Who's in charge? Graduates' attitudes to and experiences of career management and their relationship with organizational commitment

By J. Sturges, D. Guest, KateKenzie Mac Davey. 2000

160 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e74e0683555cb9cf1d10468bd2260fa070e64e71

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In Education

In Organizational Behavior and Human Resource Management

Citations in the corpus

HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia (2013, background): “Yeung and Berman (1997) stress that company performance is highly influenced by HR practices that can directly influence OC in employees.”
The organizational career: not dead but in need of redefinition (2013, background): “Studies of recent graduates, who it could be assumed would be likely to choose more flexible and mobile careers in keeping with the so-called Generation X and Generation Y work values (King 2003 ), have found that developing a career within a single organization is still highly valued and sought af”
Proactive career behaviours and career success during the early career (2009, methodology): “The behavioral component refers to the concrete actions undertaken by employees to realize their career goals (King, 2004; Noe, 1996; Sturges et al., 2000; 2002).”
The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes (2009, background): “both directly (Sturges et al., 2000) and indirectly through perceptions of psychological contract fulfilment (Sturges et al.”
Exploring types of career orientation: A latent class analysis approach (2009, result): “In line with these results, Pitcher and Purcell (1998) and Sturges, Guest, and Davey (2000) found that UK graduates still had very high expectations of organizational career management.”
Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects? (2004, background): “However, among a graduate sample in the UK, Sturges et al. (2000) found that career management is important during early career stages.”
Protean Attitude and Career Success: The Mediating Role of Self-Management. (2008, methodology): “…for feedback about one’s performance and competencies, and creating career opportunities through networking and actions aimed at enhancing one’s visibility (e.g. Claes & Ruiz-Quintanilla, 1998; King, 2004; Orpen, 1994; Seibert, Kraimer, & Crant, 2001; Sturges et al., 2000; Sturges et al., 2002).”