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Purpose: The research aimed to identify what causes some highly skilled migrants from Ukraine to work according to their qualifications and others work below their qualifications. Design/methodology/approach: This article discusses the results of a survey conducted among 248 highly skilled economic migrants from Ukraine working in Poland. Two groups were analysed: working according to their qualifications and working below their qualifications. The study was carried out between December 2021 and March 2022. The CATI method has been used. Findings: There is a statistically significant relationship between the length of work experience of respondents in Ukraine and whether or not they are working according to their qualifications or below their qualifications. There is a statistically significant relationship between working in accordance with or not in accordance with qualifications and the assessment of whether it is difficult for a Ukrainian to get a job in Poland in accordance with his/her qualification. Research limitations/implications: The limitation of the conducted research is that it is conducted exclusively from the perspective of the migrant and does not take into account external factors such as the situation in the labour market of the host country, legal conditions, employers' attitudes towards employing foreigners in positions requiring higher education. This should be taken into account in future research. Practical implications: The research also has implications for the management of organisations. They show that there are people among the Ukrainian workforce whose potential is not being used. Their talents could be utilised within the organisation. Further research should look at companies and examine how the process of hiring foreign workers works and determine when a company decides to hire a highly qualified Ukrainian according to his/her background. Social implications: Poland has become a country of immigration. Economic migrants from Ukraine were joined by refugees from that country after 24.02.2022. The proper use of migrants' qualifications is therefore important from the point of view of the economy, but also of the host society. Originality/value: It shows the possibility of using highly qualified migrants from Ukraine in the organisation. In the Polish labour market migrants from Ukraine are mainly employed as manual workers. [ABSTRACT FROM AUTHOR]

Purpose: this research seeks to identify the main competencies and career management practices applied by leaders of large IT services organizations, highlighting them in degrees of relevance for career guidance for technical teams between Generations X and Y coexisting in the Digital Age. Additionally, the research factors a major transformation in the work relationships environment, turning to the full remote mode, besides the digital acceleration caused by the coronavirus pandemic in Brazil during 2020. Design/methodology/approach: the research was carried out with a qualitative methodology, with indepth interviews with a semi-structured script, portraying the experiences of top leaders. Findings: highlights as relevant competencies: the importance of the manager's role as to career guidance, management skills of generational expectations, leadership style oriented to the knowledge worker, besides the affiliative aspects in the relationship with the employees. As for management practices, highlights: training diagnostic, frequent communication, promotion of talents with high potential, adaptation of career plans, adoption of a differentiated coaching process for each generation and, above all, encouragement of the employee's protagonism throughout the career planning process. Research limitations: the study has limitations regarding companies' profiles with restricted instruments related to human resources' methodologies, proper people's development tools, or internal support developing talent and minimum maturity processes for managers leading career development counting with Information Technology business orientation in Brazil. Originality/value: significant contribution regarding career management in a remote work environment with 2 generations co-existing in an accelerated digitalization season. [ABSTRACT FROM AUTHOR]

This study focuses on the management of professional careers at OMV Petrom, one of the leading energy companies in Romania. The research aims to explore the strategies and practices implemented by the company to support the career development and growth of its employees. Through a survey, data was collected from current employees to gain insights into the career management practices at OMV Petrom. The study reveals the importance of career planning, training and development programs, and performance evaluation in shaping the professional paths of employees. Additionally, it discusses the challenges faced by the company in managing careers in a dynamic and competitive industry. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economy Business & Management is the property of Journal of Economy, Business & Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Economic Research & Business Administration is the property of Al-Farabi Kazakh National University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Management Analysis / Revista Gestão em Análise is the property of Revista Gestao em Analise and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract: The activity of teachers implies a good professional training doubled by teaching skills, being necessary a continuous training that begins with the initial training carried out in universities and advances with the evolution in career marked by the gradual achievement of didactic degrees for Romanian pre-university education. The standard for the teaching profession includes: the level of knowledge necessary for the development of the teaching profession, skills specific to the teaching activity that can be improved with the actual teaching experience and with the evolution in the teaching career. The training and improvement of human resources influences the quality of the teaching process as well as the school results obtained by students at national exams, being an indicator in establishing the quality of the education system not only at school level but also globally, seen through the whole pre-university education system.

The purpose of the article is to develop a theoretical model of effective self-marketing with the allocation of specific blocks, factors and results of career development. Currently, there is no system model of the self-marketing process within the framework of existing concepts, which limits the possibilities of developing scientifically based proposals for its effective technology. The formation of the model consists of three stages. Stage I – “Self-orientation”, takes into account the individual psychological characteristics of the individual, which relates to the sphere of the subject of labor and is implemented through introspection, career strategy planning and self-organisation. Stage II – “Orientation to career conditions”, takes into account the requirements of the sphere of professional activity and is implemented by analysing the conditions of the career environment and career space. Stage III – “Self-expression in the career space”, taking into account the requirements of the professional sphere and one’s own identity, involves managing an individual image, and self-presentation of the subject of labor. It is proposed to evaluate the result of self-marketing on the basis of a combination of objective and subjective criteria: the degree of achievement of the set goals of professional activity and the experience of satisfaction with its results.

Background: Nurses are the largest providers of care services in the health care system who play an important role in the community health by providing health care. Therefore, maintaining and developing them is an integral part of human resource management in the health system. Considering that one of the tools for career development is determining job anchors, this study was conducted in 2020 to identify the career anchors of nurses from Shiraz University of Medical Sciences in order to develop their career path. Methods: This cross-sectional study was performed on 268 nurses working in hospitals and educational centers of Shiraz University of Medical Sciences who were selected by convenience sampling. Data were collected using the standard Schein questionnaire and analyzed by independent t-test and ANOVA in SPSS 23 software. Results: Among career anchors, service and dedication (24.74 ± 1.72) had the highest, and managerial competence (16.35 ± 2.32) had the lowest mean score. Furthermore, the average entrepreneurial creativity in women was significantly higher than men (p = 0.04). And in men, the average of pure challenges was significantly higher than women (p = 0.04). In addition, people with undergraduate degree showed a greater tendency to technical/functional competence (p = 0.02). Clinical nurses were more likely to become managers (p = 0.04), and corporate nurses were more inclined to have a lifestyle anchor (p = 0.04). Conclusion: Regarding service and dedication anchor, which had the highest average score among the interviewed nurses, individuals are motivated by pursuing valuable goals and meeting the needs of others. Whilest managerial competencies were not the priority of the studied nurses. Therefore, the opportunity for promotion in nurses is not just focused on reaching a managerial position. Therefore, it is suggested that the management of human resources in university define the career path of people based on their anchors and specific interests to people in terms of mental and mental health for creating a favorable atmosphere and better performance.

Copyright of Pamukkale University Journal of Education is the property of Pamukkale University Journal of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Academic career development is a fundamental strategy for higher education institutions to achieve strategic objectives and in turn, critical for the achievement and sustainability of national priorities. While the value of a career management strategy is agreed and various normative designs for career management systems have been identified, there is no comprehensive career management approach to provide a framework for the successful management of academic careers across the various career stages. The aim of this study was therefore to systematically review the empirical research recorded on academic career development programmes that could inform and support the development of a structured career management framework for academics. A systems thinking framework (STF), which identifies the individual, social and socio-environment as the key systems, was used to categorise and thematically examine the sample articles which formed part of the study. While the STF recognises the individual as central to the career development process, the predominant programmes are constructed in the social system, with a clear focus on what institutions could do to support the career trajectory of academics. These programmes include coaching and mentoring for early career academics, together with the development of academic writing skills. Minimal research that explicitly describes the interaction and inseparability of these systems as a central construct of the STF is found. There is also no clear evidence of how the higher education context within the socio-environmental system is considered and captured during the management of academic careers. This article concludes by identifying critical considerations for the development of an academic career management framework.

Copyright of Human Review is the property of Eagora Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

TO HAVE A CAREER, TO HAVE A GOOD CAREER MEANS TO ACHIEVE A GOOD POSITION IN SOCIETY, IT MEANS TO POSITION ONESELF HIGHER IN THE SOCIAL HIERARCHY, IN THE PROFESSIONAL HIERARCHY. CAREER MANAGEMENT IS A PROCESS, IT IS AN ART BUT ALSO A SCIENCE OF BUILDING OUR OWN PATH TO PROFESSIONAL SUCCESS. WE HAVE TO TAKE INTO ACCOUNT OUR PROFESSIONAL ASPIRATIONS, OUR OWN VALUES, OUR PLACE IN SOCIETY AT A GIVEN TIME, HOW WE CAN CONTRIBUTE TO THE DEVELOPMENT OF SOCIETY, THE RESPONSIBILITIES WE HAVE. BOTH OUR OWN CAREER ASPIRATIONS AND THE OPPORTUNITIES OFFERED BY THE ORGANIZATION IN WHICH WE WORK ARE IMPORTANT IN DEVELOPING OUR CAREERS. HUMAN RESOURCE MANAGEMENT IS ABOUT IDENTIFYING THE NEEDS AND CAREER ASPIRATIONS OF EMPLOYEES AND PROVIDING THEM WITH JOBS, CAREER PATHS AND DEVELOPMENT OPPORTUNITIES THAT SUIT THEM. IT IS NECESSARY, FOR A COMMON DEVELOPMENT: BOTH OF THE ORGANIZATION AND OF THE EMPLOYEES, TO HAVE A CONCORDANCE BETWEEN THE PROFESSIONAL OBJECTIVES OF THE EMPLOYEES AND THE OBJECTIVES OF THE ORGANIZATION. ENHANCING THE VALUE OF EMPLOYEES AND MOTIVATING THEM WILL CONTRIBUTE TO THE SUCCESS OF THE ORGANIZATION IN WHICH THEY WORK. THE PAPER PRESENTS THE IMPORTANCE OF IMPLEMENTING CAREER MANAGEMENT BOTH IN COMPANIES AND INDIVIDUALLY BY EACH EMPLOYEE AND PRESENTS OPPORTUNITIES FOR PROFESSIONAL DEVELOPMENT POST COVID-19. [ABSTRACT FROM AUTHOR]

There is no generally accepted model for the continuous professional development of teachers (CPD). Different education policies in different countries reflect the implementation of different practices, although the goal is the same: to improve the quality of education. The reasonable goal of this study is to contribute with an editable and content-wise validation of the Theoretical Framework Model (TFM) for further research, a model created on the base of central regulatory documents. To this end, researchers reconciled the dimensions and indicators of the TFM to the TALIS 2018 research tools, then filtered out the relevant Hungarian respondents from the OECD online database. Finally, the data of Hungarian teachers and those of the other 47 TALIS countries were subjected to secondary statistical analysis in order to show correlations with the TFM dimensions and indicators. Results show disproportion between the TFM dimensions and shortcomings of the indicator system, particularly in career management. Besides the weakness of the support system for CPD, data point to the dominance of monitoring. Statistics also show contradiction between the central expectations towards teachers in Hungary and their belief in their professional development. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

If you are interested in people as a subject, even if you are interested in them only as an aspect of the effective managing of organisations, you are likely to be more aware of the impact of your actions and reactions on others, and therefore more likely to be civil. But perhaps we still need to keep the issue of civility in our minds as we write our papers and our emails, review others' work and aim to develop a new generation of researchers. Key points: We know that civility matters, but it has to be tempered with our ability to continue to engage critically with fellow scholars.Criticism has two meanings: one involving attacks on the motivation or character of the individual concerned and the other involving analytical deconstruction of individual's work.Given how much of ourselves we put into academic work, we need to be extra careful to disentangle the two forms of criticism.Human resource management scholars are. [ABSTRACT FROM AUTHOR]

In recent years, career centers at universities have entered into significant development with the influence of the Presidential Human Resources Office in Turkey. The purpose of the study is to reveal the level of effectiveness of career centers in universities, to examine existing problems and to seek solutions to increase productivity. In this study, the effectiveness and efficiency of the development experienced were evaluated from the perspective of career center employees. First, career management, career planning, career development concepts and situations at university career centers in Turkey were examined in the study. With the qualitative research method, a total of 8 universities, including foundation and state universities in the Western Mediterranean, and their employees were selected as samples, and the data were collected through a semi-structured interview form. As a result, it has been concluded that the importance of university career centers will increase in the long term and they can contribute to career management in our country. However, there are important obstacles for career centers such as the existing personnel structure and technical infrastructure to make important breakthroughs in the short term. [ABSTRACT FROM AUTHOR]

Applying qualitative and quantitative analyses across four studies and seven samples, we clarified the meaning and developed a new measure of career insecurity. Career insecurity is defined as "an individual's thoughts and worries that central content aspects of one's future career might possibly develop in an undesired manner." The new Multidimensional Career Insecurity Scale (MU‐CI‐S) measures eight career insecurity (CI) dimensions: (1) CI‐Career opportunities; (2) CI‐Decreased prestige and qualification requirements of the employment; (3) CI‐Contractual employment conditions; (4) CI‐Unemployment; (5) CI‐Change of workplace; (6) CI‐Retirement; (7) CI‐Work‐nonwork interactions; and (8) CI‐Discrepancy between individual resources and work demands. Across all studies, the MU‐CI‐S showed excellent psychometric properties (e.g., factor loadings of all items and internal consistencies of all dimensions) and high levels of construct validity (e.g., theoretically assumed factorial structure and discriminant and convergent validity). The analyses showed concurrent, predictive, and incremental validity beyond neuroticism and other job and career insecurity measures for predicting health and well‐being, job performance, career success, and career attitudes. The results provide a comprehensive assessment and investigation of career‐related insecurity perceptions in the current labor market. Moreover, the results offer theoretical and practical implications for individual career planning, career counseling, and organizational career management. [ABSTRACT FROM AUTHOR]

The continuous training of the teaching, guidance and control staff is based both on the compliance with the qualitative and professional standards and with the competencies that are specific to the profession and is achieved through: training programmes for the granting of the teaching degrees, training courses, re-training programmes, study programmes in a specialization other than the one previously obtained by the teaching staff in the secondary education system, etc. The acquisition of new knowledge by the teaching staff participating in professional training programmes, re-training or professional improvement programmes is closely related to the improvement of the teaching process by implementing in the teaching act the newly acquired knowledge, innovative teaching methods, the enhancement of creativity in the creation of new teaching materials and the approach of modern teaching methods and techniques. The training of the teaching staff must take into account the developmental need of the educational establishments while also meeting the needs for change of the environment in which the educational system pursues its activity

Background: Career success is the psychological achievement associated with an individual’s work. Protean career management behavior is the behavior of managing individual careers in order to achieve individual career goals. The purpose of this study was to clarify the career success of dental hygienists as perceived by clinical dental hygienists and to compare the relationship between career success and protean career management behavior.Methods: Nationwide convenience samples of clinical dental hygienists were obtained; 354 people were surveyed online, and the data of 350 people were finally analyzed. The perception of career success of dental hygienists was assessed using a multiple response method. T-test, ANOVA, and χ2 tests were performed to investigate the differences and relationships between protean career management behavior and career success according to the general characteristics.Results: Career success was recognized by clinical dental hygienists as “income”, “work proficiency”, “patient consultation”, “self-satisfaction”, and “recognition by superiors” in order. There were significant differences in protean career management behavior according to general characteristics (p＜0.05). Higher career management behavior was common in those higher in age, in married participants, in those with higher educational background, and in those with a higher career, better position, and more job change experience (p＜0.05). Among the variables of career success perceived by clinical dental hygienists, “work proficiency” had a significant effect on “career management behavior” (p＜0.05). “Work proficiency” and “recognition by superiors” were significant in “protean technological development behavior,” and they also influenced actual behavior (p＜0.05).Conclusion: The relationship between dental hygienists’ career success and protean career management behavior was clarified. Dental hygienists performed career management behaviors to develop work ability and skills. In addition, the relationship between career management behavior and long-term employment was confirmed.

This article explores the view of Mozambican public servants on bureaucratic entropies in the recruitment and selection process and its effects on career management. The investigation involved 20 participants, and semi-structured interviews were conducted. The grounded theory method was used to analyze the collected narratives. The findings obtained highlight the occurrence of four bureaucratic entropies, namely: weaknesses in human resource management, inefficiency in career management practices, patronage in recruitment, and centralized decisions. However, the views expressed by the interviewees reach a consensus on bureaucratic entropies negatively affecting career management. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Education Technology & Scientific Researches is the property of Ayse Burcu Ulusoy and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Summary: The rankings literature implicitly assumes that rankings success universally benefits organizations. However, in some instances, this assumption may be unwarranted. In this study, we employ a mixed‐methods approach that moves the literature beyond examining whether employees leave, to examine who leaves elite Best Places to Work (BPTW), defined as organizations which place in the top 10 in BPTW rankings perennially (i.e., year after year). In Study 1, examination of elite BPTW organizations shows that proportions of voluntary turnover comprising high performers increase over associated BPTW ranking cycles. Study 2 commences with 40 semistructured interviews among employees in an elite BPTW organization, from which two relevant and explanatory themes emerge. First, some employees interpret BPTW success as restricting opportunities for advancement within the organization, a phenomenon we term "perceived promotion constraint." Second, some employees perceive BPTW success as building their own personal resumes. Integrating our findings from Study 1 and the qualitative portion of Study 2 with the career management literature, we propose and deductively test "perceived promotion constraint" and "perceived resume building" as two potential high performer turnover mechanisms, finding that perceived promotion constraint mediates the relationship between performance status and turnover intentions. [ABSTRACT FROM AUTHOR]

Copyright of Omer Halisdemir Universitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Omer Halisdemir University, Faculty of Economics & Admistrative Sciene and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Turkish Journal of Health & Sport is the property of Turkish Journal of Health & Sport and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Denizcilik, zorlu koşulları nedeniyle çalışanların meslekten erken yaşta ayrıldığı bir meslektir. Bu duruma etki eden birçok faktör olsa da denizci adaylarının kariyer planlaması yapmaması ve mesleğe olan adanmışlığının olmaması sektör profesyonellerince neden olarak gösterilmektedir. Çalışmanın amacı, kariyer adanmışlığını ölçen bir ölçeğin uyarlanarak Türkçeye kazandırılmasıdır. Bu çalışmada Hirschi ve arkadaşları tarafından kariyer adanmışlığını ölçmek amacıyla geliştirilmiş olan proaktif kariyer ölçeği denizci adayları üzerinde kullanılmıştır. Araştırma kapsamında, sosyal ağlar ve elektronik posta yoluyla Deniz Ulaştırma İşletme Yönetimi bölümünde öğrenim gören Türkiye genelindeki 281 öğrenciye ulaşılmıştır. Amos 21 programı kullanılarak yapısal eşitlik modeliyle doğrulama çalışması yapılmıştır. Yapılan analiz sonucunda çalışmada kullanılan ölçeğin model uyum indekslerine göre ölçek alan yazınında kabul edilen yapısal eşitlik modeli uyum değerlerine sahip olduğu görülmüştür. Günümüzde proaktif kariyer adanmışlığı davranışlarının artan öneminden dolayı ölçek uyarlanarak Türkçe literatüre kazandırılmıştır.

In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

The activity of teachers implies a good professional training doubled by teaching skills, being necessary a continuous training that begins with the initial training carried out in universities and advances with the evolution in career marked by the gradual achievement of didactic degrees for Romanian pre-university education. The standard for the teaching profession includes: the level of knowledge necessary for the development of the teaching profession, skills specific to the teaching activity that can be improved with the actual teaching experience and with the evolution in the teaching career. The training and improvement of human resources influences the quality of the teaching process as well as the school results obtained by students at national exams, being an indicator in establishing the quality of the education system not only at school level but also globally, seen through the whole pre-university education system. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine gender differences in response to work-life balance(WLB) and to investigate the effect of WLB on parenting confidence and to examine the moderating role of career management in the relationship between WLB and parenting confidence. Through SPSS 18.0, the model structure was tested between WLB, parenting confidence, and career management by a t-test, regression test, and hierarchical regression test. A total of 505 cases were analyzed. The major findings were as follows: First, it was found that there was no difference in the level of WLB by gender. Second, it was found that there was a positive relationship between WLB and parenting confidence. Third, it was found that career management moderated the relationship between WLB and parenting confidence. Based on the findings, practical implications about married female workers and the importance of WLB in the organizations were discussed. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to identify the relationship between career management, organizational justice, and job rotation attitude among tertiary hospital nurses. Methods: A cross-sectional descriptive design was used. The participants were 195 nurses with more than one year of experience working at tertiary care hospitals. Data was collected with self-reported questionnaires from April to May 2018. Data was analyzed using SPSS Statistics version 25.0 for windows including descriptive statistics, bivariate analysis, and multiple regression analysis. Results: The mean score of career management of participants was 3.14±0.49 (range 1 ~5), organizational justice was 2.95±0.53 (range 1~5), and job rotation attitude was 4.02±0.97 (range 1~7). There were significant positive correlations among the participants' career management, organizational justice, and job rotation attitude. 37% of job rotation attitude was explained by position, organizational justice, career management, and the frequency of job rotation experience in the regression model. Conclusion: This study provided the empirical evidence that it is necessary to improve the perception of organizational justice, and to establish a systematic job rotation in order for nurses to positively recognize job rotation. [ABSTRACT FROM AUTHOR]

The article is concerned with researching the prospects for development of services in the sphere of career consulting in Ukraine. The relevance and importance of improving the career competence, in particular with the help of relevant specialists in the public and private sectors of career consulting, has been proven. Thus, during their professional life people face a variety of career problems: career crises, time outs, dissatisfaction with work, professional burnout, etc. On the one hand, this results from imperfection of the system of career orientation, therefore, the suboptimal choice of profession. On the other hand, the dynamism of the modern labor market, caused by economic changes, active processes of automation, robotics and digitalization, forces people to reconsider their professional scenario. This necessitates the development of consulting services in career management. That is why the object of research is the processes of formation and development of the career consulting market in Ukraine. The article presents the results of the research on the readiness of Ukrainians to consult a specialist for career advice; the analysis of the foreign experience of the organization and practice of career consulting, together with the possibilities of applying it in Ukraine, is carried out. This allowed to allocate the key directions of the public and private sectors of these services: on the part of the State (except for the assistance of career advisers in employment centers) - the involvement of education sphere in the issue of ensuring the career competence of young people; on the part of the private sector - help to the people who do not intend to apply to public employment centers for various reasons, but want to get the opportunity to consult an independent expert for career advice. The article also analyzes the prospects for certification of these specialists and the relevance of developing professional standards for providing services in the sphere of career consulting. Foreign approaches to defining the quality of work of career consultants and, in particular, the activities of providers of these services are presented. Thus, the author realizes the goal set - deepening the theoretical and methodological knowledge in the organization of both the public and the private sectors of the national career consulting market.

The basis of a quality organization consists of reliable employees who are satisfied with their work, ready to learn and progress, and thus continuously bring profit and progress to themselves and the organization. The foundation of a quality organization consists of a quality corporate mission, a reasonable vision of the organization, clearly set goals and a high level of creativity and innovation of employees, aimed at fulfilling the mission, vision and goals. Employees who are dissatisfied will not do the job properly, which is why the organization suffers direct material damage. Dissatisfied employees will want to leave the job, which speaks in favor of the fact that the resources previously invested in that employee were not used in accordance with the mission of the organization. In order for the organization to operate successfully and make profit, it is necessary to constantly control and maintain the career progress and satisfaction of employees, because its success is based on satisfied and advanced human resources. Career implies advancement, progress, occupation with the profession and stability, which is often considered as its basic precondition. That the concept of career development is extremely complex is shown by the fact that it has produced a large number of organizational phenomena that are intensively studied. Knowing, understanding and following the different stages of the career development process, as well as the numerous and diverse goals of the career development process can significantly contribute to the successful operation of organizations.