scholarly journals Career Adaptability Mediates Career Management and Organizational Support to Improve Career Success

2018 ◽  
Author(s):  
Sylvia Diana Purba ◽  
. Efendi ◽  
Bella Carissa
Keyword(s):  
Organizational Support ◽  
Career Success ◽  
Career Management ◽  
Career Adaptability

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.

scholarly journals Influence of the Psychological Capital and Perceived Organizational Support on Subjective Career Success: The Mediating Role of Women's Career Adaptability in the Saudi Context

2018 ◽  
Vol 13 (9) ◽  
pp. 189 ◽  
Author(s):  
Mona Mohamed Sayed Ibrahim ◽  
Amina Ahmed Amari
Keyword(s):  
Organizational Support ◽  
Career Success ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Academic Staff ◽  
Career Adaptability ◽  
Significant Relation ◽  
Mediating Role ◽  
Subjective Career Success

This paper is the first to explore predictors’ keys of career adaptability and subjective career success in the Saudi context. Many employees, especially women, are facing several challenges in their work, and career adaptability is a way to overcome these difficulties to reach the career success. This research investigated the mediating role of career adaptability (CA) in the relation between both psychological capital (PsCap) and perceived organizational support (POS), as predictors of CA, and subjective career success (SCS). To test our hypotheses, we collected survey data from academic staff in Saudi universities in Riyadh. The results revealed a significant relation between both (PsyCap) and POS on CA. This relation also influenced the SCS through a partial mediation of CA.

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.

The Role of Future Orientation and Negative Career Feedback in Career Agency and Career Success in Australian Adults

2020 ◽  
pp. 106907272098017
Author(s):  
Anna Praskova ◽  
Lena Johnston
Keyword(s):  
Career Success ◽  
Structural Equation ◽  
Future Orientation ◽  
Career Adaptability ◽  
Work Effort ◽  
Mediation Analyses ◽  
Perceived Employability ◽  
Conditional Effects ◽  
The Future

Future orientation is crucial for young people to achieve career-developmental milestones, yet little research has examined the role of future orientation in attaining career outcomes in adult samples. Using the future orientation framework, we tested direct effects of future orientation on career agency (proactive career behaviors and work effort) and career success (perceived employability and career adaptability), indirect effects via career agency variables, and conditional effects of negative career feedback in the future orientation-career agency-career success relationships. We surveyed 285 adults ( M = 38.38 years) and conducted structural equation and moderated mediation analyses. Future orientation was associated positively with work effort, proactive career behaviors, career adaptability, and perceptions of employability. Work effort and proactive career behaviors mediated the future orientation-career success relationship. The mediation via career behaviors (but not work effort) was dependent on the level of received negative career feedback. The results have theoretical and practical implications.

Values and career behaviours of entrepreneurs and employees

2019 ◽  
Vol 26 (7) ◽  
pp. 1607-1625
Author(s):  
Anita Gaile ◽  
Ilona Baumane-Vitolina ◽  
Erika Sumilo ◽  
Daina Skiltere ◽  
Ricardo Martin Flores
Keyword(s):  
Career Success ◽  
Structural Equation ◽  
Positive Impact ◽  
Career Adaptability ◽  
Individual Values ◽  
Content Type ◽  
Positive Effects ◽  
Entrepreneurial Behaviour ◽  
Culture Development ◽  
Individual Value

Purpose The purpose of this paper is to determine the differences in the values and behaviours of employees and entrepreneurs and to develop guidelines for employers to foster entrepreneurial thinking in their organisations. Design/methodology/approach To determine individual behaviours, the authors used the career adaptability scale developed by Savickas and Porfelli (2012), complemented with the statements regarding relationships in the workplace and reward, designed by Gattiker and Larwood (1986). The individual values were evaluated by Schwartz’s individual value framework. The career success of individuals was defined by income level and job satisfaction. Data from a sample of 473 respondents were analysed using structural equation modelling. Findings This paper reveals that there are differences in the behaviours and the values of employees and entrepreneurs. Employees are more concerned with relationships at the workplace, rewards and confidence, whereas entrepreneurs focus solely on relationships. Self-direction value has a direct positive impact. Universalism, conformism, achievement, stimulation and safety have indirect positive effects on career success for employees. There is no specific individual value driving career success for entrepreneurs. Originality/value This paper follows the recent trends in organisational culture development whereby organisations seek to incorporate the entrepreneurial mindset at all levels of the organisation. Until now, there has been scarce empirical evidence on the differences between entrepreneurial and employee values. This research provides evidence that the value gap between these two distinct groups is considerable enough to question the ability of the average employee to adopt the entrepreneurial behaviour required by modern organisations.

Century plus journeys: using career crafting to explore the career success of pioneer women accountants

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohini P. Vidwans ◽  
Rosalind H. Whiting
Keyword(s):  
New Zealand ◽  
Great Britain ◽  
Organizational Support ◽  
Career Success ◽  
Design Methodology ◽  
Content Type ◽  
The Usa ◽  
Political Economic ◽  
Pioneer Women ◽  
Insight Into

PurposeThe purpose of this study is to explore the struggle for entry and career success of the early pioneer women accountants in Great Britain and its former colonies the USA, Canada, Australia and New Zealand.Design/methodology/approachA career crafting matrix guides the analysis of historical information available on five pioneer women accountants in order to understand their success in gaining entry into the profession and their subsequent careers.FindingsDespite an exclusionary environment, career crafting efforts coupled with family and organizational support enabled these women to become one of the first female accountants in their respective countries. Their struggles were not personal but much broader—seeking social, political, economic and professional empowerment for women.Originality/valueThis is the first paper to utilize the career crafting matrix developed from current female accountants' careers to explore careers of pioneering female accountants. It adds to the limited literature on women actors in accounting and may provide insight into approaching current forms of difference and discrimination.

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.

Transformational leadership, career adaptability, job embeddedness and perceived career success: a serial mediation model

2020 ◽  
Vol 41 (8) ◽  
pp. 993-1013
Author(s):  
Basheer M. Al-Ghazali
Keyword(s):  
Transformational Leadership ◽  
Career Success ◽  
Structural Equation ◽  
Job Embeddedness ◽  
Study Data ◽  
Equation Modeling ◽  
Career Adaptability ◽  
Content Type ◽  
Career Construction Theory ◽  
Serial Mediation

PurposeBased on career construction theory and job embeddedness theory, the aim of the present study is to give insights into the interplay between transformational leadership and perceived career success by examining the indirect effects through serial mediation of career adaptability and job embeddedness, respectively.Design/methodology/approachA quantitative approach was used for this study. Data were gathered from 469 nurses working in government hospitals in Saudi Arabia. Hypotheses were tested using structural equation modeling.FindingsThe results show that transformational leaders enhance perceived career success. Moreover, the relationship between transformational leadership and perceived career success is serially mediated by career adaptability and job embeddedness.Originality/valueThe role of leadership in promoting employee's perceived career success has been seldom studied in the literature. This is the first study of its kind to examine the effect of transformational leadership on nurses' perceived career success along with the mediating roles of career adaptability and job embeddedness.

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