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1 – 10 of over 9000
Article
Publication date: 31 March 2022

Suwon Yim, Minyoung Kim and Yoonhee Park

The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career

Abstract

Purpose

The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success among South Korean female managers.

Design/methodology/approach

A structural equation modeling was used to analyze the sixth wave of data from the Korean Women Manager Panel (KWMP) survey by the Korean Women’s Development Institute in South Korea. The panel respondents were 1,384 female managers in tenured positions at South Korean companies.

Findings

The results showed that clan culture and perceived supervisor support directly influenced female managers’ subjective career success and indirectly affected their subjective career success through leadership competencies at the same time.

Research limitations/implications

The respondents’ self-report can be a limitation as it can result in inflated outcomes in research findings. Even though no common method bias was found using Harmans’ single-factor test, the bias might not be removed completely. The study’s limitation includes the panel data and measures from KWMP, which constrained attempts to create constructs for measuring variables more precisely.

Originality/value

There is little research on the relationships between leadership competencies and other variables of female managers. The current study expanded the research on female managers’ leadership competencies by verifying that the leadership competencies play an important role in the relationships between clan culture, perceived supervisor support and subjective career success. The findings highlight that it is essential for female managers in South Korea to have supportive environments to receive fair treatment, demonstrate leadership competence in organizations and perform challenging tasks.

Details

Industrial and Commercial Training, vol. 54 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Open Access
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. 16 no. 2
Type: Research Article
ISSN: 0972-9968

Keywords

Article
Publication date: 14 March 2016

Yuhee Jung and Norihiko Takeuchi

The purpose of this paper is twofold. First, it attempts to examine how employees’ career planning (CP) interacts with the quality of leader-member exchange (LMX) to…

3258

Abstract

Purpose

The purpose of this paper is twofold. First, it attempts to examine how employees’ career planning (CP) interacts with the quality of leader-member exchange (LMX) to explain subjective career success. Second, the authors investigate how the pattern of such interactions differs between male and female employees.

Design/methodology/approach

To increase the generalizability, the study tested hypotheses in two studies whose data were collected in different national settings. Study 1 was designed to analyze 144 Korean employees and Study 2 investigated 140 Japanese employees. Both groups of employees worked for privately owned firms.

Findings

The authors found a three-way interaction effect between gender, CP, and LMX quality in predicting subjective career success. As hypothesized, the positive relationship between quality of LMX and subjective career success was stronger for males with high CP, whereas for females such a stronger relationship was found for women with low CP.

Research limitations/implications

This study contributes to the literature in two ways. First, it extends career research by considering the interactive effects of individual and interpersonal factors on employees’ subjective career success. Second, it combines the research streams of social exchange theory (LMX), career theory (the boundaryless career), and gender theory (agentic and communal personality traits). This suggests that the ideas of the three theories could serve together as a useful framework for explaining gender differences in subjective career success through setting career goals and building relationships with supervisors.

Practical implications

The findings have important practical implications for managers and leaders, who generally seek to motivate their employees toward career achievement.

Originality/value

This study is one of the first to provide a new perspective for understanding the process by which men and women perceive their subjective career success differently with regard to social exchange relations with their supervisors and CP.

Details

Journal of Managerial Psychology, vol. 31 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 1 September 2003

Ghulam R. Nabi

This paper examined the role of career‐enhancing strategies (CESs) as mediators of the relationship between situation‐centred characteristics (e.g. career prospects) and…

3610

Abstract

This paper examined the role of career‐enhancing strategies (CESs) as mediators of the relationship between situation‐centred characteristics (e.g. career prospects) and subjective career success. CESs included self‐nomination, networking behaviour and consultation with mentors. Subjective career success was measured using two criteria, intrinsic job success and perceived career success. Questionnaire data was collected from 283 full‐time support personnel in the UK. Results provided partial support for the mediating role of CESs between situational characteristics and subjective career success. Specific CESs played a mediating role in the relationship between specific situation‐centred variables and intrinsic job success. Self‐nomination and networking played a mediating role between career prospects and intrinsic job success. Networking also played a mediating role between security and intrinsic job success. The theoretical and practical implications of these findings are discussed, together with avenues for further research.

Details

International Journal of Manpower, vol. 24 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 4 November 2020

Byoung Kwon Choi and Eun Young Nae

Drawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction…

Abstract

Purpose

Drawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction through subjective career success moderated by learning and performance goal orientations.

Design/methodology/approach

Data were collected from 188 employees in South Korea. The hypotheses were tested with the moderated mediation regression analysis.

Findings

The results indicated that salary and promotion, as indicators of objective career success, were positively related to subjective career success. However, subjective career success mediated only the influence of salary, not promotion, on life satisfaction. Furthermore, the authors found that the indirect relationship between salary and life satisfaction via subjective career success was not significant for employees with high learning goal orientation but was significant for those with high performance goal orientation.

Practical implications

Organizations need to understand that a higher salary and frequent promotions may not always be positively related to employees' satisfaction with career and personal life and should consider the types of goal orientations.

Originality/value

The authors’ consideration of goal orientation as a dispositional characteristic contributes to the comprehensive understanding of how employees' learning and performance goal orientations interact with objective career success in influencing their subjective career and life satisfaction.

Details

Personnel Review, vol. 51 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 July 1999

Ghulam R. Nabi

This research examined the different profile of individual, opportunity structure, and career strategy variables related to both objective (salary) and subjective

3688

Abstract

This research examined the different profile of individual, opportunity structure, and career strategy variables related to both objective (salary) and subjective (self‐perceived) career success. Questionnaire data were obtained from a stratified sample of 723 full‐time employees at several higher education institutions in the north of England. Controlling for age, tenure, gender, and occupation, a different profile of factors predicted objective and subjective career success. The highest objective career success was reported by employees with a high level of education, who worked in larger organizations with well‐structured progression ladders and invested considerable effort in their work role. In contrast, the highest subjective career success was reported by employees who were high on work centrality, who worked in organizations with well‐structured progression ladders and employment security, and who networked frequently yet reported a lack of ambition. The theoretical and practical implications of these findings are discussed, together with avenues for further research.

Details

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

Keywords

Article
Publication date: 2 April 2021

Yasir Mansoor Kundi, Sandrine Hollet-Haudebert and Jonathan Peterson

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career

1297

Abstract

Purpose

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.

Design/methodology/approach

A moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).

Findings

he authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.

Research limitations/implications

data are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.

Practical implications

High levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.

Originality/value

This research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

Details

Personnel Review, vol. 51 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 6 June 2016

Razia Sultana, Amna Yousaf, Iram Khan and Abubakr Saeed

The purpose of this paper is to find out the moderating role of emotional intelligence (EI) in the relationship between career commitment and career success of the bank…

2255

Abstract

Purpose

The purpose of this paper is to find out the moderating role of emotional intelligence (EI) in the relationship between career commitment and career success of the bank employees working in Pakistan.

Design/methodology/approach

The study used ex post facto method where 200 middle-level managerial bank employees were surveyed by means of a close-ended questionnaire. Moderated multiple regression was run to test the hypotheses.

Findings

As expected, the research findings confirmed the expectation of significant relationship between career commitment and objective/subjective career success. Further, the research findings bolstered one of the research postulates that EI will moderate career commitment-objective career success relationship. However the argument of EI’s moderation between career commitment-subjective career success relationship was not supported by the findings.

Originality/value

This paper adds value to the existing body of knowledge by augmenting the need of understanding the distinctiveness of objective and subjective career success. The study unveils the importance of devising separate mechanisms to cater both the objective and subjective career success needs of the employees and enhances the scope of career literature in South Asian settings.

Details

Personnel Review, vol. 45 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 17 March 2010

Simone Grebner, Achim Elfering and Norbert K. Semmer

New developments in concepts and approaches to job stress should incorporate all relevant types of resources that promote well-being and health. The success resource model…

Abstract

New developments in concepts and approaches to job stress should incorporate all relevant types of resources that promote well-being and health. The success resource model of job stress conceptualizes subjective success as causal agents for employee well-being and health (Grebner, Elfering, & Semmer, 2008a). So far, very little is known about what kinds of work experiences are perceived as success. The success resource model defines four dimensions of subjective occupational success: goal attainment, pro-social success, positive feedback, and career success. The model assumes that subjective success is a resource because it is valued in its own right, triggers positive affect and emotions (e.g., pleasure, cf., Weiss & Cropanzano, 1996), helps to protect and gain other resources like self-efficacy (Hobfoll, 1998, 2001), has direct positive effects on well-being (e.g., job satisfaction, cf., Locke & Latham, 1990) and health (Carver & Scheier, 1999), facilitates learning (Frese & Zapf, 1994), and has an energizing (Locke & Latham, 1990, 2002) and attention-directing effect (Carver, 2003), which can promote recovery by promoting mental detachment from work tasks in terms of absence of job-related rumination in leisure time (Sonnentag & Bayer, 2005).

The model proposes that success is promoted by other resources like job control (Frese & Zapf, 1994) while job stressors, like hindrance stressors such as performance constraints and role ambiguity (LePine, Podsakoff, & LePine, 2005), can work against success (Frese & Zapf, 1994). The model assumes reciprocal direct effects of subjective success on well-being, health, and recovery (upward spiral), and a moderator effect of success on the stressor–strain relationship. The chapter discusses research evidence, measurement of subjective occupational success, value of the model for job stress interventions, future research requirements, and methodological concerns.

Details

New Developments in Theoretical and Conceptual Approaches to Job Stress
Type: Book
ISBN: 978-1-84950-713-4

Article
Publication date: 27 November 2009

Yongho Park

The purpose of this paper is to empirically investigate the effects of subjective career success, organizational learning climate, and the calling work orientation on the…

2027

Abstract

Purpose

The purpose of this paper is to empirically investigate the effects of subjective career success, organizational learning climate, and the calling work orientation on the protean career.

Design/methodology/approach

For this study employees of a Korean financial service company are encouraged to answer a web survey. To examine the hypotheses, structural equation modeling is used.

Findings

The results provide evidence of potential predictors of the protean career based on the empirical approach. Also, this study shows an integrative model for predictors of the protean career with the structural equation modeling method. All independent variables – subjective career success, the calling work orientation, and organizational learning climate – have a significant relationship with the protean career. Among the independent variables, the calling orientation has the strongest effect on the protean career.

Research limitation/implication

The generalization of the results may be limited to the research population. Also, as results are based entirely on cross‐sectional self‐report data, the causality of the findings cannot be confirmed.

Originality/value

The importance of the protean career concept has increased in the modern career context, underscoring the individual's self‐direction of career management. This study uses empirical evidence to examine the psychological and environmental predictors of the protean career.

Details

Career Development International, vol. 14 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

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