Pages: 742 - 753 Abstract: Career Development International, Volume 22, Issue 7, Page 742-753, November 2017. Purpose The purpose of this paper is to adopt an approach/avoidance coping framework to examine the relationships of job search co-rumination (i.e. engaging in repeated and excessive conversations with a friend about job search problems) and job search talk avoidance (i.e. persistently seeking to escape conversations about the job search) on job search intensity and job search procrastination. Design/methodology/approach The authors surveyed 196 new labor market entrants (i.e. graduating students) at two points in time during their last semester in college. Findings The authors found that job search co-rumination is positively related to job search intensity, while job search talk avoidance is positively related to job search procrastination. Interestingly, though, the expected negative relationships between job search co-rumination and job search procrastination and between job search talk avoidance and job search intensity were not significant. Practical implications This study has implications for both job seekers and career counselors. For job seekers, understanding how their communication patterns influence their behaviors (and ultimately their success) can help them to see the benefits of a balanced approach to sharing about their job search. Furthermore, career centers could organize either job search mentoring or peer group programs to help job seekers navigate the intricacies of the job search process. Originality/value This study contributes to understanding whether and how talking (or not) with others (i.e. friends and relatives) about one’s job search influences one’s job search behaviors, such as intensity and procrastination. Citation: Career Development International PubDate: 2017-11-22T01:40:58Z DOI: 10.1108/CDI-02-2017-0040
Pages: 754 - 771 Abstract: Career Development International, Volume 22, Issue 7, Page 754-771, November 2017. Purpose Encouraging college students to volunteer is a supposed but uncharted way to contribute to their career commitment. Clarifying the ways of the contribution is therefore necessary. From the social capital perspective, volunteering and network density among friends represent social capital to reinforce each other. Thus, the purpose of this paper is to study the enhancement of the contribution by the density. Design/methodology/approach The examination employs a two-wave panel survey of 410 university students to estimate the effects of volunteering and friend network density at Wave 1 on career commitment at Wave 2. Essentially, the examination adjusted for biases due to sample attrition and self-selection into volunteering. Findings Volunteering at Wave 1 showed a significant contribution to career commitment at Wave 2. Moreover, the contribution significantly increased with friend network density at Wave 1. Research limitations/implications Findings from this panel survey of university students in Hong Kong require future research for substantiation. For instance, such research can apply an experimental design to volunteering to guarantee the internal validity of the contribution of volunteering. Practical implications Social capital theory is applicable to the promotion of career commitment. Specifically, optimizing the strength of social capital through the combination of volunteering and friendship is promising. Originality/value Empirical support for the application of social capital theory to career development is evident. Particularly, the joint contribution of volunteering and friendship is demonstrable. Citation: Career Development International PubDate: 2017-11-22T01:41:10Z DOI: 10.1108/CDI-12-2016-0236
Pages: 772 - 796 Abstract: Career Development International, Volume 22, Issue 7, Page 772-796, November 2017. Purpose The purpose of this paper is to understand how and under what conditions employees’ participation in high potential (HiPo) programs leads to various employee outcomes (i.e. affective commitment, job satisfaction, organizational citizenship behaviors (OCBs), and turnover intent). Design/methodology/approach Data were collected by a cross-sectional survey among 242 employees who had HiPo programs in their current organizations. Findings Findings provided support for the mediating role of commitment-focused HiPo attributions in the relationships between HiPo program participation and employee outcomes (affective commitment, job satisfaction, OCBs, and turnover intent). The results also demonstrated significant interaction effects of HiPo program participation and organizational trust on commitment-focused attributions. Additionally, the results provided support for several mediated-moderated models. Research limitations/implications This study opened the “black box” by examining the processes through which talent management (TM) shapes employee attitudes and behaviors, and demonstrated that these relationships are not necessarily direct. Practical implications To ensure employees’ career success, organizations need to build trustworthy relationships with their employees, and must consider the processes related to the talent identification, as well as the messages this identification communicates to employees about their contributions. Originality/value This study is the first to examine employees’ attributions about their participation in HiPo programs. Further, this study is also the first to empirically investigate the role of employees’ perceptions of organizational trust in the context of TM. Citation: Career Development International PubDate: 2017-11-22T01:41:00Z DOI: 10.1108/CDI-06-2017-0095
Pages: 797 - 815 Abstract: Career Development International, Volume 22, Issue 7, Page 797-815, November 2017. Purpose Facing a new round of global industrial restructuring, it is vital for less-developed yet populous regions to build a happy, engaged workforce to achieve competitiveness. The purpose of this paper is to integrate an indigenous cultural perspective, i.e. Muslim religious belief, with the job embeddedness theory to delve into employee well-being-turnover issues in a large developing country ingrained with Muslim culture. Design/methodology/approach The authors conducted a questionnaire survey on employees from the media sector in the Muslim country, Pakistan. The data were analysed using moderated hierarchical regression models (investigating three-way interactions), while the significance tests of simple slopes and simple slope differences were also used to support the analysis. Findings The results suggest that all predictors analysed (Muslim religious belief, organisational embeddedness, life satisfaction, and work engagement) were negatively and significantly related to turnover intention. Furthermore, the employee well-being-turnover intention mechanisms are jointly moderated by Muslim religious belief and organisational embeddedness. Practical implications The research considers turnover intention as an outcome of a three-way interaction among employee well-being, Muslim religious belief, and organisation embeddedness, thus proposing insightful implications for other developing country enterprises, particularly those ingrained with Muslim culture. Originality/value The authors propose a novel model which demonstrates the effects of employee work- and life-related well-being on turnover intention from a unique angle by incorporating Muslim religious belief with organisational embeddedness, contributing to the existing body of knowledge. The applicability of western concepts to immature markets is also examined. Citation: Career Development International PubDate: 2017-11-22T01:41:12Z DOI: 10.1108/CDI-04-2017-0072
Pages: 816 - 828 Abstract: Career Development International, Volume 22, Issue 7, Page 816-828, November 2017. Purpose The purpose of this paper is to explore the antecedents of development idiosyncratic deals (i-deals) from an organizational politics and a situationist perspective. The paper tests a moderated mediation model in which networking skills is indirectly related to development i-deal in a context of high hierarchical plateau. Design/methodology/approach The authors test the research model with a sample of 252 engineers, 88 percent male, who work in an economically wealthy region of France and who are thus well positioned to negotiate development i-deals. Findings The authors lead analyses with the Preacher et al.’s macros on SPSS. Results support the hypotheses. The authors find that support-seeking behaviors partially mediate the relationship between networking skills and development i-deals, and that this relationship is significant only in a context of high plateauing. Originality/value Overall, this study contributes to a deeper understanding of i-deal antecedents by bridging the literatures on i-deals and careers. It also shows that socially skilled employees are able to seek support and in turn, to proactively negotiate development i-deals. This process is a way to cope with perceptions of hierarchical plateau. Citation: Career Development International PubDate: 2017-11-22T01:41:27Z DOI: 10.1108/CDI-01-2017-0017
Pages: 829 - 843 Abstract: Career Development International, Volume 22, Issue 7, Page 829-843, November 2017. Purpose The purpose of this paper is to expand our understanding about the way women shape their career decisions during their transition to motherhood, through the exploration process, its facilitating factors and outcomes. Design/methodology/approach A longitudinal, quantitative method was used to investigate the vocational and maternal exploration processes. Workplace, spousal and family support served as facilitating factors, and vocational decisions and well-being as outcomes. Participants were 326 Israeli women during their transition to motherhood. Findings SEM analysis revealed a good model fit to the data. Workplace support had a positive effect on maternal exploration. Increased maternal exploration was positively associated with keeping working patterns before motherhood, and negatively associated with well-being. Research limitations/implications The sample of the current study was limited to highly educated Israeli working women. Practical implications The results of the current study can serve career counselors policymakers and organizations in their efforts to encourage first-time mothers to retain their paid work patterns by supporting maternal exploration through creating family-friendly policies. Originality/value The current findings have demonstrated that social support factors contribute to the enhancement of the exploration process also in later developmental stages. Furthermore, these findings showed differential effects of managerial support on maternal exploration and vocational exploration. Citation: Career Development International PubDate: 2017-11-22T01:41:25Z DOI: 10.1108/CDI-01-2017-0021
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