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1 – 10 of over 52000Tehreem Fatima, Ahmad Raza Bilal, Muhammad Kashif Imran and Ambreen Sarwar
Based on action regulation theory (ART), this study aims to test the impact of individual entrepreneurial orientation (IEO) training on small business owner career success…
Abstract
Purpose
Based on action regulation theory (ART), this study aims to test the impact of individual entrepreneurial orientation (IEO) training on small business owner career success (financial attainment, satisfaction and achievement). Moreover, this relationship was unpacked through a dual mediation model of IEO behaviour and career resilience.
Design/methodology/approach
A four-wave, longitudinal randomized controlled field experiment was conducted in which 527 small business owners participated from Lahore, Pakistan (training group = 256, control group = 271). The data analysis was done via ANCOVAs (group comparison) and PROCESS Model 6 (for serial mediation).
Findings
The results demonstrated that after getting IEO training, the small business owners had increased IEO behaviour, career resilience and career success as compared to their counterparts in the control group. In addition, the effect of IEO training on career success was attributed to the underlying role of IEO behaviour and career resilience development.
Originality/value
This is one of the few studies that have demonstrated the impact of IEO training on the career-related outcomes based on the action regulation perspective.
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Anita Gaile, Ilona Baumane Vitolina, Agnis Stibe and Kurmet Kivipõld
Subjective career success has been widely researched by academics and researchers as it provides job and career satisfaction that can lead to the perceived life satisfaction of…
Abstract
Purpose
Subjective career success has been widely researched by academics and researchers as it provides job and career satisfaction that can lead to the perceived life satisfaction of employees, as well as their engagement in organizations. This study demonstrates that subjective career success depends not merely on career adaptability but also on the connections people build throughout their professional lives.
Design/methodology/approach
The study was conducted in the socioeconomic context of Latvia with a sample size of 390 respondents. Interpersonal behavioral factors from the perception of career success measure and the influence of the Career Adapt-Abilities Scale (CAAS) on subjective career success (two statements from Gaile et al., 2020) were used. The constructed research model was tested using the SPSS 28 and WarpPLS 8.0 software tools. The primary data analysis method used was partial least squares structural equation modeling (PLS-SEM). Then 12 moderators and their effects on the main relationships of the model were reviewed.
Findings
The study confirms that relationships at work have the most significant effect on subjective career success, followed by control behaviors and curiosity behaviors. Moreover, a list of significant and insightful moderation effects was found, most significantly the relationship between connections and subjective career success.
Originality/value
Until now, the CAAS was not integrated with the behaviors and attitudes that depict the social relationships of individuals at work. This study aims to narrow this gap by exploring whether (and, if so, how) career adaptability and interpersonal relationships in the workplace (i.e. professional connections) contribute to subjective career success.
研究目的
學者和研究人員一直對主觀的事業成功課題進行廣泛的討論和研究, 這類研究會給予僱員工作和事業的滿足感, 繼而使他們感到生活圓滿, 並促進他們對組織的參與。本研究展示了主觀的事業成功不但取決於生涯調適力, 同時也取決於僱員在整個職業生涯裡人際聯繫的建立。
研究方法
研究人員在拉脫維亞的社會經濟背景下進行這個研究; 樣本為390名回應者。研究人員使用了衡量事業成功概念內的人際行為因素, 以及職業適應能力量表對主觀事業成功的影響 (來自 (Gaile 等, 2020) 的兩個聲明) 。研究人員採用 SPSS 28和 WarpPLS 8.0兩個軟件工具, 來測試他們構建的研究模型。主要分析數據的方法為基於偏最小平方法的結構方程模型, 研究人員仔細審核12個調節因素和它們對模型的主要關聯的影響。
研究結果
研究確認了工作方面的關係對主觀的事業成功影響最為顯著, 其次則為控制行為和好奇行為; 而且, 研究人員發現了一系列重要的、富有洞察力的調節效果; 更具意義的是, 他們發現了建立聯繫與主觀事業成功之間的關係。
研究的原創性
職業適應能力量表至今仍未融合於可描繪在工作上各個個體的社會關係的行為和態度。本研究探索了職業適應能力和在工作場所的人際關係, 如何能促進主觀的事業成功; 就此而言, 本研究縮窄了有關的研究缺口。
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Rahman Ullah, Yasir Mansoor Kundi and Subhan Shahid
Based on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees’ subjective career success by examining the…
Abstract
Purpose
Based on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees’ subjective career success by examining the mediating role of negative emotions and the moderating role of emotional intelligence.
Design/methodology/approach
Using Mplus 8.1, the study analyzes multi-level, multi-wave data collected from 288 employees in 51 teams across Pakistan.
Findings
The results indicate that team relationship conflict is negatively associated with employees’ subjective career success, both in terms of career satisfaction and job satisfaction. While employees’ negative emotions partially mediate this negative relationship, emotional intelligence moderates the association between team relationship conflict and negative emotions, such that individuals with higher emotional intelligence experience less negative emotions.
Originality/value
This study advances career research by demonstrating how and when team relationship conflict is related to employees’ subjective career success. It also extends current understanding of the mediating and moderating mechanisms behind the association between team relationship conflict and employees’ subjective career success.
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Otmar Varela and Sonya Premeaux
In response to current initiatives that seek to rebalance the facets of academic jobs, this paper aims to examine the impact of teaching, research and service on objective (e.g…
Abstract
Purpose
In response to current initiatives that seek to rebalance the facets of academic jobs, this paper aims to examine the impact of teaching, research and service on objective (e.g. salary) and subjective (i.e. satisfaction) indicators of career success.
Design/methodology/approach
The authors collected data from 182 tenure-track management faculty from public universities in the USA. The selection of participants followed a stratified sample from two traditional segments in higher education, research-intensive and teaching-research balanced institutions. Hierarchical regression analysis was used for testing the study hypotheses.
Findings
Results reveal that research achievements is the only job facet that accounts for objective and subjective indicators of career success across institutions. Outcomes suggest the impact of the initiatives put in place to elevate the role of teaching and service in the life of academics are falling short.
Originality/value
The study provides evidence about the need to adjust policy that seeks to rebalance academic jobs.
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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 explain…
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.
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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, perceived…
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.
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Zubeida Rossenkhan, Wee Chan Au and Pervaiz Khalid Ahmed
This study aims to contribute to subjective career success (SCS) literature using sequential mediation modeling to interrogate the inter-relationships between dimensions of SCS…
Abstract
Purpose
This study aims to contribute to subjective career success (SCS) literature using sequential mediation modeling to interrogate the inter-relationships between dimensions of SCS, including interpersonal success, financial success, job success and hierarchical success. In doing so, the research provides a nuanced understanding of career behavior among young adults using the perspective of a non-western developing context.
Design/methodology/approach
The study is operationalized using 342 survey questionnaires from Malaysian young working adults (18-34 years). Partial least square structural equation modeling is used as the main analytic tool.
Findings
The results of the study revealed that dimensions of SCS were related in a sequential mediating manner. Specifically, an individual’s interpersonal success is the foundation for one to accomplish job tasks (job success), which then leads to increased prospects for promotion (hierarchical success) and subsequently financial success.
Practical implications
These findings highlight the importance of interpersonal success as a foundation of career success and provide evidence for the study recommendation to support young working adults in building interpersonal relationships, which will help realize other forms of career success. However, the establishment of a sequential mediation pathway suggests that developing relationships alone are not sufficient. Study roles and tasks must also be designed to align with individuals’ personal goals for advancement and success.
Originality/value
The research contributes to knowledge on understanding career behavior specifically relating to the dynamics and complexities of SCS. The study sheds light on the potential limitation of operationalizing SCS as a multi-dimensional aggregate construct and provides empirical support for the proposed sequential mediation model of SCS.
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Sylvie Guerrero, Hélène Jeanblanc and Marisol Veilleux
The purpose of this paper is to rely on the sponsored-mobility perspective of career success (Turner, 1960) to explore the antecedents and consequences of development…
Abstract
Purpose
The purpose of this paper is to rely on the sponsored-mobility perspective of career success (Turner, 1960) to explore the antecedents and consequences of development idiosyncratic deals (i-deals). The authors position career planning as an antecedent of development i-deals, and subjective and objective measures of career success as an outcome.
Design/methodology/approach
The authors led a two-wave study among a sample of 325 engineers to test the research hypotheses.
Findings
Results support the hypotheses. Development i-deals are positively related to three objective measures of career success (e.g. promotions, hierarchical level, and salary) and one subjective measure of career success (e.g. career satisfaction).
Practical implications
The results offer new perspectives to practitioners who want to better manage the careers of their talented employees by highlighting the positive effects of development i-deals on career success.
Originality/value
This paper relates i-deals to the field of careers.
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Zoharah Omar, Steven Eric Krauss, Rahim M. Sail and Ismi Arif Ismail
The purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of technical and vocational…
Abstract
Purpose
The purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of technical and vocational education and training (TVET) “late bloomers” working in Malaysia.
Design/methodology/approach
Incorporating a mixed method design, the authors quantitatively surveyed 86 TVET graduates from two multinational companies, followed by in‐depth qualitative interviews with five high‐performing “late bloomer” TVET graduates.
Findings
Quantitative results indicate that the respondents progressed in their careers both in terms of salary and promotions, while most were satisfied with their careers and felt that they were internally and externally marketable. Qualitative findings indicate that the success of the late bloomers was the result of a perceived good fit between an individual's strengths and the organization's ability to compensate, motivate and support the individuals in their career progression.
Research limitations/implications
The limited sample size employed can only provide initial insights into career success levels and contributing factors of career success. The results may spur larger scale research on career success of TVET graduates in Malaysia and the neighbouring region.
Practical implications
The paper provides important initial findings on the technical and vocational career line as an alternative pathway for Malaysian youth, particularly school leavers and underachievers, to achieve career success and enhanced social inclusion through higher salaries, job status and educational attainment.
Originality/value
The paper highlights the unexplored potential of career success as a facilitator of educational attainment and social inclusion, rather than the traditional path of educational attainment first, followed by career success.
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Al-Mansor Abu Said, Roziah Mohd Rasdi, Bahaman Abu Samah, Abu Daud Silong and Suzaimah Sulaiman
– The purpose of this paper is to develop a career success model for academics at the Malaysian research universities.
Abstract
Purpose
The purpose of this paper is to develop a career success model for academics at the Malaysian research universities.
Design/methodology/approach
Self-administered and online surveys were used for data collection among 325 academics from Malaysian research universities.
Findings
Based on the analysis of structural equation modeling, the proposed model explained 48 per cent of the variance of academics’ career success. Specifically, the result shows that there are positive significant effects between organizational support, extraversion personality, person-job fit and academics’ career success. A full mediation effect of proactive behavior was established on the relationship between organizational support and career success. Overall, the results confirmed that the proposed model succinctly explains career success among academics in Malaysian research universities.
Research limitations/implications
The authors present a career success model for academics at Malaysian research universities. The study represents an important extension of previous research of which it tested the applicability of the career success theories and identified the key factors related to career success of academics based on the context of Malaysian research universities. Most current career success studies were conducted in the context of the Western culture or developed countries; therefore, the results based on the Malaysian sample provide strong evidence of cross-cultural comparability of the career success construct and model.
Practical implications
The findings provide implications to both individuals and human resource development practitioners on career success among academics. Practical interventions are suggested to assist individuals and organizations toward achieving career success. This study sheds some light on the effective management of the academics.
Originality/value
The authors propose a model of academics’ career success based on the context of Malaysian research universities.
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