关于在正确职业发展道路上的自我职业生涯管理与组织职业生涯管理之间的相互关系作用的研究外文翻译文档格式.docx

关于在正确职业发展道路上的自我职业生涯管理与组织职业生涯管理之间的相互关系作用的研究外文翻译文档格式.docx

《关于在正确职业发展道路上的自我职业生涯管理与组织职业生涯管理之间的相互关系作用的研究外文翻译文档格式.docx》由会员分享，可在线阅读，更多相关《关于在正确职业发展道路上的自我职业生涯管理与组织职业生涯管理之间的相互关系作用的研究外文翻译文档格式.docx（7页珍藏版）》请在冰豆网上搜索。

Theprofessionalcareerontherighttrack:

Astudyontheinteractionbetweencareerself-managementandorganizationalcareermanagementinexplainingemployeeoutcomes

MaterialSource:

EuropeanJournalOfWorkAndOrganizationalPsychology2009,18

（1）,55–80

Author:

AnsDeVos，KoenDewettinck，DirkBuyens

Thisarticleexplorestherelationshipbetweenorganizationalcareermanagementandcareerself-managementandaddressestheimpactonemployeeoutcomes.Withinsixlargeorganizations,asampleof491employeesreportedontheircareerself-managementinitiatives,ontheirexpectationstowardsorganizationalcareersupport,andontheircommitmentandcareersuccess.ThiswascomplementedbyinformationfromtheirsupervisorsoncareermanagementsupportofferedbyHRandlinemanagementtotheseemployees.Resultsshowthatindividualswhotakemoreinitiativestomanagetheircareerexpectmorecareersupportfromtheiremployer.Careerself-managementpositivelyimpactsaffectivecommitmentandperceivedcareersuccess,whileorganizationalcareermanagementispositivelyrelatedwithaffectivecommitmentandcareerprogress.Careerself-managementmoderatestherelationshipoforganizationalcareermanagementwithaffectivecommitmentandsubjectivecareersuccess.

Keywords:

Careerself-management;

Organizationalcareermanagement;

Commitment;

Careersuccess.

Overthepastdecades,changesinthesocioeconomicenvironmenthavedramaticallychangedtheconceptofacareer.Thenotionofthe‘‘newcareer’’differsfromthetraditionalnotioninthesensethatresponsibilityformanagingone’scareerhasshiftedfromtheemployertotheemployee（Arthur,Khapova,&

Wilderom,2005;

Stickland,1996;

Sullivan,1999）.Asaresult,newcareerconceptssuchastheboundarylesscareer（Arthur&

Rousseau,1996）andtheproteancareer（Hall,1996）haveemerged.Thesecareerconceptsemphasizetheroleoftheindividualasprimaryactorinmanaginghisorherowncareerandconsidercareerself-managementasaprerequisiteforcareersuccess（Eby,Butts,&

Lockwood,2003;

King,2004;

Seibert,Kraimer,&

Crant,2001）.Despitethegrowingemphasisontheindividual,careermanagementalsoremainsanimportantresponsibilityfororganizations,sinceorganizationsstillformthecontextinwhichcareerdevelopmenttakesplace（Baruch,1999,2004;

Eby,Allen,&

Brinley,2005）.Careerself-managementandorganizationalcareermanagement（OCM）arenotmutuallyexclusivebutareexpectedtocomplementoneanother（Kossek,Roberts,Fisher,&

Demarr,1998;

Orpen,1994;

Sturges,Conway,Guest,&

Liefooghe,2005）.However,todate,littleempiricalinformationexiststhatclarifiesthecomplexrelationshipbetweenboth.Thisisanimportantomissionsinceitisimportantfororganizationstoknowtheoptimalmixbetweenholdingemployeesaccountableformanagingtheirowncareerandprovidingsufficientsupportthatenablesthemtoactuallybecomemoreself-managing.Simplyrelyingonemployees‘‘spontaneous’’self-managementinitiativeswithoutofferinganycareersupportmightcreateagapbetweenthoseemployeeswhoaremorefocusedonmanagingtheircareerandthosewhotakeonamorepassivestancetowardstheircareerdevelopment.Thisinturnmighthaveimplicationsfortheemployabilityofthelattergroupontheinternallabourmarketsincecareercompetencies,includingself-managementbehaviours,areimportantforemployees’employability（Fugate,Kinicki,&

Ashforth,2004;

vanderHeijde&

vanderHeijden,2006）.

WhereaspreviousresearchhasaddressedtheimpactofOCMoncareerself-management,thisarticlefirstinvestigatestheimpactofcareerself-managementonemployeesexpectationstowardsOCMpracticesprovidedbytheirorganization.Second,weaddresstheseparateandjointinfluencesofcareerself-managementandOCMonemployees’affectivecommitmentandcareersuccess.Althoughpreviousresearchhasprovidedrelevantinsightsintherelationshipbetweencareermanagementandemployeeoutcomes,severalgapsintheliteratureexist.First,manystudiestendtofocusoneithercareerself-managementoronOCM,therebyneglectingtherelationshipbetweenboth.Withinthe‘‘newcareer’’era,itisimportanttoknowwhetherindividualswhoaremoreactiveincareerself-managementseethisasasubstitutefororganizationalcareersupportorthat,onthecontrary,thisraisestheirexpectationsaboutorganizationalcareersupportcomparedwithindividualslowoncareerself-management.Todate,thisquestionhasnotbeenansweredbyexistingresearch.Someearlierstudieshaveaddressedtherelationshipbetweencareerself-managementandcareersupportactuallyreceivedbyemployees,butwithouttakingintoaccounttheirexpectationsregardingthistypeofsupport（Sturgesetal.,2005;

Sturges,Guest,Conway,&

MackenzieDavey,2002）.Secon