Trait conscientiousness, thriving at work, career satisfaction and job satisfaction: Can supervisor support make a difference?

2021 ◽  
Vol 183 ◽  
pp. 111116
Author(s):  
Meng-Long Huo ◽  
Zhou Jiang
Keyword(s):  
Job Satisfaction ◽  
Career Satisfaction ◽  
Supervisor Support ◽  
Thriving At Work

Measurement of Career Success: The Case of Rural to Urban Migrant Labourers in Ho Chi Minh City, Vietnam

2016 ◽  
pp. 108-120
Author(s):  
Phuc Nguyen Van ◽  
Binh Quan Minh Quoc ◽  
Quyen Nguyen Le Hoang Thuy To
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Career Success ◽  
Structural Equation ◽  
Career Satisfaction ◽  
Ho Chi Minh City ◽  
Primary Data ◽  
Migrant Laborers ◽  
Urban Migrant ◽  
Subjective Career Success

Despite the rich literature on the antecedents of career success, the success criterion has generally been measured in a rather deficient manner. This study aims to operationalize and measure career success of rural to urban migrant laborers in Ho Chi Minh City, Vietnam by developing an integrated index. The Partial Least Squares-Structural Equation Model (PLS-SEM) with a combination of both reflective and formative constructs is applied. Employing the primary data of 419 migrant laborers in a survey conducted in Ho Chi Minh City, Vietnam in 2015, the hierarchical model confirms the statistically significant contribution of objective and subjective components to the career success index. Compared to objective career success, subjective career success has a stronger effect on the index. Five dimensions of career success are distinguished including: 1) job satisfaction, 2) career satisfaction, 3) life satisfaction, 4) other-referent criteria and 5) promotion. The first four and the final one are categorized as subjective career success and objective career success respectively. Among the four dimensions of subjective success, job satisfaction, career satisfaction and life satisfaction share lesser weights than success using otherreferent criteria in the model. This finding implies that other-referent criteria play an important role when people evaluate their career success. The index shall provide a general picture of the career success of rural to urban migrant laborers in Ho Chi Minh City and give an empirical result for further micro-research on career success determination.

scholarly journals The effect of human resource management practices on employee`s job satisfaction: A case study on Japanese agribusiness in Vietnam

2021 ◽  
pp. 1463-1472 ◽  
Author(s):  
Tran Thi Hoai Thu ◽  
Rie Watanabe ◽  
Tsuyoshi Sumita
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Supervisor Support ◽  
Training And Development ◽  
Working Environment ◽  
Positive Effects ◽  
Human Resource Management Practices

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

Relations of Career Plateau and Supervisory Support on Career Satisfaction

2016 ◽  
pp. 321-334
Author(s):  
Naser Salah Boresli
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Positive Attitude ◽  
Career Satisfaction ◽  
Supervisory Support ◽  
Career Plateau ◽  
Efficient Outcome ◽  
Challenging Environment ◽  
Ongoing Development

Abstract: Career plateau is one of the major concept that has been around any organization in last decades and also that was changing the handling with it in a recent years.in this study addresses the factors that affect the job satisfaction and job plateau for instance challenging environment create positive attitude and more efficient outcome. It is doubtful to say that the employee will feel better and good or in another way that they are satisfied in their careers without any developing in their position and any action from the management in such organization. Managements would make efforts to minimize the chances of career plateau from occurring by supporting their employees' career development within the organization. By doing so, career plateau chances can be reduced, which will positively affect career satisfaction. When employees have an ongoing development in their careers they tend to be more satisfied with their jobs than those who have reached a plateau in their careers.

Increasing employee job satisfaction

2020 ◽  
Vol 34 (4) ◽  
pp. 53-55
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Critical Role ◽  
Supervisor Support ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Work Atmosphere ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction plays a critical role in the retention of key talent. Firms can enhance prospects by creating a work environment that incorporates a positive atmosphere. Both supervisor support and potential for career development help optimize the impact of work atmosphere on employee job satisfaction levels. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Thriving at work: A mentoring-moderated process linking task identity and autonomy to job satisfaction

2020 ◽  
Vol 118 ◽  
pp. 103373 ◽  
Author(s):  
Zhou Jiang ◽  
Lee Di Milia ◽  
Yiqi Jiang ◽  
Xuan Jiang
Keyword(s):  
Job Satisfaction ◽  
Task Identity ◽  
Thriving At Work

Developing leadership attributes that make academic employees feel more positive

2019 ◽  
Vol 28 (2) ◽  
pp. 3-5
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Reading Time ◽  
Career Satisfaction ◽  
Executive Leadership ◽  
Content Type ◽  
Leadership Attributes ◽  
Work Related ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on modeling the extent to which four employee leadership attributes translate to stimulating an individual employee's own work-related attitudes. A survey of Malaysian university-employed academics revealed that executive, innovative, adaptive, and effective employee leadership attributes all contribute to boosting work-related attitudes in the form of organizational commitment, job satisfaction, and career satisfaction. Innovative and executive leadership attributes proved to be the most powerfully positive catalysts of the identified work-related attitudes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals An Investigation of Personality Traits in Relation to Job and Career Satisfaction of Information Technology Professionals

2007 ◽  
Vol 22 (2) ◽  
pp. 174-183 ◽  
Author(s):  
John W. Lounsbury ◽  
Lauren Moffitt ◽  
Lucy W. Gibson ◽  
Adam W. Drost ◽  
Mark Stevens
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Personality Traits ◽  
Customer Service ◽  
Career Satisfaction ◽  
Career Planning ◽  
Future Research ◽  
Job Descriptions ◽  
Related Factors ◽  
Work Related

Personality traits were examined in relation to job satisfaction and career satisfaction for 1059 information technology (IT) professionals. As hypothesized, eight traits were significantly related to both job and career satisfaction: Assertiveness, Emotional Resilience, Extraversion, Openness, Teamwork Disposition, Customer Service Orientation, Optimism, and Work Drive. Regression analyses indicated that sets of three and four traits accounted for 17 and 25%, respectively, of job and career satisfaction variance. As expected, career satisfaction correlations were of generally higher magnitude than corresponding job satisfaction correlations. Results were interpreted in terms of IT research and theorizing. The findings that Extraversion and Teamwork Disposition were related to job and career satisfaction contravenes job descriptions and career planning advice, suggesting that independent introverts are better suited for IT work. Given that adult personality is antecedent to work experiences, it was suggested that future research proposing to show the effects of work-related factors such as pay and challenge on job or career satisfaction should first control for personality traits. Other practical and theoretical implications were noted.

Personality Changes Predict Early Career Outcomes: Discovery and Replication in 12-Year Longitudinal Studies

2020 ◽  
pp. 095679762095799
Author(s):  
Kevin A. Hoff ◽  
Sif Einarsdóttir ◽  
Chu Chu ◽  
Daniel A. Briley ◽  
James Rounds
Keyword(s):  
Job Satisfaction ◽  
Career Satisfaction ◽  
Degree Attainment ◽  
Personality Development ◽  
Career Decisions ◽  
Early Career ◽  
Occupational Prestige ◽  
Career Outcomes ◽  
Personality Changes

In this research, we examined whether personality changes from adolescence to young adulthood predicted five early career outcomes: degree attainment, income, occupational prestige, career satisfaction, and job satisfaction. The study used two representative samples of Icelandic youth (Sample 1: n = 485, Sample 2: n = 1,290) and measured personality traits over 12 years (ages ~17 to 29 years). Results revealed that certain patterns of personality growth predicted career outcomes over and above adolescent trait levels and crystallized ability. Across both samples, the strongest effects were found for growth in emotional stability (income and career satisfaction), conscientiousness (career satisfaction), and extraversion (career satisfaction and job satisfaction). Initial trait levels also predicted career success, highlighting the long-term predictive power of personality. Overall, our findings show that personality has important effects on early career outcomes—both through stable trait levels and how people change over time. We discuss implications for public policy, for theoretical principles of personality development, and for young people making career decisions.

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