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Biggerstaff, Marilyn A. "Development and Validation of the Social Work Career Influence Questionnaire." Research on Social Work Practice 10, no. 1 (January 1, 2000): 34–54. http://dx.doi.org/10.1177/15527581-00010001-06.
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Objective: This research tested the Social Work Career Influence Questionnaire (SWCIQ) as a measurement tool for assessing career influence variables among master's of social work (MSW) students. Method: A nonprobability sample of 589 students from six MSW programs participated in the cross-sectional survey that included the SWCIQ. Four areas of career influence were identified using factor analytic techniques and item analysis: Personal and Family Experiences, Desire To Be a Therapist, Prestige of the Profession, and the Social Change Mission of the Profession. The four subscales each contain eight items with acceptable alpha levels (.76 to .81). Results: Aspirations for private practice were positively associated with higher scores on the Personal and Family Experiences, Desire To Be a Therapist and Prestige subscales. High scores on the Social Change dimension resulted regardless of the students' career aspirations. Conclusions: Career choice is a multidimensional construct matching personal and social change values regardless of MSW students' projected practice setting.
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Marciniak, Julian, Andreas Hirschi, Claire S. Johnston, and Madeleine Haenggli. "Measuring Career Preparedness Among Adolescents: Development and Validation of the Career Resources Questionnaire—Adolescent Version." Journal of Career Assessment 29, no. 1 (July 31, 2020): 164–80. http://dx.doi.org/10.1177/1069072720943838.
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Adolescents need to develop career preparedness to successfully transition from school to work. Many factors represent career preparedness, which are difficult to measure comprehensively and economically. We used a career resources framework to assess key aspects of career preparedness among in-school adolescents, and adapted and validated the Career Resources Questionnaire. The questionnaire assesses 12 distinct aspects of career preparedness (i.e., occupational expertise, labor market knowledge, soft skills, career involvement, career confidence, career clarity, social support from school, family, and friends, networking, career exploration, and self-exploration). We demonstrate the reliability, factor structure, and validity evidences based on internal structure and relations with other variables of the new measure among two samples ( N1 = 186; N2 = 1,004). In sum, the study indicates that the assessment can be used by researchers and practitioners to reliably and economically assess several key indicators of career preparedness.
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Shrestha, Indira. "Glass Ceiling and Women Career Development in Nepalese Commercial Banks and Women Career Development in Nepalese Commercial Banks." Pravaha 25, no. 1 (October 11, 2020): 59–70. http://dx.doi.org/10.3126/pravaha.v25i1.31935.
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The purpose of this study is to examine the impact of the glass ceiling (GC) on women’s career development (WCD)in Nepalese commercial banks. One hundred and forty-four women branch managers working in different branches were taken as the sample. The study used a survey questionnaire (17 items) derived from women workplace culture questionnaire (WWC) (Bergman and Hallberg,2002) for measuring glass ceiling, used as an independent variable in the study. Additionally, a career satisfaction questionnaire developed by (Greenhaus, Parasuraman, and Wormley1990) was used to measure WCD (dependent variable).The statistical tools like Pearson correlation and regression analysis were applied to find the result of quantitative data. The result revealed that there is an existence of GC in commercial banks in Nepal and the negative relationship between GC and the WCD along with the impact of the corporate climate on the WCD. Some limitations of the study have been found and implications and recommendation for the future researchers are also discussed.
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Marciniak, Julian, Claire Johnston, and Madeleine Haenggli. "Development and Validation of the Career Resources Questionnaire – Adolescent Version." Academy of Management Proceedings 2020, no. 1 (August 2020): 17054. http://dx.doi.org/10.5465/ambpp.2020.17054abstract.
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Ware, Mark E. "Assessing Students' Career Needs at a Small Private University." Teaching of Psychology 13, no. 4 (December 1986): 185–88. http://dx.doi.org/10.1207/s15328023top1304_3.
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The career-relevant characteristics of psychology majors at a small private university, a program of career development, and a student assessment of the program's effectiveness are identified and described. I focus on the results of the students' assessment. A questionnaire was distributed to a random sample of majors. Students rated sources and types of career information. Students gave higher ratings to the value of information about careers and career implementation skills than to information about career aptitudes and interests. Implications include continuing to educate students about the importance of gaining self-knowledge as a part of the career development process and continuing to provide a wide variety of sources and types of career information.
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Froelich, Tatiane Cristine, Manoela Ziebell de Oliveira, and Wagner de Lara Machado. "Network analysis of the variables involved in Career Development." Psico-USF 26, no. 2 (June 2021): 265–77. http://dx.doi.org/10.1590/1413-82712021260206.
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Abstract The aim of the study was to identify the relationships between career commitment and the perception of employability, career adaptability, self-reflection and insight of professionals from the southern region of Brazil. Participants were 535 individuals who answered an online questionnaire with sociodemographic questions and scales from career commitment, employability perception, career adaptability, self-reflection and insight, to evaluate the variables of interest in the study. The data were submitted to descriptive and network analysis. The results show a moderate and positive relationship between the variables studied and highlight the centrality and strength of the variables identity, planning and confidence among the analyzed variables. It is concluded that it is essential to encourage professionals to reflect on professional choices and their responsibility with their careers, based on the promotion of self-knowledge. Also, the role of organizations in the development of People Management practices that promote autonomy and relationships of trust stands out.
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Asabere, Nana Yaw, and Eric Amoako. "Improving Career Decision-Making for High School Students Through a Web-Based Expert System." International Journal of ICT Research in Africa and the Middle East 9, no. 1 (January 2020): 1–23. http://dx.doi.org/10.4018/ijictrame.2020010101.
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Globally, the right and appropriate selection of tertiary programmes by potential students in education corroborates every nation's development progress. In order to explore the effect of career counseling and development in high schools in Ghana with a focus on some selected senior high school (SHS) students, this paper utilized a quantitative (questionnaire) research instrument to corroborate the development a web-based expert system for tertiary programme selection. An analytical summary of questionnaire responses received from the selected SHS students showed that due to limited career assessment processes, SHS students in Accra, Ghana arbitrary select tertiary programmes without realizing how such selections can affect their future careers. In terms of user acceptance testing (UAT), 80% of the selected SHS students (100) found our proposed system to be very useful. Such a system will therefore solve and improve career guidance, counselling, and development problems of SHS students in Ghana.
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Al-Shawabkeh, Khaled Mahmoud. "Career Path Development and its Impact on Organizational Citizenship Behavior in Greater Amman Municipality." International Journal of Business and Management 12, no. 3 (February 21, 2017): 79. http://dx.doi.org/10.5539/ijbm.v12n3p79.
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This study aimed to measure the impact of career path development (career planning and career management) on organizational citizenship behavior in greater Amman municipality. The study population is consisted of (122) managers at middle managerial level in greater Amman municipality. The current study used simple random sample. Based on this, a total of (90) respondents were targeted, from which a total of (85) answered questionnaires were retrieved, of which (3) were invalid. Thus, (82) answered questionnaires were valid for analysis.The questionnaire consisted of (30) items of close ended response type about independent and dependent variables. The study used the statistical analysis SPSS (Statistical Package for Social Sciences); for testing the hypotheses through regression analysis.The results of testing hypotheses have shown that there is There is a statistically significant impact at level (P<= 0.05) of career path development with its dimensions: (career planning and career management) on organizational citizenship behavior (OCB) in Greater Amman Municipality. And illustrated that (65.9%) of the explained variation in organizational citizenship behavior in greater Amman municipality can be accounted for career path development with its dimensions: (career planning and career management). The study recommended that organization should use reward systems that support the organization's career development strategy and enhancing the OCB.
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吴, 真. "The Development of Undergraduate Students’ Optimism Bias in Career Choice Questionnaire." Advances in Psychology 09, no. 12 (2019): 2035–41. http://dx.doi.org/10.12677/ap.2019.912244.
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吴, 真. "The Development of Undergraduate Students’ Optimism Bias in Career Choice Questionnaire." Advances in Psychology 09, no. 12 (2019): 2035–41. http://dx.doi.org/10.12677/ap.2019.912245.
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Sun, Li, and Ning Cheng. "Impacts of Sense of Career Calling and Perceived Career Development Opportunities on Work Engagement: A Case Study of Undergraduate Academic Advisor." International Journal of Business and Management 16, no. 8 (June 26, 2021): 37. http://dx.doi.org/10.5539/ijbm.v16n8p37.
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This article studies the impacts of sense of career calling and perception of career development opportunities on work engagement, taking academic advisors as survey object. An online questionnaire survey was carried out on academic advisors of colleges and universities in Henan Province, China. Purposive sampling is used for the convenience of data collection, and a total of 400 valid questionnaires were received. SPSS statistical software is used to conduct descriptive analysis, independent sample t-test, and regression analysis of sample data. Research results show that academic advisors have a higher sense of career calling, perception of career development opportunities, and work engagement. Married teachers have a higher sense of career calling, perception of career development opportunities, and work engagement. Sense of career calling and perceived career development opportunities have a significant positive impact on work engagement, and career mission has a greater impact on work engagement than perceived career development opportunities. This research can help college administrators and decision makers realize the importance of the psychological needs of academic advisors in improving work engagement.
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Bocciardi, Federica, Andrea Caputo, Chiara Fregonese, Viviana Langher, and Riccardo Sartori. "Career adaptability as a strategic competence for career development." European Journal of Training and Development 41, no. 1 (January 3, 2017): 67–82. http://dx.doi.org/10.1108/ejtd-07-2016-0049.
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Purpose In the current labour market, the competence to adapt is becoming significantly relevant for career development and career success. The construct of career adaptability, i.e. the capability to adapt to changing career-related circumstances and predict advancement in career development, seems to provide a fruitful scientific base for successful career intervention. The purpose of the study is exploratory, with the aim of providing new findings about the key predictors of this meta-competence that are relevant for career development. Design/methodology/approach Through a web-based survey, a convenience sample of 230 working participants completed an online questionnaire, including socio-demographic characteristics (age, gender, education), professional status (role seniority, sector of employment, professional role), professional development-related features (training, new professional assignments, financial incentives) and psychological factors (work self-efficacy, search for work self-efficacy and job satisfaction). Four-step hierarchical multiple regression analyses were conducted to understand which of these factors account for the most career adaptability variance. Findings Results highlight that work self-efficacy, search for work self-efficacy and education play a significant role in predicting career adaptability. Surprisingly, professional development-related features and professional status do not seem to have a relevant influence. Practical implications Training and career-development professionals can improve their understanding of which career-related skills and attitudes can increase one’s capability to cope with sudden changes and instability of the current labour market. Originality/value This study supports previous research, addressing the importance of career adaptability in times of dramatic change. It also provides some insight into the factors that could predict it.
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Cake, Martin, Michelle L. McArthur, Caroline F. Mansfield, Sanaa Zaki, Kira Carbonneau, and Susan M. Matthew. "Challenging identity: development of a measure of veterinary career motivations." Veterinary Record 186, no. 12 (October 19, 2019): 386. http://dx.doi.org/10.1136/vr.105510.
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BackgroundWhile little is known about the motivations underpinning veterinary work, previous literature has suggested that the main influences on veterinary career choice are early/formative exposure to animals or veterinary role models. The aim of this study was to develop and provisionally validate a veterinary career motivations questionnaire to assess the strength of various types of career motivations in graduating and experienced veterinarians.MethodsA cross-sectional sample of experienced veterinarians (n=305) and a smaller cohort of newly graduated veterinarians (n=53) were surveyed online using a long-form questionnaire. Exploratory factor analysis (EFA) was used to iteratively derive a final, short-form questionnaire for survey of a second cross-sectional sample of experienced veterinarians (n=751).ResultsEFA derived a final questionnaire with 22 items loading onto six factors (social purpose, animal orientation, vocational identity, challenge and learning, career affordances, and people orientation). While motivations based on animal orientation were predictably strong, those based on vocational identity were not universal and were weaker in younger and graduate veterinarians; both of these motivations were rated lower by male veterinarians. Motivations based on challenge and learning emerged as some of the strongest, most universal and most influential; people orientation and social purpose were also important, particularly for older veterinarians.ConclusionThe major motivations for pursuing a veterinary career may best be represented as an intrinsic passion for animal care and for learning through solving varied challenges. These motivations are largely intrinsically oriented and autonomously regulated, thus likely to be supportive of work satisfaction and wellbeing.
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Schmitt, Miriam, Sabine Lauer, and Uwe Wilkesmann. "Work Motivation and Career Autonomy as Predictors of Women’s Subjective Career Success in STEM." Acta Paedagogica Vilnensia 46 (September 8, 2021): 73–89. http://dx.doi.org/10.15388/actpaed.2021.46.5.
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The minority status of women in science, technology, engineering and mathematics (STEM) professions makes their successful career development difficult. Due to gender-specific challenges, career dissatisfaction contributes to women dropping out of STEM careers. Therefore, women’s subjective career success (SCS) is important to persist and progress in their STEM careers. This study analyzed the influence of different types of work motivation and the perceived career autonomy on SCS of women. Specifically, 318 women working in STEM professions in Germany completed a quantitative online questionnaire. Using an ordinary least squares regression for variables predicting SCS measured as career satisfaction, we found that an intrinsic work motivation positively affects women’s SCS. The perception of high career autonomy was related positively, and the perception of low career autonomy was related negatively to SCS. Unexpectedly, the findings also revealed the positive influence of income on women’s SCS. The findings show that intrinsic work motivation and high perceived autonomy are promoting factors for SCSs, which could also contribute to their retention in STEM professions.
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Lai, Chih-Pin, Huey-Hong Hsieh, Chia-Ming Chang, and Fu-Te Ni. "The Role of Psychological Capital in Athletic Performance and Career Development of Adolescent Baseball Players in Taiwan." Sustainability 12, no. 18 (September 16, 2020): 7652. http://dx.doi.org/10.3390/su12187652.
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Although many baseball players dream of playing professionally, intense training together with psychological pressure and injuries may increase athletes’ burnout and may lead athletes to quit and pursue alternate careers. Therefore, it is important for athletes to manage their mental toughness on their career paths. Findings from previous psychological capital (PsyCap) studies suggested that PsyCap had a positive influence on stress reduction. Therefore, this study examined PsyCap’s effects on athletes’ performance and career development, particularly under stress. We hope the findings can provide useful suggestions for athletes and coaches. To explore the relationships of PsyCap with athletic performance and career development, a structured questionnaire was distributed to 800 baseball players enrolled in middle and high schools in Taiwan with a valid return rate of 80.9%. Confirmatory factor analysis was used to verify the relationships among PsyCap, performance, and career development. The findings showed that PsyCap had significant influence on both athletic performance and career development of the study subjects. Based on our findings, implications for baseball players and coaches as well as suggestions for future research are discussed.
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Keller, Jack, and Chris Piotrowski. "Career Development Programs in Fortune 500 Firms." Psychological Reports 61, no. 3 (December 1987): 920–22. http://dx.doi.org/10.2466/pr0.1987.61.3.920.
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Career Development Programs (CDPs) are a rather recent area of study in organizational and industrial psychology. The present study investigated the status and evaluation of such programs in Fortune 500 firms. Data were obtained by a questionnaire completed by each firm's human resources director. Of the 500 companies surveyed, only those that had programs in place ( N = 50) were analyzed. The programs were targeted at middle-to-upper level managers and the programs were evaluated as being quite helpful. These programs were usually of short duration (workshops lasting several days) and conducted by professionals from within the organization. The findings were discussed in light of some recent literature in the field.
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Rosa, Jasmin E., Carol K. H. Hon, Bo Xia, and Fiona Lamari. "Challenges, success factors and strategies for women’s career development in the Australian construction industry." Construction Economics and Building 17, no. 3 (September 21, 2017): 27–46. http://dx.doi.org/10.5130/ajceb.v17i3.5520.
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Construction is traditionally a male industry. Women have long had difficulties entering or advancing their career in construction. Evidence shows that a diversified workforce with gender balance will bring about higher levels of productivity. Despite the importance of this issue, there have been limited studies on women’s career development in construction. This study aims to investigate women’s career development in the Australian construction industry, with objectives to evaluate the challenges and success factors of women’s career development in the construction industry and provide strategies for narrowing the gender imbalance. A mixed approach of questionnaire survey and interview were conducted with female practitioners in the construction industry. Forty-three completed questionnaires were received and 10 interviews were conducted. Stress, family-work balance, and negative perception towards women in construction were the top three challenges identified. Dedication, determination, and independence were the top three success factors of women in construction. This study recommends construction employers consider providing personal development programs and flexible working arrangement for their female employees. Significance of this study lies on contributing to understanding women’s career development in construction. Findings will be useful for government and professional institutions to promulgate strategies for advancing women’s career development in construction.
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Mears, Alex, Alicia Etchegoyen, Fiona Stormont, Tim Kendall, Cornelius Katona, and Sarah Pajak. "Female psychiatrists' career development after flexible training." Psychiatric Bulletin 28, no. 6 (June 2004): 201–3. http://dx.doi.org/10.1192/pb.28.6.201.
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Aims and MethodThe project gathered data from a cohort of 300 flexibly trained female consultants in psychiatry in order to understand how their careers had progressed since the completion of their training. A postal questionnaire was used to gather this information.ResultsThese consultants were generally satisfied with their training, and were succeeding in pursuing their careers. Flexible training was developed to enable people with family commitments to train in psychiatry, and this is what it is being used for.Clinical ImplicationsFlexible training is an important avenue for an increasing number of psychiatrists to continue in their profession. With the current shortfall in consultant numbers, flexible training should be maintained and developed, and should be seen as a useful route to a consultant position.
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Sitohang, Nahason. "RELATIONSHIP OF CAREER DEVELOPMENT WITH EMPLOYEE PERFORMANCE IN PT HONDAMOTOR INDONESIA." International Journal of Research -GRANTHAALAYAH 7, no. 9 (September 30, 2019): 268–80. http://dx.doi.org/10.29121/granthaalayah.v7.i9.2019.610.
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This research was conducted at PT Honda Motor Indonesia, with the title: Relationship Career development with employee performance at PT Honda Motor Indonesia. The purpose of this study was to determine the relationship between career development and employee performance at PT. Honda Motor Indonesia. The research method used was an explanatory survey method with a correlational approach where in the process of collecting data a direct observation was conducted on the company in the form of observation and questionnaire distribution. Career development is an employee activity that helps employees in planning their future careers in the company so that the company and the employees concerned can develop themselves to the maximum. Employee Performance is the spirit of work that is the desire and sincerity of someone doing a good job and being disciplined to achieve maximum work performance. The linear regression test is y = 51.82 + 0.656X and the correlation test is 0.458 which means that the effect is quite strong. Test the coefficient of determination of 20.97% and the remaining 79.03% influenced by other factors. The hypothesis test is t arithmetic = 3.573 and t table 0.279 means t arithmetic> from t table then Ho is rejected and Ha is accepted which means there is a strong enough relationship between career development with employee performance.
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Naschberger, Christine, and Krista Finstad-Milion. "How French managers picture their careers: a gendered perspective." Equality, Diversity and Inclusion: An International Journal 36, no. 5 (June 19, 2017): 401–16. http://dx.doi.org/10.1108/edi-10-2016-0082.
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Purpose The purpose of this paper is to investigate how French managers picture their careers, specifically female careers. Design/methodology/approach The sample was composed of 93 women and 5 men attending a professional women’s networking event in France. Participants answered a questionnaire, including images to choose from to best describe how they perceived their own career development. Findings The results indicate that a female career is closely associated with work-life balance by both women and men. Also, women acknowledge three times more than men, the existence of a glass ceiling in their organisation. Women and men choose both traditional and contemporary images of career. Research limitations/implications As the sample was taken from a women’s network event, the male sample size is small. Despite the small sample of men, giving voice to male participants leads to rich insights which challenge gendered and non-gendered career models. Practical implications On an individual level, reflection on one’s career path fosters awareness and ownership of career choices. Further, working with career images enhances discussion and experience sharing about personal career choices, and offers opportunities to organisations concerned with developing female talent. Originality/value The study contributes to the career literature by providing insights into how female and male managers perceive female careers. The study’s originality lies in the methodology, based on using images of careers to better understand how managers picture their own careers.
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Connolly, Mark R., You-Geon Lee, and Julia N. Savoy. "The Effects of Doctoral Teaching Development on Early-Career STEM Scholars’ College Teaching Self-efficacy." CBE—Life Sciences Education 17, no. 1 (March 2018): ar14. http://dx.doi.org/10.1187/cbe.17-02-0039.
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To help prepare future faculty in science, technology, engineering, and mathematics (STEM) to teach undergraduates, more research universities are offering teaching development (TD) programs to doctoral students who aspire to academic careers. Using social cognitive career theory, we examine the effects of TD programs on early-career STEM scholars’ sense of self-efficacy as postsecondary teachers. In 2011, a survey questionnaire was administered to 2156 people who in 2009 were doctoral students in STEM departments at three U.S. research universities; 1445 responded (67%). Regression analysis revealed positive relationships between TD participation and participants’ college teaching self-efficacy and positive interaction effects for women. These findings may be used to improve the quality and quantity of TD offerings and help them gain wider acceptance.
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Kumar, Mahendar, Salman Bashir Memon, and Imdad Jukhio. "Does Social Capital Matters in Career Development?" Journal of Management Info 6, no. 2 (June 30, 2019): 12–18. http://dx.doi.org/10.31580/jmi.v6i2.847.
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The research was conducted in order to understand the social capital phenomenon in terms of family, friends and community organization networking and how it has an impact on the career development of young business graduates in Karachi. The theories of Bourdieu, Coleman and Putnam were analyzed in order to grasp the field of social capital. The data was collected through a questionnaire from three universities (i.e. SZABIST, SMI, and IQRA) and total numbers of 114 respondents were added in the research. It was found through this study that respondents give more value to networking within the community organization and little less value to family and friends networking. The weaker relationship was observed between family networking and career development of young business graduates and the slightly better correlation was found between friends networking and career development of young business graduates. However, the moderate relationship manifested between community organization/s networking and career development of young business graduates in Karachi, Pakistan.
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Undiyaundeye, Florence A., and Julius A. Basake. "Mentoring and Career Development of Academics in Colleges of Education in Cross River State Nigeria." European Journal of Multidisciplinary Studies 4, no. 4 (January 21, 2017): 98. http://dx.doi.org/10.26417/ejms.v4i4.p98-104.
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Currently the reasons for mentoring in our career is on the increase as the operational environment is embedded with risk , change ,staff competition, unethical career practices , high uncertainty, unfavourable government policy implementation and ignorance of the role of mentors being in control of the weak site. It is grossly required for good mentoring to be in our educational system of rewards and promotion. The study therefore investigates mentoring and career development of academia in colleges of education in Cross River state, Nigeria. A descriptive survey research design was adopted for the study. The population for the study comprised all the 1075 Chief lecturers and young lecturers ’while multi choice sampling technique was used to sample 570 respondents. One research question and two research hypotheses guided the study. The researcher developed questionnaires tagged ‘Mentoring and Career Development for Academia Questionnaire’ (MCDAQ). Questionnaire containing 12 items was the instrument for data collection, which was validated by three experts from the University of Calabar, Calabar with total reliability coefficients of 0.82. Mean ratings and standard deviation were used in answering the research questions. While T test was used in testing the hypothesis. The major findings of the study revealed that mentoring is in practices in collages of education in Cross River state, Nigeria. That there is mentoring relationships among academic staff. The study also revealed that female face more challenges in course mentoring than the male academic
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Gill, Angela, and Juanita Muller. "Role Strain and Psychological Distress in Late Career Mothers." Australian Journal of Career Development 7, no. 2 (November 1998): 27–33. http://dx.doi.org/10.1177/103841629800700208.
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Balancing a career and family is difficult for mothers of young children. The cumulative demands of multiple roles can result in role strain (i.e. role overload, interference from work to family, and interference from family to work) and psychological distress as measured by the General Health Questionnaire-12 (GHQ-12). One strategy used by women to overcome such difficulties is to delay having children until their careers are established. Recent Australian Bureau of Statistics (ABS; 1997) reflect this trend. Research by Higgins, Duxbury and Lee (1994) has suggested, contrary to previously held views, that late career women who are at peak visibility in their work roles, and who are also having children at this time, are at greater risk of role strain and psychological distress than early career mothers. The aim of this study is to examine work to family interference, family to work interference, role overload and psychological distress in early and late career mothers with pre-school aged children. Early and late career stages are defined using Levinson's (1986) model of adult development. Participants were 75 women with children aged 6 years and younger, sampled from 12 local day care centres, who completed a brief questionnaire examining role strain, psychological distress and career stage. The findings reported in this study found that late career mothers experience greater role strain and psychological distress than early career mothers.
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Egbuta, Olive U. "Leadership Succession Practices And Employees’ Career Development In The Nigerian National Petroleum Corporation." Journal of WEI Business and Economics 8, no. 1 (January 28, 2019): 1–19. http://dx.doi.org/10.36739/jweibe.2019.v8.i1.16.
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The inability of organizations to have a well-articulated Leadership Succession plan and culture has led to disruptions in operations and leadership transition crisis. Limited literature is available on the relationship between leadership succession planning and employees career development in NNPC raising debate whether the link is tenable with the corporation. In the NNPC, there is no deliberate and structured plan for leadership succession. So, this study examined the effect of leadership succession planning on employees’ career development in NNPC. The Social Cognitive Career Theory and Common-Sense Theory were used to support this research. The study adopted descriptive survey research design. The population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years and sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured questionnaire with a six-point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. The data obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. The results revealed that there is lack of leadership succession planning and practices in NNPC. The also revealed that there is no established career path for every employee and professional groups in NNPC. The study concludes that Leadership Succession practice have no significant effect on Employee Career Development in NNPC. The study recommends that Federal Government should empower the NNPC to put in place proper Leadership Succession planning especially in HR itself. This can be achieved when the corporation embeds a formal employee career development policy and procedure. Also, NNPC should continuously be strategizing and moving with the global trend in HR practices and to learn about future possibilities. The NNPC management and staff should align themselves with strategies to survive in the changing global business reality
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Aurangzeb, Wajeeha, Azhar Mehmood, and Sumaira Khan. "Gendered Perceptions’ regarding Career Guidance Needs at Higher Education Level." International Journal of Innovation in Teaching and Learning (IJITL) 6, no. 2 (January 22, 2021): 48–62. http://dx.doi.org/10.35993/ijitl.v6i2.810.
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Career guidance had been a strong variable for consideration in democratic societies at global level. Individual autonomy and choice making is imperative for indulging in better market economy. Career guidance programs, if introduced at university level are very helpful for students in overcoming hesitation in career choices and selecting desirable study paths. The study compared career guidance needs among students at higher education level in Pakistan with reference to gender. Mix method design was adopted to extract data from graduating students enrolled in Management Sciences through questionnaire and semi structured interviews (male=100, female=100). Findings illuminated that male students (μ=4.1) have a clear idea about career guidance through internship programs whereas female students (μ=3.1) differed in their views about it. Male students suggested that career planning strategies, if implemented in their course may help designing lifelong careers whereas female students’ focus was towards development of effective career skills only. It is suggested that career guidance is on the brink of coming a national reality at all of the educational levels, so it may be included as a vital part in curriculum. Furthermore, as female students in our society are given less projection so they may be provided with more chances of exposure towards their future careers.
Keywords: Perceptions, career guidance, career skills, career planning
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Jong-Ryul Oh, Eun-Woo Kim2, and Jung-Ok Jang. "A Study on the Effect of Individual Career Development Activity on the Career Satisfaction." Restaurant Business 118, no. 8 (August 22, 2019): 410–19. http://dx.doi.org/10.26643/rb.v118i8.7720.
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This study is to suggest implications for individual career development activities.The questionnaire was distributed and collected among 305 people who have had more than one career development activity. The collected data verified the adequacy of the structural equation modeling and its cause-and-effect relationship to each concept.Social networks, hobbies, and acquiring the certificates do not show any significant relationship to career development, but achievement has a significant effect on it. It was found that two jobs have a significant effect on both career development and sense of achievement. It said that career development and sense of achievement have a significant effect on career satisfaction. Since career development and sense of achievement both effect career satisfaction while social networks, hobbies, and acquiring the certificates have a significant impact only on sense of achievement, the main implication of this study is that, by linking the above variables to career development, it is necessary to strengthen the compensation system and support measures that can induce career development in order to improve career satisfaction ultimately. It gives directions to those who want to develop activities..
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Maree, Jacobus G., and Jaqui Sommerville. "Development of a Post-Modern Career Interest Questionnaire for South-African School Settings." Journal of Psychology in Africa 18, no. 1 (January 2008): 125–32. http://dx.doi.org/10.1080/14330237.2008.10820179.
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Pradnyana, I. Made Dwika, and I. Gusti Made Suwandana. "PENGARUH KOMPENSASI, BUDAYA ORGANISASI, PENGEMBANGAN KARIR DAN KEPUASAN KERJA TERHADAP PRESTASI KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 9 (September 3, 2019): 5462. http://dx.doi.org/10.24843/ejmunud.2019.v08.i09.p06.
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Jhony Legian Hotel as a research location with 58 respondents selected as samples using saturated sample selection techniques. Data collection is done through interviews and questionnaires. The results of this study have implications for the hotel jhony regarding the importance of compensation, organizational culture, career development and job satisfaction can improve the work performance of Jhony Legian Hotel employees. Regarding the limitations of the study between other factors that affect the work performance of researchers in this study only consisted of compensation, organizational culture, career development and job satisfaction, while other factors that affect employee performance. There is a second limitation because this study uses a questionnaire, the answers given by respondents do not determine the truth.
Keywords: compensation, organizational culture, career development and job satisfaction
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Stewart, Heather, Deborah Wisby, and Hazel Roddam. "Physiotherapists’ reported attitudes to and perceived influences on their continuing professional development: results of an online questionnaire." International Journal of Therapy and Rehabilitation 27, no. 4 (April 2, 2020): 1–13. http://dx.doi.org/10.12968/ijtr.2018.0114.
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Background/aims Intrinsic and extrinsic factors influence physiotherapists’ participation in continuing professional development. A number of benefits of and barriers to participation in continuing professional development are identified in the literature, but relatively little is known about factors that influence attitudes towards continued learning. The aim of this study was to identify factors influencing UK physiotherapists’ attitudes towards continuing professional development, with a focus on career point and type of employment, in the context of motivational theories. Methods An online questionnaire consisting of Likert-style questions was used to collect data from UK physiotherapists. Nominal and ordinal data were analysed to determine differences between subgroups within the dataset. Results A total of 205 physiotherapists completed the online questionnaire. Physiotherapists were generally internally motivated towards continuing professional development, but attitudes were influenced by career point and whether physiotherapists worked in the NHS or in the private sector. External factors appeared to have a negative effect on motivation towards continuing professional development. Conclusion: Differences in attitudes at different points on the career path suggest that organisational structure may impede lifelong learning at some stages in career progression, while differences between those working privately and for the NHS may potentially reflect organisational differences between these types of employment.
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Shan, Sidra. "Thriving at Workplace: Contributing to Self-development, Career Development, and Better Performance in Information Organizations." Pakistan Journal of Information Management and Libraries 17 (December 1, 2016): 109–19. http://dx.doi.org/10.47657/201617898.
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The purpose of this study is to empirically examine the relationship of thriving with self-development, career development initiatives and individual performance in the setting of information industry. The research is empirical in nature. Data has been collected through questionnaire from the librarians working at middle and top level positions in the academic and research libraries of Islamabad, Lahore, Peshawar and Karachi. A questionnaire was distributed through email and in person. SPSS (version 20) is used for descriptive, correlation and regression analysis. The findings revealed that workplace, having elements of zest and learning, can predict self-development, enhanced performance and career growth. The highest correlation was found between thriving and individual performance. The empirical result depicted that mostly information professionals working in libraries have their own personal career goals and they are continuously making efforts to extend their skills needed for future career growth. The study contributes to a better understanding of thriving at workplace by relating it to both theoretically and empirically important organizational and personal outcomes. Practically, the study will help leadership to pay more attention towards adding vitality and learning experience at workplace, evaluating the inter organizational skills inventory, devising stimulating training programs and making suitable adjustments for utilizing existing and extended competencies. Thriving has been considered a most recent concept in the positive organizational research and behavior movements. There are few studies discussing the conceptual ground of thriving at work place but very few empirical researches could be found in this context. Current study will be an addition to the scholarship of management, organizational behavior and information management by discussing thriving at work place and predicting its outcome among information professionals of Pakistan
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Akyol, Elvan Y., and Feride Bacanlı. "Building a solution-focused career counselling strategy for career indecision." Australian Journal of Career Development 28, no. 1 (February 19, 2019): 73–79. http://dx.doi.org/10.1177/1038416218779623.
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The literature contains quite a few theoretical and case study articles with respect to the development and use of solution-focused brief therapy. However, very few of these studies focus on the effects of using solution-focused therapy principles and techniques in career counselling. This study is aimed to examine the effect of a five-session solution-focused brief career counselling on reducing a university student’s career indecision. A university student who had a career indecision problem participated in the research. The career counselling process was assessed by using pre- to post-test result changes of the counselee. In order to measure the career indecision level of the counselee, Career Decision-Making Difficulties Questionnaire was used. The Career Decision-Making Difficulties Questionnaire was administrated before the beginning of the first session and after the termination session as a pre- and post-test. At the end of the five-session solution-focused brief career counselling process, the results demonstrated that the client’s career decision-making difficulty level was reduced. The findings of the study were discussed based on the results of the research in the relevant literature.
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Oh, Jong-Ryul, Eun-Woo Kim, and Jung-Ok Jang. "A Study on the Effect of Individual Career Development Activity on the Career Satisfaction." Restaurant Business 118, no. 3 (March 19, 2019): 22–28. http://dx.doi.org/10.26643/rb.v118i3.7195.
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This study is to suggest implications for individual career development activities. The questionnaire was distributed and collected among 305 people who have had more than one career development activity. The collected data verified the adequacy of the structural equation modeling and its cause-and-effect relationship to each concept. Social networks, hobbies, and acquiring the certificates do not show any significant relationship to career development, but achievement has a significant effect on it. It was found that two jobs have a significant effect on both career development and sense of achievement. It said that career development and sense of achievement have a significant effect on career satisfaction. Since career development and sense of achievement both effect career satisfaction while social networks, hobbies, and acquiring the certificates have a significant impact only on sense of achievement, the main implication of this study is that, by linking the above variables to career development, it is necessary to strengthen the compensation system and support measures that can induce career development in order to improve career satisfaction ultimately. It gives directions to those who want to develop activities.
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Caesarani, Fianirazha Primesa, Febby Astria, Rizma Adlia Syakurah, Bertha Aulia, and Reynold Siburian. "MODELING OF CAREER CHOICE BEHAVIORS IN INDONESIAN DENTISTRY STUDENTS." B-Dent: Jurnal Kedokteran Gigi Universitas Baiturrahmah 7, no. 2 (February 8, 2021): 114–22. http://dx.doi.org/10.33854/jbd.v7i2.518.
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The increasing number of dentists shows that this profession is one of the most popular career choices in Indonesia. The type of dentist professional development varies so that career planning is an important thing that has a big influence on one's future. The social-cognitive career theory (SCCT) perspective explains that there is a relationship between career self-efficacy, career outcome expectation, career intention and career exploration in the career selection process. By using SCCT, this study aimed to determine the career exploration-related behavior relationship, which consists of career self-efficacy, career outcome expectations, career intention and career exploration, in the career determination for dentistry students in Indonesia. This research is an observational analytic study of 505 samples of undergraduate and profession students of dentistry who have filled out an online questionnaire from March to June 2019. An online questionnaire consisting of a Career Decision Making Self-Efficacy-Short Form (CDMSE-SF), Career Decision Outcome Expectation (CDMOE), Career Exploration Planning or Intention Questionnaire (CEPI), Career Exploration Survey-Revised (CES-R), which has translated and validated. All models are analyzed using the maximum possible estimation of the AMOS application. This research showed that there was a significant relationship between having a career plan and father's job. This study concluded that self efficacy, outcome expectation, and career intention influence the career exploration of dentistry students significantly both directly and indirectly.
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Korolov, D. K. "DEVELOPMENT OF THE GIFTED STUDENTS’ PERSONAL VALUES QUESTIONNAIRE." Ukrainian Psychological Journal, no. 2 (12) (2019): 98–108. http://dx.doi.org/10.17721/upj.2019.2(12).7.
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The purpose of the presented research is the development of a questionnaire for gifted individuals’ values assessment. This instrument is needed because the general personal values questionnaire has a very broad focus and cannot assess specific personal preferences of gifted individuals. Probably, those preferences are internally connected with the nature of giftedness. The instrument is based on previously conducted in-depth structured interviews with students and successful professionals on their personal lifestyle and values. The highlighted personal values types, their features create a basis for the questionnaire item development. The first questionnaire version was tested on a sample of 137 students. The instrument’s construct validity is confirmed by results of factor analysis, which provided a meaningful and bright structure of seven orthogonal factors. They describe the following specific value patterns: intensive emotional experience; productive creative activity; social recognition; comfortable living conditions; career achievements; value uncertainty; subjective comfort. These results created the basis for relevant scales development. Those scales show enough internal consistency, the alpha coefficient is in the range from 0.69 to 0.80. Also scales item discriminativeness is upper 0.20 that corresponds to the psychometric requirements. The future researches will focus on item difficulty analysis, detailed studies of retest reliability and validity, test norm development.
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Lavallee, David, Sandy Gordon, and Robert Grove. "A Profile of Career Beliefs among Retired Australian Athletes." Australian Journal of Career Development 5, no. 2 (July 1996): 39–42. http://dx.doi.org/10.1177/103841629600500211.
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Forty-eight former Australian athletes responded to a questionnaire regarding their retirement from sport. Current career beliefs, as well as perceptions of life skills learned in sport that are transferable to post-athletic career occupations, were assessed with an Australian-integrated version of the Career Beliefs Inventory (CBI). Examination of CBI responses revealed several areas of career development that have particular relevance to elite athletes in Australia. Further analyses also demonstrated that the type of sport athletes participate in can have a significant impact on career development. Findings are discussed, including implications for professional practitioners. Future research directions in the area of career development in sport are elaborated.
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Oyebanji, Bukola, and Kolawole Aliyu. "DETERMINANTS OF CAREER CHOICE AMONG FEMALE UNDERGRADUATES IN OBAFEMI AWOLOWO UNIVERSITY, NIGERIA." International Journal of New Economics and Social Sciences 12, no. 2 (December 31, 2020): 33–44. http://dx.doi.org/10.5604/01.3001.0014.6880.
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Why females choose a career path is a stimulating question among social educators. Consequently, this study investigated the role of some intrinsic, extrinsic, and interpersonal variables in shaping the choice of career of female undergraduates. An Online Career Choice Survey questionnaire was administered to 1440 first to fifth-year female undergraduates randomly selected from Obafemi Awolowo University. Data obtained were subjected to ordinal logistic regression and descriptive analysis. Two intrinsic factors; prestige and personal interest were found to play a huge role in the choice of career. Among extrinsic factors, females were more likely to choose a career path that offers career advancement through training. Gender stereotypes and societal expectations as pro-jected by the media was a key interpersonal factor that could shape present-day career paths for young women. Taken together, these results bring forth the need for stakeholders in the educational system (teachers, counselors, principals) to provide career and professional development opportu-nities periodically to enable female students to make informed career decisions. Finally, given the huge influence of media in shaping future aspirations, there is a dire need for the media to portray women in traditionally male-dominated careers.
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Diakiv, Olha, Viktor Ostroverhov, and Halyna Yuryk. "INNOVATIVE TECHNOLOGIES IN PERSONNEL DEVELOPMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 24 (2019): 108–15. http://dx.doi.org/10.35774/rarrpsu2019.24.108.
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The aim of the article is to substantiate the innovative approaches in the work of nurses, because their competence ensures availability and quality of medical and preventive care to the population. The subject is defined as the stages of development of nursing personnel, including education, career growth, and employee motivation. In order to achieve the set aim and to solve the chosen tasks, modern research methods have been used. They include scientific abstraction (in the study of the categories of “core competencies”, “competence”); systematic approach (to substantiate the principles influencing the professional development of the worker), sociological survey (questionnaire) (to determine the methods of motivating nursing personnel), etc. The provisions and conclusions of the work are presented as a system of measures aimed at improving the competence, capacity building and utilization of the intellectual capital of health institutions. It is revealed that the core professional competencies of nursing staff are the basis of employee development in the organization, and they help determine the level of professional competence of nurses, their practical skills. Innovative technologies for the development of nursing staff are disclosed, including: building core competencies, individual development plan, performance appraisal, career planning, training and staff development, employee motivation. It is established that the employee clearly defines his needs, goals, expectations in the individual development plan to know how to develop in the future and properly plan the steps and necessary measures to achieve the goals. Performance appraisal allows the assessor to determine the professional competence of the nurse. When planning nursing careers, it is necessary to take into account the specifics of the healthcare sector, the constant increase of requirements for the quality of medical services, the introduction of new medical technologies, etc. Motivation behind the career choice is often founded upon the principles of charity, assistance, care, compassion, and being altruistic.
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Fernsten, Jeffrey A., Linda L. Lowry, Linda K. Enghagen, and David D. Hott. "Female Managers: Perspectives on Sexual Harassment and Career Development." Hospitality Education and Research Journal 12, no. 2 (February 1988): 185–96. http://dx.doi.org/10.1177/109634808801200219.
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Seventy-eight female managers in the tourism industry were administered a questionnaire containing selected scales of the Personality Research Form (PRF) as well as questions concerning their perceptions of sexual harassment on the job. Our purpose was to investigate the validity of the managerial stereotype while assessing perceptions of harassment in order to aid management in understanding the issue. Results suggest that the managerial stereotype of an achievement-oriented, aggressive, and dominant personality may be changing. Implications for management are discussed. In addition, respondents indicated that sexual harassment is a problem in the tourism industry. Implications for management policy are assessed with a framework for strategically addressing the harassment issue presented.
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Niati, Dewi Rama, Zulkifli Musannip Efendi Siregar, and Yudi Prayoga. "The Effect of Training on Work Performance and Career Development: The Role of Motivation as Intervening Variable." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 4, no. 2 (May 8, 2021): 2385–93. http://dx.doi.org/10.33258/birci.v4i2.1940.
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This study aims to determine the effect of training on work performance and career development by mediating work motivation. Respondents in this study were employees of PT. Asam Jawa in South Labuhanbatu Regency, amounting to 135 employees. Collecting data in this study using a questionnaire. The process of distributing questionnaires was carried out via online (Google form). The collected data is processed using path analysis using Amos Software Version 23. The results showed that training and motivation can improve job performance. Training, motivation, and job performance can improve career development of employees at work. It is recommended to improve training program, motivation and work performance of employess. For further research, we suggest to increase the population and variables in order to get better results.
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Sakkaravarthi, K., and S. Thanuskodi. "Impact of Academic Libraries on Career Development of MBA Students with Special Reference to Tiruchirappalli District, Tamil Nadu, India." Asian Journal of Information Science and Technology 9, no. 1 (February 5, 2019): 19–24. http://dx.doi.org/10.51983/ajist-2019.9.1.2613.
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This paper focuses on the Impact of Libraries on career development of MBA students in Trichy colleges. The paper examines the results from a questionnaire-based survey conducted in Trichy colleges. The study clearly reveals the importance of career information for academic development and growth of the MBA students, the appropriate library resources and services for the MBA student’s career development, the level of satisfaction of the MBA students with respect to the library and its activities towards career development and it also highlights the need for user career development programme for the management students. The results of this study will be useful for management students not only in Trichy but also to the management students in the state and the country.
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Fitrianingrum, Nurul. "MODEL PENGEMBANGAN KARIR DOSEN WANITA BERPERAN GANDA." Jurnal Ekonomi dan Bisnis 18, no. 1 (January 19, 2017): 87. http://dx.doi.org/10.30659/ekobis.18.1.87-95.
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The purpose of this study is to describe and analyze the effect on work motivation, familyand social support dual role conflict to career development. Data were obtained from femalelecturers Unissula Semarang using a questionnaire by 67 respondents. The sampling techniqueusing non-random sampling method. Data analysis method used is multiple linear regression.The results of this study indicate that work motivation variable significant effect on careerdevelopment, family support significant effect on career development, while the dual role conflictno significant effect on career development. Work motivation no significant effect on the conflictof roles, family support does not significantly influence conflict dual role. However, motivationand family support direct effect on career development.Keywords: Motivation Work, Social Support Family, Dual Role Conflict, and Career Development.
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Elmagd, Nahed Shawkat Abo, and Ebtsam Ahmed Mohamed. "FACTORS AFFECTING NURSES' CAREER DEVELOPMENT AND ITS RELATION TO TURNOVER INTENTION." American Journal of Health, Medicine and Nursing Practice 5, no. 1 (June 17, 2020): 25–42. http://dx.doi.org/10.47672/ajhmn.510.
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Purpose: The aim of the study was to identify factors affecting nurses' career development and its relation to turnover intention.Methodology: Correlation comparative research design was done to fulfill the aim of this study. The study was conducted at Assiut university Hospitals and Minia university Hospitals. A representative sample 50% from staff nurses at Assiut university Hospitals and Minia university Hospitals (n=938). Two tools was used for collecting data for this study, career Development Questionnaire and Modified Anticipated Turnover Scale (ATS).Results: Affirmed that the majority of staff nurses at the Assiut university hospitals had the highest percentage regarding factors affecting career development, and had the lowest percentage regarding turnover intention than the staff nurses at Minia university hospital.Conclusion: There were negative correlations between factors affecting nurses' career development and turnover intention among Assiut staff nurses. While, there were positive correlations between factors affecting nurses' career development and turnover intention among Minia staff nurse.Recommendation: Administrative authority should provide support and resources, in-services training programs; opportunities to upgrade career development; and develop effective strategies to improve the staff nurses satisfaction and reduce their intention to leave.
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Elmagd, Nahed Shawkat Abo, and Ebtsam Ahmed Mohamed. "FACTORS AFFECTING NURSES' CAREER DEVELOPMENT AND ITS RELATION TO TURNOVER INTENTION." American Journal of Health, Medicine and Nursing Practice 5, no. 1 (June 17, 2020): 25–42. http://dx.doi.org/10.47672/ajhmn.510.
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Purpose: The aim of the study was to identify factors affecting nurses' career development and its relation to turnover intention.Methodology: Correlation comparative research design was done to fulfill the aim of this study. The study was conducted at Assiut university Hospitals and Minia university Hospitals. A representative sample 50% from staff nurses at Assiut university Hospitals and Minia university Hospitals (n=938). Two tools was used for collecting data for this study, career Development Questionnaire and Modified Anticipated Turnover Scale (ATS).Results: Affirmed that the majority of staff nurses at the Assiut university hospitals had the highest percentage regarding factors affecting career development, and had the lowest percentage regarding turnover intention than the staff nurses at Minia university hospital.Conclusion: There were negative correlations between factors affecting nurses' career development and turnover intention among Assiut staff nurses. While, there were positive correlations between factors affecting nurses' career development and turnover intention among Minia staff nurse.Recommendation: Administrative authority should provide support and resources, in-services training programs; opportunities to upgrade career development; and develop effective strategies to improve the staff nurses satisfaction and reduce their intention to leave.
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Purnawati, Putu, Anak Agung Dwi Widyani, and Ni Putu Risma Devy. "Komitmen Organisasi sebagai Mediasi Pengaruh Pengembangan Karir terhadap Kinerja." Widya Manajemen 3, no. 1 (February 28, 2021): 57–69. http://dx.doi.org/10.32795/widyamanajemen.v3i1.1168.
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An achievement that is achieved by a person in carrying out his duties based on ability, experience, and seriousness, and time. So that CV. Bali Villa Construction can continue to exist in competition, so the company must have quality human resources. The purpose of this study was to determine the effect of career and organizational commitment on employee performance, the effect of career development on commitment, and organizational commitment as mediation for career development on employee performance. The number of samples used was 45 people using the census method. Data collection using a questionnaire. The data analysis technique used SEM-PLS. The results showed that career development and organizational commitment have a positive effect on employee performance. Career development has a positive effect on employee performance. Organizational commitment can mediate the influence of career on employee performance.
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Nursyafiah Bt Mohammad, Amira, Irza Hanie Abu Samah, Saraih ., Ummi Naiemah, Intan Maizura Abd Rashid, Sayang Nurshahrizleen, Haslina Hassan Basri, and Mohd Fitri Mansor. "Job Satisfaction, Training & Development and Work Environment on Career Adaptability Among Fresh Graduates In Malaysia." International Journal of Engineering & Technology 7, no. 2.29 (May 22, 2018): 417. http://dx.doi.org/10.14419/ijet.v7i2.29.13665.
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In Malaysia, there is a profusion evidence of high graduates’ unemployment since many graduates are found lacking of what are needed to acquire and to maintain their jobs. This study explored career adaptability would have influence on intention to leave the organization and their career. Data collected in a standardized manner through simple random sampling via survey questionnaire. 247 sets of answer questionnaire were collected back from the respondents where they were have working experiences for at least one year. This research applied a quantitative method. Using SPSS, Pearson correlation and regression were used to determine the factors that most influence on career adaptability. Finding in this study reveals that there is moderate relationship between independent variables and dependent variable whereby correlation between job satisfaction and career adaptability the result is (r-value= 0.212, p<0.01). Second correlation is the relationship between training and development, the result show that r-value= 0.293 (p <0.01). finally, for correlation between working environment and career adaptability which is r-value = 0.222 (p <0.01). Gaining this information, organization can have used them to monitor the turnover rate in the company especially among younger generation. It is well known that graduates being hired is the best one, and also it becomes a challenge for organization to retain best employees.
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Azizi, Putri, Ai Elis Karlinda, and Mardhatila Fitri Sopali. "Pengaruh budaya organisasi, pengembangan karir dan self efficacy terhadap kinerja karyawan pada PT. Pos Padang." Journal of Information System, Applied, Management, Accounting and Research 5, no. 3 (August 10, 2021): 539. http://dx.doi.org/10.52362/jisamar.v5i3.473.
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This study aims to determine how much influence Organizational Culture, Career Development, and Self Efficacy have on Employee Performance. The analytical method used is correlation analysis and multiple regression. The method of data collection in this study is to use a questionnaire filled out by respondents, namely employees of PT. Padang Post. From the results of multiple regression analysis, it shows that: (a) organizational culture has a partially significant effect on employee performance, (b) career development has a partially significant effect on employee performance, (c) self-efficacy has a partially significant effect on employee performance development, (d) ) organizational culture, career development and self-efficacy together on career development, (e) the contribution of organizational culture, career development, and self-efficacy variables together on employee performance is 71.4% while the remaining 28.6 % influenced by other variables not examined in this study.
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Agboola, Oluyemisi, Muideen Olawale Aremu, Benneth Uchenna Eze, and Nurudeen Opeyem Wahab. "Effect of Training and Career Development on Bank Employees’ Performance: Evidence from Selected Banks in Nigeria." EMAJ: Emerging Markets Journal 10, no. 2 (April 27, 2021): 56–62. http://dx.doi.org/10.5195/emaj.2020.204.
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This study examines the effect of training and career development on banks employees’ performance, using survey research design, through the administration of structured questionnaire on some employees of some selected banks at Ijebu Ode, Ogun State, Nigeria. The findings reveal that, all the variables have positive individual significant effect on employees’ performance. The individual significance career development has the highest effect on Nigerian banks employees’ performance with t-stat = 6.256 *0.000. To further certify this, the multiple linear regression was used to test the combined effect of training and career development on employees’ performance to which only career development has positive and significant effect on employees’ performance (t-stat = 6.359 *0.000), where training has positive but insignificant effect (t-stat = 1.556 * 0.123). The adjusted R2 (0.398) indicated that, 39.8% variation in employees’ performance is accounted for by training and career development. The findings revealed that, an improvement in training and career development tends to enhance banks employees’ performance. It can therefore be concluded that, training and career development are important determinants of banks employees’ performance. Therefore, it is recommended that banks should enhance their training and career development activities towards the enhancement of their employees’ performance.
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Karlinda, Ai Elis, Putri Azizi, and Mardhatila Fitri Sopali. "THE EFFECT OF WORK EXPERIENCE, WORK ACHIEVEMENT, EDUCATION AND TRAINING ON CAREER DEVELOPMENT IN PT. PLN (PERSERO) KOTA PADANG RAYON KURANJI." Journal of Information System, Applied, Management, Accounting and Research 5, no. 2 (May 20, 2021): 523. http://dx.doi.org/10.52362/jisamar.v5i2.434.
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This study aims to determine how much influence the work experience, work performance, education and training have on the career development of employees at PT PLN (Persero) Rayon Kuranji, Padang City. The analytical method used is correlation analysis and multiple regression. The data collection method in this study is to use a questionnaire filled out by respondents, namely employees at PT PLN (Persero) Rayon Kuranji, Padang City. From the results of multiple regression analysis, it shows that: (a) work experience has a partially significant effect on career development, (b) work performance has a partially significant effect on career development, (c) education has a partially significant effect on career development, (d) training does not have a partially significant effect on career development, (e) work experience, work performance, education and training have a significant effect on career development together, (e) the contribution of variable work experience, work performance, education and training together The career development is 52.5%, while the remaining 47.5% is influenced by other variables not examined in this study.
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Sofyan, Sofyan, Surati Surati, and Hermanto Hermanto. "Effect of Competence, Career Development and Compensation on Organizational Commitments (Case Study on Samsat on Lombok Island)." International Journal of Multicultural and Multireligious Understanding 8, no. 2 (February 6, 2021): 231. http://dx.doi.org/10.18415/ijmmu.v8i2.2340.
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The purpose of this study was to determine the effect of competence, career development and compensation on organizational commitment at the Samsat office on the island of Lombok. This research is a causal associative research. The study population was all 199 employees in Samsat on the island of Lombok. The research sample was 133 respondents. From the number of samples, the number of each sample in each section was determined by stratified random sampling. The main technique used for data collection is to use a questionnaire technique (questionnaire). To determine the magnitude of the influence of the independent variables on the dependent variable, multiple linear analysis was carried out. The t test is used to test the influence of the independent variables, namely job satisfaction, career development and compensation to the dependent variable, namely organizational commitment. Based on the results of the study, it was concluded that: 1) Competence has a positive and significant influence on organizational commitment, meaning that the better the competencies possessed by employees of the SAMSAT office on the island of Lombok, the higher the commitment of these workers to the organization. 2) Career development has a positive and significant impact on organizational commitment. This means that the better the opportunities that employees of the SAMSAT office on the island of Lombok receive in developing their careers, the higher their commitment to the organization. 3) Compensation has a positive and significant effect on organizational commitment. This means that the better the compensation received by the employees of the SAMSAT office on the island of Lombok, the higher their commitment to the organization