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Discerning career cultures at work
Organizational Dynamics ( IF 1.133 ) Pub Date : 2016-07-01 , DOI: 10.1016/j.orgdyn.2016.07.003
Douglas T. (Tim) Hall , Jeffrey Yip

Cecilia, a recent MBA graduate and first-year associate in a major consulting firm, was on a Thursday evening plane trip, returning home, reflecting on whether her current company was the right place for her. Even though the company was successful financially and an industry leader, she was beginning to realize after working on several projects that she was contemplating many questions about how good the personal and cultural fit would be for her. ‘‘How do I know if the people here are really ‘my kind’ of people?’’ ‘‘How can I tell if the firm’s values and expectations of employees, especially junior employees, are compatible with the way I want to be at work?’’ ‘‘How can I develop and thrive here?’’ These are questions that new employees, as well as prospective hires, often have but may hesitate to ask. Rather, people often look for career signals that communicate expectations about valued career outcomes and plausible career pathways within their organization. These signals can be found in organizational career policies, compensation practices, cultural artifacts, and practices that communicate career priorities within the organization. These sources of information are all part of an organization’s career culture — the shared norms, assumptions, and artifacts that shape the meaning of careers within the organization. How could Cecilia use these signals to discern the nature of an organization’s career culture? In this paper, will address this question. First, we will describe elements of an organization’s career culture and a framework for understanding and assessing career cultures. In addition, we discuss the role of organizational career signals as a way of understanding how career cultures can influence individual career motivations, decisions, and behaviors. We examine the prevalence of mixed career signals in organizations and what effects they can have on the organization’s members. Hopefully, we will provide some assistance to Cecilia as she attempts to discern

中文翻译:

在工作中辨别职业文化

塞西莉亚 (Cecilia) 刚毕业并在一家大型咨询公司担任一年级助理,周四晚上乘飞机回国,思考她现在的公司是否适合她。尽管该公司在财务上取得了成功并且是行业领导者,但在完成了几个项目后,她开始意识到她正在考虑许多关于个人和文化适合她的问题。''我怎么知道这里的人是否真的是'我喜欢的人'?''''我如何判断公司的价值观和对员工,尤其是初级员工的期望,是否与我想要的方式相一致工作?'' ''我怎样才能在这里发展和茁壮成长?'' 这些是新员工和潜在员工经常遇到但可能会犹豫要问的问题。相当,人们经常寻找职业信号,以传达对组织内有价值的职业成果和可能的职业道路的期望。这些信号可以在组织职业政策、薪酬实践、文化产物和组织内传达职业优先级的实践中找到。这些信息来源都是组织职业文化的一部分——共同的规范、假设和塑造组织内职业意义的人工制品。Cecilia 如何使用这些信号来辨别组织职业文化的性质?在本文中,将解决这个问题。首先,我们将描述组织职业文化的要素以及理解和评估职业文化的框架。此外,我们讨论了组织职业信号的作用,作为理解职业文化如何影响个人职业动机、决策和行为的一种方式。我们研究了组织中混合职业信号的普遍性以及它们对组织成员的影响。希望我们能为 Cecilia 提供一些帮助,因为她试图辨别
更新日期:2016-07-01
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