The Effects of Trickle-down Effect of Career Growth Opportunity on Consequences

Purpose The purpose of this paper is to explore the relationship between career growth opportunity (CGO), well-being and turnover intention of new employees, and also probe into the moderating role of shared vision (SV) in organizations. Design/methodology/approach In total, 253 new employees participated in this study, and the partial least squares analysis was adopted to analyze the data. Findings The study findings have indicated that CGO will play a key role in determining emotional exhaustion (EE) and job satisfaction. Additionally, a positive connection between EE and turnover intention, a negative relationship between EE and job satisfaction, as well as a negative link between job satisfaction and turnover intention have been found in this study. Finally, it has been demonstrated that SV will moderate the connection between CGO and EE, the relationship between CGO and job satisfaction, the link between EE and turnover intention as well as the correlation between job satisfaction and turnover intention. Originality/value Although there are numerous studies related to CGO, well-being and turnover intention, relatively little attention has been paid to the connection between CGO, well-being and turnover intention of new employees. With particular respect to the impact of SV on organizational outcomes, there is still a dearth of research examining the moderating role of SV in organizations.

Download Full-text

Career Growth Opportunity on Turnover Intention: The Mediating Role of Organizational Commitment in Multinational Corporations

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v9i4.15245 ◽

2019 ◽

Vol 9 (4) ◽

pp. 1

Author(s):

Joonghak Lee ◽

Steven B Kim ◽

Chungil Chae ◽

Jaeeun Lee

Keyword(s):

Organizational Commitment ◽

Multinational Corporations ◽

Human Resource ◽

Turnover Intention ◽

Mediating Role ◽

Foreign Countries ◽

Growth Opportunity ◽

Career Growth ◽

International Human

In accelerated globalization, multinational corporations (MNCs) continually seek opportunities to expand their businesses to foreign countries. For sustainable businesses in foreign countries, it is important to retain a large number of local employees which is challenging. Based on existing literature in international human resource management, we hypothesized that organizational commitment (OC) is a mediator in the relationship between perceived career growth opportunity (CGO) and turnover intention (TO) among local employees in MNCs. We analyzed a sample from five companies affiliated with a Korean MNC located in Vietnam. From the mediation analysis, it was evident that OC is a partial mediator between CGO and TO. In particular, CGO and OC were positively correlated, OC and TO were negatively correlated, and CGO and TO were still negatively correlated when OC was adjusted in the regression model. These findings provide a new insight in the field of international human resource in growing MNCs.

Download Full-text

Career Growth Opportunity Measure

PsycTESTS Dataset ◽

10.1037/t09710-000 ◽

1999 ◽

Author(s):

Gary A. Adams

Keyword(s):

Growth Opportunity ◽

Career Growth

Download Full-text

A Study on the Effects of Career Growth Opportunity, Role Overload, and Psychological Capital on the Satisfaction with Work-Family Balance : Focused on the Job Demand-Resource Model

Korean Corporation Management Review ◽

10.21052/kcmr.2016.23.4.06 ◽

2016 ◽

Vol 23 (4) ◽

pp. 125-153

Author(s):

Hyun Geun Kim ◽

◽

Seong Ik Ahn

Keyword(s):

Psychological Capital ◽

Role Overload ◽

Resource Model ◽

Job Demand ◽

Family Balance ◽

Growth Opportunity ◽

Career Growth ◽

Work Family Balance ◽

Work Family

Download Full-text

Job Hopping Tendency in Millenials

NCC Journal ◽

10.3126/nccj.v4i1.24733 ◽

2019 ◽

Vol 4 (1) ◽

pp. 41-46

Author(s):

Dhruba Lal Pandey

Keyword(s):

Sampling Method ◽

Multiple Choice ◽

Private Organizations ◽

Growth Opportunity ◽

Career Growth ◽

Convenience Sampling ◽

Immediate Supervisor ◽

Single Response ◽

Low Pay ◽

Future Growth

Job hopping refers to the tendency of a person to work briefly in an organization in particular position rather than staying in an organization for a longer time. This research study is conducted to examine the job hopping tendency in millennial in private sector of Nepal. It also studies the factors which attracts millennial in new organization. The factors which force a person to leave an organization arête seek new opportunities. Generally the considered variables for leaving the job; low pay structure, low potential for growth, and unfair treatment by management and conflict with the immediate supervisor/ Coworkers. The factors considered for choosing the new job; chances of career growth, higher salary, job security, freedom at workplace, reputation of organization and higher position. Materials and methods: Study populations are the millennial working in private organizations of Kathmandu valley. For this study the convenience sampling method was chosen where the data was collected through the questionnaire. Data were collected using likert scale questionnaire, yes/no questions, multiple choice single response and multiple choice multiple response questions. Percentage and correlation matrix was used to analyse the data,. Results: The outcome of the research indicates that main reason behind millennial leaving the organization is no growth opportunity and attraction towards new job is career growth. The employees chose the current organization either they are getting higher position or sensize future growth.

Download Full-text