|
| ||
|
|
||
Career Satisfaction (career + satisfaction)
Selected AbstractsComparing the effects of determinants of turnover intentions between Taiwanese and U.S. hospital employeesHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 4 2006Cherng G. Ding This research assesses how the direct effects of career satisfaction and job satisfaction on turnover intentions and the indirect effects through organizational commitment differ between Taiwanese and U.S. hospital employees. Using data collected from 179 Taiwanese and 144 U.S. hospital employees, the test results find the following differences: the direct effect of job satisfaction on turnover intentions is negative and significant for Taiwanese hospital employees but not for U.S. hospital employees; the indirect effect of job satisfaction on turnover intentions through organizational commitment is stronger for Taiwanese hospital employees than for U.S. hospital employees; and the negative direct effect of career satisfaction on turnover intentions and the indirect effect through organizational commitment are stronger for U.S. hospital employees than for Taiwanese hospital employees. Finally, the managerial implications for human resource development are discussed. [source] Lawyers at Mid-Career: A 20-Year Longitudinal Study of Job and Life SatisfactionJOURNAL OF EMPIRICAL LEGAL STUDIES, Issue 3 2009John Monahan This study is the first to our knowledge to simultaneously measure the predictors of lawyers' satisfaction with their careers and the predictors of lawyers' satisfaction with their lives more broadly. One class of the University of Virginia School of Law was studied between their matriculation in 1987 and their graduation in 1990. All 360 living graduates of this class were contacted in 2007, with a response rate of 72.2 percent. Descriptive information was obtained and empirically validated measures of both career satisfaction and life satisfaction were administered. Respondents were found to have taken many diverse career paths, with most (85 percent) having changed jobs at least once, and half having changed jobs at least twice. Gender differences in the personal and professional lives of respondents were pervasive. Women graduates were far more likely than men to interrupt or forego full-time employment (39 percent vs. 1 percent), mainly in order to care for children, and were also more likely to have a spouse or partner employed full time outside the home (77 percent vs. 24 percent). Working conditions at large private law firms emerged as a significant problem for many respondents; half of those who started their careers in large firms left to go to a different type of employer. Finally, both career satisfaction and life satisfaction were found to be high, with 81 percent of the respondents satisfied with their decision to become a lawyer, and 86 percent satisfied with their lives more broadly. [source] Factors influencing career choices in radiology trainees in Queensland, AustraliaJOURNAL OF MEDICAL IMAGING AND RADIATION ONCOLOGY, Issue 2 2010SW Ip Summary The aim of this study was to investigate factors influencing career choices in radiology trainees. We distributed a 27-question written survey to all radiology registrars in Queensland. The questions investigated whether radiology was their first specialty choice, career satisfaction, ideal working conditions and attitudes regarding having children during the time of training. Forty-four of 51 surveys were returned (86% participation rate, 73% men, P = 0.048055) with 100% reporting a high job satisfaction; 28% of male registrars compared to 8% of female registrars did extra work outside of training to earn extra money (P = 0.000003), and 17% of female registrars took a leave of absence during their training, while no male registrar did (P = 0.087923). Only one female trainee worked part-time (P = 0.272727). In addition, 58% of female registrars planned a pregnancy (P = 0.731789) before completion of training; 83% of women versus 75% of men had no children (P = 0.329263). Only 5% of trainees agreed that it was easy to arrange part-time training, only 14% stated that it was easy to negotiate flexible work schedules and 7% agreed that it was easy to return to work after a period of absence. ,Time spent with immediate family' was rated the most important lifestyle factor, followed by ,work hours' and ,on-call duty'. The least important factors were ,being away from extended family', ,availability of part-time work' and whether ,work was in a rural location'. Overall job satisfaction is high among radiology trainees. Nevertheless, lifestyle factors, particularly those related to work time, are becoming more important for career decisions. This should be taken into account when designing and structuring radiology training to ensure that it is considered an attractive career choice. [source] Predictors of success in the era of the boundaryless careerJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2003Lillian T. Eby The present study examines three classes of career competencies proposed as important predictors of success in the boundaryless career. Three criteria of career success were examined: perceived career satisfaction, perceived internal marketability, and perceived external marketability. Using data from 458 alumni from a large southeastern university, predictions were tested using partial correlations and dominance analysis. The results found support for the importance of ,knowing why,' ,knowing whom,' and ,knowing how' as suggested by previous theoretical work. The findings are discussed in reference to future research and theorizing on the boundaryless career. Copyright © 2003 John Wiley & Sons, Ltd. [source] Lawyer Satisfaction in the Process of Structuring Legal CareersLAW & SOCIETY REVIEW, Issue 1 2007Ronit Dinovitzer This article proposes a new approach to the study of job satisfaction in the legal profession. Drawing on a Bourdieusian understanding of the relationship between social class and dispositions, we argue that job satisfaction depends in part on social origins and the credentials related to these origins, with social hierarchies helping to define the expectations and possibilities that produce professional careers. Through this lens, job satisfaction is understood as a mechanism through which social and professional hierarchies are produced and reproduced. Relying on the first national data set on lawyer careers (including both survey data and in-depth interviews), we find that lawyers' social background, as reflected in the ranking of their law school, decreases career satisfaction and increases the odds of a job search for the most successful new lawyers. When combined with the interview data, we find that social class is an important component of a stratification system that tends to lead individuals into hierarchically arranged positions. [source] A comparison study of career satisfaction and emotional states between primary care and speciality residentsMEDICAL EDUCATION, Issue 1 2006Donald E Girard Objective, To evaluate career satisfaction, emotional states and positive and negative experiences among residents in primary care and speciality programmes in 1 academic medical centre prior to the implementation of the Accreditation Council for Graduate Medical Education's (ACGME) duty hour requirements. Design, Cross-sectional survey. Measurements, All 581 residents in the academic health centre were asked to participate voluntarily in a confidential survey; 327(56%) completed the survey. Results, Compared to their primary care colleagues, speciality residents had higher levels of satisfaction with career choice, feelings of competence and excitement, lower levels of inferiority and fatigue and different perceptions of positive and negative training experiences. However, 77% of all respondents were consistently or generally pleased with their career choices. The most positive residents' experiences related to interpersonal relationships and their educational value; the most negative experiences related to interpersonal relationships and issues perceived to be outside of residents' control. Age and training level, but not gender also influenced career satisfaction, emotional states and positive and negative opinions about residency. Conclusions, Less satisfaction with career choice and more negative emotional states for primary care residents compared to speciality residents probably relate to the training experience and may influence medical students' selections of careers. The primary care residents, compared to speciality residents, appear to have difficulty in fulfilling their ideals of professionalism in an environment where they have no control. These data provide baseline information with which to compare these same factors after the implementation of the ACGME duty hours' and competency requirements. [source] The correlates and influences of career-related continuous learning: Implications for management professionalsPERFORMANCE IMPROVEMENT QUARTERLY, Issue 4 2010Kevin D. Kuznia Management personnel are increasingly aware that career success depends on the ability to continuously learn and adapt to the environment. However, scant attention has been paid to how learning activities contribute to managerial success. This study examines the degree to which involvement in career-related continuous learning affects managerial career success. Career success as defined in this study comprises both objective (ascendancy) and subjective (organizational commitment, professional commitment, career satisfaction) elements. Five hypotheses are tested using linear regression modeling. Results indicate that as individuals increase participation in career-related continuous learning, their managerial career success increases as well. [source] PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META-ANALYSISPERSONNEL PSYCHOLOGY, Issue 2 2005THOMAS W. H. NG Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined. [source] WORK VALUE CONGRUENCE AND INTRINSIC CAREER SUCCESS: THE COMPENSATORY ROLES OF LEADER-MEMBER EXCHANGE AND PERCEIVED ORGANIZATIONAL SUPPORTPERSONNEL PSYCHOLOGY, Issue 2 2004BERRIN ERDOGAN We hypothesized that leader-member exchange (LMX) and perceived organizational support (POS) would each interact with work value congruence in relation to intrinsic career success. In a sample of 520 teachers from 30 high schools in Turkey, we found that work value congruence was positively related to job and career satisfaction when POS was low but not related to job and career satisfaction when POS was high. Similarly, work value congruence was positively related to career satisfaction when LMX was low but not related when LMX was high. The results contribute to the POS, LMX, and person-organization fit literatures by demonstrating the compensatory nature of LMX and POS for low value congruence in its relation to job and career satisfaction. [source] WHAT DO PROACTIVE PEOPLE DO?PERSONNEL PSYCHOLOGY, Issue 4 2001A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS We developed and tested a model linking proactive personality and career success through a set of four behavioral and cognitive mediators. A 2-year longitudinal design with data from a sample of 180 full-time employees and their supervisors was used. Results from structural equation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all measured at Time 2. Innovation, political knowledge, and career initiative in turn had positive relationships with career progression (salary growth and the number of promotions during the previous 2 years) and career satisfaction. Interestingly, voice had a negative relationship with career progression. We discuss practical implications and future research directions for proactive personality, extra-role behavior, and careers. [source] | ||||||||||||||||