Sports career satisfaction of Russian athletes

1995 ◽  
Author(s):  
Natalia B. Stambulova
Keyword(s):  
Career Satisfaction

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.

İNSAN KAYNAKLARI YÖNETİCİLERİNİN LİDERLİK TARZI, YARATICI PROBLEM ÇÖZME KAPASİTESİ VE KARİYER TATMİNİ ARASINDAKİ İLİŞKİLERİN ARAŞTIRILMASI: AMPİRİK BİR ÇALIŞMA

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Hüseyin YILMAZ
Keyword(s):  
Problem Solving ◽  
Human Resources ◽  
Leadership Style ◽  
Career Satisfaction ◽  
Leadership Behavior ◽  
Future Research ◽  
Creative Problem Solving ◽  
Democratic Leadership ◽  
Creative Problem ◽  
The Relationship

The aim of this study is the creative problem-solving capacity of the organization with leadership behaviors of human resources managers and employees to examine the relationship between career satisfaction and is tested empirically. Research within the scope of the required data structured questionnaire method, operating in the province of Aydin was obtained from 130 employees working in five star hotels. Democratic leadership style according to the factor analysis, easygoing, participants converter, and releasing autocratic leadership dimensions were determined. According to the analysis, the dependent variable with a significant level of research and positive leadership style has been determined that no relationships. Regression analysis revealed that the leadership of the relationship with the creative problem-solving capacity of democratic leadership in style when found to be stronger than other leadership styles, while the variable describing the career of the employee satisfaction level of the maximum it was concluded that the creative problem-solving capacity of the organization. Research in the context of human resources on the very important for organizations, leadership behavior, creative problem-solving capacity and career satisfaction studies analyzing the relationships between variables it seems to be quite limited. The discovery by analyzing the relationship between the aforementioned variables, can make significant contributions to knowledge in the literature and are expected to form the basis for future research.

scholarly journals The bond and retention of Chinese seafarers for international shipping companies: a survey report

2021 ◽  
Vol 6 (1) ◽  
Author(s):  
Bin Wu ◽  
Glory Gu ◽  
Chris James Carter
Keyword(s):  
Career Satisfaction ◽  
Organizational Values ◽  
Retention Rates ◽  
Management Systems ◽  
Policy Recommendations ◽  
Mutual Trust ◽  
Shipping Company ◽  
International Shipping ◽  
Survey Report ◽  
Chinese Seafarers

AbstractThe shortage of junior seafarers in China in recent years raises a salient question as to how international shipping companies can improve retention rates among Chinese crews. This issue has become increasingly prominent in the context of a global lockdown resulting from the Covid-19 pandemic. This paper examines the dilemma through the lens of the “bond” between seafarers and the shipping companies they service, a term used to reflect the need to recognise, consent and integrate into management systems, safety culture, and organizational values. The value of this bond concept is investigated in a survey of Chinese crews (N = 318). The paper aims to reveal the features and underlying factors of the bond, and its influence on needs, perceptions and seafaring careers in foreign shipping companies. The study finds that the majority of respondents do not have a bond with their shipping company, but typically do wish to develop one. Furthermore, this form of attachment appears to be closely related to career satisfaction and retention. To address the shortage of junior seafarers in China, we call for the development of mutual trust, respect and shared values between global seafarers and international shipping companies. A number of policy recommendations are provided.

scholarly journals Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

2021 ◽  
pp. 089484532110228
Author(s):  
Janet Mantler ◽  
Bernadette Campbell ◽  
Kathryne E. Dupré
Keyword(s):  
Work Engagement ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Function Analysis ◽  
Well Being ◽  
Work Orientation ◽  
Full Time ◽  
Tripartite Model ◽  
Job Tenure ◽  
Life Balance

Mid-career is a time when work orientation (i.e., viewing ones’ work as a job, a career, or a calling) comes into sharper focus. Using Wrzeniewski et al.’s tripartite model, we conducted a discriminant function analysis to determine the combination of variables that best discriminates among people who are aligned with a job, a career, or a calling orientation in a sample of 251 full-time, North American mid-career employees. Compared to those who approach work as a job, those with a calling orientation were more engaged in work. The career-oriented stood apart from the others as a function of shorter job tenure, greater turnover intentions, work engagement, career satisfaction, and a tendency to engage in career self-comparisons. Work-orientation groups did not differ significantly in terms of family centrality, work–life balance, life satisfaction, or well-being. The results suggest that the work orientations represent distinct and equally valid ways to approach work.

Sign in / Sign up

Export Citation Format

Share Document