Vliv kariérového přechodu na kariérní úspěch zaměstnance
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2013-12
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Mark
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Vysoké učení technické v Brně, Fakulta podnikatelská
Abstract
Purpose of the article: The career has in the 21st century new direction. The classic career ladder has no more
importance. This new career direction brings new perception of career success. So it has to be identified career
success factors.
Methods: It was conducted quantitative research; data were collected by questionnaires for employees who
made a career transition in the last five years. The data were processed with MS Excel and Statistics. Data
were purified, and characterized with descriptive statistics. To identify factors it was performed factor analysis
using PCA with Varimax factors rotation. Relationships between variables were tested by analysis of variance
and t-tests.
Scientific aim is to prove the career transition effect on employees’ career success and characterize these
effects of variable type of career transition.
Findings: It was proved the detention between mobility type and type of career transition. Employees, who
are transferred within a company, are changing job usually upward, while the transition between companies
is mostly to jobs unrelated to last job position. Furthermore it was identified three factors of career success,
one subjective and 2 objective. It was statistically confirm the influence of career transition type on subjective
career success and impact of mobility type on the objective career success.
Conclusions: Results indicate that the greatest satisfaction brings career transition up the career ladder,
while transition into unrelated jobs (decisions under risk) leads to dissatisfaction increase. We can say that
employees who remain in company feel usually „happier“ and although they may feel relatively unhappy,
cannot suffer the disappointment in expectations. Career transition affects career success in a predictable
direction. So companies can prepare to provide certainty and stability in familiar situations, as they have to
anchor employees in the company and work group if they come for unrelated job position or environment.
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Trendy ekonomiky a managementu. 2013, VII, č. 16, s. 41-48. ISSN 1802-8527.
http://www.fbm.vutbr.cz/cs/fakulta/vedecky-casopis/aktualni-cislo/1885-trendy-ekonomiky-a-managementu-cislo-16-rocnik-vii
http://www.fbm.vutbr.cz/cs/fakulta/vedecky-casopis/aktualni-cislo/1885-trendy-ekonomiky-a-managementu-cislo-16-rocnik-vii
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cs
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© Vysoké učení technické v Brně, Fakulta podnikatelská