1
|
Stavrova O, Ehlebracht D, Ren D. Cynical people desire power but rarely acquire it: Exploring the role of cynicism in leadership attainment. Br J Psychol 2024; 115:226-252. [PMID: 37910018 DOI: 10.1111/bjop.12685] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2023] [Revised: 10/11/2023] [Accepted: 10/12/2023] [Indexed: 11/03/2023]
Abstract
Do cynical individuals have a stronger desire for power and are they more likely to acquire power at work? The negative consequences of cynicism-for cynics themselves and the people around them-render the examination of these questions particularly important. We first examined the role of cynicism in power motives. Results showed that more cynical individuals have a greater desire for power to avoid exploitation by others (and less so to exploit others; Study 1) and score higher on dominance (but not prestige or leadership) motives (Study 2). The subsequent two studies examined the role of cynicism in power attainment at work. A study of virtual teams (Study 3) showed that more cynical individuals were less likely to emerge as group leaders, and a prospective study of ~9000 employees followed for up to 10 years (Study 4) showed that cynicism predicted a lower likelihood of attaining a leadership position in organizations. Taken together, more (vs. less) cynical individuals have a stronger power-in particular, dominance-motive but they are not more successful at power acquisition. These findings inform the literature on cynicism and power and highlight the importance of cynical worldviews for leadership attainment.
Collapse
Affiliation(s)
- Olga Stavrova
- Department of Psychology, University of Lübeck, Lübeck, Germany
- Department of Social Psychology, Tilburg University, Tilburg, The Netherlands
| | | | | |
Collapse
|
2
|
Davies J, Romualdez AM, Pellicano E, Remington A. Career progression for autistic people: A scoping review. Autism 2024:13623613241236110. [PMID: 38477466 DOI: 10.1177/13623613241236110] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/14/2024]
Abstract
LAY ABSTRACT Lots of autistic people are unemployed. Even when they are employed, autistic people might be given fewer opportunities than non-autistic people to progress in their careers. For example, assumptions about autistic people's differences in social communication might mean they are not given as many promotions. Indeed, we know that many autistic people are in jobs lower than their abilities (known as 'underemployment'). We reviewed 33 studies that tell us something about career progression for autistic people. Our review found that lots of autistic people want to progress in their careers, but there are many barriers in their way. For example, when they told their employer about being autistic, some people were given fewer opportunities. Research has also shown that autistic people do not get enough support to progress and that gaps in their employment history can make it difficult to progress. Our review suggested that good employment support (e.g. mentors) might help autistic people to progress in their careers. However, not much research has evaluated employment support for autistic people, which means we do not know how useful it is. Future research should find the best support that allows autistic people to live and work in ways that are meaningful to them.
Collapse
Affiliation(s)
- Jade Davies
- Centre for Research in Autism and Education (CRAE), Department of Psychology and Human Development, IOE, UCL's Faculty of Education and Society, UK
| | - Anna Melissa Romualdez
- Centre for Research in Autism and Education (CRAE), Department of Psychology and Human Development, IOE, UCL's Faculty of Education and Society, UK
| | | | - Anna Remington
- Centre for Research in Autism and Education (CRAE), Department of Psychology and Human Development, IOE, UCL's Faculty of Education and Society, UK
| |
Collapse
|
3
|
Hotze ML, Liu Z, Chu C, Baranski E, Hoff KA. Short-term personality development and early career success: Two longitudinal studies during the post-graduation transition. J Pers 2024. [PMID: 38469653 DOI: 10.1111/jopy.12922] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2023] [Revised: 11/19/2023] [Accepted: 02/09/2024] [Indexed: 03/13/2024]
Abstract
OBJECTIVE Investigate short-term personality development during the post-graduation transition. BACKGROUND Prior research indicates that long-term personality development matters for employment outcomes. However, this evidence is primarily limited to multi-year longitudinal studies. This research switches the focus to personality changes during a shorter, impactful life transition. METHOD We examined how short-term personality development during the 14-month post-graduation transition relates to early career outcomes among two diverse samples of graduates from universities (N = 816) and community colleges (N = 567). We used latent growth curve models to examine associations between career outcomes measured 14 months after graduation with initial personality levels and personality changes. RESULTS Results revealed that mean-level changes in personality were small and mostly negative. Moreover, individual differences in personality changes were not associated with career outcomes. However, initial levels of conscientiousness, emotional stability, and extraversion positively related to both subjective and objective career success. Initial levels of agreeableness were also positively related to subjective (but not objective) success. CONCLUSIONS Findings indicate that individual differences in personality trait levels at graduation are stronger predictors of early career success compared to short-term personality changes during the post-graduation transition. Taken together, these results help define the time sequence through which personality changes relate to career outcomes.
Collapse
Affiliation(s)
- Mary-Louise Hotze
- Department of Psychology, University of Houston, Houston, Texas, USA
| | - Zihan Liu
- Department of Management, Marketing, and Operations, University of Illinois Springfield, Springfield, Illinois, USA
| | - Chu Chu
- Department of Psychology, University of Illinois Urbana-Champaign, Champaign, Illinois, USA
| | - Erica Baranski
- Department of Psychology, California State University, East Bay, Hayward, California, USA
| | - Kevin A Hoff
- Department of Psychology, Michigan State University, East Lansing, Michigan, USA
| |
Collapse
|
4
|
Yamada M, Asakura K, Sugiyama S, Takada N. Insights from defining nurses' career success: An integrative review. Nurs Open 2024; 11:e2040. [PMID: 38268298 PMCID: PMC10697118 DOI: 10.1002/nop2.2040] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/23/2023] [Revised: 10/12/2023] [Accepted: 10/19/2023] [Indexed: 01/26/2024] Open
Abstract
AIMS To review the literature and identify factors that make sense of and influence nurses' career success. We sought to provide insights into achieving nurses' career success. DESIGN An integrative review conducted in May 2022 using Whittemore and Knafl's methodology of integrative review. METHODS The databases searched were PubMed, Web of Science, Scopus, and CINAHL. Search criteria included the keywords "nurs*" and "career success" in the title and abstract. The quality of the reviewed papers was assessed using the JBI Critical Appraisal Tool for cross-sectional studies and qualitative research. We extracted five types of information from quantitative studies: the definition of career success, factors of career success instruments, reliability or validity of career success instruments, and factors influencing nursing career success. Furthermore, we extracted two types of information from qualitative studies: themes that imply career success and factors that influence nurses' career success. Primary data were categorized into two perspectives: (1) what nurses' career success means and (2) what influences nurses' career success. Categorized data were unified into similar contents. Themes were developed from unified subgroups. RESULTS Fourteen studies were included in the analysis. Seven themes were integrated into the factors that make sense of nurses' career success: satisfaction, positive attitude towards work, quality work in nursing, continuation of career and professional development, positive interaction at work, person-organization fit, and enrichment of an individual's life. Three themes were integrated into the factors influencing nursing career success: personal resources, positive behavior toward nursing work and research, and job resources and environment. NO PATIENT OR PUBLIC CONTRIBUTION Patients or members of the public were not involved in this review.
Collapse
Affiliation(s)
- Masako Yamada
- Graduate School of MedicineTohoku UniversitySendaiJapan
| | - Kyoko Asakura
- Graduate School of MedicineTohoku UniversitySendaiJapan
| | | | - Nozomu Takada
- Graduate School of MedicineTohoku UniversitySendaiJapan
| |
Collapse
|
5
|
Rubio DM, Mayowski C, Meagher EA, Patino CM, Thakar MS, Welch JL, White GE. Customized Career Development Platform (CCDP) for clinical and translational researchers: A pragmatic cluster-randomized controlled trial. J Clin Transl Sci 2023; 7:e259. [PMID: 38229889 PMCID: PMC10790233 DOI: 10.1017/cts.2023.687] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2023] [Revised: 11/14/2023] [Accepted: 11/15/2023] [Indexed: 01/18/2024] Open
Abstract
Introduction Early-stage clinical and translational researchers who set and track career goals, milestones, and progress are successful in career development. We aimed to determine the effectiveness of the Customized Career Development Platform (CCDP), an online individual development plan (IDP), versus the traditional IDP template in improving research success and career satisfaction. Methods We conducted a pragmatic cluster-randomized controlled trial of 340 scholars and trainees at 27 US academic healthcare institutions. The primary outcome was number of published manuscripts 24 months post-intervention. Secondary outcomes included the number of grant proposals submitted and funded, job satisfaction, and level of communication with mentors. An analysis of CCDP participants assessed proficiency level for the 14 Clinical and Translational Science Award (CTSA) competencies. Data were analyzed using intention-to-treat. Results Participants were mostly female (60.3%) and Caucasian (67.2%); mean age was 34 years. Twenty-four months following the intervention, the CCDP versus traditional IDP groups showed a similar number of publications (9.4 vs 8.6), grants submitted (4.1 vs 4.4) and funded (1.3 vs 2.0), and job satisfaction score (3.6 vs 3.7). The CCDP group had higher odds of discussing communication (OR = 2.08) and leadership skills (OR = 2.62) and broadening their network (2.31) than the traditional IDP group. The CCDP arm reported improvements in 9 of the 14 CTSA competencies. Conclusion The CCDP offers CTSA hubs an innovative alternative to traditional IDP tools. Future studies are needed to elucidate why the CCDP users did not fully appreciate or adopt the functionality of the online platform.
Collapse
Affiliation(s)
- Doris M. Rubio
- Institute for Clinical Research Education,
University of Pittsburgh Schools of the Health Sciences,
Pittsburgh, PA, USA
| | - Colleen Mayowski
- Institute for Clinical Research Education,
University of Pittsburgh Schools of the Health Sciences,
Pittsburgh, PA, USA
| | - Emma A. Meagher
- Perelman School of Medicine, University of
Pennsylvania, Philadelphia, PA,
USA
| | - Cecilia M. Patino
- Keck School of Medicine, University of Southern
California, Los Angeles, CA,
USA
| | - Maya S. Thakar
- Institute for Clinical Research Education,
University of Pittsburgh Schools of the Health Sciences,
Pittsburgh, PA, USA
| | - Julie L. Welch
- Indiana University School of Medicine,
Indianapolis, IN, USA
| | - Gretchen E. White
- Institute for Clinical Research Education,
University of Pittsburgh Schools of the Health Sciences,
Pittsburgh, PA, USA
| |
Collapse
|
6
|
Nexhip A, Riley M, Robinson K. Defining career success: A cross-sectional analysis of health information managers' perceptions. HEALTH INF MANAG J 2023:18333583231184903. [PMID: 37491828 DOI: 10.1177/18333583231184903] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/27/2023]
Abstract
BACKGROUND Career success can be defined as the accomplishment of desirable outcomes in an individual's work experiences. It can be divided into objective and subjective career success. Objective success refers to tangible and measurable outcomes such as promotions and position titles. Subjective career success relates to an individual's interpretations of their success or accomplishments. The career success of health information management professionals has not been explored in the literature. AIM To determine the indicators of career success as reported by health information managers (HIMs) and identify whether there are any differences based on length of time in the profession. METHODS Using a cross-sectional study design, an online survey was administered to a sample of La Trobe University and Lincoln Institute of Health Sciences Medical Record Administration and Health Information Management graduates from 1985, 1995, 2005 and 2015, which included the following question: "How would you define success in your career?" RESULTS Almost 88% (n = 63) of overall participants in the study responded to this item. Subjective factors (n = 77) of career success, compared to objective factors (n = 22), were more common. The categories of recognition (feeling valued/appreciated), job satisfaction and feelings of accomplishment/sense of achievement were commonly reported. DISCUSSION Subjective factors of an individual's career success were deemed to be more significant than objective factors among HIMs. CONCLUSION Factors such as recognition and appreciation at work, job satisfaction, fostering high-quality work outputs and creating a sense of achievement should be the major foci for managers, organisations and individuals.
Collapse
Affiliation(s)
- Abbey Nexhip
- La Trobe University, Australia
- Goulburn Valley Health, Shepparton, Australia
| | | | | |
Collapse
|
7
|
Zhong H, Xu J. Precarious Employment and Subjective Career Success During the School-to-Work Transition. Psychol Res Behav Manag 2023; 16:2327-2339. [PMID: 37396406 PMCID: PMC10314769 DOI: 10.2147/prbm.s418017] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/20/2023] [Accepted: 06/19/2023] [Indexed: 07/04/2023] Open
Abstract
Purpose The transition from school to work is an important stage in the career development of university students, and precarious employment during this period can significantly impact their early career success. In today's unstable employment environment, this study examines how employment instability during the transition from school to work directly and indirectly affects college students' subjective career success. This contributes to a thorough understanding of this transitional period and provides university students with the necessary resources to cope with a smooth transition from school to work. Patients and Methods We recruited senior students at five universities in Harbin, China, from May to July 2022. After obtaining participants' consent, questionnaires were distributed via social media, resulting in 967 valid questionnaires. Based on this sample, we examined the chain mediating effect of financial stress and occupational self-efficacy in the association between precarious employment and career success and the moderating effect of employability. Results The study found that precarious employment hurts career success and can also affect career success by increasing financial stress and decreasing occupational self-efficacy among college students. At the same time, financial stress can also decrease students' self-efficacy. Finally, employability can reduce the adverse effects of precarious employment on career success and occupational self-efficacy. Conclusion The link between employment instability and subjective career success during the transition from school to work has been demonstrated for university students. Employment instability not only increases college students' financial stress but also reduces career self-efficacy, which in turn affects college students' perceptions of early subjective career success. Importantly, employability plays a positive role in the smooth school-to-work transition and subjective career success of university students.
Collapse
Affiliation(s)
- Haiyan Zhong
- School of Marxism, Northeast Agricultural University, Harbin City, Heilongjiang Province, People’s Republic of China
| | - Jingbo Xu
- School of Marxism, Northeast Agricultural University, Harbin City, Heilongjiang Province, People’s Republic of China
| |
Collapse
|
8
|
Li W, Honggui W, Hong P, Hong L. Factors that affect career success of nurses who practice in assisted reproductive technology. Rev Lat Am Enfermagem 2023; 31:e3926. [PMID: 37194896 PMCID: PMC10202227 DOI: 10.1590/1518-8345.6388.3926] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/10/2022] [Accepted: 02/10/2023] [Indexed: 05/18/2023] Open
Abstract
to examine the relationship between career success and work environment of nurses who practice in assisted reproductive technology and to identify factors that affect career success. a cross-sectional study conducted in 53 fertility centres in 26 provinces in mainland China. Data were collected using a demographic data questionnaire, a specialised nursing competence questionnaire, the Career-Success Scale, and the Nursing Work Environment Scale. Descriptive and inferential statistics were applied. 597 assisted reproductive technology nurses participated in our survey, and 555 valid questionnaires were collected. Theoverall mean scores for career success and work environment were 3.75 [standard deviation (SD) = 1.01] and 3.42 (SD = 0.77) respectively. There was a strong positive correlation between career success and work environment (r = 0.742, p < 0.01). Multiple regression showed that attending academic conferences, psychological care, professional development, support and care, salary, and welfare were significant factors that influence career success. attending academic conferences, psychological care, and work environment are positively related to career success. Administrators should consider ways to address these factors.
Collapse
Affiliation(s)
- Wang Li
- Women and Children's Hospital of Chongqing Medical University, Center for Reproductive Medicine, Chongqing, Chongqing, China
- Chongqing Health Center for Women and Children, Center for Reproductive Medicine, Chongqing, Chongqing, China
| | - Wen Honggui
- Women and Children's Hospital of Chongqing Medical University, Center for Reproductive Medicine, Chongqing, Chongqing, China
- Chongqing Health Center for Women and Children, Center for Reproductive Medicine, Chongqing, Chongqing, China
| | - Peng Hong
- Women and Children's Hospital of Chongqing Medical University, Center for Reproductive Medicine, Chongqing, Chongqing, China
- Chongqing Health Center for Women and Children, Center for Reproductive Medicine, Chongqing, Chongqing, China
| | - Luo Hong
- Women and Children's Hospital of Chongqing Medical University, Center for Reproductive Medicine, Chongqing, Chongqing, China
- Chongqing Health Center for Women and Children, Center for Reproductive Medicine, Chongqing, Chongqing, China
| |
Collapse
|
9
|
Zhao Y, Sang B. The role of emotional quotients and adversity quotients in career success. Front Psychol 2023; 14:1128773. [PMID: 36844276 PMCID: PMC9947148 DOI: 10.3389/fpsyg.2023.1128773] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/21/2022] [Accepted: 01/18/2023] [Indexed: 02/11/2023] Open
Abstract
Career success has been considered equally important for both personal and organizational development. The purpose of the current study was to examine how trait emotional quotient (EQ) and adversity quotient (AQ) contribute to individuals' objective career success (job position) and subjective career success (organizational commitment). Participants included 256 Chinese adults who completed four measurements-the Self-Reported Emotional Intelligence Test, Resilience Scale, Grit Scale, and the Affective, Continuance, and Normative Commitment Scale-and provided demographic information. After validating the four scales used in this study, multiple regression analysis revealed that only one aspect of trait EQ (regulation of emotion) positively predicted one component of organizational commitment (affective commitment). Adversity quotient was measured on two dimensions: resilience and grit. Only consistency of interest (grit) positively predicted affective commitment. Perseverance of effort (grit) and acceptance of self and life (resilience) positively predicted normative commitment. Personal competence (resilience) positively predicted continuance commitment but negatively predicted normative commitment. Only acceptance of self and life (resilience) positively predicted job position. Overall, these findings demonstrate the specific influence of trait EQ and AQ on career success for organizational professionals who want to improve organizational productivity as well as individuals who want to achieve success at work.
Collapse
Affiliation(s)
- Yuyang Zhao
- Department of Social Work, School of Sociology and Political Science, Shanghai University, Shanghai, China,*Correspondence: Yuyang Zhao, ; Biao Sang,
| | - Biao Sang
- Lab for Educational Big Data and Policymaking, Shanghai Academy of Educational Sciences, Shanghai, China,*Correspondence: Yuyang Zhao, ; Biao Sang,
| |
Collapse
|
10
|
Qu G, Sun B, He D, Guo X. A configurational analysis on career success of scientific and technological innovation talents in universities. Front Psychol 2022; 13:1068267. [PMID: 36570983 PMCID: PMC9773138 DOI: 10.3389/fpsyg.2022.1068267] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2022] [Accepted: 11/22/2022] [Indexed: 12/14/2022] Open
Abstract
Introduction Increasing the career success of scientific and technological innovation talents has become an important means of keeping and using talents in countries around the world. However, the problem has not been solved effectively. Methods Thirty-five cases were chosen in this study. The combined effects of human capital, psychological capital, micro-social capital, team social capital, and macro-social capital on the career success of scientific and technological innovation talents, as well as relevant influencing mechanisms, were discussed using qualitative comparative analysis (QCA). Results Results demonstrate that: (a) while a single factor cannot be the only condition for the high career success of scientific and technological innovation talents in universities, increasing macro-social capital plays a relatively universal role in a high career success rate. (b) There are three paths driving the high career success of scientific and technological innovation talents in universities. (c) There are two paths driving the non-high career success of scientific and technological innovation. Both have characteristics of absent psychological capital and micro-social capital. Moreover, the driving mechanism of high career success has an asymmetrical causal relationship. Discussion Research conclusions are not only conducive to expanding the research perspectives of social capital theory and career success, but also provide valuable insight into how to stimulate the career success of scientific and technological innovation talents in universities.
Collapse
Affiliation(s)
- Guoli Qu
- School of Economics and Management, Northeast Electric Power University, Jilin, China
| | - Bingyue Sun
- School of International Business, Jilin International Studies University, Changchun, China,*Correspondence: Bingyue Sun,
| | - Dan He
- School of Economics and Management, Northeast Electric Power University, Jilin, China
| | - Xingxing Guo
- School of Economics and Management, Northeast Electric Power University, Jilin, China
| |
Collapse
|
11
|
Zhang Z, Fang H, Luan Y, Chen Q, Peng J. A meta-analysis of proactive personality and career success: The mediating effects of task performance and organizational citizenship behavior. Front Psychol 2022; 13:979412. [PMID: 36312189 PMCID: PMC9606340 DOI: 10.3389/fpsyg.2022.979412] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/27/2022] [Accepted: 09/21/2022] [Indexed: 01/29/2024] Open
Abstract
This study aims to reveal the impact of proactive personality on career success (i.e., subjective career success, salary, and promotion) and the sequential mediation effect of organizational citizenship behavior (OCB) and task performance on the relationship. Utilizing meta-analytic structural equation modeling (MASEM) technology sampling 101,131 employees from multiple organizations and industries, which deeply decreased sampling error, the results indicated slightly different findings of proactive personality and three types of career success. Specifically, in relation to salary, OCB and task performance independently transmit the effects of proactive personality to subjective career success, but they sequentially mediate this link as well. In regard to subjective career success and promotion, OCB (but not task performance) mediates the relationship between proactive personality and promotion. OCB and task performance sequentially mediate these links. We discussed findings cautiously and purpose future research directions.
Collapse
Affiliation(s)
- Zeyu Zhang
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Han Fang
- College of Management, Minzu University of China, Beijing, China
| | - Yuxiang Luan
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Qishu Chen
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Jianfeng Peng
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| |
Collapse
|
12
|
Xue H, Si X, Wang H, Song X, Zhu K, Liu X, Zhang F. Psychological Resilience and Career Success of Female Nurses in Central China: The Mediating Role of Craftsmanship. Front Psychol 2022; 13:915479. [PMID: 35846639 PMCID: PMC9278649 DOI: 10.3389/fpsyg.2022.915479] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/08/2022] [Accepted: 06/13/2022] [Indexed: 11/14/2022] Open
Abstract
Background Nurses’ career success is an important factor affecting the quality of nursing services and the stability of the nursing workforce, and enhancing nurses’ career success level is of key significance to the development of the nursing discipline. As psychological resilience and craftsmanship are important spiritual traits in the process of nurses’ career development, it is important to understand the mechanism of their effects on nurses’ career success level. Objective To explore the current situation of craftsmanship, psychological resilience and career success levels of female nurses in central China, and to verify the mediating role of craftsmanship between psychological resilience and female career success using structural equation model. Methods A cross-sectional study was conducted among 2359 female nurses from three hospitals in central China through an online questionnaire, including craftsmanship, psychological resilience and career success scale. The data were analyzed by Z-test and Spearman rank correlation with SPSS 23.0 statistical software, and the mechanism of the effect of craftsmanship and psychological resilience on career success was completed by AMOS 23.0 statistical software. Results The scores of career success, psychological resilience, and craftsmanship of female nurses in central China were 68.00 (61.00, 75.00), 74.00 (64.00, 84.00), and 83.00 (79.00, 95.25). Spearman rank correlation analysis showed that Chinese female nurses’ career success was positively correlated with craftsmanship (r = 0.511, P < 0.01) and psychological resilience (r = 0.595, P < 0.01). Craftsmanship played a mediating role between psychological resilience and career success, accounting for 39.3% of the total effect ratio. Conclusion The scores of career success and psychological resilience of female nurses in central China are at a moderate level, and craftsmanship plays a mediating role between psychological resilience and career success. It is suggested that nursing managers should pay attention to the importance of career success to nurses’ self-development and nursing team stability, and improve their sense of career success by effectively improving nurses’ psychological resilience and craftsmanship.
Collapse
Affiliation(s)
- Huiyuan Xue
- Department of Neurology, People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, China
| | - Xiaona Si
- Department of Neurology, People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, China
| | - He Wang
- Nursing Department of People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, China
| | - Xiaoren Song
- Department of Neurology, People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, China
| | - Keke Zhu
- Nursing Department of People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, China
| | - Xiaoli Liu
- Nursing Department of People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, China
| | - Fen Zhang
- Nursing Department of People's Hospital of Henan University of Traditional Chinese Medicine, Zhengzhou, China
| |
Collapse
|
13
|
Li M, Yang F, Akhtar MW. Responsible Leadership Effect on Career Success: The Role of Work Engagement and Self-Enhancement Motives in the Education Sector. Front Psychol 2022; 13:888386. [PMID: 35572235 PMCID: PMC9094063 DOI: 10.3389/fpsyg.2022.888386] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/02/2022] [Accepted: 03/16/2022] [Indexed: 11/24/2022] Open
Abstract
Using social information processing theory, our study investigates the effect of responsible leadership on employee career success via work engagement. The model also examines whether self-enhancement motives moderate the aforementioned mediating linkages. In three waves, data were collected from employees in the education sector. Macro PROCESS was used to assess the hypotheses. According to the findings, responsible leadership boosts employee work engagement, which leads to career success. The results also suggest that responsible leadership has a stronger positive effect on work engagement among individuals high on self-enhancement motives. There is no evidence in the educational literature about the underlying process through which a responsible leadership impacts employee success. Our research addresses this gap by suggesting work engagement as a mediator of the effect of responsible leadership on individuals' career success at various degrees of self-enhancement motives.
Collapse
Affiliation(s)
- Minyan Li
- Department of Teacher Education, Taishan University, Taian, China
| | - Feng Yang
- Department of Teacher Education, Taishan University, Taian, China
| | | |
Collapse
|
14
|
Akkaya B, Panait M, Apostu SA, Kaya Y. Agile Leadership and Perceived Career Success: The Mediating Role of Job Embeddedness. Int J Environ Res Public Health 2022; 19:4834. [PMID: 35457699 DOI: 10.3390/ijerph19084834] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/19/2022] [Revised: 04/11/2022] [Accepted: 04/12/2022] [Indexed: 11/16/2022]
Abstract
Agile leadership is an important managerial function in which responsiveness and innovation appear to be essential elements for the long-term development and success of any business. The world has become increasingly volatile, uncertain, complex, and ambiguous (VUCA) during and post COVID-19. Managers are required to possess agile leadership to facilitate their employees’ successful careers. Therefore, this study aims to find out the relationship between agile leadership and career success by examining the mediation of job embeddedness in healthcare organizations. The descriptive research design and survey method were employed in this study. The data were collected by using three scales from healthcare employees in healthcare organizations in Turkey. Hypotheses were tested using structural equation modelling (SEM). The data were analysed by using SPSS and AMOS programs. The findings of this study showed that agile leadership behaviours enhance career success. Moreover, the relationship between agile leadership and career success is mediated by job embeddedness. The role of agile leadership in promoting employees’ career success has rarely been studied in the literature. This is one of the first studies to examine the effect of agile leadership on career success along with the mediating role of job embeddedness. Healthcare managers have faced many critical challenges at their workplace during the COVID-19 pandemic. Through the lens of managing efficient healthcare organizations in many contexts, this research sheds some important light on the association between agile leadership, career success, and job embeddedness. Managers with high agility levels used strategies such as group decision making, problem solving, effective internal and external communication, and adaptation to uncertain environment in order to increase their career success.
Collapse
|
15
|
Xi R, Yu K, Ge Y, Cao P. Ethical leadership and followers' career satisfaction, mobility, and promotability: A P-E fit perspective. Front Psychol 2022; 13:927146. [PMID: 36405114 PMCID: PMC9667040 DOI: 10.3389/fpsyg.2022.927146] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/23/2022] [Accepted: 10/11/2022] [Indexed: 03/29/2023] Open
Abstract
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 (i.e., career satisfaction) and objective career success (i.e., mobility and promotability) 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.
Collapse
Affiliation(s)
- Ruobing Xi
- Antai College of Economics and Management, Shanghai Jiao Tong University, Shanghai, China
| | - Kun Yu
- School of Labor and Human Resources, Renmin University of China, Beijing, China
- *Correspondence: Kun Yu,
| | - Yao Ge
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Peiyue Cao
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| |
Collapse
|
16
|
Smyth SS, Coller BS, Jackson RD, Kern PA, McIntosh S, Meagher EA, Rubio DM, Sandberg K, Tsevat J, Umans JG, Attia J, Baker HL, Nagel JD, McMullen CA, Rosemond E. KL2 scholars' perceptions of factors contributing to sustained translational science career success. J Clin Transl Sci 2021; 6:e34. [PMID: 35433037 PMCID: PMC9003634 DOI: 10.1017/cts.2021.886] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/08/2021] [Revised: 12/21/2021] [Accepted: 12/22/2021] [Indexed: 11/05/2022] Open
Abstract
Introduction Identifying the most effective ways to support career development of early stage investigators in clinical and translational science should yield benefits for the biomedical research community. Institutions with Clinical and Translational Science Awards (CTSA) offer KL2 programs to facilitate career development; however, the sustained impact has not been widely assessed. Methods A survey comprised of quantitative and qualitative questions was sent to 2144 individuals that had previously received support through CTSA KL2 mechanisms. The 547 responses were analyzed with identifying information redacted. Results Respondents held MD (47%), PhD (36%), and MD/PhD (13%) degrees. After KL2 support was completed, physicians' time was divided 50% to research and 30% to patient care, whereas PhD respondents devoted 70% time to research. Funded research effort averaged 60% for the cohort. Respondents were satisfied with their career progression. More than 95% thought their current job was meaningful. Two-thirds felt confident or very confident in their ability to sustain a career in clinical and translational research. Factors cited as contributing to career success included protected time, mentoring, and collaborations. Conclusion This first large systematic survey of KL2 alumni provides valuable insight into the group's perceptions of the program and outcome information. Former scholars are largely satisfied with their career choice and direction, national recognition of their expertise, and impact of their work. Importantly, they identified training activities that contributed to success. Our results and future analysis of the survey data should inform the framework for developing platforms to launch sustaining careers of translational scientists.
Collapse
Affiliation(s)
- Susan S. Smyth
- University of Arkansas for Medical Sciences, Little Rock, AR, USA
| | | | | | | | | | | | | | | | - Joel Tsevat
- University of Texas Health Science Center at San Antonio, San Antonio, TX, USA
| | | | | | - Heather L. Baker
- National Center for Advancing Translational Sciences, National Institutes of Health, Bethesda, MD, USA
| | - Joan D. Nagel
- National Center for Advancing Translational Sciences, National Institutes of Health, Bethesda, MD, USA
| | | | - Erica Rosemond
- National Center for Advancing Translational Sciences, National Institutes of Health, Bethesda, MD, USA
| |
Collapse
|
17
|
Wang H, Li D, Wu L, Ding Z. Effects of Leader Narcissism on Career Success of Employees: An Interpersonal Relationship Perspective. Front Psychol 2021; 12:679427. [PMID: 34987439 PMCID: PMC8722452 DOI: 10.3389/fpsyg.2021.679427] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/11/2021] [Accepted: 11/24/2021] [Indexed: 11/13/2022] Open
Abstract
Previous studies have shown that leader narcissism has a significant impact on the effectiveness of a leader and employee behaviors; however, research on career outcomes of employees is still inadequate. This study explores the effects of leader narcissism on the career success of employees from an interpersonal relationship perspective and examines the mediating role of supervisor-subordinate conflict and the moderating role of dominant personality traits of employees. Data from 291 employees in Chinese companies have revealed that leader narcissism, directly and indirectly, affects the career success of employees through supervisor-subordinate relationship conflict. However, dominant personality traits of employees strengthen the impact of leader narcissism on supervisor-subordinate relationship conflict. The theoretical and practical implications of the findings of this study are further discussed.
Collapse
Affiliation(s)
- Huaqiang Wang
- School of Economics and Management, Yangtze University, Jingzhou, China
| | - Dan Li
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Lei Wu
- Business College of Shaoxing University, Shaoxing, China
| | - Zhihui Ding
- School of Law and Public Administration, China Three Gorges University, Yichang, China
| |
Collapse
|
18
|
Wu C, Zhang LY, Zhang XY, Du YL, He SZ, Yu LR, Chen HF, Shang L, Lang HJ. Factors influencing career success of clinical nurses in northwestern China based on Kaleidoscope Career Model: Structural equation model. J Nurs Manag 2021; 30:428-438. [PMID: 34704641 PMCID: PMC9298989 DOI: 10.1111/jonm.13499] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/25/2021] [Revised: 10/13/2021] [Accepted: 10/22/2021] [Indexed: 11/29/2022]
Abstract
AIM To explore the relationships among self-efficacy, information literacy, social support and career success of clinical nurses and identify factors influencing clinical nurses' career success in northwestern China. BACKGROUND Understanding the influencing factors of career success is important for the professional development of nurses and the improvement of clinical nursing quality. Many influencing factors of career success have been identified, but there is no large-scale research on the relationships among self-efficacy, information literacy, social support and career success of clinical nurses based on Kaleidoscope Career Model. Studies examining the association of the four factors remain limited. METHODS A total of 3011 clinical nurses from 30 hospitals in northwestern China were selected in the cross-sectional survey, and the response rate was 94.71%. The clinical nurses completed the online self-report questionnaires including self-efficacy, information literacy, social support rating scale and career success scale. The data were analysed by SPSS23.0 statistical software using t test, analysis of variance, Pearson's correlation and multiple linear regression. Structural equation model (SEM) was used to analyse the influencing factors of career success using Mplus 8.3. RESULTS The career success of clinical nurses in northwestern China was at a medium level. The linear multivariate regression analysis showed that self-efficacy (β = .513), social support (β = .230), information support (β = .106), information consciousness (β = -.097), information knowledge (β = .067), information ethics (β = -.053), hospital grade (β = .118), marital status (β = -.071) and age (β = -.037) entered regression equation of clinical nurses' career success (all P < .05). SEM results showed that the career success was negatively correlated with demographic characteristics and positively correlated with social support and self-efficacy. CONCLUSION Demographic characteristics, self-efficacy, social support and information literacy are the influencing factors of nurses' career success, which should be considered in the process of promoting nurses' career success. IMPLICATIONS FOR NURSING MANAGEMENT Nursing managers need to acknowledge the significance of nurses' career success both for the realization of their own value and for the improvement of clinical nursing quality. They should encourage nurses to enhance self-efficacy and render more social support through incentive policies and foster nurses' information literacy through information technology training so as to improve their career success.
Collapse
Affiliation(s)
- Chao Wu
- Department of Nursing, Fourth Military Medical University, Xi'an, China
| | - Lin-Yuan Zhang
- Department of Nursing, Fourth Military Medical University, Xi'an, China
| | - Xin-Yan Zhang
- Department of Biomedical Engineer, Army 75 Group Military Hospital, Kunming, China
| | - Yan-Ling Du
- Department of Nursing, Fourth Military Medical University, Xi'an, China
| | - Shi-Zhe He
- Department of Nursing, Fourth Military Medical University, Xi'an, China
| | - Li-Rong Yu
- Department of Nursing, Xianyang Central Hospital, Xianyang, China
| | - Hong-Fang Chen
- Department of Nursing, Shaanxi Provincial Hospital of Traditional Chinese Medicine, Xi'an, China
| | - Lei Shang
- Department of Health Statistics, School of Preventive Medicine, Fourth Military Medical University, Xi'an, China
| | - Hong-Juan Lang
- Department of Nursing, Fourth Military Medical University, Xi'an, China
| |
Collapse
|
19
|
Boeder J, Fruiht V, Erikson K, Hwang S, Blanco G, Chan T. Reflecting on an Academic Career: Associations Between Past Mentoring Investments and Career Benefits. Mentor Tutoring 2021; 29:607-625. [PMID: 34887700 PMCID: PMC8651238 DOI: 10.1080/13611267.2021.1986797] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/28/2023]
Abstract
Receiving mentoring is positive associated with lasting career benefits for academic protégés; however, less is known about the connection to long-term career gains for mentors. In this study national sample of retired academics were surveyed to examine the associations between past mentoring behaviors and current evaluations of their careers. Participants (N=277) were on average 73.6 (SD=6.2) years old with 34.9 (SD=8.0) years of occupational tenure and 7.7 (SD=5.8) years post-retirement. Structural equation modeling results demonstrated that having more protégés (β=.19, p=.024) and engaging in more mentoring behaviors (β=.18, p=.027) were associated with objective career achievements. However, mentoring behaviors, and not the number of protégés, were linked to subjective career achievements (β=.33, p<.001). Interestingly, previous mentoring experiences were not related to career satisfaction. While prior research demonstrates that mentors experience short-term benefits from mentoring, the present study's findings suggest that mentors may also experience long-term objective and subjective career benefits.
Collapse
Affiliation(s)
- Jordan Boeder
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
- University of Zurich, Rämistrasse 71, 8006 Zürich, Switzerland
| | - Veronica Fruiht
- Dominican University of California, 50 Acacia Avenue, San Rafael, CA 94901
| | - Kevin Erikson
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| | - Sarah Hwang
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| | - Giovanna Blanco
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| | - Thomas Chan
- California State University Northridge, Health Equity Research Education Center, 18111 Nordhoff St., Northridge, CA 91330
| |
Collapse
|
20
|
Xu H, Cao X, Jin QX, Wang RS, Zhang YH, Chen ZH. The impact of the second victim's experience and support on the career success of psychiatric nurses: The mediating effect of psychological resilience. J Nurs Manag 2021; 30:1559-1569. [PMID: 34435707 DOI: 10.1111/jonm.13467] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/18/2021] [Revised: 08/20/2021] [Accepted: 08/25/2021] [Indexed: 02/03/2023]
Abstract
AIMS We explored the mediating role of psychological resilience in the experience and support of psychiatric nurses as the second victims and their career success. BACKGROUND Psychiatric nurses, as the primary victims of workplace violence, experience physical and psychological distress, which leads to high resignation rate and job burnout. However, not much is known about the mediating role of psychological resilience between the second victims of workplace violence and their career success. METHODS A cross-sectional study was conducted among 683 psychiatric nurses. The participants were scored according to the Chinese career success scale, Chinese version of the psychological resilience scale for nurses and Chinese version of the second victim experience and support tool. The t-test and one-way analysis of variance were used to compare the factors affecting career success. RESULTS Career success scores differed among nurses of different ages having different employment forms, role and working years (p < .05). Mediating effect analysis revealed that psychological resilience played a full mediating role in the experience and support of second victims and their career success. CONCLUSION Psychological resilience-based interventions should be developed to improve the psychological adjustment ability of psychiatric nurses and to strengthen their career success. IMPLICATIONS FOR NURSING MANAGEMENT Nursing managers should create more opportunities and a harmonious working environment and enhance the management system for dealing with workplace violence.
Collapse
Affiliation(s)
- Hua Xu
- Department of Adult Psychiatry, the Affiliated Brain Hospital of Nanjing Medical University, Nanjing, China
| | - Xiang Cao
- Department of Adult Psychiatry, the Affiliated Brain Hospital of Nanjing Medical University, Nanjing, China
| | - Quan-Xiang Jin
- Department of Adult Psychiatry, the Affiliated Brain Hospital of Nanjing Medical University, Nanjing, China
| | - Rui-Shi Wang
- Department of Adult Psychiatry, the Affiliated Brain Hospital of Nanjing Medical University, Nanjing, China
| | - Yan-Hong Zhang
- Department of Nursing, the Affiliated Brain Hospital of Nanjing Medical University, Nanjing, China
| | - Zhao-Hong Chen
- Department of Adult Psychiatry, the Affiliated Brain Hospital of Nanjing Medical University, Nanjing, China
| |
Collapse
|
21
|
Smith BW, Rojo J, Everett B, Montayre J, Sierra J, Salamonson Y. Professional success of men in the nursing workforce: An integrative review. J Nurs Manag 2021; 29:2470-2488. [PMID: 34350663 DOI: 10.1111/jonm.13445] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/29/2021] [Revised: 07/22/2021] [Accepted: 08/02/2021] [Indexed: 02/02/2023]
Abstract
AIM To identify and summarize evidence of objective achievements and subjective indicators associated with professional success of men in nursing. BACKGROUND Despite being a minority group, men in nursing are purported to enjoy hidden advantages. EVALUATION In this integrative review, studies from seven databases were retrieved and independently evaluated using the quality appraisal tools in accordance with PRISMA guidelines. Inductive content analysis and narrative synthesis were conducted, guided by the aim of this review. KEY ISSUES In total, 12 studies published between 1987 and 2021 were included. Two themes with related subthemes supporting or refuting professional success of men were identified. These were (a) evidence of professional success and (b) challenges to professional success. CONCLUSION As a minority group, men are highly visible in nursing, which is a double-edged sword. Although men were overrepresented in senior nursing positions of higher salaries than women, they also experienced gender stereotyping, prejudice, and discrimination, which reduced the duration of men staying in a specific nursing position. IMPLICATIONS FOR NURSING MANAGEMENT Findings of this study highlighted the need for nurse leaders to proactively address specific gender issues that are unique to men in the nursing workforce.
Collapse
Affiliation(s)
- Brandon W Smith
- School of Nursing and Midwifery, Western Sydney University, Penrith, NSW, Australia
| | - Jacqueline Rojo
- School of Nursing and Midwifery, Western Sydney University, Penrith, NSW, Australia.,Centre for Oral Health Outcomes and Research Translation (COHORT), Ingham Institute for Applied Medical Research, Liverpool, NSW, Australia
| | - Bronwyn Everett
- School of Nursing and Midwifery, Western Sydney University, Penrith, NSW, Australia.,Centre for Oral Health Outcomes and Research Translation (COHORT), Ingham Institute for Applied Medical Research, Liverpool, NSW, Australia
| | - Jed Montayre
- School of Nursing and Midwifery, Western Sydney University, Penrith, NSW, Australia.,Centre for Oral Health Outcomes and Research Translation (COHORT), Ingham Institute for Applied Medical Research, Liverpool, NSW, Australia
| | - John Sierra
- School of Nursing and Midwifery, Western Sydney University, Penrith, NSW, Australia.,School of Medicine, Western Sydney University, Penrith, NSW, Australia
| | - Yenna Salamonson
- School of Nursing and Midwifery, Western Sydney University, Penrith, NSW, Australia.,Centre for Oral Health Outcomes and Research Translation (COHORT), Ingham Institute for Applied Medical Research, Liverpool, NSW, Australia
| |
Collapse
|
22
|
Hoff KA, Einarsdóttir S, Chu C, Briley DA, Rounds J. Personality Changes Predict Early Career Outcomes: Discovery and Replication in 12-Year Longitudinal Studies. Psychol Sci 2020; 32:64-79. [PMID: 33226888 DOI: 10.1177/0956797620957998] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
In this research, we examined whether personality changes from adolescence to young adulthood predicted five early career outcomes: degree attainment, income, occupational prestige, career satisfaction, and job satisfaction. The study used two representative samples of Icelandic youth (Sample 1: n = 485, Sample 2: n = 1,290) and measured personality traits over 12 years (ages ~17 to 29 years). Results revealed that certain patterns of personality growth predicted career outcomes over and above adolescent trait levels and crystallized ability. Across both samples, the strongest effects were found for growth in emotional stability (income and career satisfaction), conscientiousness (career satisfaction), and extraversion (career satisfaction and job satisfaction). Initial trait levels also predicted career success, highlighting the long-term predictive power of personality. Overall, our findings show that personality has important effects on early career outcomes-both through stable trait levels and how people change over time. We discuss implications for public policy, for theoretical principles of personality development, and for young people making career decisions.
Collapse
Affiliation(s)
| | - Sif Einarsdóttir
- Department of Sociology, Anthropology and Ethnology, University of Iceland
| | - Chu Chu
- Department of Psychology, University of Illinois at Urbana-Champaign
| | - Daniel A Briley
- Department of Psychology, University of Illinois at Urbana-Champaign
| | - James Rounds
- Department of Psychology and Educational Psychology, University of Illinois at Urbana-Champaign
| |
Collapse
|
23
|
Asghari E, Zamanzadeh V, Valizadeh L, Ghahramanian A, Rassouli M, Praskova A. Development and psychometric testing of the career success in Nursing Scale. Int Nurs Rev 2020; 68:41-48. [PMID: 33161574 DOI: 10.1111/inr.12631] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2020] [Revised: 08/26/2020] [Accepted: 08/27/2020] [Indexed: 11/28/2022]
Abstract
AIM To develop and test the psychometric properties of an instrument assessing career success in nurses. BACKGROUND Despite the importance of achieving success in nursing, to date, this construct has been measured using unidimensional or generic scales not fully reflecting career success as perceived by nurses. METHODS This scale development study used a large sample of nurses across 10 hospitals in Tabriz, Iran. Items were generated based on existing literature and previous, research team-led, qualitative study, followed by testing content and face validity of the items. Exploratory factor analysis (N = 530 nurses) then assessed the underlying structure of the scale, and reliability was tested using Cronbach's alpha and a 2-week test-retest correlation. FINDINGS From the initial 73 items, fourteen rated by experts as 'not relevant' and seven with poor face validity were deleted. Exploratory factor analysis further identified 13 poor items. The final 39-item solution extracted four robust career success factors: expected career progress, providing quality care, effective self-regulation, and person-organization fit. Cronbach's alpha and test-retest correlation showed excellent reliability. CONCLUSION This multidimensional nursing-specific scale with very good psychometric properties is suitable for individual/group-based decisions. IMPLICATIONS FOR NURSING AND HEALTH POLICY This instrument can assess current perceptions of career success in nurses, so work resources can be allocated to improve policies, services and training programmes to meet career aspirations of nurses and objectives of the organization. Having a robust scale of career success will enable future research in the field of career success as specific to nursing in a clinical setting.
Collapse
Affiliation(s)
- Elnaz Asghari
- Faculty of Nursing & Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Vahid Zamanzadeh
- Faculty of Nursing & Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Leila Valizadeh
- Faculty of Nursing & Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Akram Ghahramanian
- Faculty of Nursing & Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Maryam Rassouli
- Cancer Research Center, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Anna Praskova
- School of Health and Human Sciences, Southern Cross University, Gold Coast, QLD, Australia
| |
Collapse
|
24
|
Milhabet I, Cambon L, Shepperd JA. Perceptions of comparative optimism and perceptions of career success: Experimental evidence for a bidirectional effect. J Soc Psychol 2020; 160:559-575. [PMID: 32508285 DOI: 10.1080/00224545.2019.1698508] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Abstract
Audiences generally view people who display more (versus less) comparative optimism more favorably. We explored whether audiences view a target who displays comparative optimism as more professionally successful, and conversely, whether they view a target who is more professionally successful as more comparatively optimistic. In Study 1, participants estimated the career success of a target that varied in level of comparative optimism. In Study 2, participants estimated the level of comparative optimism of a target that varied in career success. The results revealed that observers rated comparative optimists as likely to have successful careers, and rated people with successful careers as likely to display comparative optimism. Inferences about personal agency account for the bidirectional relationship.
Collapse
Affiliation(s)
| | | | - James A Shepperd
- Department of Psychology, University of Florida , Gainesville, USA
| |
Collapse
|
25
|
Abstract
Numerous scholars have criticized the traditional assessment of Machiavellianism due to insufficient construct coverage, some going so far as to question its distinctness from psychopathy. Tackling these issues, Collison, Vize, Miller, and Lynam developed the Five Factor Machiavellianism Inventory (FFMI), comprising antagonism, agency, and planfulness. We aimed to replicate the MACH-IV psychopathy relations, demonstrate the validity of the FFMI by assessing its relations with the NEO-PI-R and the HEXACO facets, and link the FFMI to a broad range of work-related criteria. We replicated the MACH-IV psychopathy relations and found a very high (rICCS = .91) absolute profile similarity between the FFMI's correlations with the NEO-PI-R in our sample (N = 572) and the correlation profile for the same variables reported by Collison and colleagues. Both the NEO-PI-R and HEXACO-PI-R profiles for the FFMI found in the current study supported its distinctiveness from traditional measures of Machiavellianism, which converged greatly with the correlation profiles for the FFMI-antagonism dimension. A cluster analysis also showed a substantial proportion of Five Factor Machiavellian individuals. In addition, the FFMI displayed positive relations with a broad range of criteria for vocational and work-related success and was clearly distinct from psychopathy.
Collapse
|
26
|
Abstract
Einstein believed that mentors are especially influential in a protégé's intellectual development, yet the link between mentorship and protégé success remains a mystery. We marshaled genealogical data on nearly 40,000 scientists who published 1,167,518 papers in biomedicine, chemistry, math, or physics between 1960 and 2017 to investigate the relationship between mentorship and protégé achievement. In our data, we find groupings of mentors with similar records and reputations who attracted protégés of similar talents and expected levels of professional success. However, each grouping has an exception: One mentor has an additional hidden capability that can be mentored to their protégés. They display skill in creating and communicating prizewinning research. Because the mentor's ability for creating and communicating celebrated research existed before the prize's conferment, protégés of future prizewinning mentors can be uniquely exposed to mentorship for conducting celebrated research. Our models explain 34-44% of the variance in protégé success and reveals three main findings. First, mentorship strongly predicts protégé success across diverse disciplines. Mentorship is associated with a 2×-to-4× rise in a protégé's likelihood of prizewinning, National Academy of Science (NAS) induction, or superstardom relative to matched protégés. Second, mentorship is significantly associated with an increase in the probability of protégés pioneering their own research topics and being midcareer late bloomers. Third, contrary to conventional thought, protégés do not succeed most by following their mentors' research topics but by studying original topics and coauthoring no more than a small fraction of papers with their mentors.
Collapse
Affiliation(s)
- Yifang Ma
- Northwestern Institute on Complex Systems (NICO), Northwestern University, Evanston, IL 60208
- Department of Statistics and Data Science, Southern University of Science and Technology, 518055 Shenzhen, China
| | - Satyam Mukherjee
- Kellogg School of Management and McCormick School of Engineering, Northwestern University, Evanston, IL 60208
- Department of Operations Management, Quantitative Methods and Information Systems, Indian Institute of Management Udaipur, India 313001
| | - Brian Uzzi
- Northwestern Institute on Complex Systems (NICO), Northwestern University, Evanston, IL 60208;
- Kellogg School of Management and McCormick School of Engineering, Northwestern University, Evanston, IL 60208
| |
Collapse
|
27
|
Abstract
Drawing on the goal-setting theory and social cognitive career theory (SCCT), 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 cognitive career theory model and provided suggestions for both the career educators and consultants.
Collapse
Affiliation(s)
- Lu Xin
- College of Economics and Management, Beijing University of Chemical Technology, Beijing, China
| | - Wenxia Zhou
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Mengyi Li
- School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Fangcheng Tang
- College of Economics and Management, Beijing University of Chemical Technology, Beijing, China
| |
Collapse
|
28
|
Urquijo I, Extremera N, Azanza G. The Contribution of Emotional Intelligence to Career Success: Beyond Personality Traits. Int J Environ Res Public Health 2019; 16:E4809. [PMID: 31795505 DOI: 10.3390/ijerph16234809] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 10/22/2019] [Revised: 11/20/2019] [Accepted: 11/25/2019] [Indexed: 11/16/2022]
Abstract
This study sought to investigate the role of emotional intelligence in both extrinsic and intrinsic career success in early and later career stages. Specifically, we examined the predictive and incremental validity of emotional intelligence in career success after controlling for personality factors in a sample of 271 graduates. When analyzing extrinsic career success, regression analyses revealed that demographic variables, such as gender, age, area of study and career stage, and the variable of proactive personality, were related to salary. When the dependent variable was job satisfaction, emotional intelligence acted as a strong predictor, even when personality traits and proactive personality were controlled. These findings provide preliminary evidence that emotional intelligence is a relevant addition to guide the achievement of career success. Finally, limitations of the results and implications of these findings are discussed.
Collapse
|
29
|
Wang Y, Zhang L, Tian S, Wu J, Lu J, Wang F, Wang Z. The relationship between work environment and career success among nurses with a master's or doctoral degree: A national cross-sectional study. Int J Nurs Pract 2019; 25:e12743. [PMID: 31250517 DOI: 10.1111/ijn.12743] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/28/2018] [Revised: 12/17/2018] [Accepted: 04/21/2019] [Indexed: 11/29/2022]
Abstract
AIMS To investigate the career success and work environment among nurses with a master's or doctoral degree and analyse the effect of work environment on their career success. METHODS This was a national descriptive, cross-sectional study. A total of 1223 nurses with a master's or doctoral degree from 115 tertiary hospitals across mainland China participated in the study. Subscales of the practice environment scale of the nursing work index and career success scale were utilized for data collection via email in the summer of 2017. Descriptive and inferential statistics were used to analyse the collected data. RESULTS The research showed that the career success and work environment ratings of nurses with a master's or doctoral degree were at a moderate level. Hierarchical regression analysis showed that work environment was positively correlated with career success for three of the four subscales. CONCLUSION The career success and work environment is moderate among nurses with a master's or doctoral degree, and improving the work environment for nurses may lead to higher career success.
Collapse
Affiliation(s)
- Yi Wang
- School of Nursing, Peking University, Beijing, China.,Intensive Care Unit, Peking University First Hospital, Beijing, China
| | - Lixin Zhang
- Publishing House of Chinese Nursing Management, Beijing, China
| | | | - Jie Wu
- Fuwai Hospital, Chinese Academy of Medical Sciences, Beijing, China
| | - Jie Lu
- Department of Obstetrics and Gynecology, Peking University Third Hospital, Beijing, China
| | - Feifei Wang
- Doctoral School of Education, Eötvös Loránd University (ELTE), Budapest, Hungary
| | - Zhiwen Wang
- School of Nursing, Peking University, Beijing, China
| |
Collapse
|
30
|
Sultana R, Malik OF. Is Protean Career Attitude Beneficial for Both Employees and Organizations? Investigating the Mediating Effects of Knowing Career Competencies. Front Psychol 2019; 10:1284. [PMID: 31214088 PMCID: PMC6558171 DOI: 10.3389/fpsyg.2019.01284] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/05/2019] [Accepted: 05/15/2019] [Indexed: 12/03/2022] Open
Abstract
The aim of this study was to investigate the direct and indirect effects of protean career attitude on subjective and objective career success representing personal outcomes and task performance reflecting an organizational outcome. Drawing on the intelligent career framework, three knowing career competencies, i.e., career insight (knowing why), networking (knowing whom), and career/job-related skills (knowing how), were hypothesized as mediators linking protean career attitude with its personal and organizational outcomes. Participants of the study were 241 faculty members and matched supervisors from five large public sector universities in Islamabad, Pakistan. Data were collected in two waves through a personally administered questionnaire and analyzed through covariance-based structural equation modeling (CB-SEM). Results showed that protean career attitude has direct positive impacts on subjective career success, objective career success, and task performance. Further, the mediating role of three knowing career competencies was partially supported. We contribute to the literature by proposing and testing a research model linking protean career attitude with its personal and organizational outcomes directly and indirectly through three ways of knowing. A number of practical implications along with future research directions are also discussed.
Collapse
Affiliation(s)
- Razia Sultana
- Department of Management Sciences, COMSATS University Islamabad, Islamabad, Pakistan.,College of Business Administration, Al Yamamah University, Riyadh, Saudi Arabia
| | - Omer Farooq Malik
- Department of Management Sciences, COMSATS University Islamabad, Islamabad, Pakistan
| |
Collapse
|
31
|
Khan SM, Baccaglini L, Inagaki AA, Reinhardt JW, Turner S, Wee AG. Qualifications and Characteristics North American Dental Deans Seek in Department Chairpersons. J Dent Educ 2019; 83:560-566. [PMID: 30804168 DOI: 10.21815/jde.019.059] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/18/2018] [Accepted: 10/24/2018] [Indexed: 11/20/2022]
Abstract
The aim of this study was to determine whether deans of North American dental schools perceived that one category of department chairperson skills (leadership or management) was more important than the other for their chairpersons to be successful. A secondary purpose was to determine the professional qualifications and personal characteristics these deans perceived contributed most to the success of department chairpersons and whether those differed by the research emphasis of the school. An email survey was sent in 2016 to all 75 deans of U.S. and Canadian dental schools with graduating classes. Section one of the survey was an open response section asking deans to list the five most essential characteristics of a successful department chairperson. Section two asked deans to rank the importance of eight listed professional qualifications, and the last section asked deans to rate the importance of four leadership and four management traits that could contribute to the success of their chairpersons. Questions about characteristics of the deans and the schools were also included. A response rate of 46.7% was obtained. The most frequent characteristics listed in the open response section were in the categories of vision, academic expertise, and integrity. The three most highly ranked professional qualifications were previous teaching experience, previous administrative experience, and history of external research funding. Four of the eight professional qualifications were ranked differently by deans of high compared to moderate research-intensive schools (p<0.05). Overall, the respondents rated leadership skills more highly than management skills (p=0.002) as important for departmental chairpersons.
Collapse
Affiliation(s)
- Shariq M Khan
- Shariq M. Khan is a medical student, Washington University in St. Louis School of Medicine; Lorena Baccaglini is Associate Professor, University of Nebraska Medical Center College of Public Health; Asia A. Inagaki is a dental student, Creighton University School of Dentistry; John W. Reinhardt is Dean and Professor, University of Nebraska Medical Center College of Dentistry; Sharon Turner is Dean and Professor Emerita, University of Kentucky College of Dentistry; and Alvin G. Wee is a Maxillofacial Prosthodontist, Veterans Affairs Nebraska Western Iowa Health Care System, Omaha, Nebraska and Associate Professor, Creighton University School of Dentistry
| | - Lorena Baccaglini
- Shariq M. Khan is a medical student, Washington University in St. Louis School of Medicine; Lorena Baccaglini is Associate Professor, University of Nebraska Medical Center College of Public Health; Asia A. Inagaki is a dental student, Creighton University School of Dentistry; John W. Reinhardt is Dean and Professor, University of Nebraska Medical Center College of Dentistry; Sharon Turner is Dean and Professor Emerita, University of Kentucky College of Dentistry; and Alvin G. Wee is a Maxillofacial Prosthodontist, Veterans Affairs Nebraska Western Iowa Health Care System, Omaha, Nebraska and Associate Professor, Creighton University School of Dentistry
| | - Asia A Inagaki
- Shariq M. Khan is a medical student, Washington University in St. Louis School of Medicine; Lorena Baccaglini is Associate Professor, University of Nebraska Medical Center College of Public Health; Asia A. Inagaki is a dental student, Creighton University School of Dentistry; John W. Reinhardt is Dean and Professor, University of Nebraska Medical Center College of Dentistry; Sharon Turner is Dean and Professor Emerita, University of Kentucky College of Dentistry; and Alvin G. Wee is a Maxillofacial Prosthodontist, Veterans Affairs Nebraska Western Iowa Health Care System, Omaha, Nebraska and Associate Professor, Creighton University School of Dentistry
| | - John W Reinhardt
- Shariq M. Khan is a medical student, Washington University in St. Louis School of Medicine; Lorena Baccaglini is Associate Professor, University of Nebraska Medical Center College of Public Health; Asia A. Inagaki is a dental student, Creighton University School of Dentistry; John W. Reinhardt is Dean and Professor, University of Nebraska Medical Center College of Dentistry; Sharon Turner is Dean and Professor Emerita, University of Kentucky College of Dentistry; and Alvin G. Wee is a Maxillofacial Prosthodontist, Veterans Affairs Nebraska Western Iowa Health Care System, Omaha, Nebraska and Associate Professor, Creighton University School of Dentistry
| | - Sharon Turner
- Shariq M. Khan is a medical student, Washington University in St. Louis School of Medicine; Lorena Baccaglini is Associate Professor, University of Nebraska Medical Center College of Public Health; Asia A. Inagaki is a dental student, Creighton University School of Dentistry; John W. Reinhardt is Dean and Professor, University of Nebraska Medical Center College of Dentistry; Sharon Turner is Dean and Professor Emerita, University of Kentucky College of Dentistry; and Alvin G. Wee is a Maxillofacial Prosthodontist, Veterans Affairs Nebraska Western Iowa Health Care System, Omaha, Nebraska and Associate Professor, Creighton University School of Dentistry
| | - Alvin G Wee
- Shariq M. Khan is a medical student, Washington University in St. Louis School of Medicine; Lorena Baccaglini is Associate Professor, University of Nebraska Medical Center College of Public Health; Asia A. Inagaki is a dental student, Creighton University School of Dentistry; John W. Reinhardt is Dean and Professor, University of Nebraska Medical Center College of Dentistry; Sharon Turner is Dean and Professor Emerita, University of Kentucky College of Dentistry; and Alvin G. Wee is a Maxillofacial Prosthodontist, Veterans Affairs Nebraska Western Iowa Health Care System, Omaha, Nebraska and Associate Professor, Creighton University School of Dentistry.
| |
Collapse
|
32
|
Milojević S, Radicchi F, Walsh JP. Changing demographics of scientific careers: The rise of the temporary workforce. Proc Natl Acad Sci U S A 2018; 115:12616-23. [PMID: 30530691 DOI: 10.1073/pnas.1800478115] [Citation(s) in RCA: 51] [Impact Index Per Article: 10.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022] Open
Abstract
Contemporary science has been characterized by an exponential growth in publications and a rise of team science. At the same time, there has been an increase in the number of awarded PhD degrees, which has not been accompanied by a similar expansion in the number of academic positions. In such a competitive environment, an important measure of academic success is the ability to maintain a long active career in science. In this paper, we study workforce trends in three scientific disciplines over half a century. We find dramatic shortening of careers of scientists across all three disciplines. The time over which half of the cohort has left the field has shortened from 35 y in the 1960s to only 5 y in the 2010s. In addition, we find a rapid rise (from 25 to 60% since the 1960s) of a group of scientists who spend their entire career only as supporting authors without having led a publication. Altogether, the fraction of entering researchers who achieve full careers has diminished, while the class of temporary scientists has escalated. We provide an interpretation of our empirical results in terms of a survival model from which we infer potential factors of success in scientific career survivability. Cohort attrition can be successfully modeled by a relatively simple hazard probability function. Although we find statistically significant trends between survivability and an author's early productivity, neither productivity nor the citation impact of early work or the level of initial collaboration can serve as a reliable predictor of ultimate survivability.
Collapse
|
33
|
Dan X, Xu S, Liu J, Hou R, Liu Y, Ma H. Relationships among structural empowerment, innovative behaviour, self-efficacy, and career success in nursing field in mainland China. Int J Nurs Pract 2018; 24:e12674. [PMID: 30003632 DOI: 10.1111/ijn.12674] [Citation(s) in RCA: 23] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/09/2018] [Revised: 03/11/2018] [Accepted: 06/14/2018] [Indexed: 12/23/2022]
Abstract
AIM The purpose of the study is to explore the relationships among structural empowerment, innovative behaviour, self-efficacy, and career success by nurses in mainland China. METHOD A cross-sectional study was designed, and participants were recruited from 6 tertiary hospitals in Tianjin, China. The study used an anonymous questionnaire, filled voluntarily by 460 nurses in spring 2017. Structural equation modelling analyses were conducted. RESULTS The results reveal that innovative behaviour is positively associated with career success and self-efficacy, which, in turn, mediates the relationship between structural empowerment and career success. Structural empowerment is positively associated with innovative behaviour and career success. Self-efficacy is positively associated with career success and mediates the relationship between innovative behaviour and career success. CONCLUSION Higher perceived structural empowerment, innovative behaviour, and self-efficacy can increase career success of Chinese nurses.
Collapse
Affiliation(s)
- Xin Dan
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China.,Department of Gastroenterology, Tianjin Union Medical Center, Tianjin, China
| | - Suhuan Xu
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Jingying Liu
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Ruonan Hou
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Yanhui Liu
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Hongwen Ma
- Department of Gastroenterology, Tianjin Union Medical Center, Tianjin, China
| |
Collapse
|
34
|
Hagmann-von Arx P, Gygi JT, Weidmann R, Grob A. Testing Relations of Crystallized and Fluid Intelligence and the Incremental Predictive Validity of Conscientiousness and Its Facets on Career Success in a Small Sample of German and Swiss Workers. Front Psychol 2016; 7:500. [PMID: 27148112 PMCID: PMC4830819 DOI: 10.3389/fpsyg.2016.00500] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/28/2015] [Accepted: 03/23/2016] [Indexed: 11/16/2022] Open
Abstract
This study examined the relation of fluid and crystallized intelligence with extrinsic (occupational skill level, income) and intrinsic (job satisfaction) career success as well as the incremental predictive validity of conscientiousness and its facets. Participants (N = 121) completed the Reynolds Intellectual Assessment Scales (RIAS), the Revised NEO Personality Inventory (NEO-PI-R), and reported their occupational skill level, income, and job satisfaction. Results revealed that crystallized intelligence was positively related to occupational skill level, but not to income. The association of crystallized intelligence and job satisfaction was negative and stronger for the lowest occupational skill level, whereas it was non-significant for higher levels. Fluid intelligence showed no association with career success. Beyond intelligence, conscientiousness and its facet self-discipline were associated with income, whereas conscientiousness and its facets competence and achievement striving were associated with job satisfaction. The results are discussed in terms of their implications for the assessment process as well as for future research to adequately predict career success.
Collapse
|
35
|
Gerli F, Bonesso S, Pizzi C. Boundaryless career and career success: the impact of emotional and social competencies. Front Psychol 2015; 6:1304. [PMID: 26388809 PMCID: PMC4554953 DOI: 10.3389/fpsyg.2015.01304] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2015] [Accepted: 08/17/2015] [Indexed: 12/02/2022] Open
Abstract
Even though, over the last two decades, the boundaryless career concept has stimulated a wide theoretical debate, scholars have recently claimed that research on the competencies that are necessary for managing a cross-boundary career is still incomplete. Similarly, the literature on emotional and social competencies has demonstrated how they predict work performance across industries and jobs but has neglected their influence in explaining the individual's mobility across boundaries and their impact on career success. This study aims to fill these gaps by examining the effects of emotional and social competencies on boundaryless career and on objective career success. By analyzing a sample of 142 managers over a period of 8 years, we found evidence that emotional competencies positively influence the propensity of an individual to undertake physical career mobility and that career advancements are related to the possession of social competencies and depend on the adoption of boundaryless career paths. This study also provides a contribution in terms of the evaluation of the emotional and social competencies demonstrated by an individual and of the operationalization of the measurement of boundaryless career paths, considering three facets of the physical mobility construct (organizational, industrial, and geographical boundaries).
Collapse
Affiliation(s)
- Fabrizio Gerli
- Department of Management, Ca' Foscari University of Venice Venice, Italy
| | - Sara Bonesso
- Department of Management, Ca' Foscari University of Venice Venice, Italy
| | - Claudio Pizzi
- Department of Economics, Ca' Foscari University of Venice Venice, Italy
| |
Collapse
|
36
|
Degen C, Kuntz L. University hospitals as drivers of career success: an empirical study of the duration of promotion and promotion success of hospital physicians. BMC Med Educ 2014; 14:85. [PMID: 24755299 PMCID: PMC4021192 DOI: 10.1186/1472-6920-14-85] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/13/2012] [Accepted: 04/10/2014] [Indexed: 06/03/2023]
Abstract
BACKGROUND German hospitals have a well-defined career structure for clinicians. In this hierarchical career system university hospital are stepping stones for career advancement. This longitudinal study investigates the impact of working in university hospitals on the career success of junior physicians and senior physicians. METHODS Consideration of the career trajectories of 324 hospital physicians. Discrete-time event history analysis is used to study the influence of working in university hospitals on the chance of promotion from junior physician to senior physician and senior physician to chief physician. A comparison of medians provides information about the impact of working in university hospitals on the duration of promotion to senior and chief physician positions. RESULTS Working in university hospitals has a negative impact for advancement to a senior physician position in terms of promotion duration (p = 0.005) and also in terms of promotion success, where a short time span of just 1-2 years in university hospitals has a negative effect (OR = 0.38, p < 0.01), while working there for a medium or long term has no significant effect. However, working in universities has a positive effect on the duration of promotion to a chief physician position (p = 0.079), and working in university hospitals for 3-4 years increases the chance of promotion to a chief physician position (OR = 4.02, p < 0.05), while working there > =7 years decreases this chance (OR = 0.27, p < 0.05). In addition, physicians have a higher chance of promotion to a chief physician position through career mobility when they come to the position from a university hospital. CONCLUSION Working at university hospitals has a career-enhancing effect for a senior physician with ambitions to become a chief physician. For junior physicians on the trajectory to a senior physician position, however, university hospitals are not drivers of career success.
Collapse
Affiliation(s)
- Christiane Degen
- Department of Business Administration and Health Care Management, University of Cologne, Albertus-Magnus-Platz, Cologne 50931, Germany
| | - Ludwig Kuntz
- Department of Business Administration and Health Care Management, University of Cologne, Albertus-Magnus-Platz, Cologne 50931, Germany
| |
Collapse
|
37
|
Wei W, Taormina RJ. A new multidimensional measure of personal resilience and its use: Chinese nurse resilience, organizational socialization and career success. Nurs Inq 2014; 21:346-357. [PMID: 24707977 DOI: 10.1111/nin.12067] [Citation(s) in RCA: 40] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/12/2014] [Indexed: 12/21/2022]
Abstract
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.
Collapse
Affiliation(s)
- Wei Wei
- Psychology Department, University of Macau, Macau (SAR), China
| | | |
Collapse
|
38
|
Abstract
Early life cognitive ability is likely to be dynamically related to life course factors including educational attainment, occupational outcomes, health behaviors, activities, health, and subsequent cognitive health. Disentangling the selective and causal processes contributing to cognitive functioning across the lifespan is challenging and requires long-term investments in longitudinal data. We discuss results from several analyses using data from the Individual Development and Adaptation longitudinal research program (Bergman, 2000; Magnusson, 1988) that provide fresh insights into the relation of early life cognition, particularly high levels of cognitive capabilities, to educational achievement, emotional adjustment, and career success. These papers and the longitudinal data provide a remarkable window into the development and impacts of cognition, and high cognitive functioning, on a variety of important life outcomes that we hope will continue to inform us about additional outcomes in middle life, transition to retirement, and cognition and health in later years and to robustly examine how the early years matter across the whole lifespan.
Collapse
Affiliation(s)
- Scott M Hofer
- University of Victoria, Department of Psychology and Centre on Aging
| | | |
Collapse
|