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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…

4378

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: 13 December 2021

Roopa Modem, Sethumadhavan Lakshminarayanan, Rajasekharan Pillai and Nandan Prabhu

The dynamic career scenario and the significant change from traditionally placing careers in employers’ hands to self-managing one’s careers have sparked profound…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Originality/value

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.

Details

Industrial and Commercial Training, vol. 54 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 25 March 2019

Mohammad Ali Ashraf

The purpose of this paper is to examine the mediating role of work atmosphere which have a positive influence on job satisfaction. Specifically, it focuses on how…

2099

Abstract

Purpose

The purpose of this paper is to examine the mediating role of work atmosphere which have a positive influence on job satisfaction. Specifically, it focuses on how supervisor’s cooperation and career growth affect job satisfaction mediating through work atmosphere in a private corporate entity.

Design/methodology/approach

To attain this objective, a research framework with a mediating variable of work atmosphere was formulated. Using measurement scales created to assess different aspects of job satisfaction, career growth, supervisor’s cooperation and work atmosphere, a survey instrument was developed to test the various relationships implied by the framework. Data (n = 325) were collected from the employees of a local chemical company in Bangladesh following convenience sampling procedure. The analysis has been done by bootstrapping procedure following structural equation modeling (SEM).

Findings

The result shows that work atmosphere has a significant mediating role in linking supervisor cooperation and job satisfaction of the employees in the organization.

Research limitations/implications

As with any study, there are limitations to the study described here. One possible drawback is the use of a single company’s employees as respondents. Second, the sample size is not very large, because respondents were observed to be negligent in filling the questionnaire provided to them. If the sample size could be increased a bit more, then the authors might have better outcomes as postulated in the paper. Nevertheless, the usual cautions about over-generalizing findings from this sample, to populations for which it is not strictly representative, apply. The sample was not randomly drawn to represent a population to which findings could be generalized. Instead, it was a convenience sample, and as such, the ability to generalize the findings very far beyond the sample is limited.

Practical implications

From a practical perspective, as a cumulative body of work on job satisfaction with mediating variable of work atmosphere emerges, the authors will be better able to advise employers on the elements they need to address to increase their employee retention rate. In this study, the one area of findings that may help business and commercial organizations the most concerns work environment in the workplace. The authors found that supervisor cooperation and work atmosphere were associated with positive path value toward job satisfaction. Similarly, career growth and work atmosphere also exhibit positive path value towards job satisfaction. The implication is that employers can focus on supervisor cooperation in rightly and duly promoting the deserving employees, and in doing so, they can generate positive attitudes toward these activities.

Originality/value

This paper will add immense importance of work atmosphere to the organizational learning and behavior.

Details

Journal of Workplace Learning, vol. 31 no. 2
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 8 June 2022

Abdulaziz Karam, Nick Ashill, Payyazhi Jayashree and Valerie Lindsay

This paper aims to extend the traditional conceptualization of localization, which has largely focused on recruitment, by examining “employability” and “retention” as…

Abstract

Purpose

This paper aims to extend the traditional conceptualization of localization, which has largely focused on recruitment, by examining “employability” and “retention” as crucial determinants of localization success.

Design/methodology/approach

Using survey data from local (Emirati) employees in private sector organizations in the United Arab Emirates (UAE), the authors develop a holistic model of localization and test the relationships between stereotypes, organizational socialization, employability and retention outcomes, using Smart-PLS.

Findings

Among the main findings are the significant influence of stereotypes on organizational socialization (OS) experiences of Emirati employees, with a negative relationship between “work ethics stereotypes” and perceptions of OS experiences. Strong evidence is also found for the indirect effects of OS experiences on retention of Emirati employees, mediated by employability.

Research limitations/implications

This study contributes to the literature on localization by examining the relationships between key variables not examined together in previous research. In terms of limitations, the cross-sectional nature of the study prevents the identification of direction of causality among these relationships. Since employee integration, as part of localization efforts, is a gradual process, future research should include longitudinal studies.

Practical implications

Employability has emerged as a significant challenge for organizations and governments working to implement successful localization initiatives. This study’s findings highlight several opportunities for organizational and governmental policy interventions to support successful localization.

Originality/value

The authors’ holistic model extends localization literature by providing evidence for the role of stereotypes and employability as key constructs to be examined along with OS experiences and retention.

Details

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

Keywords

Article
Publication date: 15 June 2015

Rodrigo Cunha da Silva, Joel Souza Dutra, Elza Fátima Rosa Veloso, André Luiz Fischer and Leonardo Nelmi Trevisan

This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs…

1649

Abstract

Purpose

This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the work environment and their influences on organizational commitment.

Design/methodology/approach

The perceptions of 102,540 respondents employed by 394 organizations were classified into nine constructs. The methodology used entailed an initial confirmatory factorial analysis, which was undertaken to investigate the validity of the proposed measurement model. Regression analyses were applied to test the relationship between work environment and commitment.

Findings

The results highlight that the Baby Boomer generation attributed more value to the meaning of work and corporate social responsibility. Meaning of work, learning and development were given a high level of importance in the results for Generation X. Generation Y values learning and development, relationships with co-workers and Work-life balance more than the other two generations.

Research limitations/implications

This research is classified as a cross-sectional study that does not allow us to substantiate whether differences between the groups were caused by influence of generations or the age of respondents. Therefore, nationwide surveys capable of offsetting the age effect on generational differences are still necessary. Another constraint is related to the fact that only data from the survey that annually elects the “Best Companies to Work for in Brazil” were used for undertaking this study. Moreover, because all variables were collected simultaneously from the same source, the authors recognize that the results could have problems related to common method biases.

Practical implications

The authors believe that the identification of critical dimensions of workers’ perception regarding the work environment equips human resources professionals with the ability to implement policies and practices that align people management with the differing desires of each generation, effectively ensuring commitment from these professionals.

Social implications

This study may contribute to researchers by highlighting the need for temporal outlines suited to the Brazilian reality, which might also inspire further research on the country’s generations, even associating them with other themes, such as values, personality and professional motivation.

Originality/value

As the main contributions, the authors have sought to highlight that generational differences may be related to specific periods in each country’s historical context. The authors also show the determining factors influencing each generation’s affective commitment and justify each of their choices.

Details

Management Research: The Journal of the Iberoamerican Academy of Management, vol. 13 no. 1
Type: Research Article
ISSN: 1536-5433

Keywords

Article
Publication date: 22 May 2019

Fawzi Tigharsi, Abderaouf Bouguerra, Ismail Golgeci and Yasin Rofcanin

The purpose of this study is to explore employees’ knowledge- and learning-related experiences in moving between local firms and multinational enterprises (MNEs) and to…

Abstract

Purpose

The purpose of this study is to explore employees’ knowledge- and learning-related experiences in moving between local firms and multinational enterprises (MNEs) and to examine the nature of paradoxes of labor mobility that local talents face in their career in the North African country of Algeria. In doing so, this paper explored the multifaceted experiences of employees who left local firms and joined MNEs.

Design/methodology/approach

The authors use a qualitative study, in-depth interviews with 12 employees from various industries, and apply an interpretive phenomenological approach to explain labor mobility between local firms and MNEs in the North African country of Algeria. The authors specifically focus on personal experiences of employees who worked in both local firms and MNEs.

Findings

The findings report a paradoxical situation and suggest that despite talented individuals grow their capabilities in MNEs through reward and personal growth incentives, the grass is not always greener, and they face the paradox of nurturing their capabilities (wings) or empowering their roots by returning local firms to seek stability, security and flexibility.

Originality/value

This study contributes to the research at the intersection of human resource management, knowledge management and the paradox of management in emerging markets. Its value stems from empirically explicating the paradox of roots and wings as a complementary, learning type of paradox that individuals at local firms and MNEs in Algeria experience.

Details

Journal of Knowledge Management, vol. 24 no. 1
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 18 March 2020

Kofi Agyekum, Ernest Kissi, James Cofie Danku, Godslove Ampratwum and Gideon Selorm Amegatsey

This paper aims to examine the factors that drive the career progression of construction project managers (CPM) in the Ghanaian construction industry.

Abstract

Purpose

This paper aims to examine the factors that drive the career progression of construction project managers (CPM) in the Ghanaian construction industry.

Design/methodology/approach

Based on the quantitative approach, the views of 80 CPMs working with D1 building construction firms were elicited using a structured questionnaire. Data was analysed using one-sample t-test, which was used to examine the relative significance of the variables. The mean scores, standard deviations and significance values (p-values) of each variable were used to examine the outcome of the survey.

Findings

The findings suggest that “existence of organizational support systems”, “ability to create identity”, “having an influential mentor and coach”, “accepting complicated and high visibility assignments” and “ability to gain managerial or leadership experience” are the key factors that drive the career progression of CPMs in Ghana.

Research limitations/implications

Findings from this study is limited to CPMs, specifically within the Ghanaian construction industry. This implies that with the fragmented nature of the construction industry, adopting these findings in construction settings within other countries may not yield the desired results, especially, if those countries do not share similar characteristics and context with Ghana.

Practical implications

Practically, this study highlights for the benefits of project managers (PM) (especially those in the construction industry) the key factors that drive their career progressions. Identification of these drivers offers the professionals with those factors to be prioritized when seeking to progress their careers in the construction industry.

Originality/value

Empirical research on the factors that drive the career progression of CPMs has not been fully examined in previous studies, though such studies in other sectors aside construction are prevalent. Hence, the identification of the drivers for career progression of construction PMs advances literature in the area and offers the professionals with those factors to be prioritized when seeking to progress their careers.

Details

Journal of Engineering, Design and Technology , vol. 18 no. 6
Type: Research Article
ISSN: 1726-0531

Keywords

Article
Publication date: 2 February 2015

Sunita Panda and Chandan Kumar Sahoo

The purpose of this paper is to attempt to test a model of talent development interventions and find out the various factors which actually impact the process in a…

2623

Abstract

Purpose

The purpose of this paper is to attempt to test a model of talent development interventions and find out the various factors which actually impact the process in a manufacturing concern.

Design/methodology/approach

Multiple regression analysis is used to analyse the data and find the extent to which the variables considered are significant predictors of talent development. Primary data are collected from the respondents (executives) of two manufacturing units with the help of a structured questionnaire. A sample size of 200 is considered for extraction of data for the study.

Findings

The results of the study highlight that six of the independent variables significantly predict the dependent variable. This paper identifies the most important factors which are found to be pivotal for the development of talent in the organizations considered for the study.

Practical implications

Managing talent in the present competitive business scenario is one of the most vital issues in which HR professionals/practitioners are involved. It becomes imperative for top management to know about the various ways which can aid in proper development of talent. This paper empirically identifies the various strategic interventions which aid in the proper development of talent in manufacturing sector.

Originality/value

While there are many papers tracing the talent development process and the various strategic interventions, there is a dearth of empirical research being done in this field in the manufacturing sector. This paper attempts to explore the developmental interventions in the manufacturing sector and adds new insights on an empirical basis.

Details

Industrial and Commercial Training, vol. 47 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 4 February 2014

David E. Okurame and Rhoda Fabunmi

The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian…

1812

Abstract

Purpose

The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian cultural context.

Design/methodology/approach

Data were collected from 250 Nigerian nurses through a questionnaire.

Findings

Mentoring support predicted protean career dimensions but was non-significant for boundaryless career dimensions. Gender directly accounted for a significant percentage of the variance in physical mobility in favor of women but did not predict self-directed, value-driven and psychological mobility career attitudes. Gender significantly moderated the relationship between mentoring and new career dimensions except physical mobility.

Research limitations/implications

The male sample was limited and data from a single professional group/organization in Nigeria may not typify organizations in general. This calls for caution in generalizing findings.

Practical implications

Proactive career management and value-driven attitudes can be fostered by ensuring quality mentor support. The peculiar direct and moderating effects of gender on protean and boundaryless careers deserve particular attention.

Originality/value

The absence of African perspectives on new career directions in most reference journals limits the global scope of comparative studies. The present study provides information on the under-researched role of mentoring and gender in modern career models from Africa, and makes useful theoretical contributions to new career perspectives, especially in the context of how relationships among study variables may differ across national cultural contexts.

Details

Career Development International, vol. 19 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 March 2001

Eva Katz and Marianne Coleman

Since 1979 colleges of education in Israel have been re‐conceptualized as academic institutions. The reform includes professional advancement of teacher educators through…

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Abstract

Since 1979 colleges of education in Israel have been re‐conceptualized as academic institutions. The reform includes professional advancement of teacher educators through the creation of four academic ranks. One of the criteria for moving up the hierarchy from one position to the next is engagement in research activity. What benefits can be derived from the growing involvement in research and how can it impact on the individual and the institution? Responses to a questionnaire administered in one college of education indicate that there is agreement among teacher educators that research work can contribute to their need for professional growth and self‐actualization and can contribute to their teaching. However, they agree that research work does not contribute to the development of leadership skills and, although teacher educators are partially ranked for promotion through their research activity, there does not seem to be any increased involvement in the decision‐making processes at the college.

Details

Education + Training, vol. 43 no. 2
Type: Research Article
ISSN: 0040-0912

Keywords

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