Search results

11 – 20 of over 36000
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 five…

4586

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

Article
Publication date: 28 June 2023

Archana Singh, Stuti Chakraborty and Sri Krishna Sudheer Patoju

The purpose of this paper is to understand the reason of attraction for the young professionals (who left their paid employment) to pursue social entrepreneurship (SE) education…

Abstract

Purpose

The purpose of this paper is to understand the reason of attraction for the young professionals (who left their paid employment) to pursue social entrepreneurship (SE) education, to understand role played by SE education program on developing entrepreneurship knowledge and skills to create social impact and to explore the influence of SE education on their career choices and job-preferences.

Design/methodology/approach

This exploratory study uses qualitative methodology to collect data from 16 alumni of Master of Arts in Social Entrepreneurship (MASE) Program, Tata Institute of Social Sciences, Mumbai, India.

Findings

The findings indicate that the knowledge and skills learned through the MASE program played a significant role to create an entrepreneurial mindset and put such skills into action to create impact (as job creator/entrepreneur or job seeker/intrapreneur) as well any change in their career choice, job-preference and job-mobility. The findings force us to re-define “success of SE education”, as in both the cases, they are creating social impact using their entrepreneurship knowledge and skills. Career advancement and personal growth opportunities, and their willingness to create impact as decision makers act as strongest motivators to choose the program. Furthermore, the study also highlights the additional factors, which influence their decision of choosing/not choosing SE as career option.

Research limitations/implications

The findings cannot be generalized. The qualitative data is analyzed inductively to arrive at the findings.

Practical implications

The findings are relevant for SE educators and also the policy makers. Promotion of SE education will not only create employment for others, but will also address several other social problems, and contribute to inclusive development of the country.

Originality/value

The uniqueness lies in understanding the motivations behind the decision of pursuing MASE program then followed by exploring the influence of SE education on their career choices and job-preferences.

Details

Social Enterprise Journal, vol. 19 no. 5
Type: Research Article
ISSN: 1750-8614

Keywords

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 explores the…

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

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.

5716

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

Article
Publication date: 12 September 2023

Roopa Modem, Sethumadhavan Lakshmi Narayanan, Murugan Pattusamy and Nandan Prabhu

This study addresses a central research question: Does employees' personal initiative, with a benevolent political will, lead to career growth prospects in a work environment…

Abstract

Purpose

This study addresses a central research question: Does employees' personal initiative, with a benevolent political will, lead to career growth prospects in a work environment replete with perceived organizational politics? Drawing upon self-determination, signalling, and social cognitive theories, the authors examine how perceptions of organizational politics operate to limit the influence of benevolent political will – induced personal initiative on career growth prospects.

Design/methodology/approach

This research adopts a quantitative research design. This multi-wave, multi-sample and multi-source investigation includes 730 subordinate-supervisor dyads from India's information technology, education and manufacturing companies. The sample comprises 236 full-time faculty members from higher educational institutions and 496 mid-level managers from technical and service departments of information technology and manufacturing companies.

Findings

The results indicate that benevolent political will is significantly related to career growth prospects. In addition, perceptions of organizational politics shows a crossover interaction effect. The findings reveal that the indirect relationship between benevolent political will and career growth prospects changed significantly from those with a low perception of organizational politics to significantly negative among those perceiving organizational politics as high.

Practical implications

This study provides several implications for practice regarding personal initiative, benevolent political will and perceptions of organizational politics.

Originality/value

The significant contributions of this study are to provide new insights into the relationship between benevolent political will and career growth prospects and to unravel the paradoxical nature of the personal initiative phenomenon.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

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 of…

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

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.

2292

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

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.

2095

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

Article
Publication date: 15 December 2020

Bhumi Mahesh Trivedi and Biju Varkkey

The purpose of this paper is to discuss how Aster Retail (AR), UAE, handled career plateau challenge by adopting multiple strategies and earning employee commitment and motivation…

361

Abstract

Purpose

The purpose of this paper is to discuss how Aster Retail (AR), UAE, handled career plateau challenge by adopting multiple strategies and earning employee commitment and motivation for business growth.

Design/methodology/approach

The organization addressed two types of plateaus – structural and content by creating both vertical and lateral opportunities/options for employees, and supporting them with resources to build required capabilities, and managing their career aspirations. The strategies also helped AR to remain true to the organization’s philosophy, “We will treat you well.”

Findings

The study enunciates how HR initiatives can add value by converting the negative phenomenon of plateau, into an opportunity for employees to grow.

Originality/value

The study has three contributions: How in a retail organization with strong promoter principles and values, both structural and content plateau are addressed, and linked with business strategies? The study sheds light on how organizational and HR support for career management addresses employee plateau, particularly for solid citizens. makes the employees feel “not plateaued” at all; and in the long run, why and how HR managers should focus more on proactively addressing content plateau than structural plateau.

Details

Strategic HR Review, vol. 19 no. 5
Type: Research Article
ISSN: 1475-4398

Keywords

Article
Publication date: 11 November 2019

Paola Spagnoli, Alessandro Lo Presti and Carmela Buono

The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict.

Abstract

Purpose

The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict.

Design/methodology/approach

Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents.

Findings

Results showed a significant mediation effect of OCG in the relationship between organisational work–family support and work–family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work–family support on work–family conflict was stronger among women, whereas the direct effect of OCG on work–family conflict was significant only for men.

Originality/value

This is the first study addressing the possible negative effect of OCG on a specific target of employees.

Details

International Journal of Manpower, vol. 41 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

11 – 20 of over 36000