How career expectations influence advancement: evidence from women in the hospitality industry

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ting Liu ◽  
Jie Gao ◽  
Mingfang Zhu ◽  
Yajun Qiu
Keyword(s):  
Career Development ◽  
Management Strategies ◽  
Demographic Factors ◽  
Two Dimensions ◽  
Career Management ◽  
Career Expectations ◽  
Content Type ◽  
Socio Demographic Factors ◽  
The Relationship

Purpose This study aims to examine the role of women’s career expectations (CEs) in changes in their career advancement (CA) and to determine whether these changes were because of socio-demographic factors. Design/methodology/approach Multiple linear regression was used to measure the relationship between women’s CEs and CA, as well as the influences that socio-demographic factors (e.g. education) have on that relationship. Findings Results indicated that CEs had two dimensions (i.e. career rewards and career development) and that career reward expectations had a significantly higher effect on CA than career development expectations. Furthermore, women were very likely to set higher CEs and stronger desires for CA as they became older. Results also showed that education, working years and position level were significantly related to women’s CA. Practical implications This study provides new insight into which aspects of women’s CA can be boosted by CEs and how these aspects may be affected by socio-demographic factors. This study can help hotels design better career management strategies to achieve the desired results. The study also provides guidance for women’s career management activities. Originality/value This study considers women’s CEs in hotels. The results revealed two dimensions (i.e. career rewards and career development) of CEs and uncovered the influences of socio-demographic factors on women’s CA, for example, age, education, working years and position level.

scholarly journals Empowerment and initiative: the mediating role of obligation

2019 ◽  
Vol 41 (4) ◽  
pp. 662-677 ◽  
Author(s):  
Wajda Wikhamn ◽  
Marcus Selart
Keyword(s):  
Design Methodology ◽  
Psychological Empowerment ◽  
Two Dimensions ◽  
Proactive Behavior ◽  
Web Based ◽  
Content Type ◽  
Mediating Role ◽  
Personal Initiative ◽  
The Relationship

Purpose The purpose of this paper is to investigate the extent to which psychological empowerment and felt obligation can explain variations in personal initiative. Design/methodology/approach Employees from a Swedish organization participated in a web-based survey. Findings Psychological empowerment is important for enhancing proactive behavior at work, but its dimensions relate differently to personal initiative. Felt obligation mediates the relationship between psychological empowerment and personal initiative, but only for two dimensions of empowerment (meaningfulness and competence). Originality/value The paper contributes to our understanding of how employees’ feeling of obligation explains one form of proactive behavior. It also highlights the overlooked distinctiveness of psychological empowerment dimensions in predicting personal initiative at work.

The link between employee career orientation, career management practices, citizenship behavior and gender: a moderated mediation model

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Meha Joshi ◽  
Girish Chandra Maheshwari ◽  
Rajan Yadav
Keyword(s):  
Management Practices ◽  
Moderated Mediation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Career Management ◽  
Career Orientation ◽  
Content Type ◽  
Women Employees ◽  
The Relationship

PurposeThis study aims to add to the current understanding of mediation and moderation processes through which employee career orientation (CO) is linked with organizational citizenship behavior (OCB).Design/methodology/approachData were collected from 214 employees working in Delhi and NCR of India. Structural equation modeling (SEM) was used for testing moderated mediation and establishing linkages between CO, CMP and OCB. Drawing on the social exchange theory, our model posits that the effect of CO on the outcome variable OCB is mediated by career management practices (CMPs) and the CMP-mediated relationship between the two is moderated by the gender of employees.FindingsOverall, data from 214 employees from service organizations in India support the model. This suggests that the enactment of OCB as a consequence of CO and OCB is largely dependent on the gender of employees. The relationship was observed in such a way that for women employees, CMP will have a stronger influence on the CO-OCB relationship. According to bootstrap results, upon the addition of CMP as a mediator, the main effect of CO on OCB among male employees was significant but dropped from the Beta value of 0.281 to 0.196. However, adding CMP as a mediator among women employees caused the CO-OCB relationship to become insignificant (Beta = 0.124; LLCI = 0.415; ULCI = −0.127; p = 0.420), highlighting that CMP would have a more substantial influence on the CO-OCB relationship.Originality/valueThis study explains the mediational role of CMP in the relationship between CO and OCB (explaining how the employees with new CO can trigger the role of CMP, and consequently, CMP can help them enact OCB) and how the gender of employees moderate the mediated impact of CMP in the relationship between CO and OCB (explaining how the mediated relationship varies across genders). The novelty of the study lies in exploring such a relationship that has not been studied so far.

Strengthening the impact of career development on job performance: the important role of organizational and individual factors

2019 ◽  
Vol 27 (4) ◽  
pp. 37-39
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Design Methodology ◽  
Organizational Factors ◽  
Content Type ◽  
Pertinent Information ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings A positive relationship exists between employee career development and job performance. The impact can become more substantial when the process of career development becomes the joint responsibility of employee and firm. This makes it imperative to identify individual and organizational factors most able to enhance the relationship and achieve desired outcomes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Expectations do not always hurt! Tying organizational career expectations to employment mode

2019 ◽  
Vol 11 (4) ◽  
pp. 387-407
Author(s):  
Bilal Ahmad ◽  
Ahmad Raza Bilal ◽  
Mahnoor Hai
Keyword(s):  
Career Development ◽  
Self Efficacy ◽  
Career Management ◽  
Development Programs ◽  
Career Expectations ◽  
Content Type ◽  
Career Training ◽  
Knowledge Based ◽  
Body Of Knowledge ◽  
Employment Mode

Purpose The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based on self-efficacy theory by examining the relationship between the employees’ perceived mode of employment and expectations of career development opportunities attached to the employer. The authors hypothesized that perceived mode of employment determines employees’ expectations about receiving career development opportunities offered by the employer. Design/methodology/approach Responses from 203 banking employees were obtained through a structured questionnaire. Perceived employment mode was identified through Ward’s method of cluster analysis. The proposed hypothesis was tested by using one-way analysis of variance. Findings Employees across all modes of employment (knowledge-based, job-based, contract-based and alliance-based) were found to be similar with respect to their need for career development programs. However, employees positioned in knowledge-based and alliance-based modes were also interested in career appraisal and career training. Originality/value The study contributes to the existing body of knowledge on career management by imparting preliminary insights into the way employees’ expectations of organizational career management opportunities vary according to their perceived mode of employment based on self-efficacy theory.

Gluttony as predictor of compulsive buying behaviour

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Luigi Piper ◽  
Andrea Sestino ◽  
Gianluigi Guido
Keyword(s):  
Personality Traits ◽  
Positive Impact ◽  
Compulsive Buying ◽  
Two Dimensions ◽  
Moderating Effects ◽  
Content Type ◽  
Effective Strategies ◽  
Buying Behaviour ◽  
The Relationship

PurposeThe main purpose of this research is to evaluate Gluttony's role in consumers' compulsive buying behaviour. Specifically, the authors want to identify the main psychological antecedents of the construct (expressed with the Big Five) and the moderating effects of shopping motives (in the two dimensions hedonism and utilitarianism).Design/methodology/approachThe hypotheses were tested by applying survey data from 335 participants to a mediation model with a moderator.FindingsThe results show that consciousness adversely affects gluttony, while neuroticism has a positive impact on it. Gluttony, in turn, mediates the relationship between these personality traits and compulsive buying behaviour. Finally, contrary to what might be expected, only utilitarianism accentuates the effect of gluttony on compulsive buying behaviour.Practical implicationsUsing these results, managers and policymakers can create more effective strategies for their commercial or awareness initiatives.Originality/valueThis study clarifies the role of gluttony in consumer behaviour by identifying the underlying personality traits.

Investigating the relationship between career development and productivity with the mediating role of self-regulation among university staff

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Samira Delbari ◽  
Saeed Rajaipour ◽  
Yasamin Abedini
Keyword(s):  
Career Development ◽  
Self Regulation ◽  
Equation Modeling ◽  
University Staff ◽  
Statistical Population ◽  
Content Type ◽  
Mediating Role ◽  
Industrial Enterprises ◽  
The Relationship

PurposeThe present study aimed to investigate the relationship between career development and productivity of the university staff with the mediating role of self-regulation.Design/methodology/approachThe research approach is quantitative-relational and is based on structural equation modeling (SEM). The population consisted of the staff of two Iranian universities in 2018 out of which 331 participants were selected using Cochran's formula and a proportionate stratified random sampling method. To gather data, the self-regulation questionnaire (SRQ), the career development questionnaire (CDQ) and a researcher-made employees' productivity questionnaire (EPQ) were used. In terms of reliability, Cronbach's alpha coefficient of the instruments was found to be 0.97, 0.84 and 0.88, respectively. Face and content validity were confirmed by a group of field experts.FindingsThe findings indicated that the staff’s self-regulation had a positive and significant effect on individual, organizational and environmental productivity factors. In addition, self-regulation had the ability to predict those factors. It was found that self-regulation had a mediating role in the relationship between career development and staff productivity. According to the results, educational institutions, especially universities, can provide their staff with the opportunity to exploit their full potentials through reinforcing their self-regulation and increasing their productivity.Research limitations/implicationsHigher self-regulation capacity among university staff helps them liberate their potential energy for disinterested selfless service to the society. Higher self-regulation capacities allow individuals to increase the energy resource for self-regulation and contribute to the productivity and quality of life. The statistical population of the quantitative section is confined only to the staff working at Iranian universities. Therefore, our results should be cautiously generalized to universities in other countries.Practical implicationsOur findings can help in empowering human resources and consequently improving education and research processes.Social implicationsUniversities play a decisive role in the economic growth and development of countries because of their diverse services in the production and distribution of science and knowledge.Originality/valueThis study was conducted on university’s staff productivity, while most previous researches have been conducted in industrial enterprises. Thus, the present study seeks to fill this research gap by means of providing new perspectives and information on the factors affecting staff productivity and the relationship between research variables in higher education institutions.

The role of the marketing strategy process in the innovativeness-performance relationship of SMEs

2017 ◽  
Vol 35 (3) ◽  
pp. 298-315 ◽  
Author(s):  
Lucas Finoti ◽  
Simone Regina Didonet ◽  
Ana Maria Toaldo ◽  
Tomás Sparano Martins
Keyword(s):  
Marketing Strategy ◽  
Organizational Performance ◽  
Two Dimensions ◽  
Marketing Strategies ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Strategy Process ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of the marketing strategy process in the relationship between innovativeness and organizational performance in SMEs. Design/methodology/approach The partial least squares-structural equation modeling technique was used to analyze data from Brazilian SMEs that belong to the software sector. Innovativeness was considered as a cultural aspect of the firm, which is related to being open to new ideas. The marketing strategy process was analyzed considering its two dimensions, i.e., formulation and implementation of marketing strategies. Organizational performance included variables of market, financial and innovation performance. Findings The results show that innovativeness positively influences organizational performance through the marketing strategy process. Specifically, the formulation of marketing strategies mediates the relationship between innovativeness and organizational performance. Implementation by itself does not mediate this relationship. When considering the path formulation→implementation as mediator, the influence is positive, i.e., formulation positively influences the implementation of marketing strategies and this path mediates the relationship between innovativeness and organizational performance. Therefore, the mediating role is stronger when considering the formulation-implementation path than when taking into account the activities of the formulation and implementation of marketing strategies separately. Originality/value This study contributes to the literature by discussing how innovativeness influences SMEs’ performance through subsequent stages of the marketing strategy process. This is one of the first studies to consider activities in the marketing strategy process as a mediator in the innovativeness-performance relationship and explore its sequence.

Putting workplace spirituality in context

2019 ◽  
Vol 48 (7) ◽  
pp. 1848-1865 ◽  
Author(s):  
A. Uday Bhaskar ◽  
Bijaya Mishra
Keyword(s):  
Organizational Support ◽  
Turnover Intentions ◽  
Meaningful Work ◽  
Workplace Spirituality ◽  
Organizational Outcomes ◽  
Two Dimensions ◽  
Design Data ◽  
Content Type ◽  
The Relationship

Purpose Workplace spirituality (WPS) has emerged as a key concept in management literature but has, thus far, remained inadequately explored in research studies. The purpose of this paper is to draw WPS upon the organizational support theory and WPS literature to develop and test a model. The role of WPS and its moderating effect is examined in its relationship with perceived organizational support (POS), career satisfaction (CS) and turnover intentions (TIs). Design/methodology/approach Using a survey research design, data were collected from 314 respondents to test the proposed model. Serial mediation was tested using the two dimensions of WPS (meaningful work (MW) and sense of community (SC)) as mediators between POS and CS. For moderation, these two dimensions of WPS were used to test the variables of POS and TI. Findings This study found that the relationship between POS and CS is sequentially mediated by the two dimensions of WPS, namely, MW and SC, while WPS is found to enhance CS among employees, it has been found to significantly reduce their TIs by moderating the relationship between POS and TI. Thus, employee TIs are found to be lower when the relationship between POS and MW is stronger. Practical implications The findings of this study will help managers develop strategies and formulate effective interventions that would improve the CS of employees and reduce their intentions to quit, leading to desirable individual and organizational outcomes. Originality/value WPS is a relatively new construct both at the workplace and in academia and to the authors’ knowledge, this is the first study which has examined the role of WPS in the relationship between POS, CS and TIs. By examining how organizational support has a significant influence on the employee in shaping positive work attitudes, the study will contribute to the existing knowledge and address questions hitherto unexplored. The findings of this research will thus have direct implications for the practitioner as well as the manager.

Meeting career expectation: can it enhance job satisfaction of Generation Y?

2015 ◽  
Vol 27 (1) ◽  
pp. 147-168 ◽  
Author(s):  
Haiyan Kong ◽  
Sujuan Wang ◽  
Xingxing Fu
Keyword(s):  
Job Satisfaction ◽  
Generation Y ◽  
Intrinsic Value ◽  
Mediating Effect ◽  
Career Management ◽  
Career Expectations ◽  
Content Type ◽  
Career Expectation ◽  
Hotel Managers ◽  
The Relationship

Purpose – This paper aims to explore the influence of career expectations on job satisfaction of Generation Y, as well as the mediating effect of career expectations on the relationship between hotel career management (HCM) and job satisfaction. Design/methodology/approach – Data were collected from the main tourist cities in China with Generation Y employees working in the hospitality industry as the target population. A total of 442 valid questionnaires were obtained, and structural equation modeling was used to examine the relationships among the constructs. Findings – HCM contributed positively to employees’ career expectation and job satisfaction. Career expectation was positively related to job satisfaction, as well as mediated the relationship between HCM and job satisfaction. Research limitations/implications – This study is limited by the use of self-reported data in the cross-sectional design because all participants filled out the questionnaires by themselves. The use of convenience sampling method presents another limitation for this study. Practical implications – This study may serve as a guide for managers and policymakers. First, this study highlights the importance of effective career management activities. Second, this study may help hotels retain the qualified staff members. Third, this study may help hotel managers respond to the career expectation of their young employees. Social implications – The meditating effect of career expectation highlights its importance in the career management system. The main force of market labor is Generation Y, who are known for their high career expectation and their emphasis on their career development. The findings indicate that both extrinsic and intrinsic value factors provide greater contributions to job satisfaction than prestige and stability factors. Therefore, hotels must provide a stable working environment, and care more on employees’ intrinsic value. Aside from providing high compensation, employers should also provide career growth opportunities and challenging job to their employees, as they are important motivational factors. By providing tailor-made career activities, hotel managers may satisfy the career expectations and enhance the job satisfaction of young employees, which, in turn, leads to a mutually beneficial situation for both managers and employees. Originality/value – This study explores the predictors and outcomes of career expectations of Generation Y employees. It highlights the importance of meeting the career expectations and also shows initial evidence on the mediating effect of career expectation. The findings of this study may provide useful guidance to both hotel operators and employees.

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