Exploring the Perceived Career Success of Staff in a South African Science and Engineering Company

Toit, Didi-Mari du; Coetzee, Melinde

doi:10.1080/14330237.2012.10874526

Cited by 10 publications

(5 citation statements)

References 19 publications

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“…Career self-management was also positively associated with higher levels of work–life balance satisfaction. Research by Du Toit and Coetzee (2012) showed that individuals’ need for work–life balance is positively associated with their career management behaviours and perceptions of subjective career success.…”

Section: Discussionmentioning

confidence: 99%

“…These factors have been positively related to employee turnover, job embeddedness, job and career satisfaction, engagement, and commitment (Döckel, 2003; Du Toit & Coetzee, 2012; Joāo & Coetzee, 2012; Ng & Feldman, 2009; Van Dyk, Coetzee, & Takawira, 2013). Research highlights the interdependency between individuals and the structural arrangements and practices of organisations (Fleisher, Khapova, & Jansen, 2014; Tams & Arthur, 2010).…”

Section: The Relationship Between Psychosocial Employability Attributmentioning

confidence: 99%

“…Retention factors are those organisational practices that influence the retention or departure of employees and their decision to leave or remain (Döckel et al, 2006;Netswera, Rankhumise, & Mavundla, 2005). Döckel (2003) identified six factors critical to the retention of employees in the South African organisational context: These factors have been positively related to employee turnover, job embeddedness, job and career satisfaction, engagement, and commitment (Döckel, 2003;Du Toit & Coetzee, 2012;Joāo & Coetzee, 2012;Ng & Feldman, 2009;Van Dyk, Coetzee, & Takawira, 2013). Research highlights the interdependency between individuals and the structural arrangements and practices of organisations (Fleisher, Khapova, & Jansen, 2014;Tams & Arthur, 2010).…”

Section: The Relationship Between Psychosocial Employability Attributmentioning

confidence: 99%

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Psychosocial employability attributes as predictors of staff satisfaction with retention factors

Coetzee

Oosthuizen

Stoltz

2015

South African Journal of Psychology

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The increased mobility of highly skilled knowledge workers who place a high premium on their employability capital challenges organisations to retain their scarce talent. This article explored individuals’ psychosocial employability attributes as predictors of their satisfaction with organisational retention factors. A cross-sectional quantitative, correlational research design was followed. A non-probability purposive sample of 321 permanently employed employees in an automotive manufacturing company in South Africa participated in the study (50% mid-career; 72% males; 50% Blacks; and 79% managerial/supervisory levels). Hierarchical regression analysis revealed that proactivity positively predicted satisfaction with job characteristics; career self-management positively predicted satisfaction with training and development opportunities, career opportunities, and work–life balance. Emotional literacy negatively predicted satisfaction with career opportunities. The results provide valuable insights regarding how employees’ psychosocial employability attributes influence their retention.

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Section: Discussionmentioning

confidence: 99%

Section: The Relationship Between Psychosocial Employability Attributmentioning

confidence: 99%

Section: The Relationship Between Psychosocial Employability Attributmentioning

confidence: 99%

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Psychosocial employability attributes as predictors of staff satisfaction with retention factors

Coetzee

Oosthuizen

Stoltz

2015

South African Journal of Psychology

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“…Objective career success can be considered as the extrinsic success which is relatively objective and observable, and typically consists of highly visible outcomes such as pay and ascendancy (Jaskolka, Beyer & Trice cited in Judge et al 1999). Subjective career success reflects an individual"s perception of their own success and self -evaluations of career success, not only in an employee"s current organization, but also during their career in general (Toit and Coetzee 2012).…”

Section: Introductionmentioning

confidence: 99%

Impact of Personality on Career Success of the Employees in the Sri Lankan Banking Sector in Western Province

Dodangoda

Arachchige

2017

Human Resource Management Journal

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Area of the StudyAs an important determinant of career success of an employee, this study is to investigate the impact of personality on career success of employees in Sri Lankan banking sector.There is an empirical and knowledge gap in the Sri Lankan context on this research area. Problem of the StudyThe major objective of this research study is to examine whether personality has an impact on the career success of the employees in Sri Lankan Banking sector. The research problem of this study: whether personality has an impact on the career success of the employees in the Sri Lankan banking sector in Western province. Method of the StudyThe data were collected from a convenient sample of 150 employees in commercial banks in Sri Lanka by using a structured questionnaire which consisted of 59 questions. Data was analyzed using univariate analysis, correlation and regression analysis with the SPSS 16.0 (Version). Findings of the StudyAccording to the findings of the study personality has an impact on career success. Extraversion, openness to experience, agreeableness and conscientiousness relate with objective career success positively and further emphasizing positive relationship between conscientiousness and subjective career success. Justifying the empirical evidences it is revealed that there is a negative relationship between neuroticism and both objective and subjective career success. Conclusion of the StudyIt is concluded that individual's personality traits influence the objective and subjective career success. Overall personality has an impact on career success of the employees in the Sri Lankan banking sector in Western province.

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“…Various studies (e.g., Park & Bhuyan, 2012;du Toit & Coetzee, 2012) have made use of analyzing open-ended survey responses to explore more complex and possibly ambiguous pictures beyond precoded survey questions. Bureaucrats responded to the question, "Do you have any other thoughts or comments regarding your work and/or migration in Sweden?"…”

Section: Analytical Strategymentioning

confidence: 99%

Ontological Security in Times of Global Transformations? Bureaucrats' Perceptions on Organizational Work Life and Migration

Schütze

2021

Political Psychology

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Processes of globalization have accelerated over the last decades with profound consequences at the individual and societal level. This article discusses the repercussions of global changes in welfare organizations. In this context, migration is often portrayed as the main cause of the multiple insecurities caused by global transformations. It is examined how ontological insecurity caused by global transformations influences individuals and how these influences manifest themselves in the working life of bureaucrats. The aim is to explore how bureaucrats express themselves regarding their work with migrants and about migration in general and how we can understand these perceptions. A sample of 130 open-ended responses that were part of a nationwide survey directed towards bureaucrats from two of the main Swedish welfare institutions was analyzedthrough systematic content analysis. The results show that bureaucrats use different identity strategies, namely, retreatism in the form of distancing oneself, essentialism in the form of resentment towards migrants, and engagement in the form of mutual dialogue. These strategies are used to handle uncertainties and overcome complexities not only as professionals in their work life, but also as private individuals.

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Exploring the Perceived Career Success of Staff in a South African Science and Engineering Company

Cited by 10 publications

References 19 publications

Psychosocial employability attributes as predictors of staff satisfaction with retention factors

Psychosocial employability attributes as predictors of staff satisfaction with retention factors

Impact of Personality on Career Success of the Employees in the Sri Lankan Banking Sector in Western Province

Ontological Security in Times of Global Transformations? Bureaucrats' Perceptions on Organizational Work Life and Migration

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