Pub Date : 2023-12-29DOI: 10.1108/cdi-06-2023-0191
Ume Rubaca, Majid Khan
Purpose
The study aims to examine whether job resourcefulness affects task performance through job crafting at the within-person level.
Design/methodology/approach
The data were collected from employees of the tour and travel firms and their supervisors. Multilevel structural equation modeling (MSEM) was used for analysis due to the repeated data structure, for example, days (n = 900) nested in individuals (n = 180).
Findings
Results show a positive association between job resourcefulness and task performance, with the full mediation of job crafting at the within-person level.
Originality/value
The study concludes that variation in job resourcefulness impacts job crafting and task performance at the within-person level.
{"title":"Job resourcefulness, job crafting and task performance in a post-COVID-19 context: a diary study on tour and travel frontline employees","authors":"Ume Rubaca, Majid Khan","doi":"10.1108/cdi-06-2023-0191","DOIUrl":"https://doi.org/10.1108/cdi-06-2023-0191","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The study aims to examine whether job resourcefulness affects task performance through job crafting at the within-person level.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The data were collected from employees of the tour and travel firms and their supervisors. Multilevel structural equation modeling (MSEM) was used for analysis due to the repeated data structure, for example, days (<em>n</em> = 900) nested in individuals (<em>n</em> = 180).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results show a positive association between job resourcefulness and task performance, with the full mediation of job crafting at the within-person level.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The study concludes that variation in job resourcefulness impacts job crafting and task performance at the within-person level.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2023-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139053297","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-12-21DOI: 10.1108/cdi-07-2023-0226
Yating Wang, Qinghui Hou, Zewei Xue, Huan Li
Purpose
This study established and examined a moderated mediation model connecting family motivation with proactive career behavior (PCB). Drawing on social cognitive career theory model of career self-management and person-environment fit theory, the authors posit that the influence of family motivation on PCB is mediated by career goal setting (CGS) and moderated by career support climate (CSC).
Design/methodology/approach
Using multilevel modeling techniques, data were collected from 98 leaders and 416 employees at two-time points.
Findings
Results show that family motivation has a positive direct and indirect effect on PCB through CGS. Additionally, CSC strengthens the positive effect of family motivation on PCB through CGS.
Practical implications
For employees, proactive career management and the establishment of clear career goals are vital for fulfilling family responsibilities. Simultaneously, for managers and organizations, creating a supportive work environment is crucial to encourage employees in career management.
Originality/value
While existing research highlights the detrimental effect of fulfilling family caregiving responsibilities on employees' career development, the comprehension of this relationship remains limited. Taking a family motivation perspective, this study explores the mechanisms through which family motivation stimulates employees to engage in PCB, with a specific focus on the moderating influence of CSC. The findings offer fresh insights into the role of family motivation in career development, contributing significantly to the broader literature on the intersection of family and careers.
{"title":"Why employees engage in proactive career behavior: examining the role of family motivation","authors":"Yating Wang, Qinghui Hou, Zewei Xue, Huan Li","doi":"10.1108/cdi-07-2023-0226","DOIUrl":"https://doi.org/10.1108/cdi-07-2023-0226","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study established and examined a moderated mediation model connecting family motivation with proactive career behavior (PCB). Drawing on social cognitive career theory model of career self-management and person-environment fit theory, the authors posit that the influence of family motivation on PCB is mediated by career goal setting (CGS) and moderated by career support climate (CSC).</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using multilevel modeling techniques, data were collected from 98 leaders and 416 employees at two-time points.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results show that family motivation has a positive direct and indirect effect on PCB through CGS. Additionally, CSC strengthens the positive effect of family motivation on PCB through CGS.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>For employees, proactive career management and the establishment of clear career goals are vital for fulfilling family responsibilities. Simultaneously, for managers and organizations, creating a supportive work environment is crucial to encourage employees in career management.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>While existing research highlights the detrimental effect of fulfilling family caregiving responsibilities on employees' career development, the comprehension of this relationship remains limited. Taking a family motivation perspective, this study explores the mechanisms through which family motivation stimulates employees to engage in PCB, with a specific focus on the moderating influence of CSC. The findings offer fresh insights into the role of family motivation in career development, contributing significantly to the broader literature on the intersection of family and careers.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2023-12-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138824763","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-12-01DOI: 10.1108/cdi-01-2023-0016
Maoyu Zhang, Shiyu Zhou, Yan Wu, Shengming Liu
PurposeDespite the dramatic increase in people's use of social media, relatively few studies have examined its effect on careers. Drawing upon social comparison theory and self-regulation theory, this study aims to investigate how career-oriented social media usage interacts with social comparison orientation (SCO) to influence the career exploration of university students.Design/methodology/approachThree waves of survey data are collected from 482 university students in China. Hypotheses are tested through ordinary least squares analysis.FindingsResults show that career-oriented social media usage increases career anxiety, which in turn promotes career exploration. Furthermore, SCO strengthens such influence of career-oriented social media usage.Originality/valueGiven the limited attention paid to the effects of social media in career contexts, this study distinguishes career-oriented social media usage and proposes insights into its effect on career exploration. In doing so, this study extends social media literature and provides implications for the transition of university students from school to work in the digital era.
{"title":"Pressure from social media: influence of social media usage on career exploration","authors":"Maoyu Zhang, Shiyu Zhou, Yan Wu, Shengming Liu","doi":"10.1108/cdi-01-2023-0016","DOIUrl":"https://doi.org/10.1108/cdi-01-2023-0016","url":null,"abstract":"PurposeDespite the dramatic increase in people's use of social media, relatively few studies have examined its effect on careers. Drawing upon social comparison theory and self-regulation theory, this study aims to investigate how career-oriented social media usage interacts with social comparison orientation (SCO) to influence the career exploration of university students.Design/methodology/approachThree waves of survey data are collected from 482 university students in China. Hypotheses are tested through ordinary least squares analysis.FindingsResults show that career-oriented social media usage increases career anxiety, which in turn promotes career exploration. Furthermore, SCO strengthens such influence of career-oriented social media usage.Originality/valueGiven the limited attention paid to the effects of social media in career contexts, this study distinguishes career-oriented social media usage and proposes insights into its effect on career exploration. In doing so, this study extends social media literature and provides implications for the transition of university students from school to work in the digital era.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2023-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138624589","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-11-28DOI: 10.1108/cdi-04-2023-0099
Pamela Agata Suzanne, Viktoriya Voloshyna, Jelena Zikic
Purpose
This paper aims to explore the stages and processes of work identity reconstruction following a major health-related career shock.
Design/methodology/approach
In-depth case study and interpretive phenomenological methods are used to allow for deep reflective self-analysis of post-career shock stages. The paper explores the identity processes and stages a Chief of Human Resources of a multinational firm experienced after being deprived from his main working abilities as a result of a brain stroke.
Findings
Post-shock work identity stages and processes are identified, as long as the importance of identity threat, liminality, identity internalization and relational recognition in the reconstruction process. The findings propose new coping responses that may allow individuals to escape a diminished work identity: identity shedding and identity implanting.
Originality/value
While career shocks play a significant role in career development, there is currently little understanding of how career shocks may affect individuals' work identity or sense of self, particularly over time. The paper provides a nuanced understanding of this phenomenon, through process data collected at several points in time over a period of 14 years.
{"title":"Reconstruction work awaits: work identity in the aftermath of health-related career shock","authors":"Pamela Agata Suzanne, Viktoriya Voloshyna, Jelena Zikic","doi":"10.1108/cdi-04-2023-0099","DOIUrl":"https://doi.org/10.1108/cdi-04-2023-0099","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper aims to explore the stages and processes of work identity reconstruction following a major health-related career shock.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>In-depth case study and interpretive phenomenological methods are used to allow for deep reflective self-analysis of post-career shock stages. The paper explores the identity processes and stages a Chief of Human Resources of a multinational firm experienced after being deprived from his main working abilities as a result of a brain stroke.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Post-shock work identity stages and processes are identified, as long as the importance of identity threat, liminality, identity internalization and relational recognition in the reconstruction process. The findings propose new coping responses that may allow individuals to escape a diminished work identity: identity shedding and identity implanting.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>While career shocks play a significant role in career development, there is currently little understanding of how career shocks may affect individuals' work identity or sense of self, particularly over time. The paper provides a nuanced understanding of this phenomenon, through process data collected at several points in time over a period of 14 years.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2023-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138526990","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-11-09DOI: 10.1108/cdi-08-2023-0261
Jeff Foster, Thomas Stone, I.M. Jawahar, Brigitte Steinheider, Truit W. Gray
Purpose The authors introduce a new construct, reputational self-awareness (RSA). RSA represents the congruence between how individuals think they are viewed by others (i.e. metaperceptions) versus how they are actually viewed (i.e. other ratings). The authors sought to demonstrate that RSA is a superior predictor of performance indices. Design/methodology/approach Personality self-ratings from 381 business students and their ratings by 966 others were collected via online surveys. Other raters rated self-raters' personalities as well as their task performance, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). Findings Results indicate that RSA predicts variance in performance above and beyond self-report ratings, and performance is highest when metaperceptions and other ratings of performance are aligned. These results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development. Research limitations/implications The authors' results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development. A cross-sectional design was used in which personality and performance data were gathered from respondents, and the P 720 is a relatively new personality instrument. Practical implications RSA is a valuable tool for employee development, coaching and counseling because, as extant research and the authors' findings demonstrate, awareness of how others view and judge one, one's reputation is essential information to guide work behaviors and career success. Therefore, a key career-development goal for trainers and counselors should be to use a multi-perspective approach to maximize clients' RSA. Social implications Use of other ratings as opposed to traditional self-rating of personality provides superior prediction of behavior and is more useful for career development. Originality/value This is the first study to demonstrate utility of RSA, i.e. that individuals who more accurately assess their personality are rated as performing better by others. The authors' results offer new insights for personality research and career development and support the use of personality assessment from multiple perspectives, thus enabling the exploration of potentially insightful research questions that cannot be examined by assessing personality from a single perspective.
{"title":"Reputational self-awareness: an innovative career development tool","authors":"Jeff Foster, Thomas Stone, I.M. Jawahar, Brigitte Steinheider, Truit W. Gray","doi":"10.1108/cdi-08-2023-0261","DOIUrl":"https://doi.org/10.1108/cdi-08-2023-0261","url":null,"abstract":"Purpose The authors introduce a new construct, reputational self-awareness (RSA). RSA represents the congruence between how individuals think they are viewed by others (i.e. metaperceptions) versus how they are actually viewed (i.e. other ratings). The authors sought to demonstrate that RSA is a superior predictor of performance indices. Design/methodology/approach Personality self-ratings from 381 business students and their ratings by 966 others were collected via online surveys. Other raters rated self-raters' personalities as well as their task performance, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). Findings Results indicate that RSA predicts variance in performance above and beyond self-report ratings, and performance is highest when metaperceptions and other ratings of performance are aligned. These results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development. Research limitations/implications The authors' results support the use of a multi-perspective approach to personality assessment as a useful tool for coaching and career development. A cross-sectional design was used in which personality and performance data were gathered from respondents, and the P 720 is a relatively new personality instrument. Practical implications RSA is a valuable tool for employee development, coaching and counseling because, as extant research and the authors' findings demonstrate, awareness of how others view and judge one, one's reputation is essential information to guide work behaviors and career success. Therefore, a key career-development goal for trainers and counselors should be to use a multi-perspective approach to maximize clients' RSA. Social implications Use of other ratings as opposed to traditional self-rating of personality provides superior prediction of behavior and is more useful for career development. Originality/value This is the first study to demonstrate utility of RSA, i.e. that individuals who more accurately assess their personality are rated as performing better by others. The authors' results offer new insights for personality research and career development and support the use of personality assessment from multiple perspectives, thus enabling the exploration of potentially insightful research questions that cannot be examined by assessing personality from a single perspective.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135192660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-11-08DOI: 10.1108/cdi-11-2022-0301
Nicolas Bazine, Léandre Alexis Chénard-Poirier, Adalgisa Battistelli, Marie-Christine Lagabrielle
Purpose This research examined the presence of career orientation profiles by investigating how young workers combined protean career orientation attitudes, motivation to learn to develop one's career and an optimistic future perspective on their career. It explored how a differentiated endorsement of these attitudes and motivation (i.e. career orientation profiles) were associated with the adoption of multiple career-enhancing behaviors, namely proactive career behaviors (i.e. career planning, networking and skill development) and learning behaviors with technologies. Design/methodology/approach Latent profile analysis was conducted among young individuals starting their career (N = 767) and found four distinct profiles. Findings The first profile revealed that 17.2% of workers in this sample were displaying low levels in protean career orientation, motivation to learn and optimistic future time perspective (profile 1). Two differentiated profiles showed either low levels of protean career orientation and high levels of motivation to learn (profile 2) or high levels of protean career attitudes and low levels of motivation to learn (profile 3). These profiles presented an average level of future time perspective and represented 13.8 and 40.6% of the sample. Finally, 28.4% of the sample showed high levels on all these variables (profile 4). Originality/value Only young workers who showed high levels on all these indicators also presented high levels of proactive behaviors and learning with technologies. The other three profiles were associated with suboptimal levels on these outcomes. Taken together, these results offer new insights into the psychological state of mind of workers most adapted to succeed in a modern career.
{"title":"Who is successful in career development? A person-centered approach to the study of career orientation profiles","authors":"Nicolas Bazine, Léandre Alexis Chénard-Poirier, Adalgisa Battistelli, Marie-Christine Lagabrielle","doi":"10.1108/cdi-11-2022-0301","DOIUrl":"https://doi.org/10.1108/cdi-11-2022-0301","url":null,"abstract":"Purpose This research examined the presence of career orientation profiles by investigating how young workers combined protean career orientation attitudes, motivation to learn to develop one's career and an optimistic future perspective on their career. It explored how a differentiated endorsement of these attitudes and motivation (i.e. career orientation profiles) were associated with the adoption of multiple career-enhancing behaviors, namely proactive career behaviors (i.e. career planning, networking and skill development) and learning behaviors with technologies. Design/methodology/approach Latent profile analysis was conducted among young individuals starting their career (N = 767) and found four distinct profiles. Findings The first profile revealed that 17.2% of workers in this sample were displaying low levels in protean career orientation, motivation to learn and optimistic future time perspective (profile 1). Two differentiated profiles showed either low levels of protean career orientation and high levels of motivation to learn (profile 2) or high levels of protean career attitudes and low levels of motivation to learn (profile 3). These profiles presented an average level of future time perspective and represented 13.8 and 40.6% of the sample. Finally, 28.4% of the sample showed high levels on all these variables (profile 4). Originality/value Only young workers who showed high levels on all these indicators also presented high levels of proactive behaviors and learning with technologies. The other three profiles were associated with suboptimal levels on these outcomes. Taken together, these results offer new insights into the psychological state of mind of workers most adapted to succeed in a modern career.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135340601","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-12DOI: 10.1108/cdi-05-2023-0154
Xiaolin Ge, Haibo Yu, Qing Zhang, Shanghao Song, Siyuan Liu
Purpose As an increasingly important variable in the career field, career sustainability has received particular attention, yet few empirical studies have been conducted to examine its antecedents. The authors propose a moderated mediation model based on the goal-setting theory and the wise proactivity perspective for exploring when and how self-goal setting can influence career sustainability. Design/methodology/approach The authors use a time-lagged design and collect three waves of data from 1,260 teachers in basic education schools in China. The authors test the proposed hypotheses with SPSS 26.0 and Mplus 8.3. Findings The results show that self-goal setting positively relates to career sustainability and that career crafting plays a mediating role in this relationship. This relationship is strengthened when perceived organizational goal clarity is high. Originality/value The authors extend the application scenarios of the goal-setting theory to the field of career research and find out that self-goal setting is also a self-initiated and wise antecedent of career sustainability. From a wise proactivity perspective, the authors examine the mediating mechanism of career crafting to make positive career outcomes. Furthermore, the authors consider the impact of perceived organizational goal clarity as a boundary condition and broaden the understanding of “when to wise proactivity” from the goal-setting theory.
{"title":"Self-goal setting as a way to career sustainability: exploring the roles of career crafting and perceived organizational goal clarity","authors":"Xiaolin Ge, Haibo Yu, Qing Zhang, Shanghao Song, Siyuan Liu","doi":"10.1108/cdi-05-2023-0154","DOIUrl":"https://doi.org/10.1108/cdi-05-2023-0154","url":null,"abstract":"Purpose As an increasingly important variable in the career field, career sustainability has received particular attention, yet few empirical studies have been conducted to examine its antecedents. The authors propose a moderated mediation model based on the goal-setting theory and the wise proactivity perspective for exploring when and how self-goal setting can influence career sustainability. Design/methodology/approach The authors use a time-lagged design and collect three waves of data from 1,260 teachers in basic education schools in China. The authors test the proposed hypotheses with SPSS 26.0 and Mplus 8.3. Findings The results show that self-goal setting positively relates to career sustainability and that career crafting plays a mediating role in this relationship. This relationship is strengthened when perceived organizational goal clarity is high. Originality/value The authors extend the application scenarios of the goal-setting theory to the field of career research and find out that self-goal setting is also a self-initiated and wise antecedent of career sustainability. From a wise proactivity perspective, the authors examine the mediating mechanism of career crafting to make positive career outcomes. Furthermore, the authors consider the impact of perceived organizational goal clarity as a boundary condition and broaden the understanding of “when to wise proactivity” from the goal-setting theory.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135963624","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-06DOI: 10.1108/cdi-10-2022-0290
Lama Al Imam, Luisa Helena Pinto
Purpose This study uses a Kaleidoscope Career (KC) approach to explore how UAE women managers experience their careers, the advancement in management and the career models they encounter. Design/methodology/approach This study employs an interpretative phenomenological approach to analyse in-depth face-to-face interviews with 22 Emirati women in middle and senior management positions across various industries in both the public and private sectors. Findings This research is significant in uncovering career advancement mechanisms and three career models: “my life is not elsewhere,” “seizing opportunities” and “wholehearted dedication to the country.” These models highlight women managers' pivotal role in UAE's economic development. Research limitations/implications This study is confined to a convenience sample of women managers from Abu Dhabi, Dubai and Sharjah. While not fully representative of all local women, the findings on career advancement mechanisms and Emirati women managers' non-traditional career paths hold theoretical significance. The results challenge the uncritical adoption of Western career models, highlighting the need to consider alternative career models and advancement mechanisms. Practical implications This research expands the authors' knowledge of career advancement mechanisms and models experienced by Emirati women, offering insights for enhancing gender equality in Arab world managerial roles. Originality/value These findings open new research avenues to explore Emirati women's careers beyond the largest Emirates and assess their broader economic and societal contributions.
{"title":"An exploratory study on career models and mechanisms of career advancement of Emirati women managers","authors":"Lama Al Imam, Luisa Helena Pinto","doi":"10.1108/cdi-10-2022-0290","DOIUrl":"https://doi.org/10.1108/cdi-10-2022-0290","url":null,"abstract":"Purpose This study uses a Kaleidoscope Career (KC) approach to explore how UAE women managers experience their careers, the advancement in management and the career models they encounter. Design/methodology/approach This study employs an interpretative phenomenological approach to analyse in-depth face-to-face interviews with 22 Emirati women in middle and senior management positions across various industries in both the public and private sectors. Findings This research is significant in uncovering career advancement mechanisms and three career models: “my life is not elsewhere,” “seizing opportunities” and “wholehearted dedication to the country.” These models highlight women managers' pivotal role in UAE's economic development. Research limitations/implications This study is confined to a convenience sample of women managers from Abu Dhabi, Dubai and Sharjah. While not fully representative of all local women, the findings on career advancement mechanisms and Emirati women managers' non-traditional career paths hold theoretical significance. The results challenge the uncritical adoption of Western career models, highlighting the need to consider alternative career models and advancement mechanisms. Practical implications This research expands the authors' knowledge of career advancement mechanisms and models experienced by Emirati women, offering insights for enhancing gender equality in Arab world managerial roles. Originality/value These findings open new research avenues to explore Emirati women's careers beyond the largest Emirates and assess their broader economic and societal contributions.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135304284","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-06DOI: 10.1108/cdi-01-2023-0004
Hui Chen, Jie Liu, Yu Wang, Ning Yang, Xiao-Hua (Frank) Wang
Purpose Proactive career behavior (PCB) is an effective form of career self-management that has positive impacts on individual career development and career success, and therefore, the purpose of this paper is to explore the driving factors of PCB. Design/methodology/approach Drawing on the interactionist perspective and situational strength theory, this study examined the independent and joint effects of role commitment and pay-for-performance (PFP) on employees' PCB based on data collected from 298 Chinese private enterprise employees at two time points. Findings The authors found that occupational role commitment (ORC), parental role commitment (PRC) and PFP were positively related to PCB. Furthermore, PFP moderated the relationship between ORC/PRC and PCB, such that the two relationships were stronger when PFP was low. Originality/value Drawing on the interactionist perspective, the authors contribute to the literature on PCB by revealing novel antecedents of PCB: ORC, PRC and PFP. The authors also contribute to the situational strength theory by examining how role commitment and PFP may interact to impact employees' PCB. Finally, the authors are among the first to consider the effects of role commitment on individual career behaviors, thus extending the nomological network of role commitment.
{"title":"The impacts of role commitment and pay-for-performance on proactive career behavior: an interactionist perspective","authors":"Hui Chen, Jie Liu, Yu Wang, Ning Yang, Xiao-Hua (Frank) Wang","doi":"10.1108/cdi-01-2023-0004","DOIUrl":"https://doi.org/10.1108/cdi-01-2023-0004","url":null,"abstract":"Purpose Proactive career behavior (PCB) is an effective form of career self-management that has positive impacts on individual career development and career success, and therefore, the purpose of this paper is to explore the driving factors of PCB. Design/methodology/approach Drawing on the interactionist perspective and situational strength theory, this study examined the independent and joint effects of role commitment and pay-for-performance (PFP) on employees' PCB based on data collected from 298 Chinese private enterprise employees at two time points. Findings The authors found that occupational role commitment (ORC), parental role commitment (PRC) and PFP were positively related to PCB. Furthermore, PFP moderated the relationship between ORC/PRC and PCB, such that the two relationships were stronger when PFP was low. Originality/value Drawing on the interactionist perspective, the authors contribute to the literature on PCB by revealing novel antecedents of PCB: ORC, PRC and PFP. The authors also contribute to the situational strength theory by examining how role commitment and PFP may interact to impact employees' PCB. Finally, the authors are among the first to consider the effects of role commitment on individual career behaviors, thus extending the nomological network of role commitment.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135304286","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-28DOI: 10.1108/cdi-10-2022-0292
Jie Huang, Yali Li, Chunyong Tang
Purpose Drawing on the conservation of resources theory, the present research paper examines the moderating role of leaders' Machiavellianism in the relationships between the desire for promotion, workplace anxiety and exploitative leadership. Design/methodology/approach The authors collected matched time-lagged data from part-time MBA students and their subordinates. The subordinate questionnaires were paired and coded by the researchers and then directly distributed and instructed to be filled out, which would not be known to the MBA students. The final sample size came to 370 leader-subordinate dyads. The data were analyzed using SPSS 24 and Mplus 7.0. Findings Leaders' desire for promotion is positively related to exploitative leadership via workplace anxiety. Furthermore, this mediating effect is significant when Machiavellianism is high, but not when Machiavellianism is low. Originality/value For business ethics scholars and practitioners, this study points out that leaders with a desire for promotion can produce workplace anxiety, lead to subordinates' perception of exploitative leadership and how this process varies by key personality trait—Machiavellianism.
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