Individual Management and Counseling as Moderators in Achieving Career Competencies and Success

2014 ◽  
Vol 42 (5) ◽  
pp. 869-880 ◽  
Author(s):  
Huo-Tsan Chang ◽  
Chia-Yi Feng ◽  
Chi-Lih Shyu
Keyword(s):  
Career Counseling ◽  
Organizational Support ◽  
Career Success ◽  
Self Regulation ◽  
Career Management ◽  
Manufacturing Companies ◽  
Hierarchical Linear Modelling ◽  
Linear Modelling ◽  
The Relationship ◽  
Career Competencies

We adopted the perspectives of organizational support and self-regulation to examine how counseling and individual management, respectively, moderate career competencies to predict career success. Hierarchical linear modelling was conducted with 604 employees and 217 managers of 26 manufacturing companies in Taiwan. As we predicted, our results showed that career competencies were positively related to career success. Also, career counseling and individual career management were found to have a moderating effect on the relationship between career competencies and subjective career success. Implications and limitations of the findings are discussed.

The Impact of Career Management on Organizational Commitment and the Mediating Role of Subjective Career Success

2016 ◽  
Vol 44 (3) ◽  
pp. 191-208 ◽  
Author(s):  
Jae Seung Moon ◽  
Suk Bong Choi
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Career Success ◽  
Organizational Outcomes ◽  
Career Management ◽  
Mediating Role ◽  
Subjective Career Success ◽  
The Impact ◽  
The Relationship

To determine the importance of career management behavior (CMB) for organizational outcomes, this study investigated the impact of CMB and organizational support for career development (OSCD) on subjective career success (SCS) and eventually on organizational commitment. Based on survey data from 355 employees of large Korean manufacturing firms, we found that both CMB and OSCD were positively associated with SCS. The results show that SCS positively affects organizational commitment and positively mediates both the relationship between CMB and organizational commitment and the relationship between OSCD and organizational commitment. Our findings imply that employee career success, which is affected by individual and organizational efforts, contributes to the outcomes of the organization in which employees are embedded.

scholarly journals Understanding Proactive Behaviours and Career Success: Evidence From an Emerging Economy

2011 ◽  
Vol 2 (2) ◽  
pp. 53-71 ◽  
Author(s):  
Roziah Mohd Rasdi ◽  
Thomas N. Garavan ◽  
Maimunah Ismail
Keyword(s):  
Public Sector ◽  
Emerging Economies ◽  
Career Success ◽  
Emerging Economy ◽  
Career Management ◽  
The Public ◽  
Subjective Career Success ◽  
The Relationship ◽  
Individual Career Management

This article explores the relationship between proactive career behaviours and both objective and subjective career success. The study was conducted on a sample of managers within the public sector of an emerging economy (Malaysia). A sample of 288 managers reported on their proactive career behaviours and career success. Results show that managers who engage in individual career management and networking behaviours report more subjective career success. Networking is positively related to both objective and subjective career success. We discuss the implications for managers' career in emerging economies. 

scholarly journals Teacher characteristics and student performance: An analysis using hierarchical linear modelling

2015 ◽  
Vol 5 (2) ◽  
Author(s):  
Paula Armstrong
Keyword(s):  
South Africa ◽  
Student Performance ◽  
Strong Relationship ◽  
Teacher Characteristics ◽  
Subject Knowledge ◽  
Hierarchical Linear Modelling ◽  
Linear Modelling ◽  
Using Data ◽  
Teacher Age ◽  
The Relationship

This research makes use of hierarchical linear modelling to investigate which teacher characteristics are significantly associated with student performance. Using data from the SACMEQ III study of 2007, an interesting and potentially important finding is that younger teachers are better able to improve the mean mathematics performance of their students. Furthermore, younger teachers themselves perform better on subject tests than do their older counterparts. Identical models are run for Sub Saharan countries bordering on South Africa, as well for Kenya and the strong relationship between teacher age and student performance is not observed. Similarly, the model is run for South Africa using data from SACMEQ II (conducted in 2002) and the relationship between teacher age and student performance is also not observed. It must be noted that South African teachers were not tested in SACMEQ II so it was not possible to observe differences in subject knowledge amongst teachers in different cohorts and it was not possible to control for teachers’ level of subject knowledge when observing the relationship between teacher age and student performance. Changes in teacher education n in the late 1990s and early 2000s may explain the differences in the performance of younger teachers relative to their older counterparts observed in the later dataset.

Effect of leaders’ implicit followership theory on subordinates’ career success

2019 ◽  
Vol 47 (5) ◽  
pp. 1-14 ◽  
Author(s):  
Peng Gao ◽  
Weiku Wu
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Career Success ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Cognitive Theory ◽  
Exchange Theory ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
The Relationship

We explored the relationship between positive leaders’ implicit followership theory (LIFT) and employees’ career success using cognitive information processing theory and social exchange theory. Data were obtained from 296 employees and their immediate superiors at 12 large Chinese enterprises. Results showed that positive LIFT had a significantly positive effect on employees’ career success, that this positive relationship was partially mediated by leader–member exchange and perceived organizational support, and that leaders’ liking for their followers moderated the relationship between positive LIFT and leader–member exchange/perceived organizational support. We have not only extended the application of cognitive theory in leadership research, but also enriched the content of social exchange theory.

scholarly journals Teacher characteristics and student performance: An analysis using hierarchical linear modelling

2015 ◽  
Vol 5 (2) ◽  
pp. 23 ◽  
Author(s):  
Paula Armstrong
Keyword(s):  
South Africa ◽  
Student Performance ◽  
Strong Relationship ◽  
Teacher Characteristics ◽  
Subject Knowledge ◽  
Hierarchical Linear Modelling ◽  
Linear Modelling ◽  
Using Data ◽  
Teacher Age ◽  
The Relationship

This research makes use of hierarchical linear modelling to investigate which teacher characteristics are significantly associated with student performance. Using data from the SACMEQ III study of 2007, an interesting and potentially important finding is that younger teachers are better able to improve the mean mathematics performance of their students. Furthermore, younger teachers themselves perform better on subject tests than do their older counterparts. Identical models are run for Sub Saharan countries bordering on South Africa, as well for Kenya and the strong relationship between teacher age and student performance is not observed. Similarly, the model is run for South Africa using data from SACMEQ II (conducted in 2002) and the relationship between teacher age and student performance is also not observed. It must be noted that South African teachers were not tested in SACMEQ II so it was not possible to observe differences in subject knowledge amongst teachers in different cohorts and it was not possible to control for teachers’ level of subject knowledge when observing the relationship between teacher age and student performance. Changes in teacher education in the late 1990s and early 2000s may explain the differences in the performance of younger teachers relative to their older counterparts observed in the later dataset.

scholarly journals Pengaruh Proactive Personality dan Organizational Support for Career Development terhadap Career Success melalui Career Commitment yang Dimoderasi oleh Self-Efficacy (Studi pada PT Bogasari ISM Flour Mills Tbk. Surabaya)

2019 ◽  
Vol 4 (1) ◽  
pp. 49-64
Author(s):  
Revan Jaya Kusuma ◽  
Praptini Yulianti
Keyword(s):  
Career Development ◽  
Organizational Support ◽  
Self Efficacy ◽  
Career Success ◽  
Career Commitment ◽  
Proactive Personality ◽  
Partial Least Square ◽  
Least Square ◽  
Organizational Level ◽  
The Relationship

Career success is a way for individuals to fulfill their needs for achievement and effort during work, even career success is someone’s goal in working. The sample in this study were 65 production department employees with quantitative analysis approaches. In this study using PLS (Partial Least Square) analysis with SmartPLS 3.0 software. Research on career success benefits both individuals and organizations. At the individual level, career success can be observed from the objective (extrinsic) and subjective (intrinsic). Knowledge of career success helps individuals de- velop the right strategies to commit to careers in their working days. At the organizational level, knowledge of the relationship between proactive personality and organizational support for career development towards career success can help companies to design effective career systems. Compa- nies that want to get competent human resources must understand the factors that affect their employees’ career success, one of these factors is self-efficacy. The self-efficacy variable in this study is positioned as a moderator that influences the relationship between career success and career commitment. The purpose of this paper is to develop conceptual models and propose hy- potheses that connect proactive personality and organizational support for career development in career success through career commitment that is moderated by self-efficacy.

Perceived Organizational Support and Organizational Commitment: Moderating Role of Person–Organization Fit

2020 ◽  
pp. 097215092092077
Author(s):  
Laxmiprada Pattnaik ◽  
Supriti Mishra ◽  
Santosh Kumar Tripathy
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Primary Data ◽  
Hierarchical Regression ◽  
Manufacturing Companies ◽  
Corporate Executives ◽  
Commitment Level ◽  
Person Organization Fit ◽  
The Relationship

This article studies the relationship between perceived organizational support (POS), person–organization fit (P–O fit) and organizational commitment (OC). Primary data were collected from 430 corporate executives of Indian manufacturing companies through a questionnaire survey. Correlation and hierarchical regression analysis were performed to study the relationship among variables. Results show that POS significantly affects OC. Findings also establish a significant relationship between P–O fit and OC. Further, the moderating impact of P–O fit affecting the relationship between POS and OC has been established. This study highlights the importance of providing organizational support to employees in order to foster their commitment to the organization. Moreover, results provide evidence that if there is fit between the values of the employees with that of the organization, it enhances the commitment level of the employees. In addition to the establishment of a significantly positive relation between POS and OC, this study also determines P–O fit as a factor that can moderate the relationship between POS and OC.

Predictors of subjective career success amongst women employees: moderating role of perceived organizational support and marital status

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Swati Agrawal ◽  
Sonali Singh
Keyword(s):  
Family Support ◽  
Organizational Support ◽  
Women Professionals ◽  
Career Success ◽  
Perceived Organizational Support ◽  
Content Type ◽  
Women Employees ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this study is to examine the relationship between subjective career success (SCS) and proactive career behavior as well as family support, with a focus on women professionals in India. The study also investigates the moderating role of perceived organizational support and marital status on these relationships. Design/methodology/approach The sample consists of 363 women professionals working in the information technology-enabled services industry in India. The study is cross-sectional in design. Findings Findings from this study posit the positive moderating role of perceived organizational support on the relationship between proactive career behavior and SCS and on the relationship between family support and SCS. As a moderator, marital status has a positive impact on the relationship between proactive career behavior and SCS but has a negative impact on the relationship between family support and SCS. Practical implications The results from this study will help organizations understand the predictors of career success of women employees. Another practical implication is that this study establishes knowledge of perceived organizational support, a controllable organizational factor as a moderator in positively influencing the success of women’s careers. Leaders and managers can, therefore, use organizational factors to facilitate the success of women employees. Originality/value This study is perhaps the first to examine the relationship between antecedents of career success for women professionals in the context of India.

De professionele loopbaan in goede banen: het samenspel van loopbaanzelfsturing en het loopbaanbeleid binnen de organisatie

2007 ◽  
Vol 20 (1) ◽  
Author(s):  
Ans de Vos ◽  
Koen Dewettinck ◽  
Dirk Buyens
Keyword(s):  
Career Success ◽  
Management Practices ◽  
Self Management ◽  
Career Management ◽  
Management Support ◽  
Employee Outcomes ◽  
Career Support ◽  
Organizational Career Management ◽  
The Impact ◽  
The Relationship

Managing careers: the interplay of career self-management and organizational career support Managing careers: the interplay of career self-management and organizational career support A. de Vos, K. Dewettinck & D. Buyens, Gedrag & Organisatie, volume 20, maart 2007, nr. 1, pp. 21-40 This paper explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career management support and on their commitment and career success. This was complemented by information from their supervisors on informal and formal career management practices offered to employees to support their career development. Results show that individuals who take more initiatives to manage their own career also expect more career support from their employer. Career self-management and organizational career management are positively related to organizational commitment and number of promotions, while career self-management also relates to subjective feelings of career success. The interaction between career self-management and organizational career management in explaining employee outcomes is discussed.

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