Mobility Strategies and Career Outcomes: A Longitudinal Study of MBAs

Work Values and Their Effect on Work Behavior and Work Outcomes in Female and Male Managers

“…Such behavior might be related to upward striving (achievement motivation) and desire to better one's position (power motivation). Some of our earlier work with this sample of MBAs did show that those with more frequent moves had greater salary increases than those who moved less often (Murrell, Frieze, & Olson, 1996). Both of these associations between work values and work behavior were expected to exist for both female and male managers.…”

The impact of job embeddedness on innovation‐related behaviors

“…In fact, high job embeddedness almost Human Resource Management DOI: 10.1002/hrm inevitably leads to less external job mobility (Halbesleben & Wheeler, 2008;Harman et al, 2009;Mallol et al, 2007;Mitchell et al, 2001). Because the literature on career success has repeatedly demonstrated the importance of external job mobility in accelerating career advancement (Brett & Stroh, 1997;Dreher & Cox, 2000;Lam & Dreher, 2004;Murrell, Frieze, & Olson, 1996), job embeddedness is not so likely to motivate as much innovationrelated behavior on the part of employees in the early stages of their careers.…”

The relationships among professional competence, job satisfaction and career development confidence for chefs in Taiwan

“…Research into the career decisions of hospitality graduates has generally focused on choice of educational major, occupation, career field, or vocation (Germeijs and Verschueren, 2007), while real-world employee career decisions generally involve selection of career objective, initial career entry, mobility decisions, relocations, and other inter-role transitions (Murrell et al, 1996). Additionally, both job and career satisfaction relate to global life satisfaction (Ho, 2001;Lounsbury et al, 2004).…”