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Organizational versus Individual Responsibility for Career Management: Complements or Substitutes?

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  • A. DE VOS
  • K. DEWETTINCK
  • D. BUYENS

Abstract

This paper explores the relationship between organizational career management and career self-management and addresses their impact on employee outcomes. The results of a study among employees and linemanagers are presented, which partly support our hypotheses. The interaction between organizational and individual career management in explaining employee outcomes is discussed.

Suggested Citation

  • A. De Vos & K. Dewettinck & D. Buyens, 2006. "Organizational versus Individual Responsibility for Career Management: Complements or Substitutes?," Working Papers of Faculty of Economics and Business Administration, Ghent University, Belgium 06/373, Ghent University, Faculty of Economics and Business Administration.
    • Handle: RePEc:rug:rugwps:06/373
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    File URL: http://wps-feb.ugent.be/Papers/wp_06_373.pdf
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    Cited by:

    1. Esther Villajos & Núria Tordera & José M. Peiró, 2019. "Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The Mediating Role of Idiosyncratic Deals for Sustainable Human Resource Management," Sustainability, MDPI, vol. 11(24), pages 1-20, December.

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