Psychosocial resources, support, and career satisfaction among professional women: A South African study

Takawira, Ndayiziveyi; Coetzee, Melinde

doi:10.1080/14330237.2019.1625598

Cited by 5 publications

(8 citation statements)

References 36 publications

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“…Concerns arise when individuals perceive a form of mismatch between their employability and the demands of changing conditions, which may allude to lower levels of self-perceived employability in the presence of high career adaptation concerns. Previous research indicates that high career adaptation concerns are associated with lower levels of career satisfaction and lower commitment to the organization (Bester, 2017; Coetzee, 2015; Takawira, 2017). The dual information-processing model in anxiety also suggests that individuals tend to respond in a systematic and inflexible manner as a first primary response to threatening cues from the environment (Beck & Clark, 1997), which may manifest in lower levels of self-perceived employability.…”

Section: Background On Self-perceived Employability Career Adaptatiomentioning

confidence: 99%

“…These human resources practices increase employees’ sense of self-directed autonomy in managing their employability (Deas, 2017; Stoltz, 2015). Although an under-researched area, studies also indicate links between employees’ career adaptation concerns and career outcomes such as lower organizational commitment (Deas, 2017) and lower career satisfaction (Bester, 2017; Takawira, 2017). However, further research is needed to establish a link between career adaptation concerns and self-perceived employability.…”

Section: Introductionmentioning

confidence: 99%

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How Employability Attributes Mediate the Link Between Knowledge Workers’ Career Adaptation Concerns and Their Self-Perceived Employability

Coetzee

Engelbrecht

2019

Psychol Rep

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The study examines employability attributes as psychological mechanisms that explain the link between the career adaptation concerns and self-perceived employability of a sample of professionally qualified knowledge workers (N = 404). A cross-sectional survey was used to collect primary data. Results of a mediation analysis by means of structural equation modeling show that proactivity, career resilience, and career self-management attributes are significant intrinsic motivational mechanisms in explaining the link between high career adaptation concerns and high self-perceived employability. The study makes an important contribution to the employability literature by illustrating by means of self-determination theory the role of employability attributes as psychological processes that restore individuals’ sense of autonomous functioning as expressed by their self-perceived employability. The findings advance human resource management’s understanding of the role of employability attributes as mechanisms of fulfilling knowledge workers’ need for competence and autonomy in the career adaptation concerns—perceived employability link. Practice implications include supportive career development practices that strengthen knowledge workers’ sense of competence and autonomy when confronted with changes in job and employment conditions that affect their perceived employability.

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Section: Background On Self-perceived Employability Career Adaptatiomentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

How Employability Attributes Mediate the Link Between Knowledge Workers’ Career Adaptation Concerns and Their Self-Perceived Employability

Coetzee

Engelbrecht

2019

Psychol Rep

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“…• Perceived organisational support (Ferreira et al, 2022;Ganji et al, 2021;Takawira & Coetzee, 2019).…”

Section: Enabling Factors Of Retention Impeding Factors Of Retentionmentioning

confidence: 99%

“…Organisations will retain educated, professional women if they are willing to modify the ways in which work is completed (Annabi & Lebovitz, 2017). Prominence should also be given to promoting nontraditional career paths, enhancing work-life balance and applying efficient mentor-mentee structures (Coetzee, 2021;Schutte, 2017;Takawira & Coetzee, 2019).…”

Section: Enabling Factors Of Retention Impeding Factors Of Retentionmentioning

confidence: 99%

“…Balance alludes to the need for achieving an equilibrium between work and personal life roles and responsibilities. Research has shown positive associations between work-life balance and career satisfaction among women (Takawira & Coetzee, 2019). Challenge denotes the need for stimulating work and experiences of job autonomy, including career advancement, growth and development (Coetzee, 2021;Mainiero & Gibson, 2018;.…”

Section: Retention and The Unique Career Development Needs Of Womenmentioning

confidence: 99%

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An exploration of factors influencing the retention of senior female employees in a financial services organisation

Hammond

Coetzee²

2022

SA j. hum. resour. manag.

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Orientation: High turnover rates have negative repercussions for organisations, such as increases in costs related to the orientation, hiring and training of new employees. Insight into the factors that contribute to employees’ retention therefore remains a critical concern for organisations.Research purpose: The objective of this study was to gain in-depth insights into senior female employees’ views of the factors that either enable or impede their retention.Motivation for the study: Presently, there seems to be a dearth of retention studies among women in the financial services sector.Research approach/design and method: A qualitative approach was utilised to obtain semi-structured interview data from a purposive sample of senior female employees in a South African financial services organisation. The Atlas.tiTM Version 8 data analysis programme assisted in inductively eliciting the higher-order themes that emerged from the interviews.Main findings: The qualitative thematic data analysis revealed rich insight into (1) senior female employees’ employment experiences in the organisation; (2) the objective and subjective factors that enable their retention and (3) the objective and subjective factors that impede their retention.Practical/managerial implications: The findings highlighted formalised consistency in the application of human resource policies and procedures, fair, competitive compensation and benefits, training and development, managerial support, opportunities for career development, as well as work–life balance in workload and deadlines as core factors to address in a retention strategy.Contribution/value-add: The insights gained regarding female staff members’ parameters for their retention may inform retention practices and prevent staff turnover among valuable talents.

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How does perceived social support affect the career satisfaction of Chinese college graduates in their early careers? A chain mediation model

Song,

Xu,

Hashim

2024

Int J Educ Vocat Guidance

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Psychosocial resources, support, and career satisfaction among professional women: A South African study

Cited by 5 publications

References 36 publications

How Employability Attributes Mediate the Link Between Knowledge Workers’ Career Adaptation Concerns and Their Self-Perceived Employability

How Employability Attributes Mediate the Link Between Knowledge Workers’ Career Adaptation Concerns and Their Self-Perceived Employability

An exploration of factors influencing the retention of senior female employees in a financial services organisation

How does perceived social support affect the career satisfaction of Chinese college graduates in their early careers? A chain mediation model

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