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Le succès de carrière perçu par les cadres : l'importance des critères subjectifs Preview this item
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Le succès de carrière perçu par les cadres : l'importance des critères subjectifs

Author: Khalil Aït SaïdOlivier HerrbachLaïla BenraïssJean-Michel PlaneDelphine LacazeAll authors
Publisher: 2018.
Dissertation: Thèse de doctorat : Sciences de gestion : Bordeaux : 2018.
Edition/Format:   Computer file : Document : Thesis/dissertation : French
Summary:
Au cours des dernières décennies, la notion de carrière a cheminé d'une conception traditionnelle caractérisée par une mobilité ascendante au sein d'une seule organisation vers de nouvelles conceptions contemporaines : les carrières protéiformes, les carrières sans frontière, les carrières post-organisationnelles, etc. Les recherches distinguent deux dimensions. D'une part, la carrière objective
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Details

Genre/Form: Thèses et écrits académiques
Material Type: Document, Thesis/dissertation, Internet resource
Document Type: Internet Resource, Computer File
All Authors / Contributors: Khalil Aït Saïd; Olivier Herrbach; Laïla Benraïss; Jean-Michel Plane; Delphine Lacaze; Caroline Manville; Université de Bordeaux (2014-....).; École doctorale Entreprise, économie, société (Pessac, Gironde).; Institut de recherche en gestion des organisations. Entreprises familiales et financières.
OCLC Number: 1181828683
Notes: Titre provenant de l'écran-titre.
Description: 1 online resource
Responsibility: Khalil Aït Saïd ; sous la direction de Olivier Herrbach et de Laïla Benraïss.

Abstract:

Au cours des dernières décennies, la notion de carrière a cheminé d'une conception traditionnelle caractérisée par une mobilité ascendante au sein d'une seule organisation vers de nouvelles conceptions contemporaines : les carrières protéiformes, les carrières sans frontière, les carrières post-organisationnelles, etc. Les recherches distinguent deux dimensions. D'une part, la carrière objective représente la suite des postes occupés par un individu tout au long de sa vie professionnelle et, d'autre part, la carrière subjective est l'interprétation faite par l'individu de son parcours. Cette distinction est importante dans le sens où une même carrière objective peut être interprétée différemment par deux personnes. En ce sens, le « succès de carrière perçu » constitue une dimension importante de la carrière subjective. Il renvoie à la perception, par un individu, du fait que sa carrière peut être considérée comme un succès, comme un parcours « normal » ou comme un échec, soit dans l'absolu, soit par rapport à des objectifs initiaux qu'il s'était fixé. Le but de cette étude est de mesurer le sentiment de succès de carrière d'une population de cadres et d'en identifier les déterminants. Un deuxième objectif est d'étudier comment les ancres de carrière et l'auto-efficacité professionnelle prédisent le succès objectif et la satisfaction de carrière. Le dernier objectif est d'étudier l'influence du succès de carrière sur la satisfaction de vie et l'intention de départ. Notre modèle de recherche a été conceptualisé par une étude quantitative dans laquelle 362 cadres ont participé. Nous avons trouvé que la satisfaction de carrière prédit plus le succès de carrière perçu, la satisfaction de vie et l'intention de départ que le succès objectif. Les résultats montrent également que l'auto-efficacité professionnelle influence positivement la satisfaction de carrière et que seules l'ancres Management et Technique sont liées au succès objectif.

Over the past decades, the concept of career has moved from a traditional conceptualization characterized by an upward mobility within a single organization to new contemporary designs: boundaryless careers, protean careers, post-corporate careers, etc. The research distinguish two dimensions. First, the objective career represents the result of the positions occupied by an individual throughout its work life. Second, the subjective career is the interpretation made by the individual of its work histories. This distinction is important because two persons may interpret a same objective career differently. In this sense, the 'perceived career success' constitutes an important dimension of subjective career. It refers to the perception, by an individual, of the fact that his/her career can be regarded as a success, as normal or as a failure, either in the absolute or relative to the initial goals that he/she had set. The purpose of this study is to measure the managers' perceived career and to identify its determinants. A second goal is to study how career anchors and occupational self-efficacy predict objective success and career satisfaction. The last purpose is to study the influence of career success on life satisfaction and turnover intention. Using a sample of 362 French managers, we found that career satisfaction predicts more perceived career success, life satisfaction and turnover intention than doe's objective career success. Our results also show that occupational self-efficacy influences positively career satisfaction and that only managerial and technical anchors have an impact on objective career success.

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<http:\/\/experiment.worldcat.org\/entity\/work\/data\/10389420758#Person\/lacaze_delphine_1972<\/a>> # Delphine Lacaze<\/span>\n\u00A0\u00A0\u00A0\u00A0a \nschema:Person<\/a> ;\u00A0\u00A0\u00A0\nschema:birthDate<\/a> \"1972<\/span>\" ;\u00A0\u00A0\u00A0\nschema:deathDate<\/a> \"\" ;\u00A0\u00A0\u00A0\nschema:familyName<\/a> \"Lacaze<\/span>\" ;\u00A0\u00A0\u00A0\nschema:givenName<\/a> \"Delphine<\/span>\" ;\u00A0\u00A0\u00A0\nschema:name<\/a> \"Delphine Lacaze<\/span>\" ;\u00A0\u00A0\u00A0\u00A0.\n\n\n<\/div>\n
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Content-negotiable representations<\/p>\n