Predicting Chinese human resource managers' strategic competence: Roles of identity, career variety, organizational support and career adaptability

Abstract

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Effects of Perceived Organizational Support on Objective and Subjective Career Success via Need Satisfaction: A Study Among French Psychologists

“…To develop a psychologist's career success, the organization must ensure and verify that the different forms of support can be expressed and are encouraged (Ballout, ; Guan & Jiang, ; Guan, Yang, Zhou, Tian, & Eves, ; Wei & Taormina, ). The fit between the professional's occupational demands and those of the organization influences personal satisfaction, organizational commitment, and performance (Coyle‐Shapiro & Kessler, ).…”

“…Another issue concerns organizational support for strategic human resource management, which could be incorporated as an important contextual factor. Guan et al () showed that when organizations value the strategic role of the human resource department, human resource managers will have more opportunities and resources to develop their strategic competence, and these positive effects will be stronger for managers with a high level of professional identification. Finally, it is important to recall that “the ultimate goal of the career is psychological success, the feeling of pride and personal accomplishment that comes from achieving one's most important goals in life, be they achievement, family happiness, inner peace, or something else” (Hall, , p. 8).…”

Acculturation orientations and Chinese student Sojourners' career adaptability: The roles of career exploration and cultural distance

“…Previous research has identified a series of indicators of career adaptivity, such as big-five personality (van Vianen, Klehe, Koen, & Dries, 2012;Zacher, 2014) and approach/avoidance traits (Guan et al, 2017a;, which significantly predicted individual differences in career adaptability. In addition, it has also been found that contextual factors such as parental behaviors (Guan et al, 2015b) and organizational support (Guan et al, 2016), also significantly predicted career adaptability.…”

Human Resource Business Partner Mode Transformation Practice in a Chinese State-Owned Company

“…From the lateral view, HPBP can be rotation between business groups to increase business acumen in different fields, also could be transfer to the COE HR within the HR center. Some restrictions to the business part also are suggested to be loosen if the senior BP get relative qualification to do real business, it's another way to realize the post matching [9].…”