组织职业生涯开发理论及其启示
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外国经济与管理 2002 年 第 24 卷第 03 期, 页码：30 - 35
摘要
参考文献
摘要
本文首先论述了组织职业生涯开发兴起的理论背景 ;从两个层面上分析了组织职业生涯开发特点———个体层次和组织层次。最后在一项对比研究的基础上 ,分析了我国企业职业管理措施的不足 ,并提出了相应的建议。
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[2]ConulsonThomasC J Careers,DevelopmentandFutureoftheOrganization[J]CareerDevelopmentInternational,1998,3(1):13-17.
[3]MichaelS ,DominqueR &MarjaF CultureandCareerAdvancementinEurope:PromotingTeamPlayersvsFastTrackers[J]EuropeanManagementReview,2001,19(1):44-57.
[4]SelmerJ ,EbrahimiB P &LiM T CorporateCareerSupport:ChineseMainlandExpatriatesinHongKong[J]CareerDe velopmentInternational,2000,5(1):5-12.
[5]SullivanS E TheChangingNatureofCareers:aReviewandResearchAgenda[J]JournalofManagement,1999,25(3):457-484.
[6]YarnallJ CareerAnchors:ResultsofanOrganizationalStudyintheUK[J]CareerDevelopmentInternational,1998,3(2):56-61.
引用本文
梁建, 吴国存. 组织职业生涯开发理论及其启示[J]. 外国经济与管理, 2002, 24(3): 30–35.
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