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Explores the evolution of career management systems for industrial researchers. Based on case studies of experimental career development systems for industrial researchers, combined with a survey of 151 researchers and engineers employed at a large public research institution, alternative approaches toward managing professional careers are discussed. The results indicate that the researchers’ personal career orientations, as measured by Schein’s Career Anchors Inventory, may serve as a useful predictor of their career preferences. In addition, the research enables an evaluation of alternative modes of career development for industrial R&D to be developed.

This article peers into some of the myths and misconceptions in current management practices in motivating technical professionals. A questionnaire survey was carried out on 376 development engineers. The foregoing analysis clearly suggests that engineers in industry are generally dissatisfied and largely demotivated. It also emphasizes the importance of sound managerial practices that enable the organization to establish appropriate reward systems, to understand engineers’ expectations as technical professionals and to provide them with task‐related motivational tools fostering challenge and flexibility.

Based on a preliminary field research of career development systems for technical professionals, combined with a survey of 442 design engineers in the food processing and packaging machinery industries, the aim of this paper is to investigate the correlation between demographic variables, career values, success orientation and career route preferences. The purpose of this study is to add elements of discussion to the long‐lasting debate about the evaluation of alternative modes of career development for technical professionals.

As information systems (IS) become indispensable, EDP disaster recovery has to become an essential IS function. In this paper, after discussing the criticality of sound planning for information systems disaster recovery in banks, the approach to contingency planning adopted by Banca Commerciale Italiana, one of the largest banks of Italy, is presented. The most crucial point of the whole decision‐making process was the selection of the most reliable layout configuration. Hence, the steps and the simulation methodology followed to such a purpose are illustrated. Finally the benefits and pitfalls of the solution adopted in Banca Commerciale Italiana are discussed.

This paper present the results of a study of material requirements planning (MRP) implementation in the packaging machinery‐building industry. The research, in particular, has addressed such issues as management and employee responses and the actual versus expected financial and production/logistics benefits. Some of the findings are that, generally, benefits of MRP packages include higher productivity and product quality, that attitudes towards the installations before installation were positive, that the majority of larger companies would purchase more advanced and integrated systems (MRP II and ERPs) in the future and that supplier involvement and project planning (this latter for larger firms) were important components of the effective management of MRP packages introduction.

This study examines changes in inter‐organizational relationships in the specific context of the food packaging machinery industry. The study presented in this paper has a twofold aim. First, to investigate how and to what extent the type of buyer‐supplier relationship is associated with specific supplier profiles (in terms of the technological as well as organizational set of competencies and skills). Second, to indicate the attributes of the best‐performing suppliers from the different groups identified. The study is based on a survey performed on 111 subcontractor firms located in northern Italy. More specifically, the study aims at evaluating the impact of a set of factors characterizing the competencies which subcontractors must have in order to succeed in this industry.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/14601069910370869. When citing the article, please cite: Alberto Petroni, (1999), “Career route preferences of design engineers: an empirical research”, European Journal of Innovation Management, Vol. 2 Iss: 2, pp. 63 - 70.

Turnover intention is one's behavioural intention to quit. The purpose of this study is to compare the relative influences of organizational socialization and career aspirations on turnover intentions of design engineers and to address the design of more effective development programmes and the reduction of dysfunctional turnover.

A study of 442 engineers staffed within “design and development” units is presented, and a research model is tested using structural equation modelling techniques.

The analysis indicates that design engineers report lower levels of turnover intention when organizational socialization is prominent and an adequate range of opportunities that satisfy career aspirations exist within the organization.

The cause‐effect relationships among constructs that are empirically derived from the analysis should be further supported by a longitudinal study. Future research should be aimed at exploring the different patterns of turnover intentions of engineers with different career orientations and in organizations with or without rigid formalized career advancement system.

Managers of technical staff are advised to put an effort to develop and encourage lateral career moves of research and development staff members, particularly for newcomers, by offering a variety of experiences, that is likely to speed up their prompt creation of a better defined self‐concept.

The originality of the research lies in that it addresses an explanation of engineers’ turnover based on a theoretical framework that jointly combines internal career anchors as well as external career opportunities and socialization, thus striving to fill a gap in existing literature.

To identify the problematic areas relating to the current managerial practices in motivating engineers and evaluating their relative contribution to the overall level of engineers' satisfaction.

Based on a conceptual model, an empirical study was conducted within 11 organizations operating in the food machinery industry in Italy. A survey was carried out on 376 development engineers staffed in these companies and a statistical analysis was conducted on the data collected in order to refine and operationalize the conceptual model proposed and to investigate the relative effects of the various factors considered.

From the statistical analysis it emerged that job satisfaction can be split into three dimensions and that it is impacted by five factors related to managerial policies, perception of engineers' status and job‐related motivational mechanisms.

The analysis clearly suggests that engineers in industry are generally dissatisfied and largely demotivated. It also emphasizes the importance of sound managerial practices that enables the organization to establish appropriate reward systems, to understand engineers' expectations as technical professionals and to provide them with task‐related motivational tools fostering challenge and flexibility.

It addresses an explanation of engineers' satisfaction based on a theoretical framework, striving to identify key motivational stimuli effective with engineers.