Career growth opportunities, thriving at work and career outcomes: Can COVID-19 anxiety make a difference?

This study examined a moderated mediation model to explain how the indirect effect of transformational leadership (TL) on employees’ organizational commitment (OC) via procedural justice (PJ) is moderated by career growth opportunities (CGOs) in organizations. Data were gathered from 265 college faculty members. The results indicate that PJ serves as mediator between TL and OC, and this mediation process is affected by career growth. This research contributes to the leadership, human resource management, and organizational psychology literature by explaining how CGOs may affect the mediating process of PJ through which the relationship between TL and OC is determined. Organizational leaders can take insights from the findings of this study to increase their employees’ OC. Theoretical implications and future research directions have been discussed.

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Career growth opportunities and employee turnover intentions in public accounting firms

The British Accounting Review ◽

10.1016/j.bar.2013.03.002 ◽

2013 ◽

Vol 45 (2) ◽

pp. 138-148 ◽

Cited By ~ 31

Author(s):

Hossein Nouri ◽

Robert J. Parker

Keyword(s):

Employee Turnover ◽

Turnover Intentions ◽

Growth Opportunities ◽

Public Accounting ◽

Accounting Firms ◽

Career Growth ◽

Public Accounting Firms ◽

Employee Turnover Intentions

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The Mediating Role of Meaningful Work between Career Growth Opportunities and Work Engagement

International Journal of Academic Research in Business and Social Sciences ◽

10.6007/ijarbss/v8-i11/5168 ◽

2018 ◽

Vol 8 (11) ◽

Cited By ~ 6

Author(s):

Umair Ahmed ◽

Zainudin Bin Awang ◽

Abu Shams Mohammad Mahmudul ◽

Hoque Benazir Ahmed Siddiqui ◽

Abdul Samad Dahri ◽

...

Keyword(s):

Work Engagement ◽

Meaningful Work ◽

Growth Opportunities ◽

Mediating Role ◽

Career Growth

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All Insecure, All Good? Job Insecurity Profiles in Relation to Career Correlates

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16152640 ◽

2019 ◽

Vol 16 (15) ◽

pp. 2640 ◽

Cited By ~ 1

Author(s):

Nele De Cuyper ◽

Anahí Van Hootegem ◽

Kelly Smet ◽

Ellen Houben ◽

Hans De Witte

Keyword(s):

Latent Profile Analysis ◽

Profile Analysis ◽

Job Insecurity ◽

Career Outcomes ◽

Common View ◽

Perceived Employability ◽

Two Samples ◽

Career Growth ◽

Organizational Career Management ◽

The Common

Felt job insecurity is commonly seen as a stressor that is tied to a specific segment of employees and which implies overall negative outcomes. We challenge this view based on the new career rhetoric that assumes that felt job insecurity is widespread, although not necessarily problematic; rather, on the contrary, that felt job insecurity may promote career growth and development. Accordingly, our first aim concerns the distribution of felt quantitative and qualitative job insecurity, and our second aims concerns the connection between profiles and career correlates (i.e., perceived employability, individual and organizational career management). We used two samples of Belgian employees (N1 = 2355; N2 = 3703) in view of constructive replication. We used Latent Profile Analysis to compile profiles of felt quantitative and qualitative job insecurity and linked those profiles to career outcomes. Our results are similar across samples: five profiles were found, from relatively secure to relatively insecure (aim 1). The more secure profiles reported more favorable career outcomes than the less secure profiles (aim 2). This provided overall support for the common view. We connect these findings to what we see as the main risk, namely the potentially growing divide based on felt job insecurity and the relatively large group of employees in insecure profiles.

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Organizational Career Growth and Proactivity: A Typology for Individual Career Development

Journal of Career Development ◽

10.1177/0894845318771216 ◽

2018 ◽

Vol 47 (3) ◽

pp. 344-357 ◽

Cited By ~ 2

Author(s):

Olivia H. Vande Griek ◽

Muriel G. Clauson ◽

Lillian T. Eby

Keyword(s):

Career Development ◽

Turnover Intention ◽

Proactive Personality ◽

Individual Characteristics ◽

Growth Opportunities ◽

Career Theory ◽

Positive Effects ◽

Career Growth ◽

And Performance ◽

The Individual

The current article integrates research on proactive personality, career theory, and perceived organizational career growth opportunities to propose a typology describing four career scenarios that may occur for individuals based on their level of proactivity (high or low) and perceived organizational career growth (high or low). We present turnover intention and performance as career-related outcomes that characterize these scenarios, ultimately arguing that proactive personality likely moderates the positive effects of organizational career growth opportunities on individual career outcomes, such that the benefits of organizational career growth are likely to be most beneficial for highly proactive individuals. Using an interactionist perspective and social cognitive career theory as foundations, this conceptual article illustrates how the benefit of organizational career growth opportunities for individual career development may depend on the individual characteristics of employees.

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Career-Related Benefits and Turnover Intentions in Accounting Firms: The Roles of Career Growth Opportunities, Trust in Superiors, and Organizational Commitment

Advances in Accounting Behavioral Research ◽

10.1108/s1475-148820170000020001 ◽

2017 ◽

pp. 1-21 ◽

Cited By ~ 1

Author(s):

James M. Kohlmeyer ◽

Robert J. Parker ◽

Terry Sincich

Keyword(s):

Organizational Commitment ◽

Turnover Intentions ◽

Growth Opportunities ◽

Accounting Firms ◽

Career Growth

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Managers’ Assessments of Employees’ Organizational Career Growth Opportunities: The Role of Extra-Role Performance, Work Engagement, and Perceived Organizational Commitment

Journal of Career Development ◽

10.1177/0894845317714892 ◽

2017 ◽

Vol 47 (3) ◽

pp. 280-295 ◽

Cited By ~ 2

Author(s):

Christy H. Weer ◽

Jeffrey H. Greenhaus

Keyword(s):

Organizational Commitment ◽

Work Engagement ◽

Affective Commitment ◽

Role Performance ◽

Growth Opportunities ◽

Paired Sample ◽

Attitudes And Behaviors ◽

Career Growth ◽

And Behaviors

This study examined the role of perceived organizational commitment on managers’ assessments of employees’ career growth opportunities. Based on a paired sample of 161 legal secretaries and their managers, results indicated that managers used the attitudes and behaviors displayed by employees (strong extra-role performance and enhanced work engagement) as cues from which to base their perceptions of employees’ affective commitment to the organization. In turn, employees perceived as highly committed to the organization experienced enhanced content and structural career growth opportunities. Moreover, the relation between managers’ perceptions of employees’ organizational commitment and content career growth opportunities was stronger for employees perceived as also highly committed to their careers than for employees perceived as less committed to their careers.

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Career Development Opportunity Cures for the Impairment Effect of Careerist Orientation on Organizational Citizenship Behaviours: Empirical Evidences form Project Based Employees Working in Non-profit Making Organization

Dristikon: A Multidisciplinary Journal ◽

10.3126/dristikon.v10i1.34545 ◽

2020 ◽

Vol 10 (1) ◽

pp. 103-127

Author(s):

Ganesh Bhattarai ◽

Dhruba Raj Pokharel ◽

Prem Bahadur Budhathoki

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Interactive Effect ◽

Citizenship Behavior ◽

Growth Opportunities ◽

Non Profit ◽

Organizational Citizenship Behaviours ◽

Career Growth ◽

The Relationship

This study was carried out to examine the direct impact of employees‘ careerist orientation and career growth opportunities on their organizational citizenship behaviours (conscientiousness and altruism) as well as role of career growth opportunities in the relationship between careerist orientation and organizational citizenship behaviours (conscientiousness and altruism). 268employees working in non-profit making projects in Kathmandu valley were surveyed and analyzed. Quantitative analysis of multi-source measured perceptual data revealed that (1)employees‘ careerist orientation negatively impacts on organizational citizenship behavior (conscientiousness and altruism), (2) and career growth opportunities positively impacts on organizational citizenship behaviors (conscientiousness and altruism), and (3) employees career growth opportunities cure their harmful impact of careerist orientation on organizational citizenship behaviour (conscientiousness and altruism). Moreover, this study tested the different forms (effect sizes) of interactive effect of employees‘ careerist orientation and career growth opportunities to predict their organizational citizenship behaviours (conscientiousness and altruism). For example, it was tested that a relatively strong marginal negative prediction of careerist orientation on organizational citizenship behaviours (conscientiousness and altruism)was for those employees who perceive a low level of career growth opportunities. A number of theoretical and practical implications are suggested.

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Strategic Management of HRM: Implications for Organizational Engagement

Annals of Contemporary Developments in Management & HR ◽

10.33166/acdmhr.2020.03.001 ◽

2020 ◽

Vol 2 (3) ◽

pp. 1-8

Author(s):

Ogutu Joseph Odhiambo

Keyword(s):

Career Development ◽

Significant Relationship ◽

Manufacturing Sector ◽

Employee Training ◽

Growth Opportunities ◽

Organizational Engagement ◽

Long Run ◽

Career Growth ◽

The Relationship ◽

Training Opportunities

The current study attempted to examine the relationship between some of the strategic HR factors and how they can enhance organizational engagement. Therein, the study strives to explore how training opportunities that can be strategically useful for employees can enhance their organizational engagement. Accordingly, the study also tested how career development opportunities that employees deem to be viable for them in the long run would relate with their organizational engagement. The study sampled employees from the manufacturing sector in Bahrain and reported significant impact of employee training opportunities with organizational engagement. Accordingly, the study also reported significant relationship between career development opportunities provided by the organizations and their organizational engagement. The study therefore concluded that organizations could help enhance employees` connectivity with the company through providing healthy training and career growth opportunities that they will perceive to be useful for them strategically. The paper presents notable implications for HRM practitioners.

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Impact of thriving at work on eustress and distress: career growth as mediator

European Journal of Training and Development ◽

10.1108/ejtd-08-2020-0130 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Um-e-Rubbab Um-e-Rubbab ◽

Shazia Faiz ◽

Samyia Safdar ◽

Namra Mubarak

Keyword(s):

Human Resource Development ◽

Structural Equation ◽

Positive Association ◽

Equation Modeling ◽

Content Type ◽

Career Growth ◽

Hospitality Sector ◽

Explanatory Mechanism ◽

The Impact ◽

Thriving At Work

Purpose Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework. Design/methodology/approach Data were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses. Findings Results revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed. Originality/value This study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.

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