Career path profiles of general managers of Korean super deluxe hotels and factors influencing their career development: Vocational insights for HTM students and hotel employees

2009 ◽  
Vol 8 (2) ◽  
pp. 97-116 ◽  
Author(s):  
Samuel Seongseop Kim ◽  
Hejin Chun ◽  
James F. Patrick
Keyword(s):  
Career Development ◽  
Career Path ◽  
Hotel Employees ◽  
General Managers ◽  
Factors Influencing

scholarly journals Study of the Factors Affecting the Career Development of New-Immigrant-Children University Students in Taiwan

2019 ◽  
Vol 8 (6) ◽  
pp. 192
Author(s):  
Yu-Chuan Chen
Keyword(s):  
Qualitative Research ◽  
Career Development ◽  
University Students ◽  
Research Method ◽  
Social Systems ◽  
Immigrant Children ◽  
Factors Affecting ◽  
Factors Influencing ◽  
International Marriages ◽  
New Immigrant

Over the last two decades, Taiwan has experienced a surge in immigration due to marriage. With the growth in the incidence of international marriages, the number of immigrant children in Taiwan has sharply increased. Career development is an important factor worldwide and is thus an important issue for immigrant children in Taiwan. Many factors influence the choices of new immigrant children for their career development. The purpose of this study was to explore the factors influencing the career development of new immigrant children. The research was conducted using the qualitative research method, and data were collected from 30 participants who were new-immigrant-children university students. After analyzing the interviews of the participants, the results were analyzed. Further, on the basis of analysis of previous literature and interviews, recommendations were made for the career development of new immigrant children, such as strengthen the attainment of and respect for multi-culturalism through School, family, and social systems.

An Exploratory Study of the Current State of Career Development for Project Managers in the IT and Other Industries

2016 ◽  
pp. 1654-1673
Author(s):  
Yang Fan ◽  
Michael Thomas ◽  
Yishi Wang
Keyword(s):  
Project Management ◽  
Career Development ◽  
Work Environment ◽  
Job Training ◽  
Career Path ◽  
General Pattern ◽  
Project Managers ◽  
It Industry ◽  
Current State ◽  
Management Career

Critical to project success and job satisfaction of project managers is effective Human Resource Management (HRM). The temporary nature of projects has changed the traditional career paths for project managers and the way project-oriented companies prioritize their motivation tactics. By conducting a survey to explore a general pattern of employers' HRM practices in different industries regarding the project management career, this paper presents the fact that most employers prefer on-job training to organizational career path in motivating and retaining project manager and that there is no difference between IT industry and other industries in terms of the extent of use of on-job training and the organizational career path. These findings contribute to an in-depth understanding of the project management career path and suggest that project managers be proactive in adjusting to change in the workplace by being more autonomous in their career development decisions based on the larger work environment.

scholarly journals Career Development in Nursing: Identifying the Career Anchors of Nurses at Shiraz University of Medical Sciences

2021 ◽  
Author(s):  
Narjes Alsadat Nasabi ◽  
Peivand Bastani ◽  
Ali Reza Yusefi ◽  
Najmeh Bordbar
Keyword(s):  
Health Care ◽  
Career Development ◽  
Career Path ◽  
Cross Sectional Study ◽  
Average Score ◽  
Medical Sciences ◽  
Career Anchors ◽  
Cross Sectional ◽  
Clinical Nurses ◽  
Care Services

Background: Nurses are the largest providers of care services in the health care system who play an important role in the community health by providing health care. Therefore, maintaining and developing them is an integral part of human resource management in the health system. Considering that one of the tools for career development is determining job anchors, this study was conducted in 2020 to identify the career anchors of nurses from Shiraz University of Medical Sciences in order to develop their career path. Methods: This cross-sectional study was performed on 268 nurses working in hospitals and educational centers of Shiraz University of Medical Sciences who were selected by convenience sampling. Data were collected using the standard Schein questionnaire and analyzed by independent t-test and ANOVA in SPSS 23 software. Results: Among career anchors, service and dedication (24.74 ± 1.72) had the highest, and managerial competence (16.35 ± 2.32) had the lowest mean score. Furthermore, the average entrepreneurial creativity in women was significantly higher than men (p = 0.04). And in men, the average of pure challenges was significantly higher than women (p = 0.04). In addition, people with undergraduate degree showed a greater tendency to technical/functional competence (p = 0.02). Clinical nurses were more likely to become managers (p = 0.04), and corporate nurses were more inclined to have a lifestyle anchor (p = 0.04). Conclusion: Regarding service and dedication anchor, which had the highest average score among the interviewed nurses, individuals are motivated by pursuing valuable goals and meeting the needs of others. Whilest managerial competencies were not the priority of the studied nurses. Therefore, the opportunity for promotion in nurses is not just focused on reaching a managerial position. Therefore, it is suggested that the management of human resources in university define the career path of people based on their anchors and specific interests to people in terms of mental and mental health for creating a favorable atmosphere and better performance.  

scholarly journals FACTORS INFLUENCING STATE OFFICERS’ INTENTION TO LEAVE JOBS

2010 ◽  
Vol 13 (1) ◽  
pp. 5-16
Author(s):  
Hung Quoc Vo ◽  
Thi Hao Cao
Keyword(s):  
Career Development ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Working Environment ◽  
Factors Influencing ◽  
Leadership Behaviour

The research aims to identify factors influencing State officers’ intention to leave jobs. The analysis is based on 277 questionnaires collected from 900 ones delivered. The survey found 8 factors influencing State officers’ intention to give up jobs including Person-Organisation fit; Leadership Behaviour; Team Relationship; Training and career Development; Remuneration and Recognition; Communication; Fondness and Physical working Environment which have negative relationship and statistical meanings. Given the fact by such result, these factors accounted for 35,9% of the variation of dependent variant Intention to leave jobs.

scholarly journals ATTITUDES OF PRE-SERVICE TEACHERS IN PRIMARY AND PRE-SCHOOL PEDAGOGY TO WORK IN THEIR SPECIAL SUBJECT

2020 ◽  
Vol 1 ◽  
pp. 111-115
Author(s):  
Veselina Ivanova ◽  
Eleonora Mileva
Keyword(s):  
Career Development ◽  
Statistical Method ◽  
Primary Schools ◽  
Bachelor's Degree ◽  
Professional Experience ◽  
Future Teachers ◽  
Alternative Analysis ◽  
Factors Influencing ◽  
The Future ◽  
School Pedagogy

The purpose of the study was to examine the attitudes of pre-service teachers in primary and pre-school pedagogy to work in their subject. 76 pre-service teachers in primary and pre-school pedagogy on the Bachelor’s degree from Trakia University in Stara Zagora participated in the research. Half of the respondents had professional experience at primary schools or kindergartens. A special questionnaire was applied, related to the attitudes of the future teachers. The statistical method used for the research was alternative analysis. Factors influencing the professional realization and career development of the future teachers in the conditions of the dynamically reforming education in Bulgaria were presented. The pre-service teachers in primary and pre-school pedagogy were willing to continue their qualification and education. The future teachers would like to work in their special subject and would not change the profession. Different motives for professional realization of future teachers were established.

scholarly journals From Shock to Shift–A Qualitative Analysis of Accounts in Mid-Career About Changes in the Career Path

2021 ◽  
Vol 12 ◽  
Author(s):  
Irina Nalis ◽  
Bettina Kubicek ◽  
Christian Korunka
Keyword(s):  
Career Development ◽  
Process Model ◽  
Career Path ◽  
Structured Interviews ◽  
Work Lives ◽  
Career Changes ◽  
Change Behavior ◽  
Post Shock ◽  
Career Changer

Career shocks are the norm, not the exception. Yet, much of research and counseling on career-development holds unrealistic assumptions of a makeable career. Little is understood about the role of shocks on the career path and how the interplay of individual reactions to shocks shapes careers. The purpose of this study is to provide understanding of responses to different attributes of career shocks and career shocks as antecedents to career and job change. A qualitative approach was chosen and data were obtained from 25 semi-structured interviews with a sample of mid-career individuals who had experienced shocks in their work lives. The analysis was 2-fold and aimed at unearthing of individual responses to shocks and the question of the role of shocks on changes in the career path. Firstly, the analysis of career shocks revealed a pattern of distinct agentic responses in relation to shocks of different attributes. Secondly, from the analysis of shock attributes and corresponding responses over time career changer profiles emerged which differ in regard to career change behavior and magnitude of changes in the career (e.g., major career changes into another field). A process model which depicts how post-shock careers are shaped distinctively in relation to different shock attributes and corresponding responses is presented. This study underlines the importance of understanding the unplannable in career development and shows a variety of options for individuals to develop their careers despite shocks. Limitation stems from the investigation of a sample limited to mid-career individuals. The findings provide a new conceptual lens to theorize and conduct research on career shocks and career changes and facilitate the development of coping strategies for career shocks. The originality lies in the investigation of the momentum of career shocks on career paths with detail to different attributes of career shocks and how they impact the career path.

scholarly journals Against boundarylessness: The liminal career of the flexible employee

Organization ◽  
2019 ◽  
Vol 26 (6) ◽  
pp. 917-935 ◽  
Author(s):  
Jens Budtz-Jørgensen ◽  
Christian Garmann Johnsen ◽  
Bent Meier Sørensen
Keyword(s):  
Career Development ◽  
Career Paths ◽  
Career Path ◽  
Work Roles ◽  
Organizational Boundaries ◽  
Social Domains ◽  
Boundaryless Career

This article extends the critique of the boundaryless career concept by focusing on how organizational members may experience boundaries as ambiguous within contemporary career development in organizations. As an alternative to the concept of the boundaryless career, we introduce that of the liminal career. We consider a liminal career as occurring when the normal career path within an organization becomes a state of ‘betwixt and between’, wherein distinctions between social domains and work roles become diffuse, indeterminate and difficult to comprehend. We engage with this concept in relation to three boundaries that remain central within career development: organizational boundaries establishing a distinction between that which is internal and external to the organization, hierarchical boundaries separating employees and managers, and functional boundaries demarcating different work domains. Using a case that illustrates how employees experience ambiguous organizational, hierarchical and functional boundaries, we argue that the concept of the liminal career captures the essence of situations in which there is a lack of clear categories, trajectories and schemes from which to structure career paths in organizations.

scholarly journals Career Planning And Management In Businesses

2018 ◽  
Vol 2 (2) ◽  
pp. 58-65
Author(s):  
Mustafa Tandogan
Keyword(s):  
Career Development ◽  
Career Planning ◽  
Career Path ◽  
Added Value ◽  
Career Management ◽  
Development System ◽  
Future Goals ◽  
Planning And Management ◽  
Changing World

In parallel with rapidly changing world, in self renewing business life, individuals have to determine their own career path properly and the organisations have to choose up the employees who will make them superior, provide the added value and make progress consistently. This necessity caused career management to be appeared. Thus, individual organisation integration was supplied bringing need based targets into conformity with the organisations’ future goals. At this stage with career planning, both individuals have to determine their own goals and the organisation also has to analyse to what extent it can provide these requirements. A well organised career planning carries weight in the terms of supplying prudential productivity. Thereby, the sustainability of career management and planning is possible with a career development system. Career development is a process which contains to provide the facilities of improving the personnel’s knowledge, skills and talents. Thus, it becomes not only the individual’s but also the organisations success.   Keywords: organised, individual, organisation, individual, organisation

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