Understanding Boundaryless IT Professionals: An Investigation of Personal Characteristics, Career Mobility, and Career Success

2021 ◽  
Author(s):  
Barbara Prommegger ◽  
Daniyal Arshad ◽  
Helmut Krcmar
Keyword(s):  
Career Success ◽  
Personal Characteristics ◽  
Career Mobility ◽  
It Professionals

Protean Career Orientation, Career Decision Self-efficacy and Career Outcomes of Millennial IT Professionals

2021 ◽  
pp. 0258042X2199101
Author(s):  
Poonam Kaushal ◽  
Sakshi Vashisht
Keyword(s):  
Self Efficacy ◽  
Career Success ◽  
Process Model ◽  
Career Decision ◽  
Educational Background ◽  
Mediation Effect ◽  
Career Orientation ◽  
Career Outcomes ◽  
It Professionals ◽  
Protean Career

The present study explored a relationship between protean career orientation (PCO) and career outcomes (i.e., subjective and objective career success) on millennial IT professionals. A model proposing that the effect of PCO on career outcomes is mediated by career decision self-efficacy was assessed. Data were collected from 1,000 respondents, out of which 685 questionnaires were considered for analysis purpose. Of all the respondents, 470 (68.6%) respondents were male and 215 (31.4%) were female. All the respondents were within the age group of 25–40 years (completed age as of 2019). From the total respondents, 40.4% (277) were BTech, 25.8% (177) were MCA, 17.7% (121) were MBAs and 16.1% (110) respondents were from other educational background. Confirmatory factor analysis (CFA) was conducted using AMOS for verification of the questionnaire. Hayes process model, type-4 in SPSS 21, was used for testing the mediation. The findings of the study revealed that protean individuals experienced higher levels of subjective and objective career success (on salary). Mediation effect was supported for subjective career success.

scholarly journals The Impact of Intrinsic and Extrinsic Motivators on IT professionals. Case of Latvia

2021 ◽  
Vol 92 ◽  
pp. 04008
Author(s):  
Svetlana Gribanova
Keyword(s):  
Factor Analysis ◽  
Online Survey ◽  
Labour Force ◽  
Value Added ◽  
Personal Characteristics ◽  
Full Time ◽  
It Professionals ◽  
Extrinsic Motivators ◽  
Intrinsic Motivators ◽  
The Impact

Research background: In contemporary environment and conditions of globalization, IT professionals become significant part of labour force for every organization, which needs to be competitive in the market. This paper, on one hand, demonstrates how employees can be involved in production process, and, on the other hand, it helps to observe the interconnection between theory and practical application of management. Purpose of the article: The purpose of the research was in defining and determining the influence of intrinsic and extrinsic motivators for IT professionals in Latvia. Methods: The data for the research was collected with the help of online survey held in December 2019 using online survey panels. The targeting criteria for the respondents was the employment on position of IT employee, company located in Latvia and employed full time. Sample size was 1500 respondents. The research used factor analysis, which allowed defining intrinsic and extrinsic motivators and evaluating their significance and method of multidimensional linear regression to determine the influence of personal characteristics of employees on types of motivation. Findings & Value added: Factor analysis of motivations shows that there are five types of motivators, which make IT professionals work more productively, stay late at work if needed and do the best they can to solve the task set by their management. These are material stimulators, respect, responsibility, fear and self-realization. The results of the research can be well interpreted with the help of McGregor Theory, who demonstrated that there is a need of combination of extrinsic and intrinsic motivators. The findings can be used in building appropriate motivation strategy for IT professionals.

Careers: Mobility, Embeddedness, and Success

2007 ◽  
Vol 33 (3) ◽  
pp. 350-377 ◽  
Author(s):  
Daniel C. Feldman ◽  
Thomas W. H. Ng
Keyword(s):  
Career Success ◽  
Final Section ◽  
Career Satisfaction ◽  
Career Mobility ◽  
Future Research ◽  
Subjective Career Success

This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness) are most likely to lead to objective career success (e.g., promotions) and subjective career success (e.g., career satisfaction). In the final section, the article revisits the utility of viewing careers as “boundaryless” and suggests alternative frameworks for future research on these topics.

Upward career mobility

2015 ◽  
Vol 29 (4) ◽  
pp. 28-30
Author(s):  
Graham Cole
Keyword(s):  
Career Success ◽  
Design Methodology ◽  
Major Part ◽  
Reading Time ◽  
Career Mobility ◽  
Content Type ◽  
Positive Effects ◽  
Pertinent Information ◽  
Subjective Form ◽  
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 papers in context. Findings – Having a successful career has significant implications for both individuals and organizations alike. Positive effects on people’s health, happiness and longevity have been partly attributed to achievements in the workplace. And employees who flourish in their roles play a major part in a company’s potential for growth and prosperity. It therefore makes sense to try and ascertain the factors which make career success more likely to occur. Success in this context can be measured in objective or subjective terms. Professional attainments reflected in promotions, status and salary levels are common indicators of objective career success. With the subjective form, it is internal beliefs about work achievements and their implications for future opportunities that are most relevant. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. 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.

Personality Determinants of Teachers Subjective Career Success

2021 ◽  
Vol 30 (3) ◽  
pp. 287-300
Author(s):  
Sezgin Bekir ◽  
◽  
Ergyul Tair ◽  
Keyword(s):  
Career Success ◽  
Personal Characteristics ◽  
Self Esteem ◽  
Educational Process ◽  
Teacher Competency ◽  
Ego States ◽  
Concern For Others ◽  
Improvement Programs ◽  
Subjective Career Success

The results of a study of ego states, self-esteem and life positions effects on teachers’ subjective career success are presented. The sample includes 324 teachers between 24 and 65 years. The results obtained present preferences for the ego states Nurturing Parent and Adult, and for the life position „I am OK, you are OK“, which are manifested through characteristics such as affection, friendliness, analyticalness and devotion to others. The established average self-esteem level suggests for positive attitude towards oneself and career satisfaction. The ego states Natural Child, Caring Parent, Adapted Child, the self-esteem and the life positions „I am OK, you are OK“ and „I am not OK, you are not OK“ have significant effects on subjective career success. Personal characteristics such as empathy, concern for others and the promotion of development lead to a sense of subjective career success. The results are applicable for the implementation оf teacher competency improvement programs, which will not only increase their sense of career success, but will also have a positive effect on the quality of the educational process.

International career motives, repatriation and career success of Indian women in Science & Technology

2014 ◽  
Vol 2 (2) ◽  
pp. 203-233 ◽  
Author(s):  
Reimara Valk ◽  
Mandy Van der Velde ◽  
Marloes Van Engen ◽  
Rohini Godbole
Keyword(s):  
Career Success ◽  
Science And Technology ◽  
Career Mobility ◽  
Women In Science ◽  
Indian Society ◽  
Theoretical Frameworks ◽  
Indian Women ◽  
Content Type ◽  
Career Growth ◽  
Career Motives

Purpose – The purpose of this paper is to gain insight into international career motives, repatriation and career success of Indian women in Science and Technology. Design/methodology/approach – In total, 30 semi-structured interviews were conducted with (upper) middle-class Indian women in Science and Technology in Bangalore and New Delhi, India. Findings – Thematic analysis resulted in four themes – International career motives, Theme 1: cross-cultural and scientific exposure; Repatriation reasons and experiences, Theme 2: family reunion, career prospects and readjustment; Career success, Theme 3: international experience; and career growth, Theme 4: social responsibility. Motives for international career mobility of Indian women were: exposure to foreign cultures, international collaboration in science and personal and professional development. Family formation and reunion and career prospects were reasons for repatriation and positively influenced repatriation experiences of Indian women. Readjustment to people and conditions in India impacted their repatriation experiences negatively. The meaning women attribute to career success is grounded in recognition from peers in science, career growth, satisfaction and contribution to science and Indian society. Research limitations/implications – The sample of Indian female scientists may limit generalization of the findings to global career professionals in other professions from other countries with different socio-cultural and economic contexts. Practical implications – HR policies that foster international careers of women scientists as well as women's networks in science to share and apply knowledge, and their contribution to the Indian economy and society will enhance global career success of women and strengthen the sustainable competitive position of organizations. Originality/value – The study provides new insights into motivation for international career mobility and repatriation of women professionals from a developing country and their career success in the home country, and contributes to the development of theoretical frameworks on international career mobility and career success.

scholarly journals IT Professionals’ Personality, Personal Characteristics, and Commitment: Evidence from a National Survey

2019 ◽  
Vol 12 (3) ◽  
pp. 58 ◽  
Author(s):  
Javaid Syed ◽  
Ruth M. Tappin
Keyword(s):  
Organizational Commitment ◽  
Statistical Significance ◽  
Personal Characteristics ◽  
The United States ◽  
National Sample ◽  
Future Research ◽  
It Professionals ◽  
Cross Sectional ◽  
Continuance Commitment ◽  
Independent Variables

Drawing on personality traits theory (Costa & McCrae, 1985) and organizational commitment theory (Mowday, Steers & Porter, 1979), the purpose of the present study was to investigate, through four separate hierarchical regression procedures, the effect of a set of independent variables (neuroticism, gender, and generational age) on four separate dependent variables (DV): overall organizational commitment (OC), affective commitment (AC), continuance commitment (CC), and normative commitment (NC). The sample consisted of responses from 279 IT professionals in the United States, drawn from a national sample from the merged cross-sectional GSS 1972-2014 Cross-Sectional Cumulative Data, Release 5, March 24, 2016. Results of multiple regressions analyses revealed that, among IT professionals, neuroticism did not predict overall OC, AC, CC, or NC. Generational age predicted OC, AC, and CC with statistical significance. Gender predicted CC; none of the independent variables (IVs) predicted NC. Directions for future research are offered.

Dark and Peculiar

2019 ◽  
Vol 40 (2) ◽  
pp. 92-103 ◽  
Author(s):  
Janko Međedović ◽  
Goran Knežević
Keyword(s):  
Undergraduate Students ◽  
Study Design ◽  
Personal Characteristics ◽  
Emotional Reaction ◽  
Current Understanding ◽  
Male Students ◽  
Psychosis Proneness ◽  
Negative Emotional Reaction ◽  
Mind Set ◽  
Psychopathic Tendencies

Abstract. Earlier research suggested that militant extremists could have certain aspects of psychopathic and psychotic characteristics. Relying on these studies, we investigated whether the Militant Extremist Mind-Set (MEM) could be explained by psychopathy, sadism, and Disintegration (psychosis proneness), as subclinical manifestations of amoral, antisocial, and psychotic-like traits. In Study 1 (306 undergraduate students), it was shown that sadistic and psychopathic tendencies were related to Proviolence (advocating violence as a means for achieving a goal); psychopathic and disintegrative tendencies were associated to the Vile World (belief in a world as a corrupted and vile place), while Disintegration was the best predictor of Divine Power (relying on supernatural forces as a rationale for extremist acts). In Study 2 (147 male convicts), these relations were largely replicated and broadened by including implicit emotional associations to violence in the study design. Thus, while Proviolence was found to be related to a weakened negative emotional reaction to violent pictures, Vile World was found to be associated with stronger negative emotions as a response to violence. Furthermore, Proviolence was the only MEM factor clearly differentiating the sample of convicts from male students who participated in Study 1. Results help extend current understanding about personal characteristics related to militant extremism.

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