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Lila Lenoria Carden (May 2007) studied the new emerging career paths for professionals are often non-linear, dynamic, and boundary-less (Baruch, 2004) and has resulted in undefined professional advancement opportunities for managers and employees in a variety of contexts. Career paths help individuals make meaning in their job contexts and provide avenues to meet intrinsic and extrinsic rewards, including economic and social status (Adamson, 1997; Callanan, 2003). As a result, individual perceptions of career paths may impact job satisfaction, career commitment, and performance. The purpose of this study was to test a career development model examining the path of relationships amongst autonomy/prestige, career path, training and learning, job satisfaction, career commitment, and performance for moderately defined career professionals.
Based on a systematic categorization of careers, from well-defined to less well defined, project managers were determined to have moderately defined careers. The researcher employed a survey resulting in 644 project manager respondents. Path iv analysis was effectuated as a modeling technique to determine whether there was a pattern of inter correlations among variables.
A career development model framing the relationship between project managers’ perceptions of their career paths on their respective performance was explored. The direct path relationships included: (a) frequency of participation in training and learning activities was negatively related to performance, (b) career path was positively related to performance, (c) autonomy/prestige was positively related to performance, and (d) career commitment was negatively related to performance. The indirect path relationships included (a) autonomy/prestige was mediated by career commitment and performance; (b) the connection between career path and performance was mediated by frequency of participation in training and learning (c) career path to performance, was mediated by job satisfaction and career commitment, and (d) career path to performance was mediated by job satisfaction, career commitment, and autonomy/prestige.
Study findings supported the tested model and contributed to increased understanding regarding the importance of career paths to individual job satisfaction, career commitment, and performance. Opportunities for new research and implications for individuals and organizations are outlined
Eran Vigoda-Gadot and Shmuel Grimland (2008) has explored this paper with the change in global and local markets and the emergence of new types of careers such as protean careers (which are values-driven), individual values (i.e. citizenship behaviors, altruistic standards, and helping activities) seem to have a growing effect on decisions people make about significant choices in their lives such as the choice of a career. The authors apply a theory of protean career and citizenship/altruistic behavior to study career choices and career development amongst an international sample of MBA and MPA students. It is expected that values may lead to career choices in early stages of vocational search, but career choices and development may also affect one’s values during the training process, especially during educational and professional schooling. This paper aims to focus on the issues surrounding career choice. Design/methodology/approach – The study focuses on the first stage of the process of career choice at the beginning of MBA/MPA studies. A quantitative research design was applied by using a survey instrument that draws on a cross-national study.
Findings – A positive relationship is found between good citizenship of altruistic behavior and protean career. This relationship is solid and generic beyond the effect of gender, age, or culture/national setting. Originality/value – The findings point to some meaningful relationships amongst the studied variables and emphasize the need to direct MBA/MPA students to a value-oriented educational program in their fields of expertise. The paper ends with a discussion of the theoretical and practical implications for future studies in career development.
Bert Schreurs, Celina Druart, Karin Proost & Karel De Witte (March 2009) have examined in the present study about the moderating influence of the Big Five personality factors in the relationship between five symbolic, trait-based interpretations about organizations (Sincerity, Excitement, Competence, Prestige, and Ruggedness) and organizational attractiveness.
Drawing on the similarity-attraction paradigm, six hypotheses were formulated, stating that the relationship between trait-based interpretations and organizational attractiveness would be stronger for persons who perceive the organization as similar to them. Results of moderated regression analyses on data from a sample of 245 prospective applicants for the Belgian military revealed two significant two-way interactions, showing that Sincerity was positively related to organizational attractiveness only for individuals high on Conscientiousness, and that the relationship between Excitement and organizational attractiveness is more positive for individuals high on Openness to Experience. Practical implications, strengths and limitations, as well as directions for further research are presented.
Babar Yaqub (October 2011) MS Scholar of Iqra University Islamabad Pakistan has quoted in this study that, Organizations all around the world always try to hire those people who can be an asset for the organization but it is important to know the efforts of these organizations to become employer of choice. Employer branding has a significant role for the hiring of human capital. This empirical study will investigate the role of employer branding and talent management for organizational attractiveness. The purpose of this study is to know about the perception of the university students about employer branding and different ways through which employers hire and manage the future talent. This study will also help to know about the importance of talent management and students approach for the potential employer. The sample size of this research study consists of 100 respondents from three universities of Rawalpindi and Islamabad. A 5 point Likert is used in the questionnaire and questions will deal all the given variables where employer branding and talent management serve as independent variable, and organizational attractiveness as dependent variable. The results of this study indicate the relationship of employer branding talent management for organizational attractiveness. The findings of the study show that students are well aware of organizations recruitment techniques and they prefer to join those organizations where they can find better career growth. The practical implications of this study are helpful for both students and organizations. Students can make a better choice by the knowing the employer brand image of the organization and HR professional of organizations can make their techniques better to hire the new talent from the leading universities. The combination of talent management and employer branding can make any organization the employer of choice.
Dave De Jong (August 2012) in his research mainly focused to find out which hierarchy of importance there is between the sub dimensions of the diversity dimension within CSP, that cause an effect on organizational attractiveness perceived by South African students. This research uses the sub dimensions that are provided by Kinder, Lydenberg and Domini, (1993). Hypotheses were made by making use of signal theory and social identity theory. A questionnaire was used to collect data and was handed out to third year students from a large university in South Africa. This eventually lead to a database of 180 questionnaires that were analyzed with the help of the statistical program SPSS. Hierarchal multiple regression eventually leads to three sub dimensions within the diversity dimension of corporate social performance that predict organizational attractiveness on a significant level. This article eventually discovered the following order of importance namely: board of directors, equal employment opportunities and women/minority contracting. These sub dimensions within CSP have a substantial influence on organizational attractiveness for South African potential applicants.
Peter Mcilveen, Lorelle J. Burton & Gavin Beccaria (2013) had the purpose of this study to test the international transferability and structural validity of the Career Futures Inventory (CFI; Rottinghaus, Day, & Borgen, 2005) in a sample of Australian university students (N = 1,566). Exploratory factor analysis of the data from a random half-split of the sample supported a three-factor solution equivalent to the original CFI subscales, Career Optimism, Career Adaptability, and Perceived Knowledge. Confirmatory factor analysis of the data from the remaining random half-split supported the structural validity of a short-form, the CFI-9. The subscales of the CFI-9 had acceptable internal consistencies and correlations with measures of academic major satisfaction, career choice satisfaction, and self-efficacy. It was concluded that the properties of the CFI and the CFI-9 were sufficient to explore their application as measures of perceptions of employability. It was suggested that the CFI-9 has potential as a diagnostic screening tool for counseling or educational interventions
Sanskrity Joseph, Susmriti Sahu (September 2014) of Shukla University has explored in this study is a piece of empirical research work which aims to examine the prediction effect of organizational attractiveness on employee retention. Following the incidental cum random sampling technique 200 State bank of India (III class) employee were drawn from Chhattisgarh state to serve as participants in the present research work. In the present research work co relational research design was employed. Organizational attractiveness was measured by organizational attractiveness scale (Highhouse et. al., 2003). Employee retention was measured by employee retention questionnaire (Kyndt et. al, 2009). Prediction effect was examining using by hierarchical regression analysis. The result of the present study indicates that in organizational attractiveness emerged as a significant predictor of employee retention. There is sufficient empirical and statistical evidence of the prediction effect of organizational attractiveness on employee retention in state bank of India III class employee.
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