The paper proposes a research model explaining the sequential mediation effect of job embeddedness and work engagement between ethical leadership and career satisfaction. The model also examines whether JE heightens WENG, a factor indirectly influenced by ethical practices ending in employee satisfaction. The study used a time-lagged data collection procedure and survey responses of 247 hotel workers in China. Data were analyzed through structural equation modeling. The results showed that EL directly and indirectly contributes to employee CS. (...) The present empirical framework extends the hospitality industry literature by explaining the precise mechanism through which EL generates CS among hospitality workers in China. The paper offers theoretical and practical implications and future research directions. (shrink)

The purpose of this paper is to examine the effect of ethical leadership on followers’ subjective and objective career success from a P-E fit perspective. Specifically, the mediating effects of demands-abilities fit, needs-supplies fit, and person-organization fit in the relationship between ethical leadership and employee subjective and objective career success were investigated. We collected two-wave data from 160 employees and used hierarchical regressions to test the hypotheses. The findings revealed that ethical leadership had a positive effect on employee (...) career satisfaction, mobility, and promotability. Moreover, employee demands-abilities fit mediated the relationship between ethical leadership and career mobility and promotability; needs-supplies fit and person-organization fit mediated the relationship between ethical leadership and employee career satisfaction. Theoretical and empirical implications were discussed. (shrink)

This study explores the ability of career satisfaction to mediate the relationship between corporate ethical values and altruism. Using a sample of individuals employed in a four-campus, regional health science center, it was determined that individual career satisfaction fully mediated the positive relationship between perceptions of corporate ethical values and self-reported altruism. The findings imply that companies dedicating attention to positive corporate ethical values can enhance employee attitudes and altruistic behaviors, especially when individuals experience a high (...) degree of career satisfaction. (shrink)

Modern physics encompasses theoretical and experimental research divided in subfields with specific features. For instance, high energy physics (HEP) attracts significant funding and has distinct organizational structures, i.e., large laboratories and cross-institutional collaborations. Expensive equipment and large experiments create a specific work atmosphere and human relations. While the gender misbalance is characteristic for STEM, early-career researchers are inherently dependent on their supervisors. This raises the question of how satisfied researchers with working in physics are and how different subgroups – (...) female and early-career researchers – perceive their work environment. We empirically investigated job satisfaction and satisfaction with the academic system among physicists (N=123) working in large laboratories, universities, and independent institutes. The scale for measuring the satisfaction with the academic system in physics yielded three factors: experience of research autonomy, opportunities to use one's knowledge, and appreciation of the research by the general public. The results show that physicists are less satisfied with the academic system than with their work environment. Moreover, female scientists and junior researchers experience their jobs more negatively. The results emphasize the need for improving work and research conditions for underprivileged groups in physics. Interestingly, no significant effect was found between different types of academic institutions and general job satisfaction. Finally, physicists felt that their work has not been well understood by the public. (shrink)

Satisfaction with life is a core dimension of well-being that can be of great importance in the workplace, in light of the close link between worker health and organizational success highlighted by the perspective of healthy organizations. This study aimed at analyzing the factors associated with satisfaction with life, focusing on the role of resilience, career adaptability, self-efficacy, and years of education. A sample of 315 workers filled out the Satisfaction with Life Scale, General Self-Efficacy Scale, (...) Career Adapt-Abilities Scale, the 10-item Connor-Davidson Resilience Scale, and a demographic questionnaire. Data were analyzed by implementing a chained mediation model. Results showed a significant and positive relationship between resilience and satisfaction with life, partially moderated by the chained effect of career adaptability and self-efficacy, controlling for education. When inserted as a covariate, education showed a significant and negative association with satisfaction with life. Such findings contribute to enriching the field of research on the factors that contribute to the well-being of workers and may have important practical implications for interventions in organizations. (shrink)

The satisfaction of doctoral students is very important for the quality of higher education. Based on two-factor theory, this study used a person-centered approach to examine possible doctoral student satisfaction profiles. In total, 4,964 participants were included in the study, and the results of latent profile analysis showed that they could be classified into four subgroups: the low-motivation–low-hygiene group, the low-motivation–high-hygiene group, the high-motivation–low-hygiene group, and the high-motivation–high-hygiene group. Analyses showed that the PhD students differed significantly in their (...) satisfaction-profile membership depending on their gender, age, country, study-abroad status, work status, and caring responsibilities. Specifically, male students, younger students, and students studying abroad tended to be more satisfied with both motivation and hygiene factors. Besides, regarding maintaining and stimulating doctoral students’ academic career enthusiasm, motivation factors can compensate for the negative impact of the absence of hygiene factors, not the other way around. Therefore, it can be seen that two-factor theory has a certain explanatory power for changes in academic career enthusiasm, but it must be adjusted in a certain way considering the special characteristics of the population. (shrink)

This article illustrates instrumental variable (IV) estimation by examining an unexpected finding of the research on career adaptability and job satisfaction. Theoretical and empirical arguments suggest that in the general population, people’s abilities to adapt their careers are beneficial to their job satisfaction. However, a recent meta-analysis unexpectedly found no effect when personality traits are controlled for. We argue that a reverse effect of job satisfaction on career adaptability, originating from affective tendencies tied to personality, (...) might explain this null effect. Our argument implies that the estimates obtained with traditional ordinary least squares (OLS) regressions are biased by endogeneity, a correlation between an explanatory variable and the error term in a regression model. When experimental manipulations are impossible, IV estimations, such as two-stage least squares (2SLS) regressions, are one possible solution to the endogeneity problem. Analyzing three waves of data from a sample of 836 adults, the concurrent and time-lagged effect of job satisfaction on career adaptability was revealed to be more consistent than the reverse. Our results provide an explanation, rooted in affective dispositions, as to why recent meta-analytical estimates unexpectedly found that career adaptability does not predict job satisfaction at the interindividual level. We also discuss IV estimation in terms of its limits, weight the interpretation of its estimates against the temporality criterion for causal inference, and consider its possible extension to analyses of change. (shrink)

This article explores some of the ambiguities regarding employment for middle-aged and older women in the Netherlands. The data are placed within a discussion about the historical, cultural and political factors that define the conditions under which Dutch women can remain active on the labour market until they retire. One of the main obstacles for the women in question is the historically embedded and culturally nourished image of the ‘ideal housewife’, that has not lost its attraction in the Netherlands. A (...) series of interviews with middle-aged and older career women points out that they are satisfied with their working lives, but their accounts also reveal the complexity of the paths that these women have chosen and the concessions they were forced to make in order to continue with their jobs. Their approach towards life demonstrates that the next generation of working women will still need to stretch the prevailing rigid social traditions. (shrink)

In higher education, student learning satisfaction is a significant predictor of learning that indicates the commitment students have to their learning and future academic achievement. The study combines the social cognitive career theory and the stimulus-organism-response model to explore the psychological cognition and attitudes derived from students during their learning, discusses the pattern of student learning satisfaction enhancement from the aspect of process, and further understands the relationships among social support systems, interaction relationships, self-efficacy, generic skills, and (...) learning satisfaction. In this study, 800 valid copies of questionnaires were collected from 12 universities through purposive sampling, and the structural model was analyzed by partial least squares structural equation modeling. The results showed that the relationships among all the constructs were positive and showed a significant effect; furthermore, the research results showed that self-efficacy and student generic skills had a significantly indirect effect in the model—specifically, a mediating effect. Finally, corresponding theoretical and practical implications were put forward based on the research results. (shrink)

Drawing on goal setting theory and social cognition career theory, this study empirically proposes an operational definition of career success criteria clarity (CSCC) and further explores its impact on career satisfaction, person-job fit, and subjective well-being through the mediating role of career decision-making self-efficacy (CDSE). A pilot study of 231 samples showed that the CSCC scale had good reliability and validity. To further test the effects of CSCC on crucial employment outcomes, as well as the (...) mediating role of CDSE, 240 employees were included in an additional survey. Structural equation modeling path analysis supported all the expected hypotheses. Results indicated that: 1) CSCC was positively correlated to career satisfaction; 2) CSCC was positively correlated to person-job fit; 3) CSCC was positively correlated to subjective well-being; 4) CSCC was positively correlated to CDSE; 5) CDSE fully mediated the relationship between CSCC and career satisfaction; 6) CDSE fully mediated the relationship between CSCC and person-job fit; and 7) CDSE partly mediated the relationship between CSCC and subjective well-being. The results contributed to social cognition career theory model and provided suggestions for both the career educators and consultants. (shrink)

This study investigates the impact of job satisfaction and personal values on the work orientation of accounting practitioners in China. Satisfaction with work varies across individuals and how individuals view work (i.e., work orientation) may depend not only on satisfaction with various facets of their work but also on their beliefs and values. We used the questionnaire from Wrzesniewski et al. (J Res Pers 31, 21–33, 1997) to measure work orientation. Job satisfaction was measured by the (...) Job Descriptive Index (JDI) developed by Smith et al. (The Measurement of Satisfaction in Work and Retirement. Rand McNally, Skokie, IL, 1969) and personal values were measured by the Schwartz Value Questionnaire Survey (Schwartz, Adv Exp Social Psychol 25, 1–65, 1992). Our sample consisted of 370 accounting practitioners from six major cities in China; 268 were females and 102 were males. We found that 41.9 % of the respondents viewed their work as a career, 37.6 % as a calling and 20.5 % as a job and that job satisfaction to be the highest among the “calling” group and lowest among the “job” group. There were no significant gender differences in the work orientation of the respondents. Our study showed that the value types achievement and hedonism and satisfaction with promotion were significant predictors of the career orientation, while the value type benevolence and satisfaction with the present job were predictors of the calling orientation. Dissatisfaction with work was the major predictor of the job orientation. Furthermore, length of employment was positively associated with both the calling and job orientation, but negatively associated with the career orientation. (shrink)

The 21st century is characterized by an unpredictable and challenging work environment, and the Intrapreneurial Self-Capital (ISC) career and life construct can be seen as a core of individual intrapreneurial resources that enables people to cope with ongoing challenges, changes, and transitions founding innovative solutions when confronted with the constraints imposed by such an environment. The ISC is a challenging construct since it can enhance behavior and attitudes through specific training, unlike personality traits, which are considered substantially stable in (...) the literature. Against this background, the present study examined the relationship between ISC and well-being (hedonic well-being and eudaimonic well-being) controlling for the effects of personality traits. The Big Five Questionnaire (BFQ), the Intrapreneurial Self-Capital Scale (ISCS), the Satisfaction With Life Scale (SWLS), and the Flourishing Scale (FS) were administered to 258 Italian workers. Hierarchical regression analyses showed that ISC explained a percentage of incremental variance beyond that explained by personality traits in relation to both life satisfaction and flourishing. These results indicate that ISC is a key resource for hedonic well-being and eudaimonic well-being and that it offers new research and intervention opportunities. (shrink)

The purpose of the present study was to identify and categorize career motivations in highly educated married Korean women. Twenty five participants who are working were interviewed and asked why they continue their work despite various difficulties. Sixty-seven career persistence motivations were elicited and reliably organized into 6 categories: low interest in childcare and household labor, family-related motives, high need for achievement, financial problems/needs, self-actualization and job satisfaction, and positive perception of working women. This study is significant (...) as it conceptualizes the motivation for career persistence as the major variable affecting highly educated married women’s decision to continue their careers and establishes the theoretical basis for future research. (shrink)

Research has shown the importance of engaging in networking behaviors for employees’ career success. Networking behaviors can be seen as a proactive way of creating access to career-related social resources and we argue that this type of proactive career behaviors might be particularly relevant for freelancers who cannot depend on an organizational career system supporting their further development, yet whose careers are characterized by high levels of uncertainty and unpredictability. To date, however, our understanding of how (...) freelancers, being a category of workers that are deprived of an organizational context of support for career development, can safeguard their employability, is limited. Therefore, this study addresses this gap and investigates whether freelancers’ networking behaviors are positively associated with career outcomes, through the mediating role of the need for relatedness fulfillment and employability-enhancing competencies. Hypotheses are tested via Structural Equation Modelling using a sample of 1,874 freelancers from Belgium, France, Germany, the Netherlands and the United Kingdom. The results generally support our hypotheses, providing evidence for a significant association between networking behaviors and need for relatedness fulfillment, and between networking behaviors and employability-enhancing competencies. Moreover, we found a significant association between need for relatedness fulfillment and employability-enhancing competencies, being the mediators in our research model and the outcomes of career satisfaction and future career opportunities. Implications for career development in the contemporary workplace are discussed, with particular attention for need for relatedness fulfillment, employability, and sustainable careers of freelance workers. (shrink)

Background:Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization.Purpose:This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job (...) class='Hi'>satisfaction, and turnover intention.Methods:A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables.Ethical considerations:Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection.Findings:The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention.Recommendation:Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention. (shrink)

Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization''s ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.''s (1998) organizational justice and cognitive dissonance theories. The findings imply that organizational leaders can favorably influence organizational outcomes by engaging in, supporting (...) and rewarding ethical behavior. (shrink)

Ever feel concerned that you may not achieve your career goals, or feel worried about where your life is going? Such examples may reflect the experience of status anxiety, that is, concerns that one may be stuck or not able to move up in life, or worries that one may be too low in standing compared to society’s standards. Status anxiety is believed to be exacerbated by economic inequality and negatively affect well-being. While job satisfaction is an important (...) determinant of well-being, no research has examined whether status anxiety can also help explain people’s satisfaction with their jobs. We tested whether status anxiety differs from other organizational constructs and uniquely relates to job satisfaction among full-time working adults. In a pilot study we found that status anxiety is separate from the concept of job insecurity (e.g.,, perceived threat of job loss). Results of our main study also indicated that higher status anxiety significantly predicted lower job satisfaction beyond several other indicators of organizational attitudes (job insecurity, occupational self-efficacy, distributive, procedural, and interactional justice), as well as the tendency to seek status and several background factors (e.g., income, education, perceived socioeconomic status). We discuss the unique role of status anxiety in job satisfaction and the implications of this research to our understanding of status concerns as well as organizational attitudes and policies. (shrink)

The results of a study of ego states, self-esteem and life positions effects on teachers’ subjective career success are presented. The sample includes 324 teachers between 24 and 65 years. The results obtained present preferences for the ego states Nurturing Parent and Adult, and for the life position „I am OK, you are OK“, which are manifested through characteristics such as affection, friendliness, analyticalness and devotion to others. The established average self-esteem level suggests for positive attitude towards oneself and (...) career satisfaction. The ego states Natural Child, Caring Parent, Adapted Child, the self-esteem and the life positions „I am OK, you are OK“ and „I am not OK, you are not OK“ have significant effects on subjective career success. Personal characteristics such as empathy, concern for others and the promotion of development lead to a sense of subjective career success. The results are applicable for the implementation оf teacher competency improvement programs, which will not only increase their sense of career success, but will also have a positive effect on the quality of the educational process. (shrink)

This study refined the concept of resilience and developed four valid and reliable subscales to measure resilience, namely, Determination, Endurance, Adaptability and Recuperability. The study also assessed their hypothesized relationships with six antecedent variables (worry, physiological needs satisfaction, organizational socialization, conscientiousness, future orientation and Chinese values) and with one outcome variable (nurses’ career success). The four new 10‐item subscale measures of personal resilience were constructed based on their operational definitions and tested for their validity and reliability. All items (...) were included in a questionnaire completed by 244 full‐time nurses at two hospitals in China. All four measures demonstrated concurrent validity and had high reliabilities (from 0.74 to 0.78). The hypothesized correlations with the personality and organizational variables were statistically significant and in the predicted directions. Regression analyses confirmed these relationships, which explained 25–32% of the variance for the four resilience facets and 27% of the variance for the nurses’ career success. The results provided strong evidence that organizational socialization facilitates resilience, that resilience engenders career success and that identifying the four resilience facets permits a more complete understanding of personal resilience, which could benefit nurses, help nurse administrators with their work and also help in treating patients. (shrink)

Teachers’ job satisfaction has been the subject of many studies that tried to identify its main sources. Based on the social cognitive career theory, the present study aimed to investigate the relationships between personality traits, goals orientation, and teachers’ job satisfaction. A total of 321 Romanian teachers completed an online questionnaire. The results demonstrated new insights regarding the relationships between psychological variables and teachers’ job satisfaction. Cognitive rigidity, as a mechanism to resistance to change, mediates between (...) conscientiousness and teachers’ job satisfaction. Moreover, the moderation role of learning goals orientation manifests in the relation between conscientiousness and job satisfaction. These findings emphasize that school management needs to offer teachers information and explain the change’s benefits if they want to prevent individual resistance to change and decrease satisfaction related to their work. (shrink)

Istraživanje je provedeno na uzorku učenika trećih razreda strukovnih škola i gimnazija. Od uključenih učenika, gimnaziju je pohađalo njih 253, a srednje strukovne škole 352 učenika. Cilj istraživanja bio je ispitati neke specifičnosti u percepciji učenika srednjih škola o važnosti nastavnih predmeta iz područja likovnih umjetnosti. Napravljena je posebna analiza samo za dvije odabrane zavisne varijable: važnost nastavnih predmeta iz područja likovnih umjetnosti za razvoj pamćenja i sposobnosti za učenje ostalih nastavnih predmeta te interes i zadovoljstvo sudjelovanjem u likovnim aktivnostima. (...) Rezultati pokazuju da ne postoji statistički značajna razlika između učenika gimnazija i strukovnih škola u procjeni sudjelovanja u aktivnostima nastave likovne umjetnosti te u procjeni važnosti likovnih aktivnosti za razvoj pamćenja i sposobnosti za učenje ostalih predmeta. Postoji statistički značajna spolna razlika u procjeni sudjelovanja u aktivnostima nastave likovne umjetnosti te u procjeni važnosti likovnih aktivnosti za razvoj pamćenja i sposobnosti za učenje ostalih predmeta. Može se zaključiti da ispitanici nisu bili u mogućnosti procijeniti koliko i u koju svrhu će im u daljnjem školovanju i budućem zanimanju koristiti kompetencije stečene u nastavi likovne umjetnosti. This research was carried out on a sample of third year pupils of vocational schools and gymnasiums. Of the surveyed pupils, 253 of them attended gymnasiums, while 352 attended vocational secondary schools. The goal of this research was to examine specificities in secondary school pupils’ perceptions of the importance of subjects in the field of the fine arts. A separate analysis was undertaken for only two selected dependent variables: the importance of subjects in the field of the fine arts for developing memory and the ability to learn other subjects, and interest in and satisfaction with participation in fine arts activities. The results show that there is no statistically significant difference between the estimation of gymnasium and vocational school pupils regarding participation in fine arts activities or in their estimation of the importance of fine arts activities in developing memory and the ability to learn other subjects. There is a statistically significant gender difference in the estimation of participation in fine arts activities, as well as in the estimation of the importance of fine arts activities in developing memory and the ability to learn other subjects. It can be concluded that respondents were unable to estimate how much or why they would use competencies gained in fine arts teaching in their continued education or their future careers. (shrink)

The coronavirus disease 2019 pandemic has exacerbated the labour shortage, and promoting entrepreneurship to spur job creation is one of the most effective strategies to address this problem. Entrepreneurs must lengthen their employment or start-up cycles due to COVID-19 normalisation. Consequently, the impact of career willingness to delay satisfaction on entrepreneurial ambition is investigated in this research via an online survey in Jiangsu Province, China. The findings show that students with a high level of career delayed contentment (...) has a higher level of entrepreneurial intention, implying that career delayed contentment intention influences EI positively. Psychological capital modifies this process, increasing the influence of job delayed satisfaction on EI by strengthening PC. PC’s significant components are self-efficacy, hope, optimism, and flexibility. This study combines the willingness to wait for satisfaction with the willingness to start a business, providing a valuable reference for reducing the work condition caused by the COVID-19 epidemic. (shrink)

Academic performance occupies an important role in adolescent development. It reflects adolescents’ cognitive ability and also shapes their academic and career paths. Students who are satisfied with their school performance tend to show higher self-esteem, confidence, and motivation. Previous research has suggested that students’ problem behaviors, such as Internet Addiction, and academic values, including intrinsic and utility values, could predict satisfaction with academic performance. However, the influence of IA and academic values has not been thoroughly explored in Chinese (...) contexts where the pressure for academic success is heavy. This study examined the relationships between IA, academic values, and satisfaction with academic performance using two waves of data collected from secondary school students in four cities in mainland China. The matched sample included a total of 2,648 Grade 7 or 8 students. Participants completed the same questionnaire containing validated measures at both waves with a 1-year interval. In line with the hypotheses, multiple regression analyses showed that Wave 1 IA was a significant negative predictor of Wave 2 intrinsic value, utility value, and satisfaction with academic performance and their changes. Results of mediation analyses revealed that only intrinsic value, but not utility value, positively predicted satisfaction with academic performance. Structural equation modeling analyses also showed similar findings. Two observations are concluded from the present findings: IA impaired students’ intrinsic value, utility value, and perceived satisfaction with academic performance; two aspects of academic values demonstrated different influences on satisfaction with academic performance. These findings provide implications for the promotion of academic satisfaction experienced by students and the prevention of negative effects of IA. (shrink)

In today’s competitive world, the pressures of work have been escalating and there is a growing feeling among employees that the demands of work begin to dominate life and a sense of work life imbalance is felt. Thus, finding a balance between work and life in today’s swift world presents a major challenge to both the employer and employee. This article seeks to explore the variation among men and women academicians with regards to overall job satisfaction, job stressors and (...) work family conflict that influence overall balance among the academicians. Data were collected via questionnaire. T-test and Analysis of Variance were used to find out the important component to persist balance. The result indicates that women faculty members as compared to the male faculty members exhibit a high degree of dissatisfaction with regards to career, family responsibilities and work life integration issues while balancing the work life domain. (shrink)

As developed and developing countries move towards greater technological development in the 21st century, the need for engineers has increased substantially. Japan is facing the dilemma of insufficient engineers; therefore, the country has to rely on foreign workers. This problem may be resolved if there is a continuous effort to increase the number of women engineers, who currently represent only 1%–2% of engineers in Japan. In this study, the satisfaction level of the learning experience of Japanese female engineering students (...) was measured to determine its relationship with the students’ intention to choose engineering as their profession. Socio-cultural influences on the respondents’ intentions to pursue careers in the field were also studied. The findings revealed that learning experience was directly related to female students’ intention to pursue their career in engineering whereas socio-cultural values of a society have strong influences on students’ motivation to pursue careers in engineering in general. Additionally, some strategies are proposed to attract young girls to pursue engineering courses, as well as for current female engineering students to continue their studies and choose professions in the field as their career. (shrink)

This study developed an online career adaptability improvement program as part of the undergraduate curriculum to improve college students’ career adaptability and verify its effectiveness. This 13-week intervention program, developed using the Korea-Career Adaptability Scale, consists of three domains: knowledge and recognition of the self and work environment, self-directed coping related to career behavior, and environmental interaction for career decisions and adaptation. Two sub-studies were conducted to achieve the research objectives: Study 1 included developing and (...) testing a pilot program and Study 2 quantitatively analyzed the final program to test its effectiveness. In Study 1, preliminary program development and validity were verified, and in Study 2, the effectiveness of the final program was verified. As a strategy to achieve the research purpose, in Study 1, literature review and needs analysis, program design reflecting the results of the needs analysis, validity verification through Delphi survey, preliminary program implementation and evaluation, and the operation of the final program were performed. To test the effectiveness of the program in Study 2, a pre-posttest of career adaptability was conducted on experimental, comparison, and control groups using the non-equivalent group pretest–posttest design, followed by a program satisfaction survey. This study is meaningful in that it developed an online program to help college students improve career adaptability and identified its effectiveness. This study yielded two results. First, it successfully developed a career adaptability improvement program for undergraduate students, wherein the career development tasks, and the sub-factors of career adaptability were organically interlinked. Second, it verified the statistically significant differences in the career adaptability scores among the experimental, comparison, and control groups. The highest mean score was obtained by participants in the experimental group, followed by the comparison and the control group. (shrink)

The South African government’s COVID-19 pandemic risk mitigation strategies significantly limited social contact, which necessitated a novel approach to existing face-to-face career guidance practices. The Grade 9 Career Guidance Project, originally developed as a group-based career development intervention, required radical adaptation into a self-directed, manualized format to offer career guidance to Grade 9 learners from low-income communities amid a global pandemic. The adaptation and continuation of the project was deemed essential as secondary school learners in low-income (...) communities have limited career guidance support. Furthermore, a close collaboration with the teachers at eight resource-constrained South African secondary schools was vital for successful implementation. To assess the success of the adaptation to a self-directed format, a mixed-methods design was employed, and Life Orientation teachers’ evaluative feedback was solicited. Favorable quantitative results were obtained; majority of teachers agreed that learners enjoyed the booklet and that it was deemed an adequate substitute to the previous contact-based format of the Career Guidance Project. This was also confirmed by the qualitative findings revealing teachers’ satisfaction with the booklet’s content, specifically that the booklet is complementary to the Life Orientation curriculum. Qualitative findings identified specific contextual barriers that contributed to some learners struggling to use the booklet optimally. The results suggest that it is feasible and acceptable to implement a self-directed career guidance intervention among secondary school learners amid a global pandemic. Teachers recommended ways to integrate the booklet, resources, and contact sessions as a preferred way forward. These findings have important implications for similar resource-constrained settings that may not have readily access to in-person career guidance and counseling human development. (shrink)

Workplace bullying has been recognized as a major occupational stressor since the mid 1980s. A number of different terms have been used to describe it, including employee abuse, emotional abuse, mistreatment and neglect at work, mobbing, and harassment. In the United Kingdom, a number of reports from trades unions illustrating the pain, psychological distress, physical illness, and career damage suffered by the victims of bullying first drew attention to the issue. However, academic interest in the issue began only recently, (...) and there are still few empirical studies. The most systematic research comes from Scandinavia, where there is strong public awareness and antibullying legislation. (shrink)

This study sheds light on strategies for retaining skilled pharmacists in Pakistan's pharmaceutical sector, offering valuable insights for both academia and industry stakeholders by investigating the impact of human resource management practices, including training and development, compensation and rewards, job performance, and job satisfaction, on employee retention. It also examines the moderating role of career growth in this context. Theoretical foundations are grounded in international migration theories and social exchange theory, providing a comprehensive framework for the study. A (...) cross-sectional survey design was used to collect data from 254 pharmacists in southern Punjab, Pakistan. Structural equation modeling (SEM) was employed for data analysis. Findings reveal that training and development, compensation and rewards, job performance, and job satisfaction all have significant direct effects on employee retention. Additionally, career growth acts as a crucial moderator, strengthening the relationship between training and development and job performance, as well as compensation and rewards and job satisfaction in relation to employee retention. Theoretical implications emphasize the importance of tailored training programs, fair compensation practices, and career growth opportunities. Practical recommendations include creating a positive work environment, rewarding high-performing employees, and fostering career development. Future research directions encompass longitudinal studies, the influence of organizational culture and technology, regional variations, and additional factors affecting retention. (shrink)

Background: High ethical sensitivity positively affects the quality of nursing care; nevertheless, Chinese nurses’ ethical sensitivity and the factors influencing it have not been described. Research objectives: The purpose of this study was to describe ethical sensitivity and to explore factors influencing it among Chinese-registered nurses, to help nursing administrators improve nurses’ ethical sensitivity, build harmony between nurses and patients, and promote the patients’ health. Research design: This was a descriptive, cross-sectional study. Participants and research context: We recruited 500 nurses (...) from several departments in three tertiary hospitals. The Chinese Moral Sensitivity Questionnaire–Revised version and the Jefferson Scale of Empathy-Health Professionals were used to assess the nurses’ ethical sensitivity and empathy ability, respectively. Fifteen sociodemographic variables were included in the questionnaires. Ethical considerations: Informed consent was obtained from the participants regarding participation and data storage and handling. This program has been examined and supported by the research center of medical ethics and professional ethics of Guilin Medical University. The Approval No. was 2016RWYB04. The whole research process is conducted strictly according to ethical requirements. Results: The valid response rate was 84.40%. The total score of Chinese Moral Sensitivity Questionnaire–Revised was 35.82 ± 8.17. The subscale scores of moral responsibility and strength and sense of moral burden were 21.50 ± 4.91 and 14.33 ± 3.98, respectively. Significant differences were found among age groups, gender, years of working, category of profession, and quality of family communication regarding nurses’ ethical sensitivity. Regression analysis showed that the main factors influencing nurses’ ethical sensitivity were gender, years of working, quality of family communication, career satisfaction, and empathic ability. Discussion: Our findings suggest that Chinese nurses’ ethical sensitivity in tertiary hospitals in Guilin is at a medium level. Conclusion: The director of nursing schools and hospitals in China should pay attention to nurses’ ethical sensitivity and should intensify education and training to improve nurses’ ethical sensitivity. Further studies should focus on interventions aimed at improving Chinese nurses’ ethical sensitivity. (shrink)

This research expands what is currently known in the organizational sciences about the causes, consequences and unique role of ethical leadership in the workplace. In two different studies and two independent samples of approximately 1,500 workers each in field settings, ethical leadership was positioned as an antecedent, mediator and outcome of variables of pragmatic importance to the workplace. Ethical leadership was the central concept modelled across both studies. Social cognitive theory, social identity theory and leadership categorization theory were used to (...) support a model of how follower rank influences workplace outcomes through the mediating effect of ethical leadership. In addressing the ethical imperative of the employment relationship, these studies contribute to ethical leadership research in two ways. First, findings indicated that a follower’s rank was positively associated with perceptions of ethical leadership, and second, that ethical leadership functioned as a partial mediator between rank/status and desirable workplace outcomes such as organizational fairness climate, career satisfaction and follower affective commitment. Implications for theory and practice are discussed. (shrink)

Has inquiry into the meaning of life become outmoded in a universe where the other-worldiness of religion no longer speaks to us as it once did, or, as Nietzsche proposed, where we are now the creators of our own value? Has the ancient question of the "good life" disappeared, another victim of the technological world? For Luc Ferry, the answer to both questions is a resounding no. In _What Is the Good Life? _Ferry argues that the question of the meaning (...) of life, on which much philosophical debate throughout the centuries has rested, has not vanished, but at the very least the question is posed differently today. Ferry points out the pressures in our secularized world that tend to reduce the idea of a successful life or "good life" to one of wealth, career satisfaction, and prestige. Without deserting the secular presuppositions of our world, he shows that we can give ourselves a richer sense of life's possibilities. The "good life" consists of harmonizing life's different forces in a way that enables one to achieve a sense of personal satisfaction in the realization of one's creative abilities. (shrink)

Has inquiry into the meaning of life become outmoded in a universe where the other-worldiness of religion no longer speaks to us as it once did, or, as Nietzsche proposed, where we are now the creators of our own value? Has the ancient question of the "good life" disappeared, another victim of the technological world? For Luc Ferry, the answer to both questions is a resounding no. In _What Is the Good Life? _Ferry argues that the question of the meaning (...) of life, on which much philosophical debate throughout the centuries has rested, has not vanished, but at the very least the question is posed differently today. Ferry points out the pressures in our secularized world that tend to reduce the idea of a successful life or "good life" to one of wealth, career satisfaction, and prestige. Without deserting the secular presuppositions of our world, he shows that we can give ourselves a richer sense of life's possibilities. The "good life" consists of harmonizing life's different forces in a way that enables one to achieve a sense of personal satisfaction in the realization of one's creative abilities. (shrink)

Has inquiry into the meaning of life become outmoded in a universe where the other-worldiness of religion no longer speaks to us as it once did, or, as Nietzsche proposed, where we are now the creators of our own value? Has the ancient question of the "good life" disappeared, another victim of the technological world? For Luc Ferry, the answer to both questions is a resounding no. In What Is the Good Life? Ferry argues that the question of the meaning (...) of life, on which much philosophical debate throughout the centuries has rested, has not vanished, but at the very least the question is posed differently today. Ferry points out the pressures in our secularized world that tend to reduce the idea of a successful life or "good life" to one of wealth, career satisfaction, and prestige. Without deserting the secular presuppositions of our world, he shows that we can give ourselves a richer sense of life's possibilities. The "good life" consists of harmonizing life's different forces in a way that enables one to achieve a sense of personal satisfaction in the realization of one's creative abilities. (shrink)

Across the world organizations continue to be damaged and brought down by systemic non-compliance or the misdeeds of a few, and newspapers abound with examples of corporate and NGO scandals and crimes. This despite the increasing ethical demands stakeholders are making of business, the exposing power of social media, the proliferating requirements of compliance laws and regulations, and the burgeoning numbers of policies, procedures and compliance officers which have been put in place in response. So what's going on? Why isn't (...) compliance working? The Business Guide to Effective Compliance and Ethics examines how rules-based, tick-box, defensible compliance continues to fail, and lays out a new approach for organizations seeking to flourish and succeed. Written for any organization and businesses large and small, it provides clear, thorough and practical guidance for practitioners and decision-makers. It explains in layman's terms the skills, tools and mindset needed to develop and deliver a best practice compliance and ethics programme - one that meets the requirements made by law, stakeholders and society, and protects your organization from risk of fines, penalties and reputational damage. But this is also a book for all those interested in how to build employee engagement and motivation. The Business Guide to Effective Compliance and Ethics demonstrates the value - including competitive advantage, career satisfaction, employee and customer loyalty, and brand enhancement - that a truly effective compliance and ethics programme can bring when it is working hand in hand with a values-based culture of shared ownership. (shrink)

The present study examined the distinct configurations, or profiles, taken by work fatigue dimensions among samples of military and civilian employees. We also tested profile similarity across these two samples of employees. In addition, this research documented the relations between the identified work fatigue profiles, one predictor variable, and a series of attitudinal outcomes among military employees. Six profiles of employees characterized by different levels of global and specific work fatigue were identified using latent profile analyses: Low Fatigue, Physically and (...) Emotionally Depleted, Emotionally Depleted, Globally and Mentally Depleted, Globally and Emotionally Depleted, and Balanced. In both samples, employees corresponding to the Balanced profile displayed average levels of global and specific work fatigue. However, this profile slightly differed across sample, as indicated by the observation of work fatigue levels that were slightly higher among the military than among civilians. Militaries’ perceptions of psychological empowerment were significantly related to their likelihood of belonging to all profiles. In turn, militaries’ career satisfaction, job satisfaction, and turnover intentions were also found to differ as a function of profile membership. (shrink)

The notion of “agent bookkeeping” was proposed when the “Accounting Law of the People’s Republic of China” was updated in 1993. Since their business is specialized in serving small and micro-enterprises, this has created the industry characteristic of generally small in the size of company and low in the salary of employees in Chinese agent bookkeeping companies. Such characteristic results in a series of problems including negative work attitude of employees in the development process, which seriously limit the development of (...) Chinese agent bookkeeping companies. However, issues occurred in the development of agent bookkeeping, such as negative employee attitudes, which severely hampered the growth of Chinese agent bookkeeping companies. Therefore, a model of three dimensions of work attitude has been set up in this paper to demonstrate the working attitude of the staff of the agent bookkeeping companies in China’s Guangdong-Hong Kong-Macao Greater Bay Area, including emotional dimension, behavioral dimension, and cognitive dimension which consists of eight factors: work environment, career satisfaction, interpersonal relationship, role engagement, work vitality, responsibility attitude, emotional identity, and retention attitude. The result indicates that female employees outnumber male ones in agent bookkeeping companies, most employees have a low sense of belonging to the company, limited career development affects employees’ enthusiasm for work, work attitudes are influenced by mediocre work performance among employees with a graduate degree or higher. (shrink)

While strike action has been common since the industrial revolution, it often invokes a passionate and polarising response, from the strikers themselves, from employers, governments and the general public. Support or lack thereof from health workers and the general public is an important consideration in the justification of strike action. This systematic review sought to examine the impact of strike action on patient and clinician attitudes, specifically to explore (1) patient and health worker support for strike action and (2) the (...) predictors for supporting strike action and the reasons given for engaging in strike action. A systematic scoping review was employed to identify all relevant literature, followed by a textual narrative synthesis. A total of 34 studies met inclusion criteria. Support for strike action was largely context‐dependent. A range of factors impact support for strike action; broader cultural and structural factors, such as unionisation and general acceptance of strike action; systemic factors, such as the nature of the healthcare system, including infrastructure and work conditions; the strike itself and a range of individual factors, the most notable of which was being a student or in an early career stage. There were also some surprising results, for example, during doctors strike, nurses were provided with the opportunity to expand their role, which led to greater professional autonomy and job satisfaction. (shrink)

Certified nursing assistants (CNAs) provide up to 80% of the direct care to older adults in long‐term care facilities. CNAs are perceived as being at the bottom of the hierarchy among healthcare professionals often negatively affecting their job satisfaction. However, many CNAs persevere in providing quality care and even reporting high levels of job satisfaction. The aim of the present investigation was to identify primary themes that may help CNAs make meaning of their chosen career; thus potentially (...) partially explaining increases in job satisfaction among this group. Focus groups were conducted with CNAs at three long‐term care facilities. Four themes emerged from the data: CNA work is good or special; CNA as relationship builder; CNA as expert; CNA as team member. These themes reflect the perceptions that these CNAs held in regard to themselves and their relationships to others in the work environment and, when present, can contribute to intrinsic job satisfaction. Our meaning‐making themes support the premise that CNAs do not passively accept the evaluations of others but instead actively frame identities that validate their importance to residents and the institution. (shrink)

Whether we're buying a pair of jeans, ordering a cup of coffee, selecting a long-distance carrier, applying to college, choosing a doctor, or setting up a 401(k), everyday decisions ; both big and small ; have become increasingly complex due to the overwhelming abundance of choice with which we are presented. As Americans, we assume that more choice means better options and greater satisfaction. But beware of excessive choice: choice overload can make you question the decisions you make before (...) you even make them, it can set you up for unrealistically high expectations, and it can make you blame yourself for any and all failures. In the long run, this can lead to decision-making paralysis, anxiety, and perpetual stress. And, in a culture that tells us that there is no excuse for falling short of perfection when your options are limitless, too much choice can lead to clinical depression. In The Paradox of Choice, Barry Schwartz explains at what point choice ; the hallmark of individual freedom and self-determination that we so cherish ; becomes detrimental to our psychological and emotional well-being. In accessible, engaging, and anecdotal prose, Schwartz shows how the dramatic explosion in choice ; from the mundane to the profound challenges of balancing career, family, and individual needs ; has paradoxically become a problem instead of a solution. Schwartz also shows how our obsession with choice encourages us to seek that which makes us feel worse. By synthesizing current research in the social sciences, Schwartz makes the counter intuitive case that eliminating choices can greatly reduce the stress, anxiety, and busyness of our lives. He offers eleven practical steps on how to limit choices to a manageable number, have the discipline to focus on those that are important and ignore the rest, and ultimately derive greater satisfaction from the choices you have to make."--provided by publisher. (shrink)

What role do women play in the perpetuation of patriarchy? On the one hand, popular media urges women to be independent, outspoken, and career-minded. Yet, this same media glorifies a specific, sometimes voluntary, female submissiveness as a source of satisfaction. In philosophy, even less has been said on why women submit to men and the discussion has been equally contradictory—submission has traditionally been considered a vice or pathology, but female submission has been valorized as innate to women’s nature. (...) Is there a way to explore female submission in all of its complexity—not denying its appeal in certain instances, and not buying into an antifeminist, sexist, or misogynistic perspective? -/- We Are Not Born Submissive offers the first in-depth philosophical exploration of female submission, focusing on the thinking of Simone de Beauvoir, and more recent work in feminist philosophy, epistemology, and political theory. Manon Garcia argues that to comprehend female submission, we must invert how we examine power and see it from the woman’s point of view. Historically, philosophers, psychoanalysts, and even some radical feminists have conflated femininity and submission. Garcia demonstrates that only through the lens of women’s lived experiences—their economic, social, and political situations—and how women adapt their preferences to maintain their own well-being, can we understand the ways in which gender hierarchies in society shape women’s experiences. Ultimately, she asserts that women do not actively choose submission. Rather, they consent to—and sometimes take pleasure in—what is prescribed to them through social norms within a patriarchy. -/- Moving beyond the simplistic binary of natural destiny or moral vice, We Are Not Born Submissive takes a sophisticated look at how female submissiveness can be explained. (shrink)

Nurses may, and often do, experience moral distress in their careers. This is related to the complicated work environment and the complex nature of ethical situations in everyday nursing practice. The outcomes of moral distress may include psychological and physical symptoms, reduced job satisfaction and even inadequate or inappropriate nursing care. Moral distress can also impact retention of nurses. Although research has grown considerably over the past few decades, there is still a great deal about this topic that we (...) do not know including how to deal well with moral distress. A critical key step is to develop a deeper understanding of relational practice as it pertains to moral distress. In this article, exploration of the experience of moral distress among nurses is guided by the key elements of relational ethics. This ethical approach was chosen because it recognizes that ethical practice is situated in relationships and it acknowledges the importance of the broader environment on influencing ethical action. The findings from this theoretical exploration will provide a theoretical foundation upon which to advance our knowledge about moral distress. (shrink)

This elegant essay on the justice of work focuses on the fit between who we are and the kind of work we do. Russell Muirhead shows how the common hope for work that fulfills us involves more than personal interest; it also points to larger understandings of a just society. We are defined in part by the jobs we hold, and Muirhead has something important to say about the partial satisfactions of the working life, and the increasingly urgent need to (...) balance the claims of work against those of family and community. Against the tendency to think of work exclusively in contractual terms, Muirhead focuses on the importance of work to our sense of a life well lived. Our notions of freedom and fairness are incomplete, he argues, without due consideration of how we fit the work we do. Muirhead weaves his argument out of sociological, economic, and philosophical analysis. He shows, among other things, how modern feminism's effort to reform domestic work and extend the promise of careers has contributed to more democratic understandings of what it means to have work that fits. His account of individual and social fit as twin standards of assessment is original and convincing--it points both to the unavoidable problem of distributing bad work in society and to the personal importance of finding fulfilling work. These themes are pursued through a wide-ranging discussion that engages thinkers from Plato to John Stuart Mill to Betty Friedan. Just Work shows what it would mean for work to make good on the high promise so often invested in it and suggests what we--both as a society and as individuals--might do when it falls short. (shrink)

The aim of the study was to identify the organizational structure and its relation to the prevailing pattern of communication in the Palestinian universities. The researchers used the analytical descriptive method through a questionnaire randomly distributed among Palestinian university workers in the Gaza Strip. The study was conducted on a sample of (274) administrative staff from the three universities, and the response rate was (81.87%). The study found that there is a high satisfaction with the nature of the organizational (...) structure in the Palestinian universities from the point of view of the administrative staff, which reached 68.05%. And that there is a high level of communication pattern prevailing from the point of view of administrative staff, where the percentage (71.32%), there is a direct correlation between the nature of the organizational structure and the prevailing pattern of communication, the absence of differences between the sample according to the gender variable in their perception of the nature of the organizational structure and the prevailing pattern of communication, the absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication prevailing according to the variable age. There are differences of statistical significance in the perception of the nature of the organizational structure and the pattern of communication depending on the variable of scientific qualification in the organizational structure, and the pattern of communication. Differences were in favor of diploma holders compared to other practical qualifications. There is an absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable years of service. There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable level of career (Director, Head of Department, and Administrative Officer). There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable of the workplace. And the existence of differences in the perception of the employees of the nature of the organizational structure and pattern of communication depending on the university in which they work. And that there are statistically significant differences between the Islamic University and Al-Azhar University, the nature of the organizational structure and the pattern of communication in favor of the Islamic University. And that there are statistically significant differences between Al-Azhar University and Al-Aqsa University in the prevailing pattern of communication in favor of Al-Azhar University. The study reached a number of recommendations, the most important of which is that the departments of the Palestinian universities in the Gaza Strip in general, Al-Aqsa University and Al-Azhar Universities should be given greater attention to the prevailing organizational structure and the staff, the need to improve the pattern of communication prevalent in universities. Solving workers' problems and giving them the opportunity to contribute to solving their own problems. Strengthening the democratic leadership style and empowering university staff. (shrink)

Teachers usually consider their work as the opportunity to transmit knowledge. A recent research conducted with secondary education teachers, before they start teaching and after a teaching experience, shows an evolution where the necessity of maintaining some fulfilling teacher-pupil relationships surfaces, in which feelings of mutual trust would be key. In addition, pedagogical methods are undergoing a tremendous change in which digital technologies play a key role. This research investigates the possibility of assessing teaching satisfaction today in view of (...) the teachers’ professional development who face unpredicted socio-educational issues when they enter the career. Therefore, the manner the professional identity is submitted to a subjectivation process depends on the sense granted to the teaching activity, based upon its usefulness. In that way, teaching could be related to a feeling of happiness. (shrink)