Browsing by Subject "Career satisfaction"

Now showing 1 - 2 of 2

Open Access
Employee overqualification and manager job insecurity: implications for employee career outcomes
(Wiley, 2020) Erdoğan, B.; Karakitapoğlu-Aygün, Zahide; Caughlin, D. E.; Bauer, T. N.; Gümüşluoğlu, Lale
In this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career‐related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed.
Open Access
Millennial knowledge workers: the roles of protean career attitudes and psychological empowerment on the relationship between emotional intelligence and subjective career success
(Emerald Group Publishing, 2019) Aydoğmuş, Ceren
The purpose of this paper is to examine the potential effects of Millennial knowledge workers’ emotional intelligence (EI) on their subjective career success (SCS) through their protean career attitudes (PCAs) and psychological empowerment (PE). Design/methodology/approach: Survey methodology was used to collect data from 623 Millennial knowledge workers in 42 Turkish Information Technology companies. Participants answered the surveys at three different points within a 12-week period. Measures of EI, PCAs, PE and SCS were analyzed using structural equation modeling and the bootstrapping method. Findings: The empirical results provide support for the author’s proposed model that positive relations between EI and Millennial knowledge workers’ SCS are mediated by their PCAs and PE. Research limitations/implications: To generalize the study findings, future research should be conducted for Millennial knowledge workers in different cultures and countries. Practical implications: Particularly for Millennial knowledge workers, managers need to be aware of positive influence of EI on employees’ SCS and should consider implementing policies and procedures that recognize EI as a key ingredient for their SCS. Additionally, human resource professionals should aim to create an organizational culture around career development, in addition to career attitudes trainings, and provide career growth opportunities to retain Millennial talent. Finally, organizational development professionals should establish work environments that increase employee empowerment and thus improve SCS. Originality/value: The findings advance the understanding of how Millennial knowledge workers’ EI can influence their SCS through focusing on PCAs and PE. The results underpin the self-determination theory, contextualist action theory of career development and job design theory.