, lifelong vocational education has an effect on dependent variables. And action appears to have the highest effect size on dependent variables. Next, when calculating the size of variables that had an effect on lifelong vocational education by educational type, the effect size of informal education was found to be larger than that of formal education. Finally, regarding the effect on the participants, office workers were influenced most, followed by university students, North Korean defectors, job seekers and foreigners. Research limitations/implications Although this study attempted to conduct an in-depth analysis of subcomponents, it was not possible to analyze variables at a more detailed level. Therefore, future studies should aim to conduct a more comprehensive analysis of different variables based on a wider composition. Because lifelong vocational education is relevant to people’s daily lives, it should be investigated in the context of their personal characteristics and social backgrounds. Practical implications This research was designed to uncover general effects of lifelong vocational education and discover relevant variables affecting lifelong vocational education in South Korea. A meta-analysis of 15 studies with 67 subgroups examining lifelong vocational education was conducted. Social implications In the current era of VUCA (Volatility, Uncertainty, Complexity and Ambiguity), lifelong vocational education needs to be organized systematically, unlike in the past. With the rapid advancements in technology influenced by artificial intelligence and the fourth industrial revolution, there is a surge in social demands for continued reeducation and redevelopment of employees to prepare for talent development paradigm innovation, increasing unemployment among unskilled workers and competence enhancement needs among job seekers and employed individuals. Originality/value This study aims to conduct a quantitative meta-analysis of previous research on lifelong vocational education to draw generalized conclusions on its effectiveness and discuss its implications for implementation measures. Specifically, this study will analyze the general effect size; differences in the effect size among different dependent variable groups; and the effect size based on lifelong vocational education participants.
目的本研究旨在对以往终身职业教育的研究进行定量荟萃分析,归纳出终身职业教育的效果,为未来终身职业教育设定方向,并确定实施措施。设计/方法/方法要对具有异质分布的研究结果进行荟萃分析,重要的是要指定用于检查研究变量影响的分析类别。第一,终身职业教育对因变量有影响。行动似乎对因变量有最高的效应大小。其次,在按教育类型计算影响终身职业教育的变量大小时,发现非正规教育的影响大小大于正规教育的影响大小。最后,在对参与者的影响方面,上班族受影响最大,其次是大学生、脱北者、求职者和外国人。虽然本研究试图对子成分进行深入分析,但无法在更详细的层面上分析变量。因此,未来的研究应着眼于在更广泛的构成基础上对不同的变量进行更全面的分析。因为终身职业教育与人们的日常生活息息相关,所以应该结合人们的个人特点和社会背景来进行研究。本研究旨在揭示终身职业教育的一般效应,并发现影响韩国终身职业教育的相关变量。对涉及终身职业教育的15项研究、67个亚组进行meta分析。在当前的VUCA(波动性、不确定性、复杂性和模糊性)时代,终身职业教育需要与过去不同的系统组织。随着人工智能和第四次工业革命影响下的技术快速发展,社会对员工继续进行再教育和再开发的需求激增,为人才发展模式的创新做准备,非技术工人的失业率上升,求职者和就业者的能力提升需求增加。本研究旨在对以往关于终身职业教育的研究进行量化元分析,得出终身职业教育有效性的概括性结论,并探讨终身职业教育对实施措施的启示。具体而言,本研究将分析一般效应大小;不同因变量组间效应量的差异;且效应量基于终身职业教育参与者。
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引用次数: 0
Training and development in the Visegrad countries during Covid-19 2019冠状病毒病期间维谢格拉德国家的培训和发展
IF 2.2 Q1 Social Sciences Pub Date : 2023-09-05 DOI: 10.1108/ejtd-06-2022-0065
Eduardo Tomé, Katarzyna Tracz-Krupa, Dorota Molek-Winiarska
PurposeThe purpose of this paper is to define the impact of training and development (T&D) in the Visegrad countries (V4) as impacted by the Covid-19 pandemic, namely, Hungary, Poland, Slovakia and the Czech Republic. These countries have some political, cultural, social and economic similarities and share some common ground in the human resource development (HRD) sectors.Design/methodology/approachThe authors used the HRD theory and the human capital theory to analyse the context, operations and impact of T&D in the V4 countries due to the Covid-19 pandemic. The research was conducted in 400 companies, 100 from each of the four countries using the computer assisted web interviewing technique. The questionnaire was in a six-point Likert scale format and addressed 12 topics related to T&D: policy, expectations, procedures of diagnosis, preparation, implementation, monitoring, trainees, trainers, investment and expenditures, evaluation, results and controlling.FindingsThe authors concluded that in the Visegrad countries, Covid-19 raised expectations on T&D. This was followed by increased levels of action in diagnosis, preparation, monitoring and implementation, following pre-existing and adjusted policies. Evaluation and control were complicated. Investment and results and the human side of the T&D (trainees and trainers) were the ones for which there were more uncertainties and perplexities.Research limitations/implicationsThe study has the limitation of using only a small sample in four countries. For further research, the authors suggest a larger study extended to all the European Union countries, an in-depth analysis of the current data and the kurtosis on Policy of T&D.Practical implicationsThe results of the research can be used to improve T&D programs after the Covid-19 pandemic. They could also provide information to external trainers to improve and adjust their services according to the opinions of the respondents of the study. The research findings can also serve institutions responsible for policy provision of HRD at a national level by providing possibilities to apply for funding either within national or regional funds like the National Training Fund in Poland or within European Union money at a national level.Originality/valueThe study is original because even if the T&D in V4 countries during the Covid-19 pandemic had already been studied separately (e.g. Mikołajczyk, 2021; Vrabcová, Urbancová 2021; Vinichenko et al., 2021), no empirical, cross-national research analysing specifically the T&D in those countries has been carried out so far. The authors use an innovative methodology, addressing 12 topics and the people involved together with the stages in which a T&D policy is divided. That makes it innovative and very relevant.
本文的目的是确定受Covid-19大流行影响的维谢格拉德国家(V4)的培训和发展(T&D)的影响,即匈牙利,波兰,斯洛伐克和捷克共和国。这些国家在政治、文化、社会和经济方面有一些相似之处,在人力资源开发部门也有一些共同点。设计/方法/方法作者使用人力资源开发理论和人力资本理论分析了由于Covid-19大流行而在V4国家开展的培训和发展的背景、运作和影响。这项研究在400家公司中进行,四个国家各有100家公司使用计算机辅助网络面试技术。问卷采用李克特六分制,涉及与T&D相关的12个主题:政策、期望、诊断程序、准备、实施、监测、学员、培训师、投资和支出、评估、结果和控制。作者得出结论,在维谢格拉德国家,Covid-19提高了对T&D的期望。随后,根据原有和调整后的政策,在诊断、准备、监测和实施方面加强了行动水平。评价和控制比较复杂。投资和结果以及培训与发展的人的方面(受训人员和培训师)是存在更多不确定性和困惑的方面。研究的局限性/启示本研究的局限性在于仅在四个国家使用了小样本。对于进一步的研究,作者建议将研究范围扩大到所有欧盟国家,对现有数据和技术与发展政策的峰度进行深入分析。实际意义研究结果可用于改进Covid-19大流行后的T&D计划。他们也可以根据调查对象的意见向外部培训人员提供信息,以改进和调整他们的服务。研究结果还可以为负责国家一级人力资源开发政策提供的机构提供服务,提供在波兰国家培训基金等国家或区域基金或在国家一级在欧洲联盟资金范围内申请资金的可能性。这项研究具有原创性,因为即使V4国家在2019冠状病毒病大流行期间的疾病和发展已经被单独研究过(例如Mikołajczyk, 2021;vrabcov, urbancov 2021;Vinichenko et al., 2021),到目前为止,还没有对这些国家的T&D进行具体分析的实证跨国研究。作者使用了一种创新的方法,讨论了12个主题和相关人员以及技术与发展政策划分的阶段。这使得它具有创新性和相关性。
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引用次数: 0
How might responsible management education (RME) be used to develop responsible leadership skills among students in business schools? Evidence from non-Western business schools 如何使用负责任的管理教育(RME)来培养商学院学生负责任的领导技能?来自非西方商学院的证据
IF 2.2 Q1 Social Sciences Pub Date : 2023-09-01 DOI: 10.1108/ejtd-02-2023-0018
Mohamed Mousa, Levy del Aguila, Hala A. Abdelgaffar
PurposeThis paper aims to find an answer to the questions: To what extent is the implementation of responsible management education (RME) perceived to be adequate for developing responsible leadership skills among business school students? How should it be used effectively to guarantee such an outcome?Design/methodology/approachThe authors conducted semi-structured interviews with 24 management educators working at three public business schools. Thematic analysis was used to analyse the collected data.FindingsThe findings show that the implementation of RME alone is not adequate to ensure the development of responsible leadership skills among students in business schools. However, management educators do perceive it as a considerable step towards that outcome if accompanied with internship and training opportunities to exercise and observe how social roles and activities are practiced in business, not-for-profit and civil society organisations.Originality/valueThis study is a pioneering attempt to address the relationship between RME and developing responsible leadership skills among students in non-Western business schools.
本文旨在找到以下问题的答案:在商学院学生中,实施责任管理教育(RME)在多大程度上被认为足以培养负责任的领导技能?如何有效地利用它来保证这一结果?作者对在三所公立商学院工作的24名管理教育工作者进行了半结构化采访。采用专题分析法对收集到的数据进行分析。研究结果表明,仅实施RME不足以确保商学院学生发展负责任的领导技能。然而,管理教育工作者确实认为,如果伴随着实习和培训机会,锻炼和观察社会角色和活动是如何在企业、非营利组织和民间社会组织中实践的,这是朝着这一结果迈出的重要一步。原创性/价值本研究是解决非西方商学院学生中RME与培养负责任的领导技能之间关系的开创性尝试。
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引用次数: 0
Performance-oriented HR and career development of women managers: the mediation of self-leadership and the moderated mediation of supervisor’s gender equality 绩效导向人力资源与女性管理者职业发展:自我领导的中介和主管性别平等的有调节中介
IF 2.2 Q1 Social Sciences Pub Date : 2023-08-29 DOI: 10.1108/ejtd-11-2022-0131
Jaehong Joo, H. Kim, Saegyoung Song, Y. Ro, Ji Hoon Song
PurposeThe purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.Design/methodology/approachThis study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.FindingsThe relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.Originality/valueThis study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.
目的本研究的目的是强调绩效导向的人力资源(HR)实践和主管和首席执行官(ceo)的性别平等观念对管理女性职业发展的重要作用。设计/方法/方法本研究采用定量方法来检验变量之间的关系。作者对韩国1502名女性管理者进行了一项调查,以调查职业环境中影响女性管理者职业发展的因素。结果:绩效导向人力资源实践与女性管理者职业发展的关系得到了支持。此外,自我领导显著中介了绩效导向人力资源实践与职业发展的关系。最后,ceo和主管的性别平等认知对绩效导向人力资源实践与自我领导之间的关系具有显著的双重调节作用。原创性/价值本研究强调,韩国妇女的职业发展取决于性别平等意识和高层管理最佳实践的机构重组。具体而言,本研究确定了基于绩效的人力资源实践在支持女性管理者自我领导和职业发展方面的重要作用。此外,本研究认识到首席执行官和主管的性别平等观念是女性管理人员成功职业发展的关键因素。
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引用次数: 0
Career competencies: an integrated review of the literature 职业能力:文献综述
IF 2.2 Q1 Social Sciences Pub Date : 2023-08-29 DOI: 10.1108/ejtd-04-2023-0052
Hyeon-ah Jo, M. Park, Ji Hoon Song
PurposeA boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose an integrated conceptual model for career competencies to provide insights for employees and organizations by identifying what and how one can prepare and provide support for career development in an uncertain and complex work environment.Design/methodology/approachThe integrated literature reviewed was adapted to provide a conceptual model for career competencies. All 77 studies were reviewed, guided by the intelligent career theory (ICT) and social cognitive career theory (SCCT).FindingsThe mechanisms of career competency development were examined through the interrelationship between three types of knowing; knowing-why, knowing-whom and knowing-how. Career competencies can be considered a developmental process, therefore, they could develop through various interventions and accumulate over time. Especially the results indicate that learning is an essential component of career competencies, as it increases self-efficacy and promotes a desire to achieve positive career outcomes.Originality/valueThis study provided a conceptual model, explored the mechanisms of career competency development and considered how career competencies influence career outcomes. Furthermore, it identified the context of the construct of career competencies by integrating the SCCT and ICT. Finally, it showed the inadequacy of existing research on negative factors of career competency outcomes and recommended further research to broaden the general context of career competency studies.
目的无边界职业观表明,职业能力对于希望在高度不确定性中发展职业的员工至关重要。本研究旨在提出一个整合的职业胜任力概念模型,为员工和组织提供见解,以确定在不确定和复杂的工作环境中,一个人可以做什么以及如何为职业发展做好准备和提供支持。设计/方法/途径对综合文献进行了调整,以提供职业能力的概念模型。以智能职业理论(ICT)和社会认知职业理论(SCCT)为指导,对77项研究进行综述。结果通过三种认知类型之间的相互关系,考察了职业胜任力发展的机制;知道为什么,知道谁,知道怎么做。职业能力可以被认为是一个发展的过程,因此,它们可以通过各种干预来发展,并随着时间的推移而积累。特别是研究结果表明,学习是职业能力的重要组成部分,因为它增加了自我效能感,促进了实现积极职业成果的愿望。本研究提供了一个概念模型,探讨了职业胜任力发展的机制,并考虑了职业胜任力对职业结果的影响。此外,它通过整合SCCT和ICT确定了职业能力构建的背景。最后,指出现有研究对职业胜任力结果负面因素的不足,并建议进一步研究以扩大职业胜任力研究的总体背景。
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引用次数: 0
Manifestations of leadership identity development among multicultural higher education students 多元文化高等教育学生领导认同发展的表现
IF 2.2 Q1 Social Sciences Pub Date : 2023-08-10 DOI: 10.1108/ejtd-02-2023-0027
Bhavani Ramamoorthi, Aini-Kristiina Jäppinen, Matti Taajamo
PurposeThis study aims to examine how leadership identity manifests at the individual and collective levels within a relational training context among a group of multicultural higher education students.Design/methodology/approachThis is a case study and examines the interactions among eight multicultural students through the theoretical lens of leadership identity development (LID) theory.FindingsThe main findings of this study suggest that LID manifests through an open will and intensifying motivation to the collective impulse of achieving shared goals through nurturing the collective cognition to integrate diverse perspectives and a broadening view of leadership as a collective capacity for co-creation and generativity.Research limitations/implicationsAlthough the paper builds on a case study with a limited number of participants and the ability to generalise its findings is partial, the study may provide practical applications for training leadership in other collaborative contexts and supporting it at the individual and collective levels.Originality/valueThe LID theory and LID model have been applied simultaneously to a training lab to examine how LID manifests among a multicultural group of higher education students. The lab emphasises a participatory leadership-oriented pedagogy.
目的本研究旨在探讨多元文化高等教育学生在关系训练情境下,领导认同在个人和集体层面的表现。设计/方法/方法这是一个案例研究,通过领导认同发展(LID)理论的理论视角,研究了8名多元文化学生之间的互动。本研究的主要发现表明,领导力表现为开放的意志和强化的动机,通过培养集体认知来整合不同的观点,并拓宽领导作为共同创造和生成的集体能力的观点,以实现共同目标。研究的局限性/意义虽然本文建立在一个案例研究的基础上,参与者数量有限,并且概括其研究结果的能力是部分的,但该研究可能为在其他合作环境中培训领导力提供实际应用,并在个人和集体层面上支持它。原创性/价值将LID理论和LID模型同时应用于一个训练实验室,以研究LID如何在多元文化的高等教育学生群体中表现出来。该实验室强调参与式领导导向的教学法。
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引用次数: 0
期刊
European Journal of Training and Development
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