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Article
Publication date: 27 March 2020

Hui He, Junguang Gao and Liumei Yan

The purpose of this paper is to investigate how to facilitate newcomers’ career advancement within an organization and diminish their intention to quit from the…

Abstract

Purpose

The purpose of this paper is to investigate how to facilitate newcomers’ career advancement within an organization and diminish their intention to quit from the perspective of socialization. In addition, the moderating role of the type of newcomers on the relationship between socialization tactics and career advancement, and consequently, on the mediating effect of newcomers’ proactive socialization behavior, will be examined.

Design/methodology/approach

Longitudinal survey research was conducted in the tertiary industry in four large cities of China. Regression analysis and bootstrapping method were used to verify the hypothesized relationships.

Findings

Organizational socialization tactics could have positive effects on newcomers’ proactive socialization behavior and promotion prospects. And newcomers’ proactive socialization behavior partly mediates the relationship between organizational socialization tactics and their promotion prospects. The type of newcomers moderates the relationship between proactive socialization behavior and promotion prospects and also the mediation effect of proactive behavior, which says a moderated mediating effect.

Practical implications

Employers should put more value on college recruitment, making good use of social media tools in particular. And they should also select applicants with proactive personality traits. Finally, a series of structured orientation programs should be implemented for all newcomers.

Originality/value

This study contributes evidence for career advancement as one of the distal socialization outcomes, the moderating role of the type of newcomers on the relationship between socialization and career advancement, and the classification as graduates from school and experienced newcomers from other organizations holds significance to examine newcomers’ socialization.

Details

Chinese Management Studies, vol. 14 no. 3
Type: Research Article
ISSN: 1750-614X

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Article
Publication date: 13 February 2007

Abraham Carmeli, Revital Shalom and Jacob Weisberg

This study attempts to expand the literature on organizational career advancement (career mobility and promotion prospects) by examining work factors (withdrawal…

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4607

Abstract

Purpose

This study attempts to expand the literature on organizational career advancement (career mobility and promotion prospects) by examining work factors (withdrawal behaviors, contextual performance and job performance) that managers consider when making decisions regarding their employees' career mobility and promotion prospects.

Design/methodology/approach

The research population consists of employees working in both service and non‐service organizations in Israel. Data were collected from three sources: employees, managers and organizational records. Regression analyses were used to assess the research hypotheses.

Findings

The results show that career mobility is significantly associated with withdrawal behaviors (lateness and absenteeism), overtime dedication and job performance. Interestingly, however, the results did not show a significant relationship between organizational career advancement and the two dimensions of contextual performance (altruism and compliance). We also found that job performance is the only major predictor of promotion prospects.

Research limitations/implications

This research is an effort to systematically examine the effects of various work behaviors and job performance as well as demographic data on two aspects of career advancement: career mobility and career prospects. The findings shed light on the criteria used in making decisions on career mobility and career prospects, the consistency and inconsistency of these criteria, and their relative importance with respect to each aspect of career advancement. However, future research should apply a longitudinal design to fully understand the dynamics of the career advancement process.

Practical implications

Individual employees and their managers may benefit from a close, systematic examination of the criteria that are important for the career advancement process. Employees may benefit from a better understanding of what managers consider when they make decisions regarding promotions within the organization; thereby, better directing their efforts to meet these expectations. Managers may learn that some inconsistencies exist between their employees' genuine prospects and their own actual decision to promote them. This may lead to exploring practices that might overcome these inconsistencies, as well as a developing ways to use this mechanism in order to advance specific values, attitudes, behaviors and outcomes that are of importance to the viability of the organization.

Originality/value

This study is part of a growing research interest on organizational career advancement, with a specific focus on promotion decisions and their underlying reasons. It contributes to a better understanding of what managers tend to consider when making promotion decisions and evaluating their employees' career prospects.

Details

Personnel Review, vol. 36 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 26 July 2011

Lawrence Arokiasamy, Maimunah Ismail, Aminah Ahmad and Jamilah Othman

This paper aims to examine the influence of individual and organizational variables on the career advancement of academics in Malaysian private universities.

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3245

Abstract

Purpose

This paper aims to examine the influence of individual and organizational variables on the career advancement of academics in Malaysian private universities.

Design/methodology/approach

A correlation study was conducted in six private universities. Data were collected using a structured self‐administered questionnaire. The dependent variable was academics' career advancement and the independent variables were individual and organizational factors. Using stratified random sampling, 105 full‐time academics were chosen as the study respondents. They represented sampling criteria such as pure science and social science disciplines, job positions and academic qualifications.

Findings

Regression analysis showed that organizational variables, specifically mentoring, social network and organizational support, were the significant contributors to the career advancement of the academics with 56.1 per cent explanatory power. These results are useful to human resource development (HRD) personnel of the universities as guides for them to plan and implement HRD initiatives.

Practical implications

This study contributes knowledge to career advancement among academics in private universities. These institutions are rapidly expanding in Malaysia to cater to the needs of achieving the entrance of 40 per cent of the population into tertiary education by the year 2020. At the tertiary education level, HRD is important specifically to create better awareness among academics about their career planning and aspirations, the role organizational‐related factors have in their careers and how they should respond to the services given by the institutions.

Originality/value

The paper examines factors (limited to individual and organizational factors) that are of concern to HRD managers in managing the career advancement of academics in rapidly developing private universities.

Details

Journal of European Industrial Training, vol. 35 no. 6
Type: Research Article
ISSN: 0309-0590

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Article
Publication date: 1 May 2006

Thomas N. Garavan, Fergal O'Brien and Deborah O'Hanlon

To investigate the factors predicting the career progression of hotel managers working in international hotel chains in Ireland, Europe and Asia.

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5870

Abstract

Purpose

To investigate the factors predicting the career progression of hotel managers working in international hotel chains in Ireland, Europe and Asia.

Design/methodology/approach

The study uses a cross‐sectional questionnaire design consisting of 337 respondents. It investigates individual‐ and organisational‐level factors that potentially explain the career progression of hotel managers.

Findings

The study reveals significant differences in managerial progression in the three sub‐samples. A multiplicity of factors explains differences in advancement. These include demographic, human capital, psychological characteristics of the manager and organisational characteristics. The model developed in the paper explained significant variance in three measures of managerial advancement: salary level, number of job moves, and position reached in the hierarchy.

Research limitations/implications

The study is based on self‐report data and the response rates are slightly below those reported for behavioural science research. The study does not gather the perceptions of the managers' superiors. The findings indicate that managerial advancement is explained by a complex set of factors, which would benefit from further investigation.

Practical implications

The study findings suggest important practical implications for the provision of training and development, individual and organisational career strategies, the role of networking in advancement and the respective roles of managers and organisations in managing careers.

Originality/value

The paper has a cross‐cultural dimension which to date is largely absent from this area of research.

Details

Personnel Review, vol. 35 no. 3
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 28 June 2011

Ramayah Thurasamy, May‐Chiun Lo, Adida Yang Amri and Noorhayati Noor

This research aims to study the effect of gender, supervisors' support, and tenure of service on objective and perceived career advancement among engineers employed in…

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1394

Abstract

Purpose

This research aims to study the effect of gender, supervisors' support, and tenure of service on objective and perceived career advancement among engineers employed in Malaysian manufacturing organizations in Northern Peninsular Malaysia. It begins by noting the centrality of inequality in gender and career advancement and also aims at providing a direct picture of tenure of service, which is among the factors least looked at when analyzing career advancement. The study also attempts to analyze the supervisor's support in relation to career advancement. Moderating the elements above are the demographic variables such as age, marital status, education level, and the location of the tertiary education institution.

Design/methodology/approach

By using a judgemental sampling method, a total of 158 engineers from ten multinational manufacturing companies were identified for this study.

Findings

The findings suggest that career advancement is very much related to gender, supervisor's support, and service tenure. It was also noted that women in male‐dominated occupations, which is in this case the engineering field, tend to be subjected to the problems of performance pressures, social isolation, and stereotyping.

Practical implications

This study's framework has allowed for a better understanding of how perceptions are formed and the mechanisms linking these variables to the career advancement. This study perhaps is the first that has systematically attempted to integrate the various constructs as mentioned and employees' career advancement in organizations.

Originality/value

There is a gap in the literature concerning how demographic factors influence career advancement. This study has revealed that there is no clear distinction between career advancement and marital status for either male or female engineers as the statistical result disclosed no significant differences in marital status as a moderating element to the independent variables.

Details

International Journal of Commerce and Management, vol. 21 no. 2
Type: Research Article
ISSN: 1056-9219

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Article
Publication date: 8 May 2017

Abubakar Idris Hassan, Mohd Nazri Baharom and Rozita Abdul Mutalib

The purpose of this paper is to examine the social capital factors of career advancement of female academic staff in Nigerian universities.

Abstract

Purpose

The purpose of this paper is to examine the social capital factors of career advancement of female academic staff in Nigerian universities.

Design/methodology/approach

A measurement and structural analysis were conducted for the three independent variables and a dependent variable on 20 public universities. Data were collected using a structured self-administered questionnaire. The dependent variable was female academic staff career advancement and the independent variables were mentoring, networking and government machinery. Using stratified random sampling, 532 academic staff were selected as the study respondents. They represented sampling criteria such as federal and state universities.

Findings

Structural modeling analysis showed that social capital variables, specifically mentoring, networking and government machinery variables, were significant contributors to the career advancement of the female academic staff in Nigerian universities.

Practical implications

This study creates an insight into the knowledge of career advancement among female academic staff in public universities. These institutions dominate the university system in Nigeria and serve as the main avenue for university education in the country. At the level of higher institution, HRD is significant, particularly in creating awareness among academic staff about their career planning and aspirations, the role that the perceived environmental factors play in their advancement to higher positions in the university and how they should further utilize those factors.

Originality/value

The paper examines social capital factors (limited to mentoring, networking and government machinery) that are of concern to managing the career advancement of female academic staff in public universities.

Details

Journal of Management Development, vol. 36 no. 4
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 August 2008

Wei Zhao and Xueguang Zhou

This study aims to investigate how various aspects of intraorganizational career advancement – current career attainments, recent pace of upward mobility, and future…

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2775

Abstract

Purpose

This study aims to investigate how various aspects of intraorganizational career advancement – current career attainments, recent pace of upward mobility, and future prospect of career advancement – affect voluntary turnover, drawing empirical evidence from a multinational corporation (MNC) in Taiwan's cultural and labor market environment.

Design/methodology/approach

The empirical study was based on statistical analyses of personnel records of 303 employees in a multinational bank in Taiwan. A discrete‐time logistic model was used to analyse voluntary turnover events.

Findings

Results showed that salary increase and job status generally reduced voluntary turnover. A ceiling position on the job ladder induced turnover and also moderated the relationship between corporate title duration and turnover and that between age and turnover.

Research limitations/implications

Because the empirical evidence was based on data collected from one MNC in Taiwan's distinct research context, this may limit the generalizability of some findings in the study.

Originality/value

Whereas much of the literature on turnover has focused on psychological models, this study adopts an objective career perspective and highlights the significance of intraorganizational career advancement in affecting voluntary turnover. It also deepens one's understanding of career development and choices in a Chinese cultural environment.

Details

Career Development International, vol. 13 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

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Article
Publication date: 1 August 2018

Deborah A. O’Neil, Margaret E. Brooks and Margaret M. Hopkins

The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women…

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1071

Abstract

Purpose

The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors.

Design/methodology/approach

The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement.

Findings

Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches.

Originality/value

Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement.

Details

Career Development International, vol. 23 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

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Article
Publication date: 1 May 2005

Isabel Metz

This study aims to assess whether differences exist in the barriers reported by, and in the person‐ and situation‐centred factors related to the managerial advancement of…

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4237

Abstract

Purpose

This study aims to assess whether differences exist in the barriers reported by, and in the person‐ and situation‐centred factors related to the managerial advancement of, women with and without children. The study also seeks to examine whether having children influences women's advancement, by affecting person‐situation factors such as training and development or work hours.

Design/methodology/approach

A confidential, voluntary survey was mailed to 1,183 female staff who held from non‐manager to executive positions in the banking industry. The response rate was 65.23 per cent or 848 respondents, of whom 209 (24.6 per cent) had children and 639 (75.4 per cent) did not.

Findings

The survey results indicate that, although the links and barriers to the advancement of mothers and non‐mothers are similar, important differences exist. Specifically, internal networks are negatively related to the advancement of women with children, but unrelated to the advancement of women without children. In addition, having children weakens the relationship between work hours and managerial advancement.

Research limitations/implications

This is a cross‐sectional study that included women currently in the workforce. Future research needs to include women who have left their organisations and needs to examine causal effects. The interaction of marital status and children should also be examined in future research, because marital status may not be a barrier to advancement for women but being a single mother might be.

Originality/value

The results provide some support for the belief that mothers experience additional barriers to advancement when compared with women without children.

Details

Career Development International, vol. 10 no. 3
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 1 March 1999

U. Selong Edem

Survey data were used to examine some issues, obstacles and the structure of career advancement prospects in Nigerian universities which was found to be slow and…

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843

Abstract

Survey data were used to examine some issues, obstacles and the structure of career advancement prospects in Nigerian universities which was found to be slow and frustrating to reach the peak by practising librarians. The survey results indicate that 147 respondents (73 per cent) identified and rated the combination of professional duties with the academic work of publishing as their greatest obstacle to career advancement, whereas 25 librarians (12 per cent) indicate inadequate opportunities to reach the rank of university librarian as their second greatest obstacle. Furthermore, empirical results show that 12 respondents (6 per cent) indicated a lack of higher educational qualifications in librarianship as their third obstacle and ten respondents (5 per cent) indicated the lack of a generally accepted laid down policy on promotion criteria as their fourth problem, whereas eight respondents (4 per cent) indicated being uncomfortable with the unnecessary emphasis on publication output at the expense of performance of professional duties as their fifth obstacle. Issues such as the appointment of professors in university libraries, higher educational qualifications for librarians, retirement benefits and uniformity in designations were identified and solutions proffered. The author recommends the creation of new positions at the top to reduce frustration and stagnation

Details

Library Management, vol. 20 no. 2
Type: Research Article
ISSN: 0143-5124

Keywords

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