Career Satisfaction Research Articles

Enhancing career adaptability in college students: a Tai Chi-based sports intervention study.

This research explores the impact of Tai Chi, a traditional Chinese martial art, on the career adaptability of college students, utilizing a quasi-experimental design. With the increasing complexities in the transition from school to work, effective interventions that address both psychological and vocational needs are essential. The study involved 70 senior college students, randomly assigned to either an intervention group that participated in an organized 8-week Tai Chi program based on positive youth development (PYD) or a control group with no intervention. Results indicated significant improvements in the intervention group in terms of both career adaptability and satisfaction of basic psychological needs, compared to the control group. Mediation analysis revealed that the increase in career adaptability induced by intervention was mediated by the satisfaction of basic psychological needs, underscoring the effectiveness of Tai Chi as a holistic intervention tool. This study contributes to the field by demonstrating that physical activity, particularly one embedded with deep cultural and philosophical significance like Tai Chi, can effectively enhance the career adaptability of college students. It advocates for the inclusion of PYD-based physical practices in developmental interventions aimed at preparing youth for the challenges of the modern workforce.

From a wealth management career to employee career success satisfaction: exploring the mediating role of job competency

In this current study, our main goal is to explore the connections between wealth career management, job competency, and satisfaction with career success. Moreover, it seeks to explore the intermediary mechanisms through which wealth career management affects employees' level of contentment with their professional trajectories. Employing the analytical tool of structural equation modelling (SEM), the study has yielded noteworthy insights. SEM analysis findings underscore the pivotal role of job competency as a mediator. In essence, job competency serves as an explanatory link, shedding light on how different facets of wealth career management - namely, career development, superior work performance, intention to stay and performance management- influence an individual's career success satisfaction. This suggests that the way in which employees perceive their own competence within their careers significantly influences how the different aspects of wealth career management affect their satisfaction with career success

Effects of Career Adaptability, Work Volition on the Perceived Life Satisfaction and Moderating Role of Gender of Undergraduates in State Universities, Sri Lanka

Education has become a top priority in labour market in Sri Lanka. As a result, high competition develops within each individual undergraduate in selecting a career path. The main aim of this research paper is to recognize relationship between identified constructs relating to career and life satisfaction of state sector university undergraduates who enroll to Social Sciences and Humanities degree programmes. A structured questionnaire-based survey was used to conduct a quantitative study, and 174 state sector university undergraduates, who were looking for jobs, were included in the qualified sample. Data was analyzed by using software such as SPSS version 22 and AMOS. The study was supported by three laid down hypotheses, and findings identified that career adaptability, life satisfaction and work volition are having positive relationship. Having noticed that work volition is partially mediated, hypothesis four was also used in further analyzing of data. The empirical investigation showed that there is no any gender influence on undergraduates’ career adaptability and perceived life satisfaction. The last hypothesis was not supported as gender which does not consider as a moderator.

Teacher’s Burnout and Perceived Self-Efficacy as Predictors to Classroom Management: A Quantitative Inquiry

This study dealt with the influence of Teacher’s Burnout and Perceived Self-Efficacy to Classroom Management among High School Teachers in Mawab, Davao de Oro. The primary goal of this study was to determine the level of teacher’s burnout and perceived self-efficacy to classroom management in terms of their respected indicators, the significant difference between burnout and perceived self-efficacy to classroom management, and what domains of burnout and perceived self-efficacy substantially influence classroom management. Also this study utilized a quantitative-correlational design with 113 respondents among teachers in three chosen High Schools’ in Mawab, Davao de Oro. The average weighted mean, Pearson-R, and Multiple Regression analysis were the statistical tools used in this study. Along with this, result showed a low level of burnout among teachers in terms of coping with job-related stress, attitude towards students, and perceived administrative support, and very low level in terms of career satisfaction. In another independent variable which was perceived self-efficacy, it showed a very high level in terms of instructional self-efficacy, efficacy to create positive school climate, and efficacy to enlist parental involvement, while efficacy to influence decision making, and disciplinary self-efficacy got a high level. Likewise, the result showed a very high levels in every indicator of classroom management. Additionally, only perceived self-efficacy had moderate correlation towards classroom management, while teacher’s burnout got a negligible correlation. Hence, this led to the rejection of null hypothesis in terms of perceived self-efficacy and not rejecting the null hypothesis in terms of teacher’s burnout. Also all domains of teacher’s burnout had low ratings and perceived self-efficacy as most perceived by teachers. This meant that teachers were showing lower levels of burnout and higher levels of perceived self-efficacy which led them to have an effective classroom management. This result led the teachers to be aware that having a self-efficacy is very important to lessen their burnout in managing their classrooms.

The influence of spirituality, religiosity, and self-care on well-being among Thai infection preventionists during the COVID-19 pandemic.

In a national survey of lead infection preventionists in Thai hospitals, spiritual and religious importance were associated with increased odds of career satisfaction. Cultivating environments for spiritual, religious, and self-care practices within the clinical setting may help facilitate emotional well-being-and prevent burnout-among Thai healthcare workers.

College Major Area and Career Commitment: Rethinking STEAM in Educational-Vocational Guidance

Objective: The exigency for higher education to exhibit outcomes aligning with career competencies has intensified, driven by external pressures favoring job-specific training. Amidst shifting career tendencies of Generations Y and Z and the advent of artificial intelligence-led automation, the valuation of different college majors has come under scrutiny. This study aims to dissect the prevailing assumptions and explore the satisfaction and career commitment levels among individuals with career-focused degrees. Methods: Utilizing a mixed-methods approach, the study delves into the relationships among areas of study, career commitment, self-esteem, and self-efficacy among alumni from a private Midwestern liberal arts college. Instruments like Core Self-Evaluations, Career Commitment, and Career Reconsiderations facilitated data collection from graduates over the past three decades. Results: Findings underscore higher career connectedness for Arts and Humanities and Physical and Social Sciences graduates compared to Business majors. Conversely, Business majors exhibited a significant surge in career reconsideration, suggesting a potential disconnect or regret among this cohort, possibly owing to the dynamic nature of the business field. Conclusion: The data advocates for a recalibrated approach in vocational guidance aligning with educational majors, promoting data-informed decision-making among stakeholders. The variation in career connectedness and reconsideration across different study fields necessitates a nuanced approach in educational and vocational counseling to enhance alignment with long-term career satisfaction and commitment, preparing students aptly for the evolving job market landscape.

Teacher Professional Identity, Work Engagement, and Emotion Influence: How Do They Affect Teachers’ Career Satisfaction

Teachers’ behaviours significantly influence students’ learning outcomes but also play an important role in national development and construction. However, few studies have attempted to investigate the interrelationships between teachers’ professional identity, work engagement, emotion, and attitude towards career satisfaction. This study aims to explore the effect of professional identity and emotion on work engagement and career satisfaction separately and to investigate the influence of work engagement on attitude and, subsequently career satisfaction. A convenience sampling technique includes 221 valid questionnaires that were subjected to descriptive analysis followed by subsequent empirical testing of the populated hypotheses using SPSS and AMOS. Results showed that professional identity and emotion positively influence work engagement and career satisfaction respectively. Work engagement positively influenced attitude and, subsequently career satisfaction. Last, the theoretical and practical implications and limitations were discussed.

Role of managerial support in the relationship of psychological resilience with career satisfaction

Today, retaining employees is difficult due to changes in information and communication technologies, increasing competition speed, and other environmental factors. Therefore, organisations’ management daily increases their interest in positive psychology to retain employees and reveal their strengths. One concept that accompanies positive psychology and positive organisational behaviour is resilience (Luthans, 2002). It is known that individuals who are more psychologically resilient can produce positive outcomes by overcoming adverse emotional events (Shirazi, Laei, & Mosavi, 2016). Career satisfaction (CS), another concept of work, appears as a concept that is likely to be affected by changes in organizational structure, mobility, and employee expectations (Kraimer, Greco, Seibert, & Sargent, 2019). However, CS is one of the most important results of the individual’s career success (Hofmans, Dries, & Pepermans, 2008). In this context, this study aims to reveal the role of management support in the relationship between CS and psychological resilience (PR). The data collected from 200 white-collar employees was evaluated using the SPSS Programme and the Hayes Process. As a result of the analysis, it was determined that MS is a moderator in the relationship between PR and CS.

Career decisions and aspirations of early-career nurses: Insights from a qualitative interpretative description study.

To explore the career decisions and aspirations of early-career registered nurses in New Brunswick, Canada. A qualitative study using an interpretive description approach was conducted. Semi-structured one-on-one interviews were conducted with a purposive sample of nurses (n = 22) currently working in New Brunswick, Canada, with up to 5 years of experience from February to April 2022. Participants described diverse career paths and aspirations. Personal factors affecting these included the desire for meaningful work, career satisfaction, work-life balance, spending time with family, working in a preferred location, and finances. Professionally, working conditions were the dominant factor influencing early-career nurses' career decisions and aspirations. Participants described how short staffing, safety, support, and scheduling influenced their day-to-day work, mental and physical health, job and career satisfaction, and intent to leave. The findings highlighted the abundant and diverse career opportunities available to nurses early in their careers. Early-career nurses are interested in finding nursing positions with a high degree of person-job fit and value opportunities for ongoing professional education and growth. This study in New Brunswick, Canada, explores early-career nurses' career decisions and aspirations during nursing shortages and the pandemic, emphasizing the importance of person-job fit. Recommendations include improving working conditions and career pathways to enhance the sustainability of the nursing profession. Standards for Reporting Qualitative Research (SRQR). No patient or public contribution.

A multilevel investigation of team relationship conflict and employee-level subjective career success

PurposeBased on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees’ subjective career success by examining the mediating role of negative emotions and the moderating role of emotional intelligence.Design/methodology/approachUsing Mplus 8.1, the study analyzes multi-level, multi-wave data collected from 288 employees in 51 teams across Pakistan.FindingsThe results indicate that team relationship conflict is negatively associated with employees’ subjective career success, both in terms of career satisfaction and job satisfaction. While employees’ negative emotions partially mediate this negative relationship, emotional intelligence moderates the association between team relationship conflict and negative emotions, such that individuals with higher emotional intelligence experience less negative emotions.Originality/valueThis study advances career research by demonstrating how and when team relationship conflict is related to employees’ subjective career success. It also extends current understanding of the mediating and moderating mechanisms behind the association between team relationship conflict and employees’ subjective career success.

The role of spirituality, religiosity, and self-care on infection preventionist well-being: Results from a national survey in the United States

The degree to which religiosity, spirituality, and self-care practices can improve well-being among infection preventionists is not well understood. We surveyed infection preventionists from a random sample of United States hospitals in 2021. Multivariable logistic regression models were used to examine the associations between measures of spirituality, religiosity, and self-care and well-being. Our response rate was 47% (415/881). A total of 49% of respondents reported burnout,17% reported increased feelings of uncaring, and 69% would choose to become an infection preventionist again. Most respondents found importance in spiritual well-being (88%), religious beliefs (82%), and self-care practices (87%). Spiritual well-being was associated with increased odds of choosing to become an infection preventionist again (odds ratio=2.32, 95% confidence interval=1.19-4.53, P=.01). Our national survey provides evidence that spiritual importance is associated with career satisfaction among infection preventionists. Our findings contribute to a general body of evidence suggesting spiritual importance may translate to higher flourishing and well-being via serving a higher purpose. Promoting spiritual well-being may positively influence career satisfaction and overall well-being among infection preventionists.

Investigation of the relationship between professional commitment levels of classroom teachers and career satisfaction

In this study, the relationship between classroom teachers' professional commitment and career satisfaction was analysed. The research was conducted using relational survey model. The data were obtained with career satisfaction scale, professional commitment scale and information form for classroom teachers. The research was limited to the 2022-2023 academic year. The sample of the study is 290 classroom teachers working in public schools in different cities of Turkey. The data were analysed using ANOVA, t-test, correlation and regression tests. According to the results of the analyses, it was seen that there was a significant difference in the professional commitment of classroom teachers in terms of gender, years of service, place of work and educational status variables. It was concluded that career satisfaction of classroom teachers did not show a significant difference in terms of gender, years of service and place of work variables, but showed a significant difference in terms of educational status variable. It was found that there was a moderate, positive and significant relationship between professional commitment and career satisfaction of classroom teachers. According to the results of the regression analysis, it was determined that approximately 22% of the change in career satisfaction was explained by professional commitment. The findings obtained in the study were discussed and some suggestions were made on the subject.

Turnover intention of nurses in public hospitals and its association with quality of working life: a cross-sectional survey in six provinces in China.

High turnover intention can exacerbate the workforce shortage of nurses. This study aimed to determine the level of turnover intention of public hospital nurses in China and its associated factors. A cross-sectional questionnaire survey of 2,863 nurses was conducted in 48 public hospitals across six provinces in mainland China, measuring the sociodemographic (gender, age, marital status, and monthly basic salary) and work characteristics (professional title, workload, night sleep deprivation, and workplace violence) of respondents, their quality of working life (QWL), and turnover intention. Multivariate logistic regression models were established to determine the association between QWL and turnover intention after adjustment for variations of the sociodemographic and work characteristics. Overall, 42.8% of respondents reported turnover intention. Higher QWL scores (AOR = 0.824 for job and career satisfaction, p < 0.001; AOR = 0.894 for professional pride, p < 0.001; AOR = 0.911 for balance between work and family, p < 0.05) were associated with lower turnover intention. Workplace violence was the strongest predictor of higher turnover intention (AOR = 3.003-4.767) amongst the sociodemographic and work characteristics, followed by an age between 30 and 40 years (AOR = 1.457 relative to <30 years), and night sleep deprivation (AOR = 1.391-1.808). Senior professional title had a protective effect (AOR = 0.417 relative to no title) on turnover intention. High levels of turnover intention are evident across China in nurses employed by public hospitals, in particular in those aged between 30 and 40 years. Low QWL and poor work environment are significant predictors of turnover intention.

Evaluating the Psychometric Properties of the Romanian Version of Thriving at Work Scale

Abstract: The present research aims to evaluate the psychometric properties of the Romanian version of the thriving at work scale (TWS). Three studies were conducted to test the reliability and validity of the TWS. The first study ( N = 451) aimed to adapt and validate the Romanian version of TWS. The confirmatory factor analysis results indicated that the second-order model with 10-items has a good value of the fit indices. The second study ( N = 435) tested measurement invariances, demonstrating that the Romanian version of this scale has varying levels of thriving at work across job tenure and a differential functioning of items 2 and 9 across age. The third study ( N = 312) cross-validated the second-order model. It tested the construct-related validity of TWS with other relevant constructs (job and career satisfaction, burnout, mental health complaints, performance). The results indicated that the TWS is a reliable and valid instrument demonstrating the crucial implications for Romanian working people’s well-being and career development.

Development and Validation of the Work Orientation Questionnaire Short-Form (WOQ-SF)

Abstract: This research aims to develop a 15-item short form of the WOQ (WOQ-SF) and provide evidence for its reliability and validity. In Study 1 ( N = 305), we simplified the WOQ into a short version in line with the scale reduction procedure and recommendations ( Kruyen et al., 2013 ; Stanton et al., 2002 ). The exploratory factor analysis (EFA) reveals that the five factors of the WOQ-SF are conceptually distinct and correlated with each other. In Study 2 ( N = 442), the psychometric properties of the WOQ-SF were investigated. The findings of the confirmatory factor analysis (CFA) confirm a good factor structure. In addition, the measurement invariance of this shortened scale was examined across gender, age, education level, and job tenure. Regarding validity, significant correlations between the WOQ-SF and the original WOQ were found. Furthermore, the WOQ-SF demonstrates relationships with career satisfaction, work engagement, job satisfaction, and career planning, providing evidence for its validity. In sum, the WOQ-SF shows good psychometric properties comparable to the WOQ, suggesting it is a suitable alternative.

Transformational leadership and employee’s career satisfaction: Role of psychological empowerment, organisational commitment, and emotional exhaustion

Transformational leadership is essential for employees’ empowerment as it significantly enhances leadership qualities and increases employees’ satisfaction. Accordingly, the lack of comprehensive exploration and understanding has motivated us to examine the relationship between transformational leadership, psychological empowerment, organisational commitment, career satisfaction, and the moderating role of emotional exhaustion. The objectives of this study are (1) to study the relationship between transformational leadership, psychological empowerment, organisational commitment, and career satisfaction of employees, (2) to evaluate the mediating role of psychological empowerment and organisational commitment in relationship between transformational leadership and career satisfaction, and (3) to evaluate moderating role of emotional exhaustion on relationship between transformational leadership, psychological empowerment, and organisational commitment. Data was collected via cross-sectional structured questionnaires by 513 bank employees. Results indicate that transformational leadership significantly relates to empowerment and organisational commitment of employees but is insignificantly associated with career satisfaction. Moreover, transformational leadership significantly influences employees’ career satisfaction through the mediation of empowerment and commitment. Moderation analyses revealed that higher emotional exhaustion weakens employees’ empowerment and transformational leadership, which further weakens the direct relationship between transformational leadership and psychological empowerment and association between transformational leadership and commitment. This research can assist managers in developing retention strategies for employees to enhance psychological empowerment, organisational commitment, and career satisfaction of employees.

Innovation is the key: identifying factors to increase career satisfaction and psychological well-being in millennial and generation Z sport employees

PurposeThe purpose of this study was to investigate how to generate innovative work behaviors among Millennial and Generation Z sport employees and its impact on their career satisfaction and psychological well-being.Design/methodology/approachThe authors used structural equation modeling to examine the relationships among predictors of job engagement, innovative work behaviors, career satisfaction and psychological well-being. The model was tested across managerial sport employees of Division I athletics departments (N = 224).FindingsThe highlights of the study include job engagement's positive relationship with innovative work behaviors and the positive influence of innovative work behavior on career satisfaction and psychological well-being.Originality/valueThese findings signify the importance of considering job engagement and innovative work behaviors to develop a positive work experience for Millennial and Generation Z sport employees. Doing so is thought to be a critical step in cultivating an organizational competitive advantage via younger generations of sport employees.

Improving teacher career satisfaction through distributed leadership in China: The parallel mediation of teacher empowerment and organizational commitment

Based on a survey of 522 primary and secondary school teachers in mainland China, the study explored the effect of distributed leadership on teacher career satisfaction, and examined the mediation of teacher empowerment and organizational commitment using structural equation modeling. It was found that the implementation of distributed leadership could exert a significant positive impact on teacher career satisfaction in the Chinese cultural context. In addition, distributed leadership could positively influence career satisfaction indirectly through the full mediation of teacher empowerment and organizational commitment, and teacher empowerment had a greater mediating effect than organizational commitment.

Career Plateau Forms Turnover Intention: The Important Role of Affective Commitment and Career Satisfaction

The pervasive high employee turnover intention, particularly prevalent in the hospitality sector, often disrupts company operations. This study investigates the influence of career plateau on turnover intention, mediated by affective commitment and career satisfaction. The research population comprises all hotel employees in East Java, with a sample size of 170 employees. The data analysis used the Partial-Least-Square Structural-Equation-Modeling (PLS-SEM) approach. The hypothesis testing results substantiate that career plateau significantly and negatively impacts affective commitment and career satisfaction. Furthermore, both affective commitment and career satisfaction significantly and negatively influence turnover intention. The study also reveals that career plateau significantly and positively affects turnover intention when mediated by affective commitment. However, when judged by career satisfaction, the career plateau's effect on turnover intention was positive but insignificant.

Psychologists conducting psychotherapy in 2022: Contemporary practices and historical patterns of the Society for the Advancement of Psychotherapy.

This study updated and extended investigations from 1981, 1991, 2001, and 2012 on the contemporary psychotherapy practices and historical patterns of United States psychologists in the American Psychological Association Division of Psychotherapy/Society for the Advancement of Psychotherapy. In 2022, 475 psychologists (48% response) completed an online questionnaire regarding their sociodemographic characteristics, professional activities, therapy formats, employment settings, theoretical orientations, personal therapy, and career satisfactions. Results showed an increasingly female and aging membership with primary employment in independent practices and universities. Psychotherapy, research/writing, and administration were the most frequent professional activities. Individual therapy remained the most common format, and the most popular theoretical orientations remained psychodynamic/relational (29%), integrative (27%), and cognitive (19%). Eighty-two percent of psychologists have undergone personal therapy at least once. Career satisfaction, likewise, has remained consistently high across the 40 years. The limitations and implications of these 40-year patterns are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).