Career Motivation Research Articles

The Impact of Family and Society on Women’s Career in Bangladesh

This paper aims at understanding factors that may lead woman to work professionally and balance their family responsibilities in Bangladesh. The study reveals that factors related to self-interest, economic gain, parental and spouse support, peer status, and lenient schedules are crucial enough to create an appetite for promotion. However global studies on workforce participation and women are economic initiatives lack understanding of the particular socio-cultural factors of Bangladeshi women. This research therefore seeks to fill this gap by exploring how professional dreaming is shaped by family responsibilities, culture and organizational practices. This research forms part of a qualitative study and employed semi-structured questionnaires to capture data from 30 professional women in Dhaka. According to education, profession, marital status criteria, participants were selected and open coded to find themes. The work also finds out that wives and mothers are among the most critical sources of support to empower females for dual responsibilities. Nonetheless, flexibility, which includes offering fewer working hours and more telecommuting opportunities, was another major factor hubs relied on to serve the same purpose of improving the women’s quality of life at the cost of their work-life balance. Nonetheless, supportive cultural factors such as motivators also have their limitations in promoting work life balance due to societal pressures and absence of polices such as child care in organizations. A range of participants described financial security and job satisfaction as the key motivation that determines career success that contributes to personal and social self-actualization. In this regard, the study emphasize on the need to adopt family agenda related policies and encourage cultural change that may enhance women’s career paths. To adequately satisfy women’s career motivation it is crucial to have a strong family support and adequate flexibility at workplace.

From jobs to careers: drivers and barriers to career development in emerging labor markets

IntroductionThis study aims to reveal the intrinsic and extrinsic drivers of career development in emerging labor markets and to explore the impact of these drivers and barriers on career development. With the rapid transformation of global industrial structure, career development in emerging industries such as artificial intelligence, big data, new energy and e-commerce is gradually attracting attention.MethodsThis study utilizes a mixed research method of questionnaires and in-depth interviews. The research team distributed a total of 700 questionnaires to practitioners in China, the United States, Japan, Germany and India, and collected interview data from 20 industry practitioners. These data were analyzed from both quantitative and qualitative perspectives to analyze the drivers and barriers to career development, and structural equation modeling was used to analyze the relationship between career motivation, barriers, social networks, and career satisfaction.ResultsThe results indicate that career development motivation significantly and positively influences career satisfaction, while individuals with high career satisfaction perceive fewer career barriers. In addition, career barriers significantly influenced individuals’ perceptions of career discrimination. The study also found that social networks play an important supportive role in career development, and that extensive social networks increase career satisfaction. Individuals with high motivation were more resilient in the face of external barriers and were willing to retrain to improve their occupational skills.DiscussionTo promote career development in emerging industries, labor market policies should optimize and create fair and inclusive work environments for emerging industries. By eliminating gender, age, and racial discrimination and providing employee support programs, career development satisfaction and opportunities can be effectively enhanced.ConclusionRapid technological updates, high work pressure, and cross-cultural barriers in emerging industries are the main challenges to career development today. This study suggests that governments and enterprises should jointly provide flexible vocational training and support policies to help practitioners adapt to the rapidly changing occupational environment.

Analisis Faktor-Faktor yang Mempengaruhi Minat Mahasiswa Akuntansi dalam Pengambilan Sertifikasi Akuntansi

This study aims to analyze the factors influencing accounting students' interest in obtaining accounting certification. This type of research is quantitative. The data used in this study are primary data. The data collection technique used is a questionnaire method in the form of statements distributed using Google Forms with a 5-point Likert scale measurement. The population of this study includes accounting students in the odd semester of 2023 at Universitas Internasional Batam, Universitas Universal, and Universitas Riau Kepulauan, totaling 981 students. The sample was selected using purposive sampling with the Slovin formula, resulting in a sample size of 91 respondents. The software used for data testing in this study is SPSS version 25. The tests in this study include validity tests, reliability tests, normality tests, multicollinearity tests, heteroscedasticity tests, multiple linear regression tests, partial tests (t-tests), simultaneous tests (F-tests), and determination coefficient tests (R²). The results of this study indicate that career motivation partially influences accounting students' interest in obtaining accounting certification (Chartered Accountant), the level of understanding does not partially influence accounting students' interest in obtaining accounting certification (Chartered Accountant), and cost perception partially influences accounting students' interest in obtaining accounting certification (Chartered Accountant). Additionally, career motivation, level of understanding, and cost perception simultaneously influence accounting students' interest in obtaining accounting certification (Chartered Accountant).

Managerial support's moderating role in Indonesian lecturers' career insight

Lecturers' academic careers as professional workers have a different process from other workers. Understanding career insights is important for lecturers in carrying out their profession. this research aims to test the moderating effect of managerial support on the influence of career motivation and self-concept on career insight. this research uses quantitative methods, data collection uses instruments with a 1-5 Likert scale. Respondents were 499 lecturers in Jakarta, Indonesia. The data analysis technique uses SEM PLS. The research results show that career motivation and self concept have a positive effect on lecturers' career insight. meanwhile, managerial support does not have a significant moderating effect on the influence of career motivation and self concept on career insight. this research recommends the need for efforts to increase the role of managerial support in increasing lecturers' career insight. this is an opportunity for further research with different theoretical and methodological aspects.

Work-life balance, career motivation and women: a systematic literature review and research agenda in the Indian context

Work-life balance, career motivation and women: a systematic literature review and research agenda in the Indian context

Becoming a Nurse: Professional Identity in Prelicensure Nursing Students.

A correlation exists between professional identity (PI), hope, and job satisfaction that warrants interventional measures to reverse nurse turnover. Developing, nurturing, and improving nurses' PI can positively address nurse turnover. The purpose of this study was to examine the intersections between career motivation, PI formation, and belongingness in prelicensure nursing students. As part of a larger mixed-methods study, a quantitative survey was disseminated to students. Findings suggest significant connections between the depth of perceived PI, motivation to enter the field, and future orientation(s) that are mediated through classroom instruction. PI was shaped by student relationships, confidence, and autonomy. Findings underscore the importance of academic intentionality in incorporating PI early in nursing education. Prioritizing quality bedside experiences to develop meaningful relationships while simultaneously increasing confidence and autonomy to assist the nursing student in connecting with their PI is key.

The influence of project-based learning on engineering students’ academic and career motivation

PurposeThis study explored students’ variations of insightful academic and career motivation variations of learning and working on defense manufacturing engineering (DME) before and after a project-based program (PBL).Design/methodology/approachInterview was adopted to collect students’ insights. The first-round interview was completed within the first week of this summer internship, and the second-round interview was conducted during the final week of this summer internship. Thematic and content analysis were used to explore the factors that affect students’ perception, understanding and attitude to DME before and after the summer internship.FindingsThis paper discloses the improved level of learning and working motivation at the beginning of the project, but with a decrease in the motivation level of working in the DME area at the end of the program. These students showed a continued motivation of interests in pursuing more knowledge in the field. This PBL didn’t bring significant improvement on students’ career motivation for working in the field of DME. However, it demonstrated a highly positive effect on enhance students’ academic motivation (AM) for learning knowledge in the field. Moreover, the students’ concerns and perspectives on this PBL were also explored, which is displayed in the study.Originality/valueThe project was done with support from the US Department of Defense (DoD) (No: N00014-19-1-2728). These findings are investigated from the project.

Career motives of presidential appointees and agency communication across American states

AbstractDo the career motives of presidential appointees affect program administration? To answer this question, I examine the phased development of policy communication of the U.S. Farm Service Agency (FSA) across states from 2002 to 2018 based on an original collection of historical official websites. This is a rare policy context for examining why peer appointees administer the same programs differently. Linking the state‐by‐state development of FSA newsletters to the career trajectories of state executive directors (SEDs), the presidential appointees who lead state FSAs, I show that SEDs interested in elective office post‐appointment are associated with faster institutionalization of newsletters. Examining these newsletters’ content, I then show that SEDs interested in elective office or a career in advocacy include more participation‐encouraging language in newsletters. These results suggest that appointees’ career goals outside the bureaucracy can potentially expedite innovation in program implementation and enhance the delivery of government benefits to the public, with implications for selecting appointees to enhance bureaucratic performance.

How Motivations Inform the Experiences of French and American Child Welfare Employees in a Fractured Foster Care System

Both the French and American child welfare systems struggle with employee turnover. To address this issue, more research is needed on child welfare employees’ motivations to start and continue working in the child welfare system, as well as the factors that cause them to leave the field. This qualitative study examined the following research question: What are the differences and/or similarities between child welfare employee motivations in France and the United States? The research design analyzed twelve American child welfare employee interviews through thematic and open qualitative coding methods and twelve French videos about child welfare employees’ career motivations and experiences, through a content analysis. The findings for this study are that French and American child welfare employees express similar motivations for beginning and continuing to work in the child welfare system, such as building relationships with children and families. However, their inhibitors to motivation vary, based on the cultural and structural contexts of their respective child welfare systems. Understanding child welfare employees’ motivations in both countries will offer human resource policy implications to guide employers in retaining and supporting high-quality employees.

Managerial incentives and earnings management: Insights from union certification elections

AbstractThis study examines how unionization affects firms' financial reporting. Using a regression discontinuity design, we compare practices of firms narrowly winning and losing union certification elections. We find that winning firms depress earnings significantly more by inflating discretionary expenses, particularly research and development expenses, to strengthen their bargaining positions with workers. We further show that this manipulation aligns with managers' financial incentives, career motives, and entrenchment levels. The paper highlights managers' strategic use of real earnings management in worker negotiations and provides causal evidence on how the dynamic relationships among managers, shareholders, and workers shapes firms' financial reporting.

Comparison Of The Motivation Differences Between Script Teaching Mode And Traditional Teaching Mode For International Business Students in Guangdong Communication Polytechnic

This study examined the differences in motivation between two classes at Guangdong Communication Polytechnic. One class was taught using a traditional teaching method, while the other was instructed using a script teaching mode. This article will explore the motivational differences observed between the two groups. Students completed the Questionnaire of International Business Motivation, which consists of 30 Likert-type questions designed to assess their motivations for studying international business. This questionnaire, adapted from Glynn (2009), aims to provide valuable insights for international business educators and researchers. Motivation in this context was conceptualized through five dimensions: internal motivation and personal relevance, self-efficacy and test anxiety, autonomy, career motivation, and degree motivation (Glynn, 2009). Students initially filled out the questionnaire before the class began and then completed it again after the class had concluded. The results of this study indicate that there are significant differences between the two classes in terms of exam anxiety, self-confidence, autonomy, personal relevance, external motivation, and internal motivation (p < 0.05). Class 3, which adopted the new teaching model, demonstrated superior performance across all these dimensions. In contrast, Class 4, which followed the traditional teaching model, showed notably lower levels in these areas.

Gendered workplace as a double-loop social construct: the case of Japanese women professionals

Purpose This paper aims to critically examine the role of women in the Japanese workplace and discusses its implications for gender studies within the context of diversity, equity and inclusion in international business (IB). Employing a social constructivism approach, this paper moves beyond conventional economic typologies and specific cases to offer an integrative and socially embedded perspective for understanding gender dynamics in the Japanese workplace. Design/methodology/approach This viewpoint paper critiques existing research on Japanese women professionals, drawing on factual evidence and literature to propose a double-loop gendering framework. This framework explores the socially constructed phenomenon of women in the Japanese workplace at multiple levels, providing a holistic interpretation of gender dynamics. Findings We identify five macro-level environmental factors that influence female labour participation, leadership positions and entrepreneurship. These factors are mediated by career motivation, corporate culture and men’s attitudes towards gender equality. Distinguishing between first-loop gendering, which focuses on problem-solving for improved gender equality, and second-loop gendering, which examines the underlying assumptions of social norms, values and beliefs, offers insights into the challenges Japan faces in achieving female leadership and equality. Second-loop gendering may help explain the paradoxical state of Japan’s women professionals, characterized by slow progress in gender equality despite significant political and financial resources. Our analysis reveals complex, multi-level interactions and influences within this socially constructed phenomenon. Originality/value This viewpoint paper provides a critical analysis of gender studies in the Japanese context, offering potential avenues for IB explorations. The insights extend to future IB studies, international comparisons of gender equality and the management of gender diversity in multinational corporations (MNCs).

Unlocking career success: Exploring the role of career management as a moderator in career motivation's impact of private lecturers in Indonesia

Unlocking career success: Exploring the role of career management as a moderator in career motivation's impact of private lecturers in Indonesia

PENGARUH PERSEPSI, MOTIVASI KARIER DAN MOTIVASI EKONOMI TERHADAP MINAT BERKARIER DALAM BIDANG PERPAJAKAN

This study aims to determine the influence of perception, career motivation and economic motivation on career interest in taxation. Respondents of this study were accounting students who chose taxation concentration at the Faculty of Economics and Business, Pamulang University. The data used in this study are primary data collected through questionnaires, and the sampling technique in this study used the purposive sampling method with a total sample of 321 people. This study uses multiple regression analysis techniques. The results of this study indicate that simultaneously and partially there is an influence between the variables Perception, Career Motivation and Economic Motivation on Student Career Interest in Taxation.

Competence, Training, Professionalism, and Financial Rewards Shaping Students’ Career Choice as Auditors

This study addresses the increasing demand for competent auditors by exploring how competence, professional training, and audit professionalism influence accounting students' career interest in auditing. Despite previous research on career selection, the knowledge gap lies in understanding the role of financial rewards as a moderating factor. This research aims to assess the impact of these factors while considering financial rewards as a moderator. Using a quantitative approach, data was collected from 120 accounting students from the 2020 and 2021 cohorts at Muhammadiyah University of Sidoarjo. Results indicate a positive relationship between competence, professional training, and audit professionalism with students' interest in auditing. Financial rewards were found to moderate the relationship between competence and career interest, as well as audit professionalism and career interest; however, it did not moderate professional training. The novelty of this study lies in examining financial rewards' moderating role, offering new insights for academic institutions to focus on competence and professionalism enhancement. Highlights: The study identifies financial rewards as a key factor that can strengthen the relationship between competence and students' interest in auditing careers. Professional training does not show a moderating effect with financial rewards in influencing career choices. The findings suggest a focus on competence and audit professionalism development for better career motivation. Keywords: Interest, Competence, Professional Training, Audit Professionalism, Financial Rewards

Pandemic perspectives: A scoping review of undergraduate nursing students' motivations in the age of COVID-19

Background and objective: The COVID-19 pandemic intensified global nursing shortages, underscoring the urgency to understand the evolving motivations of undergraduate nursing students (UNS). While intrinsic and extrinsic factors are known to influence career choices, the pandemic's impact necessitates a closer examination of these motivations. This scoping review maps and explores primary research on the multifaceted motivations influencing UNS career decisions during and after the COVID-19 pandemic, providing a comprehensive overview of the factors shaping the future nursing workforce.Methods: Guided by Arksey and O'Malley's framework and PRISMA-ScR guidelines, a systematic search across five databases (CINAHL, PsycInfo, MEDLINE, Embase, Scopus) identified relevant studies published between January 2020 and January 2024. Rigorous screening and data extraction were followed by qualitative synthesis to identify key motivational themes.Results: Thirteen studies from diverse regions (Asia, Middle East, United States, Europe) revealed a complex interplay of intrinsic (e.g., personal fulfillment, altruism) and extrinsic (e.g., financial security, job prospects) motivations. The pandemic amplified concerns about occupational risks and work-life balance while highlighting the profession's societal value. Gender disparities emerged, with distinct motivations and barriers observed among male and female students.Conclusions: This review provides a nuanced understanding of UNS career motivations in the pandemic era, emphasizing the need for tailored recruitment and retention strategies that address both intrinsic aspirations and extrinsic concerns. By recognizing the multifaceted nature of motivations and their regional variations, stakeholders can foster a resilient and adaptable nursing workforce equipped to meet the challenges of the evolving healthcare landscape.

Карьерная ориентация «профессиональная компетентность» как фактор успешного освоения роли врача студентами медицинских специальностей

Introduction. The article reflects the results of the study that made it possible to identify the connection between subjective personality traits and the severity of career orientation, manifested in the desire to improve their knowledge and skills in the chosen field among medical university students. The maturity of the studied career motivation can be an important factor determining the success of future doctors mastering role-related professional behavior. Theoretical analysis. The results of modern research allow us to talk about the importance of the formation of a career orientation “professional competence” for the successful self-realization of young doctors, but do not reveal the features of its relationship with the structural components of the subjective organization of an individual in the conditions of interpersonal interaction. Empirical analysis. Connections were found between motivation for self-improvement in the chosen professional activity, the ability to exercise self-control in communication conditions, as well as manifested ego positions in communication and self-regulation styles. Conclusion. The formation of a career orientation “professional competence” can be an important factor in the successful development of professional role behavior by medical students, subject to the actualization of subjective properties in the conditions of interpersonal interaction: volitional regulation of behavior, the optimal combination of required and demonstrated behavior in communication, the use of optimal styles of self-regulation and interaction strategies.

Trajectories and predictors of gerontological service career adaptability among health science undergraduates: A longitudinal study

BackgroundIn response to the aging population, it is essential to examine gerontological service career adaptability among health science undergraduates. ObjectivesThis study aimed to clarify the trajectories and predictors of health science undergraduates' gerontological service career adaptability. DesignThis study adopted a longitudinal design. SettingsThis study was conducted at four universities in China. Participants and methodsHealth science undergraduates were recruited via convenience sampling. Data were collected in the third (Stage 1), sixth (Stage 2), and ninth (Stage 3) months of the participants' graduation year. A total of 471 undergraduates completed a three-stage self-report questionnaire that assessed gerontological service career adaptability, career motivation, proactive personality, and practice environment at Stage 1 and gerontological service career adaptability at Stages 2 and 3. The response rate was 76.84 %. Data analyses entailed multiple linear regression, a latent growth mixture model, and multiple logistic regression. ResultsThree subgroups representing different gerontological service career adaptability trajectories were identified: rapidly growing (6.16 %), stably growing (87.47 %), and decreasing (6.37 %). Changes were observed primarily from the third to sixth months of the participants' graduation year. Health science undergraduates with high career motivation and a strongly proactive personality were likely to be in the decreasing group, whereas those with a supportive practice environment were predisposed to belong to the decreasing and stably growing groups. ConclusionsThe health science undergraduates' gerontological service career adaptability trajectories are heterogeneous, with the critical period spanning the third to sixth months of their graduation year. Gerontological service career adaptability grows stably among most undergraduates who have a supportive practice environment. Additionally, gerontological service career adaptability changes easily among undergraduates with high career motivation and a strongly proactive personality. Educators should implement tailored interventions to enhance gerontological service career adaptability based on health science undergraduates' traits.

Motivation of personnel for career growth

The purpose of the study is to develop scientific approaches to determining motivation methods that affect the career growth of employees depending on their length of service in the organization. The article identifies the main reasons for the insufficient use of personnel motivation methods aimed at fostering their career growth. In addition, three main stages in the career growth of personnel are defined: the stage of professional adaptation, the internal stage and the stagnation stage. Accordingly, at each stage there is a need to use certain motivational methods. The article also analyzes the components of motivation for career growth of employees with different years of experience in the organization. The research is based on the methods of survey, questionnaire, observation, self-observation and the correlation method according to the Spearman criterion. The study of motivation for career growth of employees was carried out according to the following structural components: career intuition, career involvement, career stability, orientation to power, material reward (orientation to money), aspiration to status growth, aspiration to achievement. It has been found out that the average indicators of the components of career motivation also change among employees depending on their length of service. Thus, the most significant correlations between the components of motivation for career growth were determined, in particular between the need for achievements and career involvement; career intuition and career involvement; career stability and the desire for status growth; career stability and orientation to power; orientation to power and orientation to money.

The Influence of High School Students’ Future-Oriented Time Perspective on Career Preparation Behavior: The Mediating Effects of Self-Leadership and Career Motivation

The Influence of High School Students’ Future-Oriented Time Perspective on Career Preparation Behavior: The Mediating Effects of Self-Leadership and Career Motivation