What Tomorrow Brings? Examining a Model of Antecedents of Career Expectations

Abstract

Purpose: Analyze if the perceptions about policies and practices on human resources management (HRM), well-being at work and expectations of organizational future act as antecedents of career expectations in the organization. Originality/gap/relevance/implications: The question "What will my future be in this organization?" is a relevant part of working life. Thus, it is important to assess which variables influence future career expectations. Based on theoretical contributions and previous surveys about career, well-being and HRM, the model tested coordinates variables that are analyzed in isolate by literature. Key methodological aspects: In this quantitative survey, 305 professionals from a government agency completed an e-questionnaire with scales validated in Brazil. Data were analyzed through structural equations models. Summary of key results: The effects of well-being at work and expected future in the organization on the career expectations were positive and moderate, in the first case, and strong in the second case. The effect of perceptions of HR policies and practices on career expectations was completely mediated by well-being at work and expectations of organizational future. Key considerations/conclusions: Results support the relations theoretically conceived or found in previous qualitative surveys. In practical terms, data suggest that improving HR policies and practices can increase well-being at work and expectations of organizational future and, finally, foster positive career expectations in the organization. Considering that the research was limited to one organization, future investigations should analyze the model in other organizations.

Expectations do not always hurt! Tying organizational career expectations to employment mode

“…By taking an unorthodox perspective, this study focused on the career expectations of employees in post-entry stage rather than the much emphasized pre-entry-stage analysis (Liu et al , 2019). Further, based on the arguments of Vasconcellos and Neiva (2016) regarding the need to examine antecedents of career expectations, this study shed light on employees’ expectations regarding the provision of career management opportunities by their employers across various modes of employment as their precursor.…”

“…To have a better understanding of the career dynamics of today’s vigorous work environment, need to comprehend the contextual factors forming career expectations is significant (Greenhaus et al , 2019). Vasconcellos and Neiva (2016) argued that the antecedents of career expectations still lack identification, also career expectations are not adequately studied as a dependent variable till date. Verbruggen et al (2007) highlighted the importance of linking career needs to career management practices in organizations.…”

“…By addressing the above-stated question, the present study aims to contribute in career management literature in three ways. First, it has drawn the attention toward examining career expectations as a dependent variable in relation to identification of career modes based on uniqueness and strategic value of human capital as its precursors (Greenhaus et al , 2019; Vasconcellos and Neiva, 2016). In this way, an unorthodox stance of SHRM is incorporated in career management studies (Lepak and Snell, 1999, 2002).…”