Joint Responsibility

Abstract

The career literature advocates a joint person-organization responsibility for the career development of employees. Along similar lines, this study explored the relationships between individual and organizational career management and employee career effectiveness. The results indicated that two elements of individual career management—planning and proactivity—contributed to career effectiveness. Perceived organizational career management enhanced the affective aspects of career effectiveness (career attitudes and identity) and was also associated with personal planning. The study lends support to an implicit, untested, and widely shared assumption regarding the contribution of organizational career management to individual effectiveness.

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