An Examination of Barriers and Facilitators of Job Satisfaction and Job Tenure Among Persons With Disability in South Korea

The purpose of the study is to investigate the barriers and facilitators of job tenure among persons with disabilities (PWD), using the theory of work adjustment, which explains that the correspondence between person and environment predicts job satisfaction and consequently job tenure. This study utilized the ninth Panel Survey of Employment for the Disabled (PSED) data set compiled from 1,755 employees with disabilities in South Korea in 2016. The results show that education-level match and aptitude match are associated with job satisfaction, whereas the effect of job–skill match on job satisfaction was not significant. Job discrimination experience and accessible work facilities were significantly related to job satisfaction, which is a significant predictor of job tenure.

After the International Mathematical Olympiad: The Educational/Career Decisions and the Development of Mathematical Talent of Former Australian Olympians

This study investigated the educational and career experiences of former Australian Olympians after their participation in the International Mathematical Olympiad. For this purpose, 15 former Olympians were engaged in interviews about how they developed their mathematical talent at university, how they selected their careers, and how they developed their mathematical talent within their careers. Thematic analysis was undertaken on the collected data. The resulting themes provided useful insights into the reasoning behind the selection of one’s area of study, the nature of the study experience, the factors considered in the career decision, and the nature of mathematical development in one’s career. Among other conclusions, the study suggested the applicability of two theories (i.e., the theory of work adjustment and the megamodel of talent development) in understanding the educational/career decisions of this group, the need for more systematic gifted education provisions within tertiary settings, and a prominent “brain drain” effect.

Assessing Supply, Demand and Professional Development Needs of Employees in WaterRelated Careers

The need to focus efforts on preserving the quality and quantity of Kansas' water supply is a widely accepted and growing trend. Addressing such a need will necessitate increased supply of professionals in related STEM fields. Drawing on the Human Capital Theory and the Theory of Work Adjustment, descriptive survey research and qualitative interviews were used to gather data from employers of water-related job positions. The results of the study suggest that, while employers have not recently experienced much challenge filling job vacancies, demand for employees could increase in the future. Additionally, employers utilize a variety of professional development resources, and would utilize others if available. While levels of correspondence range among ability requirements and ability sets depending on the job position, efforts in education and recruitment could help address the supply of candidates for these positions.

Exploring the Odds: Gender Differences in Departing the Engineering Profession

Women’s departure or nonentrance into science, technology, engineering, and mathematics professions, particularly engineering, has been a lively source of scholarly inquiry for the past three decades. Much of the literature in this area has been with solely female samples of participants, begging the question as to whether or not men and women either choose to leave the profession or not enter for the same or similar reasons. This present study collected a large sample of men ( n = 1,273) who had either left or never entered the engineering profession and compared their responses to a large sample of women ( n = 1,235) on a set of categorical response variables. Using the perspective of the Theory of Work Adjustment, our results suggest that there are gender differences in reasons for departure, raising the possibility that engineering climates differentially reinforce needs for men and women. Implications of this research are discussed.

The Mediating Influence of Fit Perceptions in the Relationship Between Career Adaptability and Job Content and Hierarchical Plateaus

Very little research has examined how career constructs are related to career plateaus. Given the dysfunctional consequences of plateauing, it is important to understand how career constructs, such as career adaptability, influence plateauing. Drawing on career construction theory and the theory of work adjustment, we propose that fit perceptions will mediate the career adaptability and plateauing relationship. Using data collected from 294 banking employees from the Punjab Province of Pakistan, we used the PROCESS macro to test for mediation. Results indicate that career adaptability reduces the likelihood of experiencing job content and hierarchical plateaus. Perceptions of fit related negatively to perceptions of plateauing, with one exception—demands–ability fit perceptions were unrelated to hierarchical plateaus. Mediation analysis indicated that needs–supply fit perceptions mediate the influence of career adaptability on both job content and hierarchical plateaus, whereas demands–ability fit perceptions mediate the influence of career adaptability on job content plateau but not hierarchical plateau. Implications of results for theory and practice are discussed.

Service climate: how does it affect turnover intention?

Purpose This study aims to develop a conceptual model of service climate in hospitality, which tests its relationship with psychological capital (PsyCap), quality of work life (QWL) and turnover intention. Design/methodology/approach Data were collected among hotel employees by using an intercept approach and Qualtrics online survey system. Structural equation modeling examined the hypothesized relationships among the constructs in the conceptual model. Findings Service climate showed a positive relationship with PsyCap and QWL, and PsyCap partially mediated this relationship. Employees’ level of PsyCap had a powerful impact on QWL. Specifically, employee QWL was a critical mediator (full mediation) between service climate and turnover intention. Finally, PsyCap and QWL showed combined mediating effects between service climate and turnover intention. Research limitations/implications This study extends the service climate literature in hospitality by offering a new conceptual model representing employees’ perceptions of service climate that influence their willingness to leave the organization with the mediating effects of PsyCap and QWL based on the theory of work adjustment. Practical implications The theory of work adjustment provides a deeper understanding of how employees’ perception of service climate affects their turnover intention in hospitality, based on a sample of hotel employees. Originality/value This study demonstrates the importance of service climate in understanding the turnover intention of hotel employees.

Career Onion: Peeling off the layers for Occupational Preferences and Career Aspirations

Vocational psychology carts away the vocational behavior regarding the occupational preferences of every individual, which commences at the period of adolescence. These occupational or vocational preferences are shaped or crystallized through career guidance and theories, which further help an adolescent to climb the career ladder towards achieving career aspirations and success. This research article, focuses mainly on five theories, self-concept development theory, valence-instrumentality-expectancy theory, theory of work adjustment , tournament theory and Maslow hierarchy of needs theory, which help the adolescents with the occupational preferences, assist in climbing the career ladder from growth stage to retirement stage, ultimately resulting in achieving career aspirations. Furthermore, researchers reveal the differences among these theories highlighting unique features of every theory in predicting occupational or career preferences. Researchers also draw the career onion, where every layer of the career onion depicts that every adolescent peels off each career layer (starting from the growth stage until he eventually peels off the last layer of the retirement age) to achieve career self-actualization.

Hierarchical plateau and turnover intention of employees at the career establishment stage

Purpose Applying the theory of work adjustment (TWA), the purpose of this paper is to investigate whether the effect of hierarchical plateau on the turnover intention of employees at the career establishment stage is mediated by job satisfaction and moderated by person-job fit. Design/methodology/approach A survey method was used and data were collected from 248 Chinese employees at the career establishment stage. Hierarchical regression analysis and moderated mediation analysis were used to test the hypotheses. Findings The results demonstrated that hierarchical plateau was positively related to the turnover intention of employees at the career establishment stage and that job satisfaction played a mediating role in the relationship. Person-job fit moderated the relationship between hierarchical plateau and job satisfaction, and the indirect effect of hierarchical plateau on turnover intention via job satisfaction. Originality/value This research offers new insights into the links between hierarchical plateau and employees’ work attitudes and withdrawal behaviour within the TWA. The results suggest that managers can lessen the negative effects of hierarchical plateau on employees’ attitudes and withdrawal behaviour by improving employees’ overall person-job fit.