The emergence of self-career management has pushed individuals to manage their careers proactively and evade unexpected events. The purpose of this study was to develop and validate a career shocks scale for use in Chinese organizations. In doing so, we developed a comprehensive scale of career shocks to cover a significant gray area of career…

Purpose: This study aims to introduce adaptive performance as an organizational performance dimension and examine the possible dynamics between the dimensions of a learning organization and adaptive performance. Design/methodology/approach: This study used a survey and applied factor analysis and structural equation modeling analysis. Findings:…

Purpose: The purpose of this paper is to validate two scales, the factors predicting transfer (FPT) and the effectiveness questionnaire (CdE), in the Spanish Public Administration (SPA). Design/methodology/approach: The FPT was administered at the end of the training, and the CdE four months after training. Participants had attended one of the 62…

Contemporary literature lacks a comprehensive set of constructs that provides for understanding both the organizational and job factors that influence employee work passion. Through a detailed analysis of literature, this research identifies eight constructs that form the basis for the appraisal of an employee's work experience with the use of…

The incidence of work accidents in the construction industry particularly in Indonesia and generally internationally shows an increasingly worrying trend given that either quantitatively or qualitatively the number of work accidents is very large compared to that of other industrial sectors. The main causing factors are mostly due to the workers'…

Purpose: E-learning is an organizationally risky investment given the cost and poor levels of adoption by users. In order to gain a better understanding of this problem, the aim of this paper is to conduct a study into the use of e-learning in a rail organization. Design/methodology/approach: Using an online survey, employees of a rail-sector…

Scholarly interest in callings is growing, but researchers' understanding of how and when callings relate to career outcomes is incomplete. The present study investigated the possibility that the relationship of calling to work engagement is mediated by work meaningfulness, occupational identity, and occupational self-efficacy--and that this…

The notion of knowledge internalization (KI), albeit a critical link in Nonaka's (1994) organizational knowledge creation theory, has not been rigorously conceptualized and defined, let alone operationalized. To strengthen the foundation for knowledge management (KM) research, we attempt to fulfill the following research objectives in the three…

The current research extended the three-factor (mastery, performance-approach, and performance-avoidance) measure of achievement goals in a work domain to the four-factor conceptualization (in a 2 x 2 framework) by adding items to represent mastery-avoidance goals. Confirmatory factor analysis was conducted on two independent samples to evaluate…

Developed a 15-item fidelity scale to assess the extent to which vocational programs for people with severe mental illness followed the Individual Placement and Support model of supported employment. Results indicate that interrater reliability and internal consistency were adequate. Should help differentiate programs following a specific model…

According to the literature, affective work competencies and personal-social competencies are but two of the terminologies among the plethora of captions employed to describe the set of behaviors commonly referred to as work ethics. The commonality linking these various captions is that all terminologies relate to the concepts of individual…

Used confirmatory factor analysis with 2 samples (366 employees and 2,301 nurses) to compare the original and revised versions of the scales developed by J. Meyer and N. Allen (1991) to measure three- component commitment. Results show that substantially improved construct measurement is possible with relatively modest scale revisions. (SLD)

The resource-based view of the firm and social exchange perspectives are invoked to hypothesize linkages among high-performance work systems, collective human capital, the degree of social exchange in an establishment, and establishment performance. The authors argue that high-performance work systems generate a high level of collective human…

An experimental test was developed for the measurement of self-concept in an employment setting. Administering this six-factor Dimensions of Self-Concept test to 201 employees in an electronics/computer company resulted in a determination of internal consistency and reliability sufficient to justify testing a revised version based on statistical…

Using a multidimensional measure of pay satisfaction, the Pay Satisfaction Questionnaire (PSQ), this study assessed the discriminant validity between scores on a measure of distributive justice and the PSQ with 474 employees. Confirmatory factor analysis results indicate that items from both scales loaded on the hypothesized dimensions. (SLD)