scholarly journals Does age matter? Examining career commitment as a moderator in the relationship between age‐related HR/D practices and subjective career success for younger versus older academic staff

2021 ◽  
Author(s):  
Beatrice I. J. M. Van der Heijden ◽  
Monique Veld ◽  
Leonie Heres
Keyword(s):  
Career Success ◽  
Academic Staff ◽  
Career Commitment ◽  
Age Related ◽  
Subjective Career Success ◽  
The Relationship

Career adaptability, job crafting and subjective career success: the moderating roles of lone wolf personality and positive perfectionism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Sandrine Hollet-Haudebert ◽  
Jonathan Peterson
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Job Crafting ◽  
Career Adaptability ◽  
Mediation Model ◽  
Content Type ◽  
Lone Wolf ◽  
Moderated Mediation Model ◽  
Subjective Career Success ◽  
The Relationship

PurposeUsing 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/approachA moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).Findingshe 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/implicationsdata are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.Practical implicationsHigh 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/valueThis 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.

Career commitment and subjective career success: the moderating role of career-enhancing strategies

2020 ◽  
Vol 41 (8) ◽  
pp. 1287-1305
Author(s):  
Emre Burak Ekmekcioglu ◽  
Mahmure Yelda Erdogan ◽  
Alptekin Sokmen
Keyword(s):  
Career Success ◽  
Career Commitment ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Subjective Career Success ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to test the moderating role of career-enhancing strategies (CESs) in the relationship between career commitment (CC) and subjective career success (CS).Design/methodology/approachData were collected from 217 full-time employees working for three different sectors in Ankara, Turkey. The participants were asked to respond to a self-reported survey. The hypotheses were tested using a hierarchical regression analysis.FindingsThe results indicated that CC had a significant and positive effect on subjective CS. Furthermore, the positive relationship between CC and subjective CS was stronger for employees with a high level of self-nomination and for employees with a high level of networking. However, creating career opportunities did not moderate the effects of CC on subjective CS.Research limitations/implicationsBecause this study had a cross-sectional research design, causality cannot be established among the study variables.Practical implicationsThe findings suggest a better understanding of the way CC is able to affect subjective CS through the networking and self-nomination CESs.Originality/valueThis study is original, in that no previous studies have investigated the moderating role of CESs in the relationship between CC and subjective CS.

scholarly journals Does Work-Life Balance Moderate the Relationship between Career Commitment and Career Success? Evidence from an Emerging Asian Economy

2020 ◽  
Vol 10 (4) ◽  
pp. 82
Author(s):  
Usama Najam ◽  
Umar Burki ◽  
Wajiha Khalid
Keyword(s):  
Career Success ◽  
Service Sector ◽  
Career Commitment ◽  
Work Life ◽  
Middle Level ◽  
Work Life Balance ◽  
Future Research ◽  
Life Balance ◽  
Subjective Career Success ◽  
The Relationship

This study examines the relationship between career commitment and employee career success (objective and subjective success) in middle-level employees working in the service sector. Further, the study investigates the moderating effect of work-life balance on the relationship between career commitment and career success. By analyzing data from 360 middle level working employees, our empirical results show that career commitment has a positive and significant effect on the objective and subjective career success of employees. Work-life balance positively moderates the relationship between career commitment and subjective career success, whereas it fails to moderate the relationship between career commitment and objective career success. The study contributes by providing a better understanding of the employee’s perception of career commitment and career success and their management in emerging markets. Avenues for future research are identified.

scholarly journals Directing our own careers, but getting help from empowering leaders

2017 ◽  
Vol 22 (3) ◽  
pp. 300-317 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Career Success ◽  
Career Satisfaction ◽  
Psychological Empowerment ◽  
Career Commitment ◽  
Career Orientation ◽  
Empowering Leadership ◽  
Content Type ◽  
Protean Career ◽  
Subjective Career Success ◽  
Career Literature

Purpose The purpose of this paper is to examine the potential effects of empowering leadership on followers’ subjective career success through psychological empowerment, protean career orientation, and career commitment. Design/methodology/approach Full-time employees working in the USA were recruited through Amazon’s Mechanical Turk. Participants answered surveys at three separate points over a six-week period (n=261). Structural equation modeling and bootstrapping were used to verify the indirect effect of empowering leadership on career satisfaction controlling for common method variance and growth need strength. Findings Empowering leadership was positively related to followers’ subsequent psychological empowerment, which in turn predicted protean career attitudes and career commitment, but only career commitment had a significant relationship with career satisfaction. Research limitations/implications Empowering leadership behaviors focus on potentially career-enhancing factors, including providing followers with the confidence, inspiration, and authority to assume control of their work lives. Empowering leaders benefit their followers’ careers, and psychological empowerment and career commitment may be important mechanisms in the empowering leadership-career success relationship when their effects are considered simultaneously. Employees’ development of a protean career orientation has less direct effect on subjective career success than simple commitment to a career. Originality/value Empowering leadership has been overlooked in career literature. The findings advance the understanding of how empowering leader behaviors could help employees’ subjective career success in a serial mediation model. Additionally, the study empirically demonstrates that psychologically empowered employees are more likely to engage in protean career actions and navigate their own career goals.

scholarly journals Understanding Proactive Behaviours and Career Success: Evidence From an Emerging Economy

2011 ◽  
Vol 2 (2) ◽  
pp. 53-71 ◽  
Author(s):  
Roziah Mohd Rasdi ◽  
Thomas N. Garavan ◽  
Maimunah Ismail
Keyword(s):  
Public Sector ◽  
Emerging Economies ◽  
Career Success ◽  
Emerging Economy ◽  
Career Management ◽  
The Public ◽  
Subjective Career Success ◽  
The Relationship ◽  
Individual Career Management

This article explores the relationship between proactive career behaviours and both objective and subjective career success. The study was conducted on a sample of managers within the public sector of an emerging economy (Malaysia). A sample of 288 managers reported on their proactive career behaviours and career success. Results show that managers who engage in individual career management and networking behaviours report more subjective career success. Networking is positively related to both objective and subjective career success. We discuss the implications for managers' career in emerging economies. 

scholarly journals MODEL PENINGKATAN KESUKSESAN KARIR OBYEKTIF DAN SUBYEKTIF PADA DOSEN PTIS (PERGURUAN TINGGI ISLAM SWASTA)

2017 ◽  
Vol 18 (2) ◽  
pp. 107
Author(s):  
Agus Abdullah
Keyword(s):  
Emotional Intelligence ◽  
Linear Regression ◽  
Intrinsic Motivation ◽  
Career Success ◽  
Statistical Processing ◽  
Independent Variables ◽  
Subjective Career Success ◽  
The University ◽  
The Relationship

The purpose of this research is to improve the objective and subjective career successlecturer at PTIS (private Islamic universities) by stimulating the emotional intelligence, intrinsicmotivation and competence. The population in this study consisted of three Islamic universities inSemarang, namely: Sultan Agung Islamic University (UNISSULA), University of Wahid Hasyim(UNWAHAS) and the University of Muhammadiyah Semarang (UNIMUS). Total questionnairesdistributed to as many as 69 respondents supported by SPSS version 20 as data processorand tools of statistical processing. This study analyzed by linear regression and regressionmoderation. The variables used are: independent variables such as emotional intelligence andintrinsic motivation, moderation variable such as competence and the dependent variable inthe form of objective and subjective career success. The results showed that there is a positiveand significant effect of emotional intelligence on objective and subjective career success andcompetence able to moderate the relationship between intrinsic motivation and career successsubjective.Keywords: Emotional Intelligence, Intrinsic Motivation, Objective Career Success, SubjectiveCareer Success.

The relationship among inner meaning of work, protean career, subjective career success

2017 ◽  
Vol 30 (1) ◽  
pp. 1-24
Author(s):  
Soyeon Sin ◽  
Jinkook Tak
Keyword(s):  
Career Success ◽  
Online Survey ◽  
Moderating Effect ◽  
Future Research ◽  
Meaning Of Work ◽  
Informal Mentoring ◽  
Protean Career ◽  
Positive Effects ◽  
Subjective Career Success ◽  
The Relationship

The purpose of this study was to examine the relationship among inner meaning of work, Protean career and subjective career success. More specially, This study investigated not only the influence of inner meaning of work on subjective career success that is mediated by protean career but also the moderating effect of career-supported mentoring on the relationship between protean career and subjective career success. To perform this study, online survey was conducted by korean employees who were working in various organization and received formal or informal mentoring. Data gathered from 191 employees were used for analyses. The results showed that inner meaning of work had positive effects on protean career as well as subjective career success. Also, protean career partially mediated the relationship between inner meaning of work and subjective career success. Career-supported mentoring moderated the relationship between protean career and subjective career success. The implications and limitations of this study and the directions for future research were discussed.

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