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Career Support (career + support)
Selected AbstractsThe influence of expatriate and repatriate experiences on career advancement and repatriate retentionHUMAN RESOURCE MANAGEMENT, Issue 1 2009Maria L. Kraimer Abstract We address repatriate retention from a career advancement perspective by developing a model that analyzes the effect of expatriate experiences and organizational career support on repatriates' career advancement upon return to the home country. Career advancement, in turn, is expected to affect the repatriate's perceived underemployment and turnover intentions. We collected data from a sample of 84 recently repatriated employees. Results revealed a curvilinear relationship between the number of international assignments and career advancement upon repatriation. Results also showed that developmental expatriate assignments were positively related to career advancement while the acquisition of managerial skills was negatively related to career advancement. Acquiring cultural skills, completing assignment objectives, and organizational career support did not relate to career advancement. In terms of outcomes, we found that perceived underemployment mediated the relationship between career advancement and turnover intentions. A lower level of organizational career support also resulted in greater turnover intentions. © 2009 Wiley Periodicals, Inc. [source] Boundaryless Mentoring: An Exploratory Study of the Functions Provided by Internal Versus External Organizational Mentors,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 5 2005S. Gayle Baugh The changing nature of careers suggests that mentors and protégés may work in different employment settings. Little research has examined whether mentoring relationships that are interorganizational are as enriched, in terms of mentoring functions provided and received, as those that are intraorganizational. The present study examines the effect of the mentor's employment setting on both protégé and mentor reports of career support, psychosocial support, and role modeling received or provided. Data were collected via questionnaire from mentors and protégès in 2 computer technology firms. Results from a MANCOVA controlling for protégé gender and duration of relationship indicate that protégés whose mentors work in the same employment setting as themselves reported more career and psychosocial support than did protégés whose mentors work in a different setting. Results are discussed in view of current career structures. [source] Solving nursing shortages: a common priorityJOURNAL OF CLINICAL NURSING, Issue 24 2008James Buchan Aims and objectives., This paper provides a context for this special edition. It highlights the scale of the challenge of nursing shortages, but also makes the point that there is a policy agenda that provides workable solutions. Results., An overview of nurse:population ratios in different countries and regions of the world, highlighting considerable variations, with Africa and South East Asia having the lowest average ratios. The paper argues that the ,shortage' of nurses is not necessarily a shortage of individuals with nursing qualifications, it is a shortage of nurses willing to work in the present conditions. The causes of shortages are multi-faceted, and there is no single global measure of their extent and nature, there is growing evidence of the impact of relatively low staffing levels on health care delivery and outcomes. The main causes of nursing shortages are highlighted: inadequate workforce planning and allocation mechanisms, resource constrained undersupply of new staff, poor recruitment, retention and ,return' policies, and ineffective use of available nursing resources through inappropriate skill mix and utilisation, poor incentive structures and inadequate career support. Conclusions., What now faces policy makers in Japan, Europe and other developed countries is a policy agenda with a core of common themes. First, themes related to addressing supply side issues: getting, keeping and keeping in touch with relatively scarce nurses. Second, themes related to dealing with demand side challenges. The paper concludes that the main challenge for policy makers is to develop a co-ordinated package of policies that provide a long term and sustainable solution. Relevance to clinical practice., This paper highlights the impact that nursing shortages has on clinical practice and in health service delivery. It outlines scope for addressing shortage problems and therefore for providing a more positive staffing environment in which clinical practice can be delivered. [source] Temporary Liaisons: The Commitment of ,Temps' Towards Their Agencies*JOURNAL OF MANAGEMENT STUDIES, Issue 3 2005Gerla Van Breugel abstract The majority of research on organizational commitment has focused on commitment in traditional, ongoing and open-ended relationships. The commitment of employees in non-standard work arrangements such as temporary employment has been subject to much less theoretical and empirical investigation. In this study, we examine the affective and continuance commitment of temporary workers towards their agency and its determinants. We distinguish two groups of determinants: the process by which the temporary worker chose a particular agency and the support provided by the agency. The findings can be summarized as follows: (1) affective commitment among temps is generally higher than their continuance commitment; (2) having more alternative agencies to choose from (i.e., volition) does not enhance the commitment of temporary workers; (3) a public choice for a particular agency raises both types of commitment, whereas the perceived agency dependence created by the choice increases continuance, but not affective commitment; and (4) both types of commitment are positively influenced by agency supportiveness, reflected in the way the agency deals with problems, the career support it provides, and the way it keeps in close contact with its temporary workers. Finally, the results suggest that factors raising affective commitment may ,spill over' to increase continuance commitment. [source] Career communities: a preliminary exploration of member-defined career support structuresJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 4 2004Polly Parker This paper explores the concept of career communities: social structures that provide career support and frequently transcend the boundaries of any single organization. The theoretical background notes the convergence of a number of different perspectives from both career development and organization studies, pertaining to the social contextualization of careers. The methodology involved eliciting expressions of the (individual) subjective career from the members of three potential career communities, and then exploring (communal) inter-subjective interpretations in focus groups. Our results suggest that career communities typically involve a hybrid of types rather than any one pure type. Preliminary support is found for the view that career communities facilitate career support, sensemaking and learning. The results invite further research into career communities and have implications for organizational behavior and human resource management, suggesting greater appreciation of the extra-organizational as well as intra-organizational communities in which careers develop. Copyright © 2004 John Wiley & Sons, Ltd. [source] | ||||||||||