Career commitment and career entrenchment among Primary Health Care workers

ABSTRACT Objective: Assess levels of career commitment and career entrenchment among Primary Health Care workers. Methods: This Cross-sectional study addressed 393 workers using the Brazilian versions of the Career Commitment Measure (CCM) and Career Entrenchment Measure (CEM). Results: Levels of Career commitment [75.5-77.5] were higher (p<0.001) than Career Entrenchment [66.7-69.2]. Identity levels [82.7-85.5] were higher (p<0.001) than Investment levels [60.4-65.0]. Career resilience levels [75.1-79.2] were higher (p<0.001) than Emotional costs [69.0-72.1]. Planning levels [64.2-67.1] were lower (p<0.001) than levels of limitedness of career alternatives [68.1-71.0]. Conclusion: The highest scores were obtained in Career commitment, showing the workers’ identification and positive relationship with their careers, that is, these workers remain in Primary Health Care services because they identify themselves with their professions.

Technostress, Work Performance, Job Satisfaction, and Career Commitment of Teachers amid COVID-19 Crisis in the Philippines

The perception of technostress in education constantly increasing to unprecedented levels is not new. However, in novel situations like the global COVID-19 crisis, technostress and its influence on important teaching facets deserve a revisit. This paper focuses on the association of technostress on the sample characteristics and organizational performance variables of the teachers in the context of emergency distance education brought by the COVID-19 crisis. Following a mainly correlational research design, 2,272 teachers from Mindanao, Philippines were taken as a sample. The data collected through adapted instruments were treated using descriptive and inferential statistics. The results showed that the teachers experience moderate level of technostress, very high levels of work performance and job satisfaction, and high level of career commitment. It was further revealed that technostress and its four sets significantly differed across age, gender, marital status, and teaching experience. Lastly, it was found out that technostress has a significant negative relationship with work performance. The practical implications of these outcomes on the professional development of the teachers in the context of emergency distance education are discussed at the end of the study.

The Impact of Calling on Employee Creativity: Evidence From Internet Companies

With the rapid development of technology and increasingly fierce competition in the global market, innovation has become the most important competitive advantage for enterprises. Employee creativity is widely considered the source of organizational innovation. This study explores the antecedents of employee creativity from the perspective of career development in the context of high-technology industry. Specifically, we examine the effects of calling on employee creativity through the mediation of career commitment and the moderation of responsible leadership. With data collected from a sample of 218 respondents from internet companies, a series of regression analyses was conducted to test the proposed hypotheses. In addition, a moderated mediation model was further examined. Discussion, implications, and limitations are presented.

Making a Commitment to Your Future: Investigating the Effect of Career Exploration and Career Decision-Making Self-Efficacy on the Relationship between Career Concern and Career Commitment

Career commitment refers to individuals’ dedication to their career; in the field of vocational psychology, career commitment is considered a vital factor for promoting a sustainable career. The current study examined a mediation model of career concern related to career commitment with career exploration and Career Decision-Making Self-Efficacy (CDMSE) as two mediators. The participants were 1105 high school students (males = 594, females = 511) recruited from three main cities in Jiangsu Province, China. Results indicated that the hypotheses were all confirmed: the direct effect of career concern on career commitment was significant (β = 0.598, p < 0.001); the indirect effect of career concern on career commitment through career exploration and CDMSE was also significant (β = 0.255, p < 0.001); and career exploration and CDMSE mediated the relation from career concern to career commitment. Finally, the authors discussed the implications of the findings which could be applied to improve a high school student’s career commitment and the sustainability of career development. The limitations of the study and the future research needed to complement the current work are also discussed.

The Perception of Induction System on Headteachers and Assistance on Public Basic School in West Mamprusi Municipality in the Northeast Region of Ghana

The study was conducted to investigate the perception of induction system on public basic schools in the West Mamprusi Municipal in the Northeast Region. The objectives of the study were to find out some of the training and induction programs that are organized in basic schools in the study area, determine the causes of ineffective induction programs organized in basic schools in the study area and to ascertain the perception of induction programs on teaching and learning in basic schools in the study area. The researcher used descriptive survey design to collect quantitative data for the study. The targeted population was one hundred and twenty 120 head teachers and assistant head teachers of the public basic schools in the West Mamprusi Municipality. Based on the findings, some other induction programs organized in some of the schools include; training on the use of methodologies in teaching, training on guidance and mentoring new teachers, training on school and community relationship, health and safety training, training on GES code of ethics and training on lesson plan preparation. Based on the findings it can be concluded that induction programs supports and mitigates teacher attrition, increases career commitment, and contributes to retention through meeting teachers' personal and professional needs which also include improvement in professional growth and development, effective integration of new employees to the organization and providing new teachers with training tools and Other needs. Also working conditions play a significant role in teacher career satisfaction and commitment as the findings depicted.