Fostering networking behavior, career planning and optimism, and subjective career success: An intervention study

Spurk, Daniel; Kauffeld, Simone; Barthauer, Luisa; Heinemann, Nora S.R.

doi:10.1016/j.jvb.2014.12.007

Cited by 146 publications

(114 citation statements)

References 31 publications

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“…The aim of employee trainings is to enhance their knowledge and improve skills and abilities in order to meet current tasks and to use future opportunities [64]. According to present research studies [67][68][69][70][71][72][73][74][75][76][77][78][79], the requirements and expectations for working environment of employees with higher education as well as their persistence, rationality, and thinking are higher, therefore it is difficult to motivate them to achieve the required performance of the company.…”

Section: Introduction and Theoretical Backgroundmentioning

confidence: 89%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their implementation in practice are important for improving the work performance and reaching business goals. Pearson’s chi-square test is used to test correlation between the motivation factors relating to career aspiration and education. Following the research results, the fact that there is dependence between the motivation factors relating to career aspiration and completed education can be stated. The motivation factors relating to career aspiration are important, even very important for highly educated employees and employees with upper secondary education. Following the research results, the fact that the requirements and expectations relating to career aspiration are more demanding when the education completed by employees is higher is confirmed.

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Section: Introduction and Theoretical Backgroundmentioning

confidence: 89%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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“…Although the common maxim, "it's not what you know, it's who you know" can be true [32], the knowing-who competency has been shown to have little impact on career success [7], [30]. This contradiction could be due to the type of networking, as supervisor-focused networking (i.e.…”

Section: Discussionmentioning

confidence: 99%

Comparison of Career Success Competencies and Engineering Leadership Capabilities

Paul

Falls

2015

PCEEA

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“…Grundsätzlich scheint ein Karrierecoaching geeignet zu sein, positive Erwartungen für die eigene berufliche Entwicklung zu wecken und zu fördern (vgl. Spurk et al 2015). Die Integration von Interventionen der Positiven Psychologie (z.…”

Section: Praktische Ansätze Zur Förderung Von Karriereoptimismusunclassified

“…Die Frage danach, welche (positiven) Effekte die Klienten eines Karrierecoachs berichten, beantworten Einzelstudien, die z. B. eine Erhöhung der (beruflichen) Selbstwirksamkeit (Triebel 2009) und eine Zunahme an Aktivität beim Aufbau und der Pflege des berufsbezogenen sozialen Netzwerks durch Karrierecoaching belegen (Spurk et al 2015). Auch die fortschreitende zuversichtliche Einschätzung der Annäherung an die für das Coaching formulierten Ziele kann als nachgewiesen angesehen werden (z.…”

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Career coaching—Promoting and measuring career optimism

Ebner

2020

Organisationsberat Superv Coach

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Zusammenfassung Karrierecoaching ist ein Coachingformat, das sich steigender Nachfrage erfreut. Trotz ihrer praktischen Bedeutsamkeit ist diese Dienstleistung aber inhaltlich unscharf definiert und ihre Wirkung empirisch schwach belegt. Der Beitrag begegnet diesem Mangel, indem Karriereoptimismus als Arbeitsziel im Karrierecoaching eingeführt wird. Karriereoptimismus wird als Sonderform situativen Optimismus vorgestellt und in der empirischen Befundlage zum Karrierecoaching verortet. Die positive Wirkung von Karriereoptimismus für die Laufbahn wird erörtert, und praktische Hinweise zur Förderung von Karriereoptimismus im Karrierecoaching werden gegeben.

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Fostering networking behavior, career planning and optimism, and subjective career success: An intervention study

Cited by 146 publications

References 31 publications

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Comparison of Career Success Competencies and Engineering Leadership Capabilities

Career coaching—Promoting and measuring career optimism

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