This study examined the generalizability of types of career orientation. Exploratory latent class analyses were used to examine whether structurally the same career orientations can be found across a large sample of Swiss German (N=737), Swiss French (N=319), and British (N=1,002) employees. The finding showed that the generalizability of career orientations was not supported across the two countries and not even between the German‐ and French‐speaking parts of Switzerland. At least four career orientations were found in all samples. Country‐specific inspection of these four career orientations showed that they differed in terms of their combinations of specific components (boundaryless, protean, advancement, and time orientation). Mixtures of types of career orientations exist and make it difficult to identify fully the same type of career orientation across different cultural contexts. Explanations for differences in career orientation are discussed focusing on the cultural and economic context of Switzerland and Great Britain. Implications for organizational career management practices as well as theory of the career orientation concept are discussed.
This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction-turnover links. The static relationship was found to be similar and less negative for employees with independent and loyalty-focused career orientations than for promotion-focused and disengaged employees. Regarding the dynamic relationship between job satisfaction change and turnover intention change, however, independent and loyalty-focused employees differed: An increase (decline) in job satisfaction was more strongly related to a decline (increase) in turnover intention for independent employees than for loyalty-focused employees. These findings provide new insights into the differential dynamics involved in assessing work situations and responding to them based on different career aspirations and interests. Consequences for research and practice regarding more effective human resource management are discussed.
The aim of this study was to investigate the nature of tutor and student online communication and collaboration activities in a blended learning course. The hypothesis that these activities are related to student learning performance (exam results) was tested based on the number of messages posted, as well as the nature of these messages (type of content transmitted in terms of course content-related, interpersonal and organizational activities). Descriptive results show that tutors were mainly involved in organizational tasks, whereas students communicated mostly at content-related and interpersonal levels. Student performance was not related to the quantity of tutors' activity, but to the quantity of students' activity. Closer examination of the nature of different activities showed that not only tutors' interpersonal, but also students' own content-related and interpersonal messages had an impact on students' learning performance. This study raises the possibility that the nature of messages is more important than their quantity. It calls into question former research, which has indicated the importance of the amount of activity while mostly neglecting to discriminate between the differences in nature of activities and which has based its findings almost entirely on subjective ratings for both activities and performance. Implications for evaluation of activities and design of personal support are discussed.
Introduction: This study aims to analyze the role of co-presence against the background of COVID-19 pandemic to derive implications for an interdisciplinary, evidence-based workplace and human capital management. A theoretical framework is outlined that considers a range of topics from task performance to social and organizational contextual factors.Methods: In a single organization qualitative case study, five focus group interviews including a total of 20 employees of an IT consultancy were conducted to identify the effects of the mandatory remote working regimes imposed by the COVID-19 Pandemic on task and contextual performance.Results: Findings show that individual performance was assessed to have increased while internal processes remained at similar levels compared to pre-pandemic levels. Organizational culture, social contact, and identity, however, were reported to have considerably deteriorated in the view of the participants.Discussion: The study shows that for a company that was very experienced with distributed working, the reduction of co-presence had important effects on performance and culture. Findings suggest that co-presence must be carefully managed in the future. This could become a new joint priority for workplace design, workplace management, and human capital management.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.