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This study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and public employees' turnover intention.

The authors recruited 587 public employees from Yunnan Province, China to test moderation and mediation hypotheses. The authors conducted confirmatory factor analysis to determine the discriminant and convergent validity of the measures of PSM, turnover intention, job satisfaction and career growth opportunity. Finally, the authors carried out bootstrapping to ascertain direct, indirect and conditional indirect effects.

PSM had a negative effect on public employees' turnover intention, but this relationship was partially mediated by job satisfaction. Career growth opportunity moderated the association between job satisfaction and turnover intention. In particular, the indirect effect of PSM on turnover intention through job satisfaction weakened under high career growth opportunities.

The results highlighted the significance of PSM and career growth opportunity in shaping public employees' work-related attitudes and behaviors. Public organizations should consider PSM a key criterion in recruitment and selection and pay more attention to the significance of intervening in career growth to satisfy public employees' psychological needs related to individual career development.

This study contributes to the literature on the disputed link between PSM and turnover intention and uncovered the underlying mechanism through which PSM affects public employees' turnover intention by proposing job satisfaction and career growth opportunity as a mediator and moderator, respectively.

The dynamic career scenario and the significant change from traditionally placing careers in employers’ hands to self-managing one’s careers have sparked profound scholarly interest in career growth. This paper aims to analyze quadricentennial literature on career growth published during the years 1995 through 2020. In this paper, through bibliometric and integrative reviews, the authors address the two critical questions, “what do we know?” and “where should we go?” While the bibliometric review examines the evolution and trends, the integrative review examines the dynamics of conceptual frameworks, primary research foci, research context and quality in research designs and methods.

The study adopted preferred reporting items for systematic reviews and meta-analyses guidelines to identify the papers for this review. The data set comprised 102 papers and 60 papers for bibliometric and integrative review, respectively. “CiteSpace” is used for the bibliometric analysis and the template designed by the authors is used for the integrative review.

The results present conceptual clarification for career growth and its related constructs. The bibliometric analysis findings highlight the extensive research on career growth followed by organizational career growth and career growth opportunities. The findings also show that seven of the top 10 productive authors are from China. This study also identifies theoretical, conceptual and methodological opportunities and provides recommendations intended to further research engagements across the different aspects of career growth.

To the best of the authors’ knowledge, this is the first study to introduce bibliometric analysis into career growth literature. This research adopts an integrative review approach and offers insights into career growth literature.

The purpose of this paper is to investigate the effect of job insecurity on employee silence by developing a moderated mediation model. The model focuses on the mediating role of ego depletion underpinning the relationship between job insecurity on employee silence and the moderating role of perceived coworker support and career growth opportunity in influencing the mediation.

This study conducts a questionnaire from 309 employees of six Chinese financial enterprises in two waves, with a one-month interval between the two waves. Moreover, this study uses bootstrapping and confirmatory factor analysis to verify the hypothesis.

Job insecurity has a significant positive impact on employee silence, and ego depletion partly mediated the relationship between job insecurity and employee silence. Perceived coworker support and career growth opportunity negatively moderated the relationship between job insecurity and ego depletion and also moderated the indirect effect of job insecurity on employee silence through ego depletion.

The study provides evidence for the positive effects of job insecurity on ego depletion, which, in turn, is significantly associated with employee silence. It highlights the important role of perceived coworker support and career growth opportunities in reducing employee negative perceptions and behaviors.

This empirical study provides preliminary evidence of the mediating role of ego depletion in the positive relationship between job insecurity and employee silence. The moderated mediation model also extends the existing finding by adding substantive moderators (perceived coworker support and career growth opportunity) to explain how the effect of job insecurity on employees’ behaviors unfolds.

As proposed in this paper, in public accounting firms, supervisors and managers provide junior accountants with career-related benefits that include: career development support; social support; and role modeling. Also, employees who receive such career-related benefits are more likely to believe that the firm provides career growth opportunities and more likely to trust their managers. Career growth opportunities and trust, in turn, positively affect organizational commitment, which reduces turnover intentions. In summary, the relation between career benefits and turnover is mediated by several variables: career growth opportunities, trust in managers, and organizational commitment. Results of a survey of junior employees in public accounting firms support these assertions (with the exception of social support).

The purpose of this exploratory, empirical study is to gain insight into repatriation experiences and repatriate turnover intention of employees from India and The Netherlands who either were or had been on international assignments in the respective countries.

Interviews were conducted with 25 Dutch and 30 Indian international assignees (IAs) and repatriates in both India and The Netherlands. Thematic analysis resulted in four themes: met and unmet expectations of career advancement opportunities; knowledge transfer and labour marketability; economic growth versus economic recession and alternative employment opportunities; and boundaryless careers: adventure and entrepreneurship.

Repatriate expectations about the use of knowledge, skills and abilities gained in the host country moderate the relationship between the macro-economic situation of the home country and repatriate attrition/retention, such that met expectations of Indian respondents decreased their intention to leave the organisation, even in a conducive macro-economic context with ample alternative employment opportunities. Unmet expectations of Dutch respondents increased their intention to leave the organisation, even in an unfavourable macro-economic context with few alternative employment opportunities.

The sample of Indian and Dutch IAs and repatriates may limit generalisation of the findings to samples from other countries with distinct cultural contexts and macro-economic conditions.

Global organisations that set realistic expectations about re-entry career opportunities for repatriates, facilitate knowledge transfer after repatriation, and adequately respond to boundaryless career ambitions of repatriates, can reduce repatriate turnover intention and attrition.

This study shows that repatriate attrition versus retention is embedded in the macro-economic context of the home country, leading to three types of career mobility upon completion of an international assignment: intra-organisational mobility; organisational boundary-crossing; and geographical boundary crossing.

Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework.

Data were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses.

Results revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed.

This study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.

The purpose of this paper is to examine the instrumental use of social capital regarding career growth within an organization, focusing on the mediating role of perceived competence mobilization and the moderating role of two situational variables: perceived external prestige and job insecurity climate.

Relationships among the constructs are predicted based on relevant literature, and are tested using survey results from 324 employees working in 14 leading corporations in Korea.

Results show that social capital positively influenced, via perceived competence mobilization, each of two career growth dimensions (i.e. the personal efforts to develop a career and the experience of being rewarded by the organization). In contrast, moderated path analysis indicated that perceptions of external prestige and job insecurity climate failed to moderate the indirect effect of social capital on career growth.

In light of the instrumental use of social capital and the ensuring mechanism of competence mobilization, a detailed understanding of this effect on career growth cannot only neutralize the fears of brain drain, but is also helpful in providing possibilities for building new career development strategies.

Although social capital has become an influential concept in social sciences, little evidence has been presented on the above relationship, particularly from the perspective of careerist orientation. This may be the first research examining how and when the influence of social capital becomes instrumental with respect to career attainment within an organization.

The purpose of this study is to explore the dimensions of technology on which information technology (IT) professionals assess and evaluate a given technology. The authors believe that these dimensions influence their career outcomes and hold the potential to explain the intent to leave among IT professionals.

This study hypothesizes that the likelihood of a given technology being assessed favorably depends on various technology features perceived by IT professionals. These features influence their career prospects, thus influencing work outcomes like turnover intention. This study uses a survey-based quantitative technique to test the proposed research model. Data has been recorded from 312 IT professionals working in different service-based IT firms.

The findings of this study indicate that the technology IT professionals work with impacts their work and career-related outcomes. IT professionals evaluate and understand technology to assess the favorability of these technologies. Individual preferences to work with a specific technology are driven by that technology's possible influence on career outcomes such as the availability of job opportunities.

This study proposes that assigned technology influences career outcomes among IT professionals and has a potential to explain their turnover intentions. The authors have found that technologies fulfilling their career expectations, such as better work opportunities and job security, might be favorable for IT professionals. Unmet expectations with the assigned technology affect the turnover intention among IT professionals. Though this study examines turnover intention as an outcome, future studies can explore the attributes of technology relevant to IT professionals and their impact on other significant consequences such as work exhaustion and job satisfaction.

With a growing attrition rate and significant demand for skilled IT professionals, the importance of studying their behavior has become essential for both academia and the industry. Despite ample research, there is still a gap between theory and practice. This study on IT professionals proposes that understanding technology and how it is perceived, understood and evaluated by IT professionals might provide significant insights into their work behavior.

This study contributes to the literature by describing the unexplored phenomenon of the impact of technology assignment on IT professionals' work outcomes. This study is valuable in exploring a new dimension to explain turnover intention.

Motivated by the organizational challenge coined the great discontent, employees are dissatisfied with their jobs, see minimal opportunities for growth and are actively searching for new roles. This research aims to take a novel approach to internal communication strategy by introducing employability culture and leadership empowerment as mechanisms for supporting employees' career growth and additional positive workplace outcomes.

An online survey was designed and administered in the United States. The final sample size includes 425 full-time employees working in a variety of roles, industries and work arrangements.

Findings point to the inherent need for revised internal communication strategy that goes beyond managing and disseminating information. Organizations must develop cultures and their leaders in ways that empower employees and help them understand the meaning of their work. Employability culture, or an organization's support for developing employees' adaptive skills as work roles change, positively predicted employees' perceptions of their career growth opportunities at their current place of employment, employee loyalty and engagement, and job satisfaction. Leadership empowerment behaviors also positively predicted all previously listed workplace variables. These perceptions as influenced by work arrangement (onsite, hybrid, fully remote) and younger versus older generations were also analyzed.

Research findings offer new strategies for internal communications. Internal communication teams can partner alongside executive leadership to develop a culture that helps employees envision how their skills and expertise translates to different areas of the organization, empowering them to find meaning in their work, and be driven to support organizational growth.

This study aims to explore organizational factors that impact women’s career advancement. Knowledge of organizational practices that promote or obstruct women’s career progress is vital for women, firms and governments.

A total of 237 women participated in the study from the service sector in Johannesburg (South Africa). Participants were selected using a convenient sampling approach. Researchers used a questionnaire, consisting of demographic and open-ended questions, to gather data. Comments were analyzed using a thematic content analysis approach.

Findings reveal that prioritizing women, offering skills development opportunities, providing growth opportunities, assisting women in managing their careers, offering mentorship and having work-family support initiatives are practices that promote women’s career advancement. Conversely, practices that foster stagnation of women’s careers, distrust in women’s leadership abilities, preference for external candidates, people–related malpractices, male domination/preference, lack of role models and work-family balance support, hamper women’s career advancement.

The findings of this study will contribute to women’s empowerment. Organizations should provide a conducive atmosphere by instituting practices that promote their female employees' career advancement. Firms also should intentionally take practical steps to address practices that impede women’s career progression. The results of this study will also help the government to design appropriate policies that will promote the career progression of women employees.

This study presents findings from an analysis of qualitative data collected from 237 women to provide insight into the experiences of women working within the service industry in Johannesburg, South Africa.