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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.

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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).

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.

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.

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.

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.

This paper proposes a research model in which learning goal orientation (LGO) mediates the impacts of relational capital and psychological capital (PsyCap) on work engagement.

Data obtained from 475 managers and employees in the manufacturing and service industries in Poland were utilized to assess the linkages given above. Common method variance was controlled by the unmeasured latent method factor technique.

LGO mediates the impact of PsyCap on work engagement. More specifically, employees high on PsyCap are more learning goal-oriented, and therefore are work-engaged at elevated levels. Employees also exhibit higher work engagement as a result of their relational capital.

This study extends the research stream on the interrelationships of relational capital, PsyCap, LGO and work engagement to Poland. It fills a void in the relevant literature. Yet, the authors collected cross-sectional, self-report data in a single country.

Manufacturing and service companies in Poland should create and maintain a work environment where managers and employees develop trust and high-quality relationships with their managers and coworkers and invest in their personal resources. In addition, management should arrange continuous training programs so that employees can continue developing themselves. Such practices are critical in an organization where employees' work engagement is triggered by relational capital, PsyCap and LGO.

This paper enhances the current literature by exploring relational capital, PsyCap and LGO simultaneously as the predictors of work engagement, which have been subjected to limited empirical inquiry. The paper also extends the research stream about the above-mentioned predictors of engagement to Poland, which is an underrepresented country in the field of human resource management.

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.

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.

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.

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.

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.

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).

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.

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.

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.

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.

This study aims to provide the best estimate of a stock's next day's closing price for a given day with the help of the hidden Markov model–Gaussian mixture model (HMM-GMM). The results were compared with Hassan and Nath’s (2005) study using HMM and artificial neural network (ANN).

The study adopted an initialization approach wherein the hidden states of the HMM are modelled as GMM using two different approaches. Training of the HMM-GMM model is carried out using two methods. The prediction was performed by taking the closest closing price (having a log-likelihood within the tolerance range) to that of the present one as the closing price for the next day. Mean absolute percentage error (MAPE) has been used to compare the proposed GMM-HMM model against the models of the research study (Hassan and Nath, 2005).

Comparing this study with Hassan and Nath (2005) reveals that the proposed model outperformed in 66 out of the 72 different test cases. The results affirm that the model can be used for more accurate time series prediction. Further, compared with the results of the ANN model from Hassan's study, the proposed HMM model outperformed 24 of the 36 test cases.

The study introduced a novel initialization and two training/prediction approaches for the HMM-GMM model. It is to be noted that the study has introduced a GMM-HMM-based closing price estimator for stock price prediction. The proposed method of forecasting the stock prices using GMM-HMM is explainable and has a solid statistical foundation.