All Stories

  1. Careers and labor-market stability vs. dynamisms: Using big-data to optimize career trajectories for better outcomes
  2. Navigating sustainable careers: A conceptual framework on subjective person-career fit dynamics
  3. On the road to legitimacy with anti‐corruption practices. An empirical study of French SMEs
  4. Becoming a University President: An Accidental Meritocratic Career Trajectory
  5. Impediments to progress toward discrimination-free workplaces: the overlooked causes of gender-based discrimination in the Pakistan and UK contexts
  6. Interactive effects of AI awareness and change-oriented leadership on employee-AI collaboration: The role of approach and avoidance motivation
  7. A Career Ecosystem Perspective on Societal and Organizational Characteristics and Careers to the Top in Higher Education
  8. The shape of careers in the future workplace: extreme scenarios and their prospect impact
  9. Career success and geographical location: A systematic review and future research agenda
  10. Editorial Introduction: Spirituality at the Workplace and Career Sustainability
  11. Cyborging HRM theory: from evolution to revolution – the challenges and trajectories of AI for the future role of HRM
  12. Introducing a sustainable career ecosystem: Theoretical perspectives, conceptualization, and future research agenda
  13. Extending the boundaries of academic entrepreneurship: demonstrating the instrumentality of new logics for addressing social inclusion
  14. Developing new understanding of how global talent flow impact individual and firm performance by using big data
  15. HARKing can be good for science: Why, when, and how c/should we Hypothesizing After Results are Known or Proposing research questions After Results are Known
  16. Negative impression management: the troublemaker as trouble seeker
  17. The impact of trust in AI on career sustainability: The role of employee–AI collaboration and protean career orientation
  18. University’s shared vision for research and teaching: an international comparative study
  19. A Sustainable Career Ecosystem Perspective of Talent Flow and Acquisition
  20. Construction and operationalisation of an Employability Capital Growth Model (ECGM) via a systematic literature review (2016–2022)
  21. (Re)thinking transcription strategies: Current challenges and future research directions
  22. Organizational career systems
  23. The impact of discretionary HR practices on knowledge sharing and intention to quit – a three-wave study on the role of career satisfaction, organizational identification, and work engagement
  24. Consequences of corruption: determinants of public servants’ job satisfaction and performance
  25. Yehuda Baruch Discusses Mixed-Methods Research
  26. Technological transformation and human resource development of early career talent: Insights from accounting, banking, and finance
  27. Academic independent directors in China: factors influencing career decision-making
  28. Chance events in managers' careers: Positive and negative events, their expected and unexpected outcomes
  29. Quid pro quo? The future for graduate development programmes through the lens of talent management
  30. Macro Factors and Career Success: A Systematic Review and Future Research Agenda
  31. Drivers of career success among the visually impaired: Improving career inclusivity and sustainability in a career ecosystem
  32. Dual nature of the relationship between corporate social responsibility and human resource management: A blessing or a curse?
  33. Becoming top global chef: what does it take to become a highly successful entrepreneurial careerist?
  34. Survey response rates: Trends and a validity assessment framework
  35. The why, what and how of career research: a review and recommendations for future study
  36. The dynamics of diplomatic careers: The shift from traditional to contemporary careers
  37. Human Capital resource as cost or investment: A market-based analysis
  38. The university-to-work transition: responses of universities and organizations to the COVID-19 pandemic
  39. Abuse and Exploitation of Doctoral Students: A Conceptual Model for Traversing a Long and Winding Road to Academia
  40. Constructs in careers research: an overview of the multiple constructs and challenges in the careers domain
  41. Influences of artificial intelligence (AI) awareness on career competency and job burnout
  42. Are half of the published papers in top-management-journals never cited? Refuting the myth and examining the reason for its creation
  43. The impact of high-performance human resource practices on the research performance and career success of academics in Saudi Arabia
  44. The moderating role of a city’s institutional capital and people’s migration status on career success in China
  45. Cultural and generational predictors of learning goal orientation: A multilevel analysis of managers across 20 countries
  46. Factors Related to Knowledge Creation and Career Outcomes in French Academia
  47. The changing nature of academic careers in management education in Western societies
  48. Time, Space, Confucianism and Careers: A Contextualized Review of Careers Research in China – Current Knowledge and Future Research Agenda
  49. Tying the Acquirer's Human Resource Management Quality to Cross‐Border Acquisition Divestment Probability: Curvilinear Connection with Slacklining
  50. Striving for sustainable graduate careers
  51. Career dynamics in India
  52. Deep Uncertainty Effects on Managerial Perceptions: The Case of UK Firms in the Context of Brexit
  53. On the way to self-employment: the dynamics of career mobility
  54. Careers of PhD graduates: The role of chance events and how to manage them
  55. Baby boomers at the cusp of their academic career: Storming ahead, Hanging on, or Calling it a day
  56. Mapping the Journal of Vocational Behavior: A 23-year review
  57. Integrating Psychological Contracts and Ecosystems in Career Studies and Management
  58. Students’ perceptions of education and employability
  59. HR as Cost or Investment: The Distinction Between Short- vs. Long-Term Focus of Firm Valuation
  60. Le chaînon manquant – l’équité comme déterminant ultime de la rentabilité des services ?!
  61. The missing link: Fairness as the ultimate determinant of service profitability?!
  62. The undergraduate self-perception of employability: human capital, careers advice, and career ownership
  63. Feedback Loops as Dynamic Processes of Organizational Knowledge Creation
  64. Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel
  65. Deviant Behavior in a Moderated-Mediation Framework of Incentives, Organizational Justice Perception, and Reward Expectancy
  66. Work resources and civic engagement: Benefits to employee physical and mental health
  67. Swearing at work: the mixed outcomes of profanity
  68. A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis
  69. Global careers in the Arabian Gulf: Understanding motives for self-initiated expatriates
  70. Homophily in Human Resource Management Publishing
  71. Boundaryless and Protean Career Orientation: A Multitude of Pathways to Graduate Employability
  72. The Effect of Team Affective Tone on Team Performance: The Roles of Team Identification and Team Cooperation
  73. Guest Editors’ Introduction: CEOs’ Careers: Emerging Trends and Future Directions
  74. Hitting your preferred target: positioning papers for different types of journals
  75. The moderating effects of single vs multiple-grounds of perceived-discrimination on work-attitudes
  76. Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation
  77. Second Careers
  78. Managing managerial careers
  79. Career and work attitudes of blue-collar workers, and the impact of a natural disaster chance event on the relationships between intention to quit and actual quit behaviour
  80. Team learning: The missing construct from a cross-cultural examination of higher education
  81. Team performance in cross cultural project teams
  82. Is this your cultural place or mine?
  83. Organizational and labor markets as career ecosystem
  84. The career impact of management education from an average-ranked university
  85. A Fresh Look at the Dark Side of Contemporary Careers: Toward a Realistic Discourse
  86. The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects
  87. How Global Are Boundaryless Careers and How Boundaryless Are Global Careers? Challenges and a Theoretical Perspective
  88. Global career challenges for women crossing international borders
  89. Career studies in search of theory: the rise and rise of concepts
  90. Career Development: Multilevel Perspective
  91. Toward a taxonomy of career studies through bibliometric visualization
  92. International graduate students' perceptions and interest in international careers
  93. Managing academic careers: global perspectives
  94. Work attitudes, career success and health: Evidence from China
  95. Professional vitality and career success: Mediation, age and outcomes
  96. Perceived organizational support and organizational identification: joint moderating effects of employee exchange ideology and employee investment
  97. Retirement in a global labour market: a call for abolishing the fixed retirement age
  98. The development and validation of a measure for protean career orientation
  99. Modeling team knowledge sharing and team flexibility: The role of within-team competition
  100. Career Exploration and Perceived Employability within an Emerging Economy Context
  101. Contemporary career concepts and their fit for the Arabian Gulf context
  102. Artifacts and Organizations
  103. Exploring international work: types and dimensions of global careers
  104. Careers in academe: the academic labour market as an eco‐system
  105. Careers Without Borders
  106. Open Access - the Wrong Response to a Complex Question: The Case of the Finch Report
  107. Global Self-Initiated Corporate Careerists: What Drives Them and Implications for HRM
  108. Managing HR in the Middle East: Challenges in the Public Sector
  109. Predicting MBA graduates’ donation behaviour to their alma mater
  110. Navigating the impact-innovation double hurdle: The case of a climate change research fund
  111. All for one, one for all: Coopetition and virtual team performance
  112. Career attitudes and success of managers: the impact of chance event, protean, and traditional careers
  113. Global self‐initiated corporate expatriate careers: a new era in international assignments?
  114. Learning organizations in higher education: An empirical evaluation within an international context
  115. Corporate Social Responsibility and Team Performance: The Mediating Role of Team Efficacy and Team Self-Esteem
  116. The positive wellbeing aspects of workaholism in cross cultural perspective
  117. Global Careers
  118. Career issues.
  119. Career Transitions: An Empirical Examination of Second Career of Military Retirees
  120. An agency theory perspective of the Israeli labor market segmentation: Past, present, and future
  121. The impact of cross‐cultural training for expatriates in a Chinese firm
  122. The organizational lunch
  123. Creating learning organizations in higher education: applying a systems perspective
  124. Creating learning organizations: a systems perspective
  125. Influences on perceived career success: findings from US graduate business degree alumni
  126. Organizational Identity and Legitimacy under Major Environmental Changes: Tales of Two UK Building Societies
  127. To MBA or not to MBA?
  128. Career Management Practices
  129. Stress and Careers
  130. Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration
  131. Transforming organizational identity under institutional change
  132. The Why, What, and How of Reviewer Education: A Human Capital Approach
  133. To MBA or not to MBA
  134. Setting sail in a new direction
  135. Career planning and management interventions from the organisational perspective
  136. Organizational Careers
  137. Fostering career development in organizations
  138. Once Upon a Time There Was an Organization
  139. Survey response rate levels and trends in organizational research
  140. Opening the Black Box of Editorship
  141. The translation of higher-level knowledge into different levels of managerial and creative competencies
  142. Careers in Transition
  143. Epilogue: Trade-Offs among Editorial Goals in Complex Publishing Environments
  144. Opening the Black Box of Editorship: Editors’ Voice
  145. Understanding second careers: Lessons from a study of U.S. navy admirals
  146. Strategies for Revising and Resubmitting Papers to Refereed Journals*
  147. Swearing at work and permissive leadership culture
  148. Brain drain: Inclination to stay abroad after studies
  149. The Opt-out Revolt: Why People are Leaving Companies to Create Kaleidoscope CareersBy MainieroLisa A. and SullivanSherry E., Mountain View, CA: Davies-Black Publishing, 2006.400 pages, hardcover, $28.95
  150. Organizational anxiety: applying psychological concepts into organizational theory
  151. HRM in Israel: new challenges
  152. Tuition reimbursement, perceived organizational support, and turnover intention among graduate business school students
  153. Career development in organizations and beyond: Balancing traditional and contemporary viewpoints
  154. Communalities and Distinctions in the Measurement of Organizational Performance and Effectiveness Across For-Profit and Nonprofit Sectors
  155. Role-play Teaching
  156. A comparative study of career practices for management staff in Britain and India
  157. Generalist and specialist graduate business degrees: Tangible and intangible value
  158. Reframing the 'glass ceiling' debate
  159. From the Editor
  160. Bullying on the net: adverse behavior on e-mail and its impact
  161. International Careers
  162. The consequences of emerging HRM practices for employees' trust in their managers
  163. The academic career: A model for future careers in other sectors?
  164. Preface for the JVB Special Issue on Careers in Academia (2 14 2003)
  165. The desert generation
  166. Performance-related pay in Chinese professional sports
  167. PROSOCIAL BEHAVIOR AND JOB PERFORMANCE: DOES THE NEED FOR CONTROL AND THE NEED FOR ACHIEVEMENT MAKE A DIFFERENCE?
  168. Transforming careers:from linear to multidirectional career paths
  169. An empirical assessment of Sonnenfeld’s career systems typology
  170. Developing top managers: the impact of interpersonal skills training
  171. Career management practices in India: an empirical study
  172. Organisational career management in Israel
  173. Career systems in transition
  174. Achieving organizational effectiveness through promotion of women into managerial positions: HRM practice focus
  175. Multiple Commitments: A Conceptual Framework and Empirical Investigation in a Community Health Service Trust
  176. Management of expatriation and repatriation for novice global player
  177. The legal aspects of teleworking
  178. Expatriation and repatriation in MNCs: a taxonomy
  179. No such thing as a global manager
  180. Developing Career Theory Based on "New Science?: A Futile Exercise? The Devil's Advocate Commentary
  181. The added value of MBA studies – graduates’ perceptions
  182. The status of research on teleworking and an agenda for future research
  183. Global or North American?
  184. The autistic society
  185. Employability: a substitute for loyalty?
  186. Inclination to opt for teleworking
  187. The impact of an MBA on graduate careers
  188. Teleworking: benefits and pitfalls as perceived by professionals and managers
  189. Testing the SMT and Belbin inventories in top management teams
  190. “Survivor syndrome” – a management myth?
  191. Career management practices: An empirical survey and implications
  192. Managing AIDS in Africa: HRM challenges in Tanzania
  193. Integrated career systems for the 2000s
  194. Perpetual Motion in Organizations: Effective Management and the Impact of the New Psychological Contracts on "Survivor Syndrome"
  195. Response Rate in Academic Studies-A Comparative Analysis
  196. Colour your managerial type, colour your organization
  197. Stressful situations? The case of management buyout/buyins
  198. Cultural Theory and Organizations: Analytical Method and Cases
  199. Cultures of success
  200. Walking the tightrope: strategic issues for human resources
  201. The MBA as a bridge over the troubled waters of discrimination
  202. The rise and fall of Organizational Commitment
  203. Applying empowerment: organizational model
  204. Leadership - Is That What We Study?
  205. Home, Sweet Work: Requirements for Effective Home Working
  206. High flyers: glorious past, gloomy present, any future?
  207. Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel
  208. Gender variations in perceptions of performance appraisal
  209. Evaluating quality and reputation of human resource management
  210. The spectral management type inventory ‐ a validation study
  211. Back to square zero: The post-corporate career
  212. High technology organization - what it is, what it isn't
  213. Programming the MBA programme ‐ the quest for curriculum
  214. Self performance appraisal vs direct‐manager appraisal: A case of congruence
  215. Homeworking ‐ attention is needed
  216. Organizational career planning and management techniques and activities in use in high‐tech organizations
  217. Business Globalization – The Human Resource Management Aspect
  218. Job analysis: can it still be applied? Indications for various organizational levels
  219. An Ethics Case in Point: MacLine ‐ the commercial value of ethical management
  220. Managerial development through self and group evaluation of managerial style
  221. The Ethics of Social Research in Organisations
  222. The Effect of Educational Background On Performance and Organisational Commitment
  223. Human resource management in Israeli firms
  224. Cultural Mythology and Global Leadership in Israel
  225. Career development processes in organizations
  226. Managing Your Leadership Career in Hard Times
  227. Global Self-Initiated Corporate Careerists
  228. The Dynamics Between Organisational Commitment and Professional Identity Formation at Work