The Experts below are selected from a list of 68943 Experts worldwide ranked by ideXlab platform
Katekenzie Mac Davey - One of the best experts on this subject based on the ideXlab platform.
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who s in charge graduates attitudes to and experiences of Career Management and their relationship with organizational commitment
European Journal of Work and Organizational Psychology, 2000Co-Authors: Jane Sturges, David Guest, Katekenzie Mac DaveyAbstract:This article reports the findings of a study of graduates' expectations and experiences of organizational and individual Career Management practices and of the relationships between organizational Career Management, Career selfManagement, and organizational commitment. It finds that, despite the prevailing rhetoric that individuals must take responsibility for their own Careers, organizations are still heavily involved in the Career Management of their graduate recruits. Furthermore, organizational Career Management makes a positive contribution to graduates' organizational commitment, whereas most forms of Career self-Management do little to discourage it. However, graduates appear to benefit from different kinds of Career Management at different stages in their first 10 years in the organization.
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Who's in charge ? Graduates' attitudes to and experiences of Career Management and their relationship with organizational commitment
European Journal of Work and Organizational Psychology, 2000Co-Authors: Jane Sturges, David Guest, Katekenzie Mac DaveyAbstract:This article reports the findings of a study of graduates' expectations and experiences of organizational and individual Career Management practices and of the relationships between organizational Career Management, Career selfManagement, and organizational commitment. It finds that, despite the prevailing rhetoric that individuals must take responsibility for their own Careers, organizations are still heavily involved in the Career Management of their graduate recruits. Furthermore, organizational Career Management makes a positive contribution to graduates' organizational commitment, whereas most forms of Career self-Management do little to discourage it. However, graduates appear to benefit from different kinds of Career Management at different stages in their first 10 years in the organization.
Haiyan Kong - One of the best experts on this subject based on the ideXlab platform.
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from hotel Career Management to employees Career satisfaction the mediating effect of Career competency
International Journal of Hospitality Management, 2012Co-Authors: Haiyan Kong, Catherine Cheung, Haiyan SongAbstract:Abstract The purpose of this study is to explore the relationships between perceived hotel Career Management, Career competency, and Career satisfaction. It also aims to examine the mediating processes through which hotel Career Management contribute to employees’ Career satisfaction. Results from structural equation modeling (SEM) show that Career competency mediates the effects of three dimensions of hotel Career Management (Career appraisal, Career development, and Career training) on Career satisfaction. The article concludes with implications for theory development and Management practice.
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Hotel Career Management in China: Developing a measurement scale
International Journal of Hospitality Management, 2011Co-Authors: Haiyan Kong, Catherine Cheung, Haiyan SongAbstract:Abstract This study aims to develop a measurement scale for organizational Career Management (OCM) in China's hotel industry. The scale development procedure includes four steps: developing initial items, implementing purifying measures, data collection, and assessing the reliability and validity of the proposed measurement scale. Both exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are used to test the reliability and validity of the measurement scale thus developed. The development process results in a reliable and valid scale for hotel Career Management incorporating three dimensions: (1) Career appraisal and advice, (2) a Career development program, and (3) Career training. Given the scarcity of research on Career Management in China, the measurement scale developed in this study will serve as a foundation for future research. The findings of this study may help to stimulate further empirical research on the relationship between hotel Career Management and employees’ Career commitment and Career satisfaction.
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Career Management systems what are china s state owned hotels practising
International Journal of Contemporary Hospitality Management, 2010Co-Authors: Haiyan Kong, Catherine Cheung, Hanqin Qiu ZhangAbstract:Purpose – This paper aims to explore the current situation of Career Management in China's state‐owned hotels and to delve into employees' perceptions of such activities.Design/methodology/approach – To obtain a comprehensive view of the Career Management situation, three qualitative research methods were applied in the study, namely, case study, focus groups, and in‐depth interviews. The results were combined to provide a better insight into Career Management activities in China and employees' perceptions of these activities. Based on the data collected, Career Management practices in China's hotel industry are grouped into four dimensions: assessment tools, Career development information, professional training, and promotion system.Findings – The findings of the study reveal that not all Western Career Management activities are being practised in China's hotels. The results of the qualitative research methods also reveal several Career Management techniques with Chinese characteristics. Although Career ...
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Career Management systems: what are China's state‐owned hotels practising?
International Journal of Contemporary Hospitality Management, 2010Co-Authors: Haiyan Kong, Catherine Cheung, Hanqin Qiu ZhangAbstract:Purpose – This paper aims to explore the current situation of Career Management in China's state‐owned hotels and to delve into employees' perceptions of such activities.Design/methodology/approach – To obtain a comprehensive view of the Career Management situation, three qualitative research methods were applied in the study, namely, case study, focus groups, and in‐depth interviews. The results were combined to provide a better insight into Career Management activities in China and employees' perceptions of these activities. Based on the data collected, Career Management practices in China's hotel industry are grouped into four dimensions: assessment tools, Career development information, professional training, and promotion system.Findings – The findings of the study reveal that not all Western Career Management activities are being practised in China's hotels. The results of the qualitative research methods also reveal several Career Management techniques with Chinese characteristics. Although Career ...
Jane Sturges - One of the best experts on this subject based on the ideXlab platform.
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who s in charge graduates attitudes to and experiences of Career Management and their relationship with organizational commitment
European Journal of Work and Organizational Psychology, 2000Co-Authors: Jane Sturges, David Guest, Katekenzie Mac DaveyAbstract:This article reports the findings of a study of graduates' expectations and experiences of organizational and individual Career Management practices and of the relationships between organizational Career Management, Career selfManagement, and organizational commitment. It finds that, despite the prevailing rhetoric that individuals must take responsibility for their own Careers, organizations are still heavily involved in the Career Management of their graduate recruits. Furthermore, organizational Career Management makes a positive contribution to graduates' organizational commitment, whereas most forms of Career self-Management do little to discourage it. However, graduates appear to benefit from different kinds of Career Management at different stages in their first 10 years in the organization.
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Who's in charge ? Graduates' attitudes to and experiences of Career Management and their relationship with organizational commitment
European Journal of Work and Organizational Psychology, 2000Co-Authors: Jane Sturges, David Guest, Katekenzie Mac DaveyAbstract:This article reports the findings of a study of graduates' expectations and experiences of organizational and individual Career Management practices and of the relationships between organizational Career Management, Career selfManagement, and organizational commitment. It finds that, despite the prevailing rhetoric that individuals must take responsibility for their own Careers, organizations are still heavily involved in the Career Management of their graduate recruits. Furthermore, organizational Career Management makes a positive contribution to graduates' organizational commitment, whereas most forms of Career self-Management do little to discourage it. However, graduates appear to benefit from different kinds of Career Management at different stages in their first 10 years in the organization.
Catherine Cheung - One of the best experts on this subject based on the ideXlab platform.
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from hotel Career Management to employees Career satisfaction the mediating effect of Career competency
International Journal of Hospitality Management, 2012Co-Authors: Haiyan Kong, Catherine Cheung, Haiyan SongAbstract:Abstract The purpose of this study is to explore the relationships between perceived hotel Career Management, Career competency, and Career satisfaction. It also aims to examine the mediating processes through which hotel Career Management contribute to employees’ Career satisfaction. Results from structural equation modeling (SEM) show that Career competency mediates the effects of three dimensions of hotel Career Management (Career appraisal, Career development, and Career training) on Career satisfaction. The article concludes with implications for theory development and Management practice.
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Hotel Career Management in China: Developing a measurement scale
International Journal of Hospitality Management, 2011Co-Authors: Haiyan Kong, Catherine Cheung, Haiyan SongAbstract:Abstract This study aims to develop a measurement scale for organizational Career Management (OCM) in China's hotel industry. The scale development procedure includes four steps: developing initial items, implementing purifying measures, data collection, and assessing the reliability and validity of the proposed measurement scale. Both exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are used to test the reliability and validity of the measurement scale thus developed. The development process results in a reliable and valid scale for hotel Career Management incorporating three dimensions: (1) Career appraisal and advice, (2) a Career development program, and (3) Career training. Given the scarcity of research on Career Management in China, the measurement scale developed in this study will serve as a foundation for future research. The findings of this study may help to stimulate further empirical research on the relationship between hotel Career Management and employees’ Career commitment and Career satisfaction.
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Career Management systems what are china s state owned hotels practising
International Journal of Contemporary Hospitality Management, 2010Co-Authors: Haiyan Kong, Catherine Cheung, Hanqin Qiu ZhangAbstract:Purpose – This paper aims to explore the current situation of Career Management in China's state‐owned hotels and to delve into employees' perceptions of such activities.Design/methodology/approach – To obtain a comprehensive view of the Career Management situation, three qualitative research methods were applied in the study, namely, case study, focus groups, and in‐depth interviews. The results were combined to provide a better insight into Career Management activities in China and employees' perceptions of these activities. Based on the data collected, Career Management practices in China's hotel industry are grouped into four dimensions: assessment tools, Career development information, professional training, and promotion system.Findings – The findings of the study reveal that not all Western Career Management activities are being practised in China's hotels. The results of the qualitative research methods also reveal several Career Management techniques with Chinese characteristics. Although Career ...
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Career Management systems: what are China's state‐owned hotels practising?
International Journal of Contemporary Hospitality Management, 2010Co-Authors: Haiyan Kong, Catherine Cheung, Hanqin Qiu ZhangAbstract:Purpose – This paper aims to explore the current situation of Career Management in China's state‐owned hotels and to delve into employees' perceptions of such activities.Design/methodology/approach – To obtain a comprehensive view of the Career Management situation, three qualitative research methods were applied in the study, namely, case study, focus groups, and in‐depth interviews. The results were combined to provide a better insight into Career Management activities in China and employees' perceptions of these activities. Based on the data collected, Career Management practices in China's hotel industry are grouped into four dimensions: assessment tools, Career development information, professional training, and promotion system.Findings – The findings of the study reveal that not all Western Career Management activities are being practised in China's hotels. The results of the qualitative research methods also reveal several Career Management techniques with Chinese characteristics. Although Career ...
Ma Li-zhen - One of the best experts on this subject based on the ideXlab platform.
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Relationship between nurses' psychological capital and individual Career Management
Chinese Journal of Nursing Education, 2012Co-Authors: Ma Li-zhenAbstract:Objective To investigate the status of nurses' psychological capital and individual Career Management, and to analyze their relationship. Methods Totally 553 nurses were recruited from 3 Class Ⅲ-A hospitals in Taiyuan City and were investigated with psychological capital questionnaire and individual Career Management questionnaire. Results The total score of psychological capital was(88.19±13.20). The total score of individual Career Management was(46.68±7.54). There was a positive correlation between psychological capital and individual Career Management. Multiple regression analysis showed that hope,optimism and self-efficacy could positively predict the score of individual Career Management. Conclusion Nursing administrators should pay close attention to nurses' psychological capital,and take various measures to improve the level of psychological capital,so as to enhance nurses' individual Career Management.