جستجوی مقالات مرتبط با کلیدواژه « career path success » در نشریات گروه « مدیریت »

The purpose of this research is to design and validate a model for evaluating the career success of public employees in public hospitals in Tehran.

The research methodology was based on the quantitative Delphi technique. This research has two statistical populations. The statistical population of experts includes academic and organizational experts (hospital officials and universities of medical sciences) to distribute the Delphi questionnaire and obtain feedback and statistical population of nurses of public hospitals to distribute the researcher-made questionnaire. The Delphi panel consisted of 10 experts in the two fields mentioned. The feedback from the experts was given in three stages. And it was based on a questionnaire.

In the first round of Delphi, 326 indicators were evaluated, and in the second round, 256 indicators were evaluated in 53 components from the perspective of experts suitable for career success analysis. In the third round, the dimensions of career path success (17 dimensions) were evaluated in 4 axes of continuous improvement of objective (job) situations, institutionalization of mental acceptance of success, integrated policy making in building a career path and evaluation of the career success. The findings of the structural equations have shown the positive and meaningful impact of integrated policy making in building a career path on its three direct structures, i.e. Continuous improvement of objective (job) situations, institutionalization of mental acceptance of success and evaluation of the career success. Also, the findings showed that the structure of Continuous improvement of objective (job) situations, can have an effect on the realization of the elements of institutionalization of mental acceptance of success.

Based on the findings, it can be concluded that in the design of career path success models, attention should be paid to the internal and executive alignment with the job realities of the organization and the demands of the forces. Government hospitals should take advantage of the employee-oriented approach in designing and developing career path plans for employees.

A career path is defined as a set of jobs taken by an individual over his/her career. The success of a career path is measured by subjective and objective satisfaction. Although the success of a career path is important by itself, it is more important for organizations to know what factors influence career paths so that they can improve human productivity and develop a satisfied human resource. This paper reports the results of a content analysis on 40 interviews with executive experts in the petroleum industry aimed at identifying these variables using the NVIVO software package. The reliability of the data was estimated at 0.92 using William Scot’s method. Finally, 36 variables underpinning career paths were classified into three categories of behavioral, contextual, and structural. This research contributes a paradigm for executive research. In addition, the variables identified here can be used to define new relations when designing career paths and career path models in the human resource system at the National Iranian Oil Company.

The purpose of the present study was to investigate the impact of future-oriented talent management on the success of employees' career through the mediating role of Proactive Career behaviors. This research is an applied research and is a descriptive survey research. The statistical population of this study was 384 people who work in South Oil and Gas Companies that were estimated using Cochran formula and cluster sampling method. The data collection tool was a standard questionnaire whose validity was confirmed by content validity method and its reliability was confirmed by Cronbach's alpha method. In this study, structural equation modeling approach and Smart Pls2 and Spss 19 software were used. The results show that future-oriented talent management has a positive and significant effect on career success and Proactive Career behaviors. The results also indicate that proactive career behaviors have a mediating role in the impact of future-oriented talent management on career success.