Do They Pursue the Same? A Cross-culture Research on Career Anchor of IT/IS Personnel

While career anchor has been mainly studied in US society; this study extends research to Chinese cultural context to investigate the implications of career anchor in terms of job/career satisfaction and subsequent turnover intention among information technology/information systems (IT/IS) personnel in Taiwan and United Arab Emirates (UAE) societies. Chinese guanxi culture could be plays key roles in shaping career anchor and in affecting employees\u27 assessing their job/career and turnover decision. A survey study will be used for conducted to validate the hypotheses and compare the different with Taiwan and UAE two societies

Cultural Orientations as Antecedents of Career Anchors: An Exploratory Study

In this study the relationship between cultural dimensions and career anchors was examined. The objective was to uncover whether cultural orientations, measured through cultural dimensions, could be perceived as antecedents of career anchors. Responses from 283 people, distributed over 24 countries and five continents, were collected and a canonical correlation analysis was conducted. Results showed that the relationship between cultural orientations and career anchors could be explained through a smaller set of variables. Specifically, results indicated that the cultural dimensions of uncertainty avoidance and long-term orientation were related to the career anchors of job security/stability and, furthermore, that the cultural dimensions of power distance and masculinity were related to the career anchors of service/dedication to a cause and lifestyle. Theoretically, this study expands on the current career anchors’ theory by focusing on antecedents beyond demographic characteristics such as age, gender, occupation, and personality traits. Practically, this study provides organizations with greater insight into factors affecting employee motivation and engagement

Teamwork for product innovation in Taiwanese family firms:an indigenous psychology perspective: An indigenous psychology

As the existing team literature mostly excludes context and culture, little is known about how these elements affect real-life team working (Engestrom, 2008; Salas & Wildman, 2009), and how teams work in non-Western settings, such as in Chinese firms (Phan, Zhou, & Abrahamson, 2010).This research addresses this issue by investigating how new product design (NPD) teams use team working to carry out product innovation in the context of Chinese family businesses (CFBs) via an indigenous psychology perspective. Unlike mainstream teamwork literature which mostly employs an etic design, an indigenous psychology perspective adopts an emic approach which places emphasis on understanding real-life phenomena in context through a cultural-insider perspective (Kim, 2000). Compatible with this theoretical position, a multiple qualitative case study approach was used as the research methodology. Three qualitative case studies were carried out in three longstanding family-run manufacturing firms in Taiwan, where family firms have been the pillars of high economic growth in the past five decades (W.-w. Chu, 2009). Two salient findings were established across the three case studies. First, the team processes identified across the three family firms are very similar with the exception of owners’ involvement and on-the-job training. All three family firms’ NPD teams are managed in a highly hierarchical manner, with considerable emphasis placed on hierarchical ranking, cost-effectiveness, efficiency, practicability, and interpersonal harmony. Second, new products developed by CFBNPD teams are mostly incremental innovation or copycat innovation, while radical or original products are rare. In many ways, CFBNPD teams may not be the ideal incubators for innovation. This is because several aspects of their unique context can cast constraints on how they work and innovate, and thus limit the ratio of radical innovation. A multi-level review into the facilitators and inhibitors of creativity or innovation in CFBNPD teams is provided. The theoretical and practical implications of the findings and the limitations of the study are also addressed

Job Rotation and Performance of Technical University Administrative Staff

Mastering the roles of all aspects of an organization is contingent on job rotation. This paper focused on the impact of Job Rotation and Performance on higher educational institutions. The study used stratified sampling technique, quantitative approach, and descriptive design for primary data collection and analysis by SPSS. The outcome of the research confirmed that, job rotation impacts on organizational performance. The aspects that led to the performance were: removal of job stress, employee retention, increase expertise, applying experience on the job amongst others. The performance was measured by the efficiency, productivity, quality, but rejected profitability as a measure in higher educational institutions. It was concluded that job rotation impacts positively but favourably with organizational performance. Keywords: Job Rotation, Performance, Tamale Technical University, Higher Educational Institution

Career Motivation of NGO Professionals in Songkhla Province of Thailand: A Qualitative Study

The aim of this study was to investigate the career motivation of professionals in non-governmental organizations (NGOs) in Songkhla province of Thailand. Professionals were defined as the university graduates. The research questions were: What factors motivate the NGO professionals to choose NGOs as the workplace? Why did the professionals choose the NGO over the other alternative career options? Later when they were more experienced, why did they choose to continue to remain in the NGO profession? A mixed method within qualitative approach using in-depth interviews, non-participant observation and secondary document analysis was utilized to conduct the study. There were 16 respondents who came from 5 NGOs in Songkhla province. All 5 NGOs that were chosen to conduct the research were the members of the NGO Coordinating Committee on Rural Development in the South of Thailand (NGO-COD South). Hahn’s (2008) data analysis model was used as the basis of qualitative data analysis. The level 1, level 2, and level 3 coding of Hahn’s (2008) data analysis model was adopted for reducing the qualitative data, category development, and refining the themes respectively. This study had reached the level 3 coding of Hahn’s (2008) data analysis model. Then, the refined themes were used for writing the thesis. This study found that the NGO professionals in Songkhla province seemed to be motivated by non-financial factors (social goals, job characteristics, commitment, and happiness at work) rather than financial factors (salary and benefits). Since this study purposely chose the NGOs in Songkhla province of Thailand for qualitative investigation, the results of this study may not be generalizable to other regions or other sectors. Therefore, the future researchers should explore further on the issue of career motivation in NGOs in other regions as well as the issue of career motivation in other sectors (i.e. public sector and private sector) in order to fill up the gap of knowledge in this area

Career anchors and preferences for organizational career management: A study of information technology professionals in three European countries

Careers research has moved beyond the notion of traditional careers in a stable, predictable work environment to a more individual perspective. However, individual agency in career management is still likely to involve interactions between organizations and individuals. This is particularly evident in organizational career management (OCM). Career anchor theory has shed light on the work preferences of professionals but little research has examined relationships between career anchors and how people enact their careers, or how these constructs and their relationships might differ between countries. We report a quantitative study of 1,629 IT professionals from 10 organizations in Switzerland, Germany and the UK. After allowing for control variables, career anchor scores explained statistically significant amounts of variance in preferences for five of the six categories of OCM practices. Some of the connections between career anchors and OCM preferences followed naturally from their content, but others were less self-evident, or even seemingly contradictory. There were some significant differences between nationalities, with the UK tending to be the outlier. These differences were partly but not entirely consistent with prior research. This study expands understanding of the interplay of individual values and OCM and draws on previous work to offer a new classification of OCM practices

Understanding turnover intentions and behavior of Indian information systems professionals: A study of organizational justice, job satisfaction and social norms

Despite the phenomenal growth projected for the Indian information technology (IT) industry, one of the biggest challenges it faces is the high rate of turnover in offshore Indian-based supplier firms (Everest Research Group 2011). In this dissertation, we explored the following determinants of turnover intentions—social norms job attributes, job satisfaction, organizational alternatives, first order supervisory justice dimensions (distributive, procedural, interpersonal and informational justice) and second-order organizational justice measured by the first order justice dimensions. The research design was longitudinal to assess turnover behavior and its relationship with turnover intentions. Telephonic interviews were conducted with 75 Indian IS professionals based in India. Ten months later the respondents were contacted again to determine their actual turnover behavior. Data was quantitatively analyzed using PLS graph. Qualitative analysis using content analysis was also performed to gain deeper insights. Seven out of the 11 hypothesized relationships were supported. Three out of 4 dimensions of justice were found to be significantly and negatively related to turnover intentions- distributive, procedural and informational justice. Also, the second-order latent construct of overall organizational justice was found to be negatively related to turnover intentions. The hypothesized relationships between social norms and turnover intentions and between organizational alternatives and turnover intentions were not supported. Job attributes for tasks not involving client interaction (programming, testing and project management tasks) was found to be negatively related to job satisfaction. Finally, turnover intentions was found to positively relate to turnover behavior. We made important contributions to the literature of turnover by being one of the few studies actually measuring turnover behavior. Also, we addressed a gap in the literature of IS turnover of studying IS populations across different nations. We contributed to theory by testing a model of turnover that had new constructs not tested before, like overall organizational justice (second-order) and supervisory focused four first-order justice dimensions, and social norms. For future research, revised model of turnover relevant for Indian IS professionals is proposed-this involved adding new constructs like work life balance, stress, organizational satisfaction and removing constructs that did not find support in Indian contexts like organizational alternatives and social norms

Investigating the Moderating Effect of Massively Multiplayer Online (MMO) Games on the Correlation Between Flow and Game Addiction: A Meta-Analysis

The flow theory of addiction suggests that the psychological flow state and addiction are positively correlated. However, based on 23 empirical studies involving 6,772 subjects, our meta-analysis shows that this relationship is significantly weakened in massively multiplayer online (MMO) games. Our results suggest that game genre, which is often overlooked in existing theories, warrants more attention in future research on game addiction. For game developers, our results suggest that it is particularly important for non-MMO games to provide a good match between game challenge and player skill level, which is essential to the flow experience. As MMO games have been reported to be more addictive than non-MMO games, future research should also investigate the unique characteristics of MMO games that cause addiction in this game genre

Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry

Although turnover intention has been studied widely in Western countries, such studies are still small in number in Asia countries like Thailand. The aims of this quantitative research were: to empirically determine the significant predictors of organizational justice (distributive justice and procedural justice) and role stressors (role ambiguity, role conflict, work-overload and work-family conflict); to examine the mediating effect of job satisfaction on the relationship between predictors and turnover intention, and to investigate the applicability of the Social Exchange Theory (SET) in explaining turnover intention in Thailand. A survey was conducted among 342 IT professionals in 21 ICT organizations located in Thailand‟s ICT industry‟s four sub-sector (Computer Hardware, Computer Software, Technology Information (IT) Services and Communication). Data were analyzed using the Structural Equation Modeling (SEM). Out of the 13 hypotheses regarding turnover intention, seven had significant direct effects (distributive justice, procedural justice, role ambiguity, role conflict, work-overload to job satisfaction; job satisfaction to turnover intention). The finding of this study revealed that there is a positive significant relationship between distributive justice and procedural justice with job satisfaction. This study also revealed that there is a negative significant relationship between role ambiguity, role conflict, work-overload and work-family conflict with job satisfaction. This study found a statistically negative significant relationship between job satisfaction and turnover intention. The study also found that job satisfaction was a full mediator of the relationship between distributive justice, procedural justice, role conflict and work-family conflict with turnover intention. Finally, job satisfaction partially mediated the relationship of role ambiguity and work-family conflict with turnover intention. The present study also highlighted the implications of the study, future research work as well as its limitations

Factors Influencing Employees’ Intention to Leave Current Employment in the Ministry of Information in Kuwait

The main purpose of this study is to examine the factors that influence the employee’s intention to leave the current employment in the Ministry of Information in Kuwait. A descriptive survey design was conducted and data were collected using a self-administrative questionnaire. Based on convenience sampling, a sample of 200 was drawn from the employees who work in different departments of the Kuwait ministry of information to make the sample representative. The results of this study demonstrated that employees’ perception of commitment and job satisfaction are the two main factors that negatively affect the employees’ intentions to leave. The results also showed a negative relationship between job engagement and the intention to leave the job. The employees’ perception of support and complexity were shown to be positively affecting the intention to leave. This research concludes that understanding the factors that influence the employee’s intention to leave current employment is crucial for improve the human resources practices in the public organizations particularly the ministry of information in the Kuwait. Keywords: Intention to Leave, Support, commitment and complexity, Job Engagement, Job Satisfaction