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EN
Purpose: This article aims to identify the relationship between a sustainable career pursued by individuals and human resource management as a structured set of functions and tasks that support organizations in achieving their goals. The considerations are theoretical and are assumed to be debatable. Design/methodology/approach: The author analyses the subject literature and - in the next part - tries to point out the relationship between theory and practice (utilizing some empirical results). Finally - formulate some practical suggestions for HRM activities. Findings: Success in creating sustainable careers of employees in an organization is only possible if there is two-way transmission of crucial information - closely characterized in article - as a basis for partnership in development. Originality/value: The results of the review can be based on strategic decision made by HR-managers in the field of individual development influencing the retention index.(original abstract)
Twórcy
autor
  • Cracow University of Economics
Bibliografia
  • 1. Cantrell, S.M., Smith, D. (2010). Workforce of One: Revolutionizing Talent Management Through Customization. Boston, MA: Harvard Business Press.
  • 2. Cappelli, P., Keller, J.R. (2014). Talent management: Conceptual approaches and practical challenges. Annual Review of Organizational Psychology and Organizational Behavior, Vol. 1, Iss. 1, pp. 305-331, doi: 10.1146/annurev-orgpsych-031413-091314.
  • 3. Casper, W.J., Harris, C.M. (2008). Work-life benefits and organizational attachment: Self-interest utility and signaling theory models. Journal of Vocational Behavior, Vol. 72, Iss. 1, pp. 95-109.
  • 4. De Filippi, R.J., Arthur, M. (1994). The boundaryless career: A competency-based perspective. Journal of Organizational Behavior, Vol. 15, Iss. 4, pp. 307-324.
  • 5. De Vos, A., Gielens, T. (2014). System level practices to facilitate sustainable careers. White paper for the European Network on Careers and AGE (Age, Generations, Experience), Trento, 4-5 November.
  • 6. Dyer, L., Schafer, R.A. (2003). Dynamic organizations: Achieving marketplace and organizational agility with people. In: R.D. Day, R.S. Peterson, E.A. Mannix (Eds.), Leading and Managing People in the Dynamic Organization (pp. 7-38), Mahvah, NY: Lawrence Erlbaum Associates.
  • 7. Gallup (2013). State of American Workplace: Employee engagement insights for US business leaders. Washington, DC: Gallup.
  • 8. Gautun, H., Hagen, K. (2010). How do middle-aged employees combine work with caring for elder parents? Community, Work & Family, No. 4, pp. 393-409, doi: 10.1080/ 13668800903360625.
  • 9. Greenhaus, J.H., Kossek, E.E. (2014). The contemporary career: A work-home perspective, Annual Review of Organizational Psychology and Organizational Behavior, Vol. 1, pp. 361-388, doi: 10.1146/annurev-orgpsych-031413-091324.
  • 10. Hall, D.T. (2002). Careers In and Out of Organizations. Thousand Oaks, CA: Sage Publications.
  • 11. Latzke, M., Schneidhofer, T., Pernkopf, K., Rohr, C., Mayrhofer, W. (2015). Relational career capital: towards a sustainable perspective. In: A. DeVos, B. Van der Heijden (Eds.), Handbook of Research on Sustainable Careers (pp. 50-66). Cheltenham UK: E.Elgar.
  • 12. Lawrence, B.S., Hall, D.T., Arthur, M.B. (2015). Sustainable Careers Then and Now. In: A. De Vos, B. Van der Hejiden, B. (Eds.). Handbook of Research on Sustainable Careers (pp. 432-449). Cheltenham, UK: Edward Elgar.
  • 13. Parker, S.K., Bindl, U.K., Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, Vol. 36, Iss.4, pp.827-856.
  • 14. Pocztowski, A. (Ed.) (2016). Zarządzanie talentami w organizacji. Warszawa: Wolters Kluwer.
  • 15. Rich, B.L., Lepine, J.A., Crawford, E.R. (2010). Job engagement: Antecendents and effects on job performance. Academy of Management Journal, Vol. 53, Iss. 3, pp. 617-635.
  • 16. Schein, E. (1978). Career Dynamics. Matching Individual and Organizational Needs. Reading, MA: Addison-Wesley.
  • 17. Van der Heijde, C.M., Van der Heijden, B.I.J.M. (2006). A competence-based and multidimensional operationalization and measurement of employability. Human Resource Management, Vol. 45, Iss. 3, pp. 449-476, doi: org/10.1002/hrm.20119
Typ dokumentu
Bibliografia
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Identyfikator YADDA
bwmeta1.element.ekon-element-000171664799

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