Career Growth Opportunities Research Articles

Contribution of Mentoring on Organizational Commitment of Millennial Employees: A Case Study of Knowledge Process Outsourcing Organization

With an ever-increasing growth in the composition of millennial employees in the workforce, understanding their expectations and demands and applying strategies to keep them fully engaged and committed has become a challenge. As this group grows significantly employers need to make major changes in their engagement and motivating models. In the modern business context, most organizations tend to offer career growth opportunities with benefits and arrange mentoring programs to facilitate employee career growth and solve their issues and concerns within the organizational environment. The purpose of this qualitative exploratory case study is to explore how the mentoring program at XYZ Company contributes to the organizational commitment of millennial employees. Theoretical foundations are basically drawn from Homan's Social Exchange theory and Meyer and Allen’s Organizational Commitment model. This qualitative case study has used the in-depth interview method to collect primary data from a sample of 20 mentors and mentees. The purposive sampling technique was used to select the respondents. The collected data were analyzed using thematic analysis method and pattern matching technique was used to identify the categories and themes that emerged through analyzing data. The results of the study indicated that mentoring program at XYZ Company is effective and has an impact on organizational commitment of millennial employees. Mentees perceived the impact of mentoring on organizational commitment in terms of mentor's influence, role of mentoring on emotional attachment and role of mentoring on obligation to stay. Mentors increase the commitment of mentees by appreciating and valuing their commitment, tracking and reviewing their performance and guiding them towards extra effort. Further, it revealed that mentors play very important role in motivating mentees to exert great effort in terms of being productive and punctual, achieving targets and ensuring quality. Their desire to maintain organizational membership is indicated by their feelings on being valued, proud and the bond with people and the culture. Finally, mentors create an obligation to stay by delegating more authority and responsibilities, providing growth opportunities and training and developing them properly. It was identified that mentees are committed in terms of affective commitment and normative commitment. However, it was evidenced that they were committed to the job but not to the organization. This professional commitment is mainly influenced by their intention of achieving rapid career growth. These findings provide important insights for the management of the organization on the expectations and demands of millennial employees and the nature of strategies that they should introduce to keep them fully engaged and committed.
 Keywords: Mentoring, Employee Engagement, Organizational Commitment, Millennial employees

To Analyze the Level and Factors of Job Satisfaction Across Different Generations in India

Firstly, the motive behind this research is to know about the factors that lead to Job Satisfaction; secondly, the most authoritative factor of Job Satisfaction; thirdly, to find out which generation is the most satisfied with their current job across different generations of people. The study provides a descriptive and comparative analysis of working professionals from all domains, industries, gender, age, and sectors across India selected based on random sampling using quantitative research methods. It aims to analyze the results on SPSS based on a survey in a close-ended and Likert-scale based questionnaire. Baby boomers are the most satisfied with their job. Generation X is satisfied but lesser than Baby Boomers. Generation Y and Generation Z are not satisfied. Still, Millennials are more satisfied than Generation Z. Their dominant factor for job satisfaction is Job Security, Work Culture, Equality, and Career Growth Opportunities. Not much research has been done on Gen Z by researchers, as they are young and will be entering the market. This study focuses on Gen Z. The findings will help analyze people of different ages to their work and participation levels. The HR could formulate their policies and practices according to the findings generated, which will help reshape their reward structure, decide how they can manage talent, control bad attrition, and a basis for further research, if anyone wants to study particularly about one factor.

An Empirical Study to Retain Good Quality Employees in Indian Firms

This study aims to determine the various factors influencing employee retention and attempt to measure the same, especially in Indian firms, as employees are the most crucial asset for any organization. Even though most organizations today are technology-enabled, but human resources are needed to handle modern equipment. One of the most prominent challenges organizations face regarding human resource (HR) planning is retaining good, skilled, and efficient employees for long. To achieve productivity in the competitive world, capable and efficient employees must utilize available resources effectively. In this study, the sample was collected from various employees of different Indian firms by a self-administered survey questionnaire based on the random sampling method.The analysis was done by SPSS and Structural Equation Modelling by AMOS 20. The findings affirm that organizations today need to develop a strong bonding between management and employee, create a good communicative environment, and encourage employees to work as a team without discrimination. Furthermore, this study also provides various recommendations for HR managers to give respect along with the value and appreciation, provide a healthy work environment, job design, place employees according to their skills, and provide career growth opportunities to retain a quality workforce by making them committed engaged.

Examining burnout in the US military with a focus on US Air Force: A review of literature

Through a systematic review of the literature, we draw attention to factors associated with burnout and the effects on the military with a special focus on the US Air Force. Our review consists of the military and human resource development (HRD) literature on burnout. We integrate insights from the review of both literature on burnout and develop a conceptual model based on four major themes. First, significant factors associated with burnout such as the occupational nature of work were identified. The second and third themes describe the effects of burnout on the individual (health and reduced professional efficacy) and organization (commitment, job performance, and increased turnover). Fourth, strategies for minimizing burnout suggest that leadership support is important for service members. Specifically, a climate of support through open communication, realistic resiliency training, and expanding opportunities for career growth are likely to mitigate burnout. We utilize military and HRD perspectives on burnout and present implications for theory and research, as well as recommendations, for improving practice in military settings.

The relationship between employee motivation and service quality: Case study of a selected municipality in the Western Cape province, South Africa

Background: In South Africa, municipal service delivery is characterised by a low level of motivation amongst employees, poor service quality and a high level of citizen dissatisfaction, often resulting in violent protests. Aim: The aim of this study was to examine the relationship between municipal employees’ motivation and quality of services delivered. Setting: The study was conducted at a selected municipality in the Western Cape province, which is unnamed for ethical reasons. Methods: In this quantitative study, two main hypotheses were advanced to examine the relationship between employee motivation and service quality, and six hypotheses tested the relationship between leadership, job satisfaction, career growth, organisational culture, physical work environment, work group teams and service quality. The sample consisted of 121 employees selected from a target population of 219 using simple random sampling technique. A five-point Likert-scale survey questionnaire was administered. Data were captured on an Excel sheet and analysed using Statistical Package for Social Sciences (SPSS) version 23. The analysis was done descriptively and correlationally. Results: Whilst analysis of descriptive statistics showed low mean scores for motivation and five of its six constructs, indicating low motivation amongst municipal employees, correlational analysis confirmed the six hypotheses for the constructs, with different degrees of positive correlation between them and service quality. This means motivated employees are highly likely to deliver high-quality services. Conclusion: A transformational leadership style, job rotation and enlargement, provision of training, career growth and development opportunities, change in organisational culture, improved work environment and enhanced teamwork could assist in addressing the employee motivation–service quality conundrum.

Career growth opportunities, thriving at work and career outcomes: Can COVID-19 anxiety make a difference?

Based on a two-wave survey of 242 frontline employees from a restaurant company, this study examines, in the COVID-19 setting, how career growth opportunities affect employee career-related outcomes and how these effects may be moderated. It was found that career growth opportunities improved career commitment and reduced career regret via its boosting effect on employee thriving at work. The survey results also showed that the impact of career growth opportunities on thriving (directly), and on career commitment and career regret (indirectly), is heightened by employee anxiety triggered by COVID-19. This indicates that career growth opportunities are most needed and most beneficial for shaping employees’ career outcomes when they experience high levels of COVID-19 anxiety.

Inclusive leadership and women in public relations: defining the meaning, functions, and relationships

ABSTRACT The purpose of this research is to introduce inclusive leadership as a new theoretical framework to understand its meaning and functions in advancing gender equalities and empowerment in public relations leadership. By proposing an inclusive leadership theoretical model, we explored the roles of inclusive leadership in fostering an organization’s diversity climate and facilitating its practice of participative leadership in empowering women in public relations to reach their full potential in leadership advancement. Moreover, our results confirmed both direct and indirect impacts inclusive leadership could have on women’s perceptions of continued career growth opportunities. Our findings provide theoretical implications and practical solutions to address women’s leadership challenges through an inclusive leadership lens.

Axiological Aspects of Functioning of Vocational Education on the Territory of the Ukrainian Socialist Soviet Republic in the 1920s

The development of the modern system of vocational education in Ukraine requires a thorough and comprehensive analysis and rethinking, including the axiological point of view, of the existing historical and pedagogical experience of vocational education in Ukraine in different socio-political conditions and ideological approaches. This article aims to consider one aspect of this issue, in which the axiological aspects of the functioning of vocational education in the Ukrainian Socialist Soviet Republic (USSR) in the 1920s are revealed.The article analyzes the influence of socially dominant values on the formation and development of the vocational education system of the USSR in the 20s of the twentieth century. It is described how changes in socially dominant values are reflected in the existing educational system and how they cause changes and transformation of it.The analysis of the functioning of vocational education in the USSR in the 1920s showed that this period is characterized by significant axiological and structural transformations of the vocational education system.It is established that in the 1920s, the vocational education system of the Ukrainian SSR clearly showed the depletion of the liberal system of values, which was largely replaced by the Bolsheviks’ values and ideals. There is a frank ideologization of education and its applicants. One of the main tasks of vocational education of that time was the Bolshevik-socialist education of the youth.It is concluded that the ideological influence of the political system on the values of contemporary vocational education and the resulting transformation processes had a significantly negative impact on it, especially in the system of higher vocational education. However, even such ideological and largely profane, professional education was considered a significant value by the representatives of the peasantry and the proletariat at that time since it provided them with the opportunity for rapid career growth.

Employment Status of Bachelor of Science in Marine Engineering Graduates at the University of Antique, Philippines

Quality maritime graduates attract better employment opportunities. This descriptive survey study aimed at determining the employment status of Bachelor of Science in Marine Engineering (BSMarE) graduates of the University of Antique from 2013 - 2016 as the basis for proposing an action plan. The descriptive survey research method was used in this study. A Commission on Higher Education (CHED) graduate tracer survey was adopted and modified to ensure appropriateness in the maritime setting. The computer-processed statistics used were weighted means, frequency counts, and rank for descriptive analysis. The findings revealed that, generally, the BSMarE graduates were dominated by males, 24 years and older, and who graduated in 2013. The majority of the graduates were employed in 2014 and 2016 as contractual workers. A large number of the graduates were enlisted with the help of the university's career and placement officer. Opportunity for career growth, salary, benefits, and the job-related course were their most predominant reasons in applying for the job, while flexible schedule, telecommunication arrangement, and proximity to their residence were the least principal reasons. The majority of the graduates are employed part-time, and most of their employers come from the private sector. Most of the graduates have been working in their current job for between 2 to 3 years. The majority of the graduates are employed in domestic shipping companies and earn between PhP 30,000 - 49,999. The proposed action plan aims to improve the employment rate of BSMarE graduates by enhancing shipboard familiarization, workshop skills training, and engine watchkeeping courses. Further, it improves maritime students' soft and life skills needed in a stressful and prison-like environment like a ship. It revisits the BSMarE curriculum and fully implements Outcome-Based Education in all professional courses. Finally, it provides an enrichment training workshop on teaching strategies and classroom management of maritime instructors.

Staff motivators in organised retail sector

Purpose of Research: The present paper studies the effectiveness of the factors in motivating the employees working in the retail industry. It also analyses the perception of the employees about the effectiveness of the factors influencing staff motivation and the difficulties faced by them in their workplace and their opinions on being better off. This study is very crucial in present day context as competition in retailing is getting steeper. Particularly after the economic slowdown in a highly volatile economic environment, retailers must analyse the factors affecting their employee motivation. Methodology: In this study, the researchers have tended to highlight the positivist philosophical approach. The research has been carried through the survey done on the staffs of operations and sales team of some top organised retailers in Kolkata by a standardised questionnaire, blended with open ended and close ended questions. It also delves into the effect of demographics and psychology of the staffs and their perception about the factors influences their motivation level in the workplace, by using various statistical tools like Chi-Square Test, Cronbach’s Alpha and Factor Analysis in the study. Findings: Reward and Recognition structure and Cash Benefit structures are the most influential factors in motivating the staffs to work in retail sector, closely followed by Career growth opportunities. Again, the Incentive structure influences the staff motivation to perform better in sales. Practical Implications and Conclusions: The components give an unadulterated and fulfilling experience to the staffs which makes them feel good about their work and also make them feel hopeful in order to make betterment in their career. These leads to positively influencing the motivation level of the staffs in the retail industry. This leads to better performance from the staffs in both quality and quantity. This also reduces employee turnover. This helps in maintaining a healthy environment work balance with a healthy relationship between the staffs and the management, in the retail sector. This in turn helps the retail sector to grow and prosper.

THE EMPLOYEE ENGAGEMENT OF MILLENNIAL EMPLOYEES

Millennials have an important role in the growth of the company nowadays and in the future where the workforce will be majority by the millennial generation. Employee engagement has become a potential factor for organizational performance. Many leaders or practitioners of human resource management still using the old method and have poorly understanding on how to engage their millennials which lead them to many difficulties in managing millennial which results in organizations failing to keep them working within the desired time period and also failed to engage them for their best contribution to the company. The purpose of this case study is to understand the strategies and methods used by a company located in Jakarta, the largest metropolitan city in Indonesia, in order to engage its millennial employees to get more contribution of organizational productivity. This case study uses triangulation which is a multimethod approach when collecting and analyzing data, to ensure the correctness of data or information obtained from a variety of different perspectives. In this study data was obtained from interviews, online data searches through the internet regarding the company and 2018 quarterly reports from the HR Department. The findings revealed that the HR Department used specific strategies for career growth opportunities, good communication between superiors and subordinates, pleasant work environment, positive image of the company in the community. The results obtained are very beneficial to the organization growth and company’s success.

Exploring the Challenges Faced by Working Mothers and the Perceived Factors to Retain them in the Private Education Sector

The purpose of this exploratory study was to explore the challenges faced by working mothers in the education sector and the perceived policies and strategies to retain them in their current jobs. This basic qualitative study used in-depth semi-structured interviews to collect information from five working mothers with at least one child. Thematic analysis was done to analyse the data manually. The key challenges highlighted include work-life conflict, stereotyping, exhaustion, changing work schedule and career growth opportunities. The working mothers also stated that the key perceived policies and strategies to retain them include child-care support, working from home and flexible work arrangements. Generally, they stated that motherhood was their key priority, and they prioritised family overwork. The study provided an understanding to organisations on the challenges faced by working mothers and what policies organisations should focus on to retain them. This study was the first of its kind, and it provided in-depth experience and views of working mothers in the education sector. This paper makes contributions to work-life integration and career theory.

Changing Environments Require Changing Competencies

The global pandemic is highlighting how work and life is changing.Changes in health, social, work, and life routines are altering skills and behaviors needed by engineers and managers. Competency models provide a job and career growth opportunities for both organizations and people and need to be updated into dynamic tools that provide direction for both people and the organizations they work in. This notebook builds from the American Society for Engineering Education (ASEE) listing of engineering competencies to provide new findings on seventeen competencies used by civil engineers to address 2019 business challenges. Future discussions include:Field competencies and Digital competencies, Continuous versus Adaptable Competencies, and Sustainable development and responsible leadership competencies.

경력성장기회와 육성적 피드백이 조직시민행동에 미치는 영향: 조직몰입의 매개효과

치열한 경쟁 속에서 조직의 구성원들은 조직에서 자신의 역량을 개발할 다양한 기회를 찾기 위해 노력하고 있다. 본 연구는 조직에서 제공하는 경력성장기회와 육성적 피드백이 구성원들의 조직몰입을 매개하여 조직시민행동에 미치는 영향을 실증 · 분석하고자 하였다. 수도권에 소재한 대기업에 재직하고 있는 구성원 307명의 응답을 표본으로 SPSS 27.0, Amos 27.0을 이용하여 분석하였다. 연구결과, 첫째, 경력성장기회는 조직몰입과 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 육성적 피드백은 조직몰입에는 정의 영향을 미쳤으나 조직시민행동에는 유의한 효과를 미치지 못하는 것으로 나타났다. 셋째, 조직몰입은 조직시민행동에 정(+)의 영향을 미치는 것으로 나타났다. 넷째, 조직몰입은 경력성장기회와 조직시민행동의 관계 그리고 육성적 피드백과 조직시민행동의 관계에서 유의한 매개효과를 가지는 것으로 나타났다. 이 연구의 시사점은 다음과 같다. 구성원들의 조직시민행동을 유도하기 위해서는 구성원들에게 상사의 육성적 피드백과 함께 조직에서 경력성장기회를 제공하는 것이 효과적이라는 점이다. 한편, 구성원들의 조직시민행동을 유도하기 위해서는 이전 단계로서 조직몰입을 높일 필요가 있다. 직접효과를 가지는 경력성장기회와는 달리 육성적 피드백은 조직몰입을 경유하여 조직시민행동에 영향을 미쳤기 때문이다. 특히 이직의 가능성이 높은 조직의 핵심인재의 경우에는 우선적으로 경력성장기회를 제공하는 것이 요구된다.

Transformational Leadership and Perceived Overqualification: A Career Development Perspective.

Drawing on social information processing theory and a career development perspective, we examined the effect of transformational leadership on the perceived overqualification via career growth opportunities, and how the supervisor–subordinate guanxi moderates the relationship between transformational leadership and perceived overqualification. We tested this proposal using three waves of lagged data collected from 351 company employees in the Yangtze River Delta region in China. The results revealed that transformational leadership had an indirect effect on perceived overqualification through career growth opportunities, and supervisor–subordinate guanxi moderated the positive association between transformational leadership and career growth opportunities. In addition, the mediating effect of transformational leadership on perceived overqualification through career growth opportunities was stronger when the level of supervisor–subordinate guanxi was high and weaker when it was low. The findings have theoretical and practical implications for reducing employees’ perceptions of overqualification in the organizational context.

Understanding the job-hopping syndrome among millennial employees in the U.S. food and agribusiness sector: a national survey

A company’s ability to retain its employees is one of the pillars of long-term success for any business. For this reason, employee retention and employment continuity have been topics of interest among researchers in business, human capital and psychology fields. By 2025, millennials will constitute approximately 40% of the U.S. workforce. The existing research suggests that 60% of millennial employees will leave their employer within three years from their start date imposing significant costs on the company to re-hire and train new employees. These challenges can be even more significant in the U.S. food and agribusiness sector, where a growing global demand for food and fiber increases demand for talent. Therefore, this study uses a national-level survey of millennial employees who work in the U.S. food and agribusiness sector to: (1) explore the frequency of job-hopping; (2) identify job-related factors influencing their decision to stay with their current employer; and (3) evaluate how these factors impact millennial employees’ frequency of job-hopping. The findings indicate that the job-hopping is indeed observed in the U.S. food and agribusiness sector but to a lesser degree compared to non-agriculture sectors. The number one reason for leaving or considering leaving their current employer was the lack of opportunities for career growth and advancement. These findings show that employers need to focus on meeting the employees’ not only short-term but also long-term career goals, as well as work-life balance, relationship with management, health care benefits to increase employment continuity and reduce job-hopping.

The Green Jobs Advantage: How Climate-Friendly Investments Are Better Job Creators

This paper compares job creation per dollar from various types of green investments vs. unsustainable investments. It also explores how to promote good jobs that have fair wages, job security, opportunities for career growth, safe working conditions, and are accessible for all.

Relationship between employee behaviours and engagement in organisations’ internal environment

The objective of this study was to critically evaluate the relationship between employee behaviours and engagement in organisations’ internal environment. This objective was achieved in the context of Adeeb Group. Combination of primary and secondary data was used in achieving the objectives. In terms of primary data, questionnaires were carried out among the employees of Adeeb Group. Findings showed that among components of engagement, participants obtained the highest level on vigour; followed by dedication, and the lowest levels were obtained for absorption. In fact, the results revealed that employees’ level of engagement was low, especially for absorption. In terms of employee relations, it was found that even though the communication between employees is regarded as better than the communication with organisation, employees do not think that it is good whereas these communications should be open. Employee growth responses also revealed that even though the opportunities provided for training and development is regarded as better than the opportunities for career growth, most of the employees do not think that the organisation supports growth of its members. The findings related to commitment showed that most of the participants were not satisfied about some politics of the organisation.

The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists.

Objectives:We investigated factors affecting turnover and assessed satisfaction with an existing Incentive Management System and to which extent it motivates employees. We also provide recommendations to improve the Incentive Management System.Methods:A cross-sectional questionnaire study utilizing a convenience sample from of a population of 250 Medical Laboratory Technologists.Findings:100 medical laboratory technologists responded to the survey. We found discrepancy in wage allocation to be the most prominent factor affecting turnover intention with 51% strongly agreeing, followed by low incremental system with 48%. Other factors were: limited opportunities for promotion, insufficient allowances and benefits, and lack of continuing education and professional growth opportunities with 49%. 26% of respondents found lack of autonomy/independence to be a factor. Poor workgroup cohesion was least ranked (17%). 39% reported dissatisfaction with workload, 31% were dissatisfied with their provided allowance, with management support, and the working hours, and opportunities for promotion (44%). Opportunities for career growth and higher pay were highest ranked as incentives to remain, and additional vacation time and supportive colleagues to be the least relevant factors. There was a significant correlation between age and motivation levels (r = 0.223, p = 0.026).Discussion and Conclusions:Burnout and turnover can be costly to healthcare organizations, due to the impact on productivity and healthcare quality. Human resource departments must ensure to not only attract skilled employees, but also influence their motivation and retention due to the impact on productivity and health care quality. Incentive management systems support practices to enhance skills, knowledge, abilities and retention rates for healthcare employees. Our study findings support the continued improvement of Incentive Management Systems within the healthcare organization to reduce turnover rates, maximize quality outcomes, and increase the levels of commitment and motivation of employees.

Employee turnover intention in the milieu of human resource management practices: moderating role of work-life balance

This study has been carried out in the pursuit of exploring key human resource management (HRM) practices and work-life balance in the Indian hospitality industry in relation to its impact on frontline employee's turnover intention. A total of 271 responses were collected from frontline employees through questionnaire. Using partial least square (PLS) path modelling the hypotheses were tested. Results indicated that better perception of HRM practices has negative influence on frontline employee intention to quit. Work-life balance acts as a significant moderator in the relationship between certain HRM practices namely training, career growth opportunity and compensation and turnover intention.