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Статті в журналах з теми "Organisational career mentoring"
Roobol, Conny J. J., and Ferry Koster. "How organisations can affect employees’ intention to manage enterprise-specific knowledge through informal mentoring: a vignette study." Journal of Knowledge Management 24, no. 7 (July 9, 2020): 1605–24. http://dx.doi.org/10.1108/jkm-11-2018-0668.
Повний текст джерелаTiwaa Asumadu, Bernice, and Mark Owusu. "SOCIOECONOMIC FACTORS AFFECTING WOMEN CAREER ADVANCEMENT IN THE GHANAIAN CONTEXTUAL SETTING." International Journal of Multidisciplinary Studies and Innovative Research 9, no. 9 (May 1, 2022): 1343–52. http://dx.doi.org/10.53075/ijmsirq654758787598657.
Повний текст джерелаMark McKevitt, David, and Paul Davis. "Supplier development and public procurement: allies, coaches and bedfellows." International Journal of Public Sector Management 27, no. 7 (October 7, 2014): 550–63. http://dx.doi.org/10.1108/ijpsm-03-2014-0041.
Повний текст джерелаMcManus, Lisa, and Nava Subramaniam. "Organisational and professional commitment of early career accountants: do mentoring and organisational ethical climate matter?" Accounting & Finance 54, no. 4 (July 17, 2013): 1231–61. http://dx.doi.org/10.1111/acfi.12029.
Повний текст джерелаMate, Susan Elizabeth, Matthew McDonald, and Truc Do. "The barriers and enablers to career and leadership development." International Journal of Organizational Analysis 27, no. 4 (September 2, 2019): 857–74. http://dx.doi.org/10.1108/ijoa-07-2018-1475.
Повний текст джерелаVassallo, Amy, Karen Walker, Melina Georgousakis, and Rohina Joshi. "Do mentoring programmes influence women’s careers in the health and medical research sector? A mixed-methods evaluation of Australia’s Franklin Women Mentoring Programme." BMJ Open 11, no. 10 (October 2021): e052560. http://dx.doi.org/10.1136/bmjopen-2021-052560.
Повний текст джерелаOkurame, David. "Impact of career growth prospects and formal mentoring on organisational citizenship behaviour." Leadership & Organization Development Journal 33, no. 1 (February 3, 2012): 66–85. http://dx.doi.org/10.1108/01437731211193124.
Повний текст джерелаJ, Jasmin, and Dr Kumari V. K. Shyni. "New Comer-Teacher Adaptation and Leadership Succession in Higher Educational Institutions through Mentoring as an OS Practice." International Journal of Research and Review 8, no. 12 (December 9, 2021): 70–74. http://dx.doi.org/10.52403/ijrr.20211210.
Повний текст джерелаKirkby, Jane, Julianne Moss, and Sally Godinho. "The devil is in the detail: Bourdieu and teachers’ early career learning." International Journal of Mentoring and Coaching in Education 6, no. 1 (March 6, 2017): 19–33. http://dx.doi.org/10.1108/ijmce-02-2016-0011.
Повний текст джерелаRodríguez-Carrio, Javier, Polina Putrik, James Gwinnut, Alexandre Sepriano, Alessia Alunno, Sofia Ramiro, Jan Leipe, and Elena Nikiphorou. "Mentoring for postdoctoral researchers in rheumatology: the Emerging EULAR Network (EMEUNET) post-doc mentoring programme." RMD Open 6, no. 1 (February 2020): e001139. http://dx.doi.org/10.1136/rmdopen-2019-001139.
Повний текст джерелаДисертації з теми "Organisational career mentoring"
Van, der Merwe H. "In-house mentoring and school leadership : perceptions of well-performing primary school principals." Journal for New Generation Sciences, Vol 12, Issue 2: Central University of Technology, Free State, Bloemfontein, 2014. http://hdl.handle.net/11462/664.
Повний текст джерелаA growing scholarship links good leadership with in-house mentoring. This article looks at how well-performing school leaders benefitted from the inhouse mentoring they received. The author reports on a qualitative investigation based on in-depth individual interviews with six primary school leaders from Gauteng, KwaZulu-Natal, Limpopo and Northwest Provence who were purposefully selected based on their receiving a national award for excellence in leadership. These awards were made by the Department of Basic Education in the category 'Excellence in primary school leadership'. The findings show that in-house mentoring benefitted participants holistically through behavioural, knowledge and skills acquisition. Behavioural acquisition included being humble and empathetic towards constructive work performance. Knowledge and skills acquisition related to sustaining the standard of teaching of core subjects, relying on committee input in a relational leadership approach and ensuring a dedicated teacher corps and positive parent involvement. The findings contribute to the discourse on inhouse mentoring for improved school leadership practice.
Dardouri, Manel. "Expériences mentorales et développement du capital de carrière : le cas des outils de mentoring au sein du Groupe SNCF." Thesis, Lyon, 2019. http://www.theses.fr/2019LYSE3040.
Повний текст джерелаEndemic transformations translate an undeniable organizational reality nowadays. Academics and practitioners alike point to the importance of supporting employees in accepting these changes. Therefore, mentoring is an ally that is gaining momentum. However, research investigating the development of career capital during a mentoring program is almost non-existent. This thesis aims to study the emergence of a new research area in the French literature: the mentoring experience. We propose to examine its conceptualization and components in order to study the development of the career capital of mentees and mentors. From a qualitative perspective, this work is based on an exploratory case study of two networks belonging to the SNCF Group, each with their own mentoring program. Our study reveals that a "successful" mentoring experience leads to the development of self-reflexivity and critical reflexivity that ensure interaction between career competencies. This experience makes up for the company's lack of support and contributes to a better understanding of the mentees and mentors’ careers. On the organizational side, it accelerates the company’s change, strengthens the adaptability of its employees, and creates united communities of practice
Cooper, Kathryn Joy. "A female manager in a male-dominated environment: A case study of mentoring and networking in the Australian Football League." Thesis, 2018. https://vuir.vu.edu.au/36770/.
Повний текст джерелаHjärp, Anders, and Olof Stenbergh. "Hybriddrift av Flygvapnet : En organisation i symbios med indviden." Thesis, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42264.
Повний текст джерелаThe Armed Forces have specified personnel as their perhaps most important resource. As the former Air Force Supreme Commander very well pointed in expressing “we can´t afford to recruit from half of the population". What he had in mind was the fact that the Swedish Armed Forces are not very good at attracting and retaining female employees. However, in this context it is possible to identify that the defense force needs to utilize its entire existing staff in the best possible way. We want to investigate how the Air Force can enthuse the personnel's ambitions and develop them to become all they can be. We have with an open mind sought the answers to what affects and enables a successful path through the professional part of life. The individuals in our society that we have chosen to focus on have chosen the Swedish Armed Forces as a workplace and Officer as a profession. The case study has an inductive approach, where the empiricism is derived from both qualitative interviews and workshops. Throughout the work we have been inspired by grounded theory as a method. We as researchers have had a certain understanding of the subject and naturally have had good contact with the individuals who participated in the study. The frame of reference has been taken from various parts of the research field. Mainly from organizational theories and organizational psychology. To see the whole, we have used Bolman & Deal organizational theory, Brown & Brooks who develop different career theories and Mintzberg who supplement with structural models. From the Armed Forces, we have taken existing governance documents and used, by the Armed Forces, the companies' theoretical basis for career development. To construct our model, we have based on two established models, one of Super (The Life-Career Rainbow: Six Life Roles in Schematic Life Space) and Schein (A Temporal Development Model). Based on the empiricism, three clear themes emerged in what the officer found to be most important in the conditions for wanting to build his career. Coaching, where clear feedback from the manager and colleagues is an important ingredient along with opportunities and goals. In the Life Puzzle it is important to get together work with the rest of life. Family and leisure should also function in a balanced way in relation to workload. Agreements and the Armed Forces' geographical distribution are other areas that hamper the individual. Strategic personnel plan is seen as one of the success factors for attracting and giving the individual a good basis for the managerial career. To facilitate both organization and individual, a symbiosis between these two is required. In the career model we have built there is a long-term perspective and a methodically iterative development of both organization and individual. Furthermore, we have seen that a central staff planner has a perspective that benefits both stakeholders in this context. It has been an exciting journey that has given us a lot, we have learned about the actual subject but also about the role of researcher and provided us with information and means to relate to it. We have found some expected answers, but also a lot of unexpected factors that affect the respondents. We have confirmed our view on the composition of management groups and learned about the importance of mentoring at different levels and how much an organizational structure is clearly valued. The social part of life is important but we have now also an understanding of the interaction that makes the whole. We have chosen to create a model to resemble this in a hybrid design where each part is, like a hybrid car, an engine at the same time as a generator. For those with only a certain interest in technology, we think that the parable gives an insight that each part can be allowed to propel but also that it sometimes needs to charge its battery. The modern view that has emerged how the interaction works today has its foundation in Frone and the integrative model. He believes that family can act as a buffer against stress by providing support and opportunities for relaxation as well as that the family can generate more stress that affects the work. During the duration of the work, we have shifted from a clear perception that the basic training and undergraduate education gives us a certain predetermined condition for further career. In part, this view has been confirmed, but not in the way we assumed. We expected to find structural clarity that, with history and "old claims", made a pilot in the Air Force somehow have a clearer path up the hierarchy. That's correct, but there are things behind the scenes that we weren't aware of. This is a story about choosing employees who are similar to yourself and we have seen it. We have seen it with all the desirable clarity in several different places and levels, not just with that particular category. There is more behind the scenes, there are processes that a manager should make conscious. There are influencing factors that cannot be ignored as they in this case make it impossible for a large part of our staff to contribute in the way they have capacity. We believe that our organization does not have the luxury of NOT utilizing the resources we have.
Книги з теми "Organisational career mentoring"
Clutterbuck, David, and Nicki Seignot. Mentoring New Parents at Work: A Guide for Businesses and Organisations. Taylor & Francis Group, 2016.
Знайти повний текст джерелаClutterbuck, David, and Nicki Seignot. Mentoring New Parents at Work: A Guide for Businesses and Organisations. Taylor & Francis Group, 2016.
Знайти повний текст джерелаЧастини книг з теми "Organisational career mentoring"
Piip, Janene. "Mentoring for Career Development: Organisational Approaches to Engage and Retain Employees." In Sustainable Rail Transport, 269–87. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-78544-8_15.
Повний текст джерелаColeman, Tanjia M. "Role Modelling as an Alternative to Mentoring for Career Development Outcomes in Organisations." In Leadership and Role Modelling, 47–75. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69056-8_3.
Повний текст джерела