|Title:||Determinants and outcome of career competencies : perspectives of hotel managers in China|
|Subject:||Hong Kong Polytechnic University -- Dissertations|
Hotelkeepers -- China
|Department:||School of Hotel and Tourism Management|
|Pages:||xiv, 313 p. : ill. ; 30 cm.|
|Abstract:||This study aims to explore the determinants and outcome of career competencies. Based on the notion that organizations and individuals have respective obligations in the career management of employees', this study develops perceived "organizational career management' (OCM) and "career commitment" as determinants and career satisfaction as an outcome of career competencies. One of the focuses of this study is placed on the role played by organizations in supporting the career management of employees. It is also important to consider the role that played by individuals in developing their career competencies. In brief this study aims to explore the effects of OCM and career commitment on career competencies, and the influence of career competencies on career satisfaction. Structural equation modelling (SEM) is used to test and estimate the causal relationships among the constructs. The posited relationships are stated in the following hypotheses: (1) OCM has a positive direct effect on career competencies and career satisfaction; (2) career commitment has a positive direct effect on career competencies and career satisfaction; (3) career competencies have a positive direct effect on career satisfaction; and (4) career competencies mediate the relationship between OCM and career satisfaction and that between career commitment and career satisfaction. Both qualitative and quantitative research methodologies were applied in the study. First, in-depth interviews were conducted to collect primary data about OCM activities and career competencies; next, a pilot test was undertaken in the province of Shandong to assess the reliability of the four main constructs; and finally, the main survey was conducted, based on quota sampling, among managers working in luxury state-owned hotels in China. A total of 796 valid questionnaires were collected, and the proposed structural model was tested using AMOS, a statistic software package. The findings of this study provide strong support for the proposed structural model and the hypothesized relationships. All of the research objectives are achieved. The results indicate that both perceived OCM and career commitments have positive, direct effects on career competencies and career satisfaction. Career competencies are found to have a positive, direct effect on career satisfaction and to mediate the relationship between OCM/career commitment and career satisfaction. All of the hypotheses specified in the proposed model are statistically validated. Hence, the hypothesized structural model has strong statistical ability to predict the determinants of the career competencies and career satisfaction of hotel managers’. The theoretical contribution of this study to the literature is fourfold. First, this study develops a three-dimensional measurement scale for OCM activities in China’s hotel industry following a widely accepted scale development procedure. Given the scarcity of research into career management in China, the OCM measurement developed in this study is a welcome addition to the literature and can serve as a foundation for future research. Second, this study identifies two determinants, one organizational and the other individual, of career competencies. Third, the findings enrich career knowledge by revealing the mediating effect of career competencies. Finally, the study contributes to the literature by purifying and further developing the measurement scales of career competencies and career commitment. The practical contributions of this study benefit both hotel managers and hotel employees. The findings of the contribution of perceived OCM and career commitment to both career competencies and career satisfaction could enable hotels to better design career management strategies to achieve desired outcomes and could show employees effective ways to enhance career competencies and career satisfaction.|
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