Career Satisfaction Research Articles

The Moderating Role of Supervisor Support in the Mediating Effect of Career Satisfaction on High Performance Work Systems: A Path to Enhanced Nurse Service Quality

The Moderating Role of Supervisor Support in the Mediating Effect of Career Satisfaction on High Performance Work Systems: A Path to Enhanced Nurse Service Quality

The “Ripple Effect”: The Effect of Family-Work Conflict on Mentor-protégé Relationship

ABSTRACT Drawing from conservation of resources theory, this research examines how and when mentors’ family – work conflict is related to protégés’ work outcomes (i.e. job performance and career satisfaction). We proposed mentors’ family – work conflict depleted their resources, thus had a negative influence on protégés’ work outcomes. Further, we addressed the mediating role of mentoring functions (i.e. career support, psychosocial support, and role modeling) and the moderating roles of mentors’ core self-evaluation and mentor – protégé relational quality. We tested the hypothesized moderated mediation model using time-lagged data from 162 mentor – protégé dyads in a large Chinese pharmacy chain company. The results demonstrated that (a) mentors’ family – work conflict was negatively associated with protégés’ work outcomes; (b) mentoring functions mediated this relationship; (c) mentors’ core self-evaluation and mentor – protégé relational quality moderated the main effect of mentors’ family – work conflict on mentoring functions and the indirect effect of mentors’ family – work conflict on protégés’ work outcomes via mentoring functions; and (d) the indirect effect was significant when mentors’ core self-evaluation or mentor – protégé relational quality was low. Important implications for management research are discussed.

Professional recognition and parity: A necessity for New South Wales sonographers

AbstractAccredited Medical Sonographers are highly specialised healthcare professionals who have specific knowledge, competence, and responsibility. While the profession of sonography is evolving in terms of career pathways and regulation, sonographers in NSW are divided according to pay, working conditions, career progression, and gender pay inequality. To retain quality staff amidst a national sonographer shortage, urgent award reform is needed. Professional equality and unification of sonographers along with career diversity and satisfaction is crucial to ensure NSW patients receive the highest quality healthcare.

Student’s Readiness for Career Satisfaction in the Private Universities of Nanchang, Jiangxi, China

This study investigates the factors influencing students' readiness for career satisfaction among business graduates in Nanchang, Jiangxi, China. Drawing on a descriptive survey analysis methodology, data were collected from 250 business administration students attending private institutions in Nanchang. The research explores the roles of societal norms, student expectations, skills, and career counsellor proficiency in shaping career satisfaction. Findings emphasize the importance of aligning career choices with personal values, enhancing students' skills, and ensuring effective career guidance services. The study contributes to understanding the complexities of career satisfaction and offers insights for educators, policymakers, and career counsellors to improve outcomes for business graduates.

The Relationship between Career Selection and Career Satisfaction

The Relationship between Career Selection and Career Satisfaction

국내 과학기술인의 주도적 경력행동 연구: 조직 맥락 요인, 기관 유형, 인재개발 결과와의 구조적 관계 탐색

Not only is there an ever-growing need for career development among science and technology professionals, but the focus of individual career development has also shifted towards one’s proactive career behaviors. Yet, scholarly efforts to investigate the means to promote such behaviors among professionals in the field of science and technology and the potential outcomes of proactive career behaviors remain scarce to date. The current study aims to elucidate science and technology professionals' proactive career behaviors and how their outcomes vary depending on contextual factors within the organization in which they are employed by drawing on the social information process theory. Specifically, we examined the effects of organizational context, categorizing it into role-related factors(jobcontent and structural career plateau) and sociocultural factors(person-supervisor fit and organizational culture). Furthermore, we explored whether these effects differ based on the type of institutions(public institutions and private enterprises), and also whether organizational context factors influenced the professionals' personal development outcomes(career satisfaction and task performance) through proactive career behaviors. We analyzed the 2022 survey data of 2,066 science and technology professionals, provided by the Korea Institute of Human Resources Development in Science & Technology (KIRD). Results revealed that structural career plateau had a negative impact on proactive career behaviors, while personsupervisor fit and innovation-oriented culture had a positive effect. Additionally, both innovation-oriented and task-oriented cultures were found to have a stronger impact on proactive career behaviors in private enterprises. Structural career plateau, person-supervisor fit, and innovation-oriented culture had significant effects on science and technology professionals' career satisfaction and task performance through proactive career behaviors. These findings not only contribute to the expansion of research in the field of science and technology professionals' career development but also provide valuable insights for supporting effective career development for science and technology professionals.

The effect of parents’ support, protean career orientation and self-perceived employability on the school-to-work transition

PurposeThe increasing complexity of global labor markets and work environments has made the school-to-work transition more difficult. We explore factors that influence important career outcomes for young adults in China as they transition from their university to the labor market. Specifically, we examine how protean career orientation, self-perceived employability, mother’s and father’s career support and human capital (English language proficiency) may influence career satisfaction and employment status during adulthood.Design/methodology/approachWe collected survey data in two waves, six months apart, and obtained English proficiency ratings from university records.FindingsFather’s and mother’s career support was significantly associated with protean career orientation and protean career orientation was significantly related to self-perceived employability. Self-perceived employability was significantly associated with career satisfaction and employment status. The career support-career satisfaction and career support-employment status relationships were fully mediated by protean career orientation and self-perceived employability. Contrary to expectations, the human capital variable of English language proficiency did not moderate the serial mediation involving either career satisfaction or employment status.Originality/valueBy integrating protean career theory, human capital theory and research on parental support, we offer an interdisciplinary contribution to the school-to-work transition literature. We also advance protean career theory by studying it as a mediating variable and by examining parental support as an antecedent of it.

연구기관 재직자의 심리적 임파워먼트 연구: 성별의 다양성을 중심으로

by exploring the latent psychological empowerment profiles of research institution employees and examining the differences between groups according to gender. The quality of psychological empowerment vary among employees depending not only on individual factors but also on relational and institutional factors. Since psychological empowerment is directly linked to the personal growth and career development of employees, it is essential to examine the factors that influence it. We conducted a latent profile analysis to examine how psychological empowerment profiles differ. First, we identified five profiles based on the extent of research control and overall psychological empowerment in male samples, while four profiles were identified in female samples. Second, the quality of the social network, perceived career development support, and knowledge sharing significantly influenced the probability of belonging to each profile, particularly when the perceptions of these predictor variables are high, this suggests a higher likelihood of belonging to a group with high psychological empowerment. Finally, the group with high psychological empowerment, regardless of gender, was perceived as having higher organizational commitment, career satisfaction, and technical orientation. Based on these results, we discuss the implications for enhancing the psychological empowerment of employees at research institutions and aligning their individual career development with the organization's objectives.

The role of medical schools in UK students’ career intentions: findings from the AIMS study

ObjectivesTo investigate differences in students’ career intentions between UK medical schools.DesignCross-sectional, mixed-methods online survey.SettingThe primary study included all 44 UK medical schools, with this analysis comprising 42 medical schools.ParticipantsTen thousand four hundred eighty-six UK medical students.Main outcome measuresCareer intentions of medical students, focusing on differences between medical schools. Secondary outcomes included variation in medical students’ satisfaction with a prospective career in the NHS, by medical school.Results2.89% of students intended to leave medicine altogether, with Cambridge Medical School having the highest proportion of such respondents. 32.35% of respondents planned to emigrate for practice, with Ulster medical students being the most likely. Of those intending to emigrate, the University of Central Lancashire saw the highest proportion stating no intentions to return. Cardiff Medical School had the greatest percentage of students intending to assume non-training clinical posts after completing FY2. 35.23% of participating medical students intended to leave the NHS within 2 years of graduating, with Brighton and Sussex holding the highest proportion of these respondents. Only 17.26% were satisfied with the prospect of working in the NHS, with considerable variation nationally; Barts and the London medical students had the highest rates of dissatisfaction.ConclusionsThis study reveals variability in students’ career sentiment across UK medical schools, emphasising the need for attention to factors influencing these trends. A concerning proportion of students intend to exit the NHS within 2 years of graduating, with substantial variation between institutions. Students’ intentions may be shaped by various factors, including curriculum focus and recruitment practices. It is imperative to re-evaluate these aspects within medical schools, whilst considering the wider national context, to improve student perceptions towards an NHS career. Future research should target underlying causes for these disparities to facilitate improvements to career satisfaction and retention.

How do self-direction and values-drive of protean career orientation determine career outcomes?

PurposeThe article shows partial proof for the protean paradox existing outside of the Anglo-Saxon part of the world. We pose questions about the impact of each protean career orientation (PCO) dimension on career outcomes, i.e. objective career success (OCS) and subjective career success including career satisfaction (CS) and perceived employability (PE) of studying employees.Design/methodology/approachWe collected data among postgraduate students (N=239) using a paper-and-pencil questionnaire. We estimated the model using structural equation modeling.FindingsThe self-direction of PCO improves CS and PE, but only if a person achieves OCS in the organization. We found the same mediation pattern for the values-drive of PCO but in the opposite direction, i.e. greater orientation on personal rather than organizational values – values-drive of PCO was associated with lesser career outcomes. Interestingly, values-drive had a small and direct impact on PE.Originality/valueThis study helps us understand how both dimensions of PCO affect career outcomes differently: objective success and subjective factors like CS and PE among employees who are studying.

Factors associated with work engagement among specialist nurses in china: a cross-sectional study

BackgroundThe positive impacts of work engagement among specialist nurses on retention, organizational commitment, and quality of care are well-documented. However, there is a lack of research on the specific differences in work engagement among specialist nurses. Therefore, the purpose of this study is to assess the level of work engagement among specialist nurses in China and identify its influencing factors.MethodsA descriptive cross-sectional study was conducted in China from April to July, 2023, with 724 nurses selected from 22 hospitals through convenience sampling involved. The survey was conducted by using self-administered general information questionnaires and work engagement scales. Questionnaire Star was employed as the online data collection tool. The collected data was analyzed by using descriptive statistics and stepwise regression analysis to draw meaningful conclusions from the study.ResultsAmong specialist nurses in Xiamen, China, who had a response rate of 97.10%, an average work engagement score is 140.35 (SD=18.17), with the highest score for the work attitude at 4.65 (SD=0.52) and the lowest score for the work recognition at 4.09 (SD=0.85). It was shown through regression analysis that factors such as career satisfaction, involvement in challenging case discussions, marital status, gender, presence of promotion advantage and title accounted for 14.5% of the total variance in the model and were significant explanatory variables that could predict work engagement.ConclusionIt is shown that specialist nurses in Xiamen, China have a high level of work engagement. It is imperative for nursing managers to prioritize the work engagement of specialist nurses, provide the specialist nurses with ample development opportunities and room for growth, and effectively promote the overall development of specialist nurses by improving work engagement in various aspects.

P.111 The surgeon experience of flow

Background: Cognitive flow has been linked with enhanced performance, career satisfaction, and decreased burnout. However, while elite sport has long trained athletes to enter flow states, the concept has not been adopted strongly in healthcare. Flow has primarily been explored from a unidimensional (cognitive) perspective. The present study sought to understand the experience of flow among surgeons through a multidimensional lens. Methods: Using a constructivist grounded theory methodology, semi-structured interviews were conducted with 19 staff surgeons at the University of Toronto, purposively sampled. Data were coded and analyzed iteratively by three researchers until theoretical saturation was achieved. Results: Although many surgeons had not previously heard of cognitive flow, the phenomenon deeply resonated with most. Participants described different physical, cognitive, emotional, sociocultural, and environmental components that interacted to shape the subjective experience of flow: “I think that there are many different facets of [flow] that don’t always come together all at the same time, you may feel different parts of it… depending on what the kind of case is, who your help is, if you recently had a complication.” (P4) Conclusions: Understanding flow in clinical practice may lead to new avenues for enhancing career satisfaction and promoting physician wellness.

Developing a career and education framework for advanced clinical practice in midwifery.

This study outlines the nature of Advanced Clinical Practice in Midwifery (ACPiM), reporting on a stakeholder analysis as part of a national project to develop a career framework for advanced practice in midwifery on behalf of the National Health Service (NHS) in England. Between June and July 2022, 31 advanced practice midwives were recruited across England within the NHS settings. Convenience sampling was used to identify midwives working as advanced practitioners, and those pursuing this career route. Focus group and one-to-one interviews were conducted, recorded, and transcribed. These stakeholder data were then analyzed using a reflexive thematic approach. ACP midwives were active across many professional settings. The findings resulted in three themes: Midwifery autonomy, Desire for progression, and Avenues of support. Midwifery autonomy highlighted a midwifery desire to utilize specialist skills and expert decision-making to provide holistic care directly to women and families. Desire for progression highlighted that, regardless of career stage, midwives aspired to advance their practice requiring a range of pathways to fulfil career satisfaction and meet local population health needs. Avenues of support discussed the barriers and facilitators to progression, highlighting the need for service vision, a multi-disciplinary approach to facilitate support for individuals, and strong midwifery leadership. Although the ACPiM role is desired by maternity institutions and organizations, midwives remain unclear about how to achieve this position, and employers remain unsure of how an ACPiM could transform services. If midwives are to successfully achieve ACPiM status, organizational support is needed to facilitate individuals drive for career progression, resulting in a strengthened workforce and improved patient experience.

Mentoring and protégé: Chinese study shows positive effect of mentoring and also moderating effect of mentor advice-seeking behavior

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA Chinese study revealed that mentoring had a significant positive impact on protégé career satisfaction. Additionally, the role clarity and positive affect of protégés played dual-mediating effects between mentoring and protégé career satisfaction. A particularly innovative aspect of the research was including the moderating effect of mentor advice-seeking behavior, which strengthened the positive impact of the mentoring.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Antecedents and Outcomes of Positive Career Goal Progress Discrepancy Appraisal in Young Adults

Informed by self-regulation theories, this study examines the role of positive career goal discrepancies, where young adults appraise their progress towards career goal outcomes as better than expected. The research investigates how person-specific factors, like career calling, and situational factors, such as career congruence with parents, relate to self-regulatory responses, specifically career satisfaction and optimism. The cross-sectional study was conducted to test the hypotheses in a sample of 295 young adults ( M Age = 18.58 years, SD = 0.70). The latent variable analyses results showed that career calling and congruence with parents correlate positively with career satisfaction and optimism, and that positive career goal discrepancy appraisals played a significant role in explaining these relationships. Notably, positive achievement/ability and effort discrepancies, but not standard discrepancies, explained how career calling and congruence with parents relate to career satisfaction, but not optimism. These insights contribute to our understanding of working with young adults who already perceive themselves as highly capable and motivated, helping them to optimize their career progress and success.

Understanding College Students’ Satisfaction With ChatGPT: An Exploratory And Predictive Machine Learning Approach Using Feature Engineering

Artificial Intelligence (AI) technologies are continually improving and becoming more pervasive in many facets of our lives. ChatGPT is one such cutting-edge artificial intelligence application, and it has received a lot of worldwide media attention, specifically from educationists, technologists, and learners. It is imperative to understand and evaluate the impact of ChatGPT on computer science students as it directly and holistically influences them. A quantitative instrumental case study explores ChatGPT’s impact on early adopters in education. A survey of undergraduate computer science students at a state university of Delhi was conducted to get insight into their opinion on adopting this revolutionising technology for their education, career, and overall satisfaction. An end-to-end data science approach is applied to encompass exploratory and predictive modelling with feature engineering solutions. Results reveal the most influential features contributing to students’ satisfaction in adopting ChatGPT for their day-to-day chores concerning their social life, education, and career. The Linear Support Vector classifier, a machine learning algorithm for predicting the satisfaction or dissatisfaction in students’ shows an accuracy score of 72.73% and 97.72%, respectively. The AUC for this multiclass prediction model is convincing and is 0.74, 0.71, and 0.96 for satisfied, neutral, and dissatisfied classes, respectively.

Connecting the dots: How parent support shapes career readiness through psychological capital

Orientation: In the digital era, adolescence is a critical stage in individual career readiness.Research purpose: This study has numerous goals. Firstly, this study investigates the impact of parental support on individual career readiness. Secondly, this study examines the role of psychological capital as a mediator between parental support and individual career readiness. Thirdly, this study analyses the role of individual trait personality as a moderator between parental support and individual career readiness.Motivation for the study: This research can contribute to a better understanding of how parents can best support their children in preparing for successful careers. By understanding the role of psychological capital and personality traits, this research can help individuals develop a more holistic approach to career development. This can lead to increased career satisfaction and success.Research approach/design and method: This study used a quantitative approach to examine the career readiness of individuals (final year undergraduate students) before entering the job market (N = 418), which was processed using SPSS PROCESS.Main findings: This study shows parental support influences individual career readiness. Psychological capital fully mediated the relationship between parent support and individual career readiness. The influence of parental support on individual job readiness is moderated by extroverted personality and conscientiousness. Meanwhile, emotional stability does not moderate the influence of parental support on individual career readiness.Practical/managerial implications: Parental support can be a meaningful mechanism to enhance career readiness among adolescents through psychological support.Contribution/value-add: The use of social career cognitive theory (SCCT) and trait activation theory (TAT) to uncover the function of mediating and moderating variables is expanded in this study to examine career readiness. This study is important because it examines the role of parental support in nations where it is prevalent.

Career crafting literature meta-review

This meta-review synthesizes the existing body of literature on career crafting, a burgeoning area of research within career development studies. Career crafting represents a proactive approach by which individuals shape their career paths, enhancing personal and professional growth. Drawing on diverse theoretical frameworks, including resource conservation theory, career construction theory, and job crafting theory, this review explores the multifaceted nature of career crafting, its antecedents, outcomes, and the current measurement tools developed to assess it. Our analysis reveals a complex interplay of individual and contextual factors that influence career-crafting behaviors, highlighting the importance of adaptability, career competencies, subjective and objective career success, and gender. Contextual antecedents such as organizational characteristics, family support, and external environmental factors further delineate the boundaries within which career crafting occurs. Despite its significant implications for career satisfaction and resilience, the literature reveals gaps in understanding the dynamic processes underlying career crafting and calls for a more nuanced exploration of its theoretical bases. The review identifies the need for future research to deepen the theoretical foundation of career crafting, improve the measurement tools for more accurate assessment, and explore the multilevel antecedents and outcomes through empirical studies. By addressing these gaps, future research can enhance our understanding of career crafting, offering valuable insights for individuals seeking to navigate their careers proactively and for organizations aiming to support their employees' career development.

Utilizing the Driver-Pressure-State-Impact-Response Framework in Environmental Management Education

Contrary to expectations, a global survey of recent graduates found no direct link between participation in Continuing Professional Development (CPD) and their self-determination or motivation. Despite diverse backgrounds and consistent high intrinsic motivation, the study challenges traditional assumptions about motivation being solely driven by CPD. This highlights the inherent value individuals place on professional development, potentially driven by personal growth aspirations or intellectual curiosity. The lack of a direct CPD motivation link suggests a crucial shift towards more holistic development strategies. Beyond just technical skills, incorporating soft skills training, leadership development, and emotional intelligence workshops could create wellrounded professionals equipped for the modern workplace. The consistent self-determination levels across diverse groups imply receptiveness to guidance and support. Exploring the potential of mentorship programs could be highly beneficial, offering personalized advice, career guidance, and role models, potentially boosting intrinsic motivation and career satisfaction. This study paves the way for a more effective professional development framework that prioritizes intrinsic motivation, fosters a love for learning, and offers flexible learning avenues catering to individual preferences and styles. Incorporating technical skill development, soft skills training, mentorship opportunities, and tracking progress holistically, organizations and individuals can move beyond a transactional view of CPD and unlock its true potential: fostering not just technically skilled professionals, but also self-determined, intrinsically motivated individuals ready to thrive in the ever-evolving workplace.

Comparing the healthy development of youth Australian Rules Footballers across talent development and community settings

ObjectivesThis study aimed to compare talent development athletes to community-level athletes in Australian Rules Football across various markers of healthy youth development.MethodsSurvey data were collected from 363 youth athletes (126...