Further Reading on Career Management
The list of further reading includes the highly visible or recent research on organizational career management and support. The intention of this list is to provide you with actionable evidence-based research about which OCM practices work for individuals and organizations, making it easier for you to understand your employees’ perspective on careers and thus engage in more informed conversations with them.
The paper by Ng et al. (2005) provides the most comprehensive meta-analysis to date about predictors of objective (i.e., salary, promotion) and subjective (i.e, career satisfaction) career success. It directly compares factors such as human capital (e.g., education level), organizational sponsorship, sociodemographic status (e.g., gender), and stable individual differences (e.g., personality) and their effects on individual career success.
Bagdadli, S., & Gianecchini, M. (2019) provide a recent comprehensive meta-review on organizational career management practices. In particular, the summarize extant empirical work and categorize OCM practices into 7 clusters: training, international assignment, developmental assignment, assessment and development centre, performance appraisal, mentoring, and networking; and show how they relate to individual objective career success (e.g., promotion, raise). For practitioner the reading is helpful to make sense and to systemize your initiatives.
Finally, De Vos & Cambré (2017) make a step further and show how you should combine four career-related sets of organizational practices (supportive and developmental practices, development I-deals, individual responsibility, and consensus) to achieve higher organizational performance. They discuss optimal and most prevalent configurations of OCM practices.
