Purpose – Organizations profoundly create development paths of individual’s careers. Therefore, the purpose of this paper is to gain understanding about how organizational context (shaped by the complex relationship between trade union strength and HRM strength) influences the application of organizational career management (OCM) practices seen through the lens of the theory of cooperation and competition (Deutsch, 1949; Tjosvold, 1984). Design/methodology/approach – Inferential statistical analyses (Kruskal–Wallis and Mann–Whitney tests) were applied to test the CRANET survey data collected from 92 large-sized private-sector organizations within an EU country characterized by a medium to high-trade union density. Findings – Results offered consistent empirical evidence that a comprehensive set of OCM practices are applied differently across four distinctive modalities of the union-HRM relationship. Specifically, the “union-HRM synergy” relationship (high-HRM/high-unionization) has been recognized as the most promising for adopting such developmental practices, providing an evidence of complementarities between trade unions and HRM professionalism. Practical implications – The research suggests that synergistic collaboration between trade unions and HRM might provide employees with even more career development opportunities than when organizations pursue the asynchronous single-sided “Total HRM strategy.” Originality/value – This study rejuvenate a traditional career management research agenda by introducing a new theoretical lens for studying the interplay between trade unions and HRM and have put an emphasis on how their strength is related to the incidence of OCM practices.

中文翻译：

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组织职业管理实践

目的–组织深刻地创造了个人职业发展道路。因此，本文的目的是了解组织背景（由工会实力和人力资源管理实力之间的复杂关系所决定）如何影响通过合作与合作理论视角看到的组织职业生涯管理（OCM）实践的应用。竞赛（Deutsch，1949; Tjosvold，1984）。设计/方法/方法–应用推论统计分析（Kruskal–Wallis和Mann–Whitney检验）来测试从一个欧盟国家中以中高贸易联盟为特征的92个大型私营部门组织收集的CRANET调查数据密度。调查结果–结果提供了一致的经验证据，表明一套全面的OCM实践在工会-HRM关系的四种独特模式中应用不同。具体而言，“工会与人力资源管理的协同作用”关系（高人力资源管理/高度工会化）被认为是采用这种发展做法的最有希望的方法，这为工会与人力资源管理专业人员之间的互补性提供了证据。实际意义–研究表明，与组织追求异步单边“全面HRM战略”相比，工会与HRM之间的协同合作可能为员工提供更多的职业发展机会。