Job Performance Attributions And Career Advancement Prospects

Career Adaptability Development In Adolescence: Multiple Predictors And Effect On Sense Of Power And Life Satisfaction

Discuss about the Job Performance Attributions And Career Advancement Prospects.

In this article, the author Hirschi (2012) has examined the relationship among the connectedness and career adaptability in the adolescence. According to them, the term career adaptability refers to the potential of an individual to manage and survive with the present and future transitions, challenges and tasks within their career. It is related with the ability on an adolescent to attain and achieve the career satisfaction notwithstanding of the conditions and situations in which the individual is actually is. It is comprised of lower work stress level, increased person-environment fir and the other positive and constructive outcomes and resultants like the increased level of the overall career enjoyment. According to Hirschi, adolescents do not relate their ability to be adjustable to the success and many of the times, they look at the complete opposite of being the career strength. As stated in the article, the development procedures of the career adaptability included look at the present skills and knowledge of the individuals as well as their interest areas and how these two would support them in the future of the adolescence. With the same, the author has also said that when the level of clarity is attained by an individual, they can then focus more on building their level of confidence in their direction as well as also in their own capabilities. He has also elaborated his view on this subject stating that the perceived social support along with the positive emotional disposition and the background of non-immigration were all single notable predictors of the development level of career adaptability over the school years of the adolescents. It is believed by him that the impact of age, gender, background, immigration vocational education, non-immigration background, level of parental educational are also linked with the adaptability of career among the adolescents.

Lent, Brown  and Hackett (2000) stated that the identification of the needs of the Social cognitive career theory helps in understanding the different aspects of changes in the systems as per the needs of the individuals to get employed. The theory helps in understanding the different manner in which the people can bring in changes in the development of the individuals. The research examines the different key elements of the change in the systems of the functioning of the individuals through the influence of the barriers to different career choices. The different career choices and the identification of the barriers have helped in maintaining the different levels of changes in the systems of the employment. The journal “Contextual supports and barriers to career choice: A social cognitive analysis” emphasizes on identifying the different learning experiences, outcome of the expectations, satisfaction of the employees while performing as per the needs of the job roles. It helps in identifying the different levels of changes in the systems of the business undertakings through the identification of the needs of the job responsibilities. The dependence of the individuals on the interests and thereby through the persuasion of the interests the individuals form goals and undertake actions to achieve the goals help in maintaining the smooth functioning of the workforce. The different manners in which the proper functioning of the individuals can be initiated is dependent on the identification of the interests of the individuals and thereby delineate the objectives of the actions that are prescribed for achieving the goals. Therefore, Lent, Brown and Hackett (2000) have taken steps to portray the theory of social cognitive analysis through which the interests of the individuals can be identified. On the other hand, the delineation of the barriers can be identified through the application of the theory and thereby take steps to mitigate the same. The different ways through which the proper functioning of the individuals can be undertaken helps in understanding their psychological needs relating to the jobs.  The article identifies the different environmental impediments and the manner in which it brings in changes in the systems of the undertakings of the businesses as per the skills of the people.  

Contextual Supports And Barriers To Career Choice: A Social Cognitive Analysis

Kolvereid (1996) stated in the article “Organizational employment versus self-employment: Reasons for career choice intentions” that the different key elements that are involved in the process are dependent on the functioning of the business as  per the requirements of the same to bring in improvements in the systems. The research that is undertaken by the author depicted the different systems of the changes in the organizational employment and the manner in which it affects self- employment. However, there are issues that are faced by the people relating to the different levels of changes in the systems through the understanding of the classification scheme.  The researcher utilized an open- ended approach ass per the topic requirements and thereby culminates to the different outcomes that were supported by the logics of the researcher. The value of the graduates has increased through the enhancement of the management skills in the individuals which gas helped in developing relevant steps to bring in changes in the organizational structure. On the other hand, the identification of the capabilities of the candidates helps in understanding their potential of undertaking self- employment against all odds. It is a controversial idea; However, the theories that are stated by the people has helped in maintaining te different levels of changes in the systems of the business as per the requirements of the businesses to bring in changes in the systems through the appointment of the new skilled candidates. On the other hand, the identification of the needs of the individuals has helped in maintaining the different levels of changes to employ them in order to maximize their profitability in the market. The different elements of the changes in the systems of the business are dependent on the proper functioning of the individuals as per the needs of enhancing the productivity. On the other hand, the identification of the preferences of the individuals helps in understanding the relative values of the changes in the systems and the functioning of the business as per the objectives of the business in the market.

Lent, Brown  and Hackett (1994) identified the social cognitive theory by A. Bandura’s (1986) in their research “Toward a unifying social cognitive theory of career and academic interest, choice, and performance”, which has helped in identifying the different aspects of the change in the systems of the performance and the career building process. It helps in identifying the different issues that are faced by the people through the identification of the needs of the same in the market.  On the other hand, the understanding of the interests of the people and aligning their interests with the capabilities of the same has helped in maintaining the different performance index. The framework that the authors derived from  the theory by A. Bandura’s (1986) has helped in identifying the psychological needs of the individuals and the manner in which it helps in identifying the different needs of the people relating to the career development process. The research identifies self-efficacy, expected outcome, and goal mechanisms and thereby formulates the equation between the same to bring in changes in the systems of the career frameworks of the individuals. On the other hand, the identification of the needs of the employees and the manner in which the needs can be assessed has helped in maintaining the different levels of changes in the systems of the business in the organizations. The identification of the preferences of the people has helped in maintaining the different levels of support systems and the manner in which they can be well supported to bring in changes in the professional careers of the individuals. The meta-analysis of relevant findings that is undertaken by the author helps in illustrating the manner in which hypothesized relations have been used in past research. On the other hand, the identification of the needs of the people has helped in maintaining the different levels of changes in the systems as per the development of the cognitive abilities of the people are concerned.

Organizational Employment Versus Self-Employment: Reasons For Career Choice Intentions

Judge, Higgins, Thoresen and Barrick (1999) in this article have investigated on the relationship traits that are achieved from the five factor model of the personalities of human being and the general mental ability with the success of the career. These four authors are the researchers of behavuor and traits and therefore have effectively study the factors that are related with the subject of career in the life on an individual. They have described the fact that the career success of the individual are argues to be composed of the intrinsic success or called, the job satisfaction as well as the extrinsic success or their occupational and the income success dimensions. In order to prove their arguments they have conducted this study where the data are obtained from the intergenerational studies which are also known as a set of three studies which are followed by the participants from their early childhood, until their retirements. The findings of the article were that of the conscientiousness that is positively predicted with the help of the extrinsic and intrinsic success of the career, the general mental ability that is positively predicted with the help of extrinsic success of the career and the neuroticism which is negatively predicted with the help of extrinsic success of the career. In this article the term personality was linked with the success of the careers and controlling for the general mental ability. Although, the adulthood evaluation of the big 5 traits were the more powerfully related to the success of the career than that were in the childhood evaluation, but still both of them contributes in the unique variance while explaining the success of the career. Hence, in this article, the conscientiousness, which is one of the Big Five personality traits has been described and defines as the highly related factor to positive working outcomes. The authors of this article believe that the choice of career should remain consistent with the interest and desire of an individual.

According to Kidder (2015), tenure is one of the major important aspects as well as sometimes considered as a barrier in an academic career. The tenure influences the performances of the faculties across the academic career sometimes, which shape the growth and development of faculties too. It not only enhances their level of skills, knowledge and expertise, but also creates ease in managing their academic career by teaching the students and make them gain the ability to become successful in their academic career. Based on the responses of academic scholars, it is found that huge amounts of information and data have been obtained regarding the employment opportunities and employment careers of the faculties within the academic institutions. Kidder (2015) investigated about the fact that the employment relationships can define the entire tenure process and can bring both positive as well as negative outcomes depending upon the situations and academic freedom provided to the faculties. There is a probable link between the productivity of the faculties and the quality institution and academics. It is clear that the quality of education provided at an institution often depends upon the work of the faculties and even are based on their roles and responsibilities such as undergraduate teaching, research and development and training provided to the future scholars. The age of faculties and the tenure for which he or she has been working at the academic institution creates impact on the performance across the academic career. Kidder (2015) states that the relationship between the cognitive abilities and tenure for which the faculty has been working develop the skills and knowledge of the faculties and their mental abilities have become stronger with time. This has also created convenience in teaching the students and thus the turnover of employees has been reduced too. With more time spent within the academic institution, the faculties have got more habituated with the teaching styles, which has enhanced their performances and improved the quality of education too. Though the faculty members continue to excel in their career, still sometimes the changed standards may not be met. In such cases, necessary tenure benefits shall be offered to conduct researches by hiring both junior and senior faculties and improve performances across the academic career.  

Toward A Unifying Social Cognitive Theory Of Career And Academic Interest, Choice, And Performance

From the article presented by Igbaria and Baroudi (1995), it is found that inspite of the changes in demographics within the workplace, there have been several challenges faced by the women in the area of computing. It is found that the male and female workers are not paid with equal wages and have often been treated unequally within the IS workplace. The various aspects of career development are the most important tasks of the IS employees. From the article, it is found that the gender of employees often cerates and impact on the evaluation of job performances and impacts the development and advancement in career too. From various research and development outcomes, it is found that there are not much gender related differences in terms of the job performance ratings, though there are many female workers who are often facing challenges related to the lack of growth and promotion when compared with the career advancement prospects for the male workers within the IS workplace. Thus the chances for career advancement are quite low, which makes it difficult for them to adapt to the workplace and the turnover of female employees’ increases. According to Igbaria and Baroudi (1995), the performances of job, based on which, the ratings are provided have also created some positive impacts on the career advancement options for the male workers, though the attribution rate is stronger among the female workers at the IS workplace. Human resource management is an important factor that promotes diversity at workplace and prevents any sort of discrimination based on gender, race, color, creed or religion. Thus, it is important for the HRM department of the IS workplace to ensure that the both the males and females within the workplace are treated equally in terms of career advancement, job related scopes and opportunities along with equal wages provided to them. From the article, it is understandable that the female workers contribute largely to the workforce and will increase with time, thus creating better opportunities for them to excel in their career in the future.

Before carrying on with the description of this article, it is to sate that there are only few studies and articles that are carried on in an occupational contexts and this articles is one among them. In this article the authors Greenhaus and Parasuraman (1993) have described about the influence of the gender and race of the managers on the attributions of job performance that is made by their supervisors. In between the most highly victorious and successful managers, the women performance was very less believable to be ascribed to the potential than that of the performance of the men. In addition to this, the performance and production of the black managers has very less possibility to be ascribed to the efforts and ability, while has the most possibility to be ascribed to the help from the others than that of the performance of the managers who are white. In this article, gender has been found to have a great influence on the evaluation of performance along with the reactions to the helping behaviours or altruistic like the ones that are included in the interpersonal facilitation. Furthermore, according to this article, as compared to the men, women are more likely to have the basic responsibility of balancing the family responsibilities and duties with the duties to their employers. Also, the theme of this article contributes to the understanding of the readers of the leader promotability beyond the demographic predictors and the fixed factors of the earlier research on the evaluations of promotability through relating this evaluation in between the leader differences in the planning of the high quality of negative feedback along with the display of the empathic concern. Hence, this article links the racial and the gender differences with the attributions of the career or job performance by the supervisors.

Based on the article presented by Liaw et al. (2017), it is found that the career choices and perceptions of nursing among the healthcare students play a significant part in shaping their career becoming successful in the future. The choice of career and nursing perceptions often create better employment opportunities for the people and allows them to grow, develop and succeed within the healthcare industry win the future. With the ageing population and immense competition from the healthcare curses, the demands for the healthcare services have increased, which has also created greater scopes and opportunities for the people who are thinking of pursuing the nursing career within the higher educational institutions. Based on the choices and considerations, the nursing healthcare courses have developed various strategies to improve the efficiency of the nursing course. Liaw et al. (2017) stated that there are few differences as well as present between the health care career choices and nursing perceptions among the nursing and non-nursing healthcare students.  The main causes for which the students have made their choices for the nursing career are the desire to help others, failing to pursue some other course and low requirements for admission. The perceptions of nursing among the healthcare students and choices are made based on the job situation including the security of job, accessibility to the jobs and diverse opportunities in the career. The job situation is based on how the students make the career choice and desire the occupation where they can remain employed for a long time. Nursing also provides better job security and employment security along with a steady income and serving people for good. There are personal career aspirations such as ability and need to enter tertiary education and gain more in-depth knowledge about the health care industry, furthermore become successful in the respective nursing field efficiently.

References:

Greenhaus, J.H. and Parasuraman, S., 1993. Job performance attributions and career advancement prospects: An examination of gender and race effects. Organizational Behavior and Human Decision Processes, 55(2), pp.273-297.

Hirschi, A., 2012. Career adaptability development in adolescence: Multiple predictors and effect on sense of power and life satisfaction. Journal of Vocational Behavior, 74(2), pp.145-155.

Igbaria, M. and Baroudi, J.J., 1995. The impact of job performance evaluations on career advancement prospects: An examination of gender differences in the IS workplace. MIS quarterly, pp.107-123.

Judge, T.A., Higgins, C.A., Thoresen, C.J. and Barrick, M.R., 1999. The big five personality traits, general mental ability, and career success across the life span. Personnel psychology, 52(3), pp.621-652.

Kidder, D., 2015. The Influence of Tenure on Faculty Performance Across an Academic Career. In Academy of management Proceedings (Vol. 2015, No. 1, p. 10035). Briarcliff Manor, NY 10510: Academy of management.

Kolvereid, L., 1996. Organizational employment versus self-employment: Reasons for career choice intentions. Entrepreneurship Theory and Practice, 20(3), pp.23-31.

Lent, R.W., Brown, S.D. and Hackett, G., 1994. Toward a unifying social cognitive theory of career and academic interest, choice, and performance. Journal of vocational behavior, 45(1), pp.79-122.

Lent, R.W., Brown, S.D. and Hackett, G., 2000. Contextual supports and barriers to career choice: A social cognitive analysis. Journal of counseling psychology, 47(1), p.36.

Liaw, S.Y., Wu, L.T., Chow, Y.L., Lim, S. and Tan, K.K., 2017. Career choice and perceptions of nursing among healthcare students in higher educational institutions. Nurse education today, 52, pp.66-72.