Unlocking team excellence: The transformative power of work engagement, career commitment, and role innovation Amidst conflict.

Organizations increasingly recognize the importance of work engagement and career commitment. Yet, how these factors operate within teams remains unexplored in the current literature. This study aims to uncover how conflict and innovation influence engagement and career commitment in teams. We conducted a two-wave survey involving 196 managers and 873 subordinates from Sri Lankan manufacturing firms. As expected, higher work engagement is linked to greater career commitment and role innovation. Interestingly, role innovation was more pronounced during elevated task conflict. While task conflict enhanced the connection between work engagement and role innovation, it also positively impacted career commitment. Thus, the findings confirm role innovation's mediating role between employee engagement and career commitment and reveal task and relationship conflict as moderators in this relationship. This research expands on the Broaden and Build theory by emphasizing the greater importance of task conflict intensity in teams than previously recognized. Additionally, the study highlights that low conflict levels detrimentally affect teams, offering fresh insights for managerial considerations. By enhancing our understanding of team dynamics, this study contributes to improved organizational efficiency and positive outcomes.

The impact of inclusive mentoring and identity work on self-efficacy in career advancement and career commitment among underrepresented early-career faculty and post-doctoral fellows.

Objective: Researchers from underrepresented groups leave research positions at a disproportionate rate. We aim to identify factors associated with self-efficacy in career advancement and career commitment among underrepresented post-doctoral fellows and early-career faculty. Methods: Building Up is a cluster-randomized trial with 25 academic health institutions. In September-October 2020, 219 Building Up participants completed the pre-intervention assessment, which included questions on demographics, science identity, mentoring, self-efficacy in career advancement (i.e., advancement is open to me, confidence in career progression, confidence in overcoming professional barriers), and career commitment (i.e., intent to continue research training or studying in a field related to biomedical sciences). Using logistic and multinomial logistic regression, we identified characteristics independently associated with self-efficacy in career advancement and career commitment. Results: The cohort is 80% female, 33% non-Hispanic/Latinx Black, and 34% Hispanic/Latinx. Having mentors that address diversity was significantly associated with the belief that advancement is open to them (OR = 1.7). Higher science identity (OR = 4.0) and having mentors that foster independence (OR = 1.8) were significantly associated with confidence in career progression. Higher science identity was also significantly associated with confidence in overcoming professional barriers (OR = 2.3) and intent to continue studying in a field related to biomedical sciences (OR = 3.3). Higher age (OR = 2.3) and higher science identity (OR = 4.2) were significantly associated with intent to continue research training. Discussion: Science identity and mentoring play key roles in self-efficacy in career advancement and career commitment. These factors may contribute to retention of underrepresented early-career biomedical researchers.

The Silver Lining of Perceived Overqualification: Examining the Nexus Between Perceived Overqualification, Career Self-Efficacy and Career Commitment.

Aim: This study aimed to investigate how perceived overqualification is linked to an individual's career commitment among service sector employees in China. Additionally, it sought to examine the mediating role of career self-efficacy and the moderating effect of social support. Methods: This study collected data from 441 employees using a three-wave data collection design with a two-week gap between each round. Moreover, we employed partial least square structural equation modeling (PLS-SEM) to analyze the data. Results: The findings asserted that perceived overqualification was positively associated with employee career self-efficacy and commitment. Furthermore, career self-efficacy mediated the link between perceived overqualification and career commitment. The study also demonstrated that perceived overqualification and career self-efficacy were influenced by the level of social support received, with a stronger relationship observed when social support was high. These findings highlight the value of fostering social support and career self-efficacy among coworkers to increase overqualified employees' commitment to their careers and provide valuable insights for organizations seeking to manage their talent pool effectively. Discussion: The study suggests that when employees perceive themselves as overqualified for their job, it can lead to a higher sense of career self-efficacy, which is the belief in one's ability to perform job tasks effectively. This increased self-efficacy, in turn, can lead to a greater commitment to their career. Furthermore, fostering social support and building career self-efficacy can help organizations manage their overqualified pool effectively and improve employee satisfaction and productivity.

The effect of an information intervention on the career commitment of medical students: evidence from a randomized experiment.

Introduction: The needs-based shortage of healthcare workers is severe worldwide and it would be exacerbated if many medical students switch to other careers after graduation. Maintaining and improving the career commitment of medical students, which could be a feasible, effective, and scalable way to reduce the attrition rate, is essential in medical education. We designed a randomized experiment to test whether an information intervention based on role modeling could enhance medical students' career commitment. Methods: In the randomized experiment, the sample (N = 36,482) was divided into the treatment group (N = 18,070) and the control group (N = 18,412). The intervention information consisted of image-text messages on Zhong Nanshan, who is an inspiring role model for he went to the frontline of COVID-19 in the most critical circumstances and received praise and affirmation from the public. Α difference-in-differences model was employed to identify the effect of the information intervention. Heterogeneous treatment effects were identified using sub-sample analyses. Results: The results showed that the information intervention statistically significantly reduced medical students' dropout intention by 2.7 percentage points (95% CI: -0.037 to -0.016, t = -4.95, p < 0.001), equivalent to 14.6% of the control group mean. This estimate indicates that the information intervention could significantly increase the career commitment of medical students. Finally, male and senior students were influenced more than their female and junior counterparts, which can be explained by their relatively high dropout intention. Conclusion: Role model-based information intervention improves the career commitment of medical students. The underlying behavioral model is that, when students use a role model as their reference point, they consider dropout as a substantial welfare loss. Role modeling is an effective way to improve the career commitment of medical students, especially for males and senior students.

With a little help from my friends: adopting a P-E fit perspective in understanding the value of organizational learning climate for sustainable employability.

Purpose: The objective of our study was to investigate how organizational learning climate (measured as developmental opportunities and team support for learning), career commitment, and age are related to employees' self-perceived employability, vitality and work ability (e.g., their sustainable employability). Our study adopted a P-E fit perspective building upon the notion that sustainable employability is a function of both the person (P) and the environment (E) and tests a three-way interaction between organizational learning climate, career commitment, and age. Design: In total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data. Findings: Only one of the two dimensions of organizational learning climate that we measured, namely the developmental opportunities, appeared to be associated with all indicators of sustainable employability. Career commitment only had a direct positive relationship with vitality. Age was negatively related to self-perceived employability and to work ability, but not to vitality. The relationship between developmental opportunities and vitality was negatively influenced by career commitment (a negative two-way interaction effect), while a positive three-way interaction effect was found between career commitment, age, and development opportunities, and with self-perceived employability as the outcome. Theoretical and practical implications: Our findings confirmed the relevance of adopting a P-E fit perspective on sustainable employability, and of considering the possible role of age in this. It requires more detailed analyses in future research to unravel the role of age in the shared responsibility for sustainable employability. In practice, the results of our study imply that organizations should provide all employees with a working context that facilitates learning, however, with a special focus on older employees, for whom it is a particular challenge to protect their sustainable employability, possibly due to age-related stereotyping. Originality: Our study adopted a P-E fit perspective on sustainable employability and examined the association between organizational learning climate and all three components of sustainable employability: self-perceived employability, vitality and work ability. Moreover, it investigated whether and how the employee's career commitment and age influence this relationship.

The impact of career calling on higher vocational nursing students' learning engagement: The mediating roles of career adaptability and career commitment.

Learning engagement is an important predictor of academic success and a key indicator of educational quality. It has therefore attracted considerable research interest, with previous studies exploring how to enhance engagement via pedagogical approaches, strategies, and content, as well as through teacher-student interaction. However, the relationship between individual learners' internal mechanisms and learning engagement has yet to be investigated in depth. Accordingly, the present study explored the direct effects of career calling on higher vocational nursing students' learning engagement and the mediating roles of career adaptability and career commitment via a parallel mediation model. Data were collected from 388 nursing students at two higher vocational colleges in China and the hypotheses were tested using correlation and regression analyses. The results showed that career calling imparted a significant positive effect on the nursing students' engagement in learning, with career adaptability and career commitment mediating this relationship. These findings highlight the importance of promoting learning engagement among nursing students and the need to carefully design instructional activities for the healthcare profession.

Death education for Palliative care: a european project for University students.

BACKGROUND: The need to spread the culture of palliative care and to train health care professionals from undergraduate courses is recognised internationally. The article presents the outcomes of a project devoted to palliative care training in university courses in four countries. AIMS: This article considered the outcomes of a course designed for university students who had the potential to work in a palliative care team. The main aim was to check the efficacy of the course and the motivation to work in palliative care settings, considering the impact of fear and representations of death. METHODS: The project presented the essential contents related to palliative care, using psychodramatic and photo-voice techniques. Longitudinal measurements were taken using a quantitative method design to detect changes among the students involved. The project involved 341 students at the first administration of the survey consisted of a protocol composed of standardized questionnaires in five countries (Austria, Israel, Italy, Poland and Romania), of whom 276 completed the pre- and post-surveys-165 of them in the experimental group and 111, in the control group. RESULTS: The experience showed that it is possible to address death-related issues seriously and competently without necessarily causing discomfort and despondency in students. The results of the changes over time in the experimental and control groups highlight how the view of death as annihilation is correlated with the fear of death and the need for avoidance of thoughts concerning dying. The main result is that competence in palliative care facilitates familiarisation with issues of death and dying, as well as the ability to work in this area, thereby enhancing interpersonal skills. CONCLUSION: The project showed that it is possible to implement death education on palliative care topics in undergraduate courses to increase motivation to work in this field.

Longitudinal relationships among career adaptability, resilience, and career commitment in chinese nursing undergraduates: testing differences in career interest between cross-lagged models.

PURPOSE: Various physiological and psychological negative situations experienced by nurses as a result of COVID-19 pandemic have been shown to increase their perception of organizational difficulty and decrease their career commitment, thereby accelerating the turnover rate of nurses. Resilience and career adaptability have important influences on career commitment, so there is a need to evaluate the relationships between them and the underlying mechanisms. PATIENTS AND METHODS: Using a cross-lagged design, the Career Adaptability Scale, the Chinese version of career commitment, and Davidson's Resilience Scale as research methods, we studied 692 nursing students for two consecutive years to evaluate the relationship among career adaptability, resilience, and career commitment. RESULTS: Career adaptability at T1 substantially and positively predicts the career commitment at T2. Career adaptability and resilience are mutually predictive. No interaction is found between resilience and career commitment over time. There is a substantial difference in the cross-lagged relationship among career adaptability, resilience, and career commitment for low- and high-career interest. CONCLUSION: Our results show the importance of developing career commitment early on. Developing career adaptability, enhancing resilience, and increasing career interest in nursing students might help to increase career commitment.

Health sciences students' career commitment, mental health, and physical activity during the COVID-19 pandemic.

Objective: To understand the biopsychosocial dimensions of university health sciences students' experiences during the COVID-19 pandemic. Participants: Health sciences students (n = 297) from two universities in July and August 2020. Methods: Participants completed a Web-based survey asking about depression, anxiety, physical activity, coronavirus threat, and career commitment. Results: Moderate or severe depression and anxiety were reported by 28.6% and 31.3% of respondents, respectively. Depression and anxiety were positively correlated with perceived coronavirus threat and negatively correlated with career commitment and strenuous physical activity. A change in career commitment interests during the COVID-19 pandemic was reported by 11% of respondents. Conclusions: Identified factors that could be targeted by universities to support their students and secure career commitment include online learning challenges, ability to secure clinical placements, mental health (anxiety and depression), financial challenges, family pressure, and promotion of physical activity.

The Effect of Antecedents of Teachers' Subjective Career Success.

Career success is often seen as identical to objective matters such as high income and position. Meanwhile, one can see their success better when they build their own criteria of career success. In this regard, the present study aims to see the effect of internal (i.e., career commitment and professional commitment) and external variables (leader-member exchange and perceived organizational support) on teachers' subjective career success. This quantitative study involved 320 teachers as participants, recruited using the accidental sampling technique. The data were collected using The Career Commitment Measure, Professional Commitment Scale, Leader-Member Exchange Multidimensionality, Survey of Perceived Organizational Support, and Subjective Career Success Inventory. The analysis result shows that career commitment, professional commitment, leader-member exchange, and perceived organizational support significantly affect teachers' career success.

Promoting Psychological Well-Being at Workplace through Protean Career Attitude: Dual Mediating Effect of Career Satisfaction and Career Commitment.

The management paradigm of SMEs is changing due to the recent Fourth Industrial Revolution and the changing COVID-19 environment. To respond to these changes, companies are focusing on protean career attitude (PCA) and psychological well-being (PWB) of employees to improve corporate performance. Under these circumstances, this study investigated the structural relationship of the dual mediation effects of career commitment and career satisfaction in the relationship between PCA and PWB. To this end, this study targeted 307 employees of Korean small and medium-sized enterprises (SMEs), and the results are as follows. First, PCA was found to have a positive effect on career satisfaction and PCA was found to have a positive effect on career commitment. Second, PCA was found to have a significant effect on PWB. Third, career satisfaction, a parameter of this study, was found to have a positive impact on career commitment; in the relationship between PCA and PWB, the dual mediation effects of career satisfaction and career commitment were found to be significant. Finally, this study provided discussions and theoretical and practical implications based on those results, as well as directions for future research.

Evaluating emotional labor from a career management perspective.

Emotional labor claims its significance as the key indicator both of the psychological health of contemporary employees, and the productivity of service-based businesses depending upon genuine emotional input of employees. By far, research on emotional labor of employees in an organizational context is still lacking. This study aims to explore the relationships among emotional labor, organizational support, career competences and career commitment to investigate how emotional labor interacts with the organizational context and affects the career management of the employee. Data were collected from a sample of 387 frontline employees working at two luxury hotel brands in China. Structural equation modeling (SEM) was utilized to estimate the relationships among the constructs. It is demonstrated by the findings that organizational support mediates positively on emotional labor, which exerts positive influences on career competences and career commitment. Sound handling of emotional labor, boosted by a supportive organizational environment, has been ascertained to positively predict long-term career paths of the employees at the company. This study provides insights into how the tourism and hospitality industry can optimize the functions of emotional labor for in enhancing service quality and customer satisfaction, as well as promoting the psychological well-being of the employees.

The Impact of Calling on Employee Creativity: Evidence From Internet Companies.

With the rapid development of technology and increasingly fierce competition in the global market, innovation has become the most important competitive advantage for enterprises. Employee creativity is widely considered the source of organizational innovation. This study explores the antecedents of employee creativity from the perspective of career development in the context of high-technology industry. Specifically, we examine the effects of calling on employee creativity through the mediation of career commitment and the moderation of responsible leadership. With data collected from a sample of 218 respondents from internet companies, a series of regression analyses was conducted to test the proposed hypotheses. In addition, a moderated mediation model was further examined. Discussion, implications, and limitations are presented.

Psychological Capital and Career Commitment Among Chinese Urban Preschool Teachers: The Mediating and Moderating Effects of Subjective Well-being.

This study explored the effects of psychological capital (PsyCap) on career commitment among preschool teachers in China, with a particular focus on the mediating effects of subjective well-being (SWB). A total of 759 teachers were subjected to the PsyCap Questionnaire and Career Commitment Scale. The data were analyzed and used for structural modeling with Mplus Version 7.4. Results indicated that PsyCap positively influenced career commitment, with SWB significantly mediating and moderating this causal association. Thus, the influence of PsyCap on career commitment is improved through enhanced SWB. These findings highlight avenues for improving both PsyCap and career commitment in the Chinese context among urban preschool teachers.

Protecting Nurses from Mistreatment by Patients: A Cross-Sectional Study on the Roles of Emotional Contagion Susceptibility and Emotional Regulation Ability.

In recent years, patient mistreatment of healthcare workers, especially nurses, has been frequent, endangering the interests of organizations while also threatening nurses' own development. This study aims to examine from the perspective of nurses' personal interests whether mistreatment by patients decreases nurses' workplace well-being and career commitment, and how their susceptibility to emotional contagion and emotional regulation ability might mitigate these negative effects. This study adopted a cross-sectional study design (data were collected through self-reported questionnaires with a two-month time lag between the months of August-October 2017). A total of 289 nurses from three hospitals in Shandong province, China, were recruited to participate in our study. The results reveal that mistreatment by patients is negatively related to nurses' workplace well-being and career commitment. Emotional contagion susceptibility moderates the relationships between mistreatment by patients and career commitment, while there is no significant buffering effect of mistreatment by patients on workplace well-being. Emotional regulation ability moderates the relationships between mistreatment by patients and both workplace well-being and career commitment. These results suggest that improvements in nurses' emotional regulation ability and susceptibility to emotional contagion can alleviate the harmful impacts of mistreatment by patients.

The Relationship Between Psychological Capital and Teacher Career Commitment in Ethnic Areas of China: The Mediating Effects of Gratitude and Career Well-Being.

The purpose of this study is to investigate the characteristics, relationships and mechanisms underlying the psychological capital, career commitment, gratitude and career well-being of teachers in ethnic areas. In total, 573 primary school and secondary school teachers in Sichuan Province (including 402 teachers in ethnic regions and 171 teachers in non-ethnic areas) were investigated. Following questionnaires were used to investigate these questions: "Psychological Capital Questionnaire for Primary and Secondary School Teachers," "Gratitude Questionnaire," "Teacher Career Well-being Questionnaire" and "Career Commitment Questionnaire for Primary and Secondary School Teachers." The results show that the psychological capital of teachers in ethnic areas is higher than that of teachers in non-ethnic areas. Teachers in ethnic areas have lower levels of career well-being and lower levels of gratitude than teachers in non-ethnic areas. There was no significant difference in career commitment between teachers in ethnic areas and teachers in non-ethnic areas. There were significant positive correlations among psychological capital, gratitude, career well-being and career commitment. Psychological capital can predict career commitment significantly and positively. The mediating effect of career well-being between teachers' psychological capital and career commitment was significant in both ethnic areas and non-ethnic areas. The chain of mediating effects between gratitude and career well-being was significant in non-ethnic areas. In conclusion, psychological capital can predict teacher career commitment effectively, and the prediction mechanism in ethnic areas is different from that in non-ethnic areas.

How Having a Calling Leads to Job Crafting: A Moderated Mediation Model.

This study examines the association between calling and crafting behavior by proposing a moderated mediation model. Drawing from the job crafting perspective and self-determination theory (SDT), career commitment is identified as the mediator, and occupational self-efficacy and job autonomy are identified as the moderators in the model, respectively. The authors tested the proposed relationships with an SPSS macro that utilizes a sample of 338 employees in a three-wave procedure. Results support all the hypotheses. The findings reveal calling to be significantly associated with employees' job crafting behavior. Such a process begins with one's career commitment and is strengthened by the level of occupational self-efficacy in the first stage as well as the level of job autonomy in the second stage, thus yielding a pattern of moderated mediation. These findings answer recent calls for an integrative examination of calling in the workplace by demonstrating that career commitment along with occupational self-efficacy and job autonomy represent key mechanisms in transferring one's calling into job crafting behavior. As such, this study complements existing literature on the theoretical and practical implications of calling.

From twisting to settling down as a nurse in China: a qualitative study of the commitment to nursing as a career.

BACKGROUND: The nurse workforce shortage, partially caused by high work turnover, is an important factor influencing the quality of patient care. Because previous studies concerning Chinese nurse work turnover were predominantly quantitative, they lacked insight into the challenges faced by nurses as they transition from university to their career. A successful transition can result in new nurses' commitment to the career. As such, this study sought to understand how new nurses commit to the career, and focused on identifying facilitators and barriers to such commitment. METHODS: This was a qualitative study using a grounded theory design. Through purposive sampling, clinical nurses were recruited from hospitals in Western China to participate in semi-structured interviews. The data was analyzed through coding to develop categories and themes. RESULTS: Theoretical saturation was achieved after interviewing 25 participants. The data revealed the 'zigzag journey' of committing to the nursing career. The emerging core theme was "getting settled", indicating that new nurses needed to acclimate to the work reality in the nursing career. By analyzing the data provided by the participants, the researchers concluded that the journey to getting settled in nursing compassed four stages:1) "sailing out with mixed feelings", 2) "contemplating to leave", 3) "struggling to stay", and 4) "accepting the role". For most participants, nursing was described as a way to earn a living for their family, not as a career about which they felt passionate. CONCLUSIONS: Committing to the nursing career is a complicated long-term process. There seems to be a lack of passion for nursing among the Chinese clinical nurses participating in this study. Thus, the nurses may need continued support at different career stages to enhance their ability to remain a nurse for more than economic reasons.

Impact of Organization and Career Commitment on Clinical Nursing Competency.

BACKGROUND: The majority of nurses are employed at medical institutions and acquire clinical competency through their work within their organization. Hands-on experience in the clinical setting is essential to enhance a nurse's clinical competence. The objective of this study was to determine the impact of commitment to the practical skills of nurses within Tottori prefecture. METHODS: We studied data from 916 nurses employed at 7 publicly-funded medical facilities (national and other public institutions). Data on basic information, clinical nursing competence, and commitment were collected via an anonymous self-administered questionnaire. RESULTS: A total of 672 valid questionnaires were analyzed. Mean clinical nursing competence scores showed a tendency to increase with years of experience. Scores increased from years 1 to 4, and then tended to plateau or decrease slightly thereafter up to around year 9. Mean commitment scores decreased from 1 to 2 years of experience to 3 to 4 years of experience. Other than "normative factors," mean scores tended to increase after 5 to 10 years of experience. Multiple regression analysis showed that "job involvement" at 1 to 2 years; "overall job satisfaction" at 5 to 9 years; "career commitment" at 10 to 19 years; and "job involvement" and "career commitment" at ≥ 20 years impacted results. No factors appeared to have an influence on nurses in their 3rd to 4th year of experience. CONCLUSION: Based on the concepts described above, self-assessment of nursing competence scores tended to improve with years of experience. Mean commitment scores tended to decrease after 3 to 4 years of experience and thereafter plateaued or increased. Organizational commitment has not clearly been shown to affect nursing competency, but the factors that affect this parameter changed with the length of experience. Results suggest support is needed in the 1st and 2nd years to help nurses adapt to the organization while in years 5 through 9, support that takes work-life balance into consideration is needed. This indicates support should change to meet the needs of each stage in a nurse's career. In years 3 to 4, it was suspected that the nurses' relationship with the organization weakened. Helping nurses forge a good relationship with their organization is believed to be effective in improving clinical competency in nurses with 5 or more years of experience.

Person-Job Fit and Innovation Behavior: Roles of Job Involvement and Career Commitment.

This study examines the effect of person-job fit on innovation behavior, highlighting the mediating role of job involvement and the moderating role of career commitment in this relationship. We tested our hypotheses using a sample of 474 employees from 30 IT enterprises in China's Pearl River Delta region. The results reveal that person-job fit influences innovation behavior by enhancing job involvement. In addition, career commitment strengthens the positive influence of person-job fit on both job involvement and innovation behavior. These findings are consistent with person-environment fit theory and identity theory. This research increases understanding of how person-job fit influences innovation behavior via job involvement and career commitment. Implications and managerial practice are also discussed at the end of the research.