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.

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.

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.

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.

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.

Accent Policy and Accent Modification Enterprises as Potential Indicators of Intercultural Power Relations: A Call for an Updated Research Agenda

2013 ◽  
Vol 3 (1) ◽  
pp. 22-33 ◽  
Author(s):  
Brynne D. Ovalle ◽  
Rahul Chakraborty
Keyword(s):  
International Relations ◽  
Identity Construction ◽  
Social Theory ◽  
Power Relations ◽  
Linguistic Diversity ◽  
Cultural Organization ◽  
Using Data ◽  
The Individual ◽  
The Impact ◽  
The Relationship

This article has two purposes: (a) to examine the relationship between intercultural power relations and the widespread practice of accent discrimination and (b) to underscore the ramifications of accent discrimination both for the individual and for global society as a whole. First, authors review social theory regarding language and group identity construction, and then go on to integrate more current studies linking accent bias to sociocultural variables. Authors discuss three examples of intercultural accent discrimination in order to illustrate how this link manifests itself in the broader context of international relations (i.e., how accent discrimination is generated in situations of unequal power) and, using a review of current research, assess the consequences of accent discrimination for the individual. Finally, the article highlights the impact that linguistic discrimination is having on linguistic diversity globally, partially using data from the United Nations Educational, Scientific and Cultural Organization (UNESCO) and partially by offering a potential context for interpreting the emergence of practices that seek to reduce or modify speaker accents.

Investigating the Relationship Between Self-Esteem and Stigma Among Young Adults With History of Suicide Attempts

Crisis ◽  
2016 ◽  
Vol 37 (4) ◽  
pp. 265-270 ◽  
Author(s):  
Meshan Lehmann ◽  
Matthew R. Hilimire ◽  
Lawrence H. Yang ◽  
Bruce G. Link ◽  
Jordan E. DeVylder
Keyword(s):  
Young Adults ◽  
Suicide Attempts ◽  
Self Esteem ◽  
High Risk Population ◽  
High Functioning ◽  
People With Mental Illness ◽  
History Of ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Abstract. Background: Self-esteem is a major contributor to risk for repeated suicide attempts. Prior research has shown that awareness of stigma is associated with reduced self-esteem among people with mental illness. No prior studies have examined the association between self-esteem and stereotype awareness among individuals with past suicide attempts. Aims: To understand the relationship between stereotype awareness and self-esteem among young adults who have and have not attempted suicide. Method: Computerized surveys were administered to college students (N = 637). Linear regression analyses were used to test associations between self-esteem and stereotype awareness, attempt history, and their interaction. Results: There was a significant stereotype awareness by attempt interaction (β = –.74, p = .006) in the regression analysis. The interaction was explained by a stronger negative association between stereotype awareness and self-esteem among individuals with past suicide attempts (β = –.50, p = .013) compared with those without attempts (β = –.09, p = .037). Conclusion: Stigma is associated with lower self-esteem within this high-functioning sample of young adults with histories of suicide attempts. Alleviating the impact of stigma at the individual (clinical) or community (public health) levels may improve self-esteem among this high-risk population, which could potentially influence subsequent suicide risk.

scholarly journals Research on the Relationship between Shared Leadership and Individual Creativity-Qualitative Comparative Analysis on the Basis of Clear Set

2021 ◽  
Vol 13 (10) ◽  
pp. 5445
Author(s):  
Muyun Sun ◽  
Jigan Wang ◽  
Ting Wen
Keyword(s):  
Comparative Analysis ◽  
Environmental Factors ◽  
Shared Leadership ◽  
Management Practices ◽  
Qualitative Comparative Analysis ◽  
Necessary Condition ◽  
The Individual ◽  
The Impact ◽  
The Relationship ◽  
Sufficient And Necessary Condition

Creativity is the key to obtaining and maintaining competitiveness of modern organizations, and it has attracted much attention from academic circles and management practices. Shared leadership is believed to effectively influence team output. However, research on the impact of individual creativity is still in its infancy. This study adopts the qualitative comparative analysis method, taking 1584 individuals as the research objects, underpinned by a questionnaire-based survey. It investigates the influence of the team’s shared leadership network elements and organizational environmental factors on the individual creativity. We have found that there are six combination of conditions of shared leadership and organizational environmental factors constituting sufficient combination of conditions to increase or decrease individual creativity. Moreover, we have noticed that the low network density of shared leadership is a sufficient and necessary condition of reducing individual creativity. Our results also provide management suggestions for practical activities during the team management.

scholarly journals Factors affecting the organizational performance of manufacturing firms

2017 ◽  
Vol 9 ◽  
pp. 184797901771262 ◽  
Author(s):  
Ahmad Adnan Al-Tit
Keyword(s):  
Organizational Performance ◽  
Measurement Instrument ◽  
Manufacturing Firms ◽  
Factors Affecting ◽  
Mediating Role ◽  
Values And Beliefs ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Numerous studies have been conducted to explore the individual effects of organizational culture (OC) and supply chain management (SCM) practices on organizational performance (OP) in different settings. The aim of this study is to investigate the impact of OC and SCM on OP. The sample of the study consisted of 93 manufacturing firms in Jordan. Data were collected from employees and managers from different divisions using a reliable and valid measurement instrument. The findings confirm that both OC and SCM practices significantly predict OP. The current study is significant in reliably testing the relationship between SCM practices and OP; however, it is necessary to consider cultural assumptions, values and beliefs as the impact of OC on OP is greater than the impact of SCM practices. Based on the results, future studies should consider the moderating and mediating role of OC on the relationship between SCM practices and OP.

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