The impact of non-work role commitment on employees’ career growth prospects

The primary purpose of this study is to develop and test a model that examines the relationship between an individual’s commitment to non-work roles and his or her career growth prospects. Based on two competing theoretical frameworks—work-non-work conflict and work-non-work enrichment—the current study seeks to determine the conditions under which commitment to roles outside of work may either promote or detract from one’s career growth prospects.Paired data were gathered from 186 legal secretaries and their supervisors. From the conflict perspective, the findings suggest that the energy required to participate in non-work roles has mixed effects on an individual’s ability to engage in work. Specifically, the emotional demands associated with non-work roles detract from an individual’s ability to engage (as well as perform) at work, while the physical energy associated with non-work role participation actually enhances work engagement. Organizations perceived as supportive of individuals’ personal life help mitigate the negative effects of the emotional energy demands on work engagement. The data also indicated that the time devoted to non-work roles negatively impacts work engagement for individuals who perceive their organizations as highly supportive, whereas the time devoted to non-work roles enhances work engagement for individuals who perceive their organizations as less supportive.From the enrichment perspective, results indicated that overall, the resources acquired from non-work role participation hindered individuals’ job performance; however, a specific set of resources (the interpersonal and task related skills and social capital) enhanced job performance, at least for individuals who were employed in their current jobs for a substantial period of time.The study further indicated that job performance acted as a cue from which a manager may base perception of an employee’s commitment to his or her work. Moreover, both job performance and managerial perceived work commitment influenced an individual’s content career growth prospects such that effective performers and employees perceived as committed to their work were deemed more likely to receive opportunities to grow and learn within their current job as compared to less effective performers or employees perceived as less committed to their work.Ph.D., Organization and Strategy -- Drexel University, 200

Protégé career aspirations: The influence of formal e-mentor networks and family-based role models

Using longitudinal data from a nine-month e-mentoring program, we analyzed the influence of formal e-mentor networks and family-based role models on increases in both psychosocial and career-related outcomes. Findings indicate that e-mentor network relationship quality positively influenced general- and career-based self-efficacy which, in turn, enhanced the objective career aspirations of underprivileged youth. Moreover, we address both the compensatory and complementary perspectives of social capital to assess the moderating influence that access to educational role models within the family has on this process. Implications of the findings and areas for future research are discussed

SRC Holdings: Winning The Game While Sharing The Prize

SRC Holdings Corporation, formerly Springfield Remanufacturing Corp., is a well-known manufacturing enterprise comprised of numerous companies spread across 12 Business Units engaged in activities ranging from manufacturing to packaging to management consulting and training. However, their primary business expertise and core competency is remanufacturing -- the process of taking used transportation parts, for example, and returning them to their OEM (original equipment manufacturer) specifications. Headquartered in Springfield, Missouri, the SRC story is one of tremendous financial success, virtually from the beginning of the organization in 1983. At that time, a share of stock was worth 10¢; as of 2012, a single share is valued at about $361! But although the company is well-known for its financial record, it is safe to say that it is most famous for its founder and current CEO, Jack Stack, and his insistence on converting his company into an employee-owned firm very early on. The subsequent success of SRC and the role its employee stock ownership plan (ESOP) played in this success is legendary. Thus, it’s not surprising that both the SRC ESOP and Jack Stack play central roles in this case study

Relationship between protean career orientation and work-life balance: A resource perspective

The article of record as published may be found at http://dx.doi.org/10.1002/job.1996Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work-life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work-life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work-life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive career planning activities that were related to the accumulation of three forms of career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work-life balance for individuals who take a whole-life perspective on their careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research

Job level, demands, and resources as antecedents of work-family conflict

The article of record as published may be located at http://dx.doi.org/10.1016/j.jvb.2010.10.002Although substantial research has examined the conflict that employees experience between their work and family roles, the literature has not investigated the prevalence and antecedents of work–family conflict for individuals who work at different levels of an organization. This study examines differences in work–family conflict (work interference with family and family interference with work) for lower-level and higher-level employees, the factors that might explain these differences, and the differential effect of resources on conflict across job levels. Results indicate that higher-level workers experience greater conflict in both directions than lower-level workers, and that work- and home-based resources are differentially related to the conflict experienced by employees who hold lower-level and higher-level jobs

A holistic view of employee coaching: longitudinal investigation of the impact of facilitative and pressure-based coaching on team effectiveness

The article of record as published may be found at http://dx.doi.org/10.1177/0021886315594007This study uses regulatory focus theory to take a holistic perspective on employee coaching. The contrasting effects of facilitative versus pressure-based coaching on changes in team effectiveness were examined over a 54-month period of time. Results of growth curve analysis on a sample of 714 managers and their teams indicated that facilitative and pressure-based coaching had opposing direct and indirect effects on long-term changes in team performance, with team commitment playing a critical role in this process. Specifically, facilitative coaching positively influenced team commitment and, in turn, team effectiveness. In contrast, pressure-based coaching hindered team functioning by negatively influencing team commitment through heightened levels of tension within the team. Limitations and areas for future research are discussed