عنوان مقاله
مطالعه پژوهشی پیرامون رابطه بین مدیریت رشد حرفه ای شخصی و تمایل به جابجایی
فهرست مطالب
مقدمه
پیشینه پژوهش
روش ها
نتایج
نتیجه گیری و پیشنهادات
بخشی از مقاله
مدیریت رشد حرفه ای شخصی
Super به این مسئله اشاره نمود که رشد حرفه ای، فرایندی در حال پیشرفت، پیوسته و برگشت ناپذیر بود. Aryee و Leong رشد حرفه ای را به شکل ارزشهای کاری تعریف کردند که بازتابی از رجحان و اولویت شخص نسبت به انواع و اقسام اشتغال زایی، استانداردهای عملکردی و تائید محتوای شغلی بود.
تحقیق و پژوهش Derr(1986) مفهوم جهت و موقعیت های حرفه ای مختلف را تائید و 5 جهت را تعمیم داد:
پیشی گرفتن: افراد با این جهت علاقمند به ترفیع سریع بوده و سمت بالاتری را در سازمان تعقیب کردند.
مطمئن شدن: افرادی با این جهت به دنبال شناسایی، ایمنی حرفه ای، احترام و پست و مقام به عنوان جزئی از شرکت می باشند.
کلمات کلیدی:
A research study on the relationship between personal career development management and willingness to relocate Hung-Wen Lee ⁎, Chien-Jung Chen National Chia-Yi Univeristy, Taiwan article info abstract Article history: Accepted 4 August 2012 Keywords: Personal career development management Willingness to relocate The business-operating environment nowadays is in a severe changing situation and, as a result, triggers an increasingly fierce competition in the development of offshore business and bases. This makes selection of suitable expatriate personnel more and more important for companies. Taking graduates who are about to start their career in the society as subjects, this study focuses on the effect of personal career development management on the willingness to relocate in the future. Data are analyzed using Pearson correlation, multiple regression and structural equation modeling. The result shows that the career development management of the students graduating from a management college of a university has a significant effect on their willingness to relocate and can be well predicted. This study puts forward practical and academic suggestions based on this result. © 2012 Elsevier B.V. All rights reserved. 1. Introduction While the trend of globalization has been developing in every aspect of our daily life, the impact of this trend is particularly perceived by companies in different industries. No matter whether pursuing the market of low costs and high opportunities or developing more advanced technologies and resources, all company owners or managers agree that they cannot stay in the corner any more and need to adapt themselves to the trend and strive for internationalized operation of their business. Recently, many Taiwanese companies have established their R&D and export departments in Japan, Singapore and the USA, or set up factories in China and Southeast Asia to reduce their manufacturing cost. Under the circumstances, it is imperative for the companies to expand their markets overseas with different operation strategies. With the establishment of subsidiaries or branch companies in foreign bases, operation of the overseas business starts playing an important role. This makes companies the forerunners that encounter the problem of how to select suitable personnel and expatriate them to assist in operation of overseas business. According to the motivation research of Miller and Cheng (1978), a considerable proportion of managers saw expatriate as conforming to their career development. Other factors like the opportunity for promotion, accumulation of work experience and raise of salary are also important indicators for employees to accept the post as an expatriate manager. Feldman and Thomas (1992) put forward two key criteria to determine the success of expatriate: whether the career development plan and policy of the organization is helpful for the growth of expatriate personnel, and whether the management strategy of personal career development can effectively assist expatriate personnel in challenging expatriate assignments. In the educational system in Taiwan, students should have a broader view of the world before they start their career and prepare themselves for leaving the comfort zone at any time. After starting the career, they should try hard to learn what is useful to take up various challenges in their career. In fact, selecting an occupation is virtually out of the question today, and what becomes normal is that a handful of employment opportunities select a host of job seekers. Multiplication of value comes true only for the talent who adapts himself/herself to the development of the organization. This study takes the students graduating from a management college of a university as subjects to investigate the relationship between their personal career development management and willingness to relocate. The purpose of this study is to find out the significant relationship between the career orientation of the students and their willingness to relocate. The result can be used as a reference for companies to select expatriates. 2. Literature review 2.1. Personal career development management Super (1980) pointed out that career development was a “progressing, continuous and irreversible” process. Aryee and Leong (1991) defined career development as work-related values that reflected the preference of a person with respect to employment types, performance standards and confirmation of job contents.
