Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to report a study in which central propositions from the job demands-resources (JD-R) theory and self-determination theory (SDT) are used to examine the antecedents of performance during practical internships. The central hypothesis of this study was that job resources foster performance through basic need satisfaction and work engagement (sequential mediation). Design/methodology/approach An empirical multi-source study among Dutch interns and their supervisors in various occupational sectors. The interns reported their level of resources, basic needs satisfaction and work engagement, whereas supervisors rated interns’ task performance (n=1,188 unique supervisor–intern dyads). Findings This study integrates insights of the JD-R theory – by examining the relations between job resources, work engagement and performance – with a central premise of the SDT – which maintains that basic need satisfaction is the fundamental process through which employees’ optimal functioning can be understood. The outcomes of the path analyses revealed that satisfaction of needs indeed accounted for the relationship between job resources and work engagement as supposed in the SDT (Deci and Ryan, 2000). Further, the sequential mediated relation between job resources and performance through basic need satisfaction and work engagement corroborates the JD-R theory (Bakker and Demerouti, 2014). Originality/value As far as the authors know, this is the first study that examined the sequential mediation from job resources to performance via basic need satisfaction and work engagement, among a large sample of intern–supervisor dyads, including the objective performance rating of their (internship) supervisors. Citation: Career Development International PubDate: 2018-08-08T11:59:28Z DOI: 10.1108/CDI-12-2017-0237
Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to identify how three types of socialization tactics – content, context and social tactics – influence fit perceptions, and then how three types of fit perceptions – person–organization (P–O) fit, person–job (P–J) fit and person–group (P–G) fit – mediate the relationship between socialization tactics and positive socialization outcomes: organizational commitment, job satisfaction and intent to quit. Design/methodology/approach Responses from participants – 207 Korean youth workers – were subjected to ordinary least squares path analyses with bootstrapping to test the hypotheses. Findings First, this study found that socialization tactics promote youth workers’ perceived fit with organization, job, and people. Then, the mediation model showed that content socialization tactics do not influence dependent variables (socialization outcomes) through mediators (fits), while context tactics influence through perceived P–O fit and P–G fit for organizational commitment only, and social tactics through perceived P–O, P–J and P–G fit for organizational commitment, job satisfaction and intent to quit. Research limitations/implications The results of this study suggest that institutionalized social tactics can serve as a key socialization method for new employees. In addition, youth organizations need to implement jointly formal and collective training programs with follow-up social workplace learning (e.g. mentoring and study circle) to help newcomers share the values of the organization and integrate well into it. Originality/value This study contributes for understanding the socialization process of new employees working in educational and social work fields and role of fit perception between socialization tactics and their career successes. Citation: Career Development International PubDate: 2018-08-08T11:48:16Z DOI: 10.1108/CDI-02-2018-0046
Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to explore whether the disconnect between mentoring theory, which posits that women receive less workplace mentoring than men, and empirical results, which have found that women report equivalent or more mentoring received than men, is due to differences in perception rather than in actual mentoring provided. Design/methodology/approach Using an MTurk sample of working adults (n=251), a 2 (protégé/participant gender: male/female) × 2 (mentor gender: male/female) × 3 (amount of mentoring: high/medium/low) between-subjects experimental design was tested. This approach held relationship characteristics constant, allowing for an examination of the role of gender in mentoring perceptions. Findings Gender was associated with the way protégés viewed a mentoring relationship and their reports of mentoring received. When identical relationships were described, women were more likely than men to identify a senior colleague as a mentor, and protégés in heterogeneous gender mentoring relationships reported more mentoring received than those in homogeneous gender relationships. Research limitations/implications When examining mentoring, perceptual differences need to be considered before drawing conclusions. Practical implications This study calls into question findings of equivalent mentoring – refocusing attention on the importance of informal mentoring for improving women’s workplace outcomes. Originality/value Using an experimental design that holds relationship characteristics constant, this study is able to examine whether perceptions of mentoring are affected by gender. No study has previously done so, and results from the current study help to explain why there has been a disconnect between theory and empirical results. Citation: Career Development International PubDate: 2018-08-08T11:41:50Z DOI: 10.1108/CDI-11-2017-0198
First page: 246 Abstract: Career Development International, Ahead of Print. Purpose The existence of disadvantaged sub-populations whose talents are under-leveraged is a problem faced by developing and developed countries alike. Life history data revealed that a large proportion of elite business leaders in the Caribbean emerged from childhood poverty (families subsisting on US$1-2 a day, 40 percent). The purpose of this paper is to examine the key factors supporting the career development of elite leaders from a broad socioeconomic spectrum and both genders in order to build a model of career development for elite leadership. Design/methodology/approach Data were collected via in-depth interviews from a deliberately gender-balanced sample of 39 male and 39 female elite business leaders. Thematic analysis identified consistencies across independent interviews and resulted in a model identifying factors supporting pre-career development as key to eventual attainment of elite leadership. Findings Findings indicated that in childhood and youth, proactivity plus talent recognition and mentoring by adults enhanced access to early developmental opportunities. Early career mentoring guided talented youth to build personal drive, self-esteem, altruism, and integrity, which created a foundation for developing career capital through values-based action. Altogether, these findings indicate the importance of pre-career relational capital to attainment of elite career success. Originality/value Difficult-to-access elite leaders provided rich information emphasizing the importance of pre-career development in childhood and youth to eventual elite leadership attainment. Virtually all of the elites in the sample remember being identified as talented early in life and consider early messages about drive to achieve as well as support received from parents, teachers, and other interested adults to be critical to their success. Hence, a process of talent recognition and encouragement to excel appear to be crucial for connecting young people to important relational capital allowing them to eventually achieve elite status, particularly those individuals hailing from disadvantaged backgrounds. Citation: Career Development International PubDate: 2018-05-17T08:53:16Z DOI: 10.1108/CDI-03-2017-0047
First page: 261 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to understand the role played by core self-evaluations (CSEs) in relationship to both job seekers’ job search behaviour and health complaints by examining the mediating role of job search self-efficacy (JSSE). Design/methodology/approach The present cross-sectional study was conducted on 216 Romanian unemployed persons. The hypothetical and alternative models (partial and full mediation) were tested using structural equation modeling. Findings The results supported a total mediation between CSE and job search behaviour and a partial one in relationship with health complaints, via JSSE. As a post hoc decision, a brief meta-analysis was conducted for the relationship between CSE and job search behaviour which revealed a very small effect (r=0.07, p=0.001). This result complemented and certified the findings on the lack of a total and also a direct effect between CSE and job search behaviour. Originality/value JSSE seems to be an important motivational factor. Fuelled by CSE, JSSE enables proper job search behaviour and also promotes job seekers’ health. From a practical point of view, the data suggest that developing interventions to strengthen unemployed individuals’ personal resources such as CSE and, especially JSSE, could not only foster their employment but could also protect their health. Citation: Career Development International PubDate: 2018-05-17T08:55:56Z DOI: 10.1108/CDI-11-2017-0208
First page: 274 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to test two hypotheses. First, an indirect relationship between qualitative job insecurity and turnover intention through basic psychological need satisfaction was investigated. Second, a moderated mediation analysis was conducted to explore potential sectoral differences in this indirect relationship. Design/methodology/approach A cross-sectional design was used to collect and analyze the data. In total, 358 employees participated in the study (private sector n=178, public sector n=180). The data were collected through an online survey platform. Findings Qualitative job insecurity was indirectly related to turnover intention through the satisfaction of the basic psychological needs for autonomy, competence and relatedness. The indirect relationships were more salient in the private sector. Research limitations/implications Basic psychological needs may explain the relationship between qualitative job insecurity and turnover intention. Furthermore, sector differences may exist in the way job insecurity is responded to. However, a longitudinal study is necessary to confirm the sequential effects. Originality/value The study provides a constructive replication of the findings on basic psychological need satisfaction as a mediator between job insecurity and employee outcomes. A novel aspect is the authors’ focus on sector differences, which draws attention to contextual factors that may shape the way employees respond to job-insecure situations. Citation: Career Development International PubDate: 2018-06-29T08:00:00Z DOI: 10.1108/CDI-07-2017-0117
First page: 291 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to examine the motives of female childless self-initiated expatriates (SIEs) in deciding to work abroad, so far under-researched. Design/methodology/approach The study departs from prior research in using a new methodological approach, i.e. the analysis of online diaries (blogs) to explore the motives of a specific population to relocate. Findings The emergent model of motivations is based upon four main dimensions that emerged from the socially constructed experience of these single childless female SIEs: escape as main motivation, confrontation to reality, identity reconstruction and purpose of expatriation. Originality/value The findings reveal new elements of motivations to move abroad such as the complete absence of the notion of career from the blog posts, replaced, however, by a feminist and existentialist reflection. Citation: Career Development International PubDate: 2018-08-01T07:45:50Z DOI: 10.1108/CDI-06-2017-0103
First page: 312 Abstract: Career Development International, Ahead of Print. Purpose Although environmental factors at the organizational level are of importance for individual employability, very few studies have investigated how the practices an organization implements can facilitate employability. The purpose of this paper is to analyze how high-involvement human resources (HIHR) practices (i.e. recognition, competence development, empowerment, information sharing and fair rewards) influence employee learning, which contributes to employability. Design/methodology/approach The data were collected from 288 pairs of employees and their direct supervisors in Chinese companies. In this study, we measure perceived employability from both employees and their direct supervisors. Structural equation modeling (SEM) analysis is conducted to test the hypotheses. Findings The results indicate that employees’ perceptions of the HIHR practices of recognition, competence development, empowerment and information sharing are positively related to employee learning, and then facilitate self- and supervisor-ratings of employees’ employability. Practices of fair rewards have a negative effect on employee learning and employability. Originality/value This study contributes to employability and human resource management literature in several ways. First, the study raises the association between different HIHR practices and perceived employability through employee learning. Second, the study considers both self-rating and supervisor-rating of employability to improve the effectiveness of the results. Citation: Career Development International PubDate: 2018-08-01T07:54:22Z DOI: 10.1108/CDI-10-2017-0177
First page: 327 Abstract: Career Development International, Ahead of Print. Purpose The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors. Design/methodology/approach The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement. Findings Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches. Originality/value Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement. Citation: Career Development International PubDate: 2018-08-01T08:16:43Z DOI: 10.1108/CDI-10-2017-0196
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