To move or not to move?: The relationship between career management and preferred career moves

摘要

Purpose - The purpose of this paper is to explore professional employees' career move preferencesrnand the impact of both individual and organizational career management. Departing from theoreticalrnwork on the "new career", different types of career moves employees can make on the internal laborrnmarket are discussed and related to the literature on both organizational and individual careerrnmanagement.rnDesign/methodology/approach - To test the hypotheses, a cross-sectional survey of 472rnprofessional employees from one company is presented.rnFindings - The preferences for both vertical career moves and moves relating to job enrichment andrntemporary moves are significantly affected by individual career management, but not byrnorganizational career management practices. The preference for making lateral moves could not bernexplained by our antecedent variables.rnResearch limitations/implications - Future research should involve a larger sample ofrnorganizations in order to collect empirical data about the extent to which OCM practices impactrncareer preferences. Our results provide evidence for the relationship between individual careerrnmanagement and career move preferences and thereby adds to the literature on the "new career".rnPractical implications - This study has a number of practical implications that relate to the waysrnin which organizations can stimulate different career moves among their employees through thernenhancement of personal career initiatives.rnOriginality/value - The value of this paper is the contribution it makes to the career literature byrnrelating to different streams of research, about career mobility on the one hand and individual andrnorganizational career management on the other.