Affect Career Success Research Articles

Fatores que afetam o sucesso profissional de enfermeiros que atuam na área de tecnologia de reprodução assistida

Objective: to examine the relationship between career success and work environment of nurses who practice in assisted reproductive technology and to identify factors that affect career success. Method: a cross-sectional study conducted in 53 fertility centres in 26 provinces in mainland China. Data were collected using a demographic data questionnaire, a specialised nursing competence questionnaire, the Career-Success Scale, and the Nursing Work Environment Scale. Descriptive and inferential statistics were applied. Results: 597 assisted reproductive technology nurses participated in our survey, and 555 valid questionnaires were collected. Theoverall mean scores for career success and work environment were 3.75 [standard deviation (SD) = 1.01] and 3.42 (SD = 0.77) respectively. There was a strong positive correlation between career success and work environment (r = 0.742, p < 0.01). Multiple regression showed that attending academic conferences, psychological care, professional development, support and care, salary, and welfare were significant factors that influence career success. Conclusion: attending academic conferences, psychological care, and work environment are positively related to career success. Administrators should consider ways to address these factors.

Factors that affect career success of nurses who practice in assisted reproductive technology.

to examine the relationship between career success and work environment of nurses who practice in assisted reproductive technology and to identify factors that affect career success. a cross-sectional study conducted in 53 fertility centres in 26provinces in mainland China. Data were collected using a demographic data questionnaire, a specialised nursing competence questionnaire, the Career-Success Scale, and the Nursing WorkEnvironment Scale. Descriptive and inferential statistics were applied. 597assisted reproductive technology nurses participated in our survey, and 555 valid questionnaires were collected. Theoverall mean scores for career success and work environment were 3.75[standard deviation (SD) = 1.01] and 3.42(SD = 0.77) respectively. There was a strong positive correlation between career success and work environment (r = 0.742, p < 0.01). Multiple regression showed that attending academic conferences, psychological care, professional development, support and care, salary, and welfare were significant factors that influence career success. attending academic conferences, psychological care, and work environment are positively related to career success. Administrators should consider ways to address these factors.

Factors that affect career success of nurses who practice in assisted reproductive technology

Objetivo: examinar a relação entre o sucesso profissional e o ambiente de trabalho de enfermeiros da área de tecnologia de reprodução assistida e identificar os fatores que afetaram tal sucesso. Método: estudo transversal conduzido em 53 centros de fertilidade em 26 províncias da China Continental. Os dados foram coletados por meio de um questionário demográfico, um questionário sobre competências de enfermagem especializada em tecnologias de reprodução assistida, da Career-Success Scale (Escala de Sucesso Profissional) e da Nursing Work Environment Scale (Escala do Ambiente de Trabalho na Enfermagem). Aplicaram-se análises de estatística descritiva e inferencial. Resultados: participaram do estudo 597 enfermeiros da área de tecnologia de reprodução assistida, e 555 questionários válidos foram coletados. As pontuações globais médias para o sucesso profissional e o ambiente de trabalho foram 3,75 [desvio padrão (DP) = 1,01] e 3,42 (DP = 0,77), respectivamente. Verificou-se forte correlação positiva entre o sucesso profissional e o ambiente de trabalho (r = 0,742; p &lt; 0,01). A análise de regressão múltipla mostrou que a participação em eventos acadêmicos, a assistência psicológica, o desenvolvimento profissional, o apoio e os cuidados, e o salário e o bem-estar foram fatores que influenciaram significativamente o sucesso profissional. Conclusão: a participação em eventos acadêmicos, a assistência psicológica e o ambiente de trabalho mostraram correlação positiva com o sucesso profissional. Os gestores deveriam considerar formas de abordar esses fatores.

Precarious Employment and Subjective Career Success During the School-to-Work Transition.

The transition from school to work is an important stage in the career development of university students, and precarious employment during this period can significantly impact their early career success. In today's unstable employment environment, this study examines how employment instability during the transition from school to work directly and indirectly affects college students' subjective career success. This contributes to a thorough understanding of this transitional period and provides university students with the necessary resources to cope with a smooth transition from school to work. We recruited senior students at five universities in Harbin, China, from May to July 2022. After obtaining participants' consent, questionnaires were distributed via social media, resulting in 967 valid questionnaires. Based on this sample, we examined the chain mediating effect of financial stress and occupational self-efficacy in the association between precarious employment and career success and the moderating effect of employability. The study found that precarious employment hurts career success and can also affect career success by increasing financial stress and decreasing occupational self-efficacy among college students. At the same time, financial stress can also decrease students' self-efficacy. Finally, employability can reduce the adverse effects of precarious employment on career success and occupational self-efficacy. The link between employment instability and subjective career success during the transition from school to work has been demonstrated for university students. Employment instability not only increases college students' financial stress but also reduces career self-efficacy, which in turn affects college students' perceptions of early subjective career success. Importantly, employability plays a positive role in the smooth school-to-work transition and subjective career success of university students.

The impact of HRM practices and employee behavior on career success

Objective and subjective criteria are essential measures of organizational success. However, prior studies ignored these criteria when assessing employees’ career success. This study aims to examine the impact of HRM practices and employee behavior on career success for employees in the Greater Amman Municipality. This study adopted a survey for data collection, as 375 questionnaires were distributed to employees working at Greater Amman Municipality in Jordan. Four weeks were given to respondents to complete the survey. After the allotted time had passed, 246 questionnaires had been gathered, with a response rate of 65.6%. Of these, 246 questionnaires were deemed suitable for further analysis. Convenience sampling has been used as a key technique for collecting data. For data analysis, SPSS (version 25) and SmartPLS (version 3.3.9) statistical software were used. The findings indicated that objective and subjective criteria significantly affect career success. The results also showed that HRM practices and employee behavior significantly and positively influenced career success. Furthermore, employee behavior mediated the relationship between HRM practices and career success. Since each facet reflects a significant and distinctive component of career success, academics and researchers should focus on both the objective and subjective dimensions of career success.

Emotional intelligence and career success: Does resilience matter?

AbstractAchieving success in one's career has numerous positive consequences for individuals as well as for organizations. This study examines the influence of emotional intelligence measures on career success. Also, using the broaden and build theory, we propose employee resilience as an underlying mechanism connecting emotional intelligence measures and career success. Data were collected from employees working in different IT organizations in India's northern region. Confirmatory factor analysis followed by path analysis using the maximum likelihood estimation (MLE) method in AMOS was performed. Results found that all the emotional intelligence measures directly affect career success and employee resilience. For instance, the adaptability dimension had the most significant direct impact on career success, whereas the interpersonal dimension emerged as the leading predictor of resilience among all five emotional intelligence dimensions. In addition, employee resilience was identified as a partial mediator between all emotional intelligence measures and career success. The present study offers some insightful theoretical and practical implications.

The mediating effect of self-efficacy on career aspiration and organizational support with subjective career success among Malaysian women managers during the Covid-19 pandemic.

The lives and jobs of many people have been negatively affected by the Covid-19 pandemic. Lockdowns to curb the pandemic have resulted in many people having to work from home. The question that arises is whether women's jobs are more vulnerable to the crisis. In this regard, it would be useful to understand the factors that affect career success, specifically that of Malaysian women managers. The present study sought to examine the impact of career aspiration and organizational support on subjective career success, as well the mediating role of self-efficacy in these relationships. The participants comprised 146 Malaysian women managers who had completed an occupational self-efficacy scale, career aspiration scale, as well as perceived organizational support and subjective career success inventory. The results of multiple linear regression indicated that those with high levels of career aspiration and perceived organizational support were positively associated with subjective career success. In this connection, self-efficacy mediated both relationships. The findings provided a better understanding of women managers' perception of career success in the service sector.

Workplace Gender Inequity Is Driven by Broader Societal Inequity: A Qualitative Study of Senior Japanese and American Radiation Oncologists

PurposeGender inequity in medicine harms society, and often originates in the context of broader societal discrimination. This study explores the experiences of older women in the radiation oncology specialty in Japan and the United States, with an emphasis on understanding how broader gender inequity affects career trajectory. Radiation oncology is an ideal setting to investigate cross-cultural physician gender equity issues, because few women enter the field despite fewer barriers (eg, frequent emergencies, evening/weekend hours, long procedures) that are commonly cited by women as deterrents in specialty selection. Methods and MaterialsBetween 2012 and 2016, the authors interviewed 14 older women in radiation oncology (department chairs or full professors), with 6 from Japan and 8 from the United States. Multiple analysts identified themes to explore the impact of societal gender inequity on female radiation oncologists’ careers. ResultsFive themes were identified: (1) childhood gender constructs affect career aspirations, (2) persistent sexism and gender-based workplace challenges affect women's careers, (3) gender inequity in the home affects women's careers, (4) non–gender-related factors intersect to affect women's career satisfaction, and (5) attaining gender equity appears to be even more challenging in Japan compared with the United States. ConclusionsFemale radiation oncologists in 2 of the most technologically advanced countries report that gender discrimination across their lifespans substantially affects career success. Because gender inequality reflects societal injustice and negatively affects scientific progress and patient outcomes, future research should focus on global approaches to address professional and domestic gender constructs that impede women's career progress.

The impact of the second victim's experience and support on the career success of psychiatric nurses: The mediating effect of psychological resilience.

We explored the mediating role of psychological resilience in the experience and support of psychiatric nurses as the second victims and their career success. Psychiatric nurses, as the primary victims of workplace violence, experience physical and psychological distress, which leads to high resignation rate and job burnout. However, not much is known about the mediating role of psychological resilience between the second victims of workplace violence and their career success. A cross-sectional study was conducted among 683 psychiatric nurses. The participants were scored according to the Chinese career success scale, Chinese version of the psychological resilience scale for nurses and Chinese version of the second victim experience and support tool. The t-test and one-way analysis of variance were used to compare the factors affecting career success. Career success scores differed among nurses of different ages having different employment forms, role and working years (p < .05). Mediating effect analysis revealed that psychological resilience played a full mediating role in the experience and support of second victims and their career success. Psychological resilience-based interventions should be developed to improve the psychological adjustment ability of psychiatric nurses and to strengthen their career success. Nursing managers should create more opportunities and a harmonious working environment and enhance the management system for dealing with workplace violence.

Mentorystės reikšmė pradedančiųjų muzikos mokytojų profesinėje veikloje

Pradedantieji muzikos pedagogai pirmaisiais profesinės veiklos metais susiduria su problemomis, kurias galėtų padėti spręsti labiau patyręs pedagogas – mentorius. Mentorystė yra apibrėžiama kaip bendradarbiavimas, paremtas iš anksto sudarytu planu, kuris patenkina asmenybės augimo poreikius. Tai procesas, kuris yra susijęs su patirtiniu mokymusi, formuojant globojamo asmens požiūrį į pedagoginį darbą, atsakomybę ir pareigas. Mentoriaus veikla yra įvairialypė, tad jam reikalingas platus kompetencijų, žinių, vertybių, asmeninių savybių ir gebėjimų spektras. Jo kompetencijos grindžiamos ne tik profesiniais, pedagoginiais, asmeniniais, bet ir vadybiniais, suaugusiųjų mokymo ir konsultavimo bei administravimo gebėjimais.Kokybinio tyrimo metu norėta išsiaiškinti, su kokiais sunkumais ir problemomis susiduria pradedantieji muzikos mokytojai ir kas galėtų padėti jas spręsti, o kartu ir integruotis į profesinę darbo rinką. Tyrimo tikslui pasiekti buvo panaudota mokslinės ir metodinės literatūros analizė, standartizuotas atvirasis interviu. Tyrimas vyko 2020 m. balandžio mėnesį, jame dalyvavo 8 pradedantieji dirbti muzikos pedagogai.Kokybinis tyrimas atskleidė, kad daugelis pradedančiųjų muzikos pedagogų susiduria su adaptacijos laikotarpiu. Adaptacijos laikotarpiu kylančias įvairias profesines problemas – praktinės patirties trūkumą, nepakankamą drausmę klasėje, nedraugišką kolegų požiūrį, neigiamus emocinius išgyvenimus – iš dalies galėtų padėti spręsti skirtas patyręs pedagogas – mentorius. Pradedančiajam muzikos pedagogui labiausiai reikalinga pagalba yra trijose kryptyse: profesinėje (pedagoginėje ir dalykinėje), ugdytinių pažinimo ir aktyvaus ugdymo įstaigos įsitraukimo. Sėkmingai pradedančiųjų muzikos pedagogų profesinei veiklai didžiausią įtaką turi teigiamos mentoriaus savybės, tokios kaip bendravimas ir bendradarbiavimas, motyvacija, pozityvumas, lojalumas bei atsakingumas.

When (and why) job self-efficacy does not promote career success: The roles of resilience and organizational prototypicality

Does job self-efficacy affect career success? In this article, we explore the idea that not only insufficient, but also excessive self-efficacy can impede success. We used multisource, time-lag data on managers working at a social-work organization to test our theoretical predictions. Our results show that job self-efficacy has a curvilinear relationship with resilient behavior, which in turn affects managers’ career success: self-efficacy increased resilience up to a point where it turned not significant. We also found an antidote for the negative consequences of low self-efficacy: when managers were perceived to embody the values and behaviors typical in their organization—i.e., high organizational prototypicality—low self-efficacy did not hamper their success. These findings suggest that low job self-efficacy is not invariably an obstacle to being successful in organizations. They also contravene the assumption that the more self-efficacy, the better; a supportive work environment might be just as important.

Factors affecting career success: The case of graduate students

Factors affecting career success: The case of graduate students

The Comparison between Thai and Myanmar Accounting Competency of Thai Multinational Enterprises in Myanmar

The purpose of this research is to study and compare the competency, job happiness, work motivation, accounting performance and career success of Thai and Myanmar accountants, and to study the relationship model of accountants’ competency factors for Thai and Myanmar accountants that affect success of Thai multinational enterprises in Myanmar. This research is quantitative research using the PLS-SEM method and the ADANCO program to analyze structural equations. The sample was divided into 2 groups: 452 samples of Thai accountants and 406 samples of Myanmar accountants, using the purposing sampling technique. It was found that all the factors are significantly different between Thai and Myanmar accountants, but some observed variables, including purpose in life, personal growth, hygiene factor, and invisible success are not significantly different. Finally, it was found from the structural equation model of Thai accountants that theaccountants’ competency does not directly affect career success, which is not in line with the theory. However, the factor that is suitable for measuring career success of Thai accountants is work motivation, which has a direct impact on career success at a significance level of 0.01. On the other hand, accountants’ competency has a direct effect on career success of Myanmar accountants at a significance level of 0.05. Important findings are that the factor suitable for measuring career success of Myanmar accountants is accounting performance, which has a direct impact on careersuccess at a significance level of 0.01.

Snapshot: Socioeconomic Competence in US Neurosurgery Residents

Socioeconomic topics such as federal mandates/regulations, conflict of interest, and practice management have become increasingly important for all neurosurgeons. Graduating residents immediately need a host of skills to successfully navigate neurosurgical practice. Surgical and medical skills are closely evaluated through the American Board of Neurological Surgery, and a formal socioeconomic curriculum has been developed with defined milestones. Nevertheless, little has been done to evaluate neurosurgery resident competence in socioeconomic and medicolegal principles. The purpose of this study was to assess the competence of Accreditation Council for Graduate Medical Education neurosurgical residents in socioeconomic knowledge. Neurosurgery resident members of the American Association of Neurological Surgeons (N=1385) were sent a Survey Monkey of 10 questions. The survey covered the most basic of socioeconomic principles. Initial survey responses were collected across a 1-month period from April to May2018. The response rate was 14% (194/1385). Overall, neurosurgery residents would have received a grade of D, with an average score of 67% on the survey. For 7 of the 10 questions, the majority (>50%) of neurosurgery residents answered correctly. Furthermore, for 3 questions, more than 90% of residents selected the correct answer. However, for one-half of all questions, residents averaged a score of less than 65%. Residents tended to answer questions correctly for physician compensation and compensation models, but incorrectly for topics of informed consent, Controlled Substances Act, and conflicts of interest. With the increasing complexity of neurosurgery practice, solid knowledge of socioeconomic topics is essential. The study confirms suspected deficiencies in socioeconomic proficiency among neurosurgery residents, despite the availability of a validated curriculum. This knowledge gap will likely affect career success and satisfaction. Nevertheless, this survey had a significantly low response rate, and it may be an incomplete representation of the neurosurgical resident mind. Focused educational initiatives through the neurosurgical Residency Review Committee and individual training programs must facilitate an action plan that ensures the effective implementation of socioeconomic curricula.

Research Careers: Conceptual Frameworks and Actual Practices

The paper analyzes the existing approaches to the concept of scientific career, as well as career patterns of PhD holders. The authors consider the choice of alternative career options that do not involve a strict hierarchy or a clear understanding of where a person’s career path will take him. Taking into account the approaches developed earlier in the framework of the sociology of science, the sociology of employment and the theory of life cycles, as well as on the basis of the results of modern empirical research, including the results of the international project “Careers of Doctorate Holders (CDH)” (OECD, Eurostat, UNESCO Institute for Statistics), the authors propose a new model of academic career and identify the main factors, allowing to assess the success of a career. The model was tested on the data obtained during a survey among Russian researchers involving 828 respondents aged between 30 and 49 and employed by universities, research institutes, organizations of engineering services, industrial enterprises, medical centers and clinics. The analysis revealed 5 main factors determining the research career: recognition in the academic community; application of the scientific results in practice; implementation of research interests; formal criteria for successful employment (salary and level of position); mobility (including international). The results of the study confirmed the initial hypothesis that the factors affecting career success can be classified by their significance for the individual / for the professional community / for society as a whole.

Understanding persistent scientific collaboration

Common sense suggests that persistence is key to success. In academia, successful researchers have been found more likely to be persistent in publishing, but little attention has been given to how persistence in maintaining collaborative relationships affects career success. This paper proposes a new bibliometric understanding of persistence that considers the prominent role of collaboration in contemporary science. Using this perspective, we analyze the relationship between persistent collaboration and publication quality along several dimensions: degree of transdisciplinarity, difference in coauthor's scientific age and their scientific impact, and research‐team size. Contrary to traditional wisdom, our results show that persistent scientific collaboration does not always result in high‐quality papers. We find that the most persistent transdisciplinary collaboration tends to output high‐impact publications, and that those coauthors with diverse scientific impact or scientific ages benefit from persistent collaboration more than homogeneous compositions. We also find that researchers persistently working in large groups tend to publish lower‐impact papers. These results contradict the colloquial understanding of collaboration in academia and paint a more nuanced picture of how persistent scientific collaboration relates to success, a picture that can provide valuable insights to researchers, funding agencies, policy makers, and mentor–mentee program directors. Moreover, the methodology in this study showcases a feasible approach to measure persistent collaboration.

The Role of High-Performance Work System on Career Success: Evidence from Jordan

The aim of this study is to examine the effect of high-performance system on career success. To achieve this, questionnaire was used to collect data from sample of 358 employees from 14 business companies in Jordan. Results reveal that high-performance work system (HPWS) positively affects career success. Specifically, this study proves that both subjective and objective career success is positively related to HPWS. Furthermore, results demonstrate that training and development, performance management, and career management practices enhance career success. Implications for managers and suggestions for future research are also discussed.

The impact of international business education on career success—Evidence from Europe

In today's globalized world, career paths are becoming increasingly international, and so managers need respective cross-cultural strengths in order to act effectively in various cultural environments. Even though education—especially business education—is progressively becoming more international to meet these organizational demands, little is known about whether the extent of international business education influences careers, and in particular career success. In addressing this research deficit, we explore whether and how international business education affects career success. As the major contribution of this paper we suggest a conceptual framework which posits global identity and international experience as mediators of this relationship. The assumptions of this framework are confirmed by an investigation amongst 450 alumni of a European business school. Additional contributions include that we extend the limited body of research on the construct of international business education and its measurement, by providing an all-encompassing definition and much-needed operationalization. Furthermore, we contribute a European perspective on international business education through our empirical evidence.

Factors Affecting Career Success of Employees in the Insurance Sector of Pakistan

Factors Affecting Career Success of Employees in the Insurance Sector of Pakistan

Factors Affecting Career Success of Employees in the Insurance Sector of Pakistan

Present article focuses on the key factors having influence on career success of employees in the insurance sector of Pakistan. We proposed an evolving process of career success and career commitment of working employees of insurance sector of Pakistan. It is found that career development practices like promotional opportunity, rewards, job security and training play vital role to build career commitment and career success of working employees of insurance sector