scholarly journals PENGARUH KOMITMEN KARIR DAN KESUKSESAN KARIR SUBJEKTIF TERHADAP KESIAPAN MENGHADAPI PERUBAHAN

2018 ◽  
Vol 4 (1) ◽  
pp. 232-239
Author(s):  
Fridayanti Fridayanti
Keyword(s):  
Career Success ◽  
Readiness To Change ◽  
Career Commitment ◽  
Readiness For Change ◽  
Measuring Instruments ◽  
Full Time ◽  
International Standard ◽  
The Status ◽  
The Subject ◽  
Subjective Career Success

The aim of this study is to test the influence of career commitment and subjective career success toward readiness to change. The subject of this study were 41 full time teachers who work in SMA ,which is hold the status of Pioneering International Standard-Based School and now this school is being process of change to become International Standard Based Schol. Data was collected by three measuring instruments or questionaires, namely by career commitment, subjective career success and readiness for change. Measurements were conducted using path analysis, with the assistence by software Statistical Packages for Social Science (SPSS) 17.0 for Windows. The result of this research showed that hypothesis to be tested was significan,. It means that readiness to change could be predicted by career commitment and subjective career succes, either simultaneously or partially. The amount of power influence of career commitment is 24.76 % (0.2476). Subjective Career Success toward readiness to change is 16,61% (0,166). Simultaneously, the amount of influence  of career commitment and subjective career success toward readiness to change is 41,4% (0,144)

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.

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.

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.

Mentoring Culture as Employees’ Career Success Factor in Polish Organizations

2014 ◽  
Vol 33 (3) ◽  
pp. 119-0
Author(s):  
Izabela Marzec
Keyword(s):  
Survey Research ◽  
Career Success ◽  
Employee Development ◽  
Success Factor ◽  
Turbulent Environment ◽  
Employment Relationships ◽  
Southern Poland ◽  
Subjective Success ◽  
The Subject ◽  
Subjective Career Success

Changes in employment relationships and the spread of flexible forms of employment call for the search for such methods of employee development that would better fit the needs of both employees and Polish organizations in a turbulent environment. Studies of litera‑ ture on the subject point out the importance of mentoring culture for the development of employees’ competences and their career success. This paper tries to answer the question: in what way creating the culture of mentoring can contribute to employee objective and subjective career success in organizations? This goal will be achieved by presenting the results of a survey research carried out in 155 organizations operating in southern Poland. Generally, the findings suggest that mentoring culture is positively related to subjective success but it is not connected with objective success of employees.

scholarly journals Does Work-Life Balance Moderate the Relationship between Career Commitment and Career Success? Evidence from an Emerging Asian Economy

2020 ◽  
Vol 10 (4) ◽  
pp. 82
Author(s):  
Usama Najam ◽  
Umar Burki ◽  
Wajiha Khalid
Keyword(s):  
Career Success ◽  
Service Sector ◽  
Career Commitment ◽  
Work Life ◽  
Middle Level ◽  
Work Life Balance ◽  
Future Research ◽  
Life Balance ◽  
Subjective Career Success ◽  
The Relationship

This study examines the relationship between career commitment and employee career success (objective and subjective success) in middle-level employees working in the service sector. Further, the study investigates the moderating effect of work-life balance on the relationship between career commitment and career success. By analyzing data from 360 middle level working employees, our empirical results show that career commitment has a positive and significant effect on the objective and subjective career success of employees. Work-life balance positively moderates the relationship between career commitment and subjective career success, whereas it fails to moderate the relationship between career commitment and objective career success. The study contributes by providing a better understanding of the employee’s perception of career commitment and career success and their management in emerging markets. Avenues for future research are identified.

scholarly journals The Relationship Between Organizational Commitment and Readiness to Change for Employee of PT X

2021 ◽  
Vol 17 (1) ◽  
pp. 78-88
Author(s):  
Zaretta Dias Prastiti
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Quantitative Research ◽  
Readiness To Change ◽  
Readiness For Change ◽  
Significance Level ◽  
A Value ◽  
The Subject ◽  
Relationship Of ◽  
The Relationship

The purpose of this study is to determine the relationship of organizational commitment and readiness to change. This study is a quantitative research with an explanatory method. The subject for this research conducted to 75 employee of PT X Jatimbalinusra. Data collection using Organizational Commitment Scale developed by Allen and Mayer (1991) and READ 3 Readiness for Change Scale belongs to Hanpacern (1997). Data analysis using IBM SPSS Statistic 22. From the result of this study showed the correlation between the value of organizational commitment and readiness for change is 0,000 which is worth less than the significance level of 0,05. The strenght of the correlation between two variables is strong with a value of 0,856. This indicate that there is a significant correlation between organizational commitment and readiness to change.

scholarly journals Helping shy employees with career success: The impact of organizational socialization

2019 ◽  
Vol 12 (1) ◽  
pp. 41-62
Author(s):  
Robert J. Taormina
Keyword(s):  
Career Success ◽  
Organizational Socialization ◽  
Full Time ◽  
Test Results ◽  
Moderating Effects ◽  
Work Related ◽  
Self Confidence ◽  
Subjective Career Success ◽  
The Impact ◽  
The Relationship

As shy people have been reported to experience interpersonal and professional difficulties at work, this study examined the extent to which shy employees have lower perceptions of their career success and whether organizational socialization could favorably moderate the relationship between shyness and subjective career success. Questionnaires containing personality and socialization measures were given to 375 full-time employees. Confirming the hypotheses, t-test results revealed that shy (compared to non-shy) employees scored significantly lower on Subjective Career Success, Self-Confidence, and Emotional Intelligence; while scoring significantly higher on work-related Emotional Exhaustion. Regressions revealed that the four facets of organizational socialization (Training, Understanding, Coworker Support, and Future Prospects) all had significant moderating effects that yielded increases in the levels of Subjective Career Success for the shy employees. Implications for management are discussed.

scholarly journals PENGARUH KOMITMEN KARIR DAN MOTIVASI KARIR TERHADAP KESUKSESAN KARIR SUBJEKTIF KARYAWAN PADA PT BANK BTN BEKASI

2017 ◽  
Vol 14 (2) ◽  
pp. 170-180
Author(s):  
Vitus Putut Surya Mahendra
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Data Processing ◽  
Career Success ◽  
Sampling Method ◽  
Career Commitment ◽  
Career Motivation ◽  
Savings Bank ◽  
Convenience Sampling ◽  
Subjective Career Success

This research was conducted in order to determine whether the effect of commitmen career and career motivation towards Subjective career success of employees Bank Tabungan Negara Tbk. Sampling method used is convenience sampling. This study took a sample of 60 employees of the State Savings Bank Tbk. Methods of data analysis used in this research is multiple regression analysis. The results of data processing using SPSS 22. The research found that career commitment and career motivation have significant effect on subjective career success.

Sign in / Sign up

Export Citation Format

Share Document