The career of the technical professional: a look at the career path and reward system in technical polish companies

Roberts, Tom; Wermus, Marek; Gibson, Matthew; Gober, Wayne

doi:10.1109/hicss.2003.1174737

Cited by 3 publications

(3 citation statements)

References 30 publications

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“…Managing the careers of R&D professionals is becoming more complex due to several reasons:R&D professionals are associated with multi‐faceted tasks that have resulted in diversity in their career path preferences such as technical, managerial, project‐to‐project and entrepreneurial paths (Petroni, 2000; Ferrary, 2008);the emergence of the concept of protean career in which the entire responsibility of career management is more on the individuals rather than the organizations, in line with the other emerging concepts of intelligent careers and post‐corporate careers (Baruch, 2004);the identification of new terms of career aspirations that show the dynamic interactions between science, the organization and the individual, namely, the impassioned scientist, the strategic opportunist, the balanced scientist, and the organizational careerist (Mallon et al , 2005); andfast technological advancement that leads to complexity in R&D professionals' roles and reward systems associated with innovations (Roberts et al , 2003). Thus R&D professionals have various views about their career options and career aspirations.…”

Section: Introductionmentioning

confidence: 92%

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Career aspirations of Malaysian research and development professionals in the knowledge economy

Ismail

Ramly

2011

Journal of European Industrial Training

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Purpose: This paper seeks to compare the influence of self-efficacy, organizational socialization and continuous improvement (CI) practices on the career aspirations of research and development (R&D) professionals in government research institutes (GRIs) and multinational corporations (MNCs) in Malaysia. R&D professionals in this study refer to a specific group of knowledge workers. Design/methodology/approach: Social cognitive career theory (SCCT) was used as this study's theoretical framework. The study involved 164 respondents from GRIs and 120 respondents from MNCs in Malaysia. Descriptive statistics and inferential multiple linear regressions were used to analyse the data. Findings: Self-efficacy and organizational socialization were found to differ significantly in terms of their levels, and CI practices and career aspirations were not found to be significantly different between the two groups of respondents. Regression results showed MNCs reported higher explanatory power compared to that of the GRIs in terms of the variance in career aspirations. Research limitations/implications: The insights generated about the factors affecting career aspirations are based on three independent variables, namely: self-efficacy, organizational socialization and CI practices that are most suitable for a R&D environment. Practical implications: This study confirms the relevance of CI practices in the existing model of SCCT because it represents the organizational variables. HRD practitioners in both types of organizations should consider changing the work practices of R&D professionals by strengthening the quality improvement procedures because they affect the professionals' career aspirations. Originality/value: Incorporating CI practices into the SCCT model is believed to be a contribution of this study to the theory.

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Section: Introductionmentioning

confidence: 92%

“…fast technological advancement that leads to complexity in R&D professionals' roles and reward systems associated with innovations (Roberts et al , 2003).…”

Section: Introductionmentioning

confidence: 99%

Career aspirations of Malaysian research and development professionals in the knowledge economy

Ismail

Ramly

2011

Journal of European Industrial Training

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“…The implementation of TVET is expected to produce a more skilled national workforce to enhance Malaysia's economic growth (Minghat and Yasin, 2010). According to Roberts et al (2003), with the rapid development of new and more complex technologies, the role of technical professionals has become vitally important. Second, TVET serves as a viable alternative pathway for school leavers and underachievers to realize their full potential and to establish stable and significant career pathways.…”

Section: Introductionmentioning

confidence: 99%

Exploring career success of late bloomers from the TVET background

Omar

Krauss

Sail

et al. 2011

Education + Training

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PurposeThe purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of technical and vocational education and training (TVET) “late bloomers” working in Malaysia.Design/methodology/approachIncorporating a mixed method design, the authors quantitatively surveyed 86 TVET graduates from two multinational companies, followed by in‐depth qualitative interviews with five high‐performing “late bloomer” TVET graduates.FindingsQuantitative results indicate that the respondents progressed in their careers both in terms of salary and promotions, while most were satisfied with their careers and felt that they were internally and externally marketable. Qualitative findings indicate that the success of the late bloomers was the result of a perceived good fit between an individual's strengths and the organization's ability to compensate, motivate and support the individuals in their career progression.Research limitations/implicationsThe limited sample size employed can only provide initial insights into career success levels and contributing factors of career success. The results may spur larger scale research on career success of TVET graduates in Malaysia and the neighbouring region.Practical implicationsThe paper provides important initial findings on the technical and vocational career line as an alternative pathway for Malaysian youth, particularly school leavers and underachievers, to achieve career success and enhanced social inclusion through higher salaries, job status and educational attainment.Originality/valueThe paper highlights the unexplored potential of career success as a facilitator of educational attainment and social inclusion, rather than the traditional path of educational attainment first, followed by career success.

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Carreer Aspirations of R&D Professionals in Government Research Institutes and Multinational Corporations in Malaysia

Ismail

Ramly

2010

OMEE

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The research compares the influence of self-efficacy, organizational socialization and continuous improvement practices on career aspirations of research and development (R&D) professionals of government research institutes (GRIs) and multinational corporations (MNCs) in Malaysia. This study used Social Cognitive Career Theory (SCCT) to examine the influence of the selected variables on career aspirations of the R&D professionals. Data were collected from 164 respondents from GRIs and 120 respondents from MNCs in the country. The data were analyzed using descriptive statistics and multiple linear regressions. The two groups differed significantly in terms of their levels of self-efficacy and organizational socialization, and were not significantly different in continuous improvement practices and career aspirations. Self-efficacy and organizational socialization levels of R&D professionals in GRIs were found to be slightly higher than those of MNCs. Regression results showed MNCs reported higher explanatory power compared to that of the GRIs in terms of variance in career aspiration. This study suggests that continuous improvement practices and self-efficacy are relevant to the model of SCCT. Managers and human resource development (HRD) practitioners in both types of organizations need to restructure the work practices of R&D professionals by strengthening the quality improvement work procedures and cognitive-behaviour initiatives.

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The career of the technical professional: a look at the career path and reward system in technical polish companies

Cited by 3 publications

References 30 publications

Career aspirations of Malaysian research and development professionals in the knowledge economy

Career aspirations of Malaysian research and development professionals in the knowledge economy

Exploring career success of late bloomers from the TVET background

Carreer Aspirations of R&D Professionals in Government Research Institutes and Multinational Corporations in Malaysia

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