scholarly journals TELECAREER: ANTECEDENTS AND CONSEQUENCES OF STRATEGIC CAREER BEHAVIOURS ON IBERIAN TELEWORKERS

2021 ◽  
Author(s):  
Joana Carneiro Pinto ◽  
Keyword(s):  
Human Resource Development ◽  
Organizational Support ◽  
Career Satisfaction ◽  
State Of The Art ◽  
Target Population ◽  
Career Management ◽  
Career Model ◽  
Control Objective ◽  
Antecedents And Consequences

This paper aims to present the state of the art, objectives, methodology and expected results of a project that investigates the nature, causes and consequences of the use of strategic career management behaviours in an Iberian sample of teleworking adults. Specifically, our purpose is to analyze the strategic behaviours - authenticity, balance and challenge - according to the Kaleidoscopic Career Model developed by Sullivan and Mainiero (2008). The role of self-efficacy beliefs, the desire for career control, and perceived organizational support, as antecedents of those career behaviours, will be assessed, as well, as the consequences of their use on perceived career control, objective and subjective career success, and career satisfaction. The aim is to develop an explanatory model of career management for Iberian teleworkers, with implications for the design of human resource development programmes in organisational contexts. It is an innovative project on the international scenario, by the target population on which it focuses, but also by the combination of the selected career variables.

scholarly journals The Effect Of Proactive Personality and Organizational Support For Career Development On Career Satisfaction

2019 ◽  
Vol 3 (2) ◽  
pp. 205
Author(s):  
Fadlilah Karunia Novianti ◽  
Gandi Aswaja Yogatama
Keyword(s):  
Career Development ◽  
Organizational Support ◽  
Quantitative Research ◽  
Career Satisfaction ◽  
Proactive Personality ◽  
Partial Least Square ◽  
Least Square ◽  
Career Management ◽  
Management Behavior

Employee Career satisfaction is an important element that needs to be managed by the organization. This study aims to find evidence of the important role of mediating Career Management Behavior in the role of Organizational Support for Career Development and Proactive Personalities towards Career satisfaction. This type of research is quantitative research. The population used in this study were all employees of PT Barito Putera who got 44 people. This study uses census techniques in sampling. While the analysis technique is used is partial least square (PLS) with the help of SmartPLS3 software. The results of this study indicate that Career Management Behavior can mediate the effect of Proactive personality and Organizational Support for Career Development on Career satisfaction.                  

scholarly journals Peran Mediasi Career Management Behaviors Pada Pengaruh Organizational Support For Career Development Terhadap Career Satisfaction

2020 ◽  
Vol 5 (2) ◽  
pp. 272
Author(s):  
Gandi Aswaja Yogatama ◽  
Fadlilah Karunia Novianti ◽  
Muzakki Muzakki
Keyword(s):  
Career Development ◽  
Organizational Support ◽  
Quantitative Research ◽  
Career Satisfaction ◽  
Partial Least Square ◽  
Least Square ◽  
Career Management ◽  
Census Techniques ◽  
Management Behaviors

Employee Career satisfaction is an important element that needs to be managed by the organization. This study aims to find evidence of the important role of mediating Career Management Behavior in the role of Organizational Support For Career Development towards Career Satisfaction. This type of research is quantitative research. The population used in this study were all employees of PT Barito Putera who got 44 people. This study uses census techniques in sampling. While the analysis technique is used is partial least square (PLS) with the help of SmartPLS3 software. The results of this study indicate that Career Management Behaviors can mediate the effect of Organizational Support For Career Development on Career Satisfaction. Kepuasan karir karyawan merupakan salah satu elemen penting yang perlu dikelola oleh organisasi. Penelitian ini bertujuan untuk menemukan bukti empiris adanya peran mediasi Career Management Behaviors pada pengaruh Organizational Support For Career Development terhadap Career satisfaction. Jenis penelitian ini merupakan penelitian kuantitatif. Populasi yang digunakan dalam penelitian ini adalah seluruh karyawan PT Barito Putera yang berjumlah 44 orang. Penelitian ini menggunakan teknik sensus dalam pengambilan sampel. Sedangkan teknik analisis yang digunakan adalah partial least square (PLS) dengan bantuan software SmartPLS3. Hasil dari penelitian ini menunjukan bahwa Career Management Behaviors memediasi pengaruh Organizational Support For Career Development terhadap Career satisfaction.

scholarly journals Boundaryless Career and Career Outcomes: The Mediating Role of Individual Career Management Behaviours

2016 ◽  
Vol 19 (s1) ◽  
pp. 71-98
Author(s):  
Irene Nikandrou ◽  
Eleanna Galanaki
Keyword(s):  
Structural Equation ◽  
Career Advancement ◽  
Career Satisfaction ◽  
Equation Model ◽  
Career Management ◽  
Career Outcomes ◽  
Mediating Role ◽  
Career Strategies ◽  
Boundaryless Career

Abstract The main objective of this paper is to study individuals’ attitude towards mobility both psychological and physical and the behavioural paths that people may use to experience career success. In a structural equation model, we consider boundaryless career attitudes and the mediating role of career management behaviours to career outcomes. Psychological mobility appears to be a better predictor of career satisfaction and career advancement than physical mobility. All career strategies have a positive effect on career advancement, except for extended work involvement. Relationships oriented career strategies are not linked with career satisfaction. Physically mobile people adopt to a lesser extent relationship- oriented career strategies. Our results showed that people with a psychological mobility attitude are more likely to achieve career satisfaction through remaining flexible in their career. This knowledge is very important for practitioners and managers working with psychologically mobile personnel, as it underlines the need for employers to provide opportunities for training, skill development and challenging work. The study adds to the existing literature in that it provides empirical evidence regarding the career behavioural paths individuals with a boundaryless career attitude may use when they expect to advance their careers. Our findings help us understand better the psychological mobility attitude which has been examined less in the literature.

Hospitality career retention: the role of contextual factors and thriving at work

2020 ◽  
Vol 32 (1) ◽  
pp. 193-211 ◽  
Author(s):  
Wen Chang ◽  
James A. Busser
Keyword(s):  
Organizational Support ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Hospitality Industry ◽  
Career Satisfaction ◽  
Contextual Factors ◽  
Signaling Theory ◽  
Content Type ◽  
Embedded Model

Purpose This study aims to understand employee career retention in the hospitality industry. Building on the socially embedded model of thriving, signaling theory and social cognitive career theory (SCCT), the study examines a structural model of psychological contract fulfillment (PCF), perceived organizational support (POS), thriving, career satisfaction and career turnover intention. Design/methodology/approach The proposed research model was tested using structural equation modeling with responses from 300 US hospitality employees. Data were collected using an online survey available through a panel service at Qualtrics. Findings Empirical results supported all proposed hypotheses and confirmed the critical mediation role of thriving for workplace contextual factors and employee career retention. As predicted, both PCF and POS positively influenced employee thriving, which positively influenced career satisfaction and negatively influenced career turnover intention. Practical implications Findings of this study yielded several recommendations for hospitality managers, including using the concept of thriving as an indicator and a remedy for employee career development and retention. Originality/value Given the increased need for qualified talent and reduced career satisfaction, this study sheds light on the further understanding of sustainable employment in the hospitality industry. Using signaling theory and SCCT as an overarching framework, this study extends the socially embedded model of thriving as well as SCCT and supports combining psychological contract theory and organizational support theory to better understand hospitality career retention.

A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support

2017 ◽  
Vol 71 (1) ◽  
pp. 73-102 ◽  
Author(s):  
Yuhee Jung ◽  
Norihiko Takeuchi
Keyword(s):  
Human Resource ◽  
Organizational Support ◽  
Positive Relationship ◽  
Career Satisfaction ◽  
Self Management ◽  
Career Management ◽  
Middle Aged ◽  
Hr Practices ◽  
Organizational Career Management ◽  
Management Factors

The contemporary career literature or ‘new career’ theory emphasizes the importance of individual agentic career management processes in which individuals manage their careers to achieve career satisfaction by flexibly adjusting to the dynamic environment. There is limited research, however, on how individuals strategize their careers as they age, by utilizing or balancing organizational career management factors, including developmental human resource (HR) practices and organizational support. This study, therefore, documents how age, career self-management and organizational career management factors interactively influence career satisfaction, integrating conservation of resources (COR) and socioemotional selectivity (SES) theories. Using time-lagged data collected from 364 Japanese employees, the results supported the predicted three-way interaction effects. For young employees, the positive relationship between career self-management and satisfaction was stronger when developmental HR practices and organizational support were high, and thus a synergistic effect was salient. For middle-aged employees, the positive relationship was stronger when these factors were low, and thus a compensatory effect was manifested. Interestingly, middle-aged employees who perceived a lack of developmental practices or support showed marked improvements in career satisfaction by engaging in career self-management behaviors. We discuss the changing nature of career management strategies across an individual’s lifespan from both vocational and managerial viewpoints.

scholarly journals Personality traits, social support, and training transfer

2018 ◽  
Vol 47 (1) ◽  
pp. 39-59 ◽  
Author(s):  
Kueh Hua Ng ◽  
Rusli Ahmad
Keyword(s):  
Social Support ◽  
Personality Traits ◽  
Human Resource Development ◽  
Organizational Support ◽  
Empirical Studies ◽  
Management Training ◽  
Training Transfer ◽  
Situational Factors ◽  
Content Type

Purpose Substantially few or no known empirical studies have explicitly focused on the higher-order construct of motivation in human resource development (HRD), namely, motivation to improve work through learning (MTIWL) as a mediator linking personality traits and social support to training transfer. Hence, the purpose of this paper is to redress the inadequacy by exploring the role of MTIWL as a mediator on such relationships. Design/methodology/approach Consistent with positivism, quantitative data based on self-rating were collected from 131 trainees attending management training programs organized by a public sector training provider in Malaysia. Findings The findings indicate that personality traits (i.e. conscientiousness, extraversion, and agreeableness) and social support (i.e. perceived organizational support and peer support) influenced training transfer via the mediating role of MTIWL. Supervisor support, nonetheless, was not a significant predictor of training transfer through MTIWL. Originality/value This study focuses on a more holistic motivational construct than simple motivation in HRD. The focus on MTIWL extends the existing understanding of the underlying motivational influences that link dispositional and situational factors to training transfer in occupational settings.

scholarly journals The Effect of Job Security on the Commitment of Teachers in Ghana: The Mediating Role of Career Satisfaction

2020 ◽  
Vol 17 ◽  
Keyword(s):  
Organizational Commitment ◽  
Human Resource Development ◽  
Career Satisfaction ◽  
Measurement Model ◽  
Job Security ◽  
Positive Influence ◽  
Cape Coast ◽  
Four Dimensions ◽  
Mediating Role

This study sought to assess the effect of job security on the commitment of teachers in the Cape Coast Metropolis of Ghana. The study further assessed the mediating role of career satisfaction in the relationship between job security and organizational commitment. Using an explanatory survey design, 228 senior high school teachers were systematically selected and surveyed accordingly. The estimated target population was 530 teachers. An internal consistency of .807 was recorded for the instrument. Data processing and analysis were done using SPSS and SMART PLS to assess the effect of job security on the four dimensions of organizational commitment (affective, continuance, normative, and value commitment). The measurement model met all the quality criteria. It was found that job security had a positive influence on all four dimensions of organizational commitment as well as career satisfaction. Similarly, career satisfaction had a positive influence on all four dimensions of organizational commitment. Furthermore, career satisfaction mediated the relationships among job security and all dimensions of organizational commitment except value commitment. Thus, the findings suggest that Ghana Education Service should institute policies and measures that enable teachers to feel more secure in their job, and increase their opportunities for career development in Ghana’s public senior high schools. Additionally, teachers should take advantage of human resource development policies initiated by their respective institutions to increase the level of their career satisfaction and consequently, their commitment to their respective schools.

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