Determinants and outcome of career competencies: Perspectives of hotel managers in China

Kong, Haiyan; Cheung, Catherine; Song, Haiyan

doi:10.1016/j.ijhm.2011.09.007

Cited by 53 publications

(49 citation statements)

References 61 publications

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“…To measure the career development practices and its impact on career under the mediating role of career commitment, a total of 24 items were used, which were adopted from (Greenhaus, Parasuraman & Wormley, 1990), (Kong, Cheung & Song, 2012), (Adeniji, 2011) and (Gerald, 2011).…”

Section: Instrumentationmentioning

confidence: 99%

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

Pasha

Hamid

Shahzad

2017

Pak.j.stat.oper.res.

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The objective of the study is to investigate the mediating role of career commitment between career development practices and career success of employee in insurance sector of Pakistan. Survey method was adopted to collect the data form 374 employees working in insurance sector systematic sampling. PLS-SEM technique was used using Smart PLS 2.0 to analyze the data. Findings of the study suggests that employees' career development practices have positive relationship with career commitment and career success. Career commitment also have a positive relation with career success. Finally, career commitment mediates the positive role between career development practices and career of insurance sector employees. The effect of career development practices on career commitment and effect of career development practices on career success has been checked in past studies but the mediating role of career commitment particularly for the employees of insurance sector has not been checked before.

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Section: Instrumentationmentioning

confidence: 99%

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

Pasha

Hamid

Shahzad

2017

Pak.j.stat.oper.res.

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“…Perceived organizational career management indicates various activities such as meeting employees' career needs and providing appropriate career opportunities, established and practiced by organizations to improve the career effectiveness, career competencies, and career satisfaction of their employees. Thus positive perceptions regarding organizational career management can help to promote the career success of employees (Kong et al, 2012).…”

Section: Perceived Organizational Career Management and Intention To mentioning

confidence: 99%

The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

Taşkıran¹

2017

IJBM

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The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees' turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees' perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

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“…Some studies aimed to identify and define the factors that generate and improve career capital. In short, these studies point out that factors such as career commitment, organizational career applications, work experience, career evaluation, and career training are predictors of career competence (Dickmann & Harris, 2005;Kong, Cheung, & Song, 2012).…”

Section: Contemporary Career Approach and Career Competencesmentioning

confidence: 99%

“…This is because careerists with career identity and career commitment endeavor toward the same goals and, consequently, experience more success in realizing their aims. For instance, a careerist with high career commitment is more enthusiastic about improving jobrelated knowledge and skills (Kong et al, 2012), consciously and consistently exerting effort in the same direction. This way, a careerist gains more professional competences, knowledge, and skills (Crant, 2000;Kong et al, 2012), as well as greater work performance and career success.…”

Section: Career Commitmentmentioning

confidence: 99%

Academicians’ Career Capital and Career Satisfaction: The Mediation Effect of Research Productivity

Aytekin¹,

Erdoğmuş²,

Erdil³

et al. 2016

EDUC SCI-THEOR PRACT

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Determinants and outcome of career competencies: Perspectives of hotel managers in China

Cited by 53 publications

References 61 publications

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

Academicians’ Career Capital and Career Satisfaction: The Mediation Effect of Research Productivity

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