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1 – 10 of over 65000Mariana Bargsted, Jesús Yeves, Cristóbal Merino and Juan I. Venegas-Muggli
Career success has been understood as an outcome of career goals, achievement and employability resources. Recent research has enlightened its potential effect on career decisions…
Abstract
Purpose
Career success has been understood as an outcome of career goals, achievement and employability resources. Recent research has enlightened its potential effect on career decisions and perceived employability. This paper aims to test the role of career success in the relationship between competence employability and perceived employability.
Design/methodology/approach
An online survey was answered by 1,087 graduates from a large nonselective higher education institution that enrolls a significant number of first generation and lower socioeconomic background students. Structural equation modeling was used to examine the mediating role of career success, as was proposed.
Findings
Subjective career success partially mediates the relationship between competence employability model and perceived employability. However, objective career success was not related to perceived employability.
Research limitations/implications
The study made use of a cross-sectional design, which hinders the identification of causal direction.
Practical implications
For training and education, both employability competences and subjective career success are resources to enhance in order to promote employee's personal beliefs about obtaining and maintaining employment.
Originality/value
This study combines different employability approaches, and their relationship with career success, considering subjective and objective career success as relevant personal resources that could impact self-perceptions and foster career behaviors. Testing the utility of these theoretical models on a group that has been underrepresented in career development studies is also relevant, particularly, the use of gain spiral concept from Conservation of Resources theory.
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Wisanupong Potipiroon and Hataikwan Junthong
Drawing upon conservation of resources (COR) theory, this study aims to examine whether benevolent leadership from top hotel leaders can foster employees' work engagement during…
Abstract
Purpose
Drawing upon conservation of resources (COR) theory, this study aims to examine whether benevolent leadership from top hotel leaders can foster employees' work engagement during COVID-19 via two valued career-related resources, namely organizational career management (OCM) and individual career management (ICM). This study also proposes that the importance of ICM as a resource diminishes when ICM plays a prominent role.
Design/methodology/approach
Survey data were collected from 600 employees in 20 hotels located in a major tourist destination in Thailand during COVID-19. The data were analyzed using latent moderated mediation structural equation modeling (SEM).
Findings
This study found that the relationship between hotel leaders' benevolent leadership and employees' work engagement was mediated by both OCM and ICM. Furthermore, as expected, this study found that the indirect effect of benevolent leadership via OCM was weaker when ICM was high.
Practical implications
This study sheds light on the importance of hotel leaders and career management activities in promoting employees' work engagement. Thus, despite concerns that investing in career management activities might lead employees to manage themselves out of the organization, the current findings indicate otherwise.
Originality/value
Based on the resource-gain perspective, this study contributes to the leadership and hospitality literature by being among the first to show that the influence of benevolent leadership on work engagement occurs through the simultaneous mediating roles of OCM and ICM. Moreover, this study contributes to the current debate about the interactive effects of OCM and ICM.
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Kornélia Anna Kerti, Marloes Van Engen, Orsolya Szabó, Brigitte Kroon, Inge Bleijenbergh and Charissa Freese
The authors conducted 22 in-depth longitudinal interviews with 11 Hungarian migrant workers in the Dutch logistics sector, before and during the COVID-19 crisis, using thematic…
Abstract
Purpose
The authors conducted 22 in-depth longitudinal interviews with 11 Hungarian migrant workers in the Dutch logistics sector, before and during the COVID-19 crisis, using thematic analysis and visual life diagrams to interpret them.
Design/methodology/approach
This study aims to contribute to conservation of resources theory, by exploring how global crises influence the perceived employability of migrant workers in low-wage, precarious work.
Findings
The authors find that resources are key in how migrants experience the valence of global crises in their careers and perceive their employability. When unforeseen consequences of the COVID-19 crisis coincided with migrants' resource gain spirals, this instigated a positively valenced career shock, leading to positive perceptions of employability. Coincidence with loss spirals led to negative perceptions.
Research limitations/implications
The authors contribute to careers literature by showing that resources do not only help migrants cope with the impact of career shocks but also directly influence the valence of global crises in their perceived employability and careers.
Originality/value
Interestingly, when the COVID-19 crisis did not co-occur with migrants' resource gain and loss spirals, migrants experienced resource stress (psychological strain induced by the threat or actual loss of resources) and no significant change in their perceptions of employability.
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Etienne St-Jean, Maripier Tremblay, Rahma Chouchane and Chad W. Saunders
The purpose of this study is to investigate how a career shock, like the COVID 19 pandemic, decreases entrepreneurial career commitment (ECC). The authors look at the specific…
Abstract
Purpose
The purpose of this study is to investigate how a career shock, like the COVID 19 pandemic, decreases entrepreneurial career commitment (ECC). The authors look at the specific effect of career shock on stress and emotional exhaustion mediating the commitment, and how organizational and relational resources offset the shock to keep the entrepreneurs committed to their career.
Design/methodology/approach
This study used a two-wave sample of 365 entrepreneurs collected four months apart. The authors initially recruited entrepreneurs three months after the pandemic started, then four months later, and tested these ideas with longitudinal data. The design was informed by the stress-strain-outcome (SSO) model to investigate career shock as stressors to entrepreneurs that are likely to produce emotional exhaustion and a decline in ECC.
Findings
The findings demonstrate that career shock affects stress, which in turn leads to a decline in commitment through the mediation effect of emotional exhaustion. Organizational resources (e.g. access to finance) do not impact ECC, stress or emotional exhaustion. However, relational resources (e.g. quality emotional support) are important for ECC by supporting a decrease in stress and emotional exhaustion.
Research limitations/implications
This study makes three main contributions. Firstly, it advances career shock research in entrepreneurship, emphasizing its role in explaining entrepreneurial career commitment through stress-strain mediation. Secondly, it adds to the understanding of entrepreneurial career commitment and its impact on persistence in entrepreneurship and entrepreneurial exit. Lastly, it supports the relevance of the Stress-Strain-Outcome model in entrepreneurship, demonstrating how career shock can decrease entrepreneurial career commitment through stress and emotional exhaustion. Further research is needed to explore the interaction of career identity and career planning in maintaining career resilience amidst career shocks.
Practical implications
This study has practical implications for policymakers and service providers in entrepreneurship. It highlights the significance of resources, particularly relational resources, in maintaining psychological health and entrepreneurial career commitment (ECC). The findings support the importance of the Stress-Strain-Outcome (SSO) model in entrepreneurship, emphasizing the need for entrepreneurs to have access to relational resources as coping mechanisms. Policymakers and service providers should focus on enhancing entrepreneurs' capacity to acquire, protect, and develop relational resources. Additionally, the study suggests that entrepreneurs should seek access to both relational and organizational resources to effectively navigate career shocks, such as the pandemic. Further research is needed to explore the role of other types of resources, such as social capital and psychological capital, in entrepreneurial well-being and persistence.
Originality/value
This study demonstrates that a career shock affects stress, which in turn leads to a decline in commitment only through the mediation effect of emotional exhaustion. The panel/longitudinal data analysis demonstrates the causality in the process, highlighting the positive role of the entrepreneur's relational resources. Specifically, it shows that an increase in access to relational resources causes a decrease in stress and emotional exhaustion, which in turn causes ECC to improve. Entrepreneurs are ill-equipped to face a career shock if they lack these resources.
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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 overload are…
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.
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Zulqurnain Ali and Aqsa Mehreen
Considerable research has been done to link career-development strategies to career-management success, but little is known about how career shocks (CSs) relate to proactive career…
Abstract
Purpose
Considerable research has been done to link career-development strategies to career-management success, but little is known about how career shocks (CSs) relate to proactive career behavior (PCB). Furthermore, the study investigates the mediation mechanism of personal resources (i.e. perceived self-efficacy (PSE) and perceived employability (PEMP)) in the linkage between CSs and PCB using the tenets of conservation of resources (COR) theory.
Design/methodology/approach
Using the survey approach, the authors recruited 322 banking professionals and validated the proposed model and hypotheses in AMOS.
Findings
The outcome shows that CSs are significantly related to PSE and PEMP (personal resources), subsequently linked to PCB. Moreover, personal resources mediate the linkage between CSs and PCB. Thus, CSs cannot be ignored but can be minimized through proactive efforts.
Practical implications
The findings support the banks' management to protect their personnel career by not giving CSs and build their PCB through personal resources. The employees should strive for enhancing personal resources through organizational development opportunities (i.e. training and development) to rescue themselves from sudden CSs.
Originality/value
Shocks cannot be ignored but can be managed through PCB. This research is the first that successfully adds to the career-development literature by empirically establishing the direct and indirect association between CSs and PCB through personal resources.
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Hai-jiang Wang, Xiao Chen and Chang-qin Lu
Career dissatisfaction can be defined as an unpleasant or a negative emotional state that results from the appraisal of one’s career. This negative affective appraisal might…
Abstract
Purpose
Career dissatisfaction can be defined as an unpleasant or a negative emotional state that results from the appraisal of one’s career. This negative affective appraisal might motivate an individual to take actions to improve the situation. This paper examines career dissatisfaction as a trigger for employee job crafting in terms of altering the task and the relational boundaries of the work.
Methodology/methodology/approach
The paper further theorizes that employee contextual resource (i.e., job social support) and personal resource (i.e., occupational self-efficacy) will interact with career dissatisfaction to result in job crafting. Two-wave data were collected from a sample of 246 Chinese employees.
Findings
As hypothesized, employees with career dissatisfaction exhibited the highest levels of task and relational job crafting when they received adequate support from coworkers and supervisors and were confident about their occupational abilities.
Originality/value
The findings suggest that under certain conditions employee career dissatisfaction could be transformed into proactive work behavior (i.e., job crafting).
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The study investigated the relationship of career instrumental and expressive intra‐organizational network resources with extrinsic and intrinsic career success and with the…
Abstract
The study investigated the relationship of career instrumental and expressive intra‐organizational network resources with extrinsic and intrinsic career success and with the Big‐Five of personality in a sample of 264 white‐collar workers. Total network resources were associated with extrinsic and intrinsic career success above the contribution of human capital, demographics and mentoring received. And instrumental network resources contributed more strongly than expressive network resources to extrinsic career success. Furthermore, instrumental network resources emerged as important for intrinsic evaluations of hierarchical and interpersonal career success while expressive network resources emerged as important for intrinsic evaluations of job and interpersonal career success. There was limited support for the influence of personality on the accumulation of network resources. As hypothesized, conscientiousness was negatively associated with instrumental network resources; however, extra‐version, openness and agreeableness failed to make significant contributions to network resources over and above the contribution of human capital and demographics. The implications of the findings for individual career tactics and for organizational practices are discussed and the limitations of the study are considered along with directions for future research.
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Huong Le, Joohan Lee, Neena Gopalan and Beatrice Van der Heijden
Drawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms…
Abstract
Purpose
Drawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms underlying the above relationship.
Design/methodology/approach
Data were collected from a sample of 261 full-time workers in three waves, spaced by a six-week interval (Time 1, N = 360; Time 2, N = 320; Time 3, N = 261).
Findings
The results confirmed that career stress mediated the relationship between PSD and job performance. Additionally, high career decidedness strengthened this negative relationship between stress and performance. Furthermore, career decidedness significantly moderated the indirect PSD–performance relationship via career stress, accentuating the indirect effect when decidedness is higher.
Originality/value
This study sheds light on the important role of proactive skills development in influencing job performance and what factors can affect this relationship. It offers practical implications by highlighting how targeted training can boost employees' proactivity and performance.
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Isyaku Salisu, Aminullah Abdurrasheed Abdullah, Munir Shehu Mashi, Md. Mahmudul Alam and Norashidah Hashim
This study aims to investigate the influence of creativity and resource availability on career competencies (CC) and career success (CS) of entrepreneurs in Nigeria using the…
Abstract
Purpose
This study aims to investigate the influence of creativity and resource availability on career competencies (CC) and career success (CS) of entrepreneurs in Nigeria using the intelligent career framework.
Design/methodology/approach
Data was obtained using answers to questionnaires given to 348 successful entrepreneurs. The data was analysed using non-parametric software (Smart-PLS).
Findings
The results indicate that entrepreneurs who possess “know-why”, “know-how” and “know-whom” can access the required resources and are doing well in their careers. It is suggested that these competencies were significantly related to entrepreneurial CS. Resource availability moderates the relationship of knowing-how, knowing-why competencies and CS, whilst creativity moderates only the link between knowing-whom and entrepreneurial CS.
Research limitations/implications
The results help us to comprehend better the nature of successful entrepreneurial careers and the prominent role of tripartite competencies in achieving a successful career. Also emphasised here is the prominence of a more holistic perspective of these components based on a mix of social, motivational and human capital.
Practical implications
These findings hinted that entrepreneurs should pay uniform consideration in fostering each CC. There are implications for career advisers, practitioners and entrepreneurship programmes.
Originality/value
To the authors’ best knowledge, this is first-of-its-kind research that used primary source data in understanding CC – “knowing-how, knowing-whom and knowing-why” – with entrepreneurs’ CS in Nigeria.
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