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Article
Publication date: 27 November 2009

Hassan I. Ballout

The purpose of this paper is to expand the literature on career success by examining the moderating role of self‐efficacy on the relationship between career commitment and career…

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Abstract

Purpose

The purpose of this paper is to expand the literature on career success by examining the moderating role of self‐efficacy on the relationship between career commitment and career success.

Design/methodology/approach

Managers and non‐manager employees and surveyed in Lebanon regarding their career commitment, self‐efficacy and career success. Regression analyses are used to test the hypotheses.

Findings

The results showed that career commitment predicted both objective (i.e. salary level) and subjective (i.e. career satisfaction) career success only for employees with average to high self‐efficacy but not for those with low self‐efficacy.

Research limitations/implications

The specific nature of the cross‐sectional sample consisting of employees working in private banking organisations may limit the generalisability of results.

Practical implications

Employees and employers may benefit from a close examination of the motivational and cognitive dimensions that are important in career‐decision making process. Highly‐committed and efficacious employees would seek challenging tasks to master their own performance accomplishments when engaging in career goals with which they see more opportunities for personal development or career growth. Organisations too will benefit from highly committed and efficacious employees if they prepare them for long‐term engagement in activities and career opportunities that contribute to career success.

Originality/value

This paper makes a valuable contribution to both career commitment and career success literatures by being one of the first to examine the moderating effect of self‐efficacy on the relationships between these important career concepts.

Details

Career Development International, vol. 14 no. 7
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 23 May 2008

Hassan I. Ballout

Despite widespread acknowledgement that work‐family conflict and career success are salient issues that impact individual wellbeing and organizational effectiveness, there is…

5816

Abstract

Purpose

Despite widespread acknowledgement that work‐family conflict and career success are salient issues that impact individual wellbeing and organizational effectiveness, there is little research that studies how the two concepts are related. The purpose of this paper is to develop and present a tentative framework for understanding the relationships among antecedents of interrole conflict between work and family and career success.

Design/methodology/approach

Drawing on existing theoretical and empirical evidence the paper develops and presents a conceptual framework of the relationships between domain‐specific variables, work‐family conflict, and career success. The paper also presents propositions based on the relationships suggested by the framework.

Findings

The framework suggests that individual‐specific variables will be more likely to predict family‐to‐work conflict and perceived career success, while work‐specific variables will be more likely to predict work‐to‐family conflict and perceived career success. It also suggests that such domain‐specific variables influence both work‐family conflict and career success.

Research limitations/implications

Future research should examine empirically the linkages suggested by this framework, along with other domain‐specific and, perhaps, cultural‐specific variables that may explain or predict dimensions of organizational cultures that are most relevant to the types of work‐family conflict and to indicators of career success. The paper suggests that employees and employers would be well advised to identify appropriate strategies for balancing work and non‐work domains in such a way that employees strive to perform work and family roles successfully, and employers ensure that employees have the necessary “infrastucture” and tailored‐made family supportive programs to encourage them to achieve dual‐success: success in family relationships and success in careers.

Originality/value

This paper makes a valuable contribution to both the work‐family conflict and career success literatures by being one of the first to examine the effects of domain‐specific characteristics on the relationships between these important organizational concepts and by revealing that managing work‐family conflict and career decision making is relevant for employees, employers, and career consultants.

Details

Journal of Management Development, vol. 27 no. 5
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 13 November 2007

Hassan I. Ballout

The purpose of this paper is to review relevant literatures on career success and develop a theoretical framework and testable propositions concerning how human capital…

12578

Abstract

Purpose

The purpose of this paper is to review relevant literatures on career success and develop a theoretical framework and testable propositions concerning how human capital, person‐environment fit and organizational support relate to career success. Whilst acknowledging the substantial literature that has accumulated regarding the various antecedents and operationalizations involved in employees' career success, there is little research as how person‐environment fit and career success are related.

Design/methodology/approach

Literature outlining approaches to career success is summarized and research at the intersection of person‐environment fit and organizational support/career success are reviewed. This is followed by a set of propositions based upon the antecedents of career success.

Findings

It is suggested that person‐environment fit and organizational support are important antecedents of career success. Knowledge of career changes and these antecedents help individuals and organizations manage career success.

Research limitations/implications

Future research should examine empirically the linkages suggested by the paper along with other relationships asserted or implied by person‐environment fit and career success literature as mentioned in the paper.

Practical implications

Both employers and employees may benefit from integrating different types of fit into the psychological contract because each fit will impact aspects of career success. Therefore, organizations need to select and develop employees that can easily adjust and fit into careers that are compatible with their work environments.

Originality/value

This paper contributes to the literature by being one of the first to examine the effects of different types of person‐environment fit on career success.

Details

Journal of Managerial Psychology, vol. 22 no. 8
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 8 February 2023

Mohamed Mousa, Ahmad Arslan, Hala Abdelgaffar, Jean Pierre Seclen Luna and Bernardo Ramon Dante De la Gala Velasquez

This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic.

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Abstract

Purpose

This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic.

Design/methodology/approach

The empirical sample comprises of 35 semi-structured interviews with public sector hospital nurses in under-researched contexts of Egypt and Peru.

Findings

Three types of motives were found to play a critical role in nurses’ commitment to their profession despite the difficulties associated with extreme work conditions. These factors include cultural (religious values, governmental coercion), contextual (limited education, organisational support) and personal (good nurse identity, submissive nature) dimensions.

Originality/value

This paper is one of the pioneering works to link existing literature streams on career commitment, extreme jobs, extreme context and management under disruptions (particularly COVID-19) by analysing these aspects in the under-researched Peruvian and Egyptian contexts.

Details

International Journal of Organizational Analysis, vol. 32 no. 1
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 2 November 2020

Zoltán Krajcsák

The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of…

664

Abstract

Purpose

The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of core self-evaluation (CSE) on the relationship between commitment and conflict. Exploring relationships can provide a better understanding of the nature of intra-group conflicts and the development of prevention and conflict management strategies.

Design/methodology/approach

This study uses case studies to illustrate the factors that amplify and weaken conflicts. Case studies describe conflicts within a single multinational company.

Findings

According to the results, the high levels of affective commitment and the degree of group identification reduce the relationship conflict, and the impact of affective commitment on the relationship conflict is moderated by the degree of self-esteem. The high levels of normative commitment and the degree of organizational identification reduce the process conflict, and the impact of normative commitment on process conflict is moderated by the degree of self-control. The high levels of professional commitment and the degree of occupational identification reduce the task conflict and that the impact of professional commitment on the task conflict is moderated by the degree of self-efficacy.

Research limitations/implications

The results should also be confirmed by research using a quantitative method.

Practical implications

Managers need to increase employees’ commitment in a targeted way to increase their performance and to prevent conflicts. An important lesson for recruitment professionals is that in jobs where conflict prevention is particularly important, CSE levels that determine personality traits should also be tested.

Originality/value

The degree of commitment and identification also largely depends on organizational circumstances and the support of the manager. The factors brought into play by the employees, including the personality of the staff involved in the conflict, also play a role in conflicts. While these do not trigger it, some personality variables influence the outcome of conflicts. The study demonstrates that targeted enhancement of employee commitment and identification can address intra-group conflicts and that CSE is able to prevent certain types of intra-group conflicts through its moderating effect.

Details

International Journal of Organizational Analysis, vol. 29 no. 4
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 7 March 2016

Avinash D. Pathardikar, Sangeeta Sahu and Neeraj Kumar Jaiswal

The purpose of this paper is to investigate the relationship between an employee’s beliefs about organizational ethics, career commitment (CC), affective commitment (AC) and…

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Abstract

Purpose

The purpose of this paper is to investigate the relationship between an employee’s beliefs about organizational ethics, career commitment (CC), affective commitment (AC) and career satisfaction (CS). The model expands the earlier work commitment models with CS as the outcome variable.

Design/methodology/approach

Subjects were drawn from a 2014 survey of frontline and middle level executives from the insurance sector in India using a structured questionnaire from six Indian insurance companies, 252 were analyzed with structural equation modeling.

Findings

The results indicate that executive perceptions about organizational ethics are important for both commitment and satisfaction. Ethical practices at work have a positive outcome on CC, AC and CS. The role of career commitment as a mediator in the relationship between ethics, AC and CS is evident.

Research limitations/implications

It is a cross-section study restricted to a single group with similar demographic characteristics. Hence, generalizability of the findings need further research among different groups. Common method variance is addressed using Harman single factor test.

Practical/implications

By working out ethical practices in the organization and developing a culture with clarity in business policies and financial constraints to stakeholders, the organizations can win employee commitment and satisfaction.

Originality/value

The theoretical contribution of this paper lies in its inclusive approach encompassing the ethical belief of individual with commitment and CS. It differs from earlier studies that have shown the influence of protestant work ethic on commitment. It highlights the similarities and differences between several work commitment models developed in a western context, and the model that we have developed in the Indian context.

Details

South Asian Journal of Global Business Research, vol. 5 no. 1
Type: Research Article
ISSN: 2045-4457

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Article
Publication date: 4 September 2017

Abdul Rahim Abu Bakar, Syed Zamberi Ahmad, Norman S. Wright and Hazbo Skoko

The purpose of this study is to assess the determining factors of entrepreneurial business startup in Saudi Arabia from an eclectic perspective.

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Abstract

Purpose

The purpose of this study is to assess the determining factors of entrepreneurial business startup in Saudi Arabia from an eclectic perspective.

Design/methodology/approach

Based on Global Entrepreneurship Monitor data of 2000 Saudi Arabian respondents, the study analyzes a multitude of individual factors which are classified into four groups: financial resources; social legitimacy; entrepreneurial personality; and entrepreneurial competencies. Gender and education are moderating variables influencing the relationship, whereas age is a control variable using binary logistic regression technique.

Findings

Out of ten hypotheses, only four hypotheses, namely, income, fear of failure, perception of high status and knowledge of other entrepreneurs, have a significant relationship with the possibility of a business startup.

Originality/value

Implications of these findings and directions for future research are discussed.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 9 no. 3
Type: Research Article
ISSN: 2053-4604

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Article
Publication date: 29 January 2020

Trevor Chamberlain, Sutan Hidayat and Abdul Rahman Khokhar

This study aims to investigate the differences in the credit profiles of Islamic and conventional banks in the Gulf Cooperation Council (GCC) region and attempts to identify the…

1239

Abstract

Purpose

This study aims to investigate the differences in the credit profiles of Islamic and conventional banks in the Gulf Cooperation Council (GCC) region and attempts to identify the factors responsible for those differences.

Design/methodology/approach

Financial data sourced from the Bankscope database for a sample of 25 Islamic and 56 conventional banks headquartered in the GCC region between 1987 and 2014 are used. The credit risk of Islamic versus conventional banks is compared using a variety of univariate (mean difference test and correlation analysis) and multivariate tests (pooled ordinary least squares (OLS) regressions with robust standard errors and year fixed effects, regressions with interaction variables and logistic regressions).

Findings

Pooled OLS regressions find that Islamic banks have lower credit risk than conventional banks. Robustness checks using logistic functions and interaction variables confirm this result. Using multiple econometric specifications, we also find that higher capitalization, greater liquidity and cost inefficiency contribute to the lower risk profile of Islamic banks.

Research limitations/implications

The study is unable to disaggregate data for banks offering both Islamic and conventional banking services and hence does not include conventional banks with Islamic windows. In addition, there are differences across countries even within the GCC region as to what is considered Sharia’h-compliant and what is not.

Practical implications

The results are of potential interest to not only researchers, but also market participants, regulators and legislators. The methods used in this study could be extended to other two-tiered banking systems and, in the case of Islamic and conventional banking, to other markets.

Originality/value

The authors use a unique sample of banks headquartered in the GCC countries, whose banking markets are similar, if not homogeneous, thus excluding operations of multinational banks. By focusing on the Gulf region, differences in the credit profiles of Islamic and conventional banks can be examined without the confounding effects of unobserved factors like culture, accounting regime or regulatory environment.

Details

Journal of Islamic Accounting and Business Research, vol. 11 no. 5
Type: Research Article
ISSN: 1759-0817

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Article
Publication date: 4 January 2016

Ronald William McQuaid and Ariel Bergmann

The purpose of this paper is to consider the development of “Green” jobs in one region of the European Union, Scotland, where the government has sought to develop renewable and…

434

Abstract

Purpose

The purpose of this paper is to consider the development of “Green” jobs in one region of the European Union, Scotland, where the government has sought to develop renewable and sustainable energy industries and associated employment.

Design/methodology/approach

The paper analyses selected secondary data and policy documents and conceptualises issues concerning employment in the renewable energy sector.

Findings

It analyses published data and projections on employment in renewable energy sectors, considering the reasons for the lower actual job creation. Many of the jobs in the renewable energy sector are likely to be high skilled, so there is need to support the development of low-skilled workers and job seekers so that they can enter and progress in the industry. Similarly there is a strong gender bias in the industry which may similarly reduce the entry and retention of the best staff and inhibit social equity.

Research limitations/implications

The paper suggests that “Career first” recruitment and development policies are needed which emphasise improving both productivity and the “quality” and attractiveness of sustainable, long-term careers in the sector.

Practical implications

In addition to relying on general labour attraction policies and separate industry-specific skills initiatives for those already in work, more attention needs to be given to developing sustainable employment with career progression for people moving into, or already in, the industry.

Originality/value

The links between support for those moving into jobs and developing the skills of existing workers in sustainable industries have been under researched and this paper adds new conceptual developments, in terms of “Career” first approaches and empirical analysis of employment in renewable industries in Scotland.

Details

World Journal of Science, Technology and Sustainable Development, vol. 13 no. 1
Type: Research Article
ISSN: 2042-5945

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Article
Publication date: 26 June 2021

Chinedum Ogbonnaya Eleazu, Aniza Abd Aziz, Tay Chuu Suen, Lam Chun-Hau, Chin Elynn, Chia Yi Hen, Ivan Ho Khor Ee, Lau Li Ren, Sabarisah Hashim and Mahaneem Mohamed

This study aims to design to assess the traditional, complementary and alternate medicine (TCAM) usage and its association with the quality of life (QOL) of Type 2 diabetic…

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Abstract

Purpose

This study aims to design to assess the traditional, complementary and alternate medicine (TCAM) usage and its association with the quality of life (QOL) of Type 2 diabetic patients in a tertiary hospital (Hospital Universiti Sains Malaysia) in Malaysia.

Design/methodology/approach

A total of 300 respondents included in this study were divided into the following two major categories: TCAM (34.33% of respondents) and non-TCAM users (65.67% of the respondents), respectively. The mean ages of the respondents were 59.3 ± 10.2 for the TCAM users and 57.7 ± 12.0 for the non-TCAM users.

Findings

A greater percentage of non-TCAM users reported poor control of diabetes (14.7%) and blood glucose (55.8%) compared with the TCAM users (9.7% and 48.5%, respectively). Further, the diabetic patients on TCAM reported lower rates of coma, stroke and kidney problems but higher rates of diabetic foot ulcers, heart diseases and retinopathy than the non-TCAM users. Additionally, the diabetic patients with TCAM usage had a significantly better physical (p = 0.02) and overall (p = 0.03) qualities of life compared to the non-TCAM users. However, psychological, social and environmental health did not show any significant difference.

Originality/value

The prevalence of TCAM usage among diabetic patients was lower than in other comparable studies. Diabetic patients on TCAM reported lower rates of coma, stroke and kidney problems but higher rates of diabetic foot ulcers, heart diseases and retinopathy than the non-TCAM users. Further, diabetes patients on TCAM reported better QOL compared to non-TCAM users especially in terms of physical health.

Details

Nutrition & Food Science , vol. 52 no. 1
Type: Research Article
ISSN: 0034-6659

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