Explaining Company-level Influences on Individual Career Choices: Evidence from Belgium

Nele Soens; Ans De Vos; Dirk Buyens

doi:10.5771/0935-9915-2006-3-307

Inhalt
- Kapitel Ausklappen | EinklappenAutorenSeiten
- 215–218 Titelei/Inhaltsverzeichnis 215–218
- 219–222 The Value of HRM?! Optimising the Architecture of HRM Karin Sanders, Jan Kees Looise Karin Sanders, Jan Kees Looise 219–222
- 223–240 Human Resource Practices and Organisational Performance: Can the HRM-Performance Linkage be Explained by the Cooperative Behaviours of Employees? Mattijs Lambooij, Karin Sanders, Ferry Koster, Marieke Zwiers Mattijs Lambooij, Karin Sanders, Ferry Koster, Marieke Zwiers 223–240
- 241–255 HRM, Company Performance and Employee Well-being Sinikka Vanhala, Kaija Tuomi Sinikka Vanhala, Kaija Tuomi 241–255
- 256–273 Implementing Human Resource Management Successfully: A First-Line Management Challenge Anna C. Nehles, Maarten van Riemsdijk, Irene Kok, Jan Kees Looise Anna C. Nehles, Maarten van Riemsdijk, Irene Kok, Jan Kees Looise 256–273
- 274–291 Getting the HR Message Across: The Linkage between Line – HR Consensus and “Commitment Strength” among Hospital Employees Luc Dorenbosch, Renee de Reuver, Karin Sanders Luc Dorenbosch, Renee de Reuver, Karin Sanders 274–291
- 292–306 Competency Management: Balancing Between Commitment and Control Hanneke Heinsman, Annebel H.B. de Hoogh, Paul L. Koopman, Jaap J. van Muijen Hanneke Heinsman, Annebel H.B. de Hoogh, Paul L. Koopman, Jaap J. van Muijen 292–306
- 307–327 Explaining Company-level Influences on Individual Career Choices: Evidence from Belgium Nele Soens, Ans De Vos, Dirk Buyens Nele Soens, Ans De Vos, Dirk Buyens 307–327
- 328–343 Organizational Justice Perceptions and Employee Attitudes among Irish Blue Collar Employees: An Empirical Test of the Main and Moderating Roles of Individualism/Collectivism Claire Murphy, Nagarajan Ramamoorthy, Patrick C. Flood, Sarah MacCurtain Claire Murphy, Nagarajan Ramamoorthy, Patrick C. Flood, Sarah MacCurtain 328–343
- 344–366 Work Experience, Work Stress and HRM at the University Liesbeth Adriaenssens, Peggy De Prins, Daniël Vloeberghs Liesbeth Adriaenssens, Peggy De Prins, Daniël Vloeberghs 344–366
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mrev management revue , Seite 307 - 327

Explaining Company-level Influences on Individual Career Choices: Evidence from Belgium

Autoren

Nele Soens Ans De Vos Dirk Buyens

DOI
- doi.org/10.5771/0935-9915-2006-3-307
- ISSN print: 0935-9915
- ISSN online: 1861-9908
Abstract

In the current career reality people not only make traditional career transitions such as entry into and exit from the labor market or upward in-company mobility, but also horizontal movements and transitions between employment and different social spheres such as household, care and leisure time. This broad perspective on career mobility that takes into account both traditional and new kinds of career steps is an important yet understudied area. Regarding the influences of making or not making a career transition, research has limited itself to individuals shaping their own career (i.e. micro level). Little research has examined the influence that organizations may exercise on the individual's career decision making process by means of their policies and practices (i.e. meso level). Drawing on Schmid's model of a transitional labor market (1998), this qualitative empirical research explores the factors at company level that individuals point to as obstructing or facilitating their career transitions. Results show that organizational policies and practices do play an important role in the individual's career trajectory as to whether or not he or she decides to undertake a transition. Implications for practitioners and policy makers are discussed.
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