In view of complex and volatile career situation in boundaryless careers, this study explored the correlations between employability and career success of knowledge workers with the survey. This study tested the employability scale based on 124 samples from 10 foreign-owned or private-owned enterprises in Dalian and Shanghai. Then 184 knowledge workers from several enterprises were invited to join the final survey, and 184 questionnaires were taken hierarchical multiple regression. The result indicated that the relationships between employability and career success were positive, and employability was a power predict of career success beyond demographics variables.
Individuals who hold protean and boundaryless career attitudes tend to manage their careers by themselves, which brings new challenges to traditional organizational career management (OCM). Combined with the lag and reform requirements of OCM, we put forward the concept and structure of career management fit (CMF) based on person–organization fit theory and career management theory. Through interviews, questionnaire surveys, exploratory factor analyses and confirmatory factor analyses, this research establishes a scale with four dimensions and 15 items to measure CMF and proves its reliability and validity. Moreover, we validate that CMF is positively and significantly correlated with career success. Overall, this study expands person–organization fit theory, provides theoretical guidance for career management and highlights a good employment relationship in the new context.
Based on literature review,the effect of career adaptability on career success is studied by using survey.The employees from different software enterprises are selected as research subjects.The results indicate that the relationship between career adaptability and career success is positive and the former can significantly predict the latter after controlling the demographic variables.Dominance analysis further indicates that proactive personality and boundaryless mindset are of equal importance when predicting career success.
Purpose This paper aims to clarify the factors that affect the formation of organizational human capital competitive advantage (OHCCA) and construct its structural dimensions. Design/methodology/approach This research method adopted grounded theory using 20 interviews of managers from 10 companies. Relevant literature was reviewed to conduct open coding, Axial coding and selective coding to ensure OHCCA concept and dimensions. Findings Studies have shown that OHCCA formation of results from investment and collaboration of three levels: organization, teams and departments and employees. OHCCA formation is composed of three dimensions of organizational human capital investment: planning, practice and stock. Research limitations/implications This research enriches the organizational human capital and competitive advantage theories. Practical implications The practical significance is to provide theoretical and practical guidance for organizations in creating OHCCAs. Originality/value This research is the first to propose and define the OHCCA concept and construct a three-dimensional structure model. Furthermore, this research has revealed the leading factors that affect OHCCA's formation process.
Human capital plays an important part in employability of knowledge workers, also it is the important intangible assets of company. This paper explores the correlation between human capital and career success of knowledge workers. Based on literature retrieval, we identified measuring tool of career success and modified further; measuring human capital with self-developed scale of high reliability and validity. After exploratory factor analysis, we suggest that human capital contents four dimensions, including education, work experience, learning ability and training; career success contents three dimensions, including perceived internal competitiveness of organization, perceived external competitiveness of organization and career satisfaction. The result of empirical analysis indicates that there is a positive correlation between human capital and career success, and human capital is an excellent predictor of career success beyond demographics variables.
In pursuit of respective profits, there are the complicated conflicts among the responsible body of the medical insurance, the management sector of the medical insurance and the related bodies. The focus of the conflicts is on the payment of the medical expenditures, which also leads to the current problems, such as the medical service, the medicine price, the medical system and the medicine circulation system reform which falls behind the reform of the medical insurance system. It is urgent to make the related bodies of the medical insurance develop coordinately so as to realize the smooth reform of the medical insurance system and the sustainable development in order to meet the people's demands for the basic medical service.
Purpose The purpose of this paper is to define the concept of guanxi deviant behaviour (GDB) initially on the basis of a theoretical study of guanxi, guanxi behaviour and workplace deviant behaviour and to analyse the influence of GDB and the relationship between GDB and counterproductive work behaviour. Design/methodology/approach This study collects interview data from 30 enterprise executives, summarises relevant literature from four major databases (two in English and two in Chinese) and applies a grounded theory methodology to refine and further define the core category of GDB, and the main category is interpreted and validated using triangulation. Findings The three dimensions of GDB are guanxi bribery behaviour, irregular connected transaction behaviour and guanxi allied behaviour. There are links amongst the three dimensions, no dimension has an independent existence and that is not the end of the GDB issue. Generally, the occurrence of a kind of GDB can be construed to be a preparation for the implementation of another kind, and the latter is the real purpose of the perpetrators. Social implications This paper is expected to attract the attention of managers and improve the ability of recognising, preventing and punishing GDB. Originality/value This study not only enriches organisational behaviour theory but also enhances the awareness of, and insights into, the negative effects of guanxi.
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