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Article
Publication date: 27 October 2022

Tehreem Fatima, Ahmad Raza Bilal, Muhammad Waqas and Muhammad Kashif Imran

A paradigm shift toward a corporate model of higher educational settings has led to complex and excess work demands, yet the potential long-run ramifications of work…

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Abstract

Purpose

A paradigm shift toward a corporate model of higher educational settings has led to complex and excess work demands, yet the potential long-run ramifications of work overload are still under-examined. Building the arguments on the “spiral of resource loss” corollary of the conservation of resources (COR) theory, the authors have bridged this gap by testing how work overload spills over into career resilience via reduced harmonious passion. In addition, the authors compare how the employees having standardized workloads differ in their harmonious passion and career resilience from those having excessive (non-standardized) workloads.

Design/methodology/approach

Through a longitudinal natural field experiment of 402 faculty members [N = 198 in the standardized group (optimal load) and N = 204 in the non-standardized group (overload)] working in higher educational institutions of Pakistan, data were collected in three waves (each six months apart). The group comparison, trend analysis and longitudinal mediation analysis done through SPSS and MPlus affirmed the hypothesized associations.

Findings

The results have shown that work overload impacts career resilience through the mediating role of harmonious passion. The faculty members in the standardized workload had more passion and career resilience as compared to the non-standardized workload group. In addition, these impacts intensified overtime for the overloaded faculty members while faculty members with optimal workload sustained their passion and resilience for the teaching profession.

Originality/value

Taking the COR perspective, this study sheds light on how faculty members' work overloads reduce their capability to retain their passion and resilience for teaching from a longitudinal and experimental perspective.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 9 August 2022

Bilal Ahmad, Sobia Nasir, Mahnoor Hai and Saba Bilal

The purpose of this study was to examine the relationship between career adaptability and career resilience. Alongside, the mediating role of career-management fit was…

Abstract

Purpose

The purpose of this study was to examine the relationship between career adaptability and career resilience. Alongside, the mediating role of career-management fit was also tested on the relationship between career adaptability and career resilience.

Design/methodology/approach

Cross-sectional data were collected from the employees of higher-education institutes via an online survey questionnaire. The partial least square structural equation modeling (PLS-SEM) technique using the SmartPLS application was employed for the data analyses.

Findings

Results showed that career-management fit positively mediates the relationship between career adaptability and career resilience. Further, a direct positive relationship between career adaptability and career resilience was also substantiated.

Research limitations/implications

Theoretical implications, managerial implications, study limitations and future research directions are also discussed.

Originality/value

The authors put forward the field by probing the developmental strategy for career resilience. This is because, in academics, career-resilient individuals can better contribute towards academic growth and can also maintain a good life balance (Mishra and McDonald, 2017). Hence, this study, to the best of the authors’ knowledge, is the first to investigate the career-management fit as a pathway bridging career adaptability and career resilience.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Open Access
Article
Publication date: 17 May 2022

Ellen R. Peeters, Marjolein C.J. Caniëls and Marijke Verbruggen

To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to…

1166

Abstract

Purpose

To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.

Design/methodology/approach

The authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.

Findings

Openness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.

Originality/value

Altogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.

Details

Career Development International, vol. 27 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 12 April 2022

Zhi-Fei Li, Jia-Wei Zhao and Shengliang Deng

This paper investigates the current psychological state of Chinese tourism practitioners and their career resilience during the ongoing COVID-19 pandemic. It empirically…

Abstract

Purpose

This paper investigates the current psychological state of Chinese tourism practitioners and their career resilience during the ongoing COVID-19 pandemic. It empirically examines the effects of COVID-19 on Chinese tourism practitioners' professional attitudes and their career belief in the future. The study is intended to guide enterprises and governments to design effective strategies/policies to deal with the effect of this unfavorable environment.

Design/methodology/approach

The sample consists of 442 tourism practitioners in 313 tourism enterprises in China. The data were collected via a targeted online survey based on a well-structured questionnaire. The data were analyzed using statistical procedures including multilevel regression analysis.

Findings

The study results show that Chinese tourism practitioners have strong career resilience in the face of current turbulent time. After testing, the model shows that career beliefs and social support have a significant positive impact on the professional attitudes of tourism practitioners, and that career resilience has a partial mediating effect on their career beliefs, social support and professional attitude.

Originality/value

This study enriches the existing literature on career belief, social support and career resilience. It provides a new interpretation on how career belief and social support impact career resilience and thus shape tourism practitioners' professional attitudes during pandemics.

Details

International Journal of Emerging Markets, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1746-8809

Keywords

Article
Publication date: 16 February 2022

Yoonhee Park, Jin Gu Lee, Hong Jeon Jeong, Min Sub Lim and Mi-Rae Oh

The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability.

Abstract

Purpose

The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability.

Design/methodology/approach

This study sampled 212 training apprentice employees who participated in training programs using a proportional stratified sampling in South Korea. The study tested the research model using structural equation modeling.

Findings

This study revealed that protean career attitude influenced external employability through career resilience and proactive career behavior. Career resilience fully mediated the relationship between protean career attitude and external employability and partially mediated protean career attitude and proactive career behavior. Proactive career behavior also mediated the relationship between protean career attitude and external employability.

Research limitations/implications

This study has a limitation by relying on cross-sectional data. In terms of theoretical implications, this study can add new knowledge to the protean career research by demonstrating that the protean career attitude influences perceived external employability through career resilience and proactive career behavior for the sample of young training apprentice employees.

Originality/value

This study uncovers the dynamic processes between protean career attitude and perceived external employability. Moreover, this study’s sample is significant because training apprentice employees are mostly young in their 20s and 30s with less than three years of working experience and working in small and medium-sized enterprises in South Korea.

Details

Industrial and Commercial Training, vol. 54 no. 2
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 21 January 2022

Alexandra Papaioannou, Ioanna Papavassiliou-Alexiou and Sofia Moutiaga

This paper investigates the levels of career resilience and self-efficacy of the principals of primary school units, identifies the relationship between them and…

Abstract

Purpose

This paper investigates the levels of career resilience and self-efficacy of the principals of primary school units, identifies the relationship between them and determines the effect of the demographic elements of the sample on their career resilience and self-efficacy.

Design/methodology/approach

The convenient sample of this study was 165 principals from public schools across the prefecture of Central Macedonia. A total of 422 questionnaires were mailed to all principals of kindergarten and elementary schools, accompanied by a personal letter to inform them about the procedure and the purpose of the survey. A pilot survey took place to check the adequacy of and get feedback on the questionnaire. The questionnaire used in the study consisted of three parts: The Career Resilience Scale (CRS) by Kodama (2015), the Principal Self-Efficacy Scale (PSES) by Tschannen-Moran and Gareis (2004) and demographic questions.

Findings

The results of the survey showed that principals have high levels of career resilience and very high levels of self-efficacy. There are four factors that form the levels of career resilience: (a) problem-solving skills (b) social skills (c) interest in innovation and (d) optimism for the future. Demographic factors play a role in shaping career resilience as they affect two of the four factors. There are two factors that shape levels of self-efficacy: (a) self-efficiency in administration and (b) self-efficiency in moral leadership. Demographic factors play a role in shaping the factor of self-efficacy that refers to administration. Finally, there was a high positive correlation and a causal relationship between career resilience and self-efficacy.

Research limitations/implications

The convenient sample used in the present study is a limiting factor, as it may not be representative of Greek primary school principals. Also, research is based on self-evaluation questionnaires, which may show a lack of objectivity, as the answers may reflect the personal worldviews of leaders and particular needs of educational institutions (Sarid, 2021). This fact may not allow us to generalize the results.

Practical implications

The present study showed that resilience and self-efficacy have a causal relationship and that one enhances another, making their relation pivotal for a successful educational leadership. Regarding the professional development of school leaders, educational leadership training programs could be designed and offered by the Greek Ministry of Education (Dexter et al., 2020). Coaching programs and practices that help principals develop social skills, coping mechanisms, emotional capacities and confidence in one's knowledge should be widely introduced. Governments have to take the necessary initiative to ensure that, particularly in adverse contexts, education stimulate and nurture resilience and self-efficacy among citizens, by promoting appropriate lifelong learning programs and by ensuring the continuous training of employees (Renko et al., 2020).

Social implications

Career resilience and self-efficacy ensures economic prosperity in times of crisis, globalization and rapid technology development and may be the best way to create strong and successful leaders. Coaching programs and practices that help principals develop social skills, coping mechanisms, emotional capacities and confidence in one's knowledge should be widely introduced. The results of the present research could prove helpful in developing strategic plans, building networks between organizations to improve communication and flow of information, through employee exchange programs.

Originality/value

This research, which combined career resilience and self-efficacy, took place for the first time in Greece. The CRS by Kodama (2015) was also used for the first time in Greek population.

Details

International Journal of Educational Management, vol. 36 no. 2
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 1 November 2019

Bilal Ahmad, Shahid Latif, Ahmad Raza Bilal and Mahnoor Hai

The purpose of this paper is to empirically investigate the relationships between career competency, career resilience and career success. The study further examines the…

1199

Abstract

Purpose

The purpose of this paper is to empirically investigate the relationships between career competency, career resilience and career success. The study further examines the mediating role of career resilience on the relationship between career competency and career success.

Design/methodology/approach

Data were collected from 284 Islamic bank employees across Pakistan through a cross-sectional, self-reporting, online questionnaire. Partial least squares structural equation modeling was used to test the proposed hypotheses using Smart PLS version 3.0.

Findings

The study’s results indicate that career competency is a significant predictor of career resilience, and that career resilience is subsequently a significant predictor of career success. Further, the results of the structural equation model analyses supported the proposition that career resilience mediates the relationship between career competency and career success.

Practical implications

Human resource practitioners and managers can increase the likelihood of their employees’ career resilience by focusing on developing career-related competencies – an antecedent of career success.

Originality/value

The study clarifies prevailing misconceptions that assume a direct linear relationship between career competency and career success by establishing, through empirical evidence, that success is not an ultimate outcome of competence. In addition, it proposes an oversimplified model of the competence–resilience–success relationship.

Details

Asia-Pacific Journal of Business Administration, vol. 11 no. 3
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 10 August 2015

Sean T. Lyons, Linda Schweitzer and Eddy S.W. Ng

Career resilience (CR) is an increasingly important, but under-researched aspect of modern careers. The purpose of this paper is to examine the mediating effect of CR on…

5188

Abstract

Purpose

Career resilience (CR) is an increasingly important, but under-researched aspect of modern careers. The purpose of this paper is to examine the mediating effect of CR on the relationships between personality factors, career self-evaluations and modern career orientation and the outcome of career satisfaction (CS). The authors hypothesized that CR would be positively associated with the “big-5” personality factors, career self-evaluations (self-efficacy and external locus of control) and modern career orientations (protean and boundaryless orientations) and that CR would mediate those variables’ relationships with CS.

Design/methodology/approach

The participants in the study were 1,988 employed managers and professionals. Structural equation modeling was used to test the proposed relationships and mediation model.

Findings

CR mediated the relationships between CS and emotional stability, conscientiousness, emotional stability, openness to experience, internal work locus of control, career self-efficacy and protean career attitudes. Contrary to expectations, being values-driven was negatively associated with CR, producing a negative net indirect effect on CS.

Research limitations/implications

The study extends previous work concerning CR by examining the role of CR as a mediator between various psychological career factors and CS (i.e. subjective career success). An important issue is whether CR is a unique construct relative to psychological resilience. The results suggest that this may be the case, but direct comparison between the two constructs is required to answer the question definitively.

Practical implications

Strengthening CR through career development interventions can have important impacts on CS, particularly for those individuals who are values-driven or have boundaryless mindsets and preferences for organizational mobility.

Originality/value

This is the first study to examine the relationship between CR and “new career” attitudes (i.e. boundaryless and protean career orientations), which have been the topic of much research. The authors contribute to the career success research by linking CR and modern career orientation to CS and demonstrating that CR mediates the relationships between career-related psychological factors (personality, self-evaluation and modern career orientation) and CS.

Details

Career Development International, vol. 20 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 24 January 2020

Isyaku Salisu, Norashidah Hashim, Munir Shehu Mashi and Hamza Galadanchi Aliyu

The purpose of this paper is to examine the effect of grit (consistency of interest and perseverance of effort) on entrepreneurial career success (career satisfaction…

4718

Abstract

Purpose

The purpose of this paper is to examine the effect of grit (consistency of interest and perseverance of effort) on entrepreneurial career success (career satisfaction, perceived career achievement and perceived financial attainment) through the role of resilience.

Design/methodology/approach

The study was cross-sectional, and the data were collected using questionnaires from 111 entrepreneurs in Nigeria who have been in business for over five years and were selected using purposive sampling technique. The study used Smart-PLS to assess the measurement and structural model.

Findings

The perseverance of effort was related to all the aspects of career success as well as resilience. But consistency of interest was positively related to only perceived financial attainment. It also predicted resilience. Resilience was also related to all the facets of career success. All three mediation hypotheses were supported.

Research limitations/implications

The study delivered fascinating understandings into the structures of grit. The Western conceptualisation of grit may not be valid in a collectivist society where consistency is not that very much considered.

Practical implications

The study helps to further validate grit in the entrepreneurship field; the construct is a facilitator of entrepreneurial action and an indispensable source of energy that can revitalise the entrepreneur along the arduous road to success.

Originality/value

The two components of grit can have a dissimilar influence on different outcomes – as prior investigations, although recognising that the two components are conceptually dissimilar, have rarely studied them so empirically.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 12 no. 2
Type: Research Article
ISSN: 2053-4604

Keywords

Article
Publication date: 16 August 2011

Abdullah M. Abu‐Tineh

Two main purposes guide this study. The first is to assess the level of individual, group, and organizational learning at Qatar University (QU), and the level of career

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Abstract

Purpose

Two main purposes guide this study. The first is to assess the level of individual, group, and organizational learning at Qatar University (QU), and the level of career resilience among its faculty members. The second is to explore the relationships between these levels of learning at QU and the career resilience of its faculty members.

Design/methodology/approach

This study is quantitative in nature and was conducted using a survey methodology as its research design. A variety of statistical techniques were utilized in this research. A multiple regression model, the Pearson production‐moment correlation coefficient (r), means, and standard deviations were used as the main statistical techniques.

Findings

The findings of this study indicated that faculty members at QU practice three different levels of learning – i.e. individual learning, departmental learning, and university learning – separately or combined in a moderately high way. Further, the results clarified that faculty members at QU perceived themselves to have a moderately high level of career resilience. In terms of the relationship between career resilience and the three different levels of learning, the results of the Pearson production‐moment correlation coefficient (r) and the coefficient of determination, R2, statistically confirmed the positive, modest, and significant relationship between career resilience and the three levels of learning combined.

Originality/value

A hypothesized correlation between career resilience and organizational learning is affirmed. The results of this study confirm the feasibility of connecting two emerging frameworks, i.e. organizational learning and career resilience. Therefore, studying the organizational learning of faculty members is a device that can be used to predict the possibility of faculty members adopting the characteristics and values of a learning organization in their academic life individually or organizationally, while displaying minimal dysfunctional behavior through their career resilience.

Details

International Journal of Educational Management, vol. 25 no. 6
Type: Research Article
ISSN: 0951-354X

Keywords

1 – 10 of over 6000