Career Compromise Research Articles

The effect of career compromise on nurses’ turnover intention: the mediating role of job satisfaction

AimWe aimed to examine the relationships among nurses’ career compromise, job satisfaction, and turnover intention and the mediating role of job satisfaction in the relationship between career compromise and turnover intention.BackgroundNurses are prone to career compromise when there is a discrepancy between the reality of their job and their personal career expectations due to personal or family factors. High levels of career compromise may have a significant impact on turnover intentions through low job satisfaction, thereby affecting the stability of the nursing workforce. There is a paucity of research on the impact of nurses’ career compromise on turnover intentions.MethodThis was a cross-sectional research design of nurses in hospitals in Guangdong Province using a convenience sampling method. The Career Compromise Scale (CCS), Job Satisfaction Scale (JSS), and Turnover Intention Scale (TIS) were used. The obtained data were analyzed through descriptive statistics, Spearman’s correlation coefficient, and the mediating effect of perceived organizational support was tested through the PROCESS macro mediation model in SPSS.ResultsData from 821 nurses who met the inclusion criteria were analyzed. The total score of nurses’ turnover intention was 14.68 ± 4.32. Spearman’s correlation analysis showed that career compromise was negatively correlated with job satisfaction (r = -0.594, p < 0.01), job satisfaction was negatively correlated with turnover intention (r = -0.471, p < 0.01), and career compromise was positively correlated with turnover intention (r = 0.544, p < 0.01). The mediating effect of job satisfaction on the relationship between career compromise and turnover intention has been demonstrated. The mediating effect is significant, with a value of 0.056, representing 25.71% of the total effect.ConclusionsThe turnover intention of nurses in Guangdong Province is high. Job satisfaction mediated the relationship between career compromise and turnover intention. This study further enriches JD-R theory and COR theory and provides new perspectives for nurse managers to develop intervention strategies to stabilize the nursing workforce and reduce turnover.

Conforming to career compromise: how a personal orientation can mitigate damages to organizational citizenship behavior

Conforming to career compromise: how a personal orientation can mitigate damages to organizational citizenship behavior

The Ripple Effect of Career Compromise on Feedback-Seeking and Extra-Role Behaviors

The Ripple Effect of Career Compromise on Feedback-Seeking and Extra-Role Behaviors

The Effects of Perceived Parents’ Ambivalent Sexism on Chinese Undergraduate Students’ Career Compromise -The Mediating Effect of Self-esteem-

The Effects of Perceived Parents’ Ambivalent Sexism on Chinese Undergraduate Students’ Career Compromise -The Mediating Effect of Self-esteem-

Negative Career Goal Discrepancy and Goal Adjustment in Young Adults: The Underlying Mechanism of Negative Emotions

Internal dissonance and disagreement with significant others over career goals can disrupt career progress. Based on goal setting and self-regulation theories, this study tested the relationships between self and parent career goal discrepancy (gap between what is desired and what is achieved) and career goal adjustment (career compromise and goal revision intentions) directly and indirectly via negative emotions (self- and parent-referenced career distress and regret). We surveyed 315 young adult students (76.5% women; MAge 19.52 years) recruited from a single multi-campus Australian university. Using structural equation modelling (maximum likelihood estimation), we found that higher self and parent career goal discrepancies were associated with higher compromise and intention to downgrade career goals. Further, self- and parent-referenced emotional responses partially explained the discrepancy to goal adjustment relationships. The findings have implications for how career theories incorporate self- and other-set career goal disruptions and should help counsellors assist young people, particularly in a strongly individualist, but multicultural, country such as Australia, to understand and manage their tendencies to compromise or downgrade their career goals.

The influence of employees' perception of over-qualification on career compromise: Mediated by role conflict and sense of relative deprivation.

In the external environment with the increasing level of education, there is a general phenomenon of excess qualification in the employment market. This research discusses employee career compromise from the perspective of employee over-qualification based on resource conservation theory and self-regulation theory. Combined with the survey data, a structural equation model (SEM) is constructed, and the mediation effect of relative deprivation and role conflict is analyzed according to the causal mediation model. The research find that employees' perception of over-qualification has three ways to affect employees' career compromise. First, employees' perception of over-qualification has a significant positive impact on their career compromise behavior through employees' emotions and self-cognition. Second, role conflict plays a partial intermediary role between the perception of over-qualification and career compromise by positively affecting career compromise behavior. Third, the sense of relative deprivation plays a partial intermediary role between the perception of over-qualification and career compromise by negatively affecting career compromise behavior. According to the research conclusions, the following suggestions are put forward. Enterprises need to establish a scientific employment mechanism to achieve talent-post matching and fundamentally reduce the phenomenon of over-qualifications. The company should pay attention to employee training, actively guide employees' career planning, instruct employees to correctly understand the sense of over-qualification and play a positive role in guiding employees' career planning.

Hair we grow again: Upward mobility, career compromise, and natural hair bias in the workplace

AbstractNatural hair bias, the targeting of people based on their hair or hairstyle, is an emerging but recurring barrier Black women face in the workplace. The aim of this qualitative study was to investigate whether early‐career Black women perceived that their ability to advance occupationally was compromised by wearing natural hair. Semi‐structured interviews were conducted with nine Black women with less than 2 years of work experience in various professions. Using interpretative phenomenological analysis (IPA), the researchers extracted five main themes: appearance and professionalism, double standards, natural hair journey, identity, and invisible rules of engagement at work.

Career Compromise Types Among University Graduates During the School‐to‐Work Transition

Because of high youth unemployment caused by structural conditions, South Korean university graduates must compromise their employment preferences and instead accept whatever work is available. In this study, we classified the types of compromises using latent profile analysis to examine various factors involved in the career compromise of 472 recent university graduates during their school‐to‐work transition. We identified four types of compromise patterns with distinct characteristics and discovered that the university graduates who did not compromise their interest and aptitude in their job selection showed a higher level of commitment to their career compared with those who compromised. Results suggest that individuals who do not compromise their interests and aptitudes are more likely to have successful and fulfilling long‐term careers.

Getting nowhere, going elsewhere: the impact of perceived career compromises on turnover intentions

PurposeThe purpose of this article is to investigate the unexplored relationship between employees' perceptions that they have made compromises in their careers (i.e. perceived career compromise) and their turnover intentions, as well as how it might be moderated by two personal factors (materialism and idealism) and two contextual factors (abusive supervision and decision autonomy).Design/methodology/approachSurvey data were collected among employees who work in the education sector in Canada.FindingsEmployees' frustrations about unwanted career adjustments lead to an enhanced desire to leave their organization. This process is more likely among employees who are materialistic and suffer from verbally abusive leaders, but it is less likely among those who are idealistic and have more decision autonomy.Practical implicationsFor human resource managers, these results provide novel insights into the individual and contextual circumstances in which frustrations about having to compromise career goals may escalate into the risk that valuable employees quit.Originality/valueThis study contributes to human resource management research by detailing the conditional effects of a hitherto overlooked determinant of employees' turnover intentions, namely, their beliefs about a discrepancy between their current career situation and their personal aspirations.

The Relationship between Career Decision and Career Satisfaction of Korean College Students: Focusing on Mediating Effect of Career Compromise

The Relationship between Career Decision and Career Satisfaction of Korean College Students: Focusing on Mediating Effect of Career Compromise

The Relation Between Career Compromise and Occupational Engagement Behavior of University Students: A Mediation of Career Decision-Making Self-Efficacy

The Relation Between Career Compromise and Occupational Engagement Behavior of University Students: A Mediation of Career Decision-Making Self-Efficacy

A Search of Relationship of Career Compromise and Career Related Variables of University Students

A Search of Relationship of Career Compromise and Career Related Variables of University Students

Validation of the Korean Version of the Willingness to Career Compromise Scale for College Students

Validation of the Korean Version of the Willingness to Career Compromise Scale for College Students

The Effects of Person-Centered Collage Career Group Counseling Program on Career Compromise of College Students with Disabilities

The Effects of Person-Centered Collage Career Group Counseling Program on Career Compromise of College Students with Disabilities

청소년 진로타협에 관한 통합적 문헌고찰과 실천적 함의

이 연구에서는 청소년 진로타협과 관련된 연구들의 대상 특성과 타협순서, 관련 변인들을 분석하여 청소년 진로타협의 양상을 총체적으로 살펴보고자 하였다. 이를 위해 Whittemore(2005)가 제시한 통합적 문헌고찰 방법을 사용하여 총 16편의 논문을 분석하였으며, 그 결과는 다음과 같다. 첫째, 국내 청소년은 학교급과 무관하게 타협과정에서 전반적으로 흥미를 가장 중요한 요소로 고려하여 타협하지 않으려는 경향을 보였다. 둘째, 생물학적 성 보다는 자아개념으로서의 성유형, 즉 젠더가 타협요인의 선호에 더 큰 영향을 미칠 수 있는 것으로 나타났다. 셋째, 진로타협 요인에 영향을 미치는 내적 변인으로는 진로태도성숙, 성취동기, 진로결정효능감 및 자기효능감, 진로의사결정 등이 있으며, 외적 변인으로는 어머니의 양육태도가 있는 것으로 확인되었다. 이 연구에서는 이와 같은 연구 결과를 바탕으로 향후 청소년 진로타협에 관한 연구에 갖는 함의와 진로교육 및 상담 현장에 갖는 실천적 함의를 제시하였다.

The Relationship between Career Compromise and Career Stress of Korean College Students: Focusing on Mediating Effect of Career Decision Level

The Relationship between Career Compromise and Career Stress of Korean College Students: Focusing on Mediating Effect of Career Decision Level

The Career Distress Scale

Career distress is a common and painful outcome of many negative career experiences, such as career indecision, career compromise, and discovering career barriers. However, there are very few scales devised to assess career distress, and the two existing scales identified have psychometric weaknesses. The absence of a practical, validated scale to assess this construct restricts research related to career distress and limits practitioners who need to assess and treat it. Using a sample of 226 young adults (mean age 20.5 years), we employed item response theory to assess 12 existing career distress items for model fit, item bias, location dependency, dimensionality, reliability, response option suitability, and construct validity. Three of the 12 items examined were removed as they did not fit the Rasch model or were not invariant across groups. The remaining 9 items, which we combined into a scale labeled the Career Distress Scale, demonstrated excellent psychometric properties, meaning that both researchers and practitioners can use it with confidence. Continued validation is required, including testing its relationship to other nomological net variables, testing predictive validity, and assessing test–retest reliability.

What Division of Labor Do University Students Expect in Their Future Lives? Divergences and Communalities of Female and Male Students

Gender inequality is embedded in men’s greater labor force participation and women’s greater assumption of domestic roles. These inequalities are at the same time rooted in people’s projections about their future lives, which influence future behaviors and values. The current research analyzes factors that influence these projections about the gender division of labor. A sample of 230 male and female Spanish university students reported their expectations about gender equality in their own future life. Data are also presented from 113 female university students from the United States, who completed the same measures. In an experimental design, these participants were also assigned to envision a possible future self as a married parent who was employed full-time, part-time, or not at all and whose educational attainment was a bachelor’s degree or an advanced degree. When reporting expectations for their own future lives, more female than male Spanish participants expected part-time work, marriage, and parenthood. In most aspects, the experimental conditions, with their assignments to particular future situations, yielded the same expectations for the male and female participants. Notably, as hypothesized, participants of both sexes estimated that greater employment would enhance their attainment of career and respect goals but compromise family goals. We discuss the effects of employment expectations on the division of labor and gender equality, and additionally provide a cross-cultural interpretation of the differences observed between Spain and the United States.

The ‘expat factor’: the influence of working time on women's decisions to undertake international assignments in the oil and gas industry

This article examines the effect of working time on women's willingness to go on expatriate assignments in the oil and gas exploration and production sector. The research draws upon an analysis of two case study firms' international assignment and working time policies, semi-structured interviews with 14 human resource staff responsible for policy design and implementation, and a survey of the views of 71 women expatriates, supported by in-depth interviews with 26 of the survey respondents. The research identifies an ‘expat factor’: assignees state that long hours are inherent in expatriation and necessary to further their careers. However, in practice, working time is not excessive and flexible working practices are utilised. Hours of work have little effect on women's decisions to undertake long-term assignments but alternatives such as short-term and commuter assignments are unpopular as their working patterns are disruptive to family life. This article contributes to theory development by linking two discrete frameworks that explain women's career choices when they strive to balance their career goals with their families and by identifying a career compromise threshold when expatriation is rejected in favour of family considerations. A model is proposed to link working time/patterns to women's international assignment participation.

Career Compromise, Career Distress, and Perceptions of Employability

We surveyed 175 university undergraduates and assessed whether career compromise was associated with career distress and perceptions of employability (employment demand and employment confidence), and tested whether core-self evaluations and social capital buffered the effects of career compromise. Career compromise was associated positively with career distress and negatively with self-perceptions of employment demand. Social capital moderated the relationship between compromise and employment demand and between compromise and employment confidence. No assessed variable moderated between compromise and career distress. Understanding the correlates of career compromise and under what conditions these relationships are strengthened or weakened contributes to an understanding of how goal adjustment in the career domain might affect young people’s well-being and career progress.