Showing papers in "Career Development International in 2012"
TL;DR: In this article, the mediating role of work engagement is tested within the relationship of leader-member exchange (LMX), innovative work behaviour (IWB), and intention to quit.
Abstract: Purpose – This study aims to examine the relationships among leader‐member exchange (LMX), innovative work behaviour (IWB), and intention to quit. The mediating role of work engagement is tested within the relationship of LMX, IWB, and intention to quit.Design/methodology/approach – Respondents to a survey were 979 Indian managerial employees working in six service sector organisations in India. Structural equation modelling was used to test hypothesised relationships.Findings – Results suggest quality of exchanges between employees and their immediate supervisors influences engagement. Work engagement correlates positively with innovative work behaviour and negatively with intention to quit. Work engagement mediates the relationship between LMX and innovative work behaviour, and partially mediates intention to quit.Research limitations/implications – A cross‐sectional design and use of self‐reported questionnaire data is a limitation of this study. Since the study focuses only on service‐sector organisat...
334 citations
TL;DR: In this paper, the role of work engagement as a mediator between job resources and positive extra-role behaviors (i.e., perceived organizational support) was investigated in a cross-sectional study.
Abstract: Purpose – This study is based on the JD‐R model and aims at understanding the role of work engagement (WE) as a mediator between job resources (i.e. perceived organizational support) and positive extra‐role behaviors (i.e. organizational citizenship behaviors (OCB)), between job demands (i.e. interpersonal conflicts at work) and negative extra‐role behaviors (i.e. counterproductive work behaviors (CWB)), and also between a personal resource (i.e. conscientiousness) and both types of extra‐role behaviors.Design/methodology/approach – Data from three Romanian organizations (n=258) were collected in a cross‐sectional study. Two main models (fully mediated and partially mediated) tested the role of WE as a mediator, using structural equation modelling.Findings – The results support the partially mediated model. All anticipated antecedents have a direct, and also an indirect relation with extra‐role behaviors – via WE. In addition, the mediating effect was stronger for OCB than for CWB. Overall, the results sh...
185 citations
TL;DR: A significantly higher mediation effect was found for women, although the mediation is present in both gender groups, and work engagement is found to partially mediate the relation between transformational leadership and subjective occupational success.
Abstract: Purpose – The aim of the present study is to give insights into the interplay between leadership, well‐being and occupational success by examining the indirect effect of transformational leadership on subjective occupational success mediated by work engagement.Design/methodology/approach – A gender‐sensitive approach was applied in order to reveal possible differences in the relations and to deduce gender‐specific recommendations. Data were retrieved from 530 women and 602 men. The participants were questioned on their leader's behavior, their work engagement, and occupational success.Findings – Results show significant positive relations between transformational leadership, work engagement, and subjective occupational success for men and women. Work engagement is found to partially mediate the relation between transformational leadership and subjective occupational success. A significantly higher mediation effect was found for women, although the mediation is present in both gender groups.Practical impli...
125 citations
TL;DR: In this paper, the authors compared the career patterns of Matures, Baby Boomers, Generation Xers and Millennials over the various stages of their careers to determine whether there have been notable shifts away from the traditional career model characterized by long-term linear, upward career movement, toward a modern career model, characterized by increased job mobility, organizational mobility and multi-directional career movement.
Abstract: Purpose – This study aims to compare the career patterns of Matures, Baby Boomers, Generation Xers and Millennials over the various stages of their careers to determine whether there have been notable shifts away from the “traditional” career model characterized by long‐term linear, upward career movement, toward a “modern” career model characterized by increased job mobility, organizational mobility and multi‐directional career movementDesign/methodology/approach – The retrospective career accounts of 105 Canadians were gathered through review of resume information and semi‐structured interviews The job changes and organizational changes experienced by each respondent in each five‐year career period (eg age 20‐24, 25‐29) and the direction of job changes (ie upward, downward, lateral or change of career track) were recorded The generations were compared statistically on each of these measures through analysis of variance (ANOVA)Findings – Significant inter‐generational differences were observed on
117 citations
TL;DR: In this paper, the authors suggest a comprehensive framework to elucidate the relationship between personality and networking, using the Five Factor Model as a framework, arguing that traits tapping into social (i.e. extraversion, agreeableness) and informational features are relevant in explaining how individual dispositions facilitate networking behaviors.
Abstract: Purpose – The purpose of this paper is to suggest a comprehensive framework to elucidate the relationship between personality and networking. Using the Five Factor Model as a framework, the paper aims to argue that traits tapping into social (i.e. extraversion, agreeableness) and informational (i.e. openness to experience) features are relevant in explaining how individual dispositions facilitate networking behaviors. Moreover, it aims to delineate structural and functional differences in networking (i.e. building, maintaining, and using contacts within and outside the organization) and to theorize how these differences yield differential relationships of personality traits with networking dimensions.Design/methodology/approach – Online surveys were administered to two samples, from Germany and the UK, respectively (n=351). Structural equation modeling is used to test the hypotheses.Findings – Personality traits reflecting social (extraversion) and informational aspects (openness to experience) are broadl...
108 citations
TL;DR: In this paper, the authors investigated the impact of personal characteristics (proactive personality and performance goal orientation) and contextual characteristics (organizational learning culture and leader-member exchange quality) on employees' career satisfaction.
Abstract: Purpose
– The purpose of this study is to investigate the impact of personal characteristics (proactive personality and performance goal orientation) and contextual characteristics (organizational learning culture and leader‐member exchange quality) on employees' career satisfaction.
Design/methodology/approach
– Data were drawn from 232 employees in a Fortune Global 500 company in Korea. A confirmatory factor analysis was conducted for measurement model assessment. Descriptive statistics and hierarchical multiple regression analyses were used to explain the variance in career satisfaction.
Findings
– As a result of correlation analysis, all the constructs were found to be significant predictors of career satisfaction. Accounting for 22 percent of the variance in career satisfaction, employees exhibited the highest career satisfaction, when they had higher performance goal orientation, and when they perceived higher learning culture and better relationship with supervisor. LMX turned out to moderate the relationship between performance goal orientation and career satisfaction.
Research limitations/implications
– The contributions of this study to theory lie in the fact that it: took an integrative approach encompassing both personal and contextual factors; examined little researched constructs in career development, organizational learning culture and goal orientation; and was an international study, based on the Korean cultural context.
Practical implications
– To support employees' career satisfaction in the Korean cultural context, the contextual factors (i.e. organizational learning culture and LMX quality) are more important than the personality factors. HR/OD practitioners can play a pivotal role in improving career satisfaction by adopting such practices as cultural change and leadership development using coaching/mentoring.
Originality/value
– This paper is original in that it takes an integrative approach encompassing both personal and contextual factors, examines organizational learning culture and goal orientation, which have previously been the subject of little research, and has an international dimension, being based on the Korean cultural context.
105 citations
TL;DR: In this paper, the authors investigated school principals' well-being by using the job demands resources (JD-R) model as a theoretical framework and found that personal variables operate as initiators of health impairment and motivational processes.
Abstract: Purpose – This study aims to investigate school principals' well‐being by using the job demands‐resources (JD‐R) model as a theoretical framework. It aims at making a significant contribution to the development of this model by considering not only job demands and job resources, but also the role of personal resources and personal demands as predictors of work engagement and burnout. In particular, it was hypothesised that job demands may mediate the relationship between workaholism and burnout, whereas job resources may mediate the relationship between self‐efficacy and work engagement and burnout.Design/methodology/approach – A survey study was conducted. In total, 224 school principals (67 percent women) during training activities completed a questionnaire.Findings – The results of SEM analyses largely supported the hypotheses by showing that personal variables operate as initiators of health impairment and motivational processes.Research limitations/implications – The study lends support to the litera...
80 citations
TL;DR: In this paper, the authors test the concurrent criterion validity of a new measure, the Career Pathways Survey (CPS), by exploring how women's glass ceiling beliefs are related to five major indicators of subjective career success.
Abstract: Purpose – The purpose of this study is to test the concurrent criterion validity of a new measure, the Career Pathways Survey (CPS) by exploring how women's glass ceiling beliefs are related to five major indicators of subjective career success: career satisfaction, happiness, psychological wellbeing, physical health and work engagement (WE).Design/methodology/approach – Data from a cross‐sectional study of 258 women working in Australian organizations were analyzed. The participants completed the CPS and measures of subjective career success. The CPS assesses four sets of beliefs about glass ceilings: denial, resilience, acceptance and resignation.Findings – Regression analyses showed denial was positively associated with career satisfaction and WE; resignation was negatively related to happiness and both emotional and physical wellbeing; resilience had positive relationships with happiness and WE; acceptance was negatively related to WE. The findings provide support for the hypotheses and the concurrent...
78 citations
TL;DR: In this article, the associations of resources with intrinsic and extrinsic motivation, and employability were examined using structural equation modeling on data from 611 employees of a Dutch municipality.
Abstract: Purpose – Drawing from the job characteristics model and the job demands‐resources model, this study aims to examine the associations of resources (i.e. feedback, autonomy, and variety) with intrinsic and extrinsic motivation, and employability.Design/methodology/approach – Hypotheses were tested using structural equation modeling on data from 611 employees of a Dutch municipality.Findings – Consistent with the hypotheses, the authors' results indicated that resources are related to both intrinsic and extrinsic motivation and that the association between resources and employability was mediated by extrinsic motivation but not by intrinsic motivation.Research limitations/implications – The authors use a one‐dimensional measure of perceived employability and do not make a distinction between internal and external employability and other dimensions of employability. The authors feel that distinguishing between internal employability and external employability will contribute to understanding if internal and ...
76 citations
TL;DR: In this paper, the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the relationship between the Big Five and organisational commitment was investigated.
Abstract: Purpose – This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the relationship between the Big Five and organisational commitment.Design/methodology/approach – Data from 190 new police officers in a three‐wave longitudinal survey were analysed by structural equation modelling (SEM).Findings – Results showed that: satisfaction with human resource practices completely mediated the relationship between openness to experience and normative commitment; satisfaction with the work itself completely mediated the relationship between conscientiousness and normative commitment whereas it partially mediated the relationship between extroversion and affective commitment.Research limitations/implications – This study is focused on the police context. Future studies should investigate other contexts for comparison.Practical implications – The predictive effect of personality on both job satisfaction and org...
72 citations
TL;DR: In this paper, a structural equation model was constructed to test whether positive emotions, personal and job resources, and work engagement are related over time, and the model was based on two waves of data, with a time lag of six months.
Abstract: Purpose – The main objective of this study is to apply broaden‐and‐build theory to occupational wellbeing. More specifically, it seeks to test whether positive emotions “build” resources and to what extent they contribute to work engagement through an increase in personal or job resources. Additionally, it aims to hypothesize that positive emotions, resources, and work engagement are reciprocally related to each other in a way akin to a gain cycle.Design/methodology/approach – In order to test whether positive emotions, personal and job resources, and work engagement are related over time, a structural equation model was constructed. The model was based on two waves of data, with a time lag of six months.Findings – Results show a reciprocal relationship between positive emotions and personal resources. Furthermore, there is a causal effect of personal resources on work engagement and a reversed causal effect of work engagement on positive emotions. Most surprising is the fact that no relationships with jo...
TL;DR: In this article, the role of emotion regulation and age in reactions to psychological contract breach towards positive and negative affect was investigated, and the authors found that suppression would mitigate the relations of contract breach with well-being only among younger workers, while it strengthened the relation for older workers.
Abstract: Purpose – The aim of this paper was to investigate the role of emotion regulation and age in reactions to psychological contract breach towards positive and negative affect The authors expected that in the context of contract breach, reappraisal emotion regulation mitigate the negative relation with affect Moreover, based on lifespan theory, suppression emotion regulation was expected to be important for younger workers, because older workers have learned how to express themselves appropriately at the workplace Consequently, suppression would mitigate the relations of contract breach with well‐being only among younger workers, while it strengthened the relation for older workersDesign/methodology/approach – Data were collected among 163 employees working in various Dutch organizations Moderated regression analyses were used to test the hypothesesFindings – Reappraisal mitigated the relation of contract breach with positive affect, and suppression mitigated the relations of contract breach with posit
TL;DR: In this article, a career perspective was used to investigate the association between employee experience of job insecurity and work-related behaviors, specifically discretionary extra-role and impression management behaviors, and the results showed that the perception of perceived employability and job insecurity led to both reduced extra role or impression management behavior and the intensity of withdrawal increased as employability increased.
Abstract: Purpose – This paper aims to focus on a career perspective to investigate the association between employee experience of job insecurity and work‐related behaviors, specifically discretionary extra‐role and impression management behaviors. A second purpose is to analyze the interaction effect of perceived employability and job insecurity on extra‐role and impression management behaviors.Design/methodology/approach – Based on a sample of 207 supervisor‐subordinate dyads in Korean banking and financial institutions, the relationships between job insecurity and extra‐role or impression management as two career behaviors are tested. The interaction effects of employability and job insecurity on behavioral options are also tested.Findings – The results showed that the perception of job insecurity led to both reduced extra‐role and impression management behavior and the intensity of withdrawal increased as employability increased.Research limitations/implications – The findings provide a fundamental new insight ...
TL;DR: In this article, the impact of emotional labor on the work exhaustion for samples of emergency medical service (EMS) professionals was investigated. But the authors focused on the negative relationship between emotional labor and perceived health.
Abstract: Purpose – This paper's aim is to study a neglected relationship: testing the impact of emotional labor on the work exhaustion for samples of emergency medical service (EMS) professionals.Design/methodology/approach – Three distinct samples of EMS professionals, i.e. emergency medical technician (EMT) – basic, EMT – intermediate, and paramedic, were surveyed to test the impact of three variable sets, personal (e.g. gender, age, health), work‐related (e.g. years of service, job satisfaction), and emotional labor (i.e. surface acting, deep acting) on work exhaustion.Findings – Results across the three samples consistently showed that surface acting had a significantly stronger positive impact than deep acting on work exhaustion. In addition it was found that surface acting had a significantly stronger negative relationship to job satisfaction than deep acting. Surface acting also had a significant negative relationship to perceived health. Years of service were positively related to work exhaustion across al...
TL;DR: In this article, the authors explored the role of personality dispositions and social orientations in explaining job-related relocation readiness and found that high levels of neuroticism and collectivism made individuals less ready to relocate.
Abstract: Purpose – Previous research has demonstrated the positive impact of relocation mobility on career success. Based on conservation‐of‐resources theory and knowledge about resistance to change, this study aims to explore the role of personality dispositions and social orientations in explaining job‐related relocation readiness.Design/methodology/approach – A total of 380 German employees (study 1), unemployed individuals (study 2), and apprentices (study 3) were surveyed on their relocation readiness, personality dispositions (neuroticism, openness to experience, uncertainty tolerance), and social orientations (individualism, collectivism, social norms –i.e. the perceived social endorsement of relocation mobility) in three cross‐sectional studies and one longitudinal study (study 4).Findings – Findings show that high levels of neuroticism (study 1) and collectivism (studies 1‐3) made individuals less ready to relocate, whereas high levels of openness to experience (study 2), uncertainty tolerance (studies 1‐...
TL;DR: In this article, the role of identification on extra-role behaviors was examined, and the relationship between organizational identification and prosocial behavior was found to be fully mediated by community identification, whereas individuals who are highly identified with their community were more likely to participate in prosocial behaviors.
Abstract: Purpose – This research aims to utilize Social Identity Theory to examine the role of identification on two forms of extra‐role behaviors, namely, organizational citizenship behaviors (OCB) and prosocial behaviors.Design/methodology/approach – This study examined college students' reports of their identification with the university, organizational citizenship behaviors, and prosocial behaviors.Findings – Results indicate that individuals who are highly identified with their organization are more likely to perform OCB, whereas individuals who are highly identified with their community are more likely to participate in prosocial behaviors. In addition, the relationship between organizational identification and prosocial behavior was found to be fully mediated by community identification.Research limitations/implications – The authors suggest that scholars take care when operationalizing OCB with actual behaviors that surpass task performance; these should differ from attitudes and common courtesy. Limitatio...
TL;DR: In this article, the authors report the findings of quantitative and qualitative analysis of the benefits, drawbacks and future prospects of formal mentoring in medium-sized and large organizations, and suggest that mentoring will be more widely used in the future.
Abstract: Purpose – The article aims to report the findings of quantitative and qualitative analysis of the benefits, drawbacks and future prospects of formal mentoring in medium‐sized and large organisations.Design/methodology/approach – The empirical data for the study were collected via an online survey, and consist of responses from 152 human resource specialists from companies and public sector organisations in Finland.Findings – The results reflect the organisations' current situation, and the issues that are important to the HR function. Mentoring is primarily used to transfer tacit knowledge from those near retirement to younger colleagues, foster the personnel development and create well‐being at work. Career advancement and work performance are not as important as might have been thought. The results suggest that mentoring will be more widely used in the future. Among the future potential deliverables of mentoring are strengthening competence management, creating well‐being and enhancing an organisation's...
TL;DR: This paper explored the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and satisfaction with the occupation and satisfaction of the school.
Abstract: Purpose – This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and satisfaction with the occupation and satisfaction with the school. It also seeks the influence of perceived external prestige on withdrawal and satisfaction.Design/methodology/approach – An empirical study was carried out at public schools in Canakkale, Turkey. Data collected from 238 teachers were analyzed. The correlations between identification and organizational prestige, desire for early retirement, and overall satisfaction of teachers were tested with several demographic variables such as age, gender, tenure and union membership. Ordinal logistic regression analysis (OLR) was conducted to reveal probabilistic behavior of response variables on the basis of explanatory variables.Findings – The results show that both categories of identification have reverse effect on intention to early retirement, and both categories ...
TL;DR: In this paper, the authors identify antecedents of intentions to unretire among a group of retirees that included both those who had not returned to the workforce since their retirement and those who previously unretired.
Abstract: Purpose – The purpose of this study is to identify antecedents of intentions to unretire among a group of retirees that included both those who had not returned to the workforce since their retirement and those who had previously unretired.Design/methodology/approach – A cross‐sectional survey collected data from 460 recent retirees between the ages of 50 and 70.Findings – Results of hierarchical regression indicated that retirees are more likely to remain retired if they feel financially secure and have a positive retirement experience. Conversely, they are more likely to intend to return to the workforce if they experience financial worries, wish to upgrade their skills or miss aspects of their former jobs.Practical implications – Aging boomers who anticipate early retirement have created a dwindling labor pool. Simultaneously, the global pension crisis has impacted on the financial decisions of retirees. A trend to abolish mandatory retirement and/or increase mandatory age in various countries provides...
TL;DR: In this paper, the authors explore the complex cognitive and affective thought process involved in the conscious planning of voluntary career change and find that complex rational and emotional thoughts contribute to the definition and pursuit of proximal and distal career goals which stimulate selfefficacy drives as they are achieved.
Abstract: Purpose – Aligning social identity and career identity has become increasingly complex due to growth in the pursuit of meaningful careers that offer very long‐term personal satisfaction and stability This paper aims to explore the complex cognitive and affective thought process involved in the conscious planning of voluntary career changeDesign/methodology/approach – A review of recent findings relevant to voluntary career change decisions was performed in order to develop a better understanding of psychological and sociological processes contributing to the pursuit of an MBA degree and subsequent employee mobilityFindings – Complex rational and emotional thoughts contribute to the definition and pursuit of proximal and distal career goals which stimulate self‐efficacy drives as they are achievedPractical implications – Because realistic forecasting of very long‐term distal goals is extremely challenging, career seekers must carefully consider how proximal and distal goal pursuit, such as an MBA degre
TL;DR: The study found that positive attitudes towards aging held by older people themselves and perceived subjective norm were related to stronger intentions to continue working in older age, as predicted by the Theory of Reasoned Action.
Abstract: Purpose – The aim of this research is to examine attitudinal correlates of older adults' (aged 60 and above) intentions to continue working in older age.Design/methodology/approach – Structured questionnaires combined with home interviews were used to collect data from a sample of community older people (n=289) in Taiwan.Findings – The study found that positive attitudes towards aging held by older people themselves and perceived subjective norm were related to stronger intentions to continue working in older age, as predicted by the Theory of Reasoned Action, in addition, more positive daily personal experiences with non‐older people enhanced intentions to continue working in older age through fostering more positive attitudes towards aging, as predicted by the contact hypothesis. Finally effects of some known demographic correlates of aging and work were also demonstrated in the structural model, namely, age, sex, current employment status, and personal health were all associated with intentions to cont...
TL;DR: In this paper, the authors integrate identity theory into occupational stress research by investigating the proposition that the lack of verification of a salient role identity will be associated with higher levels of emotional exhaustion.
Abstract: – This study seeks to examine the identity‐relevant stress proposition according to which events occurring in highly‐salient identity domains have a greater impact on psychological well‐being than events occurring in less salient identity domains. The aim of the study is to integrate identity theory into occupational stress research by investigating the proposition that the lack of verification of a salient role identity will be associated with higher levels of emotional exhaustion., – Using a questionnaire methodology, data were obtained from full‐time, permanent, human resource professionals from multiple organizations., – As predicted, the lack of verification that occurs when an employer denies a professional the opportunity to engage in the responsibilities associated with a salient role was associated with more emotional exhaustion. Moreover, in a way consistent with identity theory, both role prestige and affective commitment to the profession moderated this relationship, providing additional support for the identity‐relevant stress proposition., – Identity theory offers a valuable perspective for work stress research, one that appears to be especially applicable to highly professionalized occupations.
TL;DR: In this paper, the authors identify and examine the tactics and upward mobility strategies utilized by individuals who advanced into leadership positions, and present a typology based upon the ranking, bundling and utilization of selected tactics by organization leaders.
Abstract: Purpose
– The purpose of this investigation is to identify and examine the tactics and upward mobility strategies utilized by individuals who advanced into leadership positions.
Design/methodology/approach
– Drawing on both narrative, consensual qualitative research (CQR) and empirical research, the authors conducted in‐depth interviews with 187 leaders from 136 organizations.
Findings
– This study offers an elaboration on the interrelatedness of career tactics and presents a typology based upon the ranking, bundling and utilization of selected tactics by organization leaders. The analysis produced a framework of four strategic categories: foundation strategies, building self‐brand, being centered and seizing opportunity. The results suggest that the utilization of these strategies is likely to influence career advancement.
Research limitations/implications
– This study was confined to individuals who had achieved high level positions which may limit the ability to generalize.
Practical implications
– Organization players will benefit by leveraging the upward mobility typology and recognizing the value of proactive preparedness and career self‐management. Inclusion of this tactical framework will also enhance the effectiveness of organization leadership, mentoring and career counseling programs.
Originality/value
– The value of this study is twofold. First, it contributes to understanding of advancement tactics in the limited, and often inconclusive, research on upward mobility and predeterminants. Second, it underscores the importance of career tactics in the thought processes of career aspirants faced with a hypercompetitive market.
TL;DR: In this article, the role of work relationship quality and citizenship behavior as partial mediators of the political skill personal reputation relationship was investigated, and the relationships between the constructs were analyzed with structural equation modeling.
Abstract: Purpose – Although reputation is important to career success, little is known about how individuals develop their personal reputation at work. This study seeks to investigate the role of work relationship quality and citizenship behavior as partial mediators of the political skill‐personal reputation relationship.Design/methodology/approach – In total, 145 triads from a manufacturer in the Midwestern USA provided data for the study. Employees rated their political skill and citizenship behavior, supervisors rated their relationship quality, and coworkers rated the employees' personal reputation. Based on the complementary theories of signaling and social exchange, the relationships between the constructs were analyzed with structural equation modeling.Findings – Political skill demonstrated both direct and indirect effects on the development of personal reputation. In particular, work relationship quality and citizenship behavior partially mediated the relationship between political skill and personal rep...
TL;DR: In this article, the authors apply the challenge-hindrance conceptualization of demands to a model that relates stressors to emotional exhaustion and job satisfaction, and find that supervisory support reduces strain and increases motivation by decreasing hindrances and interpersonal conflict.
Abstract: Purpose – This article seeks to apply the challenge–hindrance conceptualization of demands to a model that relates stressors to emotional exhaustion and job satisfaction. Supervisory support, a resource, is posited as a precursor to demands, and work–family conflict (WFC) and interpersonal conflict (IPC) at work are expected to mediate the demand–strain and job satisfaction relationships.Design/methodology/approach – This cross‐sectional self‐report survey included a sample of 600 government employees in Canada.Findings – In addition to directly influencing job satisfaction, supervisory support reduces strain and increases motivation by decreasing hindrances and interpersonal conflict. Also, although, challenge and hindrance demands are both positively associated with strain, task complexity is positively associated with job satisfaction, whereas role ambiguity and interpersonal conflict are negatively associated with job satisfaction. Furthermore, work–family conflict and interpersonal conflict fully med...
TL;DR: In this paper, the extent to which potential mentors and proteges agree that an informal mentoring relationship exists is examined, and whether gender affects this is also examined. But neither potential proteges nor potential mentors were v...
Abstract: Purpose – The purpose of this study is to understand the extent to which potential mentors and proteges agree that an informal mentoring relationship exists. Because these relationships are generally tacitly understood, either the mentor or protege could perceive that there is a mentoring relationship when the other person does not agree. Whether gender affects this is also to be examined.Design/methodology/approach – Individuals were asked to identify their mentoring partners. Each report of a partner was then compared to the partner's list to determine whether there was a match (i.e. both reported the relationship as an informal mentoring relationship) or a mismatch (i.e. where one partner reported the relationship as an informal mentoring relationship but the other did not). This pattern of matches and mismatches was then analyzed to determine level of matching and gender differences.Findings – There is little agreement between mentoring partners: neither potential proteges nor potential mentors were v...
TL;DR: In this paper, the authors investigated the relationship between elements of the psychological contract and an employee's intention to leave (ITL) their current organisation and explored the role of careerism as a potential mediating and moderating variable.
Abstract: Purpose – The aim of this paper is to investigate the relationships between elements of the psychological contract (i.e. type and fulfilment) and an employee's intention to leave (ITL) their current organisation. The role of careerism as a potential mediating and moderating variable is also to be explored.Design/methodology/approach – In total, 202 allied health professionals (AHPs) completed a questionnaire containing measures of the psychological contract, careerism and ITL.Findings – As predicted, path analyses conducted via structural equation modelling demonstrated that careerism partially mediates the relationship between contract types and ITL. These findings suggest that employees with transactional contracts are more careerist, resulting in higher ITL, while employees with relational contracts are less careerist, resulting in lower ITL. Contrary to expectation, a hierarchical multiple regression analysis revealed that careerism failed to moderate the relationship between perceived contract fulfil...
TL;DR: In this article, the experiences of workers who perceive themselves as both targets and aggressors (aggressor-targets) were compared with their experiences of other workers, and the results of a cross-sectional self-report questionnaire-based study (n=180) were reported.
Abstract: Purpose – This study aims to compare the experiences of workers who perceive themselves as both targets and aggressors (aggressor‐targets) with the experiences of other workers.Design/methodology/approach – The paper reports on the results of a cross‐sectional self‐report questionnaire‐based study (n=180).Findings – Aggressor‐targets reported performing more aggressive behaviors than did pure bullies. They also engaged in multiple types of coping strategies, but did so ineffectively as evidenced by their high levels of negative health outcomes.Practical implications – It is possible that aggressor‐targets employed many coping behaviors as a means of dealing with their situation, but they had some difficulty doing so without assistance. Consequently, aggressor‐targets may be open to intervention efforts. Since this group constitutes the largest percentage of bullies and was responsible for most of the reported bullying acts, examining their experiences may help organizations reduce the overall incidence of...
TL;DR: The authors explored the perceived value of an executive MBA (EMBA) to the development of knowing-who competency for Taiwanese women managers, and found that women emphasized the benefits of acquiring and developing networks from undertaking the EMBA.
Abstract: Purpose – This paper seeks to explore the perceived value of an executive MBA (EMBA) to the development of knowing‐who competency for Taiwanese women managers.Design/methodology/approach – This qualitative research drew on in‐depth interviews with a sample of 18 female alumni across three business schools in Taiwan. Analysis, using NVivo 8.0, focused on individual perceptions of the development of knowing‐who, through networks.Findings – Women emphasized the benefits of acquiring and developing networks from undertaking the EMBA. Cultural values impacted women's perceptions of networking.Research limitations/implications – This is an exploratory piece with limited generalisability, however, it indicates the perceived importance of networking to female EMBA students within the Asian context.Originality/value – Findings extend previous research on the acquisition and development of networks through the EMBA experience. The salience of networking for women is established. The clarification of age or career s...
TL;DR: In this paper, a sample of 127 new employees of three newly opened locations of a national full-service restaurant chain were surveyed during the orientation phase of their jobs, followed up three-four weeks later by job performance ratings from supervisors.
Abstract: Purpose – The aims of this paper are to expand understanding on the portability of work experience and to understand how an employee's level of propensity to trust interplays with perceived value of previous career‐long work experience to affect on‐the‐job performance.Design/methodology/approach – A sample of 127 new employees of three newly opened locations of a national full‐service restaurant chain were surveyed during the orientation phase of their jobs. This was followed up three‐four weeks later by job performance ratings from supervisors.Findings – The higher the perceived value of previous work experience the stronger the relationship between industry work experience and job performance. Also, the higher the perceived value of previous work experience the weaker the relationship between propensity to trust and job performance.Research limitations/implications – Because this study concentrated on a single firm in a single industry, generalizability to other industries may suffer.Practical implicati...