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Journal articles on the topic 'Motivational career resources'
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Kundi, Yasir Mansoor, Sandrine HOLLET-HAUDEBERT, and Jonathan PETERSON. "Motivational career resources and subjective career success: A longitudinal cross-lagged analysis." Academy of Management Proceedings 2021, no. 1 (August 2021): 14588. http://dx.doi.org/10.5465/ambpp.2021.14588abstract.
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Cîrtiţă-Buzoianu, Cristina, Venera-Mihaela Cojocariu, and Gabriel Mareş. "Motivational Essay - A Useful Tool in Career Choice?" Postmodern Openings 12, no. 4 (December 17, 2021): 42–61. http://dx.doi.org/10.18662/po/12.4/360.
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The proposed study is based on a double causality, such as: the need to improve the counselling tools for high school students for the appropriate choice of a career development path; the existence of the category of disadvantaged students from an economic perspective, whose difficulties in choosing a training path for their career have been augmented during the pandemic. Our research provides an analysis of how the motivational essay can be substantiated as a useful tool in career counselling activities, as well as how it can be integrated into counselling approaches for the economically disadvantaged teenagers to choose the academic development path. We have used a mixed research methodology, which complements the peer review approach with the qualitative analysis of a set of motivation essays developed by the 11th and 12th Grade students. The research aims to identify the level of development of self-analysis, self-reflection and self-assessment of motivational factors, which may be decisive in choosing a future career. The essay analysis highlights a series of elements, which reflects the dynamics of the change of motivational resources in the context of the digitalisation acceleration, of the upheavals on the labour market generated by the new social and economic context. The obtained results allow the formulation of conclusions: confirming the need for such an approach; certifying the possibility and usefulness of integrating the motivational essay into the career counsellor’s methodological portfolio and professional counselling approaches; illustrating useful effects and limits of the reflective effort generated during the essay.
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Hirschi, Andreas, Noemi Nagy, Franziska Baumeler, Claire S. Johnston, and Daniel Spurk. "Assessing Key Predictors of Career Success." Journal of Career Assessment 26, no. 2 (March 7, 2017): 338–58. http://dx.doi.org/10.1177/1069072717695584.
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Identifying predictors of career success is one of the most considered topics in career research and practice. However, the existing literature suggests a vast array of potential predictors that cannot be economically measured. This significantly limits research and practice. To address this issue, we have integrated theoretical and meta-analytic research to propose an integrative framework of career resources, including human capital, environmental, motivational, and career management behavior resources represented by 13 distinct factors. In a multistep process, we have developed the career resources questionnaire to assess these factors in workers and college students. In two studies encompassing 873 workers and 691 students, we have confirmed reliability and factor structure, convergent validity with existing scales, and criterion validity with indicators of subjective and objective career success. The developed measure can provide researchers and practitioners with a reliable, concise, and comprehensive measure to assess the key predictors of career success.
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Glavinić, Jerko, and Ljiljana Najev Čačija. "Marketinške aktivnosti neprofitnih organizacija u funkciji motivacije mladih na volontiranje." Oeconomica Jadertina 8, no. 2 (December 12, 2018): 3–21. http://dx.doi.org/10.15291/oec.2737.
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The non-profit sector of recent decades arises the interest of researchers and the public not only for its growth, but also the benefits it brings to the entire society. Non-profit organizations are sectoral development initiators, whereby human resources are also needed to achieve targets oriented at different target groups. In order to successfully dedicate non-profit organizations to target groups, the paramount importance is assigned to performance of marketing activities. Key segments, namely target groups, are represented by users, donors, volunteers, employees and the general public. In the context of human resources, volunteers play a major role. Therefore, one of the tasks of marketing activities is the motivation of volunteers for their engagement. The aim of this paper is to examine the impact of non-profit organizations marketing activities on six motivational functions of volunteering among young people. These functions are: protection, values, career, society, understanding and respect. Research results suggest that marketing activities have a positive impact on motivational functions of protection and career, whereas this impact has not been confirmed on the function of understanding and value. The impact was partially confirmed on the function of society and respect. The results of the research contribute to a better understanding of volunteer motivation and the active role of the organizations in its development by applying the optimal combination of marketing activities.
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Katel, Krishna Prasad. "Teachers’ Motivational Factors and Student Learning Achievements." Solukhumbu Multiple Campus Research Journal 5, no. 1 (December 31, 2023): 1–14. http://dx.doi.org/10.3126/smcrj.v5i1.64887.
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The present study entitled Teachers' Motivational Factors and Student Learning Achievements tries to identify the factors responsible for low and high motivation of teachers and to investigate how far the teachers' motivational factor affects students learning achievements. I used qualitative research method and narrative design as a research methodology and unstructured interview as tool for data collection. The participants were 5 secondary level teachers of Solukhumbu district taken through purposive non-random sampling procedure. The findings were workload management, remuneration, recognition, accountability, career development, institutional environment, availability of resources, administrative efficacy, opportunities for professional growth, and autonomy. The study emphasizes the pivotal role of motivation in creating a positive classroom environment, enhancing instructional effectiveness, and providing personalized attention to students. Ultimately, motivated teachers serve as inspirational role models, fostering student engagement and driving improved learning outcomes. The implications included practical training should be given to the teachers for updating contemporary skills.
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Coetzee, Melinde, and Marais Salemon Bester. "Probing the role of psychosocial career mechanisms in the harmonious work passion-career satisfaction link." Personnel Review 48, no. 5 (August 2, 2019): 1135–49. http://dx.doi.org/10.1108/pr-01-2018-0023.
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Purpose The purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees’ psychological career resources and career preoccupations as important psychosocial career mechanisms in this association. Design/methodology/approach This paper is a cross-sectional quantitative study comprising a sample of (n = 550) employees in various South African organisations. Findings The current study found that individuals’ career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction. Research limitations/implications The study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible. Practical implications This paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees’ career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees’ harmonious passion and career satisfaction need to be considered in career management support practices. Social implications This paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees’ career satisfaction. Originality/value The study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.
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Manshor, Amat Taap, and Adilah Abdullah. "Job Related Motivational Factors among Malaysian Employees." Psychological Reports 91, no. 3_suppl (December 2002): 1187–93. http://dx.doi.org/10.2466/pr0.2002.91.3f.1187.
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This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.
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Pârjoleanu, Raluca. "Work Motivation Efficiency in the Workplace." Postmodern Openings 11, no. 4 (2020): 293–309. http://dx.doi.org/10.18662/po/11.4/236.
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Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation.
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Krasmik, Julia, Tatiana Iancheva, and Rahmalin Bolat. "COMPARATIVE ANALYSIS OF SPORTS MOTIVATION AND PECULIARITIES OF SELF-REALIZATION AMONG KAZAKHSTAN ATHLETES." Journal of Applied Sports Sciences 2023, no. 2 (December 21, 2023): 76–92. http://dx.doi.org/10.37393/jass.2023.02.7.
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Athletes’ true self-realization depends on the degree of mobilization of personal resources, particularly the motivational ones, which act as long-term regulators of athletes’ activity. The optimal management of motivation at each stage of the sporting career, both in elite and amateur sports, predetermines athletes’ self-realization to a great extent. The aim of the research was to examine the motivational determinants, resilience and self-realization components and their specificity among elite athletes, amateurs, and para-Olympians. The research was conducted among 180 athletes: 60 elite athletes, 60 amateurs, and 60 para-Olympians. For the purposes of the study, we used: Questionnaire for researching the motives of sports activity, Tropnikov; Questionnaire “Motives of Sports activity”(MSA), Kalinin, adapted by Y. Krasmik (2022); Psychic Resistance Test, Muddy, adapted by D. A. Leontiev and E. I. Raskazova; Multidimensional questionnaire on personality self-realization, Kudinov. The results revealed different motivational profiles of elite athletes, amateur athletes, and para-Olympians and a specific hierarchy of motives. The level of self-realization of the athletes belonging to the three groups corresponds to the adaptive one. The established differences showed a higher level of self-realization in the group of elite athletes.
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Litvinyuk, Alexander, Svetlana Ledneva, and Ekaterina Kuzub. "Target Characteristics of Creative Young Professionals in the Field of Science and Higher Education." Education and Self Development 17, no. 1 (March 31, 2022): 153–63. http://dx.doi.org/10.26907/esd.17.1.13.
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The article deals with the problem of rejuvenation of the staff potential in scientific organizations and higher educational institutions through the selection and motivation of talented young specialists to build their career trajectory in the field of science, high technology and higher education. The authors provide a detailed description of the target characteristics necessary for successful work in a creative environment. Based on original methods and building on the basic provisions of the theory of motivational complex work activities and use of the MMPI diagnostic test, they define the reference variant personality, and motivational profile of the scientist and compare it with the real profiles of undergraduate and graduate students wishing or not wishing to continue their graduate education with subsequent employment in a higher school or scientific organization. By logical comparison of the reference and real profiles, the article came to the paradoxical conclusion that people who are predisposed to scientific activity do not have aspirations to enter graduate school. Those who are professionally unfit for scientific activity, on the contrary, tend towards graduate school. Based on the analysis of the causes of this situation, a number of proposals for improving the system of professional selection and motivation of talented young professionals are formulated and justified. They are mainly related to the development of diagnostic tests for career guidance and the use of the postdoctoral institute. The authors suggest that the implementation of these proposals will contribute to the rejuvenation and strengthening of the human resources of higher educational institutions and scientific organizations in the Russian Federation.
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Khan, Mohammad Rafiul Azam, Mohammad Azizur Rahman, and Zahid Hossain. "Satisfaction and Motivation of Nursing Professional: A Study on Rangpur Medical College Hospital." Archives of Business Research 10, no. 2 (February 23, 2022): 103–9. http://dx.doi.org/10.14738/abr.102.11806.
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Services of nursing professional play a pivotal role in health organizations to support patients and doctors. The study was exploratory in nature with the view to observe the relationship between motivation and job satisfaction of nursing professional. It tried to unfold the underlying factors and the degree of influence of motivational factors for job satisfaction to achieve the main objective. The study used one hundred and two (102) nurses as samples from Rangpur Medical College Hospital in Bangladesh. It used Exploratory Factor Analysis (EFA) and Structural Equation Model (SEM) to reach to a meaningful conclusion. The paper found that the intrinsic factors affect the behavioral actions of the nurses towards job satisfaction. It also revealed that nurses face some significant problems relating to promotion, training, career development, workload etc. Enhancing job satisfaction to improve performance, efficiency, productivity of the nurses’ hospital management authority is urged to look into the motivational factors more closely suggested in the study. The study may assist the policy makers, administrators, and human resources experts to search for new opportunities and policies to encounter job satisfaction for nursing professionals.
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Bowen, Elizabeth, Annahita Ball, Annette Semanchin Jones, and Andrew Irish. "Striving and Dreaming: A Grounded Theory of the Transition to Adulthood for Cross-Systems Youth." Youth & Society 52, no. 6 (July 27, 2018): 1006–32. http://dx.doi.org/10.1177/0044118x18791869.
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The transition to adulthood is an underresearched topic for cross-systems youth, defined as young people who have experienced homelessness, child welfare system involvement, and educational challenges. This qualitative study explored processes of resilience in the transition to adulthood for cross-systems youth aged 18 to 24 ( n = 20). Analysis of in-depth interviews using a grounded theory open coding process revealed two thematic concepts, striving and dreaming. As illustrated in two case studies, striving was characterized by participants having specific educational and career goals and making strategic choices about programs and resources. In contrast, the dreaming concept indicated participants having little understanding of the steps and resources needed to achieve their goals. Implications for practice include the importance of helping cross-systems youth maintain supportive relationships with families of origin and peers to enhance striving, and the use of motivational interviewing to assist emerging adults in gauging their readiness and motivation to set and pursue goals.
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Marthadinata, Suryadi, Mohamad Duddy Dinantara, and Edy Krisyanto. "STRATEGI MANAJEMEN SUMBER DAYA MANUSIA DALAM PENINGKATAN MOTIVASI KERJA KARYAWAN PADA PT GARUDA KARYA MANDIRI." SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business 6, no. 1 (January 1, 2023): 1–12. http://dx.doi.org/10.37481/sjr.v6i1.613.
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This study aims to find out what strategies are carried out by the company in this case the human resource management department to increase work motivation at PT Garuda Karya Mandiri. The findings of this study are expected to be able to find out the strategies and steps taken by the company's human resource management to increase work motivation for employees in running the company's organizational wheels. Where we know that in the era of free competition that is so tight today, work motivation that remains high and well maintained will have an impact on achieving optimization of company performance. If this is realized in a company, it can be said that the company will be able to continue to grow, compete and survive very well. In an effort to always maintain employee work motivation so that it is always optimal, a certain strategy is needed by the company's human resource management to make the right steps in increasing employee motivation in the company. The method used in this study is a qualitative method using the motivational theory of Abraham Maslow in seeing and explaining the human need to live. The results of this study found that there were at least three main strategies carried out by the Human Resources Management of PT Garuda Karya Mandiri in increasing employee motivation, namely (1) Compensation Stability Strategy, (2) Firmness Strategy in the Application of Rewards and Punishments, (3) Clarity of Planning Strategy Career path.
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Kovtunenko, L. V., and E. V. Paramonov. "Motivational and Value-Based Orientation of Pre-Conscription Youth toward Military Service." Penitentiary science 14, no. 4 (December 18, 2020): 524–27. http://dx.doi.org/10.46741/2686-9764-2020-14-4-524-527.
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Due to the collapse of the Sovietsystem ofmilitary professional orientation it has become necessary to review the work with pre-conscription youth oriented toward military service; the work, includes, among other things, expanding a network of cadet educational organizations. The main goals in forming the military-professional orientation of pre-conscription youth are achieved by providing resources for the educational process, service and extracurricular activities. Motivational and value-based attitude toward military service is developed throughout the entire educational period; this contributes to the formation of cadets’ readiness to become career militaryofficers and choose military service as a priority type of professional activity. Having analyzed psychological and pedagogical literature,we came to the conclusion that the system of military orientation of pre-conscription youth currently implemented in cadet corps, will contribute to the effective development of young people’s orientation toward military service.
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Babich, Lyubov V., Lyubov M. Sukhareva, and Anna B. Kulakova. "Career Guidance Diary as a Tool for Forming the Regions Human Capital." World of Economics and Management 21, no. 1 (2021): 150–73. http://dx.doi.org/10.25205/2542-0429-2021-21-1-150-173.
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The article is devoted to a topical issue of the economy and society of the 21st century - the search and scientific substantiation of methodological techniques and tools for the formation and effective use of human capital in the regions of Russia. To achieve this goal, traditional general scientific methods were used: analysis, synthesis, comparison, generalization, survey. It is substantiated that vocational guidance work with the young generation of Russians contributes not only to their professional and personal self-determination, but also to the successful implementation of the accumulated human capital. The development of the phenomenon of vocational guidance is considered in a historical retrospective in the context of expanding the boundaries of human freedom in the socio-economic system. The scientific novelty of the research lies in the development of the applied aspect of vocational guidance work in high school - a certified program of additional professional education “Perspective: Your Path to Success”. The article presents a career guidance project based on the program “Perspective: Your Path to Success” and implemented in Vologda on the basis of the Vologda Scientific Center of the Russian Academy of Sciences. The uniqueness of the program lies in keeping a diary “Turn on 35!” The concept of which includes three sequential and complementary blocks: motivation, self-knowledge, resource map. The first block of the diary is devoted to the motivational component in choosing a professional path. The second block is aimed at self-knowledge and compilation by students of an individual “selfie screen” reflecting the inner world. The third block is a resource map of the region, which consists of up-to-date information about enterprises and organizations of the Vologda region, about the prospects for employment and career growth in the region. It is this aspect that determines the scientific novelty of the work. The practical significance of the study lies in the fact that a similar project can be applied in other regions interested in highly effective development and preservation of human resources.
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Kovtunenko, Lyudmila V., and Egor V. Paramonov. "Motivational and Value-Based Orientation of Pre-Conscription Youth toward Military Service." Penitentiary science 14, no. 4 (December 18, 2020): 589–91. http://dx.doi.org/10.46741/2686-9764-2020-14-4-589-591.
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Due to the collapse of the Soviet system of military professional orientation it has become necessary to review the work with pre-conscription youth oriented toward military service; the work, includes, among other things, expanding a network of cadet educational organizations. The main goals in forming the military-professional orientation of pre-conscription youth are achieved by providing resources for the educational process, service and extracurricular activities. Motivational and value-based attitude toward military service is developed throughout the entire educational period; this contributes to the formation of cadets’ readiness to become career military officers and choose military service as a priority type of professional activity. Having analyzed psychological and pedagogical literature, we came to the conclusion that the system of military orientation of pre-conscription youth currently implemented in cadet corps, will contribute to the effective development of young people’s orientation toward military service. Key words: military service, motivational and value-based orientation, pre-conscription youth, cadets, cadet corps.
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Dechawatanapaisal, Decha. "The mediating role of organizational embeddedness on the relationship between quality of work life and turnover." International Journal of Manpower 38, no. 5 (August 7, 2017): 696–711. http://dx.doi.org/10.1108/ijm-12-2015-0205.
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Purpose The purpose of this paper is to investigate the mediating effect of organizational embeddedness in the relationship between quality of work life (QWL) and turnover under a foundation of conservation of resources theory. Design/methodology/approach Data were collected from 422 healthcare professionals through a questionnaire survey, and analyzed by means of a confirmatory factor analysis and structural equation modeling. Findings The results indicate that organizational embeddedness has a negative impact on employees’ intention to leave, and on actual turnover. For QWL perception, career opportunities, work life balance, and job characteristics are positive and significant predictors of organizational embeddedness. In addition, organizational embeddedness plays an intermediary role that mediates the relationship between the three components of QWL mentioned earlier and turnover intention, and also between the factor of career opportunities and actual turnover. Research limitations/implications The current research took place within two healthcare organizations. Replicating the study in a variety of business sectors or professions with a larger sample of subjects would be useful for the generalizability of the findings. Practical implications Organizations may improve their retention of employees by offering intrinsic resources that can be obtained from the social contexts of the individual through human resource management system, e.g., growth opportunities, a healthy and caring work life quality. Such motivational resources then develop a sense of obligation toward their places of employment, which influences their intention to stay or leave. Originality/value This study examines the mediating role of organizational embeddedness between employees’ perception of their work life quality and their desire and behavior to withdraw, which is an area of inquiry that has not been fully investigated in the literature.
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Solomka, Tamara. "Motivation of Employees’ Personal Self-Construction." Collection of Research Papers "Problems of Modern Psychology" 63 (April 25, 2024): 290–307. http://dx.doi.org/10.32626/2227-6246.2024-63.290-307.
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The aim of the article is to analyze the phenomena and features of motivation as a psychological phenomenon regarding the implementation of constructivism in the «relationship» of personnel and the organization, when the initiative of interaction belongs to a person as a subject of self-creation and production activity. Мethods: with the help of methods of analysis, synthesis and comparison, career phenomena are highlighted in the relationship of self-design and its management at the individual and organizational levels, which stimulates a positive personal environment of interaction, promotes active behavior in the application of positive personality resources. The categorical and structural-functional methods, units of analysis of motivational structures in the manifestation of conflictogens-tensions of a personal-constructive and communicative character were used. Methods of systematization and generalization as well as modeling method were applied . Research results. The congruence of well-being and personal self-construction of the organization’s personnel in the context of motivation for higher quality and effective organizational activity on the one hand and movement in the direction of one’s own well-being on the other is determined. The practical possibilities of motivation of self-reinforcement, self-regulation, self-efficacy, as well as the effectiveness of the application of the complex theory of motivation are considered in detail. The key problem of motivation in the process of personal self-construction of personnel is determined by the interdependent formed value orientations in relation to the profession and the vision of the personal meaning of the activity, which corresponds to deep personal meanings. Conclusions. The specific epistemological context of social constructionism in the motivational paradigm of personal self-construction of personnel, based on integrity, contextuality and preventiveness, is proven. The PERMA model of positive psychology is an important tool in relation to the concepts of self-construction motivation of personnel. Local structure-forming characteristics of the personal self-construction of the personnel of organizations in the motivational dimension are the behavioral capabilities of employees, realized in the recognition of achievements, positive feedback, which initiates the subject of self-construction.
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Sultanova, Faniya R., and Anna B. Leonova. "THE ROLE OF INDIVIDUAL FACTORS IN ASSESSING THE ATTRACTIVENESS OF ORGANIZATIONAL CULTURE." Moscow University Psychology Bulletin, no. 2 (2021): 123–41. http://dx.doi.org/10.11621/vsp.2021.02.07.
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Relevance. Recruitment and organizational culture can be important strategic resources for retaining the most promising employees and reducing organizational turnover. The purpose of the work is to search for predictors of the organizational culture’ attractiveness among individual factors of personnel with access to forecasting staff turnover. Methods and sampling. A comprehensive study of employees of three industrial enterprises was conducted. A total of 131 people, 105 men and 26 women, took part in the study. The package of standardized methods included: “Questionnaire for assessing subjectively important performance characteristics”, “Career anchors”, “Diagnostics of the motivational structure”, “Attractiveness of organizational culture”, “Assessment of the subjective attitude to organizational culture” . Results. The result of statistical analysis was received four factor structure of the organizational culture’ attractiveness: motivational factor, communicative interaction, stable operation and the uncertainty. The contribution of employees’ individual factors for assessing the organizational culture’ attractiveness of industrial enterprises was revealed. In order to reduce the potential employees’ turnover, it is necessary to select personnel with attitudes to the balance of personal and professional life and without a motivation for management. The organizational culture should be focused on providing conditions for sustainable functioning — working hours, wages, working conditions. These factors are crucial for making a decision to leave the organization. Conclusions. The data obtained in our study can be useful for HR managers and managers of industrial organizations. They can influence the employees’turnover by changing the organizational culture or selecting personnel with certain motivation.
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Vineet Mangal and Somesh Dhamija. "The Impact of Employee Retention Strategies on Fast-Moving Consumer Goods Manufacturers in India: An Analysis using AMO Model and ANOVA." Journal of Advanced Zoology 44, S-3 (October 28, 2023): 1241–51. http://dx.doi.org/10.17762/jaz.v44is-3.1314.
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Employee retention is crucial for companies in many industries, including FMCG. This study examines how employee retention methods affect work satisfaction and their complexity. This study uses the AMO model (abilities, motivation, and opportunity) to analyze employee retention and satisfaction. ANOVA is also used to assess the importance of different factors in employee retention. The study found five categories of factors: incidental, hygienic, secondary, primary, and vital. Incidental factors include employee participation, open communication, and continual training. Hygiene Factors include work-life balance, welfare, and incentives. Secondary variables can drive people, including rewards, teamwork, leadership, and positive work culture. A pleasant work environment, continuous performance feedback, and public recognition of accomplishments encourage employees. Competitive salary, career progression, job security, and promotion are crucial factors. The data shows that Secondary Motivational and Hygiene Factors affect employee retention the most. Rewards, teamwork, communication, and work-life balance are considerations. Incidental and Quintessential Factors also help retain employees, although Primary Motivational Factors do less. The study also explores how organization size affects employee retention. Large companies retain workers better than mid-sized ones. This may be because larger companies have more resources and better retention practices. Finally, this study shows the intricate relationship between employee motivation, satisfaction, and retention. It emphasizes the necessity of addressing cleanliness and primary and secondary motivators to encourage and satisfy employees. The findings can help FMCG and other companies improve staff retention.
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Eslamlou, Aram, Osman M. Karatepe, and Mehmet Mithat Uner. "Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?" Sustainability 13, no. 9 (May 2, 2021): 5104. http://dx.doi.org/10.3390/su13095104.
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An increasing body of research suggests job embeddedness (JE) as a motivational variable influencing employees’ attitudinal and behavioral outcomes such as quitting intentions and task performance. Personal resources have been reported to affect JE and these outcomes. However, little work has investigated the antecedents and consequences of JE among cabin attendants. There is also a dearth of empirical research regarding the mechanism linking resilience to cabin attendants’ affective and performance outcomes. Therefore, drawing on conservation of resources and JE theories, we propose a conceptual model that examines the interrelationships of resilience, JE, career satisfaction (CSAT), and creative performance (CPERF). Moreover, the model explores JE as a mediator of the impact of resilience on CSAT and CPERF. These linkages were tested via data collected from cabin attendants and their pursers. The findings from structural equation modeling reveal that resilience boosts cabin attendants’ JE, CSAT, and CPERF. As predicted, JE is a mediator between resilience and CSAT. Our paper culminates with implications for theory and practice as well as future research directions.
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Sousa-Ribeiro, Marta, Petra Lindfors, and Katinka Knudsen. "Sustainable Working Life in Intensive Care: A Qualitative Study of Older Nurses." International Journal of Environmental Research and Public Health 19, no. 10 (May 18, 2022): 6130. http://dx.doi.org/10.3390/ijerph19106130.
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To counteract the shortage of nurses in the workforce, healthcare organizations must encourage experienced nurses to extend their working lives. Intensive care (IC) has higher nurse-to-patient ratios than other settings, which includes a particular susceptibility to staff shortage. This qualitative study investigated how older IC nurses experienced their working life and their reflections on the late-career and retirement. Semi-structured interviews with 12 IC nurses in Sweden (aged 55–65 years) were analyzed using an interpretative phenomenological analysis approach. The results showed that nurses planned to continue working until the age of 65 and beyond. When reflecting on their late-career decisions, nurses considered nine areas covering individual, work, and organizational factors as being central to their ability and willingness to stay. Overall, the nurses had good health and were very satisfied and committed to their job and to the organization. They mentioned having both the job and personal resources required to cope with the physical and mental job demands, which were perceived as motivational challenges, rather than hinders. They also reflected on various human resource management practices that may promote aging-in-workplace. These findings may inform organizations aiming at providing adequate conditions for enabling healthy and sustainable working lives for IC nurses.
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Litvinyuk, A. A. "MOTIVATION SPECIFICS OF YOUNG SPECIALISTS GUIDED BY ACTIVITIES IN CREATIVE AND INNOVATIVE SPHERES OF THE ECONOMY." Social and labor researches 42, no. 1 (2021): 112–25. http://dx.doi.org/10.34022/2658-3712-2021-42-1-112-125.
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Attracting (retaining) talented youth to higher educational institutions and scientific organizations in Russia is negatively influenced by a number of economic, social and psychological barriers. The influence of a number of economic, social and psychological barriers on this process is considered. The aim of the article is to identify factors that impede the rejuvenation of the personnel potential of creative organizations and to provide proposals for increasing the attractiveness of building their career in science and higher education among talented young people. The base of the research is the author’s theory of the “Motivational complex of labor activity”. It considers motivating labor behavior as a result of the simultaneous influence on labor behavior of the motives of acquisition, energy saving, satisfaction, security and subordination. The author conducted specific studies using the “Methods for diagnosing the structure of a person’s motivational complex” based on modern digital technologies. These methods are unrivaled throughout the world. The respondents were young scientists and students of universities and scientific organizations in Moscow, Kemerovo, Smolensk and Volgograd. The data analysis suggests that attempts to resolve the issue of lowering the average age of higher school teachers and researchers in the Russian Federation by using purely administrative measures are unlikely to be effective enough. Many people studying and entering graduate school have no wish to develop professionally in this field. Their external interest in creative work is largely imitative and finite. Talented young specialists who could significantly strengthen the human resources potential of higher education and research organizations are more often internally motivated to build their career either in state and municipal service institutions, or in large state corporations. The author compared motivational profiles of young teachers, young professionals working in the field of administrative management, and students who want or do not want to proceed with their postgraduate studies, and developed proposals for increasing the attractiveness of building a career for creative young professionals in science and higher education. They mainly affect the sphere of material incentives for labor and increasing the social prestige of this kind of labor activity.
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Karatepe, Osman M., and Georgiana Karadas. "Do psychological capital and work engagement foster frontline employees’ satisfaction?" International Journal of Contemporary Hospitality Management 27, no. 6 (August 10, 2015): 1254–78. http://dx.doi.org/10.1108/ijchm-01-2014-0028.
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Purpose – This paper aims to develop and test a conceptual model that investigates the effect of psychological capital on job, career and life satisfaction, mediated by work engagement, drawing from the conservation of resources theory and the motivational process of the job demands-resources model. Design/methodology/approach – Based on data gathered from frontline employees in the international five- and four-star chain hotels with a time lag of two weeks in three waves in Romania, the relationships in the conceptual model were gauged through structural equation modeling. Self-efficacy, hope, optimism and resilience were treated as the indicators of psychological capital. Findings – The results suggest that optimism appears to be the best indicator of psychological capital, followed by resilience, self-efficacy and hope. Employees with high psychological capital are engaged in their work at elevated levels. Employees high in psychological capital are more satisfied with their job, career and life. The results reported in this study further suggest that psychological capital boosts work engagement that in turn leads to job, career and life satisfaction. Practical implications – The presence of rigorous selective staffing enables management to select a pool of employees high in psychological capital and work engagement. Inviting applicants to fill out an online questionnaire to identify their knowledge and skills and then using specific experiential exercises or short case studies to understand their tactics for handling service encounters can serve this purpose. Management can utilize the psychological capital questionnaire during and after the selection process. The availability of a resourceful work environment where there are training, empowerment, rewards and career opportunities is likely to stimulate employees’ positive emotions that in turn relate to psychological capital. Originality/value – Very little is known about psychological capital in the hospitality management literature. Therefore, this paper fills in this void by linking psychological capital to employees’ job, career and life satisfaction through work engagement.
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PROKHOROVSKA, Svitlana. "DIRECTIONS OF STAFF MOTIVATION IN THE CONDITIONS OF MODERN CHALLENGES." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 27 (December 25, 2022): 73–79. http://dx.doi.org/10.35774/rarrpsu2022.27.073.
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Introduction. The article researches the components of the personnel motivation system and their role in increasing labor efficiency, outlines directions to improve the functioning of the system. The goals of employee motivation are highlighted. It has been established that the application of different types of employee motivation in practice can have different effectiveness. Therefore, when choosing them, it is important to take into account how well they correspond to the strategy of the organization and the microclimate in the team. It was found that motivation of the personnel should be based on the principle of combining the interests of the company and employees. A properly motivated employee makes full use of his skills, abilities, new opportunities, and resources at his workplace, which leads to the desired result and more efficient work of the entire organization. It was determined that implementation of the personnel motivation system should be a carefully planned and gradual process. The most important thing is to gain the support of employees by informing them about the current and prospective activities of the organization. Areas of staff motivation are singled out: individualization of wages, involvement of employees in the formation of the strategy and planning of the organization's goals; official employment and social package; creating opportunities for career growth; improving the social and psychological climate in the team and strengthening its cohesion; creation of a comfortable workplace and arrangement of rest areas for the staff; possibilities of long-term work prospects; personal and public praise from the manager, giving personal benefits and using a motivational board; labor activity monitoring; motivation with free time. It has been established that by attracting and motivating the personnel, management receives the following benefits: high labor productivity; the ability to make innovative decisions; opportunities to quickly enter the market; increase in customer satisfaction; implementation of innovations; low staff turnover; readiness for change; the company's profit growth. Key words: remuneration, material and non-material incentives, motivation, motivational board, staff motivation, directions of staff motivation, salary, staff, employer, working hours, work, working conditions.
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TEPLIUK, Mariia, and Victoria ANDRIKEVYCH. "THE ROLE OF EMPLOYEE MOTIVATION IN ENSURING EFFECTIVE MANAGEMENT OF A COMPANY IN A TURBULENT SOCIO-ECONOMIC ENVIRONMENT." Herald of Khmelnytskyi National University. Economic sciences 316, no. 2 (April 27, 2023): 13–18. http://dx.doi.org/10.31891/2307-5740-2023-316-2-2.
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This article discusses employee motivation as a key factor in ensuring successful business activity. It is proven that employee motivation is an important element of enterprise management and that by increasing its effectiveness, the profitability of the company increases. The opinions of scientists regarding their statements that only motivated personnel can ensure the completion of assigned tasks have been analyzed. At the same time, it is noted that the process of enterprise management through increasing the level of employee motivation should be systematic and take into account the evaluation of employee needs and the observance of values. The most effective motivation lies in the combination of several factors, such as well-paid work, the opportunity for career growth, interesting work, respect from management and colleagues, as well as the possibility of self-realization. Each of these factors is important for creating a motivational environment in the enterprise. The peculiarities of motivating employees under current conditions and why motivation occupies a key position in the company have also been considered. When an organization provides its enterprise with labor resources, uses them rationally, and maintains a high level of labor productivity, this contributes to the effective functioning of the company and ensures a high level of competitiveness. Personnel are the driving force behind any enterprise, so a lot of attention should be paid to such a resource, correctly establishing contacts and various mechanisms for stimulating work. This will be one of the key factors in the success of the company. As for our country – Ukraine, we have a powerful labor potential, but most companies do not use it correctly, which leads to high staff turnover, reducing the attractiveness of companies and, most importantly, their effectiveness and productivity. The opinions of various authors regarding motivation have been considered in this article. Therefore, this article discusses proper work motivation and foreign experience in this matter.
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Silantev, Aleksandr, Stanislav Kholmovsky, and Svetlana Shchepina. "Improving the Effectiveness of Career Guidance in Universities: Marketing Approach." Baikal Research Journal 14, no. 2 (June 5, 2023): 655–66. http://dx.doi.org/10.17150/2411-6262.2023.14(2).655-666.
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The development of the country is directly related to the quality of higher education. In times of active development of information technologies, increasing the availability of information resources and their accessibility, the problem of choice as such is acute. The complexity of the choice is especially acute at the time of choosing a future university and specialty. In this context, it becomes relevant to study the effectiveness of communications between the university and applicants, and a set of standard for universities, career guidance activities. The purpose of our research is to identify the most effective communication channels between the university and applicants in order to assist the last ones in choosing a university and specialty. The research methodology is based on marketing tools using a systematic approach. The scientific works of Russian scientists in the field of marketing research and the results of surveys of students of Baikal State University (BSU) conducted by the authors served as an informational and empirical basis. The scientific novelty consists in the systematization of communication channels in terms of their relevance and taking into account the transmitted information when deciding on admission to a university and choosing a specialty. The article describes the results of studies of the effectiveness of career guidance measures on the example of BSU. The conducted research made it possible to identify the most popular career guidance activities and to identify the motivational mechanism for choosing a university and specialty.
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Saitbaeva, E. R., and Muratova A.A. "ORGANIZATION OF PROFESSIONAL SELF-EDUCATION OF A TEACHER." Vestnik Orenburgskogo gosudarstvennogo universiteta 234 (2022): 51–56. http://dx.doi.org/10.25198/1814-6457-234-51.
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Self-education of a person predetermines the motivational sphere, based on the values, directions and needs of a person. In the teaching profession, the motivational sphere is determined by the aspirations for continuous development and updating of knowledge. In this regard, self-education is the core trend of the teacher’s professional activity. The federal project “Teacher of the Future” (dated December 7, 2018) aims the pedagogical community at the continuous development of professional skills, strengthening the professional readiness of the teacher in solving non-standard tasks in the field of education, and enhancing the cognitive activity of the teacher, taking into account his educational deficits. Thus, professional self-education of a teacher becomes a vector of his career growth and development. The success of the implementation of these processes depends on the conditions created in the practice of education for the teacher. The organization of professional self-development implies, firstly, the actualization of the teacher’s motivational potential for self-educational activity by activating incentives for professional self-development. Secondly, the implementation of competent assistance and support to the teacher requires the enrichment of the content of his professional activity with value orientations and attitudes towards self-education. Thirdly, professional self-education of a teacher can be organized in various forms, taking into account the possibilities of additional (formal and non-formal) education. However, the most effective ways of organizing professional self-education of a teacher today are information technologies. Modern means of communication, computer technologies, software and various information resources make it possible to work with information in a new way, activating the professional resources of teachers in building a self-educational trajectory. The potential of information technologies in the process of self-education provides variability, individualization, flexibility, continuity in mastering new or improving existing knowledge.
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МИХАЙЛОВА, А. В., and Т. А. ЧУВАШОВА. "Development of business career in Russian enterprises: sociological analysis." Vestnik of North-Eastern Federal University. Series "Economics. Sociology. Culturology", no. 3(19) (March 31, 2021): 30–42. http://dx.doi.org/10.25587/svfu.2021.19.3.003.
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В данной статье проведен анализ зарубежного и отечественного опыта применения инструментов деловой оценки. Рассматриваются аспекты эффективного карьерного развития. Одним из основных факторов стремления развития деловой карьеры является потенциальный рост источников дохода. При этом необходимо брать во внимание принципы эффективного карьерного развития, продвижения сотрудников в организации. Расширение аналитического контекста в области наук о научной организации труда, появление новых результатов исследований в области теории менеджмента, связанные с растущим интересом к проблемам управления деловой карьерой, определяют основные особенности изучения основных аспектов эффективного карьерного развития. Сегодня центральное внимание должно сконцентрироваться именно на улучшении использования человеческих ресурсов и продвижении по карьерной лестнице с помощью мотивационных рычагов, которые побуждают подчинённых к более результативной работе как для всего предприятия в целом, так и для дальнейшего продвижения по службе отдельных работников. Проблема эффективного карьерного развития – достаточно сложный и многогранный процесс, имеющий большой спектр для более детального его исследования, особенно в отечественной литературе. Цель исследования – разработать практические рекомендации по системному управлению деловой карьерой, опираясь на выявленные недостатки оценки деловой карьеры, а также на недостатки инструментария оценки деловой карьеры. Социологическое исследование опирается на методы сравнительного анализа, аналитические методы, методы обобщения и синтеза. Проведен опрос в двух коммерческих предприятиях по методу случайной выборки в феврале 2021 г. по анкете автора. Основная гипотеза исследования: инструменты деловой карьеры влияют на эффективность показателей коммерческих предприятий. Количество респондентов составляет N=141. Проведенный в статье анализ показывает, что подходы к деловой оценке карьерного развития в разных странах отличаются. Разработанные рекомендации должны опираться на учет индивидуальных и социальных факторов и на развитие карьеры соответственно социально-экономическим требованиям и потребностям в контексте эффективного взаимодействия с социальной профессиональной средой. This article provides an analysis of international and Russian experience in the use of business assessment tools. Aspects of effective career development are considered. One of the main factors in the desire to develop a business career is the potential growth of sources of income. At the same time, it is necessary to take into account the principles of effective career development and promotion of employees in an organization. The expansion of the analytical context in the field of scientific organization of labor, the emergence of new research results in the field of management theory related to the growing interest in the problems of managing a business career, determine the priniciple features of studying the main aspects of effective career development. Today, the central focus should be on improving the use of human resources and advancing the career ladder with the help of motivational levers that encourage subordinates to work more efficiently both for the enterprise as a whole and for further promotion of individual workers. The problem of effective career development is a rather complex and multifaceted process, which has a large spectrum for more detailed research, especially in the Russian literature. The aim of the study is to develop practical recommendations for the systematic management of business careers, based on the identified shortcomings in the assessment of business careers, as well as the shortcomings of the career assessment toolkit. A sociological survey relies on comparative analysis methods, analytical methods, generalization and synthesis methods. In February 2021, a survey was conducted in two companies using the random sampling method, using the author’s questionnaire. The main hypothesis of the study was as follows: business career tools affect the effectiveness of the indicators of commercial enterprises. The analysis in the article shows that approaches to business assessment of career development differ in different countries. The recommendations developed should be based on individual and social factors and on appropriate career development of socio-economic requirements and needs in the context of effective interaction with the social professional environment.
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Ndonye, Alice Atalya, and Phelgonah A. Genga. "Human Resource Management Practices and Retention of Employees in Machakos County, Kenya." International Journal of Current Aspects 3, no. VI (November 22, 2019): 235–50. http://dx.doi.org/10.35942/ijcab.v3ivi.87.
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Employees form the critical resources an organization or an institution has for actualizing its mandate. Creating conducive environment for the employees has been associated with improved productivity, as well as reduced turnover of employees. This study found out the role of HRM practices on retention of employees, with a focus on Machakos County. In the study it sought to determine the influence of career advancement practices on employee retention among the workers, evaluate the effects of remuneration practices on employees’ retention, determine the influence of work-life balance practices embraced and determine the influence of work-environment practices on retention of employees in Machakos County. The study looked into four major HRM practice on employee retention that is work life balance, remuneration, career advancement and work-environment practices and their effects on retention of employees. Motivational strategies like better pay and allowances, a work life balance for employees like shift working schedules, career advancement in scholarships, training and development, have been associated with allowing employees to have freedom to be creative and innovative, and being involved in decision-making processes thus feeling part of the organization, owning the organizational processes, and thus being highly likely to remain at their employer. The research design used was descriptive survey research. Data was collected using questionnaires with both open and closed ended questions. The study looked into 464 respondents, from workers within the eleven departments forming the entire Machakos County Government, from where samples of 94 respondents were collected. The study achieved a 98% of the response rate. The reliability of the data collected was assured as the Cronbach’s alpha was above 0.6, meaning the data was acceptable. The males made the most of the respondents at 56.5% while the majorities were aged 26-35 years (at 51.1%). On remuneration matters, allowances and salaries greatly influenced employee retention with an average mean of above 4.0. Career advancement practices including training and development, available opportunities and study leave, were felt to influence employee retention. The regression results show that the model was considered significant as some of the independent variables influenced the dependent variable (employee retention) as their p-value (significance value) was of 0.002. The four variables contributed to 13.7% of the factors that contributed to employee retention at the county government of Machakos. Recommendations include improving the working environment conditions, offering better remuneration packages, providing work-life balance, and providing career advancement opportunities.
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Marigadu, Alsten, Muhammad Hoque, and Nisha Singh. "Factors that attract and motivate South African employees to work within non-metro business banking sectors." Business & IT XII, no. 1 (2022): 226–37. http://dx.doi.org/10.14311/bit.2022.01.27.
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Financial institutions throughout South Africa have faced several challenges over the past decade. One bank, in particular has been highly competitive due largely to the effect of increased quasi-financial organisations in the market. This banking division has been a dominant player in the KwaZulu-Natal region and its presence is especially evident in non-metro areas. Therefore, it is imperative that management and the human resources department identify the pertinent motivating factors which could be incorporated in the formulation of their succession plans. These initiatives could result in existing employees either remaining in or accepting key positions in the KwaZulu-Natal non-metro areas. To identify the factors, a cross-sectional quantitative study was conducted among 125 employees using an online survey. It was found that there was a significant association (p<0.05) between the employment status and certain motivational factors i.e. opportunities to gain experience and job development, career growth prospects and potential promotion and work-life balance. The results suggested that the factors investigated are unlikely to motivate employees from metro areas to take up positions in non-metro areas, whereas in the case of employees in non-metro areas, significant associations can be utilised as motivational factors to take up opportunities in non-metro area.
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Filimonova, Iryna, and Nataliia Dubova. "STIMULATION OF PROFESSIONAL SELF-DEVELOPMENT OF FUTURE SPECIALISTS OF VOCATIONAL EDUCATION OF CULINARY PROFILE AS A GUARANTEE OF THEIR CAREER GROWTH." Psychological and Pedagogical Problems of Modern School, no. 2(10) (October 31, 2023): 67–74. http://dx.doi.org/10.31499/2706-6258.2(10).2023.290572.
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The article focuses on providing forms and means to enhance the professional self-development of aspiring culinary specialists within the field of vocational education of the culinary profile, in particular, the use of a wide array of resources, including books, magazines, websites, video lessons, online courses and digital tools like QR code reading, LearningApps service, YouTube service and others is justified.The active process of self-improvement facilitates the enhancing an individual's abilities including critical thinking, the ability to solve problems, which in turn helps future specialists to generate original ideas, and therefore to be more competitive in the labor market and effective in modern society. Therefore, it is crucial to identify and implement effective strategies for stimulating the professional self-development of future vocational education specialists, who must understand the cultural, economic and social impacts of globalization on the food industry and learn to adapt to innovations in global trends.The psychological aspects of stimulation, such as motivation, self-esteem and self-discipline, which can influence the readiness of higher education seekers for continuous self-improvement, are analyzed.The significance of pedagogical support is receiving strenuous attention in stimulating professional self-development of future vocational education specialists, helping them to develop self-learning skills, creativity and foster their growth as professionals.Stimulating the professional self-development of higher education students indeed requires a comprehensive approach that takes into account a motivational environment and the desire to achieve new successes, as well as considers motivation, individualization, and a supportive environment.
Keywords: professional education; food technologies; professional self-development; self-assessment; digital tools; learning methods; new technologies; mentoring.
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Subramanian R., Bala, and Archana Choudhary. "Attrition problems at food delivery app companies: is there a way out?" Emerald Emerging Markets Case Studies 13, no. 4 (November 30, 2023): 1–15. http://dx.doi.org/10.1108/eemcs-07-2022-0223.
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Learning outcomes After analysing this case study, students will be able to understand the relationship between compensation, reward management and gig workers’ behaviour; apply the theory of organizational behaviour related to compensation management to address the motivational issues; analyse the challenges in managing the gig workers’ expectations related to compensation; and design innovative ways of retaining gig workers, especially delivery partners among the gig workers. Case overview/synopsis In April 2022, Riya, who worked as a business development manager at a newly established food delivery app company named “Our Kitchen” (located in Hyderabad, India), attended a meeting where the chief executive officer expressed concern about the difficulty in retaining their delivery partners. The company provided food delivery services to the customers by procuring ordered food from partner restaurants in select Indian cities. The delivery partners of the company worked part-time and received a commission for the hours they worked. With the rising fuel cost, minimal career growth and negligible social security benefits, it was hard for them to continue in their jobs. As a result, there were high attrition rates in the food delivery company. This case study is about the attrition issue being faced by the company and explores various strategies through which Riya could think of retaining the delivery partners so that there was a win-win situation for both parties. The dilemma given in the case study would help in understanding the motivational theories and factors that encouraged delivery partners to work for these jobs. Complexity academic level The case study is ideally suited for discussing human resources concepts, especially problems related to the retention of delivery partners without reducing the profit of the organization. It will help in understanding the motivational factors leading to job satisfaction and how that will help in the retention of delivery partners. The case study can also be used to teach the executives in a management development programme. This will help them to understand the gig workers’ motivational factors and the causes of their attrition. Supplementary material Teaching notes are available for educators only. Subject code CSS 6: Human resource management.
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Colares, Ana Carolina Vasconcelos, Mariana Camilla Coelho Silva Castro, João Estevão Barbosa Neto, and Jacqueline Veneroso Alves da Cunha. "Teacher motivation in stricto sensu postgraduation: an analysis based on self-determination theory,." Revista Contabilidade & Finanças 30, no. 81 (December 2019): 381–95. http://dx.doi.org/10.1590/1808-057x201909090.
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ABSTRACT The objective of this research was to analyze the motivational factors that lead accounting sciences professors to teach on stricto sensu postgraduate courses, based on self-determination theory. Research on motivation in education in the area of accounting sciences mostly concerns student motivation. Thus, there are few studies related to teacher motivation, especially in the area of accounting sciences and in stricto sensu postgraduate programs. Teacher motivation is directly linked to the teaching-learning process and student motivation, so it is important to identify what motivates these teachers and, given this, to act in a way that the motivation, or lack of it, will not interfere with the quality of teaching. The importance of teachers in the quality of education is indisputable and inevitably relates to the motivation to remain in the teaching career, taking both personal and professional aspects into account. The Work Tasks Motivation Scale for Teachers was applied and answered by 108 professors from the 33 stricto sensu postgraduate programs in the area of accounting sciences. The data were analyzed in an aggregated way, using descriptive statistics and Wilcoxon-Mann-Whitney and chi-squared tests, with the purpose of assessing the relationship between levels of motivation and age group, time teaching, and time teaching in the stricto sensu postgraduate course. Most of the professors analyzed are extrinsically motivated via identified regulation; however this is less related to access to financial resources and more linked to the prestige that teaching on the stricto sensu postgraduate course brings. Also, the overall mean of the dimensions of intrinsic and extrinsic motivation was shown to be higher for teachers of the female gender and who work in private institutions.
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Modestov, Arseniy A., I. M. Spivak, I. V. Dyagilev, Ya P. Sandakov, E. G. Biryukova, and M. L. Oreshina. "Optimization of the work of the nursing personnel in polyclinics of the city of Moscow in new conditions." Russian Pediatric Journal 19, no. 1 (April 29, 2019): 39–42. http://dx.doi.org/10.18821/1560-9561-2016-19-1-39-42.
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There are presented data of the questionnaire survey of nurses ofpolyclinics participating in the program of reorganization "Moscow Polyclinic’s standard", and their reactions to new working conditions. For the identification of the resources for optimization of nursing staff there were interviewed 82 nurses working in the program "Moscow Polyclinic’s standard" and 40 pediatric nurses working in the same medical institution, but not participating in the program. The reorganization in the process of the implementation of the mentioned program was established to be positively received by nursing staff, which has a high awareness of change and motivational readiness to work in new conditions. There were revealed problem zones: insufficient competence in the part ofpatronage of the population with impaired mobility, of duty in the control room service call a doctor at home, limitation of opportunities for professional and career growth, and enhancement of the prestige of the profession. In this pediatric nurses were interested in the ongoing organizational changes, but in the majority they did not support them.
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Kumar, Tarun, Geetika Tomer, Vivek Singh, P. Narayana Prasad, Anupa Rawat, and Sumit Joshi. "Evaluation of Challenges Encountered by Dental Students in The Study of Orthodontics." Journal of Advanced Zoology 44, S-5 (October 27, 2023): 1355–61. http://dx.doi.org/10.17762/jaz.v44is-5.1268.
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Orthodontic education plays a crucial role in preparing dental students for the specialized field of orthodontics. This study aimed to evaluate the challenges encountered by dental students during their orthodontic studies. A mixed-methods approach was employed, combining quantitative data collection through surveys and qualitative insights through interviews. A total of 321 dental students from various dental schools participated in the research, providing their experiences and perceptions of challenges in orthodontic education. The survey questionnaire comprised 15 close-ended questions, covering academic, clinical, technological, psychological, and motivational challenges. The results revealed diverse perceptions of the difficulty level of orthodontic theoretical concepts, with participants expressing varied opinions on the intensity of coursework. Challenges in applying different orthodontic techniques were frequently reported, highlighting the importance of practical training and clinical support. Participants expressed concerns regarding the sufficiency of academic resources provided by institutions to address challenges, indicating scope for improvements in teaching methodologies and learning materials. Stress levels due to the demands of orthodontic studies were evident, underscoring the need for support systems to promote students' emotional well-being. The study also explored participants' self-confidence and motivation in pursuing orthodontics as a career. While self-confidence in clinical decision-making was reported by a significant proportion, motivation levels varied among participants. Despite these challenges, dental students generally expressed satisfaction with their overall orthodontic education, reflecting the dedication and interest in the specialized field.
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AL Mashrafi, Badriya, Afrah AL Maskari, and Shamsa AL Masroori. "Level of Motivation and Determining Factors of In-Service Training among Health Care Workers in South Sharqiya Governorate." British Journal of Nursing Studies 4, no. 1 (February 14, 2024): 43–53. http://dx.doi.org/10.32996/bjns.2024.4.1.3.
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Due to the vital role of health care workers and the effects of scientific advances on patient care, providing high-quality health care is not possible without participating in in-service training programs and becoming familiar with the new techniques. In-service training is considered as an important input in human resources management, which has an impact on quality health care delivery and contributes to strengthening the human resources pillar of every health system. In-service training of Health Care Workers is associated with their motivation, and without workforce motivation, productivity will be in danger. Assessing the level of motivation and its contributing factors to in-service training is really a priority area of intervention for the improvement of human resources in health care settings and has not been studied. Such studies help health management planners and decision makers to consider these interventions for further health care improvement and satisfaction. This study aimed to assess the level of motivation and determine the motivational factors influencing participation in the in-service training courses among health care workers working in the south Sharqiya governorate. A cross-sectional survey, using a quantitative descriptive design, was used in this study. The study involved 275 randomly selected health care providers from hospitals and primary health care settings in South Sharqiya Governorate. The study used self-administered survey questionnaires, and the tool has been reviewed by experts from the same field of topic. The data was analysed descriptively and analytically using SPSS version 21. Results showed that there is a significant relationship between the contributing factors and the level of motivation influencing participation in in-service training (B = .044, p < 0.01). Multiple regression furthermore showed that a 35% variation in the motivation contributing factors is accounted for by variation in the 3 motivation statements, namely, positive work environment, overall motivation, and intrinsic motivation. The study also showed that the three motivation statements can be used to explain the substantial association with the motivation contributing factors. These results prove that there is a fair influence of intrinsic and extrinsic motivation on healthcare engagement in these training programs, which cannot be ignored. Thus, these contributing factors pertaining to the healthcare providers, such as a sense of achievement, recognition, career advancement and working environment, have been revealed to have a positive impact on their commitment, performance, satisfaction and timely and quality service delivery. In conclusion, the importance of fostering intrinsic and extrinsic motivators for healthcare providers to participate in in-service training to achieve optimal performance and service delivery has been highlighted. In-service training that is tailored to the specific needs of health workers should be conducted along with more opportunities at various institutions.
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Keat, Ooi Yeng, and Muhammad Awais Bhatti. "Business start-up in Malaysia: Motivations, obstacles, government support and demographic-related traits." Journal of Business Management and Accounting 2, no. 1 (June 1, 2012): 59–75. http://dx.doi.org/10.32890/jbma2012.2.1.7280.
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Entrepreneurship is becoming increasingly important in today’s world due to its effectiveness and applicability in a country’s economic development. In this regards, many developed and developing countries are investing maximum resources and efforts to promote entrepreneurship. To achieve the goal, policy makers as well as economic stakeholders are playing their roles in promoting entrepreneurship. This includes educational institutions emphasising on motivating fresh graduates to choose entrepreneurship as their future career. Therefore, the purpose of this study is to highlight the factors that resist and encourage fresh graduates to choose and set up their own business. This paper categorises four factors namely demographic, motivational, challenges of obstacles and government support. This paper proposes that motivational factors such as family security, independence, intrinsic and extrinsic rewards influence fresh graduates’ decision to choose and set up a new business. With reference to challenges, this paper highlights that a lack of finance, complicated processes involved in setting up a business, high rate of taxes and duties, poor business infrastructure resist fresh graduates to dabble into entrepreneurial activities. This paper also points out that demographic factors like gender, previous experience and family background do influence fresh graduates’ decision to choose and set up a new business. In addition, this paper explains that government support in terms of providing business assistances like microfinance schemes, business-friendly system, low rate of taxes and duties. Easy business-related rules and regulations also encourage fresh graduates to choose and set up a new business. Finally, the paper proposes few propositions based on the previous literature and invites any researcher to empirically test them in order to further strengthen the entrepreneurship literature.
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Santi, Elena-Ancuța, Gabriel Gorghiu, and Costin Pribeanu. "PERCEIVED SELF-EFFICACY AND COURSE SATISFACTION IN STUDENTS PREPARING FOR TEACHING CAREERS." Problems of Education in the 21st Century 81, no. 5 (October 25, 2023): 687–701. http://dx.doi.org/10.33225/pec/23.81.687.
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Self-efficacy is an important variable that explains students̕ behavior of engaging in school activities and persevering in the face of academic challenges. High confidence in personal competencies and in the ability to successfully accomplish a particular task or a certain goal, acts as a stimulating factor of mental resources (cognitive, affective, motivational, volitional), contributing to students̕ success. In an educational context, the development of self-efficacy can be both a means of facilitating high achievement, but also an end in itself, a prospective goal of education. Perceived self-efficacy plays a major role in understanding how students perceive and experience academic courses. This research aims to identify the extent to which perceived self-efficacy with the course influences students' satisfaction with the class as a prerequisite for learning and academic performance. A structural model was developed and tested on two samples of students enrolled in the Psychoeducational Training Program, to prepare for the teaching career. The research results show that there is a significant relationship between perceived self-efficacy with the course and satisfaction with the class. Understanding this relationship, several educational implications can be formulated for the development of students' academic self-efficacy; by recognizing the main indicators of low self-efficacy, teachers can implement specific strategies and interventions to optimize students' self-confidence and performance. Keywords: academic self-efficacy, computer self-efficacy, self-regulated learning, social self-efficacy
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Mustafa, Sheena, Sadia Rashid, Najma Bano Shaikh, Saba Khan, Samina Ayaz, and Shazia Aftab. "Opting to Stay in the Pakistan or Abroad; A Cross Sectional Survey of Tow Public and Private Medical Colleges." Pakistan Journal of Medical and Health Sciences 16, no. 1 (January 30, 2022): 789–91. http://dx.doi.org/10.53350/pjmhs22161789.
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Objective: To determine the reasons of opting to stay in the Pakistan or abroad between students of tow public and private medical colleges. Materials and Methods: Descriptive cross-sectional, questionnaire-based study was conducted in a Private and Public sector medical college in Karachi from October to November 2018. A sample of 400 medical students 200 from each college, 40 students (20 males; 20 females) from each of first to final (5th) year batches separately were selected randomly. Study protocol was approved by the Ethical Review Committee of DUHS while permission for data collection on a questioner of 16 items was sought from authorities of both Medical Colleges. Data were entered & analyzed into SPSS version 26. Results: The mean age of students was 22.18 ± 1.788 years. Father of 20.3% (n=81) and the mother of 12.8% (n=51) students were MBBS, or BDS and almost all of them were practicing. It was found that with the increasing age / class year preference of working in Pakistan (and UK) increased (Up to 1.5 times; p value < 0.380). Likewise; females prefer Pakistan, UK and Gulf countries more than males who had Pakistan and USA top preference to medicine career in the future (P value = 0.758). Although abroad preference was statically significant among private university student (P value = 0.001). Conclusion: Private university medical students were more observed for opting the foreign countries mostly UK and USA compared to the government Medical University students. Financial Reward, life-Style and job Opportunities were observed the commonest reasons. The lack of career counselling and guideline results in health industry losing many future doctors every year as well as loss of potential resources on their training. Keywords: Medical Education, Motivational factors, Emigration
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Ramsay, Jonathan E., Joyce S. Pang, Moon-Ho R. Ho, and Kim Yin Chan. "Need for Power Predicts Career Intent in University Students." Journal of Career Assessment 25, no. 3 (March 21, 2016): 389–404. http://dx.doi.org/10.1177/1069072716639690.
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Previous research has indicated robust relationships between implicit motives and various indices of career preference and performance, with the implicit need for power ( nPow) and the implicit need for achievement ( nAch) found to associate with leadership and entrepreneurship, respectively. However, relatively little work has examined the relationships between implicit motivation and career intention. In the present study, 149 university students completed questionnaires assessing their intention to embark on entrepreneurial, professional, or leadership careers, while implicit motivation was measured using the picture story exercise. nPow was found to positively predict entrepreneurial intent and to negatively predict professional intent, while higher nPow was positively associated with both entrepreneurial and leadership career choice. nAch did not associate significantly with any of the intent or choice measures. These results tentatively suggest a previously undocumented relationship between nPow and entrepreneurial ambition, and possible differences in the motivational profiles of aspiring and actual entrepreneurs.
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Дмитриева, Елена Егоровна. "THE LOGIC OF BUILDING A THEORETICAL MODEL OF THE PROCESS OF PEDAGOGICAL SUPPORT OF PUPILS’ CHOICE OF PROFESSION BY THE DIGITAL EDUCATIONAL ENVIRONMENT RESOURCES." Pedagogical Review, no. 5(33) (October 26, 2020): 22–29. http://dx.doi.org/10.23951/2307-6127-2020-5-22-29.
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Исследуется проблема организации воспитательной работы школы в части педагогической поддержки профессионального выбора в условиях цифровизации образования. Поднимается вопрос теоретического осмысления и моделирования процесса педагогической поддержки профессионального выбора средствами цифровой образовательной среды. Представлена девятикомпонентная модель процесса педагогической поддержки профессионального выбора и логика ее создания. Каждому из компонентов (задачно-целевому, средовому, субъектному, методологическому, мотивационно-деятельностному, содержательному, диагностическому, результативному и рефлексивному) дана характеристика, а также обозначена специфика связи между компонентами модели. The education system faces the issues of online education and the effectiveness of career guidance programs in schools. The article deals with the problem of organizing pedagogical support for profession choice in the school digital educational environment. The author rises the question of theoretical understanding and modeling of the process of pedagogical support of professional choice by the digital educational environment resources. The author presents the 9-componet model and the logic of its construction. The model presents characteristics of each of the following components: the task, the environmental component, the subjective component, the methodological component, the motivational activity component, the diagnostic component, the results, the reflection as well as the specificity of the relationships between these components. The peculiarity of this model is the absence of a clear hierarchy changed for the interdependence of the components. This feature is characteristic of pedagogical models in the formation of a new concept of education. The author pays attention to the particularities of the usage of the approaches, principles and methods of the pedagogical support of the professional choice in the conditions of the digital educational environment. The author also considers the selection of the digital educational environment means to solve the problem of the pedagogical support of the schoolchildren’s professional choice.
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Pappa, Sotiria, Mailis Elomaa, and Satu Perälä-Littunen. "Sources of stress and scholarly identity: the case of international doctoral students of education in Finland." Higher Education 80, no. 1 (January 2, 2020): 173–92. http://dx.doi.org/10.1007/s10734-019-00473-6.
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AbstractAlthough stressors and coping strategies have been examined in managing stress associated with doctoral education, stress continues to have a permeating and pernicious effect on doctoral students’ experience of their training and, by extension, their future participation in the academic community. International doctoral students have to not only effectively cope with tensions during their training and their socialization in their discipline but also address the values and expectations of higher education institutions in a foreign country. Considering the increase of international doctoral students in Finland, this study focuses on perceived sources of stress in their doctoral training and how their scholarly identity is involved when responding to them. The study draws on thematically analyzed interviews with eleven international doctoral students of educational sciences. The participants, one man and ten women, came from nine countries and conducted research in six Finnish universities. The principal sources of stress identified were intrapersonal regulation, challenges pertaining to doing research, funding and career prospects, and lack of a supportive network. Despite the negative presence of stress, most participants saw stress as a motivating element. However, in order for stress to become a positive and motivational force, participants had to mediate its presence and effects by means of personal resources, ascribing meaning and purpose to their research, and positioning themselves within their academic and social environment. The study argues for stress as a catalyst for scholarly identity negotiation and professional development when perceived positively.
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Ko, Eun Jung, and Sang Soo Kim. "Intention to use flexible work arrangements." Journal of Organizational Change Management 31, no. 7 (November 12, 2018): 1438–60. http://dx.doi.org/10.1108/jocm-01-2018-0001.
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Purpose The purpose of this paper is to investigate gender differences in motivations to use flexible work arrangements (FWAs) in Korea. Design/methodology/approach Based on a literature review on theory of planned behaviour (TPB), this study considers four motivational factors that influence the intention to use FWA: motivation for personal life, motivation for productivity, peer behaviour and concerns about career disadvantages. Survey response data drawn from 92 male and 105 female Korean workers were used to analyse differences by gender. Findings As for the male respondents, all four motivational factors have a significant effect on the intention to use FWA. However, in the female respondents, the effects of concerns about career disadvantages on the intention to use FWA are not significant. The results of gender differences analysis show that significant difference was not found in the effect of motivation for personal life on the intention to use FWA while the other three motivational factors have significant differences by gender. Research limitations/implications In this research, basing its conceptual background on TPB, a novel approach is taken by introducing motivational factors as the antecedents of intention to use FWA. This is a more systematic view on individuals’ behavioural mechanism relating to the intention to choose FWA. It is also meaningful in that this study looks at the intention to use FWA from a broader perspective by suggesting gender differences as critical analysis criteria given the uniqueness of Korean labour market. Practical implications For an effective operation of FWA, it is important not only to launch a flexible working programme itself, but also to ensure that the users are properly understood and fairly evaluated. Originality/value Considering the motivations of utilising FWA from various angles will contribute to coming up with various measures to raise the use and effectiveness of FWA.
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Pisklova, Marina Valerievna, and Marina Ivanovna Bekoeva. "Technology of pedagogical coaching as a basic model of supporting the personal development of students." SHS Web of Conferences 121 (2021): 02001. http://dx.doi.org/10.1051/shsconf/202112102001.
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The article substantiates the urgency of the problem of implementing the pedagogical coaching technology as a basic model of support for the personal development of students in the context of modernization of Russian education. Performing value-motivational and personal-semantic functions in the educational process, innovative technologies actualize and develop internal resources of the personality of students, form the necessary competencies that ensure their preparedness to independently solve not only professional tasks, but also various life situations. In modern society, the role of a higher school teacher as a carrier of scientific knowledge is transformed into the role of a coach teacher who focuses the main attention on the development of emotional and cognitive resistance of students to constantly changing conditions; on the formation of the competitiveness of students as future specialists in the modern labor market; on the acquisition of skills to analyze, compare, generalize educational information and apply it in practice; on development of skills for self-education and career growth. In this regard, the purpose of the article is to study the technology of pedagogical coaching in the aspect of new opportunities for developing creative partnerships between all participants in the educational process. The main idea of implementing the technology of pedagogical coaching in higher education is to form students’ ability to set constructive goals, apply the most effective methods for solving professional problems, and develop skills of self-organization and self-development. The mechanisms for implementing the technology of pedagogical coaching do not only complement and expand the personal and social components of professional activity, but also make them more meaningful and rational, which allows optimizing their results in practical activity. The authors conclude that pedagogical coaching in the field of education is a necessary innovative technology capable of concentrating the internal resources of a teacher and students on achieving the intended result and can be considered as an effective mechanism for increasing the creative interaction of all participants in the educational process.
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Božović, Jelena, Ivan Božović, and Isidora Ljumović. "Impact of HRM Practices on Job Satisfaction of Employees in Serbian Banking Sector." Management:Journal of Sustainable Business and Management Solutions in Emerging Economies 24, no. 1 (March 19, 2019): 63. http://dx.doi.org/10.7595/management.fon.2018.0035.
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Research Question: The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees’ satisfaction in the banking sector of Serbia. Motivation:The aim of this research is to measure the satisfaction of employees in the banking sector of Serbia. In addition to the overall goal of this study, it is necessary to list some specific objectives: to provide human resource management (HRM) analysis, to focus on the main dimensions of HRM in practice, to present a test for measuring employee satisfaction in practice, to identify weaknesses in management that affect employee satisfaction and to propose measures to improve employee satisfaction and increase motivation. The research attempts to point out the basic driving factors for better work and effects, as common motives for all workers, such as salary, job interest, the opportunity of further progress, the degree of autonomy in the performance of tasks, and the possibility of personal affirmation. The challenge that puts the management of human resources and its application into practice becomes a very relevant field of inquiry. It is important to know the answer to the research question in order to arrive at a response to whether or not to comply with Pareto optimum: “When we know where and why we are headed, little things can point us to the right direction” (Debreu, 1954). The novelty in the study is that some aspects (career improvement and job security) bring employees a greater degree of satisfaction, while others (salary and business climate) are rated as bringing significantly lower levels of satisfaction. The work is based on the applied Kruger study (Kruger et al., 2008). It is used for research, because in this specific case it makes it possible to collect the results of mortgage execution on a sample of employees of 10 banks, whose results would be useful at the level of the banking sector in Serbia. Idea: The basic idea of this paper is to evaluate different levels of employee satisfaction with different dimensions of quality of work in banking institutions. The study involves analyzing the level of satisfaction from the aspect of selection and selection of employees, job security, employee salaries, career advancement, professional training and professional development, management style, job responsibilities, awards and recognitions and, finally, business climate as key dependent variables. The key independent variables are gender, age, education and length of service, as demographic characteristics of the respondents. Data: The analysis was carried out through a questionnaire sent to the employees of the bank. The target population is employed in the banking sector on the territory of Serbia. Among the different banks, this study takes into account ten banks. 93 questionnaires were available for statistical analysis. Tools: Statistical analysis of all collected data (Z-test, correlation analysis) were used to draw conclusions about relationships between variables, specifically what employees start in the organization. With the help of the Pierson correlation coefficient, statistical significance is determined, which shows motivational effects in the behavior of employees. Findings: The findings revealed a high level of effectiveness of all HRM practices. A strong positive relationship has been identified between the effectiveness of HRM and employees’ satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees’ satisfaction. Contribution: This paper expands the existing research related to the developing employee motivation in the banking sector and formulates practical suggestions for increasing motivation and avoiding its relativization. Promoting transparency and publicity and an effective system of rewards, compensation and salaries according to merit and contribution to work tasks should be promoted. It is possible to achieve a business climate by respecting the individuality and dignity of each employee, and thus to build trust among employees and loyalty to the institution.
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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.5172/jmo.2006.12.3.223.
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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Sherif, Karma, Ning Nan, and Jeff Brice. "Career success in academia." Career Development International 25, no. 6 (July 31, 2020): 597–616. http://dx.doi.org/10.1108/cdi-09-2019-0232.
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PurposeIn this study, the authors explore the boundaryless careers of faculty and adopt the intelligent career framework to examine success factors for academic careers.Design/methodology/approachThe authors conducted a field study of 36 researchers in the management information systems field from 22 institutions in the US, Australia and Canada. The authors selected the participants representing four strata of researchers: luminaries (high expertise status and high citizenship behavior), experts (high expertise status but low leadership roles), statesmen (low expertise status but high leadership) and journeymen (low expertise status and low leadership). Data regarding the participants' experience of social relationships and social resources as well as entrepreneurial motivations were collected and analyzed.FindingsResults show that faculty who “know-why”, “know-how”, and “know with whom” possess socially valued resources and are successful in advancing their careers. They establish high social status and exercise power within their networks to mobilize resources that promote their careers. On the other hand, faculty who fall short of these competencies impose social closure on themselves and do not strive to exploit resources available through their contacts. The study advances a number of theoretical propositions to guide future research on boundaryless intelligent careers.Social implicationsSocial relationships and social resources do not substitute individual competence, leadership and entrepreneurial motivations; individuals need to develop competence valued by their professional communities and exploit available opportunities and assume leadership roles in order to effectively establish instrumental relationships and mobilize social resources to achieve career advancement.Originality/valueIn this study, we attempt to extend career development research through an examination of the bidirectional relationship between know-why, know-how and know-who in academia.
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van den Groenendaal, Sjanne Marie Elyse, Silvia Rossetti, Mattis van den Bergh, T. A. M. (Dorien) Kooij, and Rob F. Poell. "Motivational profiles and proactive career behaviors among the solo self-employed." Career Development International 26, no. 2 (April 29, 2021): 309–30. http://dx.doi.org/10.1108/cdi-06-2020-0149.
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PurposeAs the current “one size fits all” research approach is likely to be ineffective in identifying the conditions that promote the entrepreneurial career of the solo self-employed, this paper advances the current understanding of the heterogeneity among the solo self-employed.Design/methodology/approachA person-centered approach is used to identify groups among the solo self-employed based on their starting motives and to examine their engagement in proactive career behaviors.FindingsUsing Latent Class Analysis (LCA), six groups displaying distinct motivational profiles are identified: (1) the pushed by necessity, (2) entrepreneurs by heart, (3) control-seekers, (4) occupationally-driven, (5) challenge-seekers and (6) the family business-driven. In line with the argument that starting motives affect behavior because they reflect the future work selves that individuals aim for, results show that solo self-employed with distinct motivational profiles differ in their engagement in proactive career behaviors. For future research, it is recommended to examine the role of demographic characteristics in the engagement in proactive career behaviors.Originality/valueAlthough starting motives among self-employed people have been studied frequently, this research applies an innovative methodological approach by using LCA. Hereby, a potentially more advanced configuration of starting motives is explored. Additionally, this study applies a career perspective towards the domain of solo self-employment by exploring how solo self-employed with distinct motivational profiles differ in terms of managing their entrepreneurial careers.
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Cesário, Francisco, Ana Sabino, Ana Moreira, Miguel Portugal, and Antónia Correia. "Students’ Motivation for a Sustainable Career in the Hospitality Industry in Portugal." Sustainability 14, no. 11 (May 26, 2022): 6522. http://dx.doi.org/10.3390/su14116522.
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Based on the intersection between Sustainable Development Goal (SDG) 4 “Quality Education” and SDG 8 “Decent Work and Economic Growth”, the main purpose of this study, framed by the self-determination theory, was to identify the relationship between the factors that motivate students to pursue a career in the hospitality and tourism industry and their commitment to the university and to their program, guaranteeing a more sustainable career. Methodologically, a survey was used to assess students’ perceptions about their commitment to conclude their BA academic program and their time at university, and to identify the types of motivation to pursue a future career in hospitality and tourism. The study took place, with the participation of 305 students, in one of the leading Portugal universities in hospitality and tourism. By leveraging the structural equation modelling technique, we tested how extrinsic and intrinsic motivations for a career in the hospitality and tourism industry contribute to the commitment to the program and the university. Results suggested that students’ commitment to remain in the university and their commitment to conclude their BA program are mainly associated with introjected motivation. This study highlights the need to study higher education systems to boost sustainable human resources management, mainly creating bridges between education systems and industry to allow individuals to have more sustainable careers.