Please use this identifier to cite or link to this item: http://hdl.handle.net/11718/6271
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dc.contributor.authorSingh, Manjari-
dc.date.accessioned2010-07-26T13:34:57Z-
dc.date.available2010-07-26T13:34:57Z-
dc.date.copyright2005-04-04-
dc.date.issued2010-07-26T13:34:57Z-
dc.identifier.urihttp://hdl.handle.net/11718/6271-
dc.description.abstractThe paper conceptualises the linkages among individual career drivers, psychological contracts, and organisational reward and employee development systems. The model also incorporates employee reward preferences and skill-acquisition drivers. The career drivers, reward preferences, and skill-acquisition drivers of 104 software professionals in India were empirically examined. Our findings indicate that organisational reward and employee development systems need to be linked to employees expectations that are based on their career aspirations and preferences, and also that these systems need to have the flexibility to incorporate employee diversity.en
dc.language.isoenen
dc.relation.ispartofseriesWP;2005/1875-
dc.subjectCareeren
dc.subjectPsychological contractsen
dc.subjectOrganisational rewarden
dc.subjectEmployee developmenten
dc.titleCareer drivers of new-age employees: implications for organisational reward and employee development systemsen
dc.typeWorking Paperen
Appears in Collections:Working Papers

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