Effects of Race on Organizational Experience, Job Performance Evaluations, and Career Outcomes.

Greenhaus, Jeffrey H.; Parasuraman, Saroj; Wormley, Wayne M.

doi:10.2307/256352

Cited by 1,787 publications

(378 citation statements)

References 32 publications

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“…The shortened version of the Utrecht WE Scale (nine items) was used to measure WE . CSAT was operationalized via …ve items from Greenhaus et al (1990). Five items from Bosho¤ and Allen (2000) were used to measure SRP.…”

Section: Methodsmentioning

confidence: 99%

Job Resources, Work Engagement, and Hotel Employee Outcomes: A Time-Lagged Analysis

Karatepe¹

2012

Economic Research-Ekonomska Istraživanja

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This study develops and tests a research model that investigates work engagement as a mediator of the e¤ ects of coworker and supervisor support on career satisfaction, service recovery performance, job performance, and creative performance. Data were obtained from frontline hotel employees with a time lag of one month and their immediate supervisors in Cameroon. The relationships were tested using LISREL 8.30 through structural equation modeling. The results demonstrated a better …t for the fully mediated model when compared to the partially mediated model. The results further revealed that work engagement fully mediated the e¤ ects of coworker and supervisor support on the previously mentioned outcomes. Implications of the results and their future research directions are o¤ ered.

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Section: Methodsmentioning

confidence: 99%

Job Resources, Work Engagement, and Hotel Employee Outcomes: A Time-Lagged Analysis

Karatepe¹

2012

Economic Research-Ekonomska Istraživanja

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“…In other words, subjective career success is the self-evaluation of the person towards her/his own achievements. Career satisfaction on the other hand, is appraised as the pleasure felt from the level of achievements to goals determined in the career (Greenhaus et al, 1990). Career success, which is evaluated by another individual and which includes elements such as salary and promotion that are not under the control of the individual, is named as "objective career success" (Heslin, 2005: 115).…”

Section: Relationship Between Perceived Organizational Support and Camentioning

confidence: 99%

The Effects of Organizational Performance on the Relationship between Perceived Organizational Support and Career Satisfaction: An Application on Insurance Industry

Kırkbeşoğlu

Özder

2015

jmr

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This study aims to examine the effects of organizational performance on the relationship between perceived organizational support (POS) and career satisfaction (CSAT) of employees. Our research question facilitates to understand how the interaction between POS and CSAT changes in the process of adaptation to environmental pressures. In order to find answers to our research question we carried out quantitative research and applied questionnaire as our method of data collection. Research sample is constituted with 10 insurance companies and 194 employees working in these companies. At the end of the study, our findings support that perceived organizational support effects career satisfaction more in high performance organizations, compared to low performance organizations.

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“…Generally, career satisfaction is the satisfaction that individuals derive from the intrinsic and extrinsic aspects of their careers, including pay, advancement, and developmental opportunities (Greenhaus et al, 1990). Career satisfaction is also based on Holland (1959) Super's (1984) career choice theory, and Herzberg's (1964) dual factor theory.…”

Section: Career Satisfactionmentioning

confidence: 99%

Explaining Career Satisfaction on the Basis of Alumni Satisfaction, Gap Period and Gender: Evidence from Turkish Higher Education

Turan¹,

Tunç²,

Göktepe³

2015

ASS

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Despite all the ink split and words spoken, career satisfaction concept has not been evaluated sufficiently in some research areas, notably education and alumni literature. We aim to explain career satisfaction extending for individuals' university education satisfaction, alumni satisfaction, unlike the previous studies. This paper also aims to shed light on differences in alumni satisfaction and career satisfaction in terms of employees' demographic characteristics. Furthermore, we design a model in order to explain individuals' career satisfaction associating with their alumni satisfaction, gap period and gender. In order to test the hypotheses, we draw a sample of 963 respondents graduated from a public university in Turkey. Linear regression analysis results indicate that alumni satisfaction explains significant level of career satisfaction. The explaining value is remarkable to turn researchers' attention to investigate this field. In addition, alumni satisfaction scores show that there are significant differences in alumni satisfaction based upon age and gap period. Career satisfaction scores also indicate that there are significant difference in career satisfaction in terms of gender, occupation and gap period, as seen in t-test and ANOVA results. Finally, according to ordinal logistic regression analysis results, individuals having higher degree of alumni satisfaction are 4.56 times likely to get upper level career satisfaction than individuals having relatively low degree of alumni satisfaction. Moreover, individuals getting a job in two years after graduated from university are 3.97 times likely to get satisfaction from their career than those getting a job two years later after graduated from university. In addition, males are 1.74 times more likely to get higher satisfaction from their career than females. So the present research contributes a literature gap about satisfaction of alumni and career fields.

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Effects of Race on Organizational Experience, Job Performance Evaluations, and Career Outcomes.

Cited by 1,787 publications

References 32 publications

Job Resources, Work Engagement, and Hotel Employee Outcomes: A Time-Lagged Analysis

Job Resources, Work Engagement, and Hotel Employee Outcomes: A Time-Lagged Analysis

The Effects of Organizational Performance on the Relationship between Perceived Organizational Support and Career Satisfaction: An Application on Insurance Industry

Explaining Career Satisfaction on the Basis of Alumni Satisfaction, Gap Period and Gender: Evidence from Turkish Higher Education

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