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Predictors of Objective and Subjective Career Success: A Meta-Analysis
Abstract
Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined.
... Other researchers have found that conscientiousness positively correlates with job performance (Barrick and Mount 1991;Hurtz and Donovan 2000). It can predict both intrinsic success (job satisfaction) and extrinsic success (income or occupational status) (Judge et al. 1999;Ng et al. 2005). Agreeableness plays an essential role in teamwork and the performance rating of the team (Neuman and Wright 1999). ...
... On the basis of a positive relationship between conscientiousness and job performance, we predict that conscientious CEOs will receive higher compensation because the pay-performance sensitivities are relatively higher in the US (Murphy 1999). 3 Conscientiousness also results in both intrinsic (job satisfaction) and extrinsic success (income or occupational status) (Judge et al. 1999;Ng et al. 2005). Ng et al. (2005) use the meta-analytic method and show that conscientiousness and extroversion are positively related to career success, such as a higher level of salary, promotion, or career satisfaction. ...
... 3 Conscientiousness also results in both intrinsic (job satisfaction) and extrinsic success (income or occupational status) (Judge et al. 1999;Ng et al. 2005). Ng et al. (2005) use the meta-analytic method and show that conscientiousness and extroversion are positively related to career success, such as a higher level of salary, promotion, or career satisfaction. Such a positive relationship between conscientiousness and salary can be expanded to conscientious CEOs' compensation. ...
We examine the effects of the big five personalities of CEOs (openness, conscientiousness, extroversion, agreeableness, and neuroticism) on their annual compensation. We hand-collect the tweets of S&P 1500 CEOs and use IBM’s Watson Personality Insights to measure their personalities. CEOs with high ratings of agreeableness and conscientiousness get more compensation. We further find that the firms with these CEOs outperform their peers due to better investment efficiency. Firms are willing to pay higher compensation for talent, especially for firms with better operations, located in states with higher labor unionization, or facing higher competition in the product market. Overall, CEO personality is a valid predictor of CEOs’ compensation.
... In other words, the higher the consistency between individual and organizational values, the stronger the POS felt by employees; conversely, if there is a mismatch, employees may face greater challenges in communication and collaboration. Furthermore, numerous studies have shown that perceived organizational support (POS) has a significant positive correlation with employees' work engagement, turnover intentions, job satisfaction (Cropanzano et al., 2003), and career success (Ballout, 2007;Ng et al., 2005). Shore and Tetrick (1991) noted that when employees perceive higher levels of organizational support, they tend to work more proactively, exhibit behaviors and attitudes conducive to organizational development, and seek to reciprocate the organization's recognition and support through superior performance. ...
... Early research on career success primarily focused on psychological aspects, thus concentrating more on individual variables. For example, demographic factors such as age, personality traits, and gender have played a significant role in predicting and explaining career success (Ng et al., 2005). Recent studies indicate that human capital can predict subjective career success, while stable personality traits significantly influence objective career success (Spurk et al., 2019). ...
... Additionally, there is a significant positive correlation between organizational career management and individual career success (Orpen, 1994). Career assistance, internal support, and on-the-job education positively affect employees' salaries (Ng et al., 2005). The alignment between individuals and their organizations not only predicts career success (Guo et al., 2014) but also enhances career capabilities, job satisfaction, and the achievement of career goals, thereby exerting a significant positive impact on all dimensions of career success. ...
... Prior research indicates that subjective career success is a fundamental aspect of sustainable careers (Barthauer et al., 2020;De Vos et al., 2020;Straub et al., 2020). While objective career success is visible and tangible, measured by position, salary, and promotions as they unfold over time (Arthur et al., 2005;Dries et al., 2009), subjective career success encompasses an individual's perceptions of their personal experiences and evaluations across various dimensions of their career within specific contexts and moments in time (Ng et al., 2005;Shockley et al., 2016). This aligns closely with the key elements of sustainable careers: agency, meaning, social spaces, and time (B. ...
... According to the COR theory, resources are "those objects, personal characteristics, conditions, or energies that are valued by the individual or that serve as a means for attainment of these objects, personal characteristics, conditions, or energies" (Hobfoll, 1989, p. 516). In this study, subjective career success, which refers to individuals' subjective evaluation of their career accomplishments and satisfaction (Ng et al., 2005), is regarded as a resource since it represents a highly desirable state or condition experienced by individuals (Arthur et al., 2005;Bargsted et al., 2021;Spurk et al., 2019). Prior research highlights that subjective career success is not only valuable on its own but also acts as a catalyst for generating additional resources and achieving favourable states or outcomes (Bargsted et al., 2021;Janssen et al., 2021;Spurk et al., 2019). ...
... Subjective career success pertains to individuals' perceived satisfaction with their career accomplishments, coupled with a sense of personal achievement in terms of their competencies and skills development (Arthur et al., 2005;Bargsted et al., 2021;Ng et al., 2005). Subjective career success forms an important indicator of sustainable careers (Barthauer et al., 2020;De Vos et al., 2020;Straub et al., 2020). ...
... Thus, in this regard, present study has discussed the problems encountered by medical practitioners in public hospitals. Literature shows that over the number of years, a significant amount of research has been carried out on career success (Judge et al., 1999;Greenhaus, 2003;Ng et al., 2005;Ballout, 2007;Guo et al., 2012) and organizational performance (Benetes et al., 2012;Ambler, 2000;Gilley et al,. 2004;Neely, 1999). ...
... The first is extrinsic, and refers to observable outcomes such as promotion, pay etc. Conversely, subjective type is intrinsic, which depends upon appraisal of success and satisfaction of an individual by him/herself (Judge et al., 1995). Moreover, these forms explain the diverse patterns of correlations with interpreters (Ng et al., 2005), and the former positively influences the later (Korman et al., 1981). ...
... First approach focuses on individuals to develop human capital, maximize education and experience as well as skill investment to attain success in career (Ballout, 2007). In this regard, emperical evidence supports positive relationship between career success and human capital variables (NG et al., 2005). On the contrary, next approach focuses on organizational factors; organization size, promotional practices and employment security as important elements for an individual's success in an organization. ...
Management and organizational studies consider career success and organizational performance as imperative constructs. However, there has been dearth of literature with respect to its practice in healthcare field. Purpose of current study is to determine impact of career success on organizational performance of public health care hospitals, and to investigate possible dimensions of included variables. Preliminary snooping incorporated focused group and semi-structured interviews of medical practitioners who are currently working in the public hospitals in Lahore. In addition a questionnaire was distributed through convenience sampling technique. Out of total 300 distributed questionnaires, 200 were received back. EFA reveals four dimensions of career success and three dimensions of organizational performance. SEM results prove that career success of medical practitioners is important for improving performance of public hospitals in Lahore, Pakistan. This research is helpful for policy making and strategic development in health care field. However, the findings are limited to the local setting of Pakistan.
... Older women, with more professional experience, are more likely to achieve higher positions, which affects their job satisfaction. This finding is consistent with the literature that highlights work experience as a key factor influencing job satisfaction (Ng et al., 2005;Wieck et al., 2009). ...
... Career satisfaction is also closely related to objective career success, measured by, among other things, salary, position and number of promotions(Marzec, 2018). Key contextual factors influencing career satisfaction include organisational conditions such as organisational atmosphere and culture, career development opportunities, support from superiors and organisational resources(Ng et al., 2005). ...
... La recherche montre pourtant que la compréhension de la réussite professionnelle est une question importante tant pour les individus que pour les organisations (Abele, Spurk et Volmer, 2011 ;Heslin, 2005). D'un point de vue individuel, l'intérêt pour la compréhension des antécédents de la réussite professionnelle découle principalement de la prise de conscience que la réussite professionnelle peut conduire à certains résultats économiques positifs tout en favorisant le bien-être social (Esses, Dietz et Bhardwaj, 2006 ;Ng et al., 2005). Les organisations devraient être attentives aux facteurs qui conduisent à la réussite professionnelle des membres de leur personnel, car une gestion de carrière réussie peut leur procurer un avantage concurrentiel (Garavan et Coolahan, 1996a. ...
... Deuxièmement, compte tenu des objectifs de notre étude, nous n'avons pas pris en compte d'autres variables susceptibles d'influencer la réussite professionnelle des participantes, telles que l'âge, les différences individuelles stables ou d'autres variables du capital humain telles que la motivation, les connaissances et les compétences politiques, la durée de l'emploi, etc. (Ng et al., 2005). En outre, étant donné notre souci de comprendre l'influence des pratiques de gestion de carrière organisationnelle, nous n'avons pas pris en compte le rôle des pratiques de gestion de carrière individuelle sur les résultats de carrière de ces femmes. ...
Bien qu’un nombre important de personnes immigrantes, y compris des femmes noires, aient intégré le marché du travail au Québec au cours des dernières décennies, les réalités sur leurs expériences de carrière au sein des organisations sont peu connues. S’appuyant sur des données provenant d’entrevues de fond, cet article examine la réussite professionnelle des immigrantes noires sur le marché du travail québécois, et plus particulièrement les perceptions à l’égard de cette réussite professionnelle. Les résultats suggèrent que les perceptions de réussite professionnelle de ces femmes sont largement influencées par des facteurs liés à leur identité sociale. En vue d’améliorer les chances de réussite professionnelle des immigrantes noires au Québec, il convient de faire davantage, aux niveaux méso et macro, afin de minimiser les nombreux obstacles auxquels elles sont actuellement confrontées. Cette étude contribue à l’étude critique des relations industrielles et de la réussite professionnelle. Elle met en avant les voix et les expériences d’individus qui, jusqu’à présent, ont été englobées dans la catégorie dite du travailleur idéal abstrait, qui n’a pas d’identité sociale.
... Locke's (1976) defined job satisfaction as a "pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (Grandey, Fisk, & Steiner, 2005). Proactivity is associated with job satisfaction because proactive create more conditions and more ideas for personal success (Ng, Eby, Sorensen, & Feldman, 2005). Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences. ...
... The metabolic result shows those proactive people are more satisfied with their job. Proactive people are more associated with job satisfaction because proactive people create new idea's take initiative, and change the environment (Ng et al., 2005). Job satisfaction generally contributes to different areas such as characteristics of the environment (working condition, task, benefit, pay, and job securities), characteristics of the persons (interest, liking, disliking, attitude, valued skills, value, and need). ...
This research investigates the relationships among proactive personality, job stress, and job satisfaction. Organizations are mostly considered people who are more actively performing their tasks and can take the initiative to change overall performance. Here we discuss the role of proactive personality and level of job satisfaction because the person who is more satisfied with their job works due to full of passion, energy, are more effective for the organization. The effect of job stress on the proactive personality on their job satisfaction. Proactive behavior has significant importance in the selection and hiring processes of a company. Data was collected from doctors and nurses of different private and public hospitals and their private clinics. In the current study, a data sample of 392 was collected from different govt and private sectors and used the parceling item method for measurement and structural modeling for the best results. It is demonstrated that proactive personality positively correlated with individual job satisfaction.
... Objective career success is typically measured in terms of salary, job title, and other external indicators of accomplishment (Briscoe et al., 2021;Ng et al., 2005). Meanwhile, subjective career success is based on an individual's personal satisfaction and fulfillment in their work (Briscoe et al., 2021;Ng et al., 2005). ...
... Objective career success is typically measured in terms of salary, job title, and other external indicators of accomplishment (Briscoe et al., 2021;Ng et al., 2005). Meanwhile, subjective career success is based on an individual's personal satisfaction and fulfillment in their work (Briscoe et al., 2021;Ng et al., 2005). Objective career success is important, but subjective career success reflects an individual's internal evaluation of career achievements and alignment with personal values and goals, often serving as the key to long-term career happiness and well-being (Kauffeld & Spurk, 2022). ...
Maintaining harmony in social relations, a fundamental value of a collective society, is completely opposed to the dark personality traits that are egocentric and antisocial. This fact has an impact on criticism and increased social pressure for individuals with dark personalities in a collective society, as well as on objective and subjective success. This cross-sectional study was conducted to elucidate the impact of dark personalities on success in a collective society. The results (N =
522) revealed that dark personality traits, particularly narcissism, were the most consistent traits in predicting subjective career success in participants with (n = 273) or without managerial positions (n = 249). Furthermore, participants with and without managerial positions showed no difference in subjective career success. The findings are expected to provide reliable information on the influence of dark personalities on success in a collective society.
... Previous meta-analytic research has found that extroversion predicts salary positively and neuroticism predicts salary negatively (Ng et al., 2005). However, until now, it is an open question whether these traits are also associated with changes in income, i.e., increases or decreases in salary. ...
... As participants filled in the surveys at different time intervals, we controlled for the time that passed between completing the first and the second survey. We further controlled for important influences on income, namely years of education and, years of work experience (i.e., human capital; Mincer, 1974) and gender (Ng et al., 2005). ...
Earning a living is the manifest function of vocational careers, with strong implications for psychological well-being. We hypothesize that some forms of vocational behaviors, namely interpersonal facilitation (people pleasing), i.e., helping, cooperation, and encouraging others at work, predict pay decreases, while other forms, namely internal networking, i.e., building, maintaining, and using contacts within one’s organization, predict pay increases. In a multisource predictive career analysis with 210 target-coworker data sets and a time interval of more than a year, we find that women, mediated by their higher trait emotionality, tend to provide more interpersonal facilitation behaviors to coworkers. This contributes to individual pay decreases. Engaging in internal networking, however, can counterbalance this disadvantage and contribute to pay increases over time. We discuss four implications: improving salary negotiation skills, improving self-presentation skills, sociotechnical job redesign, and implementing new organizational remuneration schemes.
... For example, Sun and Schmidt [11] found that practitioners' use of Agile methodologies was positively associated with job satisfaction and perceived productivity. This finding is supported by several other studies [12][13][14][15][16], which collectively provide substantial evidence of the benefits of Agile practices for practitioners in various aspects of their work. ...
... Promotions have been widely recognized as a crucial indicator of career advancement. Ng et al. [16] identified promotions as one of the main factors contributing to objective career success. In the context of Agile methodologies, Tripp et al. [23] noted that adoption of agile practices can lead to increased job satisfaction and potential promotion opportunities. ...
In today’s rapidly evolving business landscape, Agile methodologies have emerged as a crucial approach for organizations to remain competitive and responsive to change. Despite the growing adoption of Agile frameworks, there is a lack of quantitative research examining the impact of Agile certifications on individual career trajectories. This study aims to bridge this gap by investigating the relationship between acquiring Agile certifications and career outcomes, specifically focusing on professionals from business administration (BA) and computer science (CS) backgrounds. Employing survival analysis (SA), particularly the Kaplan-Meier method, we assess the temporal dynamics of career advancement events, including job promotions, job transitions, and changes in job responsibilities. Our findings reveal that the most prevalent career advancement is promotion, occurring on average after 1,102.98 days, while the average time for observing at least one career effect is 733.37 days. The study also identifies scrum master and product owner as the most sought-after Agile certifications. These results contribute to the understanding of how Agile methodologies influence career progression and provide valuable insights for professionals, employers, and educational institutions navigating the dynamic landscape of Agile adoption. The findings underscore the importance of Agile certifications in fostering career growth and adaptation to the evolving demands of the industry.
... A supportive working environment will create positive relationships with peers in the organization to enhance job satisfaction and reduce turnover intention (Allen and Meyer, 1990). Social and economic factors play a vital role in employee turnover intention, and they are potential factors for subjective and objective success (Ng et al., 2005). Hobfoll's (1989) COR theory draws from psychosocial theories of human motivation, explaining employees' efforts to acquire, safeguard, maintain, and improve personally valued resources. ...
explores the pivotal success factors within the Indian Information Technology (IT) industry, focusing on human resources, strategic planning, and governmental policies. The rapid expansion of the Indian IT sector has led to a growth in the IT talent pool, significantly influencing the trajectory of IT organizations. The critical elements of talent attraction, management, and retention play a central role in shaping the future of these organizations. Talent management, a cornerstone organizational function, encompasses recruiting individuals for specific roles, fostering their growth, and empowering them to achieve organizational goals. Recognizing employees as valuable assets is essential, as their treatment fundamentally defines organizational success. Elevated employee engagement establishes positive emotional connections, fostering passionate contributors, innovative problem-solving teams, superior coordination, and enhanced employee well-being.
... This corresponds with the established and wellknown practice of favoring older individuals for career promotion and can also be explained by the fact that both tenure and years of work experience are tied to age Paoletti et al., 2020). This aligned with prior findings that indicated that age constitutes a formal criterion for organizational promotion (Ng et al., 2005). Another potentially related contributing factor is the trend in individuals retiring at increasingly older ages (Fry & Braga, 2023). ...
Many interconnected factors have been implicated in the prediction of whether a given individual occupies a managerial role. These include an assortment of demographic variables such as age and gender as well as trait emotional intelligence (trait EI) and cognitive ability. In order to disentangle their respective effects on formal leadership position, the present study compares a traditional linear approach in the form of a logistic regression with the results of a set of supervised machine learning (SML) algorithms. In addition to merely extending beyond linear effects, a series of techniques were incorporated so as to practically apply ML approaches and interpret their results, including feature importance and interactions. The results demonstrated the superior predictive strength of trait EI over cognitive ability, especially of its sociability factor, and supported the predictive utility of the random forest (RF) algorithm in this context. We thereby hope to contribute and support a developing trend of acknowledging the genuine complexity of real-world contexts such as leadership and provide direction for future investigations, including more sophisticated ML approaches.
... Finally, we checked how much previous income and status predict later income and status and if, in addition to these autoregressive career paths, the other predictors have unique effects on income and status. In line with Ng et al. (2005) and Shambrook et al. (2011), previous income and status (i.e., work experience) are the strongest predictors of later occupational success. In addition to the autoregressive development of occupational status and income, education shows persistent unique effects at later time points. ...
What shapes (occupational) success in later life? This study examines the differential importance of intelligence in late childhood, socioeconomic background, and education across later occupations. The quantity and quality of educational success are thought to mediate the other dimensions. We analyzed data from N = 4387 participants in a German longitudinal large-scale study in multiple regression and mediation models to examine how childhood intelligence and socioeconomic background predict income and occupational status at different career stages. Both childhood intelligence and socioeconomic background predict status and income in adulthood, with childhood intelligence being the stronger predictor. However, education is an even stronger predictor and—once included in the model—mediates virtually all effects of childhood intelligence and socioeconomic background. This pattern remains stable across career stages, and education has unique effects on income and occupational status in later work life, even when controlling for work experience. Our results emphasize the pivotal role of education in transitioning to the labor market and further development at work, even at later career stages. Given the stronger link between childhood intelligence and educational success in Germany than in other countries, we find that Germany is one of the more intelligence-driven systems.
... Although individuals can seek resources through social support from both work and non-work sources, researchers have pointed out that, compared to social support from non-work sources, social support from work sources is more valuable in ensuring individuals achieve career-related goals [60,61]. Therefore, employees who receive training and skill development opportunities or career sponsorship are more likely to achieve career success [62]. Moreover, when individuals obtain various supportive resources from their organization, they are more inclined to invest resources to prevent potential resource losses, and this cycle of resource acquisition and investment can enable individuals to obtain greater success in their careers [63]. ...
Background
Career success is crucial for both individuals and organizations. Even though career success is considered an individual result, it depends on the organization’s success and can contribute to its success. This study uses proactive personality and needs-supplies fit as independent variables to explore the potential relationship between proactive personality and needs-supplies fit and the career success of pediatric healthcare workers.
Method
The dataset used in the study was formed through convenience sampling at Children’s Hospital of Hebei Province in September and October 2023, using the Wenjuanxing online platform, including sociodemographic characteristics, proactive personality score, needs-supplies fit score, and career success score. The hierarchical linear regression analysis model is used to explore the relationship between proactive personality and needs-supplies fit and the career success of pediatric healthcare workers.
Result
Five hundred forty-six questionnaires were collected, of which 371 were valid, with an effective rate of 67.95%. The results of the hierarchical linear regression analysis indicate that proactive personality (Step 2: β = 0.597, p < 0.001; Step 3: β = 0.221, p < 0.001) and needs-supplies fit (Step 3: β = 0.550, p < 0.001) are positively related to the career success of pediatric healthcare workers, after controlling for the potential role of sociodemographic variables.
Conclusion
We found that proactive personality and needs-supplies fit are positively related to the career success of pediatric healthcare workers, and suggest emphasizing the important role of employee career success and actively taking targeted and effective measures.
... Research shows that individuals who struggle with these skills face challenges like fewer promotion opportunities, networking issues, and difficulties with teamwork. A meta-analysis by Ng et al. (2005) highlights that extroversion and strong interpersonal skills are key to career success. Their findings suggest that outgoing individuals are more likely to receive organizational support and advance in their careers. ...
High-performing employees are often prioritized in hiring due to their technical skills, which enhance productivity and innovation. However, those lacking strong interpersonal skills can create poor team dynamics, ineffective leadership, and a toxic work environment. While research has heavily focused on technical proficiency, the risks associated with interpersonal shortcomings in skilled professionals require attention. This study examines the impact of social ineptitude in the workplace and recommends strategies to mitigate its effects. Using case examples, we analyze how interpersonal deficiencies affect workplace performance, employee satisfaction, and leadership effectiveness. The findings indicate that while technically proficient employees contribute significantly to task completion, their communication and emotional intelligence challenges often lead to team conflicts and reduced innovation. Organizations that adopt targeted interventions-like emotional intelligence training and mentorship programs-tend to see improved team cohesion and productivity. Addressing interpersonal deficiencies is crucial for creating a balanced workforce where technical skills and social competence are valued, ultimately enhancing organizational success.
... Both subjective (career happiness, intrinsic reward) and objective (pay, number of promotions, extrinsic reward) factors are taken into account while making decisions about career advancement. Career success can be seen in terms of subjective and objective criteria (Arthur et al., 2005;Hall, 2002;Ng et al., 2005). Women must raise their income in addition to moving up the organizational ladder in order to advance in their careers (Ramayah et al., 2011). ...
In the business world, women's employment careers have been a significant problem. It has been determined that a variety of factors influence women's career outcomes in organizational contexts. Thus, the study's goal was to examine how demographic variables affected Nepalese women's career advancement in commercial banks. The study's population was female employees in commercial banks who held supervisory positions or above. Samples of 319 women were collected for the research. A purposeful sampling technique was employed to get the respondents' responses. To analyze the influence of demographic characteristics on career development, descriptive as well as analytical research designs were utilized. Among the statistical methods used were the one-way ANOVA, independent t-test, mean, and percentage frequency. The results showed that factors influencing women's careers include age, income, and service year in addition to marital status, and designation. However, education did not affect women’s careers. The study's conclusions offer insightful information on the potential influence of demographic variables on the careers of females. The study's conclusions will be valuable to the existing literatures related to how demographic elements affects carrers of women. Additionally, supports organizations in focusing on creating rules that suit their unique set of circumstances.
... In this regard, promotions are among the most important and valued career achievements (Kosteas, 2011) with hierarchical plateau being a state with a lack of promotion and salary progression (Greenhaus et al., 1990). Consequently, a hierarchical plateau represents a lack of objective career success (Ng et al., 2005;Seibert et al., 2024). Therefore, we propose that hierarchically plateaued employees may have lower job self-efficacy because recognition or achievements in the form of promotions are absent (Bandura, 1997;Wang et al., 2014). ...
Previous studies examining the influence of career plateau on job performance have primarily adopted a social exchange or conservation‐of‐resources perspective, but support for these perspectives has been inconsistent. Our research takes a novel theoretical approach by investigating how and when career plateau affects job performance through a social‐cognitive lens. Specifically, we propose job self‐efficacy as a mechanism through which hierarchical and job content plateau affect job performance, and that these relationships will be moderated by career stage. Path analysis results from a multi‐wave, multisource study featuring supervisor–subordinate dyads indicate that a hierarchical plateau (where promotions are perceived as unlikely) is associated with lower job self‐efficacy and, in turn, lower supervisor‐rated performance for employees in the maintenance career stage. In contrast, a job content plateau (where employees perceive a lack of new responsibilities and work challenges) is associated with higher job self‐efficacy and, in turn, better supervisor‐rated performance, regardless of their career stages. By applying a novel theoretical perspective, we enhance understanding of the relationship between career plateau and employee performance.
... Employees may develop turnover intentions when they perceive a lack of career advancement opportunities or professional growth. A deficiency in career satisfaction and development prospects may drive employees to consider alternative job opportunities (Ng et al., 2005). Factors such as personal life circumstances, family responsibilities, or lifestyle changes can lead to turnover intentions. ...
... How successful a career is, is the result of an evaluation based on objective (e.g., status in the hierarchy, responsibilities, salary: Gunz and Heslin (2005)) as well as subjective (e.g., career satisfaction: Ng et al. (2005)) aspects. Although Gunz and Heslin (2005) emphasise that both perspectives are important, Spurk et al. (2019) argue that nowadays, there is a shift toward subjective measurements. ...
The study aims to extend knowledge of how Discrepancy of Career Expectations, Perceived Career Crisis, and Wellbeing relate to each other, and thereby contribute to the theory and application of targeted wellbeing positive psychology interventions, with a special focus on Hungarian employees. Cross-sectional research was conducted to analyse whether there is a relationship between the level of Perceived Career Crisis and the Discrepancy between Current and Ideal Career Stages, the relationship between Perceived Career Crisis and Wellbeing, and which Wellbeing components seem to be overarching in the case of Perceived Career Crisis and Discrepancy. In the case of Discrepancy, there is a significant difference between distinct levels of Perceived Career Crisis. Our findings suggest that Autonomy, Optimism, and Empathy seem to be overarching Wellbeing components that might serve to reduce the potential negative outcomes of Discrepancy of Career Expectations and Perceived Career Crisis. Although further research is needed, these findings may help practitioners to further develop customised wellbeing and career management programmes, as well as to apply targeted interventions – as opposed to general solutions – to increase employees' career satisfaction.
... Specifically, observing a star performer's deliberate practice will likely occur in a mentoring relationship. Gender, both of mentor and mentee, influences mentoring processes and performance outcomes (e.g., Ng et al. 2005;O'Brien et al. 2010;Ragins 1999;Ragins and Cotton 1999). Moreover, an audit study found that professors were significantly more likely to respond to mentoring inquiries from white male students than from any other category (e.g., females or members of underrepresented groups; Milkman, Akinola, and Chugh 2015). ...
Building on research on star performance, gender, and situational constraints, we introduce a longitudinal process model explaining the gender gap in star emergence. We argue that star emergence is less likely for women than men due to stardom's association with men and masculinity. As a result, situational constraints are more likely to insulate women's performance in terms of knowledge, skills, and abilities development and evaluation (e.g., access to vicarious deliberate practice, biased standards), motivation (e.g., competition intensity, negative interpersonal behavior), and opportunity (e.g., access to high potential tasks, partner supportiveness in the extra‐work environment). We theorize that these factors lead to insulation cycles that reduce the likelihood of women emerging as stars over time. We also offer propositions about mitigators (e.g., strategic diversity goals and influential sponsors) that might attenuate these insulating effects. Finally, we discuss theoretical implications of understanding gender gaps in star emergence (e.g., performance insulation as gender inequity, the importance of a longitudinal perspective, insulation cycles, and star longevity) and practical implications for organizations to create equitable environments for star emergence (e.g., focusing on performance equity and facilitating gender inclusivity). We conclude that greater insight into the role of gender in star performance can also contribute to the broader understanding of gender gaps in organizations.
... According to Brown and Brooks (1990), career development is a lifelong process where employees get ready to choose, are choosing, and continue to make choices from among several jobs that are available during their lifetime. Career growth has been referred to as subjective measures of an individual's career during his or her employment across organizations (e.g., Ng, Eby, Sorensen, and Feldman, 2005). ...
... Drawing upon this work, the present research sought to examine whether parents' perceptions of economic inequality, in terms of perceived income inequality and perceived national job insecurity, are related to parents' involvement in the academic domain. We focused on parents' school involvement, because educational attainment is considered as a cornerstone for a child's future success, including higher earning potential, enhanced career prospects, and improved overall well-being (e.g., Ng et al., 2005;Oreopoulos & Salvanes, 2011). Further, we wanted to examine whether associations between perceived inequality and parents' school involvement differ depending on the parents' personal economic situation. ...
It has been suggested previously that rising economic inequality would push parents to become overly involved in their children’s academic lives. In the present investigation we examined whether parents’ perceptions of economic inequality, in terms of perceived income inequality and perceived job insecurity, is predictive of their school involvement, thereby distinguishing between controlling and autonomy-supportive school involvement. Further, we also tested whether these associations are particularly pronounced among parents facing financial scarcity. To test these hypotheses, we gathered data among 908 parents (58.70% mothers), who filled out questionnaires assessing their perceptions of income inequality and job insecurity, their financial scarcity, as well as their controlling and autonomy-supportive school involvement. Analyses indicated that higher levels of perceived income inequality related to more autonomy-supportive school involvement, whereas higher levels of perceived job insecurity related to more controlling school involvement. Parents’ financial scarcity did not moderate any of the associations, but higher levels of financial scarcity consistently predicted more controlling school involvement. To conclude, these results suggest that both parents’ macro-economic perceptions as well as their personal financial situation shape their child-rearing practices in ways that may potentially perpetuate socio-economic disparities.
... Job rewards on the other hand, relate to intrinsic and extrinsic benefits that employees derive from their work, which can be tangible (salary, bonuses, benefits) and intangible (recognition, status, respect, opportunities, satisfaction) in nature (Judge et al., 2021;Robbins et al., 2022). When perceived as fair, these rewards can contribute positively to individuals' overall job satisfaction (Deci & Ryan, 2000;Judge et al., 2004;Kahn, 1990;Ng et al., 2005). ...
The education sector is struggling to retain top-tier teachers, a challenge that can lead to disorder and instability in public schools. Since teachers are key to driving change, it is essential to find effective ways to keep them in the profession, maximise their impact and meet societal needs. This study therefore examines the role of psychological capital in the link between work engagement and job satisfaction, with the aim of tackling retention challenges and improve service delivery. This research, which involved a quantitative cross-sectional survey of 309 teachers in the Tshwane South District of South Africa, finds that psychological capital, which is a teacher’s psychological state that include hope, resilience, optimism, and self-efficacy, significantly mediates the positive connection between work engagement and job satisfaction. Although these results are limited to the sample studied, they highlight the importance of psychological capital in understanding teacher retention. The study suggests that developing strategies to enhance psychological capital could improve both engagement and job satisfaction. Future research should include larger sample sizes to strengthen the external validity of the findings.
... Research indicates that employees' innovation and creativity significantly contribute to the quality of work execution. Those with diverse skill sets and broader career opportunities are more likely to approach project challenges with greater creativity (Ng et al., 2005). In essence, individual career development not only enhances personal performance but also fosters improved teamwork, thereby facilitating successful project completion. ...
This study investigates the impact of developmental Human Resource (HR) practices-specifically, employee training (ET), career development (CD), and performance appraisal (PA)-on project performance (PP), with a particular focus on employee engagement (EE) as a mediating variable. Developmental HR strategies aim to strengthen employees' skills, motivation, and overall contributions to organizational success, particularly within project management contexts where deadlines, costs, and quality are critical factors. Adopting a quantitative methodology, the research analysed data from 199 participants using validated measurement tools. The findings reveal that ET and PA significantly enhance employee engagement, which in turn positively affects project performance. Although CD does not exert a direct significant effect on EE, it contributes to improved project outcomes when mediated by EE. These results underscore the importance of fostering employee engagement as a crucial link between HR practices and project performance. The study provides strategic insights for organizations on leveraging developmental HR practices to achieve project success. However, its cross-sectional design and reliance on self-reported data present limitations. Future research should explore longitudinal approaches and consider additional mediators, such as organizational culture or leadership, to deepen the understanding of HR's impact on project performance. Human resource management significantly influences business success by aligning employees' behaviours, skills, and competencies with organisational objectives. Developmental human resource practices-such as training, career development, and employee engagement-are pivotal in equipping employees with new skills, enhancing performance, and facilitating adaptation to organisational changes. These practices also play a crucial role in improving project performance, particularly in the management of essential factors such as time, cost, and quality. Developmental human resource management (HRM) fosters an environment where employees can actively apply their skills, remain motivated, and contribute to project success. Regular training and opportunities for career progression enable employees to develop competencies in using modern methodologies and technologies, which supports the effective fulfilment of project requirements (Michael Armstrong, 2014). Furthermore, without optimising these HR practices, project performance-comprising all facets of task completion-can be hindered by limitations in employees' skills and engagement. Developmental HRM strategies are essential for enhancing both skill levels and employee
... Career development is determined by taking into account both objective (e.g., salary, number of promotions, extrinsic reward) and subjective (career satisfaction, intrinsic reward) categories. Career success is linked to both subjective and objective categories (Arthur et al., 2005;Hall, 2002;Ng et al., 2005). Women's career advancement involves not just moving up the organizational ladder but also earning more money (Ramayah, et al., 2011). ...
Purpose: Globally, the advancement of women’s careers in businesses has become increasingly significant. Professional advancement opportunities for women led to increased job satisfaction and productivity inside the organization. The primaryelements linked to the advancement of women are those related to corporations and society. Therefore, in addition to those causes, demographic considerations might also contribute to their career expansion. Acknowledging that the study endeavored to examine the effect of demographic elements on the growth of careers for female employees. Design/methodology/approach: Descriptive and quantitative approach were used for the study. In this survey, women employed in insurance companies located in Pokhara and Kathamandu valley made up the population. A standardized survey instrument was employed to solicit the information from one hundred and sixty-three female employees using convenient sampling. An independent sample t-test and a one-way ANOVA were used to examine the data. Findings: The findings showed that female’s careers were significantly affected by their age (F = 4.609, p-value=0.001), education level (t = 15.132, p-value=0.000), marital status (t = 8.519, p-value= 0.000) and years of service (F = 2.875,p-value= 0.025). But the money (F = 1.393, p-value= 0.251) that female employees in insurance businesses made did not play a crucial role in their careers. Conclusion: Beyond corporate, family, and societal factors, demographic variables such as age, marital status, years of service, and education level significantly influence the career advancement of female employees in Nepal’s insurance sector, highlighting the need for tailored strategies to address these situational elements. Implications: The study’s findings will help organizations and policymakers continue to focus on the variables, such as women’s demographics, that affect their capability to promote in their careers. Women’s job satisfaction can influence their career promotion, which in turn has an impact on the output of a company. The study’s findings will provide some insight into the consequences of disregarding the demographic conditions that affect women. JEL Classification Codes: J16, M51
... Medical practitioners including Medical officers (MO), Housing Officers (HO) and Post graduates (PG) in public health care sector suffering from insecure service structure resulting in the low morale and low satisfaction related to their work and profession. Previous studies showed that a significant work has been done on the career success [2,3,4,5,6] and professional commitment [7,8,9,10,11,12,13] but little attention has been given to investigate the difference of expectations vs. perceptions among employees regarding career success as well as professional commitment and there has less amount of work on career success and professional commitment in HCS. Due to this reason, previous literature is slightly unable to effectively manage the problems associated with these factors, for example, the medical practitioners working in public health care sector of Pakistan are facing lots of problems such as low salary, slow promotions and contractual jobs which relates to career success of employees and these factors reduce the employee satisfaction and productivity of workers. ...
This study was designed to investigate the expectations and perceptions of medical practitioners regarding career success and professional commitment to find out gap in local setting of Lahore, Pakistan. The research instrument devised was based on qualitative and quantitative methods to probe career success and professional commitment in the local setting of Pakistan as on emerging trend. The initial probing included observations, semi structured interviews and focused group interviews of medical practitioners working in the public sector hospitals. Moreover a questionnaire was developed to collect data from 165 medical practitioners from public hospitals in Lahore, Pakistan. The result indicated the gap between expectations and perceptions of medical practitioners that are reflected by mean scores. Furthermore, study reported that expectations of medical practitioners are higher than perceptions of career success and professional commitment. Research findings can be helpful in policy and strategies planning regarding health care sector.
... from birth to age of 15), followed by exploration (ages of[15][16][17][18][19][20][21][22][23][24], establishment (ages of[25][26][27][28][29][30][31][32][33][34][35][36][37][38][39][40][41][42][43][44], maintenance (ages of[45][46][47][48][49][50][51][52][53][54][55][56][57][58][59][60][61][62][63][64], and disengagement (age of 65+). The growth stage represents an individual's initial introduction to the working world(Super, 1990). ...
Teachers play a crucial role in shaping the quality of education. As they navigate through challenging responsibilities, the desire for career success is inherent among teachers. Assessing career success subjectively, including individual satisfaction and feelings toward one’s career, holds significance for teachers. Career development involves various stages, and individuals, including teachers, undergo an evolution of psychological needs and desires at each stage. The differing needs across career stages may lead to different views of career success by teachers. This study aims to explore differences in subjective career success among teachers in the establishment and maintenance stages. Employing a comparative quantitative approach, the research involved 677 teachers recruited through non-probability quota sampling. The Subjective Career Success Inventory served as the research instrument, and data analysis employed difference tests. Results indicate significant differences in subjective career success between teachers in the establishment and maintenance stages. Differences were observed in dimensions such as recognition, quality work, meaningful work, influence, growth and development, and satisfaction among teachers in these career development stages. Keywords: career development stages, subjective career success, teacher
... Career growth opportunities are crucial for individuals who wish to progress in their career goals (Modem et al., 2022). After decades of studies on career growth, it has been recognized that career growth is fuelled by certain individual's ability to succeed in their careers more than others (Ng et al., 2005;Weng & Zhu, 2020). Scholars have widely studied the factors that influence career growth and its impact on results. ...
This study delves into the under-researched connection between entrepreneurs’ personality traits, their knowledge creation ability, and ultimately, their innovation performance in SMEs of Pakistan. We explore a model where openness to experience and conscientiousness directly influence knowledge creation ability and act as a mediator between personality traits and innovation performance. In addition, career growth opportunities are proposed to moderate these relationships, potentially amplifying the positive effects. This study involved 307 entrepreneurs’ from newly established Pakistani manufacturing and service sector. Data collection occurred across two time points, two months apart, using a 5-point Likert scale questionnaire. Our findings strongly support the proposed model. Both openness and conscientiousness significantly affect innovation performance and knowledge creation ability, which in turn, mediates the relationship between entrepreneurs’ personality traits and their innovation’ performance. Moreover, career growth opportunities strengthen the connections between personality traits, knowledge creation, and innovation performance. This study makes valuable contributions in three ways. First, this study sheds light on the intricate interplay between personality, knowledge creation, and entrepreneurs’ innovation performance within the specific context of Pakistani SMEs. Second, this study offers significant theoretical advancements by demonstrating the mediating role of knowledge creation and the moderating role of career growth opportunities. Finally, this study provides practical implications for both entrepreneurs’ and policymakers, emphasizing the importance of nurturing specific personality traits, fostering knowledge creation abilities, and promoting career growth opportunities to propel innovation.
... Longer commuting distances negatively impact job acceptance, as they increase time and financial burdens (Stutzer and Frey, 2004;Dickerson et al., 2014;Clark et al., 2019). Jobs with clear promotion paths are more attractive, offering career growth and higher future earnings (Ng et al., 2005;De Souza, 2002;Garba and Idris, 2021). The abundance of local job opportunities can decrease the urgency to accept specific offers, as individuals may prefer exploring other options (Simpsons, 1987;Shields and Swenson, 2000;Molho, 2001). ...
In the post-COVID-19 era, the dynamics of labor market participation and job acceptance have shifted significantly, driven by the development of societal and psychological factors. The study highlights the intricate interplay of psychological, societal, and economic factors influencing job acceptance in the post-pandemic labor market. It investigates the determinants of job acceptance, emphasizing the roles of risk aversion, marital status, and job attributes in Goa’s labor market. Using primary data collected from respondents aged 21-55, through stratified sampling, the study applies the Cragg Hurdle Model for analysis. Key findings reveal that job attributes, including flexible working hours, job security, commuting distance, promotion opportunities, and housing conditions, play a critical role in influencing job acceptance. Risk aversion emerged as a crucial psychological factor. Risk-averse individuals strongly preferred stable and predictable jobs, whereas risk-takers were more likely to accept positions with longer hours or fewer guarantees of security. During the pandemic, risk-averse individuals avoided roles involving higher perceived risks. Marital status positively influenced engagement, with married individuals displaying higher job acceptance rates due to the need for financial security and family stability. Marginalized groups experienced disparities in job acceptance due to socio-economic challenges and limited access to resources. Notably, job acceptance was affected by practical considerations, such as commuting time and accommodation conditions. While findings provide valuable insights into Goa’s labor market, limitations include the regional focus, which may restrict broader applicability. Policymakers should prioritize bridging the urban-rural divide and employers must design more flexible, stable, and growth-oriented roles to foster workforce engagement. Future research should employ longitudinal methods to capture changing labor market trends across wider contexts.
Purpose
Innovation is the key to competitive advantage that comes out of innovative behavior of employees in doing the tasks assigned to them thus aiding in strategic decisions. By concentrating on organizational (leader-member exchange) and individual (career satisfaction) parameters, the study aims to empirically investigate the mediating role of leader-member exchange in understanding the relationship between individual innovative behavior and career satisfaction of IT professionals. It also aims to understand the direct impact of individual innovative behavior on career satisfaction.
Design/methodology/approach
The study is conducted on a very powerful category of knowledge workers i.e. IT professionals in India. It is a cross-sectional study on 536 IT professionals to establish a model empirically by applying SEM through Smart PLS (version 4).
Findings
The findings reveal that individual innovative behavior and LMX both have direct positive impact on career satisfaction of IT professionals as well as LMX partially mediates for the relationship between individual innovative behavior and career satisfaction of IT professionals.
Originality/value
It examines LMX as mediator for the relationship between Individual innovative behavior and career satisfaction of IT Professionals. It also amalgamates three crucial theoretical frameworks to test the model created thus, showing their relevance in organizational context on knowledge workers such as IT professionals.
Although women's outsized share of household labor and subsequent career disadvantages are well‐documented, the impact of income arrangements within dual‐earner couples has been underexplored in the context of the work–family dynamic. Drawing upon resource and gender construction theories, we examine how income dynamics within male–female dyads can differentially affect each partner's career success via unpaid home labor. Using multilevel polynomial regression on a longitudinal sample of 7252 dual‐earner couples over a 22‐year period from the Household, Income, and Labor Dynamics in Australia (HILDA) Survey, we demonstrate that the interplay of income within these dyads differentially shapes partners' household labor, ultimately influencing female (but not male) career promotion. Specifically, women face a lower likelihood of promotion when in male‐ and female‐breadwinning arrangements compared with dual‐breadwinning arrangements with minimal resource differentials, partly due to the increased household labor. Among dual‐breadwinning arrangements, we find that female partners have a higher chance of promotion when male partners have similarly high (versus low) income levels, due to reduced household labor. Our supplementary analysis uncovers that work centrality accounts for the gendered impact of household labor on promotion while also illustrating how the effect of income arrangements evolves over 22 years. Overall, our findings provide new revelations on how breadwinning arrangements within couples can reinforce or hinder women's career advancement, while largely leaving men's careers unaffected, through the gendered spillover effect of unpaid household labor.
Objectives: This study aims to reveal the relationship between proactive personality and teaching self-efficacy among teachers, and to determine their level. Methodology: The sample consisted of (247) male and female teachers from the Ramtha District in Jordan. The short version of the Crant and Bateman (1993) scale for proactive personality and Hassouna's (2009) scale for teaching self-efficacy were both used after confirming their psychometric properties. Results: Results indicated a positive correlation between proactive personality and self-efficacy in teaching. Additionally, the results showed that the level of proactive personality among the study participants was moderate. Similarly, the level of self-efficacy in teaching was also moderate. Conclusion: The positive relationship between the proactive personality and teachers’ teaching self-efficacy indicates that attention must be paid to developing the teachers' proactive personality, as the proactive teachers take the initiative to address difficulties and to show behaviors that are indicative of their beliefs in their teaching abilities. These qualities can contribute to motivating them to direct their efforts more effectively towards achieving educational goals and motivating students, at the same time, to persist and succeed in their learning. We suggest developing training programs to enhance both proactive personality and teaching self-efficacy levels among teachers.
Previous research has extensively studied career success, focusing primarily on objective and subjective career success. However, less attention has been given to the career success perceptions of members of marginalized and stigmatized groups whose unique experiences and cultural perspectives may provide new insights into career studies. This paper addresses these gaps by examining the unique experiences and histories of Black women. Drawing on intersectionality and Black feminist epistemology, we develop a conceptual model to understand how Black women perceive career success. Our analysis reveals that Black women navigate gendered racialized career scripts that not only reinforce stereotypes, such as the “angry black woman,” but also present multiple paradoxes, including invisibility and hypervisibility. Black women must also contend with career shocks, including mega-threats such as police violence directed toward Black citizens. We propose that Black women adopt repertoires of identity-aligned behaviors as strategic responses to these challenges, which significantly shape their perceptions of career success. Additionally, we introduce the concept of collective career success defined as self-evaluations by Black women that assess whether their career actions and achievements contribute to the advancement of their group’s interests. Our study contributes to the career success literature by detailing the intersectional challenges, adaptive strategies, and collective career success perceptions of Black women concluding with recommendations for future research and practical implications of our framework.
In a competitive, unpredictable, and information‐driven economy, individual social networks exert increasing impact on one's career sustainability. Drawing on the relational view of human capital, we theorize that entrepreneurs benefit from their social networks to accumulate human capital, which promotes their career subjective well‐being (SWB). In this study, we explore how familial relationship (i.e., spousal education difference) and cultural context (i.e., in‐group collectivism) influence entrepreneurs' SWB, a crucial indicator of career sustainability. Using data from the 2015 and 2017 China Household Finance Survey (CHFS), our results reveal that more educated spouses and higher in‐group collectivism are positively related to entrepreneurs' SWB. However, in regions with high in‐group collectivism, the effect of their spouse's education on human capital accumulation for entrepreneurs is weakened. Our study contributes to human resource management by highlighting the relational approach of human capital accumulation beyond the workplace and its importance on career sustainability.
To access the benefits of mobility, digital nomads regularly disconnect from their physical locations, which should prevent them from forming a sense of place. Yet, they need this sense of place to work effectively and continue to work as digital nomads. Identifying this tension between mobility and work as the mobile worker paradox, we conduct a qualitative analysis of 73 interviews with 67 digital nomads and advance a theoretical model showing two paths by which digital nomads navigate this paradox. As digital nomads initially move to a new location, they experience placelessness—enjoying freedom and being burdened by the lack of structure. They use their freedom for nonwork adventures, and they address burdens via work placemaking, resulting in placefulness, which is a deep connection to their physical location. We find that digital nomads interpret placefulness differently according to their degree of wanderlust, which determines whether they navigate the mobile worker paradox through place iteration or place integration. Challenging the idea that mobility and a sense of place are incompatible, this study enhances our understanding of digital nomads and mobile workers broadly, and it contributes to the literatures on place, paradox, and flexible work. It also invites further research on hybrid workers, the importance of wanderlust in contemporary work arrangements, and the career implications of place iteration and place integration.
Chapter 3 provides an overview of career development processes and practices, adapting traditional practices to the contemporary VR work landscape. This chapter discusses VR career development as a shared responsibility among organizations, leaders, and employees. The chapter introduces a six-stage career development model, consisting of (1) assessment, (2) exploration, (3) analysis, (4) preparation, (5) execution, and (6) reflection—which are relevant to both traditional and VR work settings. The chapter highlights the differences between how these stages of career development are executed differently in VR settings compared to traditional work settings. It emphasizes how career development needs can be addressed through technology in VR settings. Special attention is given to the unique challenges to career development faced by VR employees and the roles that organizations, leaders, and employees play in supporting their career development.
Employees are a valuable asset and an essential component of an organization, contributing to the organization’s image. The relationship between employees and their supervisors is ongoing and continuous. This study is a quantitative research aimed at examining the Contribution of Supervisor Support to Job Satisfaction among employees at the Social Services Department of Padang City. The respondents of this study consisted of 59 employees from the Social Services Department in Padang City, selected using purposive sampling. Data was analyzed using simple regression analysis and collected through a questionnaire containing Likert-scale items related to supervisor support and job satisfaction variables. The results of the simple regression analysis indicate a significant positive contribution of supervisor support to employee job satisfaction, with a significance level of 0.023 (p < 0.05). Supervisor support, which includes assistance, listening, and care, plays a role in creating a conducive work environment for employees. These findings align with previous research showing that supervisor support can enhance job satisfaction through employee well-being and motivation. In conclusion, adequate supervisor support can improve employee job satisfaction, which ultimately contributes positively to organizational performance.
ÖZ Karanlık liderlik, liderin sahip olduğu kişilik ve kişiliğindeki işlevsel olmayan, kendine aşırı düşkün olan, çevresindeki her şeyden kuşkulanan, başkasının onayı olmadan hareket edemeyen, çevresini baskı altına alarak her şeyin mükemmelini elde etmeye çalışan, değişken ve ani duygulanımları, çıkışları ile pasif-saldırgan gibi özelliklerin, liderin davranışlarına yansımasıdır. Karanlık liderlikte bilerek ve isteyerek hem astlarına hem örgüte hem de çalışanlara zarar vermektedir. Bu zarar sağlık hizmetlerinde oldukça önemlidir. Çünkü sağlık hizmetleri insan sağlığıyla ilgilidir. Sağlık hizmetlerinin ekip çalışmasına dayanıyor olması ve çalışan başarısı için liderin etkisinin belirlenmesi ve nitelikli ve verimli sağlık hizmeti için gereklidir. Önemi giderek anlaşılan karanlık lider davranışlarının kapsamlı araştırılması, sebeplerinin ve sonuçlarının ortaya koyularak saptanması çalışanın kariyer başarısı açısından önem arz etmektedir. Bu çalışmanın amacı, sağlık çalışanlarında karanlık liderlik ve kariyer başarısı arasındaki ilişkiyi literatür taraması yapılarak ortaya koymaktır. Kaynakça: 1. Aboramadan, M., &Dahleez, K. (2020). Leadership Stylesand Employees’ Work Outcomes in Nonprofit Organizations: The Role of Work Engagement. Journal of Management Development, (39), 869-893. https://doi.org/10.1108/JMD-12-2019-0499. 2. Afacan Fındıklı, M., Okan, G. &Sığrı, Ü. (2019). Karanlık liderlik ölçeği: çalışanların algısı üzerine bir ölçeklendirme çalışması. Nitel Sosyal Bilimler, 1(1), 89-115. 3. Alparslan, A., Kıran, F., Kılıç Aksoy, Ş., Pehlivan, D. (2020). Mutsuz eden yöneticilerden beklenen liderlik tarzları üzerine senaryo araştırması. Sakarya Üniversitesi İşletme Enstitüsü Dergisi, 2(2), 65-72. https://doi.org/10.47542/sauied.807122. 4. Arthur, M. B., Khapova, S. N. &Wilderom, C. P. (2005). Career success in a boundary less career world. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(2), 177-202. doi: 10.1002/job.290. 5. Ashforth, B. (1994). Pettytyranny in organisations. Human Relations. 47(7), 755-778. 6. Aydın, İ. (2018). Öğretmenlik kariyer evreleri ve öğretmenlerin mesleki gelişimi. Journal of Human Sciences,15(4), 2047-2065. 7. Başar, U., Sığrı, Ü. Basım, N. (2016). İş yerinde karanlık liderlik. İş ve İnsan Dergisi, 3(2), 65-76. 8. Başar, U., Basım, H. N. (2018). Paradoksal liderlik modeli. Amme İdaresi Dergisi, 51(3), 121-153.
Purpose
Organizations can greatly benefit from the transfer of knowledge from older employees to younger generations. However, older workers often hesitate to share their expertise with their younger colleagues. Grounded in conservation of resources theory and the stereotype threat framework, this study aims at examining the negative impact of age-based stereotype threat on organizational knowledge management.
Design/methodology/approach
The authors developed a moderated mediation model and collected data from 219 older workers with a time-lagged design to explore the effect of age-based stereotype threat on older workers’ knowledge hiding.
Findings
The results showed that age-based stereotype threat could lead to knowledge hiding behaviors among older workers due to increased job insecurity, and leader-member exchange can potentially mitigate these effects.
Originality/value
The findings underscore the detrimental effect of age-based stereotype threat on organizational knowledge management and suggest that organizations should foster an age-inclusive environment to facilitate effective intergenerational knowledge transfer.
Amaç –Buçalışmanın amacı beyaz yakalı çalışanların sübjektif kariyer başarıları ve iş yaşam dengesi düzeylerindeki farklılıkların cinsiyet, medeni durum, sahip olduğu çocuk sayısı, eğitim düzeyi, gelir seviyesi, iş yerindeki pozisyonu/statüsü, iş tecrübesi ve çalışma yaşamı boyunda aldığı terfi sayısı gibi sosyodemografik özellikler bağlamında incelenmesidir.Yöntem –Araştırma verileri yüz yüze anket yöntemi kullanılarak İstanbul ilinde özel sektörde yer alan işletmelerde çalışan 400 beyaz yakalı çalışandan toplanmıştır. Veri analiz sürecinde t-Testi, Anova testleri ve Welch testi kullanılmıştır.Bulgular –Yapılan analizler sonucunda çalışanların sübjektif kariyer başarısı düzeylerinin yaş, alınan terfi sayısı, kurumda bulunulan statü/poziyon ve elde edilen gelir düzeyi değişkenlerine göre farklılaştığı, medeni durum, cinsiyet, eğitim düzeyi ve çocuk sahibi olup/olmama durumlarına göre farklılaşmadığı; çalışanların iş yaşam dengesi düzeylerinin ise sadece içinde bulunulan yaş grubuna göre farklılaştığı, medeni durum, cinsiyet, eğitim düzeyi, çocuk sahibi olup/olmama, alınan terfi sayısı, statü/pozisyon ve gelir değişkenleri açısında farklılık göstermediği tespit edilmiştir.Tartışma –Bu çalışmada sübjektif kariyer başarısı ve iş yaşam dengesi değişkenleri ve bu değişkenlerin sosyodemografik faktörler ile ilişkileri ele alınmıştır. Çalışanların subjektif kariyer başarısı ve iş yaşam dengesi düzeylerinin sosyodemografik özellikler bakımından farklılık gösterip göstermediği ortaya konmuştur. Bazı bulgular daha önce yapılan araştırma sonuçlarını desteklerken bazı bulgular daha önce yapılan araştırma sonuçlarıyla örtüşmemektedir.
In China, about 20% of cabin crew positions become vacant every year due to reasons such as transfer or separation, a phenomenon that seriously threatens the stability of the cabin crew team and the service quality of airlines. The study aims to analyze how cabin crew’s competency and professional identity affect their career success, with the aim of providing airlines with practical guidance on cabin crew training and human resource management. This study constructed a theoretical model based on competency theory, career identity theory, and career success theory, and tested the hypotheses using structural equation modeling by distributing questionnaires to 500 cabin crew members of Xiamen Airlines, and analyzed the differences using one-way analysis of variance (ANOVA). The results of the study showed that: (1) cabin crew’s competency has a significant positive effect on professional identity; (2) cabin crew’s competency has a significant positive effect on career success; (3) cabin crew’s professional identity has a significant positive effect on career success; (4) professional identity plays a mediating role between competency and career success; and (5) there are significant differences between cabin crew with different educational backgrounds in terms of competency, professional identity and career success.
Amaç: Bu çalışmanın temel amacı, havacılık sektöründe kabin ekiplerinin kayırmacılık (nepotizm) algılarının, çalışanların demografik özelliklerine göre nasıl farklılık gösterdiğini incelemektir. Akraba kayırmacılığı olarak tanımlanan nepotizm, iş ortamında çalışan motivasyonu, örgüt kültürü ve performans üzerinde önemli etkilere sahiptir. Kabin ekibinin kritik ve müşteri odaklı rolü göz önünde bulundurulduğunda, çalışanların kayırmacılık algılarının ve bu algıların demografik gruplara göre nasıl değiştiğinin anlaşılması, Türkiye’deki havayolu şirketlerinin örgütsel dinamiklerine dair önemli bilgiler sunmaktadır. Tasarım/Yöntem: Çalışma kapsamında Türkiye’deki düşük maliyetli havayolu şirketlerinde görev yapan 389 kabin personeli ile bir anket gerçekleştirilmiştir. Katılımcıların kayırmacılık algılarını ölçmek için Abdalla (1998) tarafından geliştirilen ve 17 maddeden oluşan, tek boyutlu bir nepotizm ölçeği kullanılmıştır. Katılımcılardan yaş, cinsiyet, çalışma süresi, eğitim durumu ve şirketteki pozisyonları gibi demografik bilgiler toplanmıştır. Demografik değişkenler ile kayırmacılık algıları arasındaki anlamlı ilişkileri belirlemek için Bağımsız T-Testi ve ANOVA testleri uygulanmıştır. Sonuçlar: Çalışmanın sonuçları, genel olarak kabin ekiplerinin kayırmacılık algılarının görece düşük olduğunu göstermektedir. Ancak, bazı demografik değişkenler temelinde anlamlı farklılıklar gözlenmiştir. Özellikle, teknik bilgi, beceri ve uzmanlık gerektiren pozisyonlarda çalışanların kayırmacılık algılarının daha düşük olduğu saptanmıştır. Buna karşılık, daha az uzmanlık gerektiren alanlarda çalışanların kayırmacılık algılarının daha yüksek olduğu görülmektedir. Bu sonuçlar, havacılık sektöründe çalışanların görev yaptıkları pozisyon ve uzmanlık düzeylerine göre kayırmacılık algılarının değiştiğini ortaya koymaktadır. Uygulama Çıkarımları: Çalışmanın bulguları, havayolu yönetimi ve insan kaynakları profesyonelleri için önemli uygulama önerileri sunmaktadır. İlk olarak, kabin ekiplerinin kayırmacılık algılarının nispeten düşük olması, bu sorunun yaygın bir sorun olmadığını göstermekle birlikte, özellikle teknik olmayan pozisyonlarda bu algının var olabileceğini göstermektedir. Organizasyonlar, işe alım, terfi ve görev dağılımı süreçlerinde şeffaflığı artırmalı ve kayırmacılığa karşı duyarlı pozisyonlar için önlemler almalıdır. Açık ve liyakate dayalı değerlendirme kriterlerinin uygulanması ve örgütsel kararların adilliği konusunda iletişimin artırılması, kayırmacılık algısının olumsuz etkilerini azaltabilir. Özgün Değer: Bu çalışma, özellikle kabin ekipleri bağlamında, havacılık sektöründe kayırmacılık algılarını inceleyen nadir çalışmalardan biridir. Geçerliliği ve güvenilirliği kanıtlanmış bir ölçek kullanılarak ve geniş bir örneklem üzerinde anket yapılarak, demografik faktörlerin kayırmacılık algıları üzerindeki etkilerine ilişkin değerli ampirik kanıtlar sunulmaktadır. Çalışmanın küresel ve kritik öneme sahip havacılık sektörüne odaklanması, bulguların önemini artırmakta, benzer hiyerarşik ve müşteri odaklı rollere sahip diğer hizmet sektörlerine uygulanabilir öneriler sunmaktadır.
Abstract
This study is based on the students' readiness to use the basic mathematical knowledge they learned
in their daily lives in the primary school years, when the foundations of mathematics teaching were laid.
Therefore, the effect of teaching primary school fourth grade students consisting of mathematical literacy
questions appropriate to the curriculum and adapted to the level on the success of students' mathematical
literacy, the development of mathematical competencies in the teaching process and students' views and
thoughts were investigated in all aspects. In this study, the process of understanding and solving the
mathematical literacy questions of the fourth-grade students in primary school was examined by applying
the intertwined mixed design in which the quasi-experimental study was dominant. At the end of the study,
it was observed that mathematics literacy teaching positively affected students' mathematical literacy
achievements, that there was an improvement in the development of mathematical competences of
representing, communication, reasoning and problem solving. The students stated that the questions in the
instruction were somewhat difficult, intelligence-enhancing and different, and that they would like to see
these questions in school mathematics.
This study examined whether employees develop perceptions about 3 different types of fit: person-organization fit, needs-supplies fit, and demands-abilities fit. Confirmatory factor analyses of data from 2 different samples strongly suggested that employees differentiate between these 3 types of fit. Furthermore, results from a longitudinal design of 187 managers supported both the convergent and discriminant validity of the different types of fit perceptions. Specifically, person-organization fit perceptions were related to organization-focused outcomes (e.g., organizational identification, citizenship behaviors, turnover decisions), whereas needs-supplies fit perceptions were related to job- and career-focused outcomes (e.g., job satisfaction, career satisfaction, occupational commitment). Although demands-abilities fit perceptions emerged as a distinct construct, they were not related to hypothesized outcomes (e.g., job performance, raises).
A model of perceived sexual orientation discrimination was tested in a national sample of 534 gay and lesbian employees. The effects of legislation, organizational policies and practices, and work group composition on perceived sexual orientation discrimination were examined, as well as the attitudinal and organizational outcomes associated with discrimination. Gay employees were more likely to report discrimination when employed in groups that were primarily heterosexual and in organizations that lacked supportive policies and were not covered by protective legislation. Disclosure of sexual orientation at work was related to discrimination and antecedent variables. Perceived discrimination was associated with negative work attitudes and fewer promotions. Organizational policies and practices had the strongest impact on perceived discrimination and were directly related to outcomes.
In a departure from the organizational development literature, this study hypothesized that managerial responses to organizational change are influenced by 7 dispositional traits (locus of control, generalized self-efficacy, self-esteem, positive affectivity, openness to experience, tolerance for ambiguity, and risk aversion). Data were collected from 6 organizations (N = 514) to test the hypotheses. The 7 traits were reduced to 2 factors: Positive Self-Concept and Risk Tolerance. Both of these trait factors significantly predicted self-reports and independent assessments of coping with change. Results also indicated that coping with organizational change was related to extrinsic (salary, job level, plateauing, job performance) and intrinsic (organizational commitment, job satisfaction) career outcomes and that coping mediated roughly half of the relationships between the dispositional factors and these career outcomes.
In this study the authors compare career and work experiences of executive women and men. Female (n = 51) and male (n = 56) financial services executives in comparable jobs were studied through archival information on organizational outcomes and career histories, and survey measures of work experiences. Similarities were found in several organizational outcomes, such as compensation, and many work attitudes. Important differences were found, however, with women having less authority, receiving fewer stock options, and having less international mobility than men. Women at the highest executive levels reported more obstacles than lower level women. The gender differences coupled with women's lower satisfaction with future career opportunities raise questions about whether women are truly above the glass ceiling or have come up against a 2nd, higher ceiling.
Analysis of 42,934 correlations published in 581 articles not only revealed general evidence that self-report methods have produced percept–percept inflation in microresearch on organizations but also suggested that this effect is diminished when 1 or both covariates are demographic variables. Further analysis of a subsample of 11,710 correlations indicated that percept–percept inflation has influenced research on particular bivariate relationships but has not had the broad, comprehensive effects envisioned by critics. These findings challenge the validity of general condemnations of self-report methods, suggesting instead that domain-specific investigations are required to determine which areas of research are especially susceptible to percept–percept effects.
The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.
This study compares the careers of matched samples of 69 female executives and 69 male: executives try examining perceived barriers and facilitators of advancement, self-reported developmental experiences, and career histories. Consistent with tokenism theory, women reported greater barriers, such as lack of culture fit and being excluded from informal networks, and greater importance of having a good track. record and developing relationships to facilitate advancement than did men. Career success, measured by organizational level and compensation, was positively related to breadth of experience and developmental assignments for both genders, but successful women were less likely than successful men to report that mentoring facilitated their advancement. Developmental experiences and career histories were similar for female and male executives, but men bad more overseas assignments and women had more assignments with nonauthority relationships.
Linkages between a global measure of mentoring experiences, gender, and four outcome variables were investigated. Also, the moderating effects of gender were examined to determine whether mentoring is differentially associated with career outcomes for men and women. Business school graduates (147 women and 173 men) provided information about their backgrounds, companies, positions, mentoring practices, compensation, and compensation satisfaction. Individuals experiencing extensive mentoring relationships reported receiving more promotions, had higher incomes, and were more satisfied with their pay and benefits than individuals experiencing less extensive mentoring relationships. There were no gender differences with regard to the frequency of mentoring activities, and gender did not moderate mentoring-outcome relationships. The results are discussed within the context of a $7,990 income difference between men and women.
The construct of perceived teacher self-efficacy is defined and distinguished from related constructs by referring to Bandura's social-cognitive theory. In a retrospective view on the history of the construct in the English-speaking world, theoretical problems and psychometric deficiencies become obvious. To stimulate research in the German-speaking countries, a new scale to measure teacher self-efficacy was developed and tested in a longitudinal field study. The nationwide test of this instrument on 275 teachers in 10 schools revealed good psychometric properties. First indicators of validity could be obtained by means of correlations with other teacher characteristics at 2 points in time. High negative relations with job strain and with job burnout were found. Moreover, teachers high on teacher self-efficacy were used to offer up more leisure time for their students than their less self-efficacious counterparts.
While business organizations are struggling to hold on to their best and brightest women, the persistence of the glass ceiling makes this difficult. Dismantling the glass ceiling requires an accurate understanding of the overt and subtle barriers to advancement faced by women, and the strategies used to overcome these barriers. A large-scale, national survey of Fortune 1000 CEOs and the highest-ranking, most successful women in their companies identified key career strategies used by the women in their rise to the top, and the barriers to advancement they faced in their firms. A startling finding of the study was the disparity in the perceptions of chief executive officers and the high-ranking women in their firms. The Fortune 1000 CEOs had vastly different perceptions of the organizational and environmental barriers faced by their female employees, and in their companies' progress towards equality in the workplace.
The literature on transformational and transactional leadership suggests integrating the leader-memher exchange (LMX) approach with research on mentoring. Using LISREL VII confirmatory factor analysis. and 183 managerial dyads, we show LMX and mentoring to be empirically distinct from the supervisors' perspective hut not from the sub-ordinates'. LMX and mentoring each also accounted for meaningful incremental variance over the other with respect to rated performance, salary progress, and promotion rate. Implications are briefly discussed.
This paper synthesizes the literature on vocational decision making among women. Anticipatory socialization to adult work roles results in the development of a vocational self-concept, which includes personality, interests, values, perceived capacities, perceived opportunities, and perceived costs. Preferences based on this self-concept guide the job-search process. Expectancy theory is proposed to integrate the findings in the literature, and implications for research are discussed.
We measure the effects of motivation and ability on the early career success of a sample of Master's of Business Administration (MBA) graduates in the early years of their careers. We argue that performance is a joint effect of two important individual characteristics: general cognitive ability and motivation. General cognitive ability, which is representative of the general population, refers to individual differences in tasks or pursuits that demand mental effort, such as abstraction, rule inference, generalization, and manipulating or transforming problems. Motivation is conceptualized as a stable mental state that energizes human behavior. Results show that the combination of high general cognitive ability and motivation is significantly associated with more early career success. MBAs who were both smarter and worked harder were more successful in their job search upon graduation, were earning higher salaries, had more rapid pay increases, and received more promotions in their early careers. These findings add to the mounting evidence that studying enduring individual characteristics is critical to predicting behavior.
This study examined the relationship of career mentoring to the promotions and compensation received by 404 early career managers and professionals working in a variety of organizations. The results indicate that with a number of variables controlled, career mentoring was related to both promotion rate and total compensation. The results also support the conclusion that career-oriented mentoring has a greater relationship with promotion rate for people from the highest-level socioeconomic backgrounds than for those from lower-level backgrounds. We provide several explanations for the effects of career mentoring on early career progress and suggest a number of areas for future research on mentoring and other developmental relationships. Studies of the early career progress of managers and professionals have frequently been based on the principle that ability, achievement, and con
Multiple regression analysis is used to examine the impact of employment gaps on 2 dimensions of managerial careers - income and career satisfaction. Four hypotheses are tested using survey data from 1,361 individuals holding masters of business administration (MBA) degrees. The results indicate that discontinuous employment histories have a negative impact on future income beyond that attributable to diminished work experience. MBAs with employment gaps earn 14% less than those who have been continuously employed. While women with MBAs are more likely to experience gaps than men with MBAs, the impact of the gap on income is less severe for women than for men. The results also indicate that career interruptions diminish career satisfaction beyond the decrease attributable to lower income for men but not for women. The findings suggest discrimination against men not following a traditional career path.
Although the number of traditional families, those with an employed father and a not-employed mother, has been decreasing, organizations and researchers have failed to examine the implications of these changes for managerial careers. In a study, an expanded typology of family structure is presented that includes spousal employment status. The effects on managerial career paths of a post-traditional family structure, in which both parents are employed, is explored. The results from a survey of M.B.A. degree holders show such a family structure to be related to income and career satisfaction for men and women. Single men and married men with employed wives and no children earn levels of income similar to married men with employed wives and children. In addition, the earnings of women in post-traditional families are similar to those of other married women and greater than those of single women. The findings suggest that family structure should receive greater focus from both researchers and organizations.
This study examined the effect of employee commitment on individuals' nonwork and career satisfactions. Data on public employees' attitudes indicated that the individual consequences of employee commitment are positive, supporting the notion that psychological attachment to a work organization yields personal benefits for individuals. These results contradict the notion that people necessarily pay a high personal price for high levels of employee commitment and caution against viewing psychological attachment as a zero-sum phenomenon.
Work gets done. Time passes. Careers— sequences of work experiences over time—unfold. A career depicts the person, the elementary unit in work arrangements. Careers invoke relationships within and among firms. Careers spell economic and social outcomes. Put simply, everyone who works has a career. And everyone’s life outside work is connected to the career. As lives are lived, a focus on careers, rather than on jobs, insists that we account for time and its implications. Careers matter!
This study examines the extent to which employee judgments about distributive and procedural justice predict job satisfaction, intent to stay and evaluation of supervision in Hong Kong. Distributive and procedural justice each plays a role in determining work outcomes of Hong Kong employees. However, some effects of these justice variables differ from results of previous studies in the United States (U.S.). First, in previous U.S. studies, procedural justice moderates the relationship of distributive justice with evaluation of supervision, but not with job satisfaction or intent to stay. For Hong Kong employees, procedural justice moderates the effects of distributive justice on job satisfaction and intent to stay, but not on evaluation of supervision. Second, previous U.S. studies have shown that procedural justice has a larger effect on work outcomes for women, while distributive justice has larger effects on outcomes for men. For Hong Kong employees, the effects of procedural and distributive justice are about the same for men and women. Differences in the effects of distributive and procedural justice between Hong Kong and the U.S. may reflect cultural dimensions, such as collectivism/individualism and power distance, as well as the relative availability of rewards for women in the work force. Practical implications and future research directions are discussed. Copyright © 2000 John Wiley & Sons, Ltd.
This research examines whether the relationships between psychological contract violations and three types of employee behavior (intention to quit, neglect of in-role job duties, and organizational citizenship behaviors) are mediated by unmet expectations and job dissatisfaction. Using a sample of over 800 managers from a wide variety of research sites, this study tests for mediator effects using both hierarchical regression analyses and structural equation modelling. The results suggest that unmet expectations and job dissatisfaction do partially mediate such relationships. Copyright © 2000 John Wiley & Sons, Ltd.
Data obtained from engineers (N = 230) in Singapore were used to test a tnodel of career withdrawal intentions. The model hypothesized personal, organizational and environinental variables as exogenous variables that affect career satisfaction and job satisfaction. These affective states in tum affect career commitment which was posited directly to affect career withdrawal intentions. The findings suggest that the model is useful in explaining career withdrawal intentions as 50 per cent (R^) of the variance was explained. As hypothesized, career commitment revealed a significant negative path to career withdrawal intentions. Some of the exogenous variables, particularly organizational variables , showed direct significant paths to career withdrawal intentions, though work-family conflict, a personal variable, approached significance. A limitation of the study, direction for future studies and implications of the findings are discussed .
This paper empirically examined theoretical antecedents of commitment in two organizational settings. Multiple regression results for a combined sample of 284 employees showed that mentorship, powerlessness, and perceived ability to find a job elsewhere were negatively related to commitment. In line with our assertion that employees are now faced with work environments that are rapidly changing, variables previously associated with commitment, such as age, education, and tenure, did not display significant positive associations in this analysis.
Forty-six technicians employed by an ambulance and life flight service were surveyed to examine the effects of organization-based self-esteem (OBSE) on career outcomes and quality. Results show that those high in OBSE reported stronger career commitment and weaker career withdrawal intentions than those low in OBSE. Contrary to predictions, significant differences were not found for career satisfaction and career tenure. However, there was a significant difference between the high and low groups on the import of quality. Those low in OBSE tended to devalue quality as compared to those high in OBSE. A post hoc analysis was conducted to offer insight into which aspects of quality were important to the high OBSE group.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
We examined the career progression of male and female managers employed by 20 Fortune 500 corporations. All study participants had been geographically transferred for career advancement during the 2 years preceding the study. Nevertheless, the women lagged behind the men with respect to salary progression and frequency of job transfers. Although the women had done "all the right stuff"-getting a similar education as the men, maintaining similar levels of family power, working in similar industries, not moving in and out of the work force, not removing their names from consideration for a transfer more often-it was still not enough. There were still significant disparities in men's and women's salary progression and geographic mobility.
In a study of a national random sample of mature male managerial, professional, and blue-collar workers, the positive effects of being married and the negative effects of having a working wife on both occupational status and wage attainment were observed most strongly for the professional and managerial subsamples. These results are consistent with both a conformance-to-social expectations and wife-as-career resource arguments, but not as consistent with either human capital/market-signalling or distributive justice arguments. The effects of specific organizational tenure, education, and socioeconomic origins on both forms of attainment tended to be stronger for managers than for professionals, and, in turn, than for the blue-collar respondents. These results are consistent with the different need for control, given the uncertainty of evaluation and performance and importance of the jobs (higher for managers and professionals than for others), and the different mechanisms for achieving control. Professional control is achieved more through extraorganizational mechanisms, while managerial control is achieved through background, certification, and tenure, which tend to be associated with compliance to the normative structure.
This correlational field study investigated the affect of personal tendencies to experience positive and negative affect (affectivity) on job satisfaction, organizational commitment, and intention to quit. The major findings indicated that positive and negative affectivity independently explain significant proportions of variance of measures of work attitudes.
Drawing on related literature and an inductive pilot study, we propose a conceptual framework for the relationship between job rotation and selected career-related variables. A test on 255 employees showed rotation was predicted by career antecedents, such as tenure and performance, and was related to career outcomes, such as salary and promotion, positive affect, and perceptions of skill acquisition and other career benefits. Rotation may he a proactive way to enhance the career development value of work assignments.
In this study, we examined the moderating effects of individual differences and sources of support on the negative relationship between work-family conflict and career satisfaction. Data from 975 managers indicated that the relationship was significant for women irrespective of age but was significant for men only in later career. Moreover, the relationship was stronger for individuals who were in the minority gender in their work groups, but it was weaker for those who had strong community ties. Implications are discussed.
In this study, I aimed to assess if traits and interpersonal support helped explain advancing in management from entry level to upper management, including gender differences in the links of interpersonal support. After human capital and promotion opportunities, managerial aspirations and masculinity were the strongest predictors of advancing in management. Male hierarchies predicted women's advancing less than men into lower and middle management, and career encouragement predicted women's advancing more to upper management, both as compared to declining to lower levels than men.
A large but dated literature indicates that academia does not reward individuals for contributions to science, instead applying sponsored mobility norms, whereby individuals are rewarded when they are sponsored by established academics. The reported study examined whether contemporary universities' hiring decisions are better described by tournament or sponsored mobility. Departing from the findings of past research, our longitudinal data indicated that management departments currently employ tournament-based criteria when distributing jobs.
This article proposes a four-cell typology of career systems, reflecting two critical dimensions along which firms choose a staffing strategy: supply flow and assignment flow. We suggest that this typology reflects, in a human resources context, the different choices firms make in managing their overall strategy. The career systems profiles that follow from the typology both describe and predict the composition of a company's work force.
This paper analyzes data describing jobs in 100 establishments in order to test hypotheses about the characteristics of jobs and organizations associated with the structure of internal promotion ladders. The diversity of labor market arrangements found within the organizations indicates only weak support for hypotheses linking internal labor markets to organizational or sectoral imperatives. At the job level, however, there is support for hypotheses linking job ladders to firm-specific skills, organizational structure, gender distinctions, technology, occupational differentiation, the institutional environment, and the interests of unions. The paper concludes with an examination of how promotion ladders are formed from clusters of jobs associated with each other by occupation, skill, or gender composition.
In this study we formulate and test models of voluntary turnover and downsizing in a hospital undergoing workforce reduction following a merger. Targeted separation packages were primarily employed by the hospital in selecting departments and units as having surplus staff, as well as identifying individual employees. Determinants for the models were derived from the disparate disciplines of economics, sociology, and psychology, as well as demographic and reactions to change variables. Applying event history analysis to data from a sample of 415 hospital employees over a five year period, the results indicate that older, full-time employees, who were less absent, and had an acceptable workload, yet experienced lower co-worker support and responded negatively to the amalgamation of the hospital were more likely to be downsized. Conversely, employees who were younger, white-collar, intended to leave, and predisposed to the amalgamation were more likely to resign. In addition, the differential effects (based on discriminant function analysis) of the five categories of variables found that age, blue-collar, co-worker support, full-time, amalgamation, and work overload discriminated between the two forms of turnover. The theoretical and practical implications of the findings are discussed.
This article reports the results of a comprehensive meta-analysis of turnover antecedents, extending an earlier one by Hom and Griffeth (1995). As such, this updated meta-analysis represents the most wide-ranging quantitative review to date of the predictive strength of numerous turnover antecedents. Importantly, the present investigation identifies various moderators of antecedent-turnover correlations. The implications of these findings for both theory and practice are discussed.
Building on demography theories, we study the effects of organizational sex composition at different job levels on the turnover of men and women at the same or lower levels We found that women were less likely to leave when more women were employed at their job level but that the effects of the proportions of women immediately above and in executive levels varied with women's rank. Men's turnover was not significantly affected by the proportions of men at or immediately above their job level but decreased when more men were employed in executive levels.
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The relationship between organizational promotion and career satisfaction was investigated. Questionnaire data were obtained from 190 administrative employees in two universities in the northwest of England. The significant difference in career satisfaction between the two samples disappeared when statistical control for number of promotions was imposed. Further, number of promotions was the only variable which accounted for a significant amount of variance in career satisfaction. The implications of the results for organisations and the limitations of the study are discussed and suggestions for research are made.