عنوان مقاله
ارتباط بین تحرک شغلی خارجی و سطح حقوق (حقوق دریافتی) در مراحل حرفه ای
فهرست مطالب
مقدمه
پیشینه نظری
روش
نتایج
نتیجه گیری
بخشی از مقاله
فرضیات
براساس بحث فوق، دو پیشگویی مطرح می کنیم. اولاً بر طبق نظریه سرمایه انسانی و سرمایه اجتماعی، پیش بینی می کنیم بین تحرک شغلی خارجی و حقوق رابطه مثبتی وجود داشته باشد. ثانیاً، براساس نظریه جدول زمانی حرفه ای و شغلی، پیش بینی می کنیم رابطه مثبت بین تحرک شغلی خارجی و حقوق دریافتی برای کارگران شغلی زود قویتر از کارگران دیگر باشد.
کلمات کلیدی:
The relationship between external job mobility and salary attainment across career stages Simon S.K. Lam a,⁎, Thomas W.H. Ng a , Daniel C. Feldman b a The University of Hong Kong, School of Business and Economics, Pok Fu Lam, Hong Kong b The University of Georgia, Terry College of Business, Athens, GA 30602, USA article info abstract Article history: Received 5 April 2011 Available online 11 May 2011 The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary benefits for employees in mid- and late career stages. Data collected from multiple industries in Hong Kong and the United States consistently show that, as expected, highly mobile early-career employees earn significantly greater salaries than their less mobile peers do. The positive effects of external job mobility on salary were stronger for early-career workers than for mid-and late-career workers. © 2011 Elsevier Inc. All rights reserved. Keywords: Job mobility Salary Career stage Job mobility refers to patterns of intra- and inter-organizational transitions over the course of a person's work life (Hall, 1996; Sullivan, 1999). As job mobility has become a more salient feature of employees' career paths (Arthur & Rousseau, 1996), the study of job mobility has become more central to researchers' understanding of how individuals' careers unfold (Ng, Sorensen, Eby, & Feldman, 2007). Researchers have become particularly interested in the role of external job mobility (changing organizations) in shaping people's careers. Specifically, previous research suggests that individuals who have greater external job mobility are more likely to earn higher salaries than those with less external job mobility (Brett & Stroh, 1997; Dreher & Cox, 2000; Lam & Dreher, 2004). However, there is less evidence on whether the mobility–salary relationship is equally strong across the course of employees' careers. Exploring that possibility has both theoretical and practical importance. Because job mobility has been a strategy more commonly pursued by early-career employees, how job mobility affects mid- and late-career workers' salary progression has received less attention. At the same time, the average age of individuals in the workforce has continued to increase. It is theoretically important and timely, then, for researchers to explore whether the conventional wisdom that external job mobility leads to higher salaries extends to the experiences of mid- and late-career employees as well. Practically speaking, an aging workforce places additional demands on managers to help mid- and late-career subordinates plan for job changes in their careers, too. The purpose of the current study is to examine the sign and magnitude of the relationship between external job mobility and salary across different career stages. Our core premise is that external job mobility will generate greater salary benefits for workers in the early career stage than for workers in mid- and late-career stages. Career stage and career timetable theories (e.g., Lawrence, 1988; Super, 1980) will be used as the theoretical guide.
