Work, personal and cultural factors in engineers’ management of their career satisfaction

León, Inocencia María Martínez; Cifuentes, Isabel Olmedo; Ramón-Llorens, Ma Camino

doi:10.1016/j.jengtecman.2017.12.002

Cited by 41 publications

(30 citation statements)

References 101 publications

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“…When the company has the intention of remaining the productivity at the higher level, it must provide employees with opportunities for further education and development. According to further research studies [124][125][126][127][128], job satisfaction is increased by motivation factors like prestige and competences. Some enterprises create the conditions for employees' autonomy, creativity, and effective decision-making process.…”

Section: Discussionmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their implementation in practice are important for improving the work performance and reaching business goals. Pearson’s chi-square test is used to test correlation between the motivation factors relating to career aspiration and education. Following the research results, the fact that there is dependence between the motivation factors relating to career aspiration and completed education can be stated. The motivation factors relating to career aspiration are important, even very important for highly educated employees and employees with upper secondary education. Following the research results, the fact that the requirements and expectations relating to career aspiration are more demanding when the education completed by employees is higher is confirmed.

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Section: Discussionmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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“…Martínez‐León, Olmedo‐Cifuentes, and Ramón‐Llorens () found in his study that career satisfaction is important for the personnel in engineering professions. He discussed that low career satisfaction decreases job performance of employees.…”

Section: Theory and Hypothesis Developmentmentioning

confidence: 98%

Stress and performance: Investigating relationship between occupational stress, career satisfaction, and job performance of police employees

Nisar

Rasheed

2019

Journal of Public Affairs

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The purpose of this research is to explore the impact of occupational stress on job performance of police employees. We theorized and tested the role of career satisfaction in the relationship between occupational stress and job performance as an underlying psychological mechanism. Primary data have been collected from 271 police employees working at AJ&K Pakistan. Results of this research study have shown that occupational stress is negatively related to career satisfaction, in‐role performance, and extra‐role performance of police employees. Moreover, career satisfaction mediates the relationships between occupational stress and in‐role and extra‐role performance of police employees. This research study has called researchers' and policy makers' attention towards an important issue of occupational stress in the police profession. The research will play an important role in compelling the top management, authorities, policy makers, and government officials of police to ponder over the issues of occupational stress aimed at enhancing the job performance including in‐role and extra‐role performance of police employees.

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“…The working conditions of individuals are a part of the contextual influences on personal satisfaction and career actions (Lent et al 2000;Martínez-León et al 2018). Management culture, employee involvement and empowerment, compensation and benefits, and degree of autonomy in decision-making are factors of job satisfaction, which is an attribute of productivity and retention (Youngblood Ortiz et al 2015).…”

Section: Encouraging Career Satisfactionmentioning

confidence: 99%

Recognizing Differences in Underrepresented Civil Engineering Students’ Career Satisfaction Expectations and College Experiences

et al. 2021

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Student career satisfaction expectations and college experiences are an underutilized map toward attracting and sustaining the interest of underrepresented groups (URGs) in the civil engineering and construction industry. URGs provide indispensable contributions to the development of the built environment; however, URGs in civil engineering have not received sufficient attention to their unique expectations and experiences. Furthermore, diversity and inclusion efforts still are special practices in civil engineering, and are far from a conventional factor of professional respectability. Leveraging a national survey data set of responses from senior level undergraduate engineering students (n ¼ 4,605), this study found measurable differences in career satisfaction expectations and college experiences between URGs and non-URGs in civil engineering. From the survey, 830 senior-level students majoring in civil engineering and construction related fields provided their career satisfaction expectations and undergraduate cocurricular experiences. Welch's t-test and Hedges' g were used to measure the significant differences in career satisfaction expectations between URGs and non-URGs. A frequency distribution was created and paired with chi-squared test for independence and Cramér's V to measure the difference in undergraduate participation in cocurricular activities between URGs and non-URGs. The results of this study showed URGs' career satisfaction expectations and cocurricular activities significantly differed from those of non-URGs. URG students reported more interest in helping others and in volunteering with charity groups in their careers. URG students also reported higher participation in cocurricular activities such as contributing as a member of an organization for women and/or minorities in engineering, acting as a member of an outreach club, and working a work-study or other type of job to pay for college. The findings presented in this paper highlight the need for the civil engineering profession to move beyond monolithic traditions, which can perpetuate exclusion.

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Work, personal and cultural factors in engineers’ management of their career satisfaction

Cited by 41 publications

References 101 publications

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Stress and performance: Investigating relationship between occupational stress, career satisfaction, and job performance of police employees

Recognizing Differences in Underrepresented Civil Engineering Students’ Career Satisfaction Expectations and College Experiences

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