Pub Date : 2023-06-02DOI: 10.1108/cdi-07-2022-0208
F. Ugwu, A. C. Nwali, L. E. Ugwu, C. O. Okafor, Keyna C. Ozurumba, Ike E. Onyishi
PurposeThis study investigated employee cynicism and workplace ostracism as pathways through which perceived organizational politics (POPs) is related to counterproductive work behavior (CWB) targeted at individual coworkers (CWB-I) and the organization (CWB-O).Design/methodology/approachData were collected from 794 university employees in Southeastern, Nigeria at three-point of measurements.FindingsResults of the Structural Equation Modelling showed that POPs positively predicted CWB-I but did not predict CWB-O directly. POPs positively predicted both employee cynicism and workplace ostracism. Employee cynicism did not predict CWB-I and CWB-O, but workplace ostracism positively predicted both CWB-I and CWB-O. Moreover, whilst POPs did not predict both CWB-I and CWB-O through employee cynicism; workplace ostracism partially mediated the relationship between POPs and the two dimensions of CWB.Originality/valueThe relationship between POPs and CWB has been documented in the literature, but whether affect-laden processes (employee cynicism and workplace ostracism) explain this relationship is new. Conducting the study in a context previously neglected extended our understanding of the indirect relationship between POPs and CWB.
{"title":"Mediating roles of employee cynicism and workplace ostracism on the relationship between perceived organizational politics and counterproductive work behavior","authors":"F. Ugwu, A. C. Nwali, L. E. Ugwu, C. O. Okafor, Keyna C. Ozurumba, Ike E. Onyishi","doi":"10.1108/cdi-07-2022-0208","DOIUrl":"https://doi.org/10.1108/cdi-07-2022-0208","url":null,"abstract":"PurposeThis study investigated employee cynicism and workplace ostracism as pathways through which perceived organizational politics (POPs) is related to counterproductive work behavior (CWB) targeted at individual coworkers (CWB-I) and the organization (CWB-O).Design/methodology/approachData were collected from 794 university employees in Southeastern, Nigeria at three-point of measurements.FindingsResults of the Structural Equation Modelling showed that POPs positively predicted CWB-I but did not predict CWB-O directly. POPs positively predicted both employee cynicism and workplace ostracism. Employee cynicism did not predict CWB-I and CWB-O, but workplace ostracism positively predicted both CWB-I and CWB-O. Moreover, whilst POPs did not predict both CWB-I and CWB-O through employee cynicism; workplace ostracism partially mediated the relationship between POPs and the two dimensions of CWB.Originality/valueThe relationship between POPs and CWB has been documented in the literature, but whether affect-laden processes (employee cynicism and workplace ostracism) explain this relationship is new. Conducting the study in a context previously neglected extended our understanding of the indirect relationship between POPs and CWB.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48175276","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 : 2023-05-23DOI: 10.1108/cdi-10-2022-0274
Vrinda Khattar, Upasna A. Agarwal
PurposeThe purpose of this article is to understand how women develop entrepreneurship as a career identity through women's various life stages. Using a life story approach, the authors study the formation of Indian businesswomen's entrepreneurial identity in businesswomen's unique socio-cultural context.Design/methodology/approachThe study drew upon 15 semi-structured interviews with practicing women entrepreneurs using a qualitative methodology. Gioia methodology was used to systematically analyze the data for theory building.FindingsThe narratives of the Indian women entrepreneurs indicate that Indian women's entrepreneurial identity was a developmental process influenced by various episodes in different life stages-childhood, adolescence, marriage and motherhood. Life episodes influenced the creation and enactment of this entrepreneurial identity, which led to the emergence of entrepreneurship as a career choice.Research limitations/implicationsThe study's retrospective design may have raised concerns involving memory recall. The open-ended questions gave the participants the freedom to recount the life episodes that influenced the participants the most and may have partly mitigated this concern.Originality/valuePrior studies have focused on specific life stages of women entrepreneurs, without taking a holistic life-story view, thereby missing out on how career identity is formed as a result of life episodes. Using the developmental psychology approach, the authors provide a nuanced and holistic lens to understanding women's entrepreneurship.
{"title":"Evolving as an entrepreneur: a life story approach to studying Indian women entrepreneurs","authors":"Vrinda Khattar, Upasna A. Agarwal","doi":"10.1108/cdi-10-2022-0274","DOIUrl":"https://doi.org/10.1108/cdi-10-2022-0274","url":null,"abstract":"PurposeThe purpose of this article is to understand how women develop entrepreneurship as a career identity through women's various life stages. Using a life story approach, the authors study the formation of Indian businesswomen's entrepreneurial identity in businesswomen's unique socio-cultural context.Design/methodology/approachThe study drew upon 15 semi-structured interviews with practicing women entrepreneurs using a qualitative methodology. Gioia methodology was used to systematically analyze the data for theory building.FindingsThe narratives of the Indian women entrepreneurs indicate that Indian women's entrepreneurial identity was a developmental process influenced by various episodes in different life stages-childhood, adolescence, marriage and motherhood. Life episodes influenced the creation and enactment of this entrepreneurial identity, which led to the emergence of entrepreneurship as a career choice.Research limitations/implicationsThe study's retrospective design may have raised concerns involving memory recall. The open-ended questions gave the participants the freedom to recount the life episodes that influenced the participants the most and may have partly mitigated this concern.Originality/valuePrior studies have focused on specific life stages of women entrepreneurs, without taking a holistic life-story view, thereby missing out on how career identity is formed as a result of life episodes. Using the developmental psychology approach, the authors provide a nuanced and holistic lens to understanding women's entrepreneurship.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42429191","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 : 2023-04-21DOI: 10.1108/cdi-07-2022-0202
Prashanth N. Bharadwaj, F. R. Buchanan
PurposeThe purpose of this paper is to explore the perceptions of self-initiated professional expatriates about their subjective/intangible and objective/tangible successes in both home and host countries.Design/methodology/approachThis is an empirical study using a survey methodology that included a sample of 211 (Male = 120 and Female = 91) employed professionals from India. Structural equation modeling, ANOVA and t-tests were used to analyze the data.FindingsThis study is unique in examining a sample from a homogeneous population from one country with one segment deciding to be SIEs while the other segment decided to return to their home country. The application of personal initiative (PI) theory and the theory of intrinsic motivation to SIEs is also relatively new. The focus on female professional SIEs from an emerging market to an advanced economy adds value to this study. The results have implications for employers and policy makers as well as US universities.Originality/valueThis study is unique in examining a sample from a homogenous population from one country with one segment deciding to be SIEs while the other segment deciding to return to their home country. The application of personal initiative (PI) theory to SIEs is also relatively new. The focus on female professional SIEs from an emerging market to an advanced economy adds value to this study. The results have implications for employers and policy makers as well as to US universities.
{"title":"Self-initiated expatriates from emerging markets: career benefits arising from personal initiative","authors":"Prashanth N. Bharadwaj, F. R. Buchanan","doi":"10.1108/cdi-07-2022-0202","DOIUrl":"https://doi.org/10.1108/cdi-07-2022-0202","url":null,"abstract":"PurposeThe purpose of this paper is to explore the perceptions of self-initiated professional expatriates about their subjective/intangible and objective/tangible successes in both home and host countries.Design/methodology/approachThis is an empirical study using a survey methodology that included a sample of 211 (Male = 120 and Female = 91) employed professionals from India. Structural equation modeling, ANOVA and t-tests were used to analyze the data.FindingsThis study is unique in examining a sample from a homogeneous population from one country with one segment deciding to be SIEs while the other segment decided to return to their home country. The application of personal initiative (PI) theory and the theory of intrinsic motivation to SIEs is also relatively new. The focus on female professional SIEs from an emerging market to an advanced economy adds value to this study. The results have implications for employers and policy makers as well as US universities.Originality/valueThis study is unique in examining a sample from a homogenous population from one country with one segment deciding to be SIEs while the other segment deciding to return to their home country. The application of personal initiative (PI) theory to SIEs is also relatively new. The focus on female professional SIEs from an emerging market to an advanced economy adds value to this study. The results have implications for employers and policy makers as well as to US universities.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41848601","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 : 2023-04-19DOI: 10.1108/cdi-02-2022-0028
Yufan Shang, Ruonan Zhao, Malika Richards
PurposeThe purpose of this paper is to investigate the mechanism through which stressors influence job crafting. Based on regulatory focus theory, this study explores the mediating role of work regulatory focus between the challenge-hindrance stressors and approach-avoidance job crafting and the moderating role of trait regulatory focus.Design/methodology/approachThe authors collected survey data in a northwestern city of China from 578 employees working in the finance, real estate and IT industries. Results were analyzed using Mplus 7.FindingsThe results reveal that challenge stressors have a positive effect on both approach job crafting (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands) and avoidance job crafting (i.e. decreasing hindering job demands) via work promotion focus. On the other hand, hindrance stressors have a positive effect on only avoidance job crafting via work prevention focus. In addition, trait promotion focus accentuates the influence of challenge-hindrance stressors on work regulatory focus, as well as the indirect effect of challenge-hindrance stressors on approach-avoidance job crafting respectively. Trait prevention focus only weakens the influence of challenge stressors on work promotion focus.Research limitations/implicationsThis study unfolds how stressors relate to job crafting. However, the cross-sectional design may limit the causal inferences.Originality/valueThis study provides new insight into the relationship between stressors and job crafting by explicating the motivational mechanism and boundary conditions.
{"title":"Do work stressors facilitate or impede job crafting? The role of employee trait and work regulatory focus","authors":"Yufan Shang, Ruonan Zhao, Malika Richards","doi":"10.1108/cdi-02-2022-0028","DOIUrl":"https://doi.org/10.1108/cdi-02-2022-0028","url":null,"abstract":"PurposeThe purpose of this paper is to investigate the mechanism through which stressors influence job crafting. Based on regulatory focus theory, this study explores the mediating role of work regulatory focus between the challenge-hindrance stressors and approach-avoidance job crafting and the moderating role of trait regulatory focus.Design/methodology/approachThe authors collected survey data in a northwestern city of China from 578 employees working in the finance, real estate and IT industries. Results were analyzed using Mplus 7.FindingsThe results reveal that challenge stressors have a positive effect on both approach job crafting (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands) and avoidance job crafting (i.e. decreasing hindering job demands) via work promotion focus. On the other hand, hindrance stressors have a positive effect on only avoidance job crafting via work prevention focus. In addition, trait promotion focus accentuates the influence of challenge-hindrance stressors on work regulatory focus, as well as the indirect effect of challenge-hindrance stressors on approach-avoidance job crafting respectively. Trait prevention focus only weakens the influence of challenge stressors on work promotion focus.Research limitations/implicationsThis study unfolds how stressors relate to job crafting. However, the cross-sectional design may limit the causal inferences.Originality/valueThis study provides new insight into the relationship between stressors and job crafting by explicating the motivational mechanism and boundary conditions.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"1 1","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41339567","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 : 2023-04-04DOI: 10.1108/cdi-08-2022-0220
Alessandro Lo Presti, B. I. Van der Heijden, J. Briscoe, Assunta De Rosa
PurposeAs the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations between protean career, subjective and objective career success were mediated by job crafting, assessed via its three main dimensions (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands).Design/methodology/approachThe authors sampled 594 Italian employees using a time-lagged research design: protean career was assessed at T1 and job crafting and career success at T2. Responses were analyzed through structural equation modeling.FindingsThis study’s results showed that increasing structural job resources mediated the association of protean career with subjective career success, while increasing challenging job demands mediated its association with objective career success.Originality/valueIn contrast to previous studies, in this contribution, the mediating role of job crafting is disentangled by taking into account its three respective dimensions. Additionally, the authors included both forms of career success as outcomes of protean career. Implications for future research and practical recommendations are presented and discussed.
{"title":"“Crafting your own success”: a time-lagged study on the mediating role of job crafting dimensions in the relationship between protean career and career success","authors":"Alessandro Lo Presti, B. I. Van der Heijden, J. Briscoe, Assunta De Rosa","doi":"10.1108/cdi-08-2022-0220","DOIUrl":"https://doi.org/10.1108/cdi-08-2022-0220","url":null,"abstract":"PurposeAs the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations between protean career, subjective and objective career success were mediated by job crafting, assessed via its three main dimensions (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands).Design/methodology/approachThe authors sampled 594 Italian employees using a time-lagged research design: protean career was assessed at T1 and job crafting and career success at T2. Responses were analyzed through structural equation modeling.FindingsThis study’s results showed that increasing structural job resources mediated the association of protean career with subjective career success, while increasing challenging job demands mediated its association with objective career success.Originality/valueIn contrast to previous studies, in this contribution, the mediating role of job crafting is disentangled by taking into account its three respective dimensions. Additionally, the authors included both forms of career success as outcomes of protean career. Implications for future research and practical recommendations are presented and discussed.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43596624","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 : 2023-04-03DOI: 10.1108/cdi-10-2022-0285
W. Donald
PurposeDrawing on a framework of person-organisation fit (POF) theory, this paper aims to understand how organisations can establish and maintain sustainable early-career talent pipelines. Research question one asks, “How do graduates feel that organisations can attract early-career talent?” Research question two asks, ‘What can employers learn from graduate perspectives about the retention of early-career talent?Design/methodology/approachTwenty-eight graduates from UK universities participated in semi-structured interviews in early 2022. Cohort one was composed of 15 individuals who graduated in 2008. Cohort two was composed of 13 individuals who graduated in 2020.FindingsThe findings identified two themes associated with attracting early-career talent: “Company Culture” and “Supply and Demand”. However, 2020 graduates prioritised the job role and job security, whereas 2008 graduates prioritised job location and commute duration. Three additional themes were related to the retention of early-career talent: “Career Progression”, “Health and Well-being” and “Remuneration”. Findings also highlighted how POF could evolve over time, whereby retention can be beneficial or detrimental to either party.Practical implicationsThe study identifies pragmatic approaches to attracting and retaining early-career talent and understanding how graduates' views on POF evolve over time.Originality/valueThe study extends POF research and bridges the shared sustainability themes of “person”, “context” and “time” from vocational behaviour and HRM literature streams.
{"title":"Sustainable talent pipelines and person-organisation fit: strategic insights from UK graduates","authors":"W. Donald","doi":"10.1108/cdi-10-2022-0285","DOIUrl":"https://doi.org/10.1108/cdi-10-2022-0285","url":null,"abstract":"PurposeDrawing on a framework of person-organisation fit (POF) theory, this paper aims to understand how organisations can establish and maintain sustainable early-career talent pipelines. Research question one asks, “How do graduates feel that organisations can attract early-career talent?” Research question two asks, ‘What can employers learn from graduate perspectives about the retention of early-career talent?Design/methodology/approachTwenty-eight graduates from UK universities participated in semi-structured interviews in early 2022. Cohort one was composed of 15 individuals who graduated in 2008. Cohort two was composed of 13 individuals who graduated in 2020.FindingsThe findings identified two themes associated with attracting early-career talent: “Company Culture” and “Supply and Demand”. However, 2020 graduates prioritised the job role and job security, whereas 2008 graduates prioritised job location and commute duration. Three additional themes were related to the retention of early-career talent: “Career Progression”, “Health and Well-being” and “Remuneration”. Findings also highlighted how POF could evolve over time, whereby retention can be beneficial or detrimental to either party.Practical implicationsThe study identifies pragmatic approaches to attracting and retaining early-career talent and understanding how graduates' views on POF evolve over time.Originality/valueThe study extends POF research and bridges the shared sustainability themes of “person”, “context” and “time” from vocational behaviour and HRM literature streams.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44957950","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 : 2023-04-03DOI: 10.1108/cdi-11-2022-0315
Melvyn R. W. Hamstra, B. Schreurs, L. Maxim Laurijssen, E. Marescaux
PurposeMass lay-offs tremendously impact employees and companies. Helping people toward new employment could help organizations manage costs and reputation. The authors sought to test a model, based on regulatory focus theory, predicting which employees are more likely to consider leaving the company during this uncertain time (turnover intentions) and indirectly to engage in behavior to strengthen their external labor market position (mobility-oriented behavior).Design/methodology/approachWith a mass lay-off impending, the authors studied employees (N = 326) in a financial services organization. The authors reasoned that employees' perception that they have higher (vs lower) qualifications than their job requires, may be able to spur turnover intentions for some because it enhances perception that movement to another job is desirable and feasible. The authors proposed perceptions of being overqualified vs perceptions of being underqualified only affect the turnover intentions and mobility-oriented behavior of promotion-focused employees.FindingsSupporting the expectations, promotion-focused employees (but not prevention-focused employees) who perceived themselves to be overqualified, compared with promotion-focused employees who perceived themselves to be underqualified, showed higher turnover intentions and, indirectly, mobility-oriented behavior.Originality/valueThis research is one of few studies that have examined intentions and behavior of employees who are facing impending mass lay-off, as most lay-off research has studied survivors or victims post lay-off. To the best of the authors’ knowledge, this is the first study to apply a regulatory focus perspective on overqualification/underqualification, as well as to turnover intention and mobility behavior.
{"title":"Who wants to leave when facing mass lay-off: a regulatory focus perspective on turnover intentions and mobility-oriented behavior","authors":"Melvyn R. W. Hamstra, B. Schreurs, L. Maxim Laurijssen, E. Marescaux","doi":"10.1108/cdi-11-2022-0315","DOIUrl":"https://doi.org/10.1108/cdi-11-2022-0315","url":null,"abstract":"PurposeMass lay-offs tremendously impact employees and companies. Helping people toward new employment could help organizations manage costs and reputation. The authors sought to test a model, based on regulatory focus theory, predicting which employees are more likely to consider leaving the company during this uncertain time (turnover intentions) and indirectly to engage in behavior to strengthen their external labor market position (mobility-oriented behavior).Design/methodology/approachWith a mass lay-off impending, the authors studied employees (N = 326) in a financial services organization. The authors reasoned that employees' perception that they have higher (vs lower) qualifications than their job requires, may be able to spur turnover intentions for some because it enhances perception that movement to another job is desirable and feasible. The authors proposed perceptions of being overqualified vs perceptions of being underqualified only affect the turnover intentions and mobility-oriented behavior of promotion-focused employees.FindingsSupporting the expectations, promotion-focused employees (but not prevention-focused employees) who perceived themselves to be overqualified, compared with promotion-focused employees who perceived themselves to be underqualified, showed higher turnover intentions and, indirectly, mobility-oriented behavior.Originality/valueThis research is one of few studies that have examined intentions and behavior of employees who are facing impending mass lay-off, as most lay-off research has studied survivors or victims post lay-off. To the best of the authors’ knowledge, this is the first study to apply a regulatory focus perspective on overqualification/underqualification, as well as to turnover intention and mobility behavior.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44568762","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 : 2023-04-03DOI: 10.1108/cdi-10-2022-0280
Tonbara Mordi, T. Adisa, O. Adekoya, K. Sani, C. Mordi, M. Akhtar
PurposeRecent gender-related research has focused on how gender affects work–life balance (WLB), particularly whether men and women have similar difficulties balancing work and family demands. However, to broaden WLB research beyond its concentration on employees to a different population, this study investigates the WLB experiences of single student-working mothers.Design/methodology/approachThis article uses a qualitative study using three focus groups to compare Nigerian and British single student-working mothers' WLB experiences and coping strategies or mechanisms adopted in these two contexts.FindingsThe findings indicate that, regardless of nationality, single student-working mothers are affected by inter-role conflict, role ambiguity, role strain, role overload and external role pressures, which make achieving WLB a herculean task. Nevertheless, given the different political, economic and socio-cultural landscapes of the two countries, the extent to which the aforementioned factors impact single student-working mothers varies and influences the range of coping mechanisms adopted in the two contexts.Practical implicationsThe insights gleaned from this study suggest that there are huge challenges for single student-working mothers in terms of achieving WLB due to their status as students, workers and mothers. Combining these roles negatively affect their WLB and level of productivity and effectiveness, at home, at work and at university. This poses significant implications for human resource structures, policies and practices. The authors suggest that single student-mothers should learn from their counterparts' experiences and coping mechanisms, and that organisations and government should also provide adequate support to help them combine their challenging roles. This would ease the tension associated with combining multiple roles and enhance their well-being and WLB.Originality/valueThe study calls for a re-examination of WLB policies and practices at organisational and national levels to ensure that single student-working mothers are well supported to enhance their productivity and WLB.
{"title":"A comparative study of the work–life balance experiences and coping mechanisms of Nigerian and British single student-working mothers","authors":"Tonbara Mordi, T. Adisa, O. Adekoya, K. Sani, C. Mordi, M. Akhtar","doi":"10.1108/cdi-10-2022-0280","DOIUrl":"https://doi.org/10.1108/cdi-10-2022-0280","url":null,"abstract":"PurposeRecent gender-related research has focused on how gender affects work–life balance (WLB), particularly whether men and women have similar difficulties balancing work and family demands. However, to broaden WLB research beyond its concentration on employees to a different population, this study investigates the WLB experiences of single student-working mothers.Design/methodology/approachThis article uses a qualitative study using three focus groups to compare Nigerian and British single student-working mothers' WLB experiences and coping strategies or mechanisms adopted in these two contexts.FindingsThe findings indicate that, regardless of nationality, single student-working mothers are affected by inter-role conflict, role ambiguity, role strain, role overload and external role pressures, which make achieving WLB a herculean task. Nevertheless, given the different political, economic and socio-cultural landscapes of the two countries, the extent to which the aforementioned factors impact single student-working mothers varies and influences the range of coping mechanisms adopted in the two contexts.Practical implicationsThe insights gleaned from this study suggest that there are huge challenges for single student-working mothers in terms of achieving WLB due to their status as students, workers and mothers. Combining these roles negatively affect their WLB and level of productivity and effectiveness, at home, at work and at university. This poses significant implications for human resource structures, policies and practices. The authors suggest that single student-mothers should learn from their counterparts' experiences and coping mechanisms, and that organisations and government should also provide adequate support to help them combine their challenging roles. This would ease the tension associated with combining multiple roles and enhance their well-being and WLB.Originality/valueThe study calls for a re-examination of WLB policies and practices at organisational and national levels to ensure that single student-working mothers are well supported to enhance their productivity and WLB.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44158766","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 : 2023-04-03DOI: 10.1108/cdi-05-2022-0121
J. Schueller
PurposeThis scoping review aims to survey literature that covers employability preparation and labor market outcomes for graduates from transnational higher education institutions.Design/methodology/approachThis scoping literature review uses career ecosystems as a theoretical framework and the context-input-process-outcomes model as a conceptual framework.FindingsThis scoping review confirms a limited research base of approximately 50 sources that primarily use qualitative methods and socio-economic theories to center the student voice and focus on international branch campuses in the Middle East and Asia. Notably, there is a lack of focus on staff experiences regarding the process of preparing students for employment. The review also demonstrates the need for more research on career processes and outcomes in transnational higher education.Research limitations/implicationsThis scoping review is relevant to higher education institutions seeking to meet the challenges of preparing graduates for more than one national labor market. It has implications for universities' ability to attract students, develop relevant labor market preparation programming and understand whether the institution is addressing local employment needs. For researchers, it offers insight and impetus into the area of inquiry regarding transnational education, graduate labor market outcomes and employability.Practical implicationsPractical implications are drawn for students, parents, policymakers and transnational and non-transnational higher education institutions, as well as those who are engaged in providing international education and career advice.Social implicationsThis review offers insight into developing labor market-relevant TNE programming, which may be helpful both for host and home country transnational education stakeholders interested in impact.Originality/valueThis is one of the first reviews to systematically address literature about employability preparation and labor market outcomes for graduates from transnational higher education institutions; in using career ecosystems theory, this review offers a bridge between international higher education and career studies.
{"title":"Transnational education, labor market outcomes and graduate employability: a scoping review","authors":"J. Schueller","doi":"10.1108/cdi-05-2022-0121","DOIUrl":"https://doi.org/10.1108/cdi-05-2022-0121","url":null,"abstract":"PurposeThis scoping review aims to survey literature that covers employability preparation and labor market outcomes for graduates from transnational higher education institutions.Design/methodology/approachThis scoping literature review uses career ecosystems as a theoretical framework and the context-input-process-outcomes model as a conceptual framework.FindingsThis scoping review confirms a limited research base of approximately 50 sources that primarily use qualitative methods and socio-economic theories to center the student voice and focus on international branch campuses in the Middle East and Asia. Notably, there is a lack of focus on staff experiences regarding the process of preparing students for employment. The review also demonstrates the need for more research on career processes and outcomes in transnational higher education.Research limitations/implicationsThis scoping review is relevant to higher education institutions seeking to meet the challenges of preparing graduates for more than one national labor market. It has implications for universities' ability to attract students, develop relevant labor market preparation programming and understand whether the institution is addressing local employment needs. For researchers, it offers insight and impetus into the area of inquiry regarding transnational education, graduate labor market outcomes and employability.Practical implicationsPractical implications are drawn for students, parents, policymakers and transnational and non-transnational higher education institutions, as well as those who are engaged in providing international education and career advice.Social implicationsThis review offers insight into developing labor market-relevant TNE programming, which may be helpful both for host and home country transnational education stakeholders interested in impact.Originality/valueThis is one of the first reviews to systematically address literature about employability preparation and labor market outcomes for graduates from transnational higher education institutions; in using career ecosystems theory, this review offers a bridge between international higher education and career studies.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49347784","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 : 2023-02-28DOI: 10.1108/cdi-06-2022-0167
Julia Muehlhausen, Daniel Spurk, A. Hirschi, A. Sandmeier
PurposeOrganizational embeddedness of employees who are experiencing their work as a calling is of high relevance. Understanding what promotes staying in organizations can provide benefits for individuals with a calling while at the same time helping organizations to retain those valuable employees. Therefore, the purpose of this study was to investigate how and when experiencing work as a calling relates to organizational embeddedness (OE). Based on assumptions from the theory of work adjustment (TWA), the authors hypothesized a conditional effects model with feedback from others and role clarity as moderating variables.Design/methodology/approachFor this longitudinal study, the authors collected data at two measurement time points (N = 553). To tests the hypotheses, the authors performed hierarchical regression analysis. Additionally, the authors conducted simple slope tests to calculate the effects of calling on OE, depending on the different levels of the moderators.FindingsThe results indicated that higher levels of experiencing a calling are associated with higher levels of OE 18 months later while controlling for the initial levels of OE. Additionally, the moderation analysis revealed that feedback from others and role clarity strengthened the relationship between experiencing a calling and OE. Interestingly, for individuals with low feedback from others and low role clarity, experiencing a calling was not related to OE.Originality/valueAddressing recent research calls that highlight more research on boundary conditions and diverse theoretical perspectives, this study contributes to the literature on calling and organizational retention and provides a more individual and career-related view of potential predictors of OE.
{"title":"Called to stay? The moderating roles of feedback from others and role clarity in the relationship between experiencing a calling and organizational embeddedness","authors":"Julia Muehlhausen, Daniel Spurk, A. Hirschi, A. Sandmeier","doi":"10.1108/cdi-06-2022-0167","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0167","url":null,"abstract":"PurposeOrganizational embeddedness of employees who are experiencing their work as a calling is of high relevance. Understanding what promotes staying in organizations can provide benefits for individuals with a calling while at the same time helping organizations to retain those valuable employees. Therefore, the purpose of this study was to investigate how and when experiencing work as a calling relates to organizational embeddedness (OE). Based on assumptions from the theory of work adjustment (TWA), the authors hypothesized a conditional effects model with feedback from others and role clarity as moderating variables.Design/methodology/approachFor this longitudinal study, the authors collected data at two measurement time points (N = 553). To tests the hypotheses, the authors performed hierarchical regression analysis. Additionally, the authors conducted simple slope tests to calculate the effects of calling on OE, depending on the different levels of the moderators.FindingsThe results indicated that higher levels of experiencing a calling are associated with higher levels of OE 18 months later while controlling for the initial levels of OE. Additionally, the moderation analysis revealed that feedback from others and role clarity strengthened the relationship between experiencing a calling and OE. Interestingly, for individuals with low feedback from others and low role clarity, experiencing a calling was not related to OE.Originality/valueAddressing recent research calls that highlight more research on boundary conditions and diverse theoretical perspectives, this study contributes to the literature on calling and organizational retention and provides a more individual and career-related view of potential predictors of OE.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41399988","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}
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