Career Development International最新文献

{"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":"71 1","pages":"0"},"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}

{"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":"56 1","pages":"0"},"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}

{"title":"Leader's desire for promotion, workplace anxiety and exploitative leadership: the moderating effect of Machiavellianism","authors":"Jie Huang, Yali Li, Chunyong Tang","doi":"10.1108/cdi-10-2022-0292","DOIUrl":"https://doi.org/10.1108/cdi-10-2022-0292","url":null,"abstract":"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.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"44 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135343028","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}

{"title":"Are we talking about the same thing? The case for stronger connections between graduate and worker employability research","authors":"Jos Akkermans, William E. Donald, Denise Jackson, Anneleen Forrier","doi":"10.1108/cdi-08-2023-0278","DOIUrl":"https://doi.org/10.1108/cdi-08-2023-0278","url":null,"abstract":"Purpose and approach This article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning. Findings We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, reviewers, and editors to encourage a more open approach to each other's work that would enable more cross-fertilization of knowledge. Implications We hope our narrative review, critical analysis and future research suggestions will lead to more collaborations and mutual learning among employability researchers in the educational, career and psychology areas.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"85 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135537081","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}

{"title":"From job crafting to job quitting? Testing a wise proactivity perspective","authors":"Tom L. Junker, Christine Yin Man Fong, Marjan Gorgievski, Jason C.L. Gawke, Arnold B. Bakker","doi":"10.1108/cdi-06-2022-0163","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0163","url":null,"abstract":"Purpose This study investigates when and for whom job crafting may turn into job quitting. The authors hypothesize that approach job crafting relates more positively to turnover intentions and subsequent voluntary job changes among employees with (a) high (vs low) need for career challenges and (b) those with high (vs low) self-esteem. Design/methodology/approach Data were collected from 575 employees of a large public organization in the Netherlands with two measurement moments three months apart. Hypotheses were tested using cross-lagged regression analyses and path modeling. Findings Supporting the hypotheses, approach crafting related positively to an increase in turnover intentions only among employees with high need for challenge or high self-esteem. Moreover, via turnover intentions at Time 1, approach crafting related positively to the voluntary job change at Time 2 for employees with (a) high need for challenge, as well as those with (b) high self-esteem. These findings held after controlling for avoidance crafting. Research limitations/implications This study has been conducted in a relatively homogenous sample. Future research may test the predictions in a more heterogeneous sample, including participants from different cultural and economic contexts. Practical implications The authors advise human resource (HR) professionals to facilitate the job crafting efforts of employees with a high need for challenge and those with high self-esteem because these groups are particularly at risk of voluntarily quitting their jobs. Adopting insights from the wise proactivity model may help ensure that job crafting benefits both employees and employers. Originality/value This study brings clarity to the inconsistent relationships between job crafting and job quitting by using the wise proactivity model as an explanatory framework.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135063066","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}

{"title":"Determinants and consequences of job crafting under the boundary conditions of work uncertainty","authors":"Syed Muhammad Irfan, Faisal Qadeer, Muddassar Sarfraz, Mohammed Khurrum Bhutta","doi":"10.1108/cdi-03-2023-0063","DOIUrl":"https://doi.org/10.1108/cdi-03-2023-0063","url":null,"abstract":"Purpose This paper explores critical job resources (CRJRs) as predictors of job crafting and sustainable employability. Using job demands-resources (JD-R) theory as a theoretical lens, the authors examine how job crafting mediates CRJR and sustainable employability and whether work uncertainty as a boundary condition further strengthened these associations using moderated mediation approach. Design/methodology/approach The authors used a cross-sectional time-lagged research design by collecting data from 483 knowledge workers in Pakistan's healthcare and universities, both public and private. The authors used structural equation modeling using AMOS 25.0 software to examine the proposed relationships’ mediation, moderation and moderated-mediation processes, such as Hayes (2018) process models 1,7,14 and 58. In addition, the authors tested a structural model with self-developed estimands instead of using process macros available in SPSS by computing variables. Findings The results of this study confirmed that CRJR predicts job crafting and employees' sustainable employability. Furthermore, comprehensive testing suggested that mediation of job crafting between CRJR and sustainable employability further strengthened in the presence of a boundary condition of work uncertainty. Originality/value The study uncovers CRJR (job, organizational, social and relational) as a predictor of job crafting. The authors suggest that job design integrating CRJR helps organizations and managers promote job crafting and make employees responsible for their sustainable employability. The proposed CRJR has not been used as a predictor of job crafting, and no such study tested CRJR as a predictor of sustainable employability. The authors made comprehensive testing to examine the boundary condition of work uncertainty while examining the CRJR and sustainable employability relations via job crafting.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135491420","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}

{"title":"What does expatriate success mean? Developing a comprehensive definition through a systematic literature review","authors":"Nour R. El Amine, Rosalía Cascón-Pereira","doi":"10.1108/cdi-12-2022-0326","DOIUrl":"https://doi.org/10.1108/cdi-12-2022-0326","url":null,"abstract":"PurposeDespite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay.Design/methodology/approachA systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay.FindingsThe findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified.Research limitations/implicationsThe suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success.Originality/valueThis paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46661140","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}

{"title":"Misconceptions and misunderstandings: an exploration of the interplay of religion, culture and gender from Muslim scholars and clerics","authors":"Tamer Koburtay, Ahmad Abualigah, Jawad Syed, Abbas J. Ali","doi":"10.1108/cdi-03-2023-0082","DOIUrl":"https://doi.org/10.1108/cdi-03-2023-0082","url":null,"abstract":"PurposeThis study seeks to offer a contextual, multilevel perspective on the impact of patriarchal culture and Islamic faith on issues facing women holding leadership positions in a Middle Eastern context.Design/methodology/approachData were collected through 25 in-depth qualitative interviews along with open-ended questions in a paper-based survey. In view of the authors' research objectives, the authors purposively recruited participants who were identified as Muslim scholars (academics) and clerics (practitioners).FindingsWhile the study challenges the prevailing stereotype that Islam holds women leaders back by referring to Islamic teachings that support gender equality, it also highlights the adverse impact of gender discriminatory misinterpretations of Islam for women leaders. The study identifies three interconnected, multilevel factors that lead to misinterpretations of Islamic teachings, i.e. (1) cultural factors (macro level – i.e. patriarchal and tribal culture), (2) organizational factors (meso level – i.e. organizational policies) and (3) individual factors (micro level – i.e. interpretations and practices of religion).Research limitations/implicationsThis study contributes to the existing theory development of religion and women in leadership by presenting a novel model highlighting the interplay between religion, patriarchy and women in leadership.Practical implicationsThe study recommends the application of a gender egalitarian system that enables full utilization of women's skills and capabilities by (1) reducing the discriminatory function of tribal culture and (2) identifying steps to reform inegalitarian gender practices in the Arab region.Originality/valueThe research is unique as it is the first time that a study has incorporated Muslim academic scholars' and clerics' views into gender and organization research. The study is thus contextually relevant and offers fresh multilevel insights on the interplay among religion, culture and gender.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46881586","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}

{"title":"Editorial: Message from the incoming Editor-in-Chief","authors":"J. Harrison","doi":"10.1108/cdi-08-2023-337","DOIUrl":"https://doi.org/10.1108/cdi-08-2023-337","url":null,"abstract":"","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44871167","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}

{"title":"The relationship between job insecurity and employee performance: a systematic literature review and research agenda","authors":"Felipe Muñoz Medina, Sergio Andrés López Bohle, Jeske Van Beurden, M. J. Chambel, S. Ugarte","doi":"10.1108/cdi-06-2022-0164","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0164","url":null,"abstract":"PurposeAlthough research on job insecurity (JI) and its relationship with employee performance has increased in recent years, results are mixed and inconclusive. The objectives of this paper are to explore 1) the conceptualizations of JI, 2) the relationship between JI and different performance dimensions, 3) the theoretical perspectives used to explain the JI–performance relationship and 4) the mechanisms and contextual boundaries that affect the JI–performance relationship.Design/methodology/approachFollowing the PRISMA guidelines, the authors systematically searched for peer-reviewed empirical studies published before July 2021 in Web of Science and Scopus. The authors analyzed 81 empirical studies published on the conceptualization of job insecurity, its relationship with employee performance, and what mechanisms and contingency factors are studied. The authors used thematic analysis to analyze the articles.FindingsResults of this review show that the quantitative cognitive dimension is dominant in extant JI literature. Furthermore, in-role performance and OCB were most often investigated in relation to the four dimensions of job insecurity, drawing from a range of theoretical perspectives to explain this relationship. Moreover, a variety of mechanisms and contextual factors on individual, individual work-related, individual-level attitudes and job-level characteristics have found to play a role in this relationship.Research limitations/implicationsThis study has a number of limitations. The first pertains to the exclusion of articles in languages other than English and non-peer reviewed papers. It is possible that the search strategy used may not have identified other studies that may have met the established criteria in order to be included in our research. However, this method was chosen to guarantee the quality of the included articles in this study and in line with previous meta-analyses and literature reviews (De Witte et al., 2016; Sverke et al., 2019). Second, one selection criteria focused on how performance was assessed in the studies incorporated in this literature review. The authors excluded studies that addressed performance from the perspective of the organization (i.e. studies that measured performance at the organizational level). The authors herewith might have excluded studies that focused on one or multiple job insecurity constructs, but the authors herewith included studies that were comparable in terms of performance indicator outcomes. Future studies could expand the search by investigating, as a next step, the impact on organizational performance. Finally, since the focus of this literature review was on the relationship between job insecurity and performance indicators, including the mechanisms and boundary conditions that affect this relationship, the authors did not include focus on how job insecurity can be influenced (Shoss, 2017), and herewith lack information on the predictors side of job insecurity. However, by","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43050108","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}