Career Development International (Career Dev Int )
We live in an age in which there is a vast amount of confusion, uncertainty and ambiguity about the direction in which careers are moving. Flatter organizations often means less opportunity for progression onwards and upwards and yet companies still need motivated people who feel stretched and challenged in their roles.
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- WebsiteCareer Development International website
- Other titlesCareer development international (Online)
- Material typeDocument, Periodical, Internet resource
- Document typeInternet Resource, Computer File, Journal / Magazine / Newspaper
- Author can archive a pre-print version
- Author can archive a post-print version
- Voluntary deposit by author of author's pre-print or author's post-print allowed on author's personal website or Institutional repository, where there is no mandate to deposit
- If mandated by a funding agency, the author's post-print may be deposited in any open access repository after a 24 months embargo period
- Author's pre-print and Author's post-print not allowed on subject-based repository
- Must link to publisher version with DOI
- Publisher's version/PDF cannot be used
- Published source must be acknowledged with set statement
- Publisher last contacted on 02/04/2013
- Classification green
Publications in this journal
- Career Development International 01/2015; 20(1).
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ABSTRACT: Purpose: The aim of this paper is to study well-being among the internationally mobile work force by exploring the relationships between international business traveling, work–family conflict, and health issues. In this study, these relationships are examined on the basis of the health impairment process of the Job Demands-Resources (JD-R) model. More specifically, the study examines the role of work-family conflict as a mediator between international business travel and sleep problems using a full panel design. Design/ methodology: The data for this study are drawn from Finnish employees whose work involved international business travel (N = 868) and who answered two surveys with a one-year time lag. Findings: The results showed that international business travel in terms of the number of travel days per year, while not predicting sleep problems directly over time, did significantly increase work–family conflict, which in turn increased sleep problems. Thus, work–family conflict functioned as a mediator in the relationship between business travel and subsequent sleep problems. Practical implications: Our results indicate that family-friendly HR policies and practices might help international business travelers reduce levels of work–family conflict, which could in turn protect them from harmful health effects, particularly sleep problems. Originality/ value: The study examines the understudied professional group of international business travelers and contributes to the knowledge on their well-being and work–family conflict issues.Career Development International 11/2014; 19(7).
- Career Development International 10/2014; 19(6).
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ABSTRACT: Purpose ‐ The purpose of this paper is to examine the extent to which ‐ and how ‐ female expatriate role models support women to take up expatriate assignments in the male-dominated oil and gas industry. Design/methodology/approach ‐ The research uses data from a census survey of female expatriates supported by semi-structured interviews with a stratified sample of the survey respondents, triangulated with interviews with human resource (HR) professionals and analysis of organizational policy relevant to expatriation. Findings ‐ Potential assignees value the information that women role models can provide on living in challenging, masculine locations. Role models are particularly important to women undertaking unaccompanied assignments and also when assignment periods exceed traditional lengths. Current female expatriates do not view themselves as role models, despite HR professionals recognizing their value in inspiring women's expatriation. Research limitations/implications ‐ This research was set in a sector with very few female expatriate role models. Further research is needed to understand the influence of role models on women's expatriation in different sectors and organizations with greater female role model representation. Practical implications ‐ Training for current assignees, time to be set aside within work duties and communications links to enable current and returned female expatriates to connect with potential assignees are needed to widen expatriate gender diversity. Originality/value ‐ This research contributes to theory by linking the importance of role models to women's career stages. It proposes a new theoretical contribution by linking role model importance to the types of assignments women undertake. Practical suggestions for organizations are given to widen expatriate gender diversity via support for role models.Career Development International 09/2014; 19(5).
Article: Learning to stay employable[Show abstract] [Hide abstract]
ABSTRACT: Purpose ‐ The purpose of this paper is to examine the effects of chronological age and formal and informal learning activities on employability. Furthermore, indirect effects of age on employability via learning activities were tested. Design/methodology/approach ‐ The authors conducted quantitative, cross-sectional survey research (n=780) in three Dutch and Austrian organizations to study the relationship between chronological age, formal and informal learning activities, and employability using structural equation modeling. Findings ‐ The authors find that both formal and informal learning increase employees' employability. However, each type of learning contributes to different components of employability. Additionally, the authors find indirect effects of chronological age on employability via formal learning. Research limitations/implications ‐ The results question the focus on chronological age in organizational and political decision making and contribute new insights for the management of an increasingly older workforce. Practical implications ‐ The findings question the predominant use of chronological age as decisive criterion in organizational and national policies and call for closer examination of stereotypes against older employees. Employees should be supported in pursuing learning activities ‐ irrespective of their chronological age. The implications of limiting employees' access to formal learning activities may limit their future employability. Individual employees, however, are in control of their informal learning activities, and this is a very important lever to maintain and develop employability. Social implications ‐ Given the increasing dependency of social welfare systems on older people's active participation in the labor market, this study stresses that it is not chronological age per se that affects people's employability. This diverges from the way of how chronological age is used in policy making. Originality/value ‐ This study contributes further evidence for the relationships of age and formal and informal learning on employability. Additionally, it extends previous literature by examining different effects on different facets of employability, criticizing the prevalent use of chronological age, and investigating potential mediation effects.Career Development International 09/2014; 19(5).
- Career Development International 08/2014; 19(4):404-425.
- Career Development International 06/2014; 19(3).
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ABSTRACT: Purpose ‐ The purpose of this paper is to investigate the interaction between self-reported proactive personality, competence, and interpersonal conflict in the prediction of supervisor ratings of organizational citizenship behaviors directed at individuals (OCBI) and organizations (OCBO). Design/methodology/approach ‐ Data were obtained from 165 full-time subordinate-supervisor dyads. Employees self-reported personality and control variable information in wave 1 and competence and interpersonal conflict information in wave 2. Data regarding employee OCB performance were collected from supervisors in wave 3. Findings ‐ Results suggest that OCBs are performed less frequently in stressful circumstances but that proactive personality appears to assuage the effects of stress. Significant two- and three-way interactions suggest the interplay of personal and situational characteristics are more complex in predicting OCBO than OCBI, likely due to its more distal nature. Practical implications ‐ Results of the current study suggest steps managers may want to take to increase employee performance of OCBs, specifically, selecting proactive individuals, creating training programs to bolster employees' competence, and minimizing interpersonal conflict at work. Originality/value ‐ The current study confirms and extends extant research. The current study goes beyond previous work to consider a more complex interaction of factors that are related to employee engagement in OCBs.Career Development International 05/2014; 19(2).
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ABSTRACT: Purpose ‐ Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management ‐ in particular on the career development expectations of this group. The purpose of this paper is to meet this need by focussing on individuals with physical disabilities in Andalusia (Spain). It analyzes three key aspects: whether the perception of discrimination is related to the perception of inequity due to their disabilities, with this relationship being moderated by gender; whether these perceptions of inequality and discrimination lead to feelings of dissatisfaction with the employing organization; and whether the perception of discrimination mediates the relationship between perceived inequity and job dissatisfaction. Design/methodology/approach ‐ Using the theoretical framework of organizational justice, regression analysis is applied to test the hypotheses in a population of 459 employed people with physical disabilities. Findings ‐ The results show that perceived discrimination is due to perceived inequity when peers who do not have a disability are used as comparative reference; however, this relationship is not moderated by gender. These perceptions of inequity and discrimination cause individuals to feel dissatisfaction in organizations, and a mediating effect is found for the perception of discrimination in professional development opportunities. The control variables considered, age and education, are not significant in the relationships studied. Originality/value ‐ An original and valued model is proposed to explain job dissatisfaction among employees with physical disabilities and the possibility of perceiving a dual disadvantage, in their possibilities for professional development. The model links together three variables that have not previously been linked all together in the literature ‐ perceived inequity, perceived discrimination on the grounds of disability, and dissatisfaction ‐ highlighting that perceived discrimination on the grounds of disability mediates the relationship between perceived inequity and dissatisfaction. This model can also examine whether a dual disadvantage is perceived owing to an individual's being a woman and having a disability, considering gender as a variable that moderates the relationship between perceived inequity and perceived discrimination on the grounds of disability.Career Development International 05/2014; 19(2).
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ABSTRACT: Purpose ‐ The purpose of this paper is to review and synthesize research and theory on the definition, antecedents, outcomes, and mechanisms of networking in organizations. Design/methodology/approach ‐ Descriptions of networking are reviewed and an integrated definition of networking in organizations is presented. Approaches for measuring and studying networking are considered and the similarities and differences of networking with related constructs are discussed. A theoretical model of the antecedents and outcomes of networking is presented with the goal of integrating existing networking research. Mechanisms through which networking leads to individual and organizational outcomes are also considered. Findings ‐ Networking is defined as goal-directed behavior which occurs both inside and outside of an organization, focussed on creating, cultivating, and utilizing interpersonal relationships. The current model proposes that networking is influenced by a variety of individual, job, and organizational level factors and leads to increased visibility and power, job performance, organizational access to strategic information, and career success. Access to information and social capital are proposed as mechanisms that facilitate the effects of networking on outcomes. Originality/value ‐ Networking is held to be of great professional value for ambitious individuals and organizations. However, much of the research on networking has been spread across various disciplines. Consequentially, consensus on many important topics regarding networking remains notably elusive. This paper reviews and integrates existing research on networking in organizations and proposes directions for future study. A comprehensive definition and model of networking is presented and suggestions to researchers are provided.Career Development International 05/2014; 19(2).
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