scholarly journals Proactive Personality and Social Support With Pre-retirement Anxiety: Mediating Role of Subjective Career Success

2021 ◽  
Vol 12 ◽  
Author(s):  
Lawrence Ejike Ugwu ◽  
Ibeawuchi K. Enwereuzor ◽  
Barnabas E. Nwankwo ◽  
Stella Ugwueze ◽  
Franscisca N. Ogba ◽  
...  
Keyword(s):  
Social Support ◽  
Career Success ◽  
Longitudinal Design ◽  
Measurement Model ◽  
Proactive Personality ◽  
Mediating Role ◽  
Subjective Career Success ◽  
The Relationship ◽  
Negative Relationships

The main objective of this paper is to investigate the mediating role of subjective career success (SCS) in the relationship between proactive personality, social support (SS), and pre-retirement anxiety. Using a two-wave longitudinal design, 624 pre-retirees were sampled (M = 56.49 years; SD = 4.56); of these, 237 (37.98%) were males and 387 (62.02%) were females. Measurement model and mediation test were performed using the SmartPLS and IBM SPSS Amos software. The result indicated that proactive personality, SS, and SCS showed negative relationships with the dimensions of pre-retirement anxiety (financial preparedness, social obligation, and social alienation). Subjective career success mediated the relationship between proactive personality and pre-retirement anxiety.

Does social support at work enhance subjective career success? The mediating role of relational attachment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Shuaib Ahmed Soomro ◽  
Muhammad Kamran
Keyword(s):  
Social Support ◽  
Career Success ◽  
Equation Modeling ◽  
Instrumental Support ◽  
Content Type ◽  
Personal Support ◽  
Mediating Role ◽  
Subjective Career Success ◽  
Relational Attachment

Purpose Drawing on Kahn’s model of meaningful connections, this study aims to examine relational attachment as a mediating mechanism linking social support in terms of instrumental support and personal support to employees’ subjective career success. Design/methodology/approach Data were collected in 2 waves from 247 employees working in Poland. Hypotheses were tested using structural equation modeling in AMOS. Findings The findings indicated that employees are more attached to and satisfied with their careers when they have a stronger relational attachment to others at work. Furthermore, relational attachment was found to be driven by tangible or intangible instrumental support received at work rather than the personal support received at work. Practical implications Managers should recognize the importance of workplace relationships and social support, which can lead to higher career commitment and career satisfaction. However, managers should keep in mind that too much interference in individuals’ privacy and providing too much personal support may lead to adverse outcomes. Originality/value The present study expands the scant literature on the mediating role of relational attachment at work between social support received at work and subjective career success.

scholarly journals What would be a prictor and outcome of career success to senior in the frame of time?

2014 ◽  
Vol 27 (1) ◽  
pp. 83-105
Author(s):  
InJo Park ◽  
Juil Ree
Keyword(s):  
Organizational Commitment ◽  
Career Success ◽  
Time Perspective ◽  
Future Time Perspective ◽  
Proactive Personality ◽  
Active Aging ◽  
Future Time ◽  
Subjective Career Success ◽  
The Relationship

The purpose of this study was first to exmine the influence of career and organizational commitment on subjective career success, and mediating role of career and organizational commitment between proactive personality and career success. Second, moderating and mediating effects of self-efficacy between subjective career success and future time perspective were exmined. Third, the mediation role of the future time perspective between active aging and subjective career success was exmined. Data was collected on 144 retired emploees above 55 years old, and 256 employees ranged from 55 to 70 years old. Results first showed that career and organizational commitment had main effect on subjective and objective career success. Second, it indicated that career and organizational commitment mediated the relationship between proactive personality and career success. Third, the results of hierarchical regression and structural equation modeling showed that self-efficacy moderated and mediated the relationship between subjective career success and future time perspective. Lastly, the results of structural eqauation modeling indicated mediating effect of futre time perspective on relationship between subjective career success and active aging. Finally, implications of the results, limitations of this study, and directions of future research were discussed.

Career success is not always an outcome: its mediating role between competence employability model and perceived employability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mariana Bargsted ◽  
Jesús Yeves ◽  
Cristóbal Merino ◽  
Juan I. Venegas-Muggli
Keyword(s):  
Career Success ◽  
Online Survey ◽  
Equation Modeling ◽  
Socioeconomic Background ◽  
Content Type ◽  
Mediating Role ◽  
Perceived Employability ◽  
Subjective Career Success ◽  
The Relationship

PurposeCareer success has been understood as an outcome of career goals, achievement and employability resources. Recent research has enlightened its potential effect on career decisions and perceived employability. This paper aims to test the role of career success in the relationship between competence employability and perceived employability.Design/methodology/approachAn online survey was answered by 1,087 graduates from a large nonselective higher education institution that enrolls a significant number of first generation and lower socioeconomic background students. Structural equation modeling was used to examine the mediating role of career success, as was proposed.FindingsSubjective career success partially mediates the relationship between competence employability model and perceived employability. However, objective career success was not related to perceived employability.Research limitations/implicationsThe study made use of a cross-sectional design, which hinders the identification of causal direction.Practical implicationsFor training and education, both employability competences and subjective career success are resources to enhance in order to promote employee's personal beliefs about obtaining and maintaining employment.Originality/valueThis study combines different employability approaches, and their relationship with career success, considering subjective and objective career success as relevant personal resources that could impact self-perceptions and foster career behaviors. Testing the utility of these theoretical models on a group that has been underrepresented in career development studies is also relevant, particularly, the use of gain spiral concept from Conservation of Resources theory.

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.

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