The purpose of this paper is to examine the relevancy of traditional managerial role frameworks as perceived by practicing managers, and to identify emerging role requirements or skills required for career success.,A mixed-methods approach was conducted including survey research, empirical analysis and semi-structured consensual qualitative research interviews with 259 managers from 200 organizations.,This study demonstrates a widening gap between entrenched organization role constructs and emerging practice-driven role skills. The empirical analysis indicated little to moderate relevancy of traditional role constructs by practicing managers while follow-up interviews revealed new role requirements driven by contemporary market realities and changing managerial motivations. The findings suggest that inclusion of new practice-driven role requirements or skills are likely to be mutually beneficial and influence career success.,The findings may limit the ability to generalize without further comparative analysis in similar/dissimilar economies.,Individuals will benefit by the inclusion of revised role requirements and policies that are designed to support employee-driven needs and “employability” skills that are more consistent with a careerist orientation. The organization will also benefit by having a more highly skilled workforce in key areas of competitive advantage including networking, innovation and opportunity identification.,The value of this examination is twofold. First, it extends the understanding of the diminishing relevancy of traditional managerial roles within a context of major global and social transformation. Second, it underscores the growing importance of “employability” skill sets and capabilities for managerial career aspirants facing new market realities.

中文翻译：

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为执业经理提供角色背景更改和可行的职业知识

本文的目的是研究实践管理者认为的传统管理角色框架的相关性，并确定新兴的角色要求或职业成功所需的技能。进行了一种混合方法，包括调查研究，实证分析和半成品对200个组织的259位经理进行结构化的共识性定性研究访谈。该研究表明，根深蒂固的组织角色构造与新兴的实践驱动型角色技能之间的差距越来越大。实证分析表明，通过实践管理者，与传统角色结构的关联性几乎没有中等程度，而后续访谈则揭示了由当代市场现实和不断变化的管理动机驱动的新角色需求。研究结果表明，将新的，以实践为导向的角色要求或技能包括在内可能会互惠互利，并影响职业成功。研究结果可能会限制在没有相似/不同经济体的情况下无需进一步比较分析的概括能力。包括修订后的角色要求和政策，旨在支持员工驱动的需求和与职业导向更一致的“可就业性”技能。该组织还将通过在竞争优势的关键领域（包括网络，创新和机会识别）拥有一支更高技能的员工队伍而受益。此次考试的价值是双重的。第一，在重大的全球和社会变革的背景下，它扩展了对传统管理角色逐渐减少的相关性的理解。其次，它强调了“可就业性”技能和能力对于面临新市场现实的管理职业求职者的重要性日益增加。