Mentoring Culture as Employees’ Career Success Factor in Polish Organizations

2014 ◽  
Vol 33 (3) ◽  
pp. 119-0
Author(s):  
Izabela Marzec
Keyword(s):  
Survey Research ◽  
Career Success ◽  
Employee Development ◽  
Success Factor ◽  
Turbulent Environment ◽  
Employment Relationships ◽  
Southern Poland ◽  
Subjective Success ◽  
The Subject ◽  
Subjective Career Success

Changes in employment relationships and the spread of flexible forms of employment call for the search for such methods of employee development that would better fit the needs of both employees and Polish organizations in a turbulent environment. Studies of litera‑ ture on the subject point out the importance of mentoring culture for the development of employees’ competences and their career success. This paper tries to answer the question: in what way creating the culture of mentoring can contribute to employee objective and subjective career success in organizations? This goal will be achieved by presenting the results of a survey research carried out in 155 organizations operating in southern Poland. Generally, the findings suggest that mentoring culture is positively related to subjective success but it is not connected with objective success of employees.

scholarly journals PENGARUH KOMITMEN KARIR DAN KESUKSESAN KARIR SUBJEKTIF TERHADAP KESIAPAN MENGHADAPI PERUBAHAN

2018 ◽  
Vol 4 (1) ◽  
pp. 232-239
Author(s):  
Fridayanti Fridayanti
Keyword(s):  
Career Success ◽  
Readiness To Change ◽  
Career Commitment ◽  
Readiness For Change ◽  
Measuring Instruments ◽  
Full Time ◽  
International Standard ◽  
The Status ◽  
The Subject ◽  
Subjective Career Success

The aim of this study is to test the influence of career commitment and subjective career success toward readiness to change. The subject of this study were 41 full time teachers who work in SMA ,which is hold the status of Pioneering International Standard-Based School and now this school is being process of change to become International Standard Based Schol. Data was collected by three measuring instruments or questionaires, namely by career commitment, subjective career success and readiness for change. Measurements were conducted using path analysis, with the assistence by software Statistical Packages for Social Science (SPSS) 17.0 for Windows. The result of this research showed that hypothesis to be tested was significan,. It means that readiness to change could be predicted by career commitment and subjective career succes, either simultaneously or partially. The amount of power influence of career commitment is 24.76 % (0.2476). Subjective Career Success toward readiness to change is 16,61% (0,166). Simultaneously, the amount of influence  of career commitment and subjective career success toward readiness to change is 41,4% (0,144)

Measurement of Career Success: The Case of Rural to Urban Migrant Labourers in Ho Chi Minh City, Vietnam

2016 ◽  
pp. 108-120
Author(s):  
Phuc Nguyen Van ◽  
Binh Quan Minh Quoc ◽  
Quyen Nguyen Le Hoang Thuy To
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Career Success ◽  
Structural Equation ◽  
Career Satisfaction ◽  
Ho Chi Minh City ◽  
Primary Data ◽  
Migrant Laborers ◽  
Urban Migrant ◽  
Subjective Career Success

Despite the rich literature on the antecedents of career success, the success criterion has generally been measured in a rather deficient manner. This study aims to operationalize and measure career success of rural to urban migrant laborers in Ho Chi Minh City, Vietnam by developing an integrated index. The Partial Least Squares-Structural Equation Model (PLS-SEM) with a combination of both reflective and formative constructs is applied. Employing the primary data of 419 migrant laborers in a survey conducted in Ho Chi Minh City, Vietnam in 2015, the hierarchical model confirms the statistically significant contribution of objective and subjective components to the career success index. Compared to objective career success, subjective career success has a stronger effect on the index. Five dimensions of career success are distinguished including: 1) job satisfaction, 2) career satisfaction, 3) life satisfaction, 4) other-referent criteria and 5) promotion. The first four and the final one are categorized as subjective career success and objective career success respectively. Among the four dimensions of subjective success, job satisfaction, career satisfaction and life satisfaction share lesser weights than success using otherreferent criteria in the model. This finding implies that other-referent criteria play an important role when people evaluate their career success. The index shall provide a general picture of the career success of rural to urban migrant laborers in Ho Chi Minh City and give an empirical result for further micro-research on career success determination.

ANALISIS JABATAN DAN PENENTUAN INDIKATOR PRESTASI KERJA DIVISI FINANCE DAN ACCOUNTING PADA PT. SPM

2016 ◽  
Vol 1 (2) ◽  
Author(s):  
Linda Mora Siregar
Keyword(s):  
Working Conditions ◽  
Work Performance ◽  
Job Analysis ◽  
Job Descriptions ◽  
Job Responsibilities ◽  
Job Description ◽  
Employment Relationships ◽  
Job Requirements ◽  
Job Functions ◽  
The Subject

This study aims to determine the work performance of the finance and accounting division at PT. SPM. The subject of this research is the finance and accounting division. The method in this research uses questionnaire and interview techniques. The results show that job descriptions, job requirements and employee KPIs that are in line with current company conditions can be compiled and determined. Job / job description contains all information regarding job identity, job functions, job authority, duties and main job responsibilities, other tasks, work documents, working conditions, and employment relationships. Keywords: Job Analysis, Work Performance Indocators Penelitian ini bertujuan untuk mengetahui prestasi kerja divisi finance dan accounting pada PT. SPM. Subjek penelitian ini adalah divisi finance dan accounting. Metode dalam penelitin ini menggunakan teknik koesioner dan wawancara. Hasil penelitian menunjukkan bahwa uraian pekerjaan, persyaratan jabatan dan KPI karyawan yang sesuai dengan kondisi perusahaan saat ini dapat disusun dan ditetapkan.Uraian pekerjaan/jabatan memuat semua informasi mengenai identitas jabatan, fungsi jabatan, wewenang jabatan, tugas dan tanggung jawab pokok pekerjaan, tugas-tugas lain, dokumen kerja, kondisi kerja, dan hubungan kerja.   Kata Kunci: Analisi Jabatan, Indikator Prestasi Kerja.

Antecedents and Outcomes of Nurses’ Subjective Career Success: A Path Analysis

2021 ◽  
Author(s):  
Betül Sönmez ◽  
Duygu Gül ◽  
Öznur İspir Demir ◽  
Ramazan Emiralioğlu ◽  
Tuna Erkmen ◽  
...  
Keyword(s):  
Path Analysis ◽  
Career Success ◽  
Subjective Career Success
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