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Article
Publication date: 1 October 2003

Joris Claessens, Claudia Díaz, Caroline Goemans, Jos Dumortier, Bart Preneel and Joos Vandewalle

With the worldwide growth of open telecommunication networks and in particular the Internet, the privacy and security concerns of people using these networks have…

Abstract

With the worldwide growth of open telecommunication networks and in particular the Internet, the privacy and security concerns of people using these networks have increased. On the one hand, users are concerned about their privacy, and desire to anonymously access the network. On the other hand, some organizations are concerned about how this anonymous access might be abused. This paper intends to bridge these conflicting interests, and proposes a solution for revocable anonymous access to the Internet. Moreover, the paper presents some legal background and motivation for such a solution. However, the paper also indicates some difficulties and disadvantages of the proposed solution, and suggests the need for further debate on the issue of online anonymity.

Details

Internet Research, vol. 13 no. 4
Type: Research Article
ISSN: 1066-2243

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Abstract

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The Emerald Handbook of Blockchain for Business
Type: Book
ISBN: 978-1-83982-198-1

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Content available
Article
Publication date: 1 May 2002

Abstract

Details

Library Hi Tech News, vol. 19 no. 5
Type: Research Article
ISSN: 0741-9058

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Article
Publication date: 7 September 2015

Randi L. Sims and Jess J. Boytell

The purpose of this paper is to test the relation between employee goal orientation and occupational withdrawal intentions and behaviors considering employee satisfaction…

Abstract

Purpose

The purpose of this paper is to test the relation between employee goal orientation and occupational withdrawal intentions and behaviors considering employee satisfaction a mediator in the relations.

Design/methodology/approach

Survey data were obtained from a sample of 241 licensed real estate professionals using a self-administrated questionnaire. Mediation hypotheses were tested using Smart PLS.

Findings

The results indicate that job satisfaction fully mediates the relation between learning goal orientation and occupational withdrawal intentions and behaviors. A direct positive relation was found between avoid goal orientation and occupational withdrawal intentions and behaviors.

Practical implications

Worker shortages in many occupations increases the importance of the ability to understand and predict occupational withdrawal behaviors.

Originality/value

This study adds to the literature by considering goal orientation as an individual employee characteristics central in predicting and understanding occupational attitudes and withdrawal intentions and behaviors.

Details

Leadership & Organization Development Journal, vol. 36 no. 7
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 15 January 2020

Anshu Lochab and Vishnu Nath

The purpose of this paper is to examine the relationship between proactive personality (PP), goal orientation (GO), meta-skills and the underlying dimensions of protean…

Abstract

Purpose

The purpose of this paper is to examine the relationship between proactive personality (PP), goal orientation (GO), meta-skills and the underlying dimensions of protean (self-directed and value-driven) and boundaryless (boundaryless mobility and mobility preference) career attitudes among Indian IT professionals.

Design/methodology/approach

Data were collected from 600 IT professionals working in six IT companies in the Delhi-NCR (National Capital Region) in India. Structural equation modeling was used to validate the measures of the selected constructs and for testing the hypothesis.

Findings

The results of the study revealed that PP significantly affects individuals’ protean and boundaryless career attitudes. Moreover, GO significantly affects protean career attitudes, and meta-skill significantly affects boundaryless mobility, respectively.

Practical implications

The study serves as a guide for the HR managers to devise the company’s strategies keeping in mind the employees’ requirements in parallel with the policies for IT industries in India.

Originality/value

The study enriches the protean and boundaryless career literature by identifying and empirically establishing the relationship between various personality traits and career patterns opted in the context of the Indian IT industry.

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Article
Publication date: 1 October 2019

Baek-Kyoo (Brian) Joo, Gil Bozer and Kathryn J. Ready

The purpose of this paper is to examine the effects of learning organization culture (LOC), learning goal orientation (LGO) and psychological empowerment (PsyEmp) on…

Abstract

Purpose

The purpose of this paper is to examine the effects of learning organization culture (LOC), learning goal orientation (LGO) and psychological empowerment (PsyEmp) on employee engagement, focusing on the mediating role of each dimension of PsyEmp (meaning, competence, self-determination and impact).

Design/methodology/approach

Individual perceptions of 329 employees in 9 South Korean for-profit companies were obtained by a cross-sectional survey. Construct validity of each measurement model was examined using confirmatory factor analysis, and the hypothesized structural model was tested by structural equation modeling. Bootstrap analyses were used for testing mediation effects of PsyEmp.

Findings

The authors found that PsyEmp had a significant effect on job engagement, and that LOC and LGO significantly predicted the level of PsyEmp and engagement. The four dimensions of PsyEmp partially mediated the relationship between the two predictors (i.e. LOC and LGO) and job engagement. LGO had a stronger effect than LOC on both PsyEmp and job engagement.

Practical implications

Employees who are high in LGO and perceive that an organization provides opportunities for continuous learning with supportive leadership are more likely to experience improved meaning in their work, competence in their knowledge and skills, and foster self-determination with respect to their personal impact on their work and organization. These important facets of PsyEmp that promote employee engagement should be considered by human resource and OD professionals when recommending workplace changes to improve organizational effectiveness and sustainability.

Originality/value

This study complements the trend to use employee engagement as a proxy for understanding both individual and organizational performance by investigating the relationships among LOC, goal orientation, empowerment and engagement.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 6 no. 3
Type: Research Article
ISSN: 2051-6614

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Article
Publication date: 6 February 2010

Louis Baron and Lucie Morin

Executive coaching has become an increasingly common method to skill development. However, few rigorous empirical studies have tested its capacity to generate outcomes…

Abstract

Purpose

Executive coaching has become an increasingly common method to skill development. However, few rigorous empirical studies have tested its capacity to generate outcomes. The purpose of this paper is to investigate the links between executive coaching and self‐efficacy in regard to supervisory coaching behaviors.

Design/methodology/approach

The paper reports on a pretest‐posttest study of a leadership development program using three training methods: classroom seminars, action learning groups, and executive coaching. Data are collected in a large international manufacturing company from 73 first‐ and second‐level managers over an eight‐month period.

Findings

Results indicate that, after controlling for pre‐training self‐efficacy and other training methods, the number of coaching sessions has a positive and significant relationship with post‐training self‐efficacy. Results also show that utility judgment, affective organizational commitment, and work‐environment support have each a positive and significant relationship with post‐training self‐efficacy.

Practical implications

The paper first suggests that an organization that wishes to improve its return on investment with regard to coaching should implement a program with multiple sessions spread over a period of several months. This paper also suggests that organizations should consider coaching from a systemic point of view, that is, taking into account not only the design but also individual and situational variables.

Originality/value

This paper contributes to the scientific literature by investigating, with a solid methodological design, the capacity of executive coaching to increase self‐efficacy related to management skills.

Details

Leadership & Organization Development Journal, vol. 31 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

Content available
Article
Publication date: 1 March 2021

Emil Lucian Crisan

This study aims to address a paucity of research into career success by exploring the impact of organizational context (“in-group” culture and the competitiveness…

Abstract

Purpose

This study aims to address a paucity of research into career success by exploring the impact of organizational context (“in-group” culture and the competitiveness strategy) and individual variables (self-efficacy and goal orientation), on objective career success (academic position) and subjective career success (career satisfaction).

Design/methodology/approach

Survey data were obtained from 447 faculty members employed by Babeș-Bolyai University (BBU), the best-ranked Romanian higher education institution. For analysis, hierarchical multiple regressions analyzes were used.

Findings

The novel results of this quantitative analysis are that organizational context variables influence both subjective career success and objective career success. Academics who do not attain promotion have lower subjective career success and objective career success, as a result of the publish or perish university strategy. Self-efficacy has a positive impact on both success types, while goal orientation is for subjective career success a weak predictor.

Practical implications

Organizational efforts should be focused on improving academics career development especially for those teachers who are in the current position already for many years. The development of performance-driven career paths should be also considered for diminishing the impact of organizational variables.

Originality/value

This paper extends the knowledge concerning objective and subjective career success by revealing the important impact of contextual determinants, as it confirms the impact of individual self-efficacy in a university context and partially the one of goal orientation.

Details

Rajagiri Management Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0972-9968

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Article
Publication date: 4 July 2016

Afife Basak Ok and Christian Vandenberghe

The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background…

Abstract

Purpose

The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background, organizational commitment is proposed as a mediator between perceived organizational support (POS) and competence development activities and feedback-seeking behavior. Career-oriented commitment, defined as a self-interested orientation toward one’s career, is proposed to mediate a positive relationship between proactive personality and competence development but a negative relationship between proactive personality and feedback-seeking.

Design/methodology/approach

Data were collected from 126 employees using one-year time-lagged study in which POS and proactive personality were measured at Time 1, commitment variables at Time 2, and competence development and feedback-seeking at Time 3.

Findings

Organizational commitment mediated a positive relationship between POS and competence development but not feedback-seeking. Career-oriented commitment mediated a negative relationship between proactive personality and feedback-seeking but did not mediate the relationship to competence development. Proactive personality exerted direct and positive effects on competence development and feedback-seeking, but had a negative effect on feedback-seeking through career-oriented commitment.

Practical implications

An implication of these findings is that organizations need to reduce the detrimental effects that the proactivity trait exerts on feedback-seeking through career-oriented commitment. One way to do this is to increase the fit between organizational career opportunities and the career expectations of employees with high career-oriented commitment.

Originality/value

This study indicates that social exchange and self-interest motives act as distinct drivers of organizational and career-oriented commitment, respectively, and that these motives have implications for how individuals learn and socialize in the workplace.

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Article
Publication date: 25 November 2013

Robin Cheramie

– The purpose of this paper is to investigate whether individuals seeking feedback from either a supervisor or co-worker relate to intrinsic and extrinsic career success.

Abstract

Purpose

The purpose of this paper is to investigate whether individuals seeking feedback from either a supervisor or co-worker relate to intrinsic and extrinsic career success.

Design/methodology/approach

Survey data were collected from 168 employees in three different organizations in the southeastern United States. Moderated multiple regression was used to test the hypotheses.

Findings

Results support interactions of feedback seeking and feedback source (both supervisor and co-worker) to predict extrinsic career success. There was no support for the proposed interaction of feedback seeking and feedback source to predict intrinsic career success.

Practical implications

The results support the need for organizations to focus on developing feedback environments that encourage feedback-seeking behaviors. Individuals that desire more feedback and take initiative within their careers by seeking feedback may have positive outcomes related to extrinsic career success.

Originality/value

The study is one of the few studies to evaluate feedback-seeking behaviors in relation to individual outcomes such as career success. The findings support proactive behaviors in relation to extrinsic career success and continue the call for more research related to proactive behaviors in the workplace.

Details

Career Development International, vol. 18 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

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