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Article
Publication date: 11 July 2020

Oluwayomi Kayode Babatunde

To present the internal dialogue of a TQM practitioner using the conceptual lens of reflective practice.

Abstract

Purpose

To present the internal dialogue of a TQM practitioner using the conceptual lens of reflective practice.

Design/methodology/approach

This study used a pragmatic philosophical approach to collect qualitative critical reflection data and quantitative career construction data from stratified and purposively sampled respondents, using structured questionnaires. The qualitative data were analyzed through reconstruction, while the quantitative data were analyzed through co-construction using the percentage agreement value and Wilcoxon–Mann Whitney test.

Findings

Five questions were found to be valuable for steering the internal dialogue for critical reflection, thus recommended as a must-have in a TQM practitioner's toolkit. This study found the career adapt–abilities scale to be a valuable tool for assessing the career construction of a TQM practitioner. This was supported by a 64% agreement and non-significant difference between the two groups of raters used, p < 0.05 (U = 3356.5, W = 7451.5, Z = 1.9826), two-tailed.

Research limitations/implications

The pragmatic philosophical stance used in this study lends it to a certain level of subjectivity. However, the inputs from the three other participants neutralize the subjectivity. Most notably, this study is not about consensus-seeking but rather verifiable/testable self-reflection.

Practical implications

The theory-informed results presented in this study are useful for the continuing professional development of TQM practitioners.

Originality/value

This study provides insights for applying an individual-level self-assessment tool for TQM implementation.

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Article
Publication date: 19 September 2019

Chang Liu and Kun Yu

Drawing upon the career construction theory (Savickas, 2002, 2013) and the conservation of resources theory (Hobfoll, 1989, 2001), the purpose of this paper is to explore…

Abstract

Purpose

Drawing upon the career construction theory (Savickas, 2002, 2013) and the conservation of resources theory (Hobfoll, 1989, 2001), the purpose of this paper is to explore whether, how and when career adaptability influences citizenship outcomes (i.e. citizenship behavior and citizenship fatigue).

Design/methodology/approach

Two-wave data were collected from 306 employees working in the operation department of an e-commerce company in Eastern China.

Findings

The results showed that both affective commitment and emotional exhaustion mediated the relationship between career adaptability and both citizenship behavior and citizenship fatigue, revealing a dual-process mechanism. Moreover, both the positive association between career adaptability and affective commitment and the negative association between career adaptability and emotional exhaustion were stronger among employees with a high (vs low) level of hindrance stressors.

Research limitations/implications

This study sheds light on the mechanisms and boundary conditions of the career adaptabilities–citizenship outcomes relationship.

Originality/value

This is one of the first studies to investigate the mechanism of the relationship between career adaptability and citizenship outcomes using multi-wave data.

Details

Career Development International, vol. 24 no. 7
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 21 April 2020

Jeffrey Haynie, C. Brian Flynn and David Herda

Based on a combination of career construction theory (CCT) and conservation of resources (COR) theory, this study proposes and examines a serial mediation model connecting…

Abstract

Purpose

Based on a combination of career construction theory (CCT) and conservation of resources (COR) theory, this study proposes and examines a serial mediation model connecting proactive personality with supervisor-rated task performance sequentially through career adaptability and job engagement.

Design/methodology/approach

A sample of 177 supervisor–subordinate dyads in the United States participated in the multisource survey, and structural equation modeling was used to test the hypotheses. The proposed indirect effects were evaluated using a bootstrap procedure.

Findings

Results indicated that career adaptability mediated the relationship between proactive personality and job engagement, job engagement mediated the relationship between career adaptability and supervisor-rated task performance and career adaptability and job engagement sequentially mediated the relationship between proactive personality and supervisor-rated task performance.

Research limitations/implications

Through an examination of the nomological network pertaining to career adaptability, the results provide strong evidence in support of integrating CCT with COR theory in this research stream. Future studies should continue to expand upon the model presented here by considering potential moderators that might influence certain paths within this relationship network and use longitudinal designs to allow for stronger causal inferences.

Practical implications

Given the central role proactive personality plays in career construction and job engagement, organizations should encourage workers to be more proactive while on the job. This may help engender career adaptability and work engagement among employees – ultimately contributing to organizational success.

Originality/value

This study responds to calls linking career adaptability to supervisory ratings of work performance. In doing so, it advances the literatures on proactive personality and career adaptability by highlighting the importance of considering the tenets of both CCT and COR theory.

Details

Career Development International, vol. 25 no. 4
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 2 April 2021

Yasir Mansoor Kundi, Sandrine Hollet-Haudebert and Jonathan Peterson

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career

Abstract

Purpose

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.

Design/methodology/approach

A moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).

Findings

he authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.

Research limitations/implications

data are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.

Practical implications

High levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.

Originality/value

This research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 6 April 2018

Jiahong Zhang, Mantak Yuen and Gaowei Chen

The purpose of this paper is to review identified key features of teacher support and its influence on students’ career decision making and development. It also examines…

Abstract

Purpose

The purpose of this paper is to review identified key features of teacher support and its influence on students’ career decision making and development. It also examines the types of research approaches to data collection and analysis in order to provide a more in-depth evaluation of this field of study.

Design/methodology/approach

The review examined 18 studies, the majority being quantitative in design. Cross-sectional and longitudinal effects of teacher support were investigated, and differences in teacher support relative to grade level and gender were considered.

Findings

Results indicated that since 2000, there has been an increase in the number of empirical studies of teacher support in the career development field, the majority involving middle and high school students. The most commonly cited frameworks that underpin the studies are the social cognitive career theory, the career construction theory and Super’s career development theory. The most frequently used instrument for data collection was the teacher support scale (Metheny et al., 2008).

Originality/value

The review will be beneficial to researchers, teachers and policy makers seeking to optimize support systems for students’ career development. The findings contribute to further theory development and have practical implications for the career guidance field. Recommendations for future research and practice are suggested.

Details

Career Development International, vol. 23 no. 2
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 13 January 2021

Harleen Kaur and Rajpreet Kaur

Very little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research…

Abstract

Purpose

Very little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research aims to investigate whether career adaptability influences job outcomes via job content plateau. Taking career construction theory (Savickas, 2005) as a base, the research model of this study posited that employee's favorable job outcomes, i.e. job satisfaction and performance depend upon their psychosocial meta-capacities (career adaptability) and job content plateau. Further, the study is the first to examine the moderating role of proactivity among career adaptability, job content plateau and job outcomes relationship.

Design/methodology/approach

It is a two-wave longitudinal study, quantitative in nature and has collected data from 357 faculty members of Indian universities. The hypotheses have been empirically tested through the structural equation modeling technique.

Findings

The moderated mediation model was supported, and as predicted, (1) career adaptability was positively related to job outcomes and (2) the mediated relationship between career adaptability and job outcomes via content plateau was stronger for individuals with high levels of proactivity.

Practical implications

The study encourages career management practitioners and counselors to integrate proactive behaviors and career adaptability into counseling techniques to equip clients with necessary skills and deal with unfavorable job experiences, thereby engendering favorable job outcomes.

Originality/value

The current study is the first to test the intervening effect of proactivity in career adaptability and job outcomes relationships via job content plateau.

Details

Higher Education, Skills and Work-Based Learning, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2042-3896

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Book part
Publication date: 7 June 2010

Peter W. Hom, Frederick T.L. Leong and Juliya Golubovich

This chapter applies three of the most prominent theories in vocational and career psychology to further illuminate the turnover process. Prevailing theories about…

Abstract

This chapter applies three of the most prominent theories in vocational and career psychology to further illuminate the turnover process. Prevailing theories about attrition have rarely integrated explanatory constructs from vocational research, though career (and job) choices clearly have implications for employee affect and loyalty to a chosen job in a career field. Despite remarkable inroads by new perspectives for explaining turnover, career, and vocational formulations can nonetheless enrich these – and conventional – formulations about why incumbents stay or leave their jobs. To illustrate, vocational theories can help clarify why certain shocks (critical events precipitating thoughts of leaving) drive attrition and what embeds incumbents. In particular, this chapter reviews Super's life-span career theory, Holland's career model, and social cognitive career theory and describes how they can fill in theoretical gaps in the understanding of organizational withdrawal.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-126-9

Content available
Article
Publication date: 16 October 2017

Hannah Meacham, Jillian Cavanagh, Amie Shaw and Timothy Bartram

The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID).

Abstract

Purpose

The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID).

Design/methodology/approach

The first case study was carried out at a large national courier company where a film innovation programme was used to enhance the socialisation process of WWID. The second case study was at a five-star hotel situated in a large city where a buddy system innovation programme was used in the induction and training process of WWID.

Findings

The overarching “life theme” created through these innovation programs was one of enhanced and creative opportunities for social inclusion. The participants displayed more confidence and independence in their ability and exhibited aspirations to advance and succeed in their roles.

Practical implications

The study argues that HR professionals need to be more proactive in finding innovative ways to engage WWID in the early stages of employment.

Originality/value

The qualitative study is underpinned by socialisation and career construction theory which provides the framework to discuss the ways in which socialisation and socially inclusive HRM practices enable participants and other WWID achieve success on their career paths. The key message of our research is that early vocational socialisation innovation programs can make a positive difference to the work experiences of WWID.

Details

Personnel Review, vol. 46 no. 7
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 19 June 2019

Wenguang Zhang, Xiaoyu Guan, Xueqin Zhou and Ji Lu

This study investigated employees’ career planning in preparation for the impact of manufacturing transformation triggered by automation technology. Built on career

Abstract

Purpose

This study investigated employees’ career planning in preparation for the impact of manufacturing transformation triggered by automation technology. Built on career construction theory, the purpose of this paper is to conceptualize career planning as an attempt to integrate oneself into the social environment. In this process of integration, career adaptability is a critical psychological resource for adaptation to anticipated changes.

Design/methodology/approach

Through an online survey, 476 participants answered questions regarding the following aspects: perceptions of the threats and opportunities posed by automation technology; career adaptability, that is, career-related concern, control, curiosity, and confidence in adapting to occupational transitions; and career plans and actions to address the challenge, including short-term job crafting behaviors and long-term career adjustment plan.

Findings

The results showed that opportunity and threat perceptions were associated with one’s job crafting behavior and long-term career adjustment plan and such relationships were moderated by career adaptability and work experience relevant to automation technologies. Specifically, career adaptability is a psychological resource helping individuals deal with perceived challenges, while relevant work experience moderated one’s strategies to catch opportunities.

Originality/value

This study contributes to the understanding of psychosocial determinants for better career planning in the midst of the industrial revolution. Policies that aim to prepare workers for the upcoming social transition may benefit from this study to leverage adaptive and proactive behaviors at a societal level.

Details

Career Development International, vol. 24 no. 6
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 4 September 2017

Kun-Dang Chen and Yu-Ye Huang

The purpose of this study is to explore ways to establish an effective coordinative mechanism to ensure the effective practice of career coaching in innovativeness and…

Abstract

Purpose

The purpose of this study is to explore ways to establish an effective coordinative mechanism to ensure the effective practice of career coaching in innovativeness and creativity training programs in higher education.

Design/methodology/approach

This study aims to explore a successful case – that of Wenzhou University College – to elucidate how to establish an effective coordinative mechanism. The Delphi method is an interview approach for obtaining and analyzing case data.

Findings

According to research results, first, the causes of conflict were found and an attempt was made to solve these by using a personal system and training program structure revision; the main reasons for the conflicts are an overemphasis on “experts’ experience leading” and a “cognitive gap” between experts as coaches and teaching faculties; second, to decrease conflict, a revision of the training program structure will aid the improvement in the specialization for experts and teaching faculties; and third, revision of one’s personal system requires the teaching faculties to be from within the industries or companies facilitating the process of these faculties gaining practical experience; moreover, it will be easier if experts are the ones who are communicating how to re-design training programs and cooperative modes.

Originality/value

This study provides a coordinative mechanism for the effective practice of innovativeness and creativity training in higher education institutions. On the basis of research results, higher education institutions can effectively develop a training program of innovativeness and creativity based on the concept of career coaching.

Details

International Journal of Innovation Science, vol. 9 no. 3
Type: Research Article
ISSN: 1757-2223

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