Career Growth Opportunities Research Articles

The Effect of Psychological Safety on Voice Behavior and Negative Feedback-Seeking Behavior: The Moderating Role of Career Growth Opportunity

The Effect of Psychological Safety on Voice Behavior and Negative Feedback-Seeking Behavior: The Moderating Role of Career Growth Opportunity

Професійне вигорання працівників органів та підрозділів Державної служби України з надзвичайних ситуацій

Every day, employees of the State Emergency Service of Ukraine perform complex tasks of eliminating the consequences of rocket attacks, clearing debris, rescuing Ukrainian citizens, and ensuring the protection of the population and territories from emergencies. An important scientific and psychological area is the research of the peculiarities of professional burnout of employees of the State Emergency Service of Ukraine in order to develop vectors of psychological correction and psycho-correction in case of its occurrence.The scientific article presents a structural and functional model of the socio-psychological features of professional burnout of employees of the organs and units of the State Emergency Service of Ukraine.The supporting structures for the design of the structural and functional model were: Rybalka-Shevtsov's four-dimensional personality structure and the structural and functional model of psychological mechanisms of social adaptation of young people with musculoskeletal disabilities by I. Chukhriy and A. Shevtsov.Professional burnout is presented in the structural-functional model in the context of considering socio-psychological adaptation (socio-psychological adaptation, resilience, self-efficacy) and socio-psychological maladjustment (socio-psychological maladjustment, professional burnout).External factors that influence the formation of professional burnout among employees of the State Emergency Service of Ukraine include education (availability of secondary specialized, higher, secondary general education); specialized training (peculiarities of training of employees of organs and units of the State Emergency Service of Ukraine); work experience; marital status; and extreme working conditions.Individual psychological factors are grouped as follows: emotional-affective (emotional comfort/emotional discomfort, situational anxiety, personal anxiety, depression, aggressiveness, hostility); communicative (leadership, sociability, reflectivity); cognitive (cognitive processes, reflectivity); behavioral (dominance, escapism, prominence, dependence/independence, sociability/unsociability); motivational and volitional (internal control/external control, prominence, acceptance of struggle/rejection of struggle).The personality structure itself is presented as follows: age, genetic dimension, individual psychological dimension, and activity dimension.It is important to note that the proposed structural-functional model demonstrates the interconnection of all its structural components, and its ascending core is the structure of the specialist's personality, which is formed in the age, genetic, individual psychological and activity dimensions. Through the individual psychological dimension, we have the opportunity to explore the individual psychological factors that influence the emergence of professional burnout as a component of the process of socio-psychological maladjustment, or the formation of socio-psychological adaptability, resilience and self-efficacy as components of socio-psychological adaptation. The external (social) factors that demonstrate the social conditions for the emergence of professional burnout or can act as factors that prevent its emergence (family, career growth opportunities, etc.) are of great importance in the proposed model.

Trends and challenges in the upskilling and reskilling of the workforce in the 21st century: an analysis of the strategies and results in the acquisition of skills for adaptation to technological and labor change

The successful implementation of upskilling (improvement of existing skills) and reskilling (acquisition of new skills) strategies in the industry is a crucial process to maintain competitiveness in a constantly changing work environment. It begins with identifying training needs, which can be obtained through interviews, performance analysis, competency assessments, and collaboration with experts. Once skills gaps are identified, customized training programs are designed that include various training methods, such as in-person and online classes, and time is allocated during work hours for employees to participate in these development activities. Progress measurement and continuous evaluation are essential to ensure that employees acquire the necessary skills. Additionally, as technology continues to evolve, a continuous adaptation process is established to keep workforce skills up to date. Ultimately, this approach benefits both the company, by improving efficiency and competitiveness, and the employees, by providing them with opportunities for career growth and adaptation to new technologies.

Labor market in agriculture: regional features of functioning

The goal is to study the mechanism of functioning of the labor market in rural areas. Methods – abstract-logical, systemic, comparative, statistical analysis, observation. Results - internal and external factors influencing the formation and development of rural labor market in the Pavlodar region were analyzed, and measures were proposed to reduce tension in the agricultural labor market. The employment market in the villages of this region and its importance for agriculture and rural areas are considered. Based on statistical data from 2014-2022. The main indicators of the labor market at the district level are presented. The structure of the population employed in production of goods and services is shown, which makes it possible to identify economically underdeveloped settlements. A reduction in the number of able-bodied citizens in rural settlements has been revealed as a consequence of the migration movement of able-bodied people, the aging of rural residents, and unemployment problems: dispersal of the labor force, low degree of territorial accessibility, limited non-agricultural types of employment. The directions for improving the social infrastructure of rural areas, increasing awareness of the support measures taken, popularizing entrepreneurship, cooperation, including private farming, commercial private plots are substantiated. Conclusions - one of the reasons for the imbalance in agricultural labor market is the low quality of jobs in rural territorial units, due to unsatisfactory conditions of professional activity, lack of opportunities for advanced training and career growth. Large-scale diversification of the rural economy, support for farmers and alternative forms of employment and self-employment make it possible to smooth out negative trends and generate additional income. Measures have been proposed to stabilize this market segment.

FACTORS INFLUENCING EMPLOYEE RETENTION AMONG LECTURERS IN HIGHER EDUCATION INSTITUTIONS

Department of Business Management and Accounting, Kolej Poly-Tech MARA Alor Setar, Malaysia Employee turnover among lecturers in Malaysia is a significant issue that can result in a loss of talent and experience, decreased productivity, and increased costs for recruitment and training of new staff. The literature suggests that low salaries and benefits and a lack of career growth opportunities are the main reasons for high employee turnover among lecturers in Malaysia. These factors can lead to a lack of job satisfaction, and motivation, and a feeling of career stagnation, resulting in many lecturers intending to leave their current institutions. This paper aims to present a conceptual paper on the factors influencing employee retention among lecturers in Malaysia. The study draws on various sources, including academic studies and surveys, to identify the main factors contributing to employee turnover and the costs associated with it. This paper also provides insights into the challenges faced by universities in retaining their lecturers and the need to implement strategies to improve retention. The study highlights the importance of addressing the issues of low salaries and benefits and the lack of career growth opportunities to improve lecturer retention in Malaysia. The study suggests that universities need to develop retention strategies that offer competitive salaries, benefits, and opportunities for career growth to retain their lecturers. By doing so, universities can reduce the costs associated with employee turnover and ensure that they have experienced and talented lecturers to deliver high-quality education and research.

Push and Pull Factors of Emigration among Physicians in Nigeria

Physician emigration is escalating in developing countries. In Nigeria, this massive brain drain has gained the popular moniker ‘Japa syndrome’. This survey used a cross-sectional design to determined the factors causing physicians’ brain-drain from Nigeria. A convenience and snowball sampling were used, and 295/400 attendees of a cardiovascular symposium responded to comprehensive self-administered questionnaires (73.7% response rate). Most participants (79.4%) were aged 20-39 years (Mean 35 years SD ±10.17); female (58.6%); married (58.4%) and a family size below six (73.6%). About 85.8% were employed, and 55.9% worked in private establishments. The top three attractive destinations were UK (50.5%), Canada (43.3%), and USA (37.9%). The most frequent push factors found were low remuneration (71.2%), insecurity (62.7%), and difficult working environments (55.9%). Postgraduate-training frustrations (38.6%), and limited educational opportunities for oneself (37.6%), children (26.4%), or spouse (19.7%) were the least. High earning potential (76.6%), career growth opportunities (70.8%), and high-level equipment/technology (54.9%) were the most frequent pull factors. This practice threatens Nigeria's health system and should be addressed multi-sectorally. To reverse this ugly trend, we have to boost physicians’ remuneration, improve work environments and security. Providing innovative education and digital technology would also promote physicians’ retention.

Opportunities for Joy: A Mindful Path to Self-Compassion and Compassion for the Neurodiverse

This paper articulates the positive effects on the therapeutic relationship between an adult with neurodiversity, their family, and their counselor of a counseling career growth opportunity in expressive arts play therapy. In a larger sense, this articulation exemplifies the importance of career growth opportunities for mitigating counselor burnout by strengthening a counselor's ability to form deeper therapeutic relationships with their clients.

Combatting the “great discontent”: the impact of employability culture and leadership empowerment on career growth, loyalty and satisfaction

PurposeMotivated by the organizational challenge coined the great discontent, employees are dissatisfied with their jobs, see minimal opportunities for growth and are actively searching for new roles. This research aims to take a novel approach to internal communication strategy by introducing employability culture and leadership empowerment as mechanisms for supporting employees' career growth and additional positive workplace outcomes.Design/methodology/approachAn online survey was designed and administered in the United States. The final sample size includes 425 full-time employees working in a variety of roles, industries and work arrangements.FindingsFindings point to the inherent need for revised internal communication strategy that goes beyond managing and disseminating information. Organizations must develop cultures and their leaders in ways that empower employees and help them understand the meaning of their work. Employability culture, or an organization's support for developing employees' adaptive skills as work roles change, positively predicted employees' perceptions of their career growth opportunities at their current place of employment, employee loyalty and engagement, and job satisfaction. Leadership empowerment behaviors also positively predicted all previously listed workplace variables. These perceptions as influenced by work arrangement (onsite, hybrid, fully remote) and younger versus older generations were also analyzed.Originality/valueResearch findings offer new strategies for internal communications. Internal communication teams can partner alongside executive leadership to develop a culture that helps employees envision how their skills and expertise translates to different areas of the organization, empowering them to find meaning in their work, and be driven to support organizational growth.

Effect of Employee Relations Practices on Employee Performance in Commercial Banks in Narok County, Kenya

Employee performance is a critical factor for the success of commercial banks in Kenya. Commercial banks in Kenya have been facing various employee-related issues that have affected their performance, productivity and turnover. According to a survey conducted by the Central Bank of Kenya in 2019, the average staff turnover rate in commercial banks in Kenya was 14.6%. This has been attributed to various factors, such as inadequate compensation, lack of career growth opportunities, and poor working conditions. The general objective of the study was to establish the effect of employee relations practices on employee performance in commercial banks in Narok County, Kenya. The study was anchored on the Appraisal theory, Reinforcement theory and expectancy theory. The study adopted a descriptive research design. The target population was 336 managers and middle-level workers in 14 commercial banks in Narok County, Kenya. The study adopted Slovins' formula to get a sample of 182 employees. The study further adopted stratified random sampling to get the sample of each category of worker. The study collected primary data using a questionnaire. Content validity was ensured by the opinions of experts and supervisors. The reliability of the study instruments was determined by conducting a pilot test in Narok County, whereby 18 questionnaires were issued to employees in 2 banks. An internal consistency technique was adopted by utilization of Cronbach's Alpha. Data gathered in the study was both quantitative and qualitative in nature. Descriptive and inferential statistics were employed in the study. Descriptive statistics involves the use of percentages, frequencies, and mean and standard deviation. Inferential statistics involves the use of correlation and multiple analyses. After analysis, data were presented in the form of tables. The study concluded that there is a strong positive correlation between employee relations practices and employee performance in commercial banks in Narok County, Kenya. From the findings, the study recommended that commercial banks in Narok County should encourage a two-way flow of communication where employees feel comfortable sharing their ideas, concerns, and feedback with management. Moreover, commercial banks in Narok County should support employees in achieving a healthy work-life balance to prevent burnout and increase job satisfaction.

The Effect of Career Growth on Employee Turnover Intention in Sarawak Construction Industry

This study examines the effect of career growth dimensions (career goal progress, professional ability development, promotion speed, and remuneration growth) on turnover intention in the Sarawak construction industry. Using a quantitative method and cross-sectional design, data was collected through an online survey questionnaire and analysed using multiple regression analysis. Results indicate that career goal progress and professional ability development have a significant effect on turnover intention, while promotion speed and remuneration growth do not have any significant effect on turnover intention. These findings emphasise the importance of career growth opportunities and professional development strategies to enhance employee satisfaction and reduce turnover. Organisations should reassess retention strategies and consider other factors influencing turnover intention to improve employee retention efforts.

Effect of Strategic Management Practices on the Performance of Commercial Banks in Makueni County

traditional and non-bank players. Their ability to navigate this competitive landscape and remain competitive depends on their adoption of appropriate strategies and partnerships with peers to leverage complementary resources and innovation capabilities The aim of this study was to assess the effect of strategic management practices on the performance of commercial banks in Makueni County. The specific objectives of this study were to determine the effect of strategy evaluation, customer relationship management, strategic partnerships and organization culture on the performance of commercial banks in Makueni County.
 Methodology: This research used descriptive research design. The target population of this study constituted the six commercial banks currently operating in Makueni County. From this target population, the unit of observation was the managerial staff from each of the banks’ branches. These were; branch managers, operations managers, credit managers and customer relationship departmental heads, branch credit administrators and accounts opening supervisors in all the commercial bank branches in Makueni County. The target population were ninety respondents. The study used census survey data collection method and utilized primary data obtained from semi-structured questionnaires. The questionnaires were administered to respondents using the drop and pick later method. Quantitative data analysis was done using descriptive and inferential analysis while qualitative data was analysed using content analysis. Regression analysis used the model of fitness measured by R Squared, ANOVA. Qualitative data analyzed using common themes. the study found that customer relationship management, strategic partnerships and organization culture have a positive significant relationship with the performance of commercial banks in Makueni County.
 Results: It was confirmed that strategy evaluation, customer relationship management, strategic partnerships and organization culture have a positive and significant relationship with organizational performance in Makueni County Kenya.
 Contribution to policy and practice: Banks in Makueni County should consider investing in talent development programs to enhance the skills and knowledge of their employees. This could include initiatives such as continuing education, professional certifications, and leadership development programs. Banks in Makueni County should consider implementing strategies to retain experienced employees and provide opportunities for career growth and development. This can help create a strong talent pipeline and ensure the continuity of institutional knowledge

Who is CSR for in employer branding? Insights on employer branding strategies across industries, educational backgrounds and career styles

AbstractSince recruiting high‐potential employees is essential to be innovative and sustainable, scholars and practitioners advocate using attributes of general interest for employer branding. Through two empirical studies, this research investigates to what extent employer branding strategies can rely only on sustainability‐related attributes to win the war for talent. Study 1 compares the effects of (corporate social responsibility) CSR and other sustainability‐related symbolic attributes (namely originality and resilience) on applicants across different educational backgrounds. The results reveal that the applicants' attitudes towards these attributes vary across their social identities, especially concerning the search for employer originality, which is a proxy of organisational innovativeness. Study 2 focuses on how personal identities shape the reactions to different career growth opportunities. The experiment on engineering graduates reveals that those applicants aiming to advance their career faster (boundaryless) find advancement opportunities based on self‐initiative more attractive than those based on organisational support, which further contrasts the belief that CSR‐related attributes are universally effective. Results contribute to the employer branding theory by demonstrating that applicants' social and personal identities determine the effectiveness of CSR and other, previously unexplored, symbolic and instrumental employer attributes. They also provide employers with directions for designing effective recruiting strategies across educational backgrounds and career preferences.

Unveiling the dynamics of motivation, work-life balance, and work engagement among Vietnamese employees in multinational corporations

This paper investigates the factors influencing work engagement among local Vietnamese staff in multinational corporations by focusing on the impacts of work motivation and work-life balance on work engagement. It explores the role of salary, bonuses, financial rewards, and career promotion in shaping employees’ motivation. A structured questionnaire was administered to 279 respondents working at Samsung Electronics Vietnam Co., Ltd. The collected data were analyzed using the partial least squares structural equation modeling (PLS-SEM) techniques and SmartPLS software. The findings reveal that career promotion opportunities significantly influence work motivation, surpassing salary, bonuses, and financial rewards. Work motivation and work-life balance positively affect work engagement, with work motivation exhibiting a more substantial impact. The study emphasizes the importance of clear career paths and growth opportunities in enhancing employee work motivation and engagement. It also underscores the need for organizations to create a supportive work environment, offer competitive compensation packages, and implement recognition programs. These findings have practical implications for multinational corporations operating in Vietnam, highlighting the significance of prioritizing employee career progression, promoting work-life balance, and fostering a motivating work environment.

Organization of competitions and olympiads among students and teachers of secondary vocational education

A signifi cant place in the national project “Education” is occupied by the federal project “Social elevators for everyone”, aimed at creating opportunities for professional and career growth for citizens through the formation and development of a system of professional competitions. Olympiads and competitions organized by the founder play an important role in developing the creative potential of students and teaching staff of educational organizations subordinate to the Federal Agency for Railway Transport.The Samara State University of Railway Transport has formed a mechanism and traditions of holding Olympiads and competitions, which allows motivating all participants of these events, stimulates the systematization and improvement of pedagogical and methodological support of the educational process, contributing to the professional and personal growth of students and teachers. Particularly important in the work of this mechanism is the participation of employees of higher educational institutions and the most authoritative representatives of branches implementing educational programs of secondary vocational education in the composition of the competition commissions, which makes it possible to make the process of evaluating competitive works as open and objective as possible. The mobility and effi ciency of the work of the commission members at all stages allows us to ensure the on-line mode of its work.There can be no losers in the self-realization of both students and teachers — participants in competitions. Therefore, during the regional stages of competitions, almost all participants are awarded with diplomas of winners of the regional stage and letters of thanks from the rector.

Exploring the Factors that Make Filipino Seafarers Quit Their Sea Jobs


 
 
 This study used the normative-descriptive method. A modified- standardized survey questionnaire was employed in this research. Majority of the Maritime Instructors as respondents of the study agree on the following factors as the causes which make the Filipino seafarers quit their sea jobs: hectic life; personal/ family problems; homesickness and seasickness within a few months; long distance relationships suffered; they hardly adjust to other crew onboard; they suffered fatigue onboard ship; inability to cope with the strenuous nature of life at sea; inhumane and unsupportive attitude
 from mentors at sea;; ill treatment of seafarers through unfair contracts; desertion by shipowners and salary arrears; insufficient shore leave; the lack of support from shore side staff can lead to frustrations for seafarers; the peculiar nature of working in the shipping industry; separation to work at sea creates disruption in the marital life; there have been many unlawful arrests of seafarers due to criminalizing unintentional marine pollution, the industry runs the risk of exposing seafarers to media criticism as well as discouraging disclosure of needed feedback regarding accidents in order to prevent their occurrence; unprecedented volume of regulations and conventions in the shipping industry; workplace safety issues onboard ships ; and the aging factor. But majority of the Maritime Instructors disagreed on the following factors: on-board politics; differences in the level of expectations between the younger and older generations in the seafaring industry; shipowners are reducing the size of crew onboard their ships due to shipboard technology; and that short-term job contracts reduce commitment. Maritime shipping companies must take care of their employees by improving employees’ job retention and career growth opportunities. Thus, the Maritime Instructors must be well-educated on the benefits, privileges and rights as a Maritime professional through relevant trainings and social awareness programs.
 
 

Women's career motivation: social barriers and enablers in Sudan.

This study presents an original contribution by examining an often-neglected country in the Middle East and Northeast Africa (MENA), with a specific focus on women's career research. It identifies challenges that have created barriers for Sudanese women's career progression, consequently limiting their opportunities for career and leadership growth. To conceptualize understand women's career motivations on a global and regional scale, the study conducted an in-depth review and analysis of literature, benchmarked similar countries, and incorporated psychological and organizational behavior theories, alongside examples of women's empowerment cases from the MENA region. The study employs a multifaceted approach that involves exploring psychological and organizational theories, drawing insights from self-efficacy, stereotype, and implicit bias theories, as well as MENA empowerment cases. Additionally, an empirical investigation is conducted through an extensive three-round Delphi study involving 75 Sudanese women leaders from diverse sectors. The empirical findings are crucial for understanding obstacles faced by women and the impact of Sudan's unique social context on their career paths. The research findings shed light on the complex interplay of factors creating roadblocks for Sudanese women's career advancement. Sudan's distinctive social context significantly shapes and influences women's career motivations in diverse and interconnected ways. Empirical evidence from the Delphi study underscores the broad impact of these roadblocks, highlighting the multiplicity of challenges faced by women in Sudan. This comprehensive analysis not only aids in comprehending workplace obstacles but also provides valuable insights into the diverse experiences and needs of female employees. The findings emphasize the broad impact of these barriers on women, underscoring their varied challenges. The research holds far-reaching implications. By contextually identifying barriers that impede Sudanese women's career motivations, the study lays a foundation for targeted solutions. This understanding is grounded in historical, theoretical, and policy-making perspectives, enabling informed strategies to support women's advancement. The study also offers actionable policy recommendations for governments, workplaces, and stakeholders, facilitating women's career growth through policy reforms and capacity-building initiatives. Furthermore, its significance extends beyond Sudan, acting as a catalyst for developing gender-responsive policies in similar MENA countries and beyond.

태권도장 지도자의 감정노동이 고객지향성에 미치는 영향 : 경력성장기회의 매개효과를 중심으로

태권도장 지도자의 감정노동이 고객지향성에 미치는 영향 : 경력성장기회의 매개효과를 중심으로

The relationship between career growth opportunity and turnover intentions in employees in startup companies x: career planning coaching program designed as an intervention

This research was conducted to look at the correlation of each dimension of career growth opportunity to turnover intentions at the startup company PT X. This research uses a quantitative approach involving numerical data analysis using special statistical techniques. The population in this study are employees at Startup X Company, with a total of 530 employees. The research sample was taken using a convenience sampling technique. The results of this study indicate that career growth opportunities have a significant negative correlation with turnover intention. Two of the four dimensions of career growth opportunity, namely career goals progress and promotion speed, correlate with turnover intention. Employees who receive promotion and career advancement opportunities the company provides tend to have lower intentions to leave the company. Factors such as organizational structure and employment level influence employees' perceptions of career growth opportunities. Employee gender also plays a role in perceptions of career growth opportunities. However, no significant correlation was found between employee age, career growth opportunity, and turnover intention variables. Based on the results of the data processing and analysis that has been carried out, it can be concluded that Career growth opportunity shows significant correlation results with turnover intention among employees at PT X Startup, and there are two dimensions of career growth opportunity.

Remote work in Ukraine: problems and prospects of improving its legal regulation

The article is devoted to the problems and prospects of legal regulation of remote work in Ukraine. Attention is paid to international and European standards dedicated to the features of remote work. Special attention is devoted to the study of the problems of limiting remote work for certain categories of workers under martial law. The conclusion is justified that the concept of “remote work” can be used to denote two phenomena that are different in their content. Firstly, remote work is a special mode of work that can be applied temporarily by the employer’s decision as a forced measure in the event of certain life-threatening circumstances or people’s health. Secondly, remote work as a special labour organization provides that teleworkers constantly perform work outside the employer’s location due to the specificity of their labour function. The use of an electronic digital signature in the interaction between the employer and the remote worker is a separate problem in the course of organizing remote work.The question arises about the financial costs of obtaining it (on whom they should rely)and the need to use such a signature when familiarizing the remote worker with the orders, job description, and local acts of the employer. Also, the possibility of bringing a teleworker to disciplinary responsibility remains an unsolved problem, in particular, in what way the disciplinary offenses of such a worker should be documented, and his guilt should be established if the improper performance of labor duties was due to technical reasons or other circumstances independent of the worker. The latter becomes especially relevant in the current conditions of a full-scale war with russia, given the difficult situation in the dilapidated energy system of Ukraine, constant power outages and lack of mobile or internet connection. Proposals regarding the need to improve the legal regulation of remote work in a separate section of the Labour Code are formulated. In particular with the regulation of the ways of interaction between the employer and the teleworker in the process of performing work (the order of protection and exchange of information, transfer of the employer’s tasks, control over their execution); access of teleworkers to opportunities for training and career growth; the mechanism for protecting the rights of teleworkers with the help of trade unions, their participation in collective negotiations and the resolution of collective labour disputes. Key words: remote work, special form of labour organization, labour contract on remote work, non-standard employment.

The Effect of Strategic Leadership on Retention and Creativity of Employee in Chinese Universities: Career Aspiration as A Mediator

This study investigates the relationship between strategic leadership, employee retention, creativity, and career aspirations in Chinese universities. Using a document analysis approach, we conducted a comprehensive review of existing literature on strategic leadership, retention, creativity, and career aspirations, and analyzed relevant documents such as policy statements, strategic plans, and employee surveys from several Chinese universities. Our analysis revealed that strategic leadership practices that emphasize employee development, communication, and empowerment have a significant positive impact on employee retention, creativity, and career aspirations. Specifically, leaders who provide clear career paths and growth opportunities, involve employees in decision-making, and offer regular feedback and recognition tend to foster higher levels of job satisfaction, commitment, and innovation among their staff. Furthermore, our findings suggest that career aspirations act as a key mediator in the relationship between strategic leadership and employee outcomes. Employees with high career aspirations tend to be more motivated, engaged, and innovative and are more likely to stay with an organization for a longer period. In contrast, employees with low career aspirations may be more likely to leave an organization, even if other factors such as compensation and benefits are favourable. Overall, our research highlights the importance of strategic leadership in promoting employee retention, creativity, and career aspirations in Chinese universities. We suggest that university leaders should prioritize the development of a supportive and empowering leadership culture, and invest in training and development programs to enhance leadership skills among managers and supervisors. Additionally, we recommend that universities take steps to create a work environment that fosters employee growth and innovation, such as offering flexible work arrangements, providing opportunities for skill-building and professional development, and establishing mechanisms for employee feedback and recognition. In conclusion, our study contributes to the growing body of research on strategic leadership, employee retention, and creativity in Chinese universities, and provides practical insights for university leaders seeking to improve employee outcomes and drive organizational success.