Search results

1 – 10 of over 29000
To view the access options for this content please click here
Book part
Publication date: 8 September 2017

James M. Kohlmeyer, Robert J. Parker and Terry Sincich

As proposed in this paper, in public accounting firms, supervisors and managers provide junior accountants with career-related benefits that include: career development…

Abstract

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).

To view the access options for this content please click here
Article
Publication date: 17 August 2015

Reimara Valk, Mandy Van der Velde, Marloes Van Engen and Betina Szkudlarek

The purpose of this exploratory, empirical study is to gain insight into repatriation experiences and repatriate turnover intention of employees from India and The…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Practical implications

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.

Originality/value

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.

Details

Journal of Indian Business Research, vol. 7 no. 3
Type: Research Article
ISSN: 1755-4195

Keywords

To view the access options for this content please click here
Article
Publication date: 4 August 2021

Um-e-Rubbab, Shazia Faiz, Samyia Safdar and Namra Mubarak

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…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Originality/value

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.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

To view the access options for this content please click here
Article
Publication date: 4 October 2019

Dae-seok Kang, Jeff Gold, Jeongeun Kim and Ilsoo Kim

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…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Practical implications

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.

Originality/value

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.

Details

International Journal of Manpower, vol. 41 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

To view the access options for this content please click here
Article
Publication date: 3 February 2012

David Okurame

This study seeks to examine the impact of career growth prospect (CGP) and formal mentoring support (FMS) on overall organisational citizenship behaviour (OCB) and its…

Downloads
4233

Abstract

Purpose

This study seeks to examine the impact of career growth prospect (CGP) and formal mentoring support (FMS) on overall organisational citizenship behaviour (OCB) and its five dimensions.

Design/methodology/approach

Data were obtained from 72 supervisors and 182 of their subordinates in branches of a bank located in a city in South‐western Nigeria.

Findings

Results indicate that CGP accounted for a significant percentage of the variance in overall OCB (β=0.46, p<0.001), predicting three dimensions: sportsmanship, conscientiousness and civic virtue. Contrary to hypothesis, FMS did not predict overall OCB, but significantly influenced three OCB dimensions: sportsmanship, courtesy and altruism, predicting “sportsmanship” (β=0.26, p<0.001) to be better than CGP (β=0.22, p<0.01).

Research limitations/implications

Although generalisation is limited in a study of a single organisation, the findings of the study imply that CGP and FMS have differential relevance in OCB.

Practical implications

Altering negative perceptions of CGP among employees engenders OCB but FMS needs to be complemented with other interventions to foster overall OCB.

Originality/value

Although career growth prospects and formal mentoring support are projected to foster OCB in the Nigerian banking sector, no research has investigated this expectation. The extant literature shows that research on the impact of career growth prospects on OCB is virtually absent. Again, the absence of African perspectives on research issues such as OCB, has limited comparative studies and the global scope of most reference journals. This study narrows these gaps in literature and contributes empirical information that equips management to deal more strategically with the integrated approach to OCB.

Details

Leadership & Organization Development Journal, vol. 33 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

To view the access options for this content please click here
Article
Publication date: 10 June 2020

Emil Knezović and Nedžla Greda

The purpose of this paper is to investigate whether there is a difference in career development programs between family and nonfamily companies. Moreover, the paper…

Abstract

Purpose

The purpose of this paper is to investigate whether there is a difference in career development programs between family and nonfamily companies. Moreover, the paper explores the relationships between career development dimensions and affective commitment in a family business setting.

Design/methodology/approach

A cross-sectional questionnaire-based survey was used to collect data from 506 employees in Bosnia and Herzegovina across the different industries. Independent t-test and hierarchical regression were used to test the hypotheses developed in the study.

Findings

The findings supported our assumptions that there is a significant difference in career development opportunities between family and nonfamily companies. Moreover, career development has a higher influence on affective commitment in the family business setting.

Research limitations/implications

The data for this study was collected by using convenience sampling, as well as a cross-sectional survey method, which limits the generalization of results. Due to the unavailability of a public database, we relied on employees’ perceptions when it comes to the ownership of a company.

Practical implications

To keep key employees, family business owners and managers have to invest in career development programs. The study shows that by aligning employee and organizational goals, offering professional development and remunerating the positive performance helps in keeping the most valuable assets within the company.

Originality/value

So far, the research about career development in family businesses was insensible. This study provides an important contribution to the understanding of career development and its outcomes in family businesses.

Details

Journal of Family Business Management, vol. 11 no. 4
Type: Research Article
ISSN: 2043-6238

Keywords

To view the access options for this content please click here
Article
Publication date: 1 December 2006

Jelena Zikic, Milorad M. Novicevic, Michael Harvey and Jacob Breland

The purpose of this paper is to examine repatriate career exploration as a continuing growth‐oriented process and introduce repatriate hope as its crucial driver.

Downloads
5464

Abstract

Purpose

The purpose of this paper is to examine repatriate career exploration as a continuing growth‐oriented process and introduce repatriate hope as its crucial driver.

Design/methodology/approach

Through a review of relevant literature, the framework of hope theory is introduced to argue for a more “agentic” view of the repatriate that can act as an independent career agent in the increasingly boundaryless career environment.

Findings

The paper extends current knowledge of the repatriation process by describing ways in which repatriate hope drives career exploration toward valued outcomes of career growth and career success. It is also described how this repatriate career success will depend on the repatriate expectations and the social and organizational support received by the repatriate.

Originality/value

The main contribution of this paper is a new view of the repatriation process through the lens of the hope theory that emphasizes positive psychological perspective indicating career growth/success as a valued outcome of repatriate career exploration process. Thus, repatriate is viewed as a proactive individual managing his or her career success and using exploration as a means of coping with and adjusting to a shifting set of challenges presented by the dramatic role change.

Details

Career Development International, vol. 11 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 12 June 2019

Siew Chin Wong and Roziah Mohd Rasdi

The purpose of this paper is to examine the influence of generation Y’s career establishment strategies on self-directedness career and to determine the moderation effect…

Abstract

Purpose

The purpose of this paper is to examine the influence of generation Y’s career establishment strategies on self-directedness career and to determine the moderation effect of gender on the relationship.

Design/methodology/approach

Data were collected from 188 full-time employees from different functional areas and departments of selected MNCs in Malaysian Electrical and Electronic Industry. Partial least squares structural equation modeling was used to examine the influences of establishment strategies and the moderating role of gender on self-directedness career.

Findings

Findings show that there are significant positive relationship between career strategies and self-directedness career at career establishment stages of generation Y. There is a significant difference between males and females in career establishment strategy (i.e. creating career opportunities) and self-directedness career.

Research limitations/implications

This paper explains self-directedness career based on the review of related career literatures whereby some may not specifically referring to Generation Y.

Practical implications

Such insights are useful for HRD practitioners dto develop relevant HRD interventions to assist individuals and organizations in career development.

Originality/value

This paper offers new insight into the predictors of self-directedness career and the moderating role of gender on the relationships.

Details

European Journal of Training and Development, vol. 43 no. 5/6
Type: Research Article
ISSN: 2046-9012

Keywords

To view the access options for this content please click here
Article
Publication date: 25 October 2011

Alvin Hwang, Regina Bento and J.B. (Ben) Arbaugh

The purpose of this study is to examine factors that predict industry‐level career change among MBA graduates.

Downloads
2205

Abstract

Purpose

The purpose of this study is to examine factors that predict industry‐level career change among MBA graduates.

Design/methodology/approach

The study analyzed longitudinal data from the Management Education Research Institute (MERI)'s Global MBA Graduate Survey Dataset and MBA Alumni Perspectives Survey Datasets, using principal component analyses and a three‐stage structural equations model.

Findings

Perceptions about career growth and opportunity for advancement were the strongest predictors of industry shifts. The type of program was also found to have an influence, with part‐time MBA programs positively predicting industry shift, and full‐time programs having an indirect effect through significant associations with each of the intermediate predictors of industry shifts. Women were found to be more likely to change industries. Satisfaction with the MBA degree was not a predictor of industry change behavior: they were found to be related only to the extent that graduates valued the importance of certain career factors, such as the objective career factor of career growth.

Originality/value

This is a first large scale study of industry‐level career change among MBA graduates.

Details

Career Development International, vol. 16 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 3 April 2017

Siew Chin Wong, Roziah Mohd Rasdi, Bahaman Abu Samah and Nor Wahiza Abdul Wahat

The purpose of this paper is to examine the effects of organizational-related variables and the moderating role of career strategies on protean career among employees.

Downloads
1670

Abstract

Purpose

The purpose of this paper is to examine the effects of organizational-related variables and the moderating role of career strategies on protean career among employees.

Design/methodology/approach

Research data are gathered from a sample of 306 employees in 18 electrical and electronics multinational corporations (MNCs) in Malaysia. Partial least squares structural equation modeling (PLS-SEM) is used to examine the influences of organizational-related factors and the moderating role of career strategies on protean career.

Findings

The results demonstrate that organizational-related variables, namely, employability culture and mentoring are viewed as potential predictors of protean career. There are significant moderating effects of career strategies on the relationship between both employability culture and mentoring toward protean career among employees.

Research limitations/implications

This paper provides an empirical framework to explain protean career based on the review of career-related literatures.

Practical implications

The findings provide implications to both organizations and human resource development practitioners on new career trends of protean career. Practical interventions are suggested to assist individuals and organizations toward protean career development.

Originality/value

This paper offers new insight into the predicting factors of protean career and its moderating role on career strategies.

Details

European Journal of Training and Development, vol. 41 no. 3
Type: Research Article
ISSN: 2046-9012

Keywords

1 – 10 of over 29000