There has been a world-wide shift from an expectation of long-term, organisation led employment to one where knowledge workers are comfortable with driving their own careers and accruing career capital independent of the organisation. Little empirical research exists in the field of career capital. This research aims to determine the relevant components of career capital and the methods used by high - value knowledge workers to acquire their career capital. Differences in these areas, between sub-groupings, are examined, as are the reasons for future career changes. The research was conducted in a large financial institution using two phases. The first qualitative phase set out to determine valid constructs for phase two. The quantitative second phase used a structured questionnaire administered through both focus groups and electronically, with 113 high - value knowledge workers providing the data. The research findings show that high - value knowledge workers are self - monitors. They rely heavily on their emotional intelligence, social networking and a yearning for knowledge. A new model, the “symbiosis model”, has been created to facilitate a successful and symbiotic relationship between organisations and high - value knowledge workers. A set of recommendations has been provided for both. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:up/oai:repository.up.ac.za:2263/24427 |
| Date | 07 May 2010 |
| Creators | Nyembe, Ethel |
| Contributors | Prof M Sutherland, upetd@up.ac.za |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Dissertation |
| Rights | © 2009 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. |
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