A New Era for Career Development and HRD

Hite, Linda M.; McDonald, Kimberly S.

doi:10.1177/1523422307310103

Cited by 31 publications

(27 citation statements)

References 8 publications

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Section: Theorymentioning

confidence: 99%

“…With the evolution of contemporary careers from a sequence of occupations to a process that encompasses all work‐related activities that take place over the course of one's life (Hall, ), scholars have begun to conceptualize CD as an individual's unique process of growth (Hite & McDonald, ). More formally, Simonsen () has defined CD as ‘an ongoing process of planning and directed action toward personal work and life goals’ (quoted in Hite & McDonald, , p. 5). Newer theories and models have begun to support this shift to focus upon non‐traditional and non‐linear careers (Sullivan & Baruch, ), to offer alternative perspectives (Enache, Sallan, Simo, & Fernandez, ) that address some of the unique features of contemporary workers (Hall, ).…”

Section: Theorymentioning

confidence: 99%

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We are strong and we are resilient: Career experiences of women engineers

Khilji

Pumroy

2018

Gender Work & Organization

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With the purpose of breaking down socially derived, implicit assumptions regarding women and highlighting their resilience and strength within organizations, this study focused upon career experiences of women engineers. Findings indicated women constantly navigated gendered social and organizational norms to develop their careers. We found them to employ three distinct coping strategies, conforming to play by the rules, negotiating to play around the rules and defying to establish own rules. The ways in which participants arrived at and enacted on these coping strategies is illustrative of their strength, forethought and self-directedness. All participants demonstrated high self-concept and the ability to learn and adapt. The study allowed us to acknowledge prevalence of gendered norms and expectations, while also highlighting women's strength in navigating their careers.We hope that the study is able to illuminate persistence of male perspective in the literature and promote a perspective of women as strong and resilient professionals.

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Section: Theorymentioning

confidence: 99%

Section: Theorymentioning

confidence: 99%

We are strong and we are resilient: Career experiences of women engineers

Khilji

Pumroy

2018

Gender Work & Organization

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“…It also enhances greater employee participation in organizational activities while improving their work skills. Thus, career development is one of the key drivers of employee development for the workplace of the future (Hite & McDonald, 2008). Career development programs have been identified as effectively increasing employment and developing adults' skills for remaining at or returning to organizations (Calo, 2008).…”

Section: Theoretical Framework Career Development For Older Workersmentioning

confidence: 99%

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations

Lim

et al. 2018

Int J Aging Hum Dev

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This study focuses on career development processes and options for older workers in South Korea and explores how career coaching enhances their career development efforts and transition needs. The purpose of this study is to investigate the structural relationship between older employees' goal-setting, self-efficacy, and job-search behavior mediated by career coaching. A total of 249 participants were recruited in a metropolitan city in South Korea. Based on the literature review, hypotheses were developed and tested on the structural model and the following findings were revealed. First, the findings indicate a positive effect of self-efficacy on older workers' job-search behavior. Second, the value of career coaching was found to affect older workers' job-search behavior in the South Korean context. Third, career-goal commitment alone did not have a positive significant effect on job-search behavior, but it was influential through the mediating process of the perceived quality of the career coaching program provided by an employment center in South Korea.

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“…Hite and McDonald (2008) found that career development is an ongoing process of planning and directed action toward personal work and life goals. The result supports hypothesis 3 that career development (β = 0.77, p = 0.00) significantly affects academic staff's job satisfaction and is consistent with previous study, such as Ko (2012) revealed that there is significant correlation between job satisfaction and career development.…”

Section: Hypothesismentioning

confidence: 99%

An Analysis on Academicians Job Satisfaction in the Perspective of HRD Practices

Long¹,

Xuan²,

Ismail³

et al. 2014

IES

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This paper examines the relationship between human resource development (HRD) practices and employees' job satisfaction. This study is conducted at a public university in Malaysia. A total of 95 questionnaires were collected out of 1110 distributed, indicating an 8.5% rate of return. All respondents were academic staff of the university. Four HRD practices which are examined, including i) Training and development, ii) Organization development, iii) Career development and iv) Performance management. The results show that all HRD practices are significantly related to job satisfaction.

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A New Era for Career Development and HRD

Cited by 31 publications

References 8 publications

We are strong and we are resilient: Career experiences of women engineers

We are strong and we are resilient: Career experiences of women engineers

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations

An Analysis on Academicians Job Satisfaction in the Perspective of HRD Practices

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