Can you manage shocks? An investigation of career shocks on proactive career behavior: a COR theory perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zulqurnain Ali ◽  
Aqsa Mehreen
Keyword(s):  
Career Development ◽  
Organizational Development ◽  
Training And Development ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Content Type ◽  
Perceived Employability ◽  
Proposed Model ◽  
Development Literature ◽  
Survey Approach

PurposeConsiderable research has been done to link career-development strategies to career-management success, but little is known about how career shocks (CSs) relate to proactive career behavior (PCB). Furthermore, the study investigates the mediation mechanism of personal resources (i.e. perceived self-efficacy (PSE) and perceived employability (PEMP)) in the linkage between CSs and PCB using the tenets of conservation of resources (COR) theory.Design/methodology/approachUsing the survey approach, the authors recruited 322 banking professionals and validated the proposed model and hypotheses in AMOS.FindingsThe outcome shows that CSs are significantly related to PSE and PEMP (personal resources), subsequently linked to PCB. Moreover, personal resources mediate the linkage between CSs and PCB. Thus, CSs cannot be ignored but can be minimized through proactive efforts.Practical implicationsThe findings support the banks' management to protect their personnel career by not giving CSs and build their PCB through personal resources. The employees should strive for enhancing personal resources through organizational development opportunities (i.e. training and development) to rescue themselves from sudden CSs.Originality/valueShocks cannot be ignored but can be managed through PCB. This research is the first that successfully adds to the career-development literature by empirically establishing the direct and indirect association between CSs and PCB through personal resources.

How does political skill lead to job and organization engagement? Role of self-evaluations

2020 ◽  
Vol 39 (7/8) ◽  
pp. 895-910
Author(s):  
Ameer A. Basit
Keyword(s):  
Employee Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Political Skill ◽  
The Self ◽  
Equation Modeling ◽  
Survey Method ◽  
Conservation Of Resources ◽  
Content Type ◽  
Proposed Model

PurposePolitical skill is a valued resource employees use to achieve success. Earlier research has mostly focused on the effect of political skill on others rather than on the self of the politically skilled individuals. Specifically, there is disconnect between political skill and employee engagement research as both these fields have been growing in isolation. Drawing from theories of engagement and conservation of resources, this study bridges this gap in knowledge by investigating how political skill leads to job and organization engagement of politically skilled employees via impacting their self-evaluations of organization-based self-esteem (OBSE) and organizational identification.Design/methodology/approachUsing a survey method, data were obtained from 188 employees who worked in three private schools of Lahore, Pakistan. Structural equation modeling was used to test the proposed model.FindingsThis study found that individuals who used political skill by practicing social astuteness, interpersonal influence, networking and sincerity rated themselves high in OBSE and organizational identification. As a consequence, high OBSE enhanced their job engagement, whereas high organizational identification increased their organization engagement.Originality/valueThis study is one of the first studies to present political skill as a driver of job and organization engagement. It reveals that the self-evaluations of OBSE and organizational identification mediate the political skill–engagement relations in unique manners.

The Crown Prince Court’s Training and Career Development section: managing training for its employees

2020 ◽  
Vol 10 (1) ◽  
pp. 1-16
Author(s):  
Alya Ateeq Al Remeithi ◽  
Syed Zamberi Ahmad
Keyword(s):  
Career Development ◽  
Change Management ◽  
Change Process ◽  
Online Courses ◽  
Development Program ◽  
Training And Development ◽  
Content Type ◽  
Employee Resistance ◽  
Crown Prince

Learning outcomes This case study focuses on change management and employee resistance when implementing a new initiative. The case may be helpful to students to clarify their understanding of the following: the importance of employee involvement in the change management process in the government sector. Understand how to help employees to deal with change more effectively, maintaining their commitment and bringing them successfully through the change. Understand the importance of communication during the change process. Successful approaches used when implementing change, such as the Lewin model and Kotter 8. The obstacles to change, including resistance and adverse reactions to change and connecting employees, as well as the causes of resistance when implementing a change. Case overview/synopsis The Crown Prince’s Court is an independent government entity established in 1971, providing support to the Crown Prince of Abu Dhabi with the help of almost 300 employees. The Training and Career Development subsection headed by Sumaya Al Saedi decided to initiate an online training and development program for employees. Given that national service, maternity leave and emergency leave had led to working pressure and less training and development for the employees, Sumaya and her team realized that few employees were registering for the course and few of those that did register actually completed their course. Several causes were identified that had led to employees avoiding the online courses. Work pressure and technical issues were among the most salient reasons that kept registered employees from completing the course. The lack of policies at an institutional level to aid changes in training structures reduced the number of employees who felt that they could register for the courses. Therefore, Sumaya and her team had to decide how to attract their employees to online courses and how to support them. Complexity academic level This case study was written for Change Management courses in Bachelor of Business Administration programs. This case examines employee resistance to change when implementing a new system. It can, therefore, be used for undergraduate-level courses. As it concerns employees during the implementation of changes, this case study can be used to help students develop their planning and implementation skills. By focusing on internal departmental challenges, students are introduced to the change process of implementing an initiative and how to deal with employees in the organization. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 6: Human Resource Management.

Perceived employability development of Western self-initiated expatriates in local organisations in China

2015 ◽  
Vol 3 (4) ◽  
pp. 350-377 ◽  
Author(s):  
Paula Makkonen
Keyword(s):  
Cultural Context ◽  
Cross Cultural ◽  
Conservation Of Resources ◽  
Content Type ◽  
Personal Resource ◽  
Career Trajectories ◽  
Perceived Employability ◽  
Career Opportunities ◽  
Non Local ◽  
Negative Feelings

Purpose – The purpose of this paper is to reveal the subjective perspectives on the development process of perceived employability (PE) among Western self-initiated expatriates (SIEs) working for a local organisation in China. Design/methodology/approach – This empirical qualitative study is based on 23 in-depth interviews of Western SIEs, both repatriated and those who seek to continue their careers in local Chinese organisations in China. Findings – This study adds to the current understanding of PE development by highlighting how the long-term PE development of Western SIEs is not only impacted by the perceptions of lost and acquired resources, but also by the host-country cultural context, which contribute to the levels and development of PE as a personal resource. Practical implications – The findings of the study are highly relevant because today’s labour markets and the employability of skilled professionals are increasingly shaped by international career contexts. These are also emerging number of individuals who independently seek career opportunities in cross-cultural career and labour market settings. The findings also help explain why SIEs in cross-cultural career settings often express negative feelings when asked to review their assignments. Originality/value – This study is one of the first to explore the career trajectories of Western SIEs, and to address the dynamic aspect of PE from the perspectives of the conservation of resources theory and non-local employees in cross-cultural career settings.

Enhancing perceived employability

2015 ◽  
Vol 44 (6) ◽  
pp. 866-882 ◽  
Author(s):  
Monique Veld ◽  
Judith Semeijn ◽  
Tinka van Vuuren
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Management Practices ◽  
Training And Development ◽  
Capital Theory ◽  
Content Type ◽  
Perceived Employability ◽  
Interactionist Perspective ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the moderating role of employees’ willingness to invest in training and development and willingness for mobility on the relationship between human resource (HR) management practices and employability. As such, the study takes an interactionist perspective, building on human capital theory and social exchange theory. Investigating possible interaction effects is highly relevant as little is known yet on how organizational efforts (i.e. policies and activities) and individual effort of employees might strengthen each other in their aim of enhancing employability. Design/methodology/approach – Analyses were based on a sample of 1,346 respondents from 91 primary school locations in the Netherlands. Hypotheses were tested using regression analyses controlling for nesting of the data. Findings – The results indicate that HR activities and employees’ willingness are positively related to employability. Furthermore, only employees’ willingness for mobility strengthens this relationship, not their willingness for training and development. These results indicate that both organizations and employees are responsible for enhancing employability. Practical implications – Both HR activities and employee willingness appear to play a significant and interactive role for enhancing employability. Therefore, explicit cooperation between employee and organization in light of optimizing employability seems warranted. Originality/value – This study extends current research on enhancing employability, by theorizing and testing the combined efforts of organizations and employees from an interactionist perspective.

scholarly journals When are employees idea champions? When they achieve progress at, find meaning in, and identify with work

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Renato Pereira
Keyword(s):  
Organizational Support ◽  
Organizational Identification ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Content Type ◽  
Work Meaningfulness ◽  
Active Mobilization ◽  
The Relationship ◽  
Job Activities ◽  
Career Progress

PurposeDrawing from conservation of resources (COR) theory, this study investigates the relationship between employees' perceived career progress and their championing behavior and particularly how this relationship might be invigorated by two critical personal resources at the job (work meaningfulness) and employer (organizational identification) levels.Design/methodology/approachQuantitative data were collected from a survey administered to 245 employees in an organization that operates in the oil industry.FindingsBeliefs about organizational support for career development are more likely to stimulate idea championing when employees find their job activities meaningful and strongly identify with the successes and failures of their employing organization.Practical implicationsThis study offers organizations deeper insights into the personal circumstances in which positive career-related energy is more likely to be directed toward the active mobilization of support for novel ideas.Originality/valueAs a contribution to extant championing research, this research details how employees' perceived career progress spurs their relentless efforts to push novel ideas, based on their access to complementary personal resources.

Development and training for the dealers' community in Macau casinos

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jinquan Zhou
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Program ◽  
Skills Training ◽  
Training And Development ◽  
Working Environment ◽  
Professional Skills ◽  
Content Type ◽  
Gambling Industry ◽  
And Training

PurposeThe purpose of this paper is to discuss characteristics of dealers training and development in Macau gambling industry by investigating and analyzing the current dealers training and development status of Macau gambling casinos. Training and development prepare and enhance dealer's knowledge and skills to enable them to adapt to the working environment and create a career opportunity in their organization.Design/methodology/approachIn-depth interviews were conducted with Macau casino human recourse manger, and questionnaire survey was used to investigate the views of dealers in training and development provided by their organization.FindingsThis paper revealed that the development and training of Macao's dealers are mainly in individual professional skills, including executive ability, professional attitude and communication skills training. According to the current situation of dealer's training and development, a human resource investment policy is that the government requires undertaking a part of the work in the dealers' community.Research limitations/implicationsThis paper examined the current demand for talents in Macau gambling casinos focusing on dealers' survey of the casino's training concepts, including training perception, organization arrangement and training information, etc. It is the least published official information, and training and development program in Macau gambling industry wreaked the questionnaire design.Practical implicationsThis survey first time revealed a characteristic of dealer's human resources training and development in the Macau gambling industry. The authors got comprehensive and profound understanding of dealers' job skills and career development needs through the professional position and job characteristics investigation and analysis.Social implicationsThe investigation reveals the inadequately training offered for dealers pre-employment. At least, it cannot meet the gambling industry's basic needs for dealer occupation in many ways. The school's training of dealers and the training provided by the casino has a huge gap, which the school's training is a short-term, compared to the gambling enterprises on the professional skills requirements of recruit dealers. But the school in long-term provide a wider range of knowledge for dealers career development.Originality/valueThis research conducted by the author in 2017 showed that dealer training and development views could be used to in the gambling industry in human resource practical management.

Helping coworkers only when I have more? Integrating social comparison, attribution and conservation of resources theories

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shih Yung Chou ◽  
Katelin Barron ◽  
Charles Ramser
Keyword(s):  
Theoretical Model ◽  
Social Comparison ◽  
Design Methodology ◽  
Helping Behavior ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Content Type ◽  
Managerial Implications ◽  
Attribution Theories ◽  
Comparative Nature

Purpose Drawing upon conservation of resources (COR) and attribution theories, prior research in helping behavior has mainly focused on an independent view of the helper’s personal resources. This perspective, however, falls short of capturing the comparative nature of personal resources and attributions in a helping context. The purpose of this paper is, therefore, to develop a theoretical model that helps predict employees’ decisions to help or not to help. Design/methodology/approach A theoretical model was developed by integrating social comparison, COR and attribution theories. Findings The theoretical model proposes the following. First, when employees perceive that they have fewer personal resources than a coworker who needs help, they are less likely to help. Second, when employees perceive that they have more personal resources than a coworker who needs help, they make causal attributions as to why the coworker failed to deploy personal resources. Finally, when employees have more personal resources than a coworker who needs help, they are more likely to help if they make situational, unstable and uncontrollable attributions to the coworker’s failure to deploy personal resources. Originality/value This paper extends the literature by offering a theoretical model that emphasizes comparisons and attributions of personal resources in a helping context. Additionally, this paper offers several managerial implications that help managers manage helping behavior effectively.

Theorizing parental intervention and young adults' career development: a social influence perspective

2020 ◽  
Vol 25 (4) ◽  
pp. 415-428
Author(s):  
Yan Liu ◽  
Yina Mao ◽  
Chi-Sum Wong
Keyword(s):  
Young Adults ◽  
Career Development ◽  
Social Influence ◽  
Career Choice ◽  
Occupational Commitment ◽  
Power Bases ◽  
Content Type ◽  
Parental Intervention ◽  
Development Literature ◽  
Influence Process

PurposeDrawing on the social influence literature and proposing parental intervention as a social influence process, this study seeks to theorize why parental intervention occurs and how it affects young adults' career development.Design/methodology/approachThis paper adopts a conceptual design, offering a conceptual model based on social influence research and career development research.FindingsIt is proposed that parental intervention is a result of incongruence between parental expectations and young adults' interested occupations and between parents' assessments of young adults' qualities and job demands. Parents' traditionality moderates these relationships, while the success of parental intervention depends on young adults' traditionality and career maturity. Parents' position, referent and expert powers affect young adults' compliance, identification and internalization, respectively, which impact their occupational commitment and career satisfaction.Research limitations/implicationsLooking at parental intervention over time would help researchers understand this phenomenon more comprehensively than focusing only on its short-term effects as identified in the literature. The motivational processes of parental intervention triggered by power bases play a key role in determining young adults' long-term career consequences.Practical implicationsCareer advisors should consider parents as a source of potential intervention in young adults' career choice. They may also provide parent-oriented services in addition to young adult-oriented services.Originality/valueThis framework contributes to the career development literature by adopting social influence approach to explain parental intervention in young adults' career choice and also providing implications for career counselors.

Determinants of perceived employability in current career context: evidence from India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nimmi P.M. Nimmi P.M. ◽  
Zakkariya K.A. Zakkariya K.A.
Keyword(s):  
Private Information ◽  
Structural Equation ◽  
Well Being ◽  
Vital Role ◽  
Conservation Of Resources ◽  
Content Type ◽  
Perceived Employability ◽  
Software Engineers ◽  
Underlying Mechanisms ◽  
The Impact

Purpose This paper aims to examine how the indicators of perceived employability in the current career context impact employees well-being on the backdrop of conservation of resources theory. The study also examines whether the underlying mechanisms towards employee well-being vary as a function of gender. Design methodology approach Research data are gathered from a sample of 421 software engineers in private information technology companies in India. Structural equation modelling (SEM) using IBM-AMOS was conducted to examine the impact of protean attitude and employability culture on employee well-being and the mediating mechanism. Findings Empirical analysis using SEM unravelled that perceived employability played a vital role as a mediator of employability culture, protean attitude – well-being relationships, confirming the underlying mechanisms of this association. Originality value The study specifically examined the modern age indicators of employability perception amongst Indian software engineers and their impact on employee well-being.

An empirical study of personality traits, job market appraisal and self-perceived employability in an uncertain environment

2019 ◽  
Vol 10 (1) ◽  
pp. 255-274
Author(s):  
Brownhilder Ngek Neneh
Keyword(s):  
Personality Traits ◽  
Openness To Experience ◽  
Hierarchical Regression ◽  
Appraisal Theory ◽  
Job Market ◽  
Theoretical Understanding ◽  
Content Type ◽  
Perceived Employability ◽  
New Evidence ◽  
Survey Approach

Purpose The purpose of this paper is to examine whether personality traits play a significant role in understanding students’ self-perceived employability and test if the associations are influenced by the student’s job market appraisal. This is important as perceptions about one’s employability hold invaluable importance for students in uncertain job environments as they might need to form strategies to cope with unemployment until they find a job. Design/methodology/approach Data were collected from 296 using a questionnaire survey approach and analyzed using hierarchical regression to test the hypothesized associations. Findings The findings showed that agreeableness, conscientiousness and openness to experience are positive and significantly associated with self-perceived employability. Also, job market appraisal played a momentous role in predicting self-perceived employability both directly and via interaction with conscientiousness and openness to experience. Practical implications The present study is valuable to different stakeholders such as educators, employers and students as it identifies the personality dispositions that should be encouraged among students while also indicating the need for fostering student’s reappraisal of uncertain job markets. Originality/value This study presents new evidence on the application of the appraisal theory by indicating the interaction between personality traits and cognitive appraisal. This advances the current theoretical understanding of the mechanism through which personality traits can best explain individual differences in self-perceived employability.

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