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Jung S, Han K, Kim K. Individual-level positive psychological capital that enhances managers' transformational leadership effectiveness on nurse career success. Int Nurs Rev 2024. [PMID: 38477826 DOI: 10.1111/inr.12958] [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: 07/21/2023] [Accepted: 02/25/2024] [Indexed: 03/14/2024]
Abstract
AIMS This study investigated the impact of nurse managers' transformational leadership on the subjective career success of staff nurses, particularly through exploring potential variations in this relationship based on nurses' positive psychological capital. BACKGROUND Amid a challenging nursing environment, nurses' perceptions of career success affect their individual psychological satisfaction and improve work performance. Human resource strategies often include factors for workers' subjective career success, e.g., managers' transformational leadership and individual-level positive psychological capital. METHODS This cross-sectional study collected survey data in 2021 from 348 staff nurses in 40 wards of a Korean tertiary hospital. The survey instruments included the Transformational Leadership tool, the Subjective Career Success Inventory, and the Psychological Capital Questionnaire. Multilevel hierarchical regression analysis and a simple slope test were used to examine moderating effects. The STROBE checklist was used for reporting. RESULTS Nurses reported significantly higher subjective career success when they worked in units where unit managers' transformational leadership was greater. This relationship strengthened when nurses had high positive psychological capital. DISCUSSION To enhance staff nurses' perceptions of career success, both managers' transformational leadership and individual nurses' positivity should be emphasized in nursing practice and education. IMPLICATIONS FOR NURSING AND NURSING POLICY Comprehensive efforts to highlight managers' transformational leadership and staff nurses' positive psychological capital can enhance subjective career success, which in turn improve nurses' job performance and intention to stay. Nursing policymakers should value transformational leadership among managers so nurses can achieve their subjective goals. An organization-wide institutional system should be developed so nurses can receive support to strengthen their positivity. Future research should include interventions to foster managers' leadership and nurses' positive capital.
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Affiliation(s)
- Sujin Jung
- Department of Nursing, Samsung Medical Center, Seoul, South Korea
| | - Kihye Han
- Chung-Ang University College of Nursing, Seoul, South Korea
| | - Kyeongsug Kim
- Graduate School of Clinical Nursing Science, Sungkyunkwan University, Suwon, South Korea
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Oh S, Pyo J. Creative Self-Efficacy, Cognitive Reappraisal, Positive Affect, and Career Satisfaction: A Serial Mediation Model. Behav Sci (Basel) 2023; 13:890. [PMID: 37998637 PMCID: PMC10669601 DOI: 10.3390/bs13110890] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [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: 09/01/2023] [Revised: 10/24/2023] [Accepted: 10/25/2023] [Indexed: 11/25/2023] Open
Abstract
With a substantial body of research supporting the critical role of positive affect in improving work outcomes and enhancing career success, investigating the factors that facilitate emotion regulation strategies for fostering positive affect becomes an important research question. In this context, our study explores the association between strong creative self-efficacy and high cognitive reappraisal-an established and potent emotion regulation strategy known to increase positive affect. We propose a model wherein high levels of creative self-efficacy lead to a tendency for cognitive reappraisal, resulting in high levels of positive affect that ultimately contribute to greater career satisfaction. Our investigation, conducted with a sample of 550 adults in South Korea, examines the indirect relationship between creative self-efficacy and career satisfaction through cognitive reappraisal and, in turn, positive affect. Our findings reveal a positive association between creative self-efficacy and cognitive reappraisal. Moreover, a significant relationship is observed between creative self-efficacy and positive affect through the mediation of cognitive reappraisal. Importantly, the indirect effect of creative self-efficacy on career satisfaction is mediated through cognitive reappraisal and then positive affect. These findings not only expand our insight into the factors contributing to positive affect and career satisfaction but also underscore the valuable role of creative self-efficacy in career satisfaction.
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Affiliation(s)
- Sunyoung Oh
- Department of Vocational Studies, Kyonggi University, Seoul 03746, Republic of Korea
| | - Jungmin Pyo
- Department of Early Childhood Education, Gwangju University, Gwangju 61743, Republic of Korea
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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.
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Affiliation(s)
- Abbey Nexhip
- La Trobe University, Australia
- Goulburn Valley Health, Shepparton, Australia
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Chang PC, Guo Y, Cai Q, Guo H. Proactive Career Orientation and Subjective Career Success: A Perspective of Career Construction Theory. Behav Sci (Basel) 2023; 13:503. [PMID: 37366755 DOI: 10.3390/bs13060503] [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: 05/09/2023] [Revised: 06/09/2023] [Accepted: 06/14/2023] [Indexed: 06/28/2023] Open
Abstract
In the current dynamic and flexible work environment, traditional career models are constantly challenged by individuals' self-concepts of career development. Previous studies have investigated the predictors of subjective career success, yet little is known about the impact of proactive career orientation on subjective career success. This study, grounded in the career construction theory, aims to examine the influence mechanism of proactive career orientation on subjective career success by analyzing questionnaire data from 296 employees. Empirical results indicate that proactive career orientation has a positive impact on subjective career success. Second, career adaptability partially mediates the relationship between proactive career orientation and subjective career success. Third, mentoring moderates the relationship between proactive career orientation and career adaptability, as well as the relationship between career adaptability and subjective career success. Specifically, both the positive impact of proactive career orientation on career adaptability and the positive impact of career adaptability on subjective career success are stronger when the level of mentoring is higher. Fourth, the indirect relationship between proactive career orientation and subjective career success through career adaptability is stronger when mentoring is high compared to when mentoring is low. This study contributes to the career construction theory by identifying the influence mechanism of proactive career orientation on subjective career success through career adaptability, with mentoring moderating the process. As for practical implications, research findings remind managers of the importance of career planning and mentorship in enhancing employees' subjective career successes.
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Affiliation(s)
- Po-Chien Chang
- School of Business, Macau University of Science and Technology, Macau 999078, China
| | - Yuanli Guo
- School of Business, Macau University of Science and Technology, Macau 999078, China
| | - Qihai Cai
- School of Business, Macau University of Science and Technology, Macau 999078, China
| | - Hongchi Guo
- Beidahuang Group Co., Ltd., Harbin 150036, China
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Tran Huy P, Vu Hoang N. Career Impact of High-Performance Work System: A Kaleidoscope Perspective. Psychol Rep 2023:332941231159607. [PMID: 36803087 DOI: 10.1177/00332941231159607] [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: 02/19/2023]
Abstract
High-performance work system (HPWS) is considered a solid predictor of individual outcomes, but there is less evidence about the impact HPWS on subjective career success (SCS). The current study examines the direct impact of HPWS on SCS through the lens of the Kaleidoscope Career Model. In addition, employability orientation is expected to mediate the relationship while employees' HPWS attribution is hypothesized to moderate the HPWS-SCS linkage. A quantitative research design with two-wave survey collected data from 365 employees working in 27 firms in Vietnam. Partial least square structural equation modelling (PLS-SEM) is used to test the hypotheses. Results indicate that HPWS is significantly associated with SCS through the achievements of career parameters. In addition, employability orientation mediates the above relationship while HPWS external attribution moderates the relationship between HPWS and SCS. This research suggests that HPWS may influence employees' outcomes beyond the current employment, such as career success. HPWS fosters employability orientation which may encourage the employees to seek career advancements outside the current employer. Therefore, HPWS-implementing organizations should provide career opportunities to the employees. In addition, attention should be paid to employees' evaluative reports of HPWS implementation.
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Affiliation(s)
- Phuong Tran Huy
- Faculty of Human Resource Economics and Management, 115524National Economics University, Hanoi, Viet Nam
| | - Ngan Vu Hoang
- 115524Faculty of Human Resource Economics and Management, National Economics University, Hanoi, Viet Nam
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Ingarianti TM, Suhariadi F, Fajrianthi F, Kristiana IF. The Effect of Antecedents of Teachers' Subjective Career Success. Int J Environ Res Public Health 2022; 19:11121. [PMID: 36078832 PMCID: PMC9517818 DOI: 10.3390/ijerph191711121] [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] [Figures] [Subscribe] [Scholar Register] [Received: 07/08/2022] [Revised: 08/31/2022] [Accepted: 08/31/2022] [Indexed: 06/15/2023]
Abstract
Career success is often seen as identical to objective matters such as high income and position. Meanwhile, one can see their success better when they build their own criteria of career success. In this regard, the present study aims to see the effect of internal (i.e., career commitment and professional commitment) and external variables (leader-member exchange and perceived organizational support) on teachers' subjective career success. This quantitative study involved 320 teachers as participants, recruited using the accidental sampling technique. The data were collected using The Career Commitment Measure, Professional Commitment Scale, Leader-Member Exchange Multidimensionality, Survey of Perceived Organizational Support, and Subjective Career Success Inventory. The analysis result shows that career commitment, professional commitment, leader-member exchange, and perceived organizational support significantly affect teachers' career success.
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Affiliation(s)
- Tri Muji Ingarianti
- Doctoral Program of Psychology, University of Airlangga, Surabaya 60286, Indonesia
- Faculty of Psychology, University of Muhammadiyah Malang, Malang 65144, Indonesia
| | - Fendy Suhariadi
- Doctoral Program of Psychology, University of Airlangga, Surabaya 60286, Indonesia
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Hamzah SR, Musa SNS, Mohamad N. The mediating effect of self-efficacy on career aspiration and organizational support with subjective career success among Malaysian women managers during the Covid-19 pandemic. Front Sociol 2022; 7:802090. [PMID: 36072501 PMCID: PMC9442342 DOI: 10.3389/fsoc.2022.802090] [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] [Subscribe] [Scholar Register] [Received: 10/26/2021] [Accepted: 08/03/2022] [Indexed: 06/15/2023]
Abstract
The lives and jobs of many people have been negatively affected by the Covid-19 pandemic. Lockdowns to curb the pandemic have resulted in many people having to work from home. The question that arises is whether women's jobs are more vulnerable to the crisis. In this regard, it would be useful to understand the factors that affect career success, specifically that of Malaysian women managers. The present study sought to examine the impact of career aspiration and organizational support on subjective career success, as well the mediating role of self-efficacy in these relationships. The participants comprised 146 Malaysian women managers who had completed an occupational self-efficacy scale, career aspiration scale, as well as perceived organizational support and subjective career success inventory. The results of multiple linear regression indicated that those with high levels of career aspiration and perceived organizational support were positively associated with subjective career success. In this connection, self-efficacy mediated both relationships. The findings provided a better understanding of women managers' perception of career success in the service sector.
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Affiliation(s)
- Siti Raba'ah Hamzah
- Faculty of Educational Studies, Universiti Putra Malaysia, Serdang, Malaysia
| | | | - Norhazlina Mohamad
- Department of Academic Affairs, Universiti Teknologi Mara, Melaka, Malaysia
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Ugwu LE, Enwereuzor IK, Nwankwo BE, Ugwueze S, Ogba FN, Nnadozie EE, Elom CO, Eze A, Ezeh MA. Proactive Personality and Social Support With Pre-retirement Anxiety: Mediating Role of Subjective Career Success. Front Psychol 2021; 12:569065. [PMID: 34276458 PMCID: PMC8283490 DOI: 10.3389/fpsyg.2021.569065] [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: 06/02/2020] [Accepted: 04/20/2021] [Indexed: 11/13/2022] Open
Abstract
The main objective of this paper is to investigate the mediating role of subjective career success (SCS) in the relationship between proactive personality, social support (SS), and pre-retirement anxiety. Using a two-wave longitudinal design, 624 pre-retirees were sampled (M = 56.49 years; SD = 4.56); of these, 237 (37.98%) were males and 387 (62.02%) were females. Measurement model and mediation test were performed using the SmartPLS and IBM SPSS Amos software. The result indicated that proactive personality, SS, and SCS showed negative relationships with the dimensions of pre-retirement anxiety (financial preparedness, social obligation, and social alienation). Subjective career success mediated the relationship between proactive personality and pre-retirement anxiety.
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Affiliation(s)
| | | | | | - Stella Ugwueze
- Psychology Department, Renaissance University Ugbawka, Enugu, Nigeria
| | - Franscisca N Ogba
- Educational Foundation, Alex Ekwueme Federal University Ndufu-Alike Ikwo, Ebonyi, Nigeria
| | | | - Chinyere O Elom
- Educational Foundation, Alex Ekwueme Federal University Ndufu-Alike Ikwo, Ebonyi, Nigeria
| | - Angela Eze
- Art and Humanities Education, Alex Ekwueme Federal University Ndufu-Alike Ikwo, Ebonyi, Nigeria
| | - Michael A Ezeh
- Psychology Department, Enugu State University of Science and Technology, Enugu, Nigeria
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Sönmez B, Gül D, İspir Demir Ö, Emiralioğlu R, Erkmen T, Yıldırım A. Antecedents and Outcomes of Nurses' Subjective Career Success: A Path Analysis. J Nurs Scholarsh 2021; 53:604-614. [PMID: 33829661 DOI: 10.1111/jnu.12660] [Citation(s) in RCA: 15] [Impact Index Per Article: 5.0] [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: 02/07/2021] [Indexed: 11/30/2022]
Abstract
PURPOSE This study aimed to test the hypothesis model showing the relationship between nurses' individual and working characteristics, nursing work environment, subjective career success, job satisfaction, intent to leave, and professional commitment. DESIGN AND METHODS A cross-sectional and correlational design was utilized for the study. The study sample consisted of 604 nurses working in four hospitals in Istanbul, Turkey. Data were collected using the Nurse Information Form, Subjective Career Success Inventory, Practice Work Environment Scale of the Nursing Work Index, Job Satisfaction Global Item, Intent to Leave Subscale, and Professional Commitment Scale. Data were analyzed using descriptive and correlation analysis, and the hypothesis model was tested using structural equation modeling. FINDINGS The hypothesis model that was established to test the antecedents and outcomes of subjective career success in nurses was acceptable and had a good fit. Having a master's degree, work schedule with rotating shifts (negative), good individual income, participation in hospital affairs, staffing and resource adequacy, and nurse-physician relations were significantly associated with the subjective career success of nurses. Subjective career success had a positive effect on job satisfaction and professional commitment and a negative significant effect on intent to leave in nurses. CONCLUSIONS This study revealed that human capital, objective career success, and some characteristics of the nursing work environment were significantly associated with nurses' subjective career success, and that increased subjective career success produced positive professional and organizational outcomes. CLINICAL RELEVANCE The results of this study, which revealed the antecedents and outcomes of nurses' career success, should be taken into consideration by managers who wish to retain a qualified nursing workforce.
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Affiliation(s)
- Betül Sönmez
- Associate Professor, Department of Nursing Management, Istanbul University-Cerrahpaşa, Florence Nightingale Faculty of Nursing, Istanbul, Turkey
| | - Duygu Gül
- Research Assistant, Department of Nursing Management, Istanbul University-Cerrahpaşa, Florence Nightingale Faculty of Nursing, Istanbul, Turkey
| | - Öznur İspir Demir
- Research Assistant, Department of Nursing Management, Burdur Mehmet Akif Ersoy University, Cevat Sayılı Faculty of Health Sciences, Burdur, Turkey
| | - Ramazan Emiralioğlu
- Nurse, Department of General Surgery, Koc University Hospital, Istanbul, Turkey
| | - Tuna Erkmen
- Nurse, Department of Front Segment, Beyoglu Training and Research Eye Hospital, Istanbul, Turkey
| | - Aytolan Yıldırım
- Professor, Istanbul Atlas University, Faculty of Health Sciences, Istanbul, Turkey
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Chen Q, Yang S, Deng J, Lu L, He J. Relationships Among Leaders' and Followers' Work Engagement and Followers' Subjective Career Success: A Multilevel Approach. Front Psychol 2021; 12:634350. [PMID: 33776860 PMCID: PMC7991071 DOI: 10.3389/fpsyg.2021.634350] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [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: 11/27/2020] [Accepted: 01/28/2021] [Indexed: 11/13/2022] Open
Abstract
Using a sample of 52 work teams (52 work team leaders and their 348 followers) in China, we investigated the influence mechanism of leaders' work engagement on their followers' work engagement and subjective career success. A multilevel structural equation model (MSEM) was applied to analyze the survey data. The results of this study indicated that leaders' work engagement positively influenced their followers' subjective career success, and this relationship was mediated by the followers' work engagement. Implications of these findings, limitations, and directions for future research are discussed in the final section of the paper.
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Affiliation(s)
- Qishan Chen
- Key Laboratory of Brain, Cognition and Education Sciences, Ministry of Education, Guangzhou, China.,Guangdong Key Laboratory of Mental Health and Cognitive Science, Center for Studies of Psychological Application, School of Psychology, South China Normal University, Guangzhou, China
| | - Shuting Yang
- Beijing Key Laboratory of Applied Experimental Psychology, Faculty of Psychology, National Demonstration Center for Experimental Psychology Education (Beijing Normal University), Beijing Normal University, Beijing, China
| | - Jiayu Deng
- Key Laboratory of Brain, Cognition and Education Sciences, Ministry of Education, Guangzhou, China.,Guangdong Key Laboratory of Mental Health and Cognitive Science, Center for Studies of Psychological Application, School of Psychology, South China Normal University, Guangzhou, China
| | - Liuying Lu
- Key Laboratory of Brain, Cognition and Education Sciences, Ministry of Education, Guangzhou, China.,Guangdong Key Laboratory of Mental Health and Cognitive Science, Center for Studies of Psychological Application, School of Psychology, South China Normal University, Guangzhou, China
| | - Jingyi He
- Key Laboratory of Brain, Cognition and Education Sciences, Ministry of Education, Guangzhou, China.,Guangdong Key Laboratory of Mental Health and Cognitive Science, Center for Studies of Psychological Application, School of Psychology, South China Normal University, Guangzhou, China
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Baethge A, Rigotti T, Vincent-Hoeper S. How Followers Differing in Career Motivation Gain Career Profits from Transformational Leaders: A Longitudinal Moderated Mediation Model. Front Psychol 2017; 8:1527. [PMID: 28932204 PMCID: PMC5592241 DOI: 10.3389/fpsyg.2017.01527] [Citation(s) in RCA: 2] [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] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/14/2017] [Accepted: 08/22/2017] [Indexed: 11/13/2022] Open
Abstract
Although, transformational leadership is among the most thoroughly examined leadership theories, knowledge regarding its association with followers' career outcomes is still limited. Furthermore, the underlying mechanisms explaining how transformational leaders affect their employees' career success are yet not well-understood. Based on theoretical assumptions about the processes involved in setting the goal of "making a career," we propose an indirect effect of transformational leadership on subjective and objective career success via development opportunities that depends on the level of career motivation of employees. We conducted a longitudinal study with two measurement occasions separated by 13 months with 320 employees of a large IT company. Respondents provided ratings online on their direct supervisor's transformational leadership, their own development opportunities, and career motivation at T1; subjective career success was rated at both time points, whereas objective indicators of career transitions were rated at T2 retrospectively. Using structural equation modeling, we tested the proposed moderated mediation model. The results indicated that transformational leadership increased subordinates' subjective career success via development opportunities. In addition, and contrary to theoretical reasoning, the indirect effect was not significant for employees with high career motivation. Thus, employees high in career motivation appeared not to benefit from the development opportunities offered by transformational leaders. The results are discussed in light of tailored leadership that takes the aspirations, and needs of followers into account.
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Affiliation(s)
- Anja Baethge
- Work, Organizational, and Business Psychology, Department of Psychology, Johannes Gutenberg-University MainzMainz, Germany
| | - Thomas Rigotti
- Work, Organizational, and Business Psychology, Department of Psychology, Johannes Gutenberg-University MainzMainz, Germany
| | - Sylvie Vincent-Hoeper
- Work and Organizational Psychology, Department of Psychology, University of HamburgHamburg, Germany
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Delgado A, Saletti-Cuesta L, López-Fernández LA, Toro-Cárdenas S, Luna del Castillo JDD. Professional Success and Gender in Family Medicine: Design of Scales and Examination of Gender Differences in Subjective and Objective Success Among Family Physicians. Eval Health Prof 2014; 39:87-99. [PMID: 25049366 DOI: 10.1177/0163278714543686] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [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: 11/17/2022]
Abstract
Two components of professional success have been defined: objective career success (OCS) and subjective career success (SCS). Despite the increasing number of women practicing medicine, gender inequalities persist. The objectives of this descriptive, cross-sectional, and multicenter study were (a) to construct and validate OCS and SCS scales, (b) to determine the relationships between OCS and SCS and between each scale and professional/family characteristics, and (c) to compare these associations between male and female family physicians (FPs). The study sample comprised 250 female and 250 male FPs from urban health centers in Andalusia (Spain). Data were gathered over 6 months on gender, age, care load, professional/family variables, and family-work balance, using a self-administered questionnaire. OSC and SCS scales were examined by using exploratory factorial analysis and Cronbach's α, and scores were compared by gender-stratified bivariate and multiple regression analyses. Intraclass correlation coefficients were calculated using a multilevel analysis. The response rate was 73.6%. We identified three OCS factors and two SCS factors. Lower scores were obtained by female versus male FPs in the OCS dimensions, but there were no gender differences in either SCS dimension.
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Affiliation(s)
- Ana Delgado
- Andalusian School of Public Health, Granada, Spain
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