Chinese traditionality and career success

2015 ◽  
Vol 20 (6) ◽  
pp. 627-645 ◽  
Author(s):  
Hang-yue Ngo ◽  
Hui Li
Keyword(s):  
Procedural Justice ◽  
Cultural Values ◽  
Career Success ◽  
Career Satisfaction ◽  
Job Insecurity ◽  
Content Type ◽  
New Findings ◽  
Subjective Career Success ◽  
The Relationship ◽  
Perceived Job Insecurity

Purpose – The purpose of this paper is to examine the relationship between Chinese traditionality (an individual-level cultural variable) and subjective career success in the Chinese context. It explores whether Chinese traditionality influences employees’ perceptions of procedural justice and job insecurity, which in turn affect their job and career satisfaction. Design/methodology/approach – Data were collected via employee survey from 482 workers in three large companies in China. The HR department helped us to distribute a self-administered questionnaire to the respondents. The authors assured them of confidentiality and protected their anonymity. Path analysis was used to evaluate the relationships in the conceptual model. For testing the mediating hypotheses, the authors employed Sobel tests and bootstrapping. Findings – The results indicate that Chinese traditionality is related to procedural justice and perceived job insecurity. The authors further found that Chinese traditionality exerts a significant effect on both job and career satisfaction, and such effects are fully mediated by procedural justice and perceived job insecurity. Practical implications – Based on the findings, Chinese firms should pay attention to employees’ cultural values and their perceptions of work context, which significantly affect their job and career satisfaction. It is also important to ensure a high level of procedural justice and job security as perceived by the employees. Originality/value – This study is the first exploration of the relationship between Chinese traditonality and subjective career success. It also reveals the mediating role of procedural justice and perceived job insecurity in the above relationship. The new findings add to the cross-cultural research on careers.

Self-directed career attitude as predictor of career and life satisfaction in Chinese employees

2015 ◽  
Vol 20 (7) ◽  
pp. 703-716 ◽  
Author(s):  
Chunyu Zhang ◽  
Andreas Hirschi ◽  
Anne Herrmann ◽  
Jia Wei ◽  
Jinfu Zhang
Keyword(s):  
Life Satisfaction ◽  
Career Development ◽  
Mediation Analysis ◽  
Career Success ◽  
Design Methodology ◽  
Career Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Content Type ◽  
Subjective Career Success

Purpose – The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and moderated by job insecurity in a sample of Chinese employees. Design/methodology/approach – Among a sample of Chinese employees (n=263), in this paper, a moderated mediation analysis with bootstrapping was applied to test the hypotheses. Findings – The results showed that calling mediates the effects of a self-directed career attitude on career satisfaction and life satisfaction. Job insecurity moderated the effect on life satisfaction but not on career satisfaction. The effect on life satisfaction were stronger under higher levels of job insecurity. Research limitations/implications – These results suggest that a self-directed career attitude may help people develop a calling, which in turn relates to increased subjective career success and well-being. In addition, the notion of a calling may be especially important for well-being in unstable job circumstances. Originality/value – This study is the first to explore a calling and a self-directed career attitude in a sample of Chinese employees. Corresponding to contemporary China’s rapidly changing context of economy and career development, a self-directed career orientation plays an important role in Chinese employees’ calling and subjective career success.

Career adaptability, job crafting and subjective career success: the moderating roles of lone wolf personality and positive perfectionism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Sandrine Hollet-Haudebert ◽  
Jonathan Peterson
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Job Crafting ◽  
Career Adaptability ◽  
Mediation Model ◽  
Content Type ◽  
Lone Wolf ◽  
Moderated Mediation Model ◽  
Subjective Career Success ◽  
The Relationship

PurposeUsing career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.Design/methodology/approachA moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).Findingshe authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.Research limitations/implicationsdata are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.Practical implicationsHigh levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.Originality/valueThis research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

Career commitment and subjective career success: the moderating role of career-enhancing strategies

2020 ◽  
Vol 41 (8) ◽  
pp. 1287-1305
Author(s):  
Emre Burak Ekmekcioglu ◽  
Mahmure Yelda Erdogan ◽  
Alptekin Sokmen
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Subjective Career Success ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to test the moderating role of career-enhancing strategies (CESs) in the relationship between career commitment (CC) and subjective career success (CS).Design/methodology/approachData were collected from 217 full-time employees working for three different sectors in Ankara, Turkey. The participants were asked to respond to a self-reported survey. The hypotheses were tested using a hierarchical regression analysis.FindingsThe results indicated that CC had a significant and positive effect on subjective CS. Furthermore, the positive relationship between CC and subjective CS was stronger for employees with a high level of self-nomination and for employees with a high level of networking. However, creating career opportunities did not moderate the effects of CC on subjective CS.Research limitations/implicationsBecause this study had a cross-sectional research design, causality cannot be established among the study variables.Practical implicationsThe findings suggest a better understanding of the way CC is able to affect subjective CS through the networking and self-nomination CESs.Originality/valueThis study is original, in that no previous studies have investigated the moderating role of CESs in the relationship between CC and subjective CS.

scholarly journals Directing our own careers, but getting help from empowering leaders

2017 ◽  
Vol 22 (3) ◽  
pp. 300-317 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Career Success ◽  
Career Satisfaction ◽  
Psychological Empowerment ◽  
Career Commitment ◽  
Career Orientation ◽  
Empowering Leadership ◽  
Content Type ◽  
Protean Career ◽  
Subjective Career Success ◽  
Career Literature

Purpose The purpose of this paper is to examine the potential effects of empowering leadership on followers’ subjective career success through psychological empowerment, protean career orientation, and career commitment. Design/methodology/approach Full-time employees working in the USA were recruited through Amazon’s Mechanical Turk. Participants answered surveys at three separate points over a six-week period (n=261). Structural equation modeling and bootstrapping were used to verify the indirect effect of empowering leadership on career satisfaction controlling for common method variance and growth need strength. Findings Empowering leadership was positively related to followers’ subsequent psychological empowerment, which in turn predicted protean career attitudes and career commitment, but only career commitment had a significant relationship with career satisfaction. Research limitations/implications Empowering leadership behaviors focus on potentially career-enhancing factors, including providing followers with the confidence, inspiration, and authority to assume control of their work lives. Empowering leaders benefit their followers’ careers, and psychological empowerment and career commitment may be important mechanisms in the empowering leadership-career success relationship when their effects are considered simultaneously. Employees’ development of a protean career orientation has less direct effect on subjective career success than simple commitment to a career. Originality/value Empowering leadership has been overlooked in career literature. The findings advance the understanding of how empowering leader behaviors could help employees’ subjective career success in a serial mediation model. Additionally, the study empirically demonstrates that psychologically empowered employees are more likely to engage in protean career actions and navigate their own career goals.

Servant leadership and career success: the effects of career skills and proactive personality

2019 ◽  
Vol 24 (7) ◽  
pp. 717-730 ◽  
Author(s):  
Zhen Wang ◽  
Kun Yu ◽  
Ruobing Xi ◽  
Xiaodan Zhang
Keyword(s):  
Servant Leadership ◽  
Career Success ◽  
Career Satisfaction ◽  
Proactive Personality ◽  
Hierarchical Regression ◽  
Content Type ◽  
Perceived Employability ◽  
Subjective Career Success ◽  
Matched Data ◽  
Career Skills

Purpose The purpose of this paper is to examine the effect of servant leadership on followers’ subjective career success and the mediating role of career skills. The moderating effect of followers’ proactive personality is also investigated. Design/methodology/approach This paper collected two-wave matched data from 283 employees of an IT company. The authors use hierarchical regression and bootstrapping to test the hypotheses. Findings Servant leadership has a positive effect on career satisfaction and perceived employability through career skills. In addition, proactive personality moderates the association between servant leadership and career skills, such that the relationship is stronger when proactive personality is high. Proactive personality also moderates the indirect effect of servant leadership on career satisfaction and perceived employability. Practical implications The findings suggest that organizations should select and train leaders to practice servant leadership to enhance employee subjective career success. Originality/value This is the first study to investigate the mechanism and boundary conditions of the association between servant leadership and employee subjective career success.

Assessment of the effects of supervisor behaviour, safety motivation and perceived job insecurity on underground miner’s safety citizenship behaviour

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Prince Ewudzie Quansah ◽  
Yongyue Zhu ◽  
Anthony Frank Obeng
Keyword(s):  
Conceptual Framework ◽  
Job Insecurity ◽  
Hierarchical Regression ◽  
Moderator Variable ◽  
Content Type ◽  
Managerial Practices ◽  
Independent Variable ◽  
The Relationship ◽  
Perceived Job Insecurity ◽  
Safety Motivation

Purpose This paper aims to investigate the effect of mining supervisor behaviour, safety motivation and perceived job insecurity on Ghanaian underground miner’s safety citizenship behaviour. Design/methodology/approach The authors proposed a conceptual framework that tested supervisor behaviour as an independent variable, safety motivation as a mediator variable, perceived job insecurity as a moderator variable and safety citizenship behaviour as a dependent variable. The authors tested the hypothesized relationships using 351 valid responses collected through a structured questionnaire using hierarchical regression analysis. Findings Results revealed that both components of supervisor behaviour significantly influenced safety motivation and safety citizenship behaviour. Furthermore, safety motivation could mediate the relationships between both components of supervisor behaviour and safety citizenship behaviour. Also, perceived job insecurity failed to moderate the relationship between safety motivation and safety citizenship behaviour. Originality/value This current study is vital for managerial practices. The complex conceptual framework also contributes to offering different ways of understanding how supervisors’ behaviours can catalyze improvement or worsen safety outcomes.

Minimizing counterproductive work behaviors

2017 ◽  
Vol 30 (1) ◽  
pp. 15-26 ◽  
Author(s):  
Rui-Ting Huang ◽  
Hsi-Sheng Sun ◽  
Chia-Hua Hsiao ◽  
Ching-Wen Wang
Keyword(s):  
Job Insecurity ◽  
Perceived Competence ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Partial Least Squares Analysis ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Perceived Job Insecurity

Purpose The purpose of this paper is not only to investigate the impact of self-determined motivation on counterproductive work behaviors (CWBs), but also to examine the moderating role of perceived job insecurity in CWB. Design/methodology/approach This study utilized Partial Least Squares analysis to examine the data. In total, 292 private bank employees that experienced bank mergers and acquisitions before were invited to participate in this study. Findings The study findings have indicated that perceived autonomy will be positively linked to perceived competence and relatedness, and perceived competence and relatedness will be negatively associated with organizational and interpersonal CWB. Moreover, it has been found that perceived job insecurity could play a key role in moderating the link between self-determined motivation and CWB. Originality/value Although several researchers have highly focused on the critical roles of self-determined motivation and perceived job insecurity in organizational competitiveness, little is known about whether perceived job insecurity could play a key role in moderating the relationship between self-determined motivation and CWBs.

Lifelong learning mindset and career success: evidence from the field of accounting and finance

2020 ◽  
Vol 10 (3) ◽  
pp. 567-580
Author(s):  
David W. Drewery ◽  
Robert Sproule ◽  
T. Judene Pretti
Keyword(s):  
Job Satisfaction ◽  
Lifelong Learning ◽  
Work Engagement ◽  
Career Success ◽  
Design Methodology ◽  
Strategic Thinking ◽  
Empirical Examination ◽  
Content Type ◽  
Subjective Career Success ◽  
The Relationship

PurposeThe purpose of this article is to examine the relationship between a lifelong learning mindset and career success. A lifelong learning mindset is a way of approaching one's work with curiosity, strategic thinking, and resilience. Career success refers to objective (e.g., number of promotions) and subjective (e.g., job satisfaction) indicators of progress and fulfillment in one's work.Design/methodology/approachTwo studies are presented. Both studies draw from an accounting and finance program at a Canadian university. In study 1, data were collected from students (n = 62) and their supervisors at the end of a four-month co-operative education (co-op) work term. In study 2, data were collected from graduates (n = 148).FindingsResults suggest that developing a lifelong learning mindset enhances both objective and subjective career success. Participants' lifelong learning mindset was associated with objective career success in both studies (supervisor-rated performance in study 1 and number of promotions in study 2). Lifelong learning mindset was associated with subjective career success in study 2 (job satisfaction, work engagement, and job-related self-efficacy) but not in study 1 (experience satisfaction).Originality/valueThis article presents the first empirical examination of the relationship between a lifelong learning mindset and career success. Insights from the article highlight the fact that educators and workplace managers might work together to promote a lifelong learning mindset for current and future workers.

Authentic leadership, career self-efficacy and career success: a cross-sectional study

2018 ◽  
Vol 23 (6/7) ◽  
pp. 595-607 ◽  
Author(s):  
Aamir Chughtai
Keyword(s):  
Self Efficacy ◽  
Career Success ◽  
Authentic Leadership ◽  
Career Satisfaction ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Hierarchical Status

Purpose The purpose of this paper is to explore the effects of authentic leadership on employees’ objective (hierarchical status) and subjective (career satisfaction) career success. In addition, this paper attempts to examine the mediating role of career self-efficacy in these relationships. Design/methodology/approach The sample for this cross-sectional study comprised of 162 Pakistani employees drawn from a leading food and beverage company. Structural equation modelling and the bootstrapping procedure were used to test the research hypotheses. Findings Results showed that career self-efficacy fully mediated the relationship between authentic leadership and hierarchical status, while it partially mediated the effects of authentic leadership on career satisfaction. Practical implications The findings of this study indicate that authentic leadership behaviours can have a positive impact on employees’ career success. Thus, in order to ensure that employees accomplish their career goals and realise their full potential, it is vital that organisations devise strategies, which are geared towards promoting authentic leadership. Originality/value This paper provides a first examination of the relationship between authentic leadership and two indicators of career success: hierarchical status and career satisfaction. In addition, it identifies one possible pathway in the form of career self-efficacy through which authentic leadership relates to employees’ career success.

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