an article by Alison M. Konrad (University of Western Ontario, Canada) and Yang Yang (University of Pennsylvania, USA) published in Journal of Organizational Behavior Volume 33 Issue 8 (November 2012)
Summary
Using a large national sample based on Workplace and Employee Survey data collected by Statistics Canada in 2001 and 2002, we examined the effects of employee usage of seven organizational work–life interface benefits on promotions.
Analysis predicted promotions in 2002 when number of promotions received by 2001 were controlled. The main effect of using work–life interface benefits on promotions was positive, indicating that using these benefits is not a career-limiting move.
Gender, presence of young children, and marital status interacted with the use of work–life interface benefits. Single parents benefited less than other employees from using work–life interface options. Altogether, these findings suggest that the ongoing positive effects of conservation of time and energy resources for employees outweigh the initial short-term negative effects of signalling and stigmatization.
Copyright © 2012 John Wiley & Sons, Ltd.
Showing posts with label career_advancement. Show all posts
Showing posts with label career_advancement. Show all posts
Wednesday, 14 November 2012
Monday, 11 June 2012
Social Networks and Career Advancement of People With Disabilities
an article by Mukta Kulkarni (Indian Institute of Management Bangalore, India) published in Human Resource Development Review Volume 11 Number 2 (June 2012)
Abstract
Although organizational social networks are known to influence career mobility, the specific direction of this influence is different for diverse employee groups.
Diversity in organizational network research has been operationalized on various dimensions such as race and ethnicity, age, religion, education, occupation, and gender. Missing in this stream of research are application and implications of social networks as they influence career advancement of people with disabilities.
The objective of this conceptual article is to outline how social network characteristics such as network density, multiplexity, cohesiveness, and homophily influence career advancement of individuals with a disability.
The author concludes by proposing that human resource development professionals can engage in structured socialization programs, network audits, focused training, and the creation of an inclusive climate to ensure that social networks do not pose a deterrent to career advancement of minorities such as people with a disability.
Abstract
Although organizational social networks are known to influence career mobility, the specific direction of this influence is different for diverse employee groups.
Diversity in organizational network research has been operationalized on various dimensions such as race and ethnicity, age, religion, education, occupation, and gender. Missing in this stream of research are application and implications of social networks as they influence career advancement of people with disabilities.
The objective of this conceptual article is to outline how social network characteristics such as network density, multiplexity, cohesiveness, and homophily influence career advancement of individuals with a disability.
The author concludes by proposing that human resource development professionals can engage in structured socialization programs, network audits, focused training, and the creation of an inclusive climate to ensure that social networks do not pose a deterrent to career advancement of minorities such as people with a disability.
Wednesday, 11 April 2012
Predicting career advancement with structural equation modelling
an article by Ronald Heimler, Stuart Rosenberg and Elsa-Sofia Morote published in Education + Training Volume 54 Issue 2/3 (2012)
Abstract
Purpose
The purpose of this paper is to use the authors’ prior findings concerning basic employability skills in order to determine which skills best predict career advancement potential.
Design/methodology/approach
Utilizing survey responses of human resource managers, the employability skills showing the largest relationships to career advancement were used in a regression analysis. The regression results generated structural equation models.
Findings
According to human resource managers, leadership skills and information technology skills needed for job performance were shown to be significant contributors to recent graduates’ career advancement potential. Work ethic and critical thinking skills were found to be closely linked with leadership skills. Additionally, management skills, leadership skills, and basic literacy and numeracy skills received from recent graduates by their employers were found to be the strongest predictors of graduates’ career advancement potential.
Research limitations/implications
The research study was limited to graduates, faculty, and recruiters at a business school in southern California. Further studies can determine whether differences in attitudes from those found in this study might exist.
Practical implications
It is important that students develop basic employability skills prior to entering the workforce, since remedial training on the job could impede career advancement.
Social implications
Those graduates who show deficiencies in the skills that are viewed by employers to be predictors of advancement are likely to experience difficulties with career growth.
Originality/value
The first part of this study utilized a triangular approach to survey three distinct groups of respondents – graduates, the faculty who taught them, and the human resource managers who recruited them – concerning their attitudes toward basic employability skills. In this second part of the study, the novelty utilized was structural equation modelling, which highlighted those skills that are most critical to career advancement.
Abstract
Purpose
The purpose of this paper is to use the authors’ prior findings concerning basic employability skills in order to determine which skills best predict career advancement potential.
Design/methodology/approach
Utilizing survey responses of human resource managers, the employability skills showing the largest relationships to career advancement were used in a regression analysis. The regression results generated structural equation models.
Findings
According to human resource managers, leadership skills and information technology skills needed for job performance were shown to be significant contributors to recent graduates’ career advancement potential. Work ethic and critical thinking skills were found to be closely linked with leadership skills. Additionally, management skills, leadership skills, and basic literacy and numeracy skills received from recent graduates by their employers were found to be the strongest predictors of graduates’ career advancement potential.
Research limitations/implications
The research study was limited to graduates, faculty, and recruiters at a business school in southern California. Further studies can determine whether differences in attitudes from those found in this study might exist.
Practical implications
It is important that students develop basic employability skills prior to entering the workforce, since remedial training on the job could impede career advancement.
Social implications
Those graduates who show deficiencies in the skills that are viewed by employers to be predictors of advancement are likely to experience difficulties with career growth.
Originality/value
The first part of this study utilized a triangular approach to survey three distinct groups of respondents – graduates, the faculty who taught them, and the human resource managers who recruited them – concerning their attitudes toward basic employability skills. In this second part of the study, the novelty utilized was structural equation modelling, which highlighted those skills that are most critical to career advancement.
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