scholarly journals Helping shy employees with career success: The impact of organizational socialization

2019 ◽  
Vol 12 (1) ◽  
pp. 41-62
Author(s):  
Robert J. Taormina
Keyword(s):  
Career Success ◽  
Organizational Socialization ◽  
Full Time ◽  
Test Results ◽  
Moderating Effects ◽  
Work Related ◽  
Self Confidence ◽  
Subjective Career Success ◽  
The Impact ◽  
The Relationship

As shy people have been reported to experience interpersonal and professional difficulties at work, this study examined the extent to which shy employees have lower perceptions of their career success and whether organizational socialization could favorably moderate the relationship between shyness and subjective career success. Questionnaires containing personality and socialization measures were given to 375 full-time employees. Confirming the hypotheses, t-test results revealed that shy (compared to non-shy) employees scored significantly lower on Subjective Career Success, Self-Confidence, and Emotional Intelligence; while scoring significantly higher on work-related Emotional Exhaustion. Regressions revealed that the four facets of organizational socialization (Training, Understanding, Coworker Support, and Future Prospects) all had significant moderating effects that yielded increases in the levels of Subjective Career Success for the shy employees. Implications for management are discussed.

Career commitment and subjective career success: the moderating role of career-enhancing strategies

2020 ◽  
Vol 41 (8) ◽  
pp. 1287-1305
Author(s):  
Emre Burak Ekmekcioglu ◽  
Mahmure Yelda Erdogan ◽  
Alptekin Sokmen
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Subjective Career Success ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to test the moderating role of career-enhancing strategies (CESs) in the relationship between career commitment (CC) and subjective career success (CS).Design/methodology/approachData were collected from 217 full-time employees working for three different sectors in Ankara, Turkey. The participants were asked to respond to a self-reported survey. The hypotheses were tested using a hierarchical regression analysis.FindingsThe results indicated that CC had a significant and positive effect on subjective CS. Furthermore, the positive relationship between CC and subjective CS was stronger for employees with a high level of self-nomination and for employees with a high level of networking. However, creating career opportunities did not moderate the effects of CC on subjective CS.Research limitations/implicationsBecause this study had a cross-sectional research design, causality cannot be established among the study variables.Practical implicationsThe findings suggest a better understanding of the way CC is able to affect subjective CS through the networking and self-nomination CESs.Originality/valueThis study is original, in that no previous studies have investigated the moderating role of CESs in the relationship between CC and subjective CS.

scholarly journals The Relationship between Personality Five Factor Theory and the Career Success of Executive Workers in Apparel Sector Organizations in Sabaragamuwa Province Sri Lanka

2018 ◽  
Vol 5 (1) ◽  
Author(s):  
SH Dias ◽  
P Jayasekara
Keyword(s):  
Sri Lanka ◽  
Career Success ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Process Models ◽  
Future Research ◽  
Work Related ◽  
Strong Positive Relationship ◽  
The Impact ◽  
The Relationship

Area of the Study As a significant determinant of career success of employee, this study is discussing the relationship between Personality Five Factor theory and the Career Success of executive workers in the apparel sector organizations in Sabaragamuwa province Sri Lanka.Problem of the Study There is an empirical knowledge gap in the context of the impact of personality five factor theory on the career success of employees in Sri Lanka. therefore, the problem of the study is: Does Five Factor Theory of personality affect to the career success of executives in the apparel sector organization in Sabaragamuwa province.Method of the study The data were collected from a selected sample of 122 executives in the apparel industry in Sabaragamuwa province Sri Lanka by administrating a structured questionnaire, which consisted of 63 questions/ statements with 5 points scale. The data analyses included the univariate and bivariate analyses.Findings of the Study The authors found that some of the factors have strong positive relationship and some have negative relationship and some haven’t any relationship with career success of executives in apparel sector organizations in Sabaragamuwa province, Sri Lanka. Extraversion and Conscientiousness have strong positive relationship with career success of the executives and Agreeableness and Neuroticism have negative relationship with the executives of the apparel sector organizations. However, there is no any relationship in Openness to experience with career success of the executives.Conclusion of the Study Future research based on the current theoretical model can investigate the relationship of personality with other work related behaviors and outcomes. The empirical confirmation of this conceptual model is another area of future research. Future research should attempt to replicate these results and develop process models that may explain why conscientiousness and Extraversion have such apparently enduring associations with career success.Keywords: Personality Five Factors, Career Success, Executives, Apparel Sector Organizations

scholarly journals Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

2012 ◽  
Vol 67 (1) ◽  
pp. 25-50 ◽  
Author(s):  
Olivier Herrbach ◽  
Karim Mignonac
Keyword(s):  
Gender Discrimination ◽  
Career Success ◽  
Perceived Discrimination ◽  
Organizational Outcomes ◽  
Career Anchors ◽  
Career Anchor ◽  
Subjective Career Success ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Summary Subjective career success reflects an individual’s internal apprehension and evaluation of his or her career, across any dimensions that are perceived relevant by the individual. It has beneficial consequences on several individual and organizational outcomes, such as job performance, employee commitment, occupational retention as well as organizational retention. Given the pervasive result that women are subjected to gender discrimination in the workplace, we first wanted to check whether the level of perceived discrimination they report having faced is related to their subjective career success. We also wanted to check whether individual priorities, as evidenced in the concept of career anchor, have an influence on the relationship between perceived discrimination and career success. Using a sample of 300 women employees working in a large French company, we therefore investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it. Our results show how individual expectations, reflected in the notion of career anchor, have an influence on how the work environment is interpreted. In addition, they provide a potential explanation for the apparently contradictory findings of the literature on gender and career success. Finally, our results suggest that organizations should pay special attention not only to the work experiences of women who aspire to move up the hierarchy, but also to the women who aspire to achieve a high level of competency at their job, or seek balance between their work life and their home life.

Examining the impact of protean and boundaryless career attitudes upon subjective career success

2011 ◽  
Vol 17 (4) ◽  
pp. 459-473 ◽  
Author(s):  
Mihaela Enache ◽  
Jose M Sallan ◽  
Pep Simo ◽  
Vicenc Fernandez
Keyword(s):  
Career Success ◽  
Organizational Context ◽  
Hierarchical Regression ◽  
Future Research ◽  
Vocational Development ◽  
Career Attitudes ◽  
Subjective Career Success ◽  
The Impact ◽  
The Relationship ◽  
Organizational Mobility

AbstractThis research is aimed at analyzing the relationship between the underlying dimensions of boundaryless (boundaryless mindset and organizational mobility preference) and protean (self-directed and values-driven) career attitudes and subjective career success, within today's complex and dynamic organizational context in which careers are unfolding. Drawing on a sample of 150 Spanish professionals from the Catalonia region, which enabled hypotheses testing by means of hierarchical regression analysis, the research results suggest that self-direction in managing one's career and vocational development is instrumental in achieving subjective career success. Organizational mobility preference was found to be negatively associated with individuals' perceptions of the success achieved in their careers. Furthermore, the study suggests some future research lines that could draw more light upon the hypothesized relationships.

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.

Examining the impact of protean and boundaryless career attitudes upon subjective career success

2011 ◽  
Vol 17 (4) ◽  
pp. 459-473 ◽  
Author(s):  
Mihaela Enache ◽  
Jose M Sallan ◽  
Pep Simo ◽  
Vicenc Fernandez
Keyword(s):  
Career Success ◽  
Organizational Context ◽  
Hierarchical Regression ◽  
Future Research ◽  
Vocational Development ◽  
Career Attitudes ◽  
Subjective Career Success ◽  
The Impact ◽  
The Relationship ◽  
Organizational Mobility

AbstractThis research is aimed at analyzing the relationship between the underlying dimensions of boundaryless (boundaryless mindset and organizational mobility preference) and protean (self-directed and values-driven) career attitudes and subjective career success, within today's complex and dynamic organizational context in which careers are unfolding. Drawing on a sample of 150 Spanish professionals from the Catalonia region, which enabled hypotheses testing by means of hierarchical regression analysis, the research results suggest that self-direction in managing one's career and vocational development is instrumental in achieving subjective career success. Organizational mobility preference was found to be negatively associated with individuals' perceptions of the success achieved in their careers. Furthermore, the study suggests some future research lines that could draw more light upon the hypothesized relationships.

The Impact of Organisational, Social Environmental and Job Content Stressors on the Work Related Strains of Probation Officers

2001 ◽  
Vol 34 (2) ◽  
pp. 193-203 ◽  
Author(s):  
Clare O'donnell ◽  
Christine Stephens
Keyword(s):  
New Zealand ◽  
Health And Safety ◽  
Workplace Stress ◽  
Probation Officers ◽  
Curvilinear Relationship ◽  
Work Stressors ◽  
Work Related ◽  
Job Content ◽  
The Impact ◽  
The Relationship

In recent years workplace stress has been seen as an important occupational health and safety problem and probation officers in New Zealand have been identified as suffering from increasing perceptions of stress. Accordingly, the present study was undertaken with a sample of 50 New Zealand Probation Officers in three offices to examine the relationship of individual, organisational and work stressors with work related strains. It was predicted that work stressors would be positively related to strains and that individual differences (e.g., age or gender) would have a moderating effect on the relationship between stressors and strains. The results showed that stressors caused by organisational problems, such as role boundary and overload, were related to strains, more strongly than job content problems, such as difficult clients. Secondly, age may have a curvilinear relationship to strains. Thirdly, the office, or place of work, moderates the stressor strain relationship.

scholarly journals THE IMPACT OF COLLECTIVISM ORIENTATION AND GENDER IDENTITY ON WORK-LIFE BALANCE AND LIFE SATISFACTION RELATIONSHIP: A UK – SPAIN COMPARISON

2021 ◽  
Author(s):  
Irene Valero Pizarro ◽  
Gamze Arman
Keyword(s):  
Life Satisfaction ◽  
Gender Identity ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Moderating Effects ◽  
Life Balance ◽  
And Gender ◽  
The Impact ◽  
Satisfaction Relationship

Difficulties in balancing work and non-work roles have a negative impact on an individual’s life satisfaction. This study investigates the relationship between work-life balance and life satisfaction across the United Kingdom and Spain. It also explores the moderating effects of individual orientations of collectivism and gender identity. The used scales measured Work-life Balance (WLB), Life Satisfaction (LS), Collectivism vs. Individualism orientations, and Gender identity. Collectivism/Individualism was measured and analysed at individual-level rather than at cultural-level. Data was collected from 52 British and 69 Spanish full-time employed women through an online survey. Correlational analyses and hierarchical multiple regression were conducted. Findings indicated that work-life balance had positive effects on life satisfaction across two different cultures. Those effects were stronger for British than Spanish women. Moderating effects were not found. Although, work-life balance, collectivism individual-orientation, and feminine identity predicted life satisfaction in the UK and only work-life balance predicted life satisfaction in Spain. This study extends the literature on work-life balance and life satisfaction relationship and the influence of culture, whilst also contributing to the under-researched area of the influence of gender identity on that relationship. The results might contribute to developing better strategies for promoting work-life balance

Sign in / Sign up

Export Citation Format

Share Document