PurposeThe purpose of this study is to review the research about organizational career management (OCM) and provide an integrated understanding of OCM research.Design/methodology/approachIn this paper, the authors systematically review 85 OCM-related papers published in highly influential journals over the past four decades (1978–2021). This paper reviews the definitions, measurements, antecedents, outcomes, mediators and moderators of OCM.FindingsDiverse definitions of OCM exist, with three key common factors: what should be included in OCM, who is responsible for OCM and the goal of OCM. Scholars use different OCM measures, which might be due to different nations, industries, groups and scale development methods. More than 20 papers demonstrated the positive influences of OCM, providing convincing evidence of the necessity of OCM. About 90% of the current papers we reviewed (27 out of 30 papers) dominantly examined the influence of OCM on individuals’ attitudes or work behavior. The influence of OCM on organizational outcomes was less addressed.Originality/valueFirst, the authors review the existing OCM measurements and distinguish two ways of measuring OCM: OCMP (organizational level, rated by HR managers or HR vice president or CEO, capturing the real practices) and POCM (Perceived OCM, individual level, rated by employees, capturing subjective perception of practices). This distinction reduces the ambiguity in existing measurements. Second, we summarize the empirical findings of OCM, including the antecedents, outcomes, mediators and moderators. These findings uncover the benefits/risks of OCM and the factors that may influence its effectiveness. Third, the review provides several practical implications as the findings can help managers improve their career development programs.

中文翻译：

---

组织职业生涯管理：回顾与未来展望

目的本研究的目的是回顾关于组织职业管理（OCM）的研究，并提供对OCM研究的综合理解。设计/方法/方法在本文中，作者系统地回顾了85篇在高影响力期刊上发表的OCM相关论文。过去四个十年（1978-2021）。本文回顾了强迫症的定义、测量、前因、结果、中介和调节者。发现强迫症的定义多种多样，有三个关键的共同因素：强迫症应该包括什么，谁负责强迫症和强迫症的目标。学者们使用不同的OCM度量，这可能是由于不同的国家、行业、群体和规模发展方式。20 多篇论文展示了强迫症的积极影响，为强迫症的必要性提供了令人信服的证据。我们审查的当前论文中约有 90%（30 篇论文中的 27 篇）主要研究了强迫症对个人态度或工作行为的影响。OCM 对组织成果的影响较少被提及。原创性/价值首先，作者回顾了现有的 OCM 测量方法，并区分了两种测量 OCM 的方法： OCMP（组织层面，由 HR 经理或 HR 副总裁或 CEO 评定，捕捉真实实践) 和 POCM（感知强迫症，个人水平，由员工评分，捕捉对实践的主观感知）。这种区别减少了现有测量中的歧义。其次，我们总结了OCM的实证结果，包括前因、结果、中介和调节因素。这些发现揭示了强迫症的益处/风险以及可能影响其有效性的因素。第三，