Abstract
The nature of translation projects and tasks in the language industry has undergone significant changes due to a widespread adoption of the subcontracting model and recent technological trends. Managing increasing terminological complexity, higher task specialisation, and higher levels of technical expertise have become essential elements of a translator’s professional profile. Nonetheless, the requirement of such a sophisticated professional profile has challenged novice translators in their incipient careers because of limited knowledge and training opportunities. Since many changes have occurred to the profession over a relatively short span of time, this article studies sources of translator satisfaction and dissatisfaction that may affect their perception of work as well as the language industry at large. This study reports results from an ongoing investigation into the ‘expertise effect’ measured through translator satisfaction in relation to two main categories: (a) professional satisfaction and (b) task satisfaction. A student’s t-test is used to compare perceptions of novice and expert translators (N=250), and the results suggest a gap in critical sources of satisfaction between the two populations. The findings could be applied to determine possible means of mitigating career turnover among translators and used by translator trainers to comprehend the needs of novice professionals.
Highlights
Over the last two decades, the language industry (LI) has seen a rapid and widespread adoption of the subcontracting model, and this has been complemented by the advent of Internet-related technologies and the emergence of flatter organisational structures (Dunne 2012; Rodríguez-Castro 2015)
Novices acknowledge the need for updating their skillset and express dissatisfaction with the opportunities to engage themselves in career development (p = 0.04), and schedule constraints that do not allow for career development opportunities (p = 0.06), as argued in the literature
The results of this study suggest that there are some significant differences in the sources and levels of professional and task satisfaction among translators
Summary
Over the last two decades, the language industry (LI) has seen a rapid and widespread adoption of the subcontracting (or outsourcing) model, and this has been complemented by the advent of Internet-related technologies and the emergence of flatter organisational structures (Dunne 2012; Rodríguez-Castro 2015) These trends are interrelated and have subsequently led to new organisational dynamics and a transformation of the work environment (Rodríguez-Castro 2016). In a relatively short span of time, the LI has become a multibillion dollar industry (RodríguezCastro 2016) and the European Union of Associations of Translation Companies (EUATC) has estimated average annual growth rates of 5-7.5% (Boucau 2006) with estimates of revenues cited to be approximately USD 30 billion (Dunne 2011; Kelly/Stewart 2010) and as high as USD 43 billion in 2017 (De Palma/Stewart/Lommel/Pielmeier 2017) These figures demonstrate the growth and rapid expansion of the industry, which has in turn contributed to drastic changes in the translating process and reshaped the translation profession itself. LSPs have evolved into a ‘distributed’ network of freelancers and “approximately 90% of langua-
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