Purpose: The purpose of this study is to examine the effects of difficult and specific career visions on job satisfaction and turnover intentions seven years after students reported their visions. Design/methodology/approach: Data for this study were collected in two waves, seven years apart, from the same cohort. At time 1 the career visions of…

Purpose: The purpose of this paper is to examine the moderating role of mentoring on the relationships between perceived organizational support, supervisor support, and job fit on turnover intentions. Design/methodology/approach: The paper explains the topics, provides background and discussion of the main concepts. The study uses regression…

Purpose: The purpose of this paper is to examine the prevalence of repatriate support practices in organizations within the context of the current literature in this field of study. Design/methodology/approach: A total of 42 firms employing 3,234 expatriates were surveyed regarding human resource practices that support repatriation. Analysis…

Purpose: This paper aims to understand women's careers better in order to help organizations make changes to increase female retention. Two specific questions are addressed: Are women adopting a protean career orientation by becoming career self-agents?; and Are women's career decisions guided by the kaleidoscope values of challenge, balance, and…

Purpose: This study aims to investigate how various aspects of intraorganizational career advancement--current career attainments, recent pace of upward mobility, and future prospect of career advancement--affect voluntary turnover, drawing empirical evidence from a multinational corporation (MNC) in Taiwan's cultural and labor market environment.…

Presents a strategic model for career motivation based on component dimensions of self-identity, self-insight, and career resilience. Identifies these elements as part of the greater construct of career commitment. (SK)

Responses from 174 British public libraries revealed great variation in staff recruitment and retention. Those with career development initiatives were twice as likely to be recruiting actively. A significant relationship appeared between retention and ongoing career development. Recruiting now emphasizes specific qualities, skills, and abilities…

An Irish bank's program for entry-level college-educated workers involved short-term training and long-term development activities, structured on-the-job training, personal development planning, peer learning groups, and learning logs. Retention increased 12%; 24% of these workers were promoted to management. The program was highly cost effective.…

Free internal labor markets allowing internal mobility aid in retaining employees. To design effective internal markets requires understanding potential conflicts of interest, designing processes to resolve them, communicating with employees, and alleviating their concerns. (Contains 15 references.) (SK)

Purpose: The purpose of this paper is to explore the factors that might lead an individual to pursue part-time (PT) employment. Design/methodology/approach: The paper hypothesized that employees have very different motivations for PT working, and that these motivations will affect their work experiences. The paper builds on recent research…

Interviews with 26 information technology professionals in British Columbia government indicated that all wanted to feel their input was valued and to make a difference. They wanted management and leadership skill training and opportunities for advancement. The unstable environment of the government workplace made retention a challenge. (Contains…

Purpose: The study seeks to examine how a short intervention, aimed at enhancing occupational choice skills, influences turnover during the early stages of organizational membership. It seeks to explore two theoretical rationales for this effect: social exchange and self-determination. Design/methodology/approach: The study is a "constructive…