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Vol.2 , No. 1, Publication Date: Jul. 5, 2019, Page: 25-33
 and is named as career competencies initially. Each arena of firm competency suggests a matching arena of career competency, which is introduced as know-why, know-how, and know-whom competencies respectively. This paper reviews career capital from the perspective of investment, capital composition and resource embedment. In the second part, this paper reviews career capital models from different fields. Firstly, it reviews the career model from resource-base perspective. This model is composed of know-why, know-how and know-whom. Then, it introduces the career capital model from human resource management practice perspective. This model is developed from the first model and shows the operation mechanism of career capital components. Finally, it reviews the model from education and study view. In this view, career capital is composed of psychological capital, human capital and social capital. In the third part, this paper reviews the dimensions of career capital. Some researchers find that there are two dimensions of career capital and some researchers find that there are three dimensions of career capital. In the forth part, this paper reviews the related research of career capital and divides them into three parts. They are cross-cultural research of career capital, importance of three dimensions, antecedents and results of career capital. In the research of importance of three dimensions, the contradiction is more complicated. Some researchers find know-why is the most important, some finds that know-whom is the most important, and some finds know-how is the most important. In the field of antecedents and results of career capital, it is found that the antecedents can be categorized into job, individual and environmental factors. The results of career capital are career success, entrepreneurship and career satisfaction. Finally, this paper shows the limitation of presents researches and directions of the future researches. Hopefully, this paper will provide new thoughts for career management research.&picture=http://www.aascit.org/aascit/decorators/img/journal/931.jpg)
| [1] | Yan Yan, Business School, Shanghai Dianji University, Shanghai, China. |
| [2] | Zhao Nan, Business School, Shanghai Dianji University, Shanghai, China. |
With the development of globalization, the external environment of organizational has been changed rapidly. Accordingly, the organization requires competent and flexible employees to adequate the organization development. According to a survey made by Accenture, 89% employees consider career capital as the key to career success in the world. 84% employees say that they are trying to accumulate career capital in the process of work. In the first part, this review begins with the introduction of career capital and the different views of career capital. This concept is put forward by Defillippi (1994) and is named as career competencies initially. Each arena of firm competency suggests a matching arena of career competency, which is introduced as know-why, know-how, and know-whom competencies respectively. This paper reviews career capital from the perspective of investment, capital composition and resource embedment. In the second part, this paper reviews career capital models from different fields. Firstly, it reviews the career model from resource-base perspective. This model is composed of know-why, know-how and know-whom. Then, it introduces the career capital model from human resource management practice perspective. This model is developed from the first model and shows the operation mechanism of career capital components. Finally, it reviews the model from education and study view. In this view, career capital is composed of psychological capital, human capital and social capital. In the third part, this paper reviews the dimensions of career capital. Some researchers find that there are two dimensions of career capital and some researchers find that there are three dimensions of career capital. In the forth part, this paper reviews the related research of career capital and divides them into three parts. They are cross-cultural research of career capital, importance of three dimensions, antecedents and results of career capital. In the research of importance of three dimensions, the contradiction is more complicated. Some researchers find know-why is the most important, some finds that know-whom is the most important, and some finds know-how is the most important. In the field of antecedents and results of career capital, it is found that the antecedents can be categorized into job, individual and environmental factors. The results of career capital are career success, entrepreneurship and career satisfaction. Finally, this paper shows the limitation of presents researches and directions of the future researches. Hopefully, this paper will provide new thoughts for career management research.
Keywords
Career Capital, Career Management, Career Competency, Career Success
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