Abstract Based on the theoretical framework of newcomer sensemaking this study examines factors associated with changes in newcomers' psychological contract perceptions during socialization process. More specifically, two mechanisms are addressed that could explain promises they have exchanged their employer: (1) unilateral adaptation perceived to reality and (2) as a function reciprocity norm. To test our hypotheses, four‐wave longitudinal among 333 new hires has been conducted, covering...

The current article tests a longitudinal model of the process proactive career behaviours and success with two samples graduates making transition from college to work. Using structural equation modelling, we tested theoretical that specified relationships between progress goals, planning, networking behaviours, success. A panel study was conducted within using 3‐year (sample 1) 1‐year 2) time lag first second data collection. results support suggest at graduation, planning is affected by...

Purpose The purpose of this paper is to explore HR managers' and employees' views on the factors affecting employee retention using perspective psychological contract. Design/methodology/approach Two studies were conducted. First, a sample managers gave their view turnover described practices. Second, large employees reported importance attached five types employer inducements commonly regarded as factors, evaluation these loyalty. Regression analysis was used examine impact delivery...

This article explores the relationship between organizational career management and self-management addresses impact on employee outcomes. Within six large organizations, a sample of 491 employees reported their initiatives, expectations towards support, commitment success. was complemented by information from supervisors support offered HR line to these employees. Results show that individuals who take more initiatives manage expect employer. Career positively impacts affective perceived...

The aim of this study was to gain empirical insight into how organizations' human capital composition (in terms both uniqueness and strategic value) affects the way they design implement their career management policies. We formulate our hypotheses based upon conflicting assumptions found in careers literature talent literature. Organizational-level surveys administered HR directors 306 companies located Belgium provided data for study. Our basic assumption – stark contrast prevailing that...

Although the academic debate on link between Corporate Social Responsibility (CSR) and HRM is relatively young, it generating increasing interest.We suggest that sustainable a next, innovative promising domain for theory building, research practice in field of HRM.It nonetheless poses several new challenges.To date, literature this topic inconsistent, therefore lacks clear lines, fine-tuning conceptual/practical maturity.In context, 'Respect Openness Continuity (ROC)'-model introduced.This...

In addition to acquiring occupation-specific knowledge and skills, students need develop a set of career self-management skills – or resources that helps them successfully maneuver the various career-related challenges they face stimulate their well-being, engagement, performance in studying tasks. current study, we apply Job Demands Resources (JD-R) theory an educational setting suggest adaptability competencies are important predict both life satisfaction academic via students' with choice...

The aim of this study is to investigate the elements organizational career management (OCM) that can lead strong performance. growing unpredictability careers requires a different approach careers. Yet, new models all focus on individual as central actor, leaving role organization rather underdeveloped. Based combined perspective integrating insights from literature careers, high performance work systems, and idiosyncratic deals (I-deals), we address four dimensions OCM: supportive...

Career decisions are at the core of career literature. Most current theories focus on how enacted and, in end, realized. However, empirical evidence shows that people often do not realize their desires. For instance, many who have turnover intentions stay organization, and with entrepreneurial desires turn out to be wantrepreneurs (i.e., talk about starting a business without doing anything it). Although structural barriers sometimes inhibit from realizing desired change, there also...

This article explores the added value of HR function as it is perceived by three groups managers: top managers, managers and line managers. Despite fact that literature about strategic HRM focuses almost exclusively on a partner, was assumed its for business would not be restricted to area strategy formulation implementation. Several 'result domains' can distinguished in which deliver business. Based our review literature, degree involvement used second perspective investigate value. To...

This paper explores the information-seeking behaviors newcomers engage in relating to their psychological contract and addresses impact of work values (autonomy, advancement, group orientation economic rewards) locus control (LOC). We propose that these individual characteristics could explain differences frequency with which search for information about promises employer has made them. A two-wave longitudinal study was conducted 527 from eight organizations participated. The results largely...

Purpose The purpose of this study is two‐fold. first to relate the negative image older workers stereotype threat and propose that effective retention management should start by replacing image. second assess needs, perceptions preferences regarding their career‐ending. Design/methodology/approach A total 266 employer questionnaires 1,290 worker identified employers' career‐ending needs workers. Findings results provide indirect support for hypothesis forms a self‐fulfilling prophecy due...

Purpose The purpose of this paper is to investigate the extent which employees' perceptions alienation (personal and social) are related positive (career satisfaction) negative (careerist orientation) career‐related outcomes examine mediating role career satisfaction. Design/methodology/approach used a cross‐sectional design, with questionnaires administered 165 employees working in organizations USA test relationship between careerism through Findings Alienation was found be predictor...

Work plays a crucial role in rising social inequalities, which refer to unequal opportunities and rewards for different groups. Whereas the conventional view of workplaces as meritocracies suggests that work is conduit equality, we unveil ways contribute accumulation inequality. In our cumulative inequality (CSI-W) model, outline how initial differences shape performance and/or subsequent rewards, such those who receive more tend even over time. These dynamics take place via nine mechanisms...