Careers, human capital and managerial styles

dc.contributor
Universitat Pompeu Fabra. Departament d'Economia i Empresa
dc.contributor.author
Melero Martín, Eduardo
dc.date.accessioned
2011-04-12T16:33:45Z
dc.date.available
2010-09-21
dc.date.issued
2005-01-13
dc.date.submitted
2010-09-21
dc.identifier.isbn
9788469371480
dc.identifier.uri
http://www.tdx.cat/TDX-0921110-115713
dc.identifier.uri
http://hdl.handle.net/10803/7422
dc.description.abstract
The study of career paths within organizations is an issue that has received strong attention in the theoretical literature of organizational economics and management1. From the empirical point of view, however, research in this topic is scarcer and less comprehensive. The gap has been caused to a large extent by the unavailability of data tracking worker's career moves in employee-level surveys and by the lack of information about career management policies in firm-level data. This thesis contributes to fill such hole. It investigates how workers' careers and their behavior as managers depend on the characteristics of the firms where they work and their own personal characteristics, with a strong emphasis in the role of human capital. The research is carried out using micro data at both worker and firm level, available only in relatively recent data sets.<br/><br/> <br/><br/>The interaction between accumulation of human capital and workers' employment horizons has been frequently recognized as a key issue in explaining why some firms maintain long-term relationships with their employees while others remain closer to what it could be considered spot-market labor contracting. There are nonetheless important factors that have been usually absent in the literature of organizations. This is the case of internal firm structures that may improve or discourage the interactions between different hierarchical levels, affecting eventually to the costs of job change involved in promotions. Both human capital and organization-relational aspects of career paths are objects of study of this thesis. First, it is analyzed how the characteristics of employers and the markets where they work affect the general or firm-specific nature of employees' human capital and, therefore, to the type of employment relationship held. Second, it is investigated how differences in employees' personal characteristics affect their career horizons, the management of their human capital and the type of career moves done. Finally, the effects of these factors on career path outcomes are examined, in terms of leadership behavioral differences among those arriving at managerial levels. A particular attention is paid the important differences between the careers of men and women that are also found in their managerial style.<br/><br/> <br/><br/>Overall, the research presented here sheds light on what career management schemes adapt better to different product and labor market circumstances. It opens as well a number of challenges for the study of human resources management and shows that population-wide surveys can be very useful tools to carry out empirical investigations in this area, usually dominated by narrower and less representative surveys.
cat
dc.format.mimetype
application/pdf
dc.language.iso
eng
dc.publisher
Universitat Pompeu Fabra
dc.rights.license
ADVERTIMENT. L'accés als continguts d'aquesta tesi doctoral i la seva utilització ha de respectar els drets de la persona autora. Pot ser utilitzada per a consulta o estudi personal, així com en activitats o materials d'investigació i docència en els termes establerts a l'art. 32 del Text Refós de la Llei de Propietat Intel·lectual (RDL 1/1996). Per altres utilitzacions es requereix l'autorització prèvia i expressa de la persona autora. En qualsevol cas, en la utilització dels seus continguts caldrà indicar de forma clara el nom i cognoms de la persona autora i el títol de la tesi doctoral. No s'autoritza la seva reproducció o altres formes d'explotació efectuades amb finalitats de lucre ni la seva comunicació pública des d'un lloc aliè al servei TDX. Tampoc s'autoritza la presentació del seu contingut en una finestra o marc aliè a TDX (framing). Aquesta reserva de drets afecta tant als continguts de la tesi com als seus resums i índexs.
dc.source
TDX (Tesis Doctorals en Xarxa)
dc.subject
gender
dc.subject
leadership styles
dc.subject
managerial behavior
dc.subject
training
dc.subject
human resources
dc.subject
career moves
dc.subject
promotions
dc.subject
people-management practices
dc.title
Careers, human capital and managerial styles
dc.type
info:eu-repo/semantics/doctoralThesis
dc.type
info:eu-repo/semantics/publishedVersion
dc.subject.udc
33
cat
dc.contributor.authoremail
eduardo.melero@uc3m.es
dc.contributor.director
Rodes, Eduardo C.
dc.contributor.director
Güell Rotllan, Maia
dc.rights.accessLevel
info:eu-repo/semantics/openAccess
cat
dc.identifier.dl
B.38414-2010
dc.description.degree
Programa de doctorat en Economia, Finances i Empresa


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