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.

Probing the interactive effects of career commitment and emotional intelligence on perceived objective/subjective career success

2016 ◽  
Vol 45 (4) ◽  
pp. 724-742 ◽  
Author(s):  
Razia Sultana ◽  
Amna Yousaf ◽  
Iram Khan ◽  
Abubakr Saeed
Keyword(s):  
Emotional Intelligence ◽  
Career Success ◽  
Career Commitment ◽  
Interactive Effects ◽  
Content Type ◽  
Ex Post ◽  
Research Findings ◽  
Bank Employees ◽  
Subjective Career Success ◽  
Career Literature

Purpose – The purpose of this paper is to find out the moderating role of emotional intelligence (EI) in the relationship between career commitment and career success of the bank employees working in Pakistan. Design/methodology/approach – The study used ex post facto method where 200 middle-level managerial bank employees were surveyed by means of a close-ended questionnaire. Moderated multiple regression was run to test the hypotheses. Findings – As expected, the research findings confirmed the expectation of significant relationship between career commitment and objective/subjective career success. Further, the research findings bolstered one of the research postulates that EI will moderate career commitment-objective career success relationship. However the argument of EI’s moderation between career commitment-subjective career success relationship was not supported by the findings. Originality/value – This paper adds value to the existing body of knowledge by augmenting the need of understanding the distinctiveness of objective and subjective career success. The study unveils the importance of devising separate mechanisms to cater both the objective and subjective career success needs of the employees and enhances the scope of career literature in South Asian settings.

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.

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.

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.

Linking Protean and Boundaryless Career Attitudes to Subjective Career Success: A Serial Mediation Model

2020 ◽  
pp. 106907272095978
Author(s):  
Yasir Mansoor Kundi ◽  
Sandrine Hollet-Haudebert ◽  
Jonathan Peterson
Keyword(s):  
Career Success ◽  
Career Satisfaction ◽  
Career Commitment ◽  
Job Crafting ◽  
Related Phenomenon ◽  
Career Attitudes ◽  
Work Related ◽  
Serial Mediation ◽  
Subjective Career Success ◽  
Boundaryless Career

This study examines the link between protean career and boundaryless career attitudes and subjective career success. We propose that employees with protean and boundaryless career attitudes are more likely to engage in job crafting behavior, ultimately leading to career commitment and career satisfaction. Data from 321 business professionals working in France revealed that protean and boundaryless career attitudes predict subjective career success in the form of career commitment and career satisfaction through job crafting. The data also revealed a serial mediation pathway whereby protean and boundaryless career attitudes positively predicted job crafting behavior, which lead to stronger career commitment and increased career satisfaction. These results highlight the importance of job crafting behavior as an important, yet unexplored work-related phenomenon with significant organizational implications.

Resilience in the modern career

2015 ◽  
Vol 20 (4) ◽  
pp. 363-383 ◽  
Author(s):  
Sean T. Lyons ◽  
Linda Schweitzer ◽  
Eddy S.W. Ng
Keyword(s):  
Locus Of Control ◽  
Self Efficacy ◽  
Career Success ◽  
Emotional Stability ◽  
Personality Factors ◽  
Career Orientation ◽  
Content Type ◽  
Career Attitudes ◽  
Protean Career ◽  
Career Orientations

Purpose – Career resilience (CR) is an increasingly important, but under-researched aspect of modern careers. The purpose of this paper is to examine the mediating effect of CR on the relationships between personality factors, career self-evaluations and modern career orientation and the outcome of career satisfaction (CS). The authors hypothesized that CR would be positively associated with the “big-5” personality factors, career self-evaluations (self-efficacy and external locus of control) and modern career orientations (protean and boundaryless orientations) and that CR would mediate those variables’ relationships with CS. Design/methodology/approach – The participants in the study were 1,988 employed managers and professionals. Structural equation modeling was used to test the proposed relationships and mediation model. Findings – CR mediated the relationships between CS and emotional stability, conscientiousness, emotional stability, openness to experience, internal work locus of control, career self-efficacy and protean career attitudes. Contrary to expectations, being values-driven was negatively associated with CR, producing a negative net indirect effect on CS. Research limitations/implications – The study extends previous work concerning CR by examining the role of CR as a mediator between various psychological career factors and CS (i.e. subjective career success). An important issue is whether CR is a unique construct relative to psychological resilience. The results suggest that this may be the case, but direct comparison between the two constructs is required to answer the question definitively. Practical implications – Strengthening CR through career development interventions can have important impacts on CS, particularly for those individuals who are values-driven or have boundaryless mindsets and preferences for organizational mobility. Originality/value – This is the first study to examine the relationship between CR and “new career” attitudes (i.e. boundaryless and protean career orientations), which have been the topic of much research. The authors contribute to the career success research by linking CR and modern career orientation to CS and demonstrating that CR mediates the relationships between career-related psychological factors (personality, self-evaluation and modern career orientation) and CS.

scholarly journals How Subjective Career Success of Public Sector Universities’ Teachers Is Affected by Protean Career Orientation?

2021 ◽  
Vol 4 (3) ◽  
pp. 761-772
Author(s):  
Muhammad Farooq Rehan ◽  
Quaisar Ijaz Khan ◽  
Raheel Mumtaz
Keyword(s):  
Public Sector ◽  
Career Success ◽  
Structural Equation ◽  
Faculty Members ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Career Orientation ◽  
Protean Career ◽  
Perceived Employability ◽  
Subjective Career Success

The study explored the mediating effect of Perceived Employability (PE) on faculty members’ protean career orientation (PCO) and Career Success (CS). The study is exploratory in nature which aimed to ascertain the mediating relationship of perceived employability between protean career orientation and career success of faculty members working in public sector institutions of higher learning. The researchers tried to test protean career theory by developing a conceptual framework. Data were gained through self-administrated questionnaires from the faculty members working in Punjab’s Public Sector Universities. For the purpose of sampling: stratified sampling technique was applied for data collection. Data were obtained from 269 respondents’ for testing the theoretical model. Measurement model was analyzed by applying Structural Equation Modeling (SEM) for testing the hypothesis. For this purposed we used SMART-PLS Licensed version 3. The researchers detected a statistically significant mediating role of perceived employability between protean career orientation and subjective career success. Due to the scarcity of financial and time constraints we have collected data from only 12 universities of Punjab, Pakistan. However, the results can be generalized as all the public sector universities are governed by same governing body; named Higher Education Commission of Pakistan (HEC).

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