an article by Maddison M.Miles and David E.Szwedo (James Madison University, Harrisonburg, VA, USA) and Joseph P.Allen (University of Virginia, Charlottesville, VA, USA) published in Journal of Adolescence Volume 64 (April 2018)
Abstract
This study examined the long-term effect of anxiety on career satisfaction for young adults in the United States.
The abilities to positively cope with stress and function competently as an adult were examined as potential moderators of this link, and adolescent developmental precursors of these abilities were also investigated.
Analyses revealed a negative association between anxiety at age 21 and career satisfaction at age 27. However, this association was ameliorated for youth with better coping skills and functional competence at age 24.
Autonomy and relatedness behaviors with best friends and mothers were examined as potential predictors of these moderators, with positive autonomy and relatedness from friends at age 13 emerging as the sole predictor of these skills.
Results suggest that although anxiety may inhibit career satisfaction for many youth, positive coping and adult functional competence skills may allow anxious individuals to achieve career satisfaction. Moreover, these skills may be promoted through peer relationships in early adolescence.
Showing posts with label career_satisfaction. Show all posts
Showing posts with label career_satisfaction. Show all posts
Friday, 23 March 2018
Saturday, 21 October 2017
What if people’s private life constrained their career decisions? Examining the relationship between home-to-career interference and career satisfaction
an article by
Tess Schooreel and Marijke Verbruggen (KU Leuven, Belgium) and
Kristen Michelle Shockley (University of Georgia, Athens, USA)
published in Career Development International Volume 22 Issue 2 (2017)
Abstract
Purpose
Previous research suggests that employees often make family-related career decisions (Greenhaus and Powell, 2012). The authors extend this idea and explore the concept of “home-to-career interference,” defined as the extent to which people perceive that their private life has constrained their career decisions to date. The authors expect that home-to-career interference has a negative impact on employees’ later career satisfaction via career goal self-efficacy and perceived organizational career support. The paper aims to discuss these issues.
Design/methodology/approach
The authors collected quantitative data at three points in time, each six months apart in a Belgian telecommunications organization. Using the full information maximum likelihood path analysis approach, the authors performed analyses on a sample of dual-earner employees.
Findings
The results showed that employees’ home-to-career interference related negatively to their career goal self-efficacy and perceived organizational career support, which were, in turn, positively related to their career satisfaction.
Originality/value
This study contributes to the work-family literature by introducing the concept of home-to-career interference, by clarifying the mechanisms through which home-to-career interference relates to career satisfaction and by testing these relationships using a three-wave longitudinal design.
Abstract
Purpose
Previous research suggests that employees often make family-related career decisions (Greenhaus and Powell, 2012). The authors extend this idea and explore the concept of “home-to-career interference,” defined as the extent to which people perceive that their private life has constrained their career decisions to date. The authors expect that home-to-career interference has a negative impact on employees’ later career satisfaction via career goal self-efficacy and perceived organizational career support. The paper aims to discuss these issues.
Design/methodology/approach
The authors collected quantitative data at three points in time, each six months apart in a Belgian telecommunications organization. Using the full information maximum likelihood path analysis approach, the authors performed analyses on a sample of dual-earner employees.
Findings
The results showed that employees’ home-to-career interference related negatively to their career goal self-efficacy and perceived organizational career support, which were, in turn, positively related to their career satisfaction.
Originality/value
This study contributes to the work-family literature by introducing the concept of home-to-career interference, by clarifying the mechanisms through which home-to-career interference relates to career satisfaction and by testing these relationships using a three-wave longitudinal design.
Friday, 9 June 2017
Ambition at work and career satisfaction: The mediating role of taking charge behavior and the moderating role of pay
an article by Sabrine El Baroudi (Canadian University Dubai, United Arab Emirates), Chen Fleisher, (Utrecht University, The Netherlands) and Svetlana N. Khapova and Paul Jansen (VU University Amsterdam, The Netherlands)
Julia Richardson, (Curtin Business School, Perth, Australia) published in Career Development International Volume 22 Issue 1 (2017)
Abstract
Purpose
The purpose of this paper is to examine the moderating role of pay in the relationship between employee ambition and taking charge behavior, and its subsequent effects on employee career satisfaction.
Design/methodology/approach
A two-wave quantitative investigation was conducted among alumni of a large public university in the Netherlands.
Findings
The results show that taking charge behavior mediates the positive relationship between employee ambition and career satisfaction. They also show that pay positively moderates this mediation, such that the relationship between employee ambition and taking charge behavior is stronger when ambitious employees receive an increase in pay, leading to increased career satisfaction. Conversely, a decrease in pay does not moderate ambitious employees’ taking charge behavior and the impact on their career satisfaction.
Research limitations/implications
The study draws on self-report data collected in one country: the Netherlands.
Practical implications
The study highlights the importance of pay for higher job involvement, demonstrating its impact on taking charge behavior among employees with higher levels of ambition.
Originality/value
This is the first empirical study to examine the impact of pay on employees’ taking charge behavior and the subsequent implications for career satisfaction.
Abstract
Purpose
The purpose of this paper is to examine the moderating role of pay in the relationship between employee ambition and taking charge behavior, and its subsequent effects on employee career satisfaction.
Design/methodology/approach
A two-wave quantitative investigation was conducted among alumni of a large public university in the Netherlands.
Findings
The results show that taking charge behavior mediates the positive relationship between employee ambition and career satisfaction. They also show that pay positively moderates this mediation, such that the relationship between employee ambition and taking charge behavior is stronger when ambitious employees receive an increase in pay, leading to increased career satisfaction. Conversely, a decrease in pay does not moderate ambitious employees’ taking charge behavior and the impact on their career satisfaction.
Research limitations/implications
The study draws on self-report data collected in one country: the Netherlands.
Practical implications
The study highlights the importance of pay for higher job involvement, demonstrating its impact on taking charge behavior among employees with higher levels of ambition.
Originality/value
This is the first empirical study to examine the impact of pay on employees’ taking charge behavior and the subsequent implications for career satisfaction.
Tuesday, 16 October 2012
How “boundaryless” are the careers of high potentials, key experts and average performers?
Nicky Dries and Marijke Verbruggen (Katholieke Universiteit Leuven, Belgium) and Frederik Van Acker (Open Universiteit, The Netherlands) published in Journal of Vocational Behavior Volume 81 Issue 2 (October 2012)
Abstract
The talent management literature declares talent management a prime concern for HRM professionals while the careers literature calls talent management archaic.
Three sets of assumptions identified through comparative review of both streams of the literature were tested in a large-scale survey (n = 941).
We found more support for the assumptions advocated in the talent management literature. Those who organizations consider their “best” people are more often found in traditional-organisational careers – both in terms of employer inducements and employee attitudes.
Traditional–organisational careers yield more career satisfaction than careers displaying more boundaryless features.
Individuals’ career types are mostly determined by supervisor-rated performance, much more so than by personal career orientation.
Highlights
► We tested contrasting assumptions from the careers and talent management literature.
► More support was found for the assumptions from the talent management literature.
► The “best” employees are most often found in traditional–organisational careers.
► Traditional–organisational careers were found to be most satisfying.
► Career type is determined by performance indicators rather than career orientation.
Abstract
The talent management literature declares talent management a prime concern for HRM professionals while the careers literature calls talent management archaic.
Three sets of assumptions identified through comparative review of both streams of the literature were tested in a large-scale survey (n = 941).
We found more support for the assumptions advocated in the talent management literature. Those who organizations consider their “best” people are more often found in traditional-organisational careers – both in terms of employer inducements and employee attitudes.
Traditional–organisational careers yield more career satisfaction than careers displaying more boundaryless features.
Individuals’ career types are mostly determined by supervisor-rated performance, much more so than by personal career orientation.
Highlights
► We tested contrasting assumptions from the careers and talent management literature.
► More support was found for the assumptions from the talent management literature.
► The “best” employees are most often found in traditional–organisational careers.
► Traditional–organisational careers were found to be most satisfying.
► Career type is determined by performance indicators rather than career orientation.
Friday, 6 July 2012
Whistle While You Work: A Review of the Life Satisfaction Literature
an article by Berrin Erdogan, Talya N. Bauer, Donald M. Truxillo and Layla R. Mansfield (Portland State University) published in Journal of Management Volume 38 Number 4 (July 2012)
Abstract
Life satisfaction is a key indicator of subjective well-being. This article is a review of the multidisciplinary literature on the relationship between life satisfaction and the work domain.
A discussion of top-down and bottom-up theories of life satisfaction is included, and the literatures on work-related antecedents of life satisfaction, the proximal mediators (quality of work life, quality of nonwork life, and feelings of self-worth), and consequences of life satisfaction were reviewed.
A meta-analysis of life satisfaction with respect to career satisfaction, job performance, turnover intentions, and organizational commitment was performed. Each major section of the article concludes with a future opportunities subsection where gaps in the research are discussed.
Abstract
Life satisfaction is a key indicator of subjective well-being. This article is a review of the multidisciplinary literature on the relationship between life satisfaction and the work domain.
A discussion of top-down and bottom-up theories of life satisfaction is included, and the literatures on work-related antecedents of life satisfaction, the proximal mediators (quality of work life, quality of nonwork life, and feelings of self-worth), and consequences of life satisfaction were reviewed.
A meta-analysis of life satisfaction with respect to career satisfaction, job performance, turnover intentions, and organizational commitment was performed. Each major section of the article concludes with a future opportunities subsection where gaps in the research are discussed.
Thursday, 12 January 2012
The impact of career visions on work attitudes: a longitudinal approach
an article by Claudia Holtschlag (University of Barcelona, Spain) and Aline D. Masuda, (EADA Business School, Barcelona) published in Career Development International Volume 16 Issue 7 (2011)
Abstract
Purpose
The purpose of this study is to examine the effects of difficult and specific career visions on job satisfaction and turnover intentions seven years after students reported their visions.
Design/methodology/approach
Data for this study were collected in two waves, seven years apart, from the same cohort. At time 1 the career visions of MBA students were measured in terms of difficulty and specificity. At time 2 MBA students reported their job satisfaction and turnover intentions.
Findings
Results showed that MBA students with a specific and challenging career vision were less likely to report intentions to leave their work seven years after reporting their visions. Further, job satisfaction mediated this relationship.
Research limitations/implications
The study was limited due to the small sample size used (n=74). Future studies should also test whether goal progress and job performance could be mediators between the quality of career vision and job satisfaction.
Practical implications
Results of this study indicate that individuals who formulated more specific career visions were more satisfied with their jobs seven years after reporting their visions. This finding has implications for career counsellors, coaches and managers who care for the development of their subordinates.
Originality/value
This is the first study that examined the impact of the quality of career visions (i.e. specificity and difficulty) on future job satisfaction and turnover intentions.
Abstract
Purpose
The purpose of this study is to examine the effects of difficult and specific career visions on job satisfaction and turnover intentions seven years after students reported their visions.
Design/methodology/approach
Data for this study were collected in two waves, seven years apart, from the same cohort. At time 1 the career visions of MBA students were measured in terms of difficulty and specificity. At time 2 MBA students reported their job satisfaction and turnover intentions.
Findings
Results showed that MBA students with a specific and challenging career vision were less likely to report intentions to leave their work seven years after reporting their visions. Further, job satisfaction mediated this relationship.
Research limitations/implications
The study was limited due to the small sample size used (n=74). Future studies should also test whether goal progress and job performance could be mediators between the quality of career vision and job satisfaction.
Practical implications
Results of this study indicate that individuals who formulated more specific career visions were more satisfied with their jobs seven years after reporting their visions. This finding has implications for career counsellors, coaches and managers who care for the development of their subordinates.
Originality/value
This is the first study that examined the impact of the quality of career visions (i.e. specificity and difficulty) on future job satisfaction and turnover intentions.
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