Quantitative Assessment of Career Growth of Chinese Army
Psychology and Behavioral Sciences
Volume 6, Issue 4, August 2017, Pages: 49-53
Received: May 31, 2017; Accepted: Jun. 13, 2017; Published: Jul. 13, 2017
Views 123      Downloads 4
Authors
Zhang Li, School of Management, Harbin Institution of Technology, Harbin, China
Zhao Ning, School of Management, Harbin Institution of Technology, Harbin, China
Chen Long, School of Management, Harbin Institution of Technology, Harbin, China
Zhang Zhen Duo, School of Management, Harbin Institution of Technology, Harbin, China
Article Tools
Follow on us
Abstract
This study proposed that career growth is a two-dimension construct including quantitative career growth and qualitative career growth. Quantitative career growth denoted the growth rate of job feature such as remuneration and promotion, and qualitative career growth denoted the value of the job changes in current organization. This study examined the two-dimension construct of career growth by collecting 1106 questionnaires in Chinese military institutions. The results supported the two-dimension model of career growth.
Keywords
Quantitative Career Growth, Qualitative Career Growth, Scale Development
To cite this article
Zhang Li, Zhao Ning, Chen Long, Zhang Zhen Duo, Quantitative Assessment of Career Growth of Chinese Army, Psychology and Behavioral Sciences. Vol. 6, No. 4, 2017, pp. 49-53. doi: 10.11648/j.pbs.20170604.11
Copyright
Copyright © 2017 Authors retain the copyright of this article.
This article is an open access article distributed under the Creative Commons Attribution License (http://creativecommons.org/licenses/by/4.0/) which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
References
[1]
Bennett, D., Roberts, L., Ananthram, S, Broughton, M, "What is required to develop career pathways for teaching academics," Higher Education, pp 1-16, 2017.
[2]
Tharenou, P, “Going up? Do traits and informal social processes predict advancing in management,” Academy of Management Journal, vol 44, pp. 1005-1017, 2001.
[3]
Nkereuwem E E, “Job performance attributions and career advancement prospects for women in the academic libraries,” Librarian Career Development, vol 4, pp. 18-24, 1996.
[4]
Weng, Q., Xi, Y., “A literature review of employees' career growth,” Forecasting, vol 6, pp.1-7, 2010.
[5]
Weng, Q., Xi, Y, “Career Growth Study: Scale development and validity test,” Management Review, vol 23, pp. 132-143, 2011.
[6]
Weng Q, McElroy J C, “Organizational career growth, affective occupational commitment and turnover intentions,” Journal of Vocational Behavior, vol 80, pp. 256-265, 2012.
[7]
Graen, G. B., Chun, H., Dharwadkar, R., Grewal, R., Wakabayashi, M, “Predicting speed of managerial advancement over 23 years using a parametric duration analysis: A test of early leader-member exchange, early job performance, early career success, and university prestige,” Best papers proceedings: Making global partnerships work association of Japanese business studies, pp. 75-89, 1997.
[8]
Weng, Q., Hu, B, “The structure of career growth and its impact on employees’ turnover intention”, Industrial Engineering and Management, vol 1, pp. 14-21, 2009.
[9]
Okumus, F., Karamustafa, K., Sariisik, M., Ulama, S, Turkay, O, “Career paths of hotel general managers in Turkey,” Asia Pacific Journal of Tourism Research, vol 21, pp 1214-1226, 2016.
[10]
Chen, J. Q., Hou, Z. J., Li, X., Lovelace, K. J., Liu, Y. L., Wang, Z. L, “The Role of Career Growth in Chinese New Employee’s Turnover Process,” Journal of Career Development, vol 43, pp 11-25, 2016.
[11]
McElroy, James C., Qingxiong Weng, “The connections between careers and organizations in the new career era: Questions answered, questions raised,” Journal of Career Development, vol 43, pp 3-10, 2016.
[12]
Bennett, Misty M., Terry A. Beehr, Lawrence R. Lepisto. "A Longitudinal Study of Work After Retirement: Examining Predictors of Bridge Employment, Continued Career Employment, and Retirement," The International Journal of Aging and Human Development, vol 83, pp 228-255, 2016.
[13]
Seibert, Scott E., Maria L. Kraimer, Peter A. Heslin, "Developing career resilience and adaptability," Organizational Dynamics, vol 3, pp 245-257, 2016.
[14]
Dickinson, J., Abrams, M. D., Tokar, D. M., “An examination of the applicability of Social Cognitive Career Theory for African American college students.” Journal of Career Assessment, vol 25, pp 75-92, 2017.
[15]
Collins, C. J., Smith, K. G, “Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms,” Academy of Management Journal, vol 49, pp. 544-560, 2006.
[16]
Latack J C, Dozier J B, “After the ax falls: job loss as a career transition”, Academy of Management Review, vol 11, pp.375-392, 1986.
ADDRESS
Science Publishing Group
548 FASHION AVENUE
NEW YORK, NY 10018
U.S.A.
Tel: (001)347-688-8931