The multiple mediating effects of Korean workers’ perception of the fourth industrial revolution, career attitudes and future learning intent

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hanna Moon ◽  
Sungpyo Hong
Keyword(s):  
Career Development ◽  
Industrial Revolution ◽  
Career Orientation ◽  
Content Type ◽  
Career Attitudes ◽  
Protean Career ◽  
Fourth Industrial Revolution ◽  
Learning Intention ◽  
The Relationship ◽  
Future Learning

Purpose This study aims at analyzing the impact of perceptions of the fourth industrial revolution (crisis and opportunity) in the relationship between workers’ career attitudes and future learning intentions. Design/methodology/approach This study analyzed the multiple mediating effect of the perception of the fourth industrial revolution in the relationship between career attitudes and future learning intention using data of 305 Korean workers. As career attitude variables, boundaryless and protean career orientation variables were used, and perception of the fourth industrial revolution was analyzed (opportunity and crisis perception). Findings Both workers’ boundaryless career orientation and protean career orientation influenced future learning intention through the perception of opportunity for the fourth industrial revolution. This result suggested that flexible career attitudes positively recognized the changes of the fourth industrial revolution and had an effect on promoting attitude toward future learning. Research limitations/implications The study confirmed that workers’ flexible career attitudes could promote perception of opportunity rather than crisis in changing situation and strengthen their intention to prepare for the future by mediating this perception. These results suggest that lifelong learning and competency development can be reinforced by facilitating perception of an opportunities for external change for individual career development. Originality/value Insights for personal career development were provided by analyzing the relationship between flexible career attitudes, which are increasing in importance in the modern society, and perceptions of changes in external environment.

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.

Linking protean career orientation to well-being: the role of psychological capital

2018 ◽  
Vol 23 (2) ◽  
pp. 178-196 ◽  
Author(s):  
Yongzhan Li
Keyword(s):  
Structural Equation ◽  
Psychological Capital ◽  
Knowledge Workers ◽  
Well Being ◽  
Equation Modeling ◽  
Career Orientation ◽  
Psychological Well Being ◽  
Content Type ◽  
Protean Career ◽  
The Relationship

PurposeThe purpose of this paper is to examine the effects of protean career orientation (PCO) and psychological capital (PsyCap) on well-being among knowledge workers.Design/methodology/approachThe author adopted a two-wave cross-lagged design. In total, 518 knowledge workers at three enterprises in China were sampled to complete the Direnzoet al.’s (2015) Protean Career Orientation Questionnaire, Luthanset al.’s (2007) Psychological Capacity Questionnaire, and Ryff and Keyes’ (1995) Psychological Well-Being Scale. The main statistical methods involved descriptive statistics, structural equation modeling, and bootstrapping analysis.FindingsThe findings of the study were as follows: PCO positively predicted PsyCap among knowledge workers; both PCO and PsyCap positively contributed to knowledge workers’ well-being; and knowledge workers’ PsyCap partially mediated the relationship between their PCO and well-being.Originality/valueRare empirical studies were conducted on the relationship between PCO and psychological well-being. The previous findings are inconsistent on whether PCO is an antecedent of PsyCap, or PsyCap is an antecedent of PCO. The author conducted a cross-lagged survey to examine the above relationships; to certain extent, the present study addresses the research gap and contributes to the burgeoning literature.

Career development and individuals with physical disabilities

2014 ◽  
Vol 19 (2) ◽  
pp. 222-243 ◽  
Author(s):  
Mercedes Villanueva-Flores ◽  
Ramón Valle-Cabrera ◽  
Mar Bornay-Barrachina
Keyword(s):  
Professional Development ◽  
Career Development ◽  
Perceived Discrimination ◽  
Physical Disabilities ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Job Dissatisfaction ◽  
Content Type ◽  
Perceptions Of Inequality ◽  
The Relationship

Purpose – Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development expectations of this group. The purpose of this paper is to meet this need by focussing on individuals with physical disabilities in Andalusia (Spain). It analyzes three key aspects: whether the perception of discrimination is related to the perception of inequity due to their disabilities, with this relationship being moderated by gender; whether these perceptions of inequality and discrimination lead to feelings of dissatisfaction with the employing organization; and whether the perception of discrimination mediates the relationship between perceived inequity and job dissatisfaction. Design/methodology/approach – Using the theoretical framework of organizational justice, regression analysis is applied to test the hypotheses in a population of 459 employed people with physical disabilities. Findings – The results show that perceived discrimination is due to perceived inequity when peers who do not have a disability are used as comparative reference; however, this relationship is not moderated by gender. These perceptions of inequity and discrimination cause individuals to feel dissatisfaction in organizations, and a mediating effect is found for the perception of discrimination in professional development opportunities. The control variables considered, age and education, are not significant in the relationships studied. Originality/value – An original and valued model is proposed to explain job dissatisfaction among employees with physical disabilities and the possibility of perceiving a dual disadvantage, in their possibilities for professional development. The model links together three variables that have not previously been linked all together in the literature – perceived inequity, perceived discrimination on the grounds of disability, and dissatisfaction – highlighting that perceived discrimination on the grounds of disability mediates the relationship between perceived inequity and dissatisfaction. This model can also examine whether a dual disadvantage is perceived owing to an individual's being a woman and having a disability, considering gender as a variable that moderates the relationship between perceived inequity and perceived discrimination on the grounds of disability.

4IR and Right to Education in Nigeria: Synergybetween Legal Instruments and Stem Education

2021 ◽  
Vol 12 (3) ◽  
pp. 2286-2295
Author(s):  
Mariam Adepeju Abdulraheem-Mustapha
Keyword(s):  
Stem Education ◽  
Industrial Revolution ◽  
Research Collaboration ◽  
Legal Protection ◽  
Right To Education ◽  
Fourth Industrial Revolution ◽  
Science Technology ◽  
And Mathematics ◽  
Laws And Policies ◽  
The Relationship

Laws and policies have important roles to play in advancing the Fourth Industrial Revolution (4IR) through Science, Technology, Engineering and Mathematics (STEM) research in Nigeria. STEM education and knowledge brings about development by converging scholars across the world with recent research discoveries. In order for Nigeria to reap the maximum benefits from the 4IR, its legal system must come in line with the principles advanced by the 4IR. It is important to state that the laws which have been enacted before the contemporary era are inadequate and obsolete. Education (STEM education inclusive) which will benefit the most from thenewrevolution would demand new legal instrumentsthat are adequate and effective to cater for the legal and policy demands of the 4IR by bringing forth a more current and inclusive legal protection for all the relevant beneficiaries. Using doctrinal methodology, thispaperexamines4IR and right to education in Nigeria with a view to establishing the relationship between the legal instruments and STEM education with the objective of advancing the agenda of the relevance of all fields of education for the next generation.The paper is divided into six sections and the findings show that, education (STEM education inclusive) is bedeviled with many challenges andthe extant laws are inadequate to solve them.Thus, making the goal of 4IR unachievable in Nigeria. To reach the greatest dexterities in all works of life, the paper concludes by bringing the significance of laws and policies that wouldaccommodate free STEM education in secondary and tertiary school levels in order to answer the call for 4IR. It recommends research collaboration across STEM fields for integrated curriculum and an amendment of the Constitution. It also advocates for gender equality and investing more in STEM education for having a transformative shift in Nigeria for the purpose of achieving 4IR.

Digital content creation: an emerging role for librarians

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Omorodion Okuonghae
Keyword(s):  
Design Methodology ◽  
Industrial Revolution ◽  
Information Services ◽  
Digital Content ◽  
User Engagement ◽  
Content Type ◽  
Content Creation ◽  
High User ◽  
Fourth Industrial Revolution ◽  
Content Marketing

Purpose The increasing importance of digital content creation in relation to content marketing and promotion of library and information services in the Fourth Industrial Revolution (4IR) has attracted global attention. Thus, the purpose of this study is to theoretically examine librarians’ role in the creation of digital content in the 4IR. Design/methodology/approach This study used the review method to theoretically examine the nexus between digital content creation and librarians’ role in the 4IR. Findings This study showed that librarians are well positioned to become professional digital content creation, as they already possess the basic skills needed to create effective content for high user engagement. Originality/value This study seeks to pioneer a new area of focus by linking librarians’ skills to digital content creation skills and making a case for librarians as the perfect digital content creator.

Predictors of employees’ self-reported future learning ability and disengagement at work

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Debora Jeske ◽  
Sonia Lippke
Keyword(s):  
Job Characteristics ◽  
Path Model ◽  
Learning Ability ◽  
Cross Sectional ◽  
Content Type ◽  
Work Meaningfulness ◽  
Learning At Work ◽  
Employee Disengagement ◽  
The Relationship ◽  
Future Learning

Purpose The purpose of this study is to examine the relationship between job characteristics that foster learning (experience with and demand for continuous learning at work, skills variety and autonomy) as potential predictors of self-reported outcomes, such as future learning ability and employee disengagement at work for a cohort of employees with no or very limited job change experience. Further consideration was given to employees’ experiences at work (meaningfulness and recognition at work) as potential mediators in this relationship between job characteristics and employee outcomes. Design/methodology/approach A cross-sectional design was applied. Participants (N = 284) were recruited from Northern Germany and asked to complete a paper-and-pencil survey. The results were subsequently analyzed using path models to examine direct and indirect effects associated with mediation. Findings Path model analysis indicated that job characteristics promoting learning at work are positive predictors of self-reported future learning ability and negative predictors of disengagement. Both meaningfulness and recognition predict future learning ability as well. However, these variables only operated as significant mediators in the relationship between job characteristics and employee disengagement (but not self-reported future learning ability). Originality/value The study outlines the importance of job characteristics and employee experience to understand employees’ beliefs about their learning ability and engagement at work. The findings highlight the importance of meaningfulness and recognition for employees, as well as the role of learning-supportive job characteristics.

The new concept of quality in the digital era: a human resource empowerment perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hadi Balouei Jamkhaneh ◽  
Arash Shahin ◽  
Sahar Valipour Parkouhi ◽  
Reza Shahin
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Human Resource ◽  
Industrial Revolution ◽  
Total Quality ◽  
Content Type ◽  
Cause And Effect ◽  
Fourth Industrial Revolution ◽  
Digital Era ◽  
Human Aspects

PurposeThis study aims to identify the drivers of human resource empowerment in understanding the new concept of Quality 4.0 in the digital era.Design/methodology/approachFirst, the literature of quality management evolution in the fourth industrial revolution (Industry 4.0) and the position of the required workforce in Quality 4.0 were reviewed and then by using the opinions of experts and managers of Knowledge-Intensive Business Services (KIBS) firms, a set of driver effects on the readiness and ability of human resources was identified in the context of Quality 4.0. After identifying the drivers, cause-and-effect relationships among these drivers were investigated using the Grey DEMATEL technique.FindingsA total of 29 Quality 4.0 drivers of readiness and workforce ability were identified, based on multiple interactions of quality management in different stages of the production cycle. They were divided into new valuation approaches, composite dimensions, team creativity and thorough inspection. “Technical abilities and capability to solve problems” was identified as the most significant driver.Practical implicationsFindings help KIBS firms to take necessary measures and plans. Consequently, they can increase the readiness and ability of human resources based on the changes in managing Quality 4.0. Also, considering the importance of each driver, they will be able to take a step towards total quality improvement.Originality/valueDespite extensive research on the subject of the fourth Industrial Revolution, research on the human aspects required for managing Quality 4.0 is limited. This study was performed to examine the cause-and-effect relationships between human resource drivers to adapt to the changes in Quality 4.0.

Digital transformation: “jobocolypse” or empowerment?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zeynep Hizir
Keyword(s):  
Human Resources ◽  
Crucial Role ◽  
Design Methodology ◽  
Industrial Revolution ◽  
Digital Transformation ◽  
Evidence Based ◽  
Content Type ◽  
Fourth Industrial Revolution ◽  
Industry Research ◽  
The Impact

Purpose The purpose of this paper is to analyse the impact of digital transformation on jobs and to assess whether or not the so-called Fourth Industrial Revolution will lead to mass redundancies. The piece also looks at the role human resources (HR) departments will have to play in the implementation of, and response to, digital transformation within the workplace. Design/methodology/approach This paper combines research based on media articles, a parliamentary report and wider digital transformation industry research. The author looks to explain what digital transformation is, deconstruct misconceptions around digital transformation, assess the true evidence-based impact of digital transformation on jobs and advise HR departments on the impact of digital transformation within the workplace. Findings This piece finds that there remains a considerable degree of misunderstanding and many misconceptions around digital transformation and that while digital transformation will lead to the loss of some jobs, it will also lead to the change of existing ones and creation of new ones. Furthermore, this piece finds that HR departments will play a crucial role in the implementation of digital transformation, but that they too will need to pivot and adjust to new workplace realities as a result. Originality/value Many HR departments face confusion and misconceptions around the impact of digital transformation on the workforce, and there also remains concern among many employers that technology will replace their jobs. This piece seeks to dispel the myths and paint a clearer picture to both HR departments and employees around the impact of digital transformation.

Marketing to Develop Environmental Sustainability, Awareness, and Action

2019 ◽  
pp. 106-123
Author(s):  
Sangeeta Trott
Keyword(s):  
Environmental Sustainability ◽  
Industrial Revolution ◽  
Fourth Industrial Revolution ◽  
Managerial Implications ◽  
The Relationship

The main purpose of the chapter is to understand the role of marketing in creating awareness and action for sustainability in the fourth industrial revolution. The chapter is sequenced as follows: It begins with a brief introduction, followed by exploring the relationship between marketing and sustainability. The chapter then explains how marketing can play an important role in developing awareness and action at various phases of sustainability with suitable examples. The chapter then discusses the various issues which one faces in sustainability and ends with a conclusion. The chapter has great theoretical and managerial implications.

Sign in / Sign up

Export Citation Format

Share Document