Vocational behavior and career development, 1982: A review

Muchinsky, Paul M.

doi:10.1016/0001-8791(83)90031-3

Cited by 9 publications

(4 citation statements)

References 285 publications

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“…Personality refers to the personal pattern and enduring ways by which a given individual feels, thinks and behaves (Muchinsky, 1983). Personality is a dispositional factor, accounting for people acting in a particular way and why they have favorable or unfavorable attitudes toward their job tasks and organizations.…”

Section: Literature Reviewmentioning

confidence: 99%

The antecedents and dimensionality of knowledge-sharing intention

Han

2018

EJTD

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Purpose This paper aims to focus on the relationships between situational/dispositional variables and an individual’s intention to knowledge sharing, and has theoretical implications for researchers in human resource development and management, as well as implications for practicing managers in organizations. First, this study examines whether an integrative model of knowledge sharing reveals an impact of various antecedents on sharing of knowledge between individuals, which has been rarely explored in a single study. In particular, this study is interested in examining whether the two dimensions improve individual sharing of explicit and tacit knowledge, respectively. Design/methodology/approach A quantitative survey design approach is used as the research method for data collection. Initially, a pilot study is conducted to examine the psychometric properties of the measures. A 120-item questionnaire is used to measure personality traits, organizational climate and knowledge-sharing intention. The main study is conducted at the Korean IT companies, which have knowledge management system and actively share knowledge between R&D engineers. Findings The results of regression analyses indicate that conscientiousness, openness and extroversion of dispositional variables are positively related to an individual’s intention to share knowledge. Of situational variables, organizational support and identity are positively related to knowledge sharing, and reward is negatively associated with knowledge-sharing intention. Theoretical and practical implications for future research are discussed. Originality/value Scholars focused with increasing emphasis over the past 20 years on an organization’s ability to facilitate, utilize and share knowledge as critical components of organizational success. Several scholarly attempts tried to explain the antecedents of knowledge sharing. Despite an increasing demand for a coherent and integrated approach to knowledge sharing, empirical efforts remain largely absent with regard to how knowledge transfer and knowledge-sharing practices among individuals are affected by dispositional and situational variables. Also, individual intention to share knowledge was primarily measured as a unidimensional concept. This is a surprising oversight, given that tacit knowledge and explicit knowledge are critical. Indeed, these may be collectivized successfully for the firm’s driver. To address this gap in our understanding of the personal dynamics involved in knowledge-sharing practices, this study seeks to investigate whether dispositional and situational variables lead to changes in individual’s intention to share tacit and explicit knowledge.

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Section: Literature Reviewmentioning

confidence: 99%

The antecedents and dimensionality of knowledge-sharing intention

Han

2018

EJTD

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“…Explanations of job satisfaction generally emphasize either measures of individual resources or work and organizational factors (Mortimer 1979). Kalleberg with Griffin and Loscocco (1977, 1983 integrated these explanations in a "social" action" approach that explains job satisfaction by ( I ) the objective nature of the jobs that workers fill ( e g , structural job characteristics and their degree of control), and (2) the subjective interepretations of job characteristics and motivation of the worker. Job values and rewards are significant independent determinants of job satisfaction with rewards positively related to satisfaction.…”

Section: Conceptual Frameworkmentioning

confidence: 99%

“…Satisfaction with one's job is a standard for assessing the quality of one's work experiences; consequently, job satisfaction has been a major topic of research interest (Locke 1976;Muchinsky 1983;Quinn et al 1974). A number of factors such as occupational status and financial rewards have been documented as significant determinants of job satisfaction (Farrell and Rusbult 1981;Kalleberg 1977;Kalleberg and Griffin 1978).…”

Section: Introductionmentioning

confidence: 99%

Job Values, Rewards, and Work Conditions as Factors in Job Satisfaction Among Men and Women

Bokemeier

Lacy

1987

The Sociological Quarterly

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Sex differences in job satisfaction are explored utilizing data from the National Opinion Research Center (NORC) General Social Surveys, 1974Surveys, -1982. Theoretically, differences in job satisfaction are accounted for by job rewards, job values, work conditions, and individual attributes. This study confirms that women receive significantly fewer job rewards than men, have significantly different job conditions, and possess slightly different work values. However, there is no difference in job satisfaction between women and men. As a consequence, these factors may not affect levels of job satisfaction, or men's and women's job satisfaction may be determined by different determinants. Alternatively, the relative level of these factors compared to one's past or expected levels may be more important than absolute levels. The multiple regression analyses reveal that similar determinants influence women's and men's job satisfaction, but that the determinants operate differently. Age and occupational prestige were significant predictors in both full models. Moreover, for both men and women a sense that one's personal situation is improving is more important than concrete rewards.

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“…1The Journal of Vocational Behavior has published several large-scale reviews of the vocational psychology literature (e.g., Borgen, 1991), and provides an annual review of the year’s research on vocational behavior each October (e.g., Fretz & Leong, 1982; Muchinsky, 1983; Phillips, Cairo, & Blustein, 1988; Slaney & Russell, 1987). These reviews are excellent sources of additional detail about the progression of this literature.…”

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confidence: 99%

100 years of applied psychology research on individual careers: From career management to retirement.

Wang¹,

Wanberg²

2017

Journal of Applied Psychology

155

129

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This article surveys 100 years of research on career management and retirement, with a primary focus on work published in the Journal of Applied Psychology. Research on career management took off in the 1920s, with most attention devoted to the development and validation of career interest inventories. Over time, research expanded to attend to broader issues such as the predictors and outcomes of career interests and choice; the nature of career success and who achieves it; career transitions and adaptability to change; retirement decision making and adjustment; and bridge employment. In this article, we provide a timeline for the evolution of the career management and retirement literature, review major theoretical perspectives and findings on career management and retirement, and discuss important future research directions. (PsycINFO Database Record

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Vocational behavior and career development, 1982: A review

Cited by 9 publications

References 285 publications

The antecedents and dimensionality of knowledge-sharing intention

The antecedents and dimensionality of knowledge-sharing intention

Job Values, Rewards, and Work Conditions as Factors in Job Satisfaction Among Men and Women

100 years of applied psychology research on individual careers: From career management to retirement.

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