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Issue Info: 
  • Year: 

    2013
  • Volume: 

    3
  • Issue: 

    2
  • Start Page: 

    21
  • End Page: 

    47
Measures: 
  • Citations: 

    0
  • Views: 

    172
  • Downloads: 

    92
Abstract: 

Today, men and women equally plan for their Career and family roles. However, males’ Career development is less affected by their multi roles in comparison to females that face more work-family conflict. Many scholars in the area of Career development have sought for a comprehensive theory to help better understanding of critical aspects of Career and the impacts received from other lifelong multiple roles of individual employees. Majority of existing theories are devoted to female’s Career development, mainly because they need to manage their different and inconsistent tasks to reach a balance among their multiple roles as employee, wife, and mother.Findings of this survey research that was carried out among a sample of female academics in top Ten Iranian Universities, shows that in comparison to the priority of family roles, female academics’ priority for their roles in work place is relatively low. Moreover, their perception from work-family conflict in case of engagement in managerial responsibility is relatively high while the feeling of self efficacy to manage such conflict appears to be at a low level.Test of hypothesis indicated that work-family conflict management self efficacy has a significant negative effect on perceived work-family conflict which in turn has a negative impact on females Leadership aspiration. Moreover, Career role salience showed to have a positive impact on Leadership aspiration, that in turn affected by moderating effect of family role salience. The result implies that relationship between Career role salience and Leadership aspiration appears to be weaker among female academics having high family role salience.Results of our research reveals that in respect to the impact of females’ multi roles on their managerial aspirations emphasize on organizational barriers and ignorance of the impact of females family roles’ choices between family and carrier, lacks a comprehensive vision, hence requires more attention in future research.

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Issue Info: 
  • Year: 

    2017
  • Volume: 

    37
  • Issue: 

    1
  • Start Page: 

    37
  • End Page: 

    48
Measures: 
  • Citations: 

    212
  • Views: 

    1049
  • Downloads: 

    3992
Keywords: 
Abstract: 

Yearly Impact:  

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Issue Info: 
  • Year: 

    2016
  • Volume: 

    11
  • Issue: 

    1 (21)
  • Start Page: 

    63
  • End Page: 

    74
Measures: 
  • Citations: 

    352
  • Views: 

    448
  • Downloads: 

    160
Abstract: 

Career is defined as a set of jobs that a person takes during his life. Employee satisfaction of his Career has some positive outcomes such as higher performance and commitment. It seems that Leadership empowerment behavior like subordinates’ participation in decision making and autonomy assignment and also job enrichment can result in Career satisfaction. Given the importance of Career satisfaction consequences for organizations, the current research was conducted with the aim to investigate the relationship between of Leadership empowerment behavior and job enrichment and Career satisfaction. Intrinsic motivation was considered as a mediating variable in this relationship. The research sample included 438 personnel of Iran Polyacryl companies who completed the following research instruments: The Career Satisfaction Questionnaire (CSQ), the Job Enrichment Questionnaire (JEQ), the Leadership Empowerment Behavior Questionnaire (LEQ) and the Intrinsic Motivation Questionnaire (IMQ). Results indicated that intrinsic motivation plays a partial mediation role in the relationship between Leadership empowerment behavior (participation in decision making and job autonomy) and job enrichment with Career satisfaction. According to the findings, organizations should enrich employee jobs. Also, leaders and supervisors should increase employee participation in decisions and give them autonomy. This behavior may increase employees` intrinsic motivation by empowering them and finally result in an increase in Career satisfaction.

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Writer: 

REZAEAN A. | HATAMI S. | DASTAR H.

Issue Info: 
  • Year: 

    2012
  • Volume: 

    13
  • Issue: 

    4 (50)
  • Start Page: 

    217
  • End Page: 

    221
Measures: 
  • Citations: 

    2
  • Views: 

    540
  • Downloads: 

    245
Abstract: 

Aims: Nowadays organizations play an important role in Career management because of the change in Career models. Career management functions helps individuals to achieve valuable goals. This study was conducted to investigate the relationship between Career management functions and Career satisfaction among the employees of a military unit.Methods: In a descriptive correlation study in 2011, 92 employees of a military unit were selected by random sampling method. Kong et al model was used for evaluating Career management and Greenhouse et al model was used for the evaluating Career satisfaction. Data were analyzed by SPSS 16 software using Kolmogorov-Smirnov test, one sample T-test, simple regression and stepwise regression.Results: There was a significant positive relationship between Career management functions and Career satisfaction (p<0.05). Furthermore, the effect of all Career management functions on Career satisfaction came out to be significant (p<0.05) and forecasted about 86% of dependent variable variation.Conclusion: Career management functions including Career evaluation, development and training have strong positive impact on Career satisfaction in the studied military unit.

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Issue Info: 
  • Year: 

    2004
  • Volume: 

    15
  • Issue: 

    2
  • Start Page: 

    241
  • End Page: 

    261
Measures: 
  • Citations: 

    211
  • Views: 

    3946
  • Downloads: 

    3936
Keywords: 
Abstract: 

Yearly Impact:  

View 3946

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Issue Info: 
  • Year: 

    2019
  • Volume: 

    7
  • Issue: 

    2 (23)
  • Start Page: 

    67
  • End Page: 

    90
Measures: 
  • Citations: 

    0
  • Views: 

    125
  • Downloads: 

    114
Abstract: 

Background and Aim: A Career path is a set of jobs that a person pursues during his or her Career path. The present study investigates the influence of personality and organizational factors on the Career path of commanders in the NAJA Border Command. Method: This research is an applied and correlational survey. The statistical population was composed of commanders of the NAJA headquarters and a sample of 100 people was questioned. Data were collected using valid and reliable questionnaires (Cronbach's alpha 0. 93) and analyzed by SPSS software version 20 and AMOS version 18 and Spearman correlation and multivariate regression tests. Findings and Results: The research showed that five major personality dimensions and management style, organizational culture, structure, information technology and pay as organizational factors have positive and significant effects on Career path. Therefore, considering the personality dimensions of the individuals and organizational factors mentioned in this study has a great impact on the growth and development of the Border Guard Commanders.

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Journal: 

TEB VA TAZKIEH

Issue Info: 
  • Year: 

    2019
  • Volume: 

    28
  • Issue: 

    3
  • Start Page: 

    35
  • End Page: 

    45
Measures: 
  • Citations: 

    316
  • Views: 

    124
  • Downloads: 

    115
Abstract: 

The purpose of this study was to determine the relationship between transformational Leadership with selfefficacy and job satisfaction and descriptive and correlational research method. Statistical population of the Ministry of Health and Medical Education staff was 10, 000 in 2019 and sample size was 373 according to Cochran formula. Samples were selected by simple random sampling method. Research tools included Bess and Avolio transformational Leadership questionnaire, Radolf et al. Self-efficacy questionnaire, and the job satisfaction questionnaire of Schoffley and Baker. Reliability coefficients for Transformational Leadership Questionnaire were 0. 963, for Self-efficacy Questionnaire was 0. 777, and for Job Desire Questionnaire, all of which were higher than 0. 7, indicating high accuracy of the measuring tool used in this study. The data were analyzed by SPSS software at two levels of descriptive and inferential statistics. Findings showed that there is a significant relationship between transformational Leadership achievement with self-efficacy and job motivation of staff members of Ministry of Health and Medical Education.

Yearly Impact:  

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Issue Info: 
  • Year: 

    2019
  • Volume: 

    17
  • Issue: 

    68
  • Start Page: 

    22
  • End Page: 

    43
Measures: 
  • Citations: 

    0
  • Views: 

    138
  • Downloads: 

    116
Abstract: 

Purpose: Career goal discrepancy is the perceived gap between the current state and future state that the person considers for his or her Career future. The purpose of the study was to predict Career goal discrepancy by Career-related stress, Career goal feedback, and field of study in students. Methods: The statistical population of the study includes all senior students in Isfahan during 2016-2017. From this population, 450 students (225 male & 225 female) were selected through random stratified sampling. Career Goal Discrepancy Scale (Creed & Hood, 2015), Career-Related Stress Inventory (Choi et al, 2011), and Career Goal Feedback Scale (Hu, Creed & Hood, 2016) were used for data collection in this correlational study. Data were analyzed using correlational and multiple-regression methods. Findings: Results showed a positive and meaningful correlation between Career-related stress, negative feedback about progress, negative feedback about goal suitability, and field of study with Career goal discrepancy. Also, Career-related stress, Career goal feedback, and field of study predicted Career goal discrepancy with coefficient of determination of 0/63. This means that Career goal discrepancy can be predicted by Career-related stress, Career goal feedback, and field of study. Results: It is necessary that school counselors, parents, and other people important to the students think about their current academic state and their ideal state into the future; then help them in order to evaluate the discrepancy between these two, and eventually teach them techniques and actions to reduce this gap.

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Writer: 

GUNZ HUGH | HESLIN PETER A.

Issue Info: 
  • Year: 

    2005
  • Volume: 

    26
  • Issue: 

    2
  • Start Page: 

    105
  • End Page: 

    111
Measures: 
  • Citations: 

    212
  • Views: 

    3343
  • Downloads: 

    3992
Keywords: 
Abstract: 

Yearly Impact:  

View 3343

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Journal: 

APPLIED COUNSELING

Issue Info: 
  • Year: 

    2016
  • Volume: 

    6
  • Issue: 

    1
  • Start Page: 

    23
  • End Page: 

    36
Measures: 
  • Citations: 

    0
  • Views: 

    1247
  • Downloads: 

    386
Abstract: 

The purpose of this research was to examine the relationship between Career aspiration, personality traits, and spirituality in predicting objective and subjective Career success.357 students (242 females, and 115 males) were selected u statistical methods sing stratified proportional sampling method at the University of Isfahan who answered Career Success, Career Aspiration, Personality & Spirituality questionnaires. Data were analyzed using SPSS-22 software and the Pearson correlation coefficient and multiple regression analysis. The findings showed that Career aspiration, conscientiousness, extraversion personality trait and spirituality variables positively but neuroticism personality trait negatively predict Career success. Therefore, it can be concluded that the Career success is affected by Career aspiration, personality traits and spirituality and these factors must be considered in order to enhance the Career success.

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