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Qingxiong Weng - One of the best experts on this subject based on the ideXlab platform.
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A literature review of employees' Career Growth
2020Co-Authors: Qingxiong Weng, Youmin XiAbstract:In the boundaryless Career era, people pay more attention on their own Career Growth, which has been seen as the significant standard of job choice and main goal in their whole Career. This paper discriminated and generalized the concept of Career Growth, Career development and Career success. It reviewed the existing literature of Career Growth. At last, the future research trend was discussed.
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individuals Career Growth within and across organizations a review and agenda for future research
Journal of Career Development, 2020Co-Authors: Qingxiong WengAbstract:The tremendous changes occurring in the work environment encourage new studies to update our knowledge about what determines ones’ Career Growth within and across organizations. Seven papers from a...
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factorial validity cross cultural equivalence and latent means examination of the organizational Career Growth scale in italy and china
International Journal of Human Resource Management, 2019Co-Authors: Paola Spagnoli, Qingxiong WengAbstract:AbstractOrganizational Career Growth scale (OCG scale) is a measure of employee perceptions of their chances of development and advancement within an organization. Despite the growing interest of scholars in this field, research using the OCG scale is in its early infancy. The current study aims to contribute to the validation of the OCG scale by testing its dimensionality and measurement invariance across Italian (N = 882) and Chinese (N = 256) samples. Structural Equation Modeling with Confirmatory Factorial Analysis, Multi-Group Confirmatory Factorial Analysis and latent means analysis were used. The four-factor model of the OCG scale prevailed both in the Italian and Chinese samples. Moreover, full metric and partial scalar invariance were achieved. Overall, the results supported the factorial validity and cross-cultural equivalence of the OCG scale. Latent means examination showed evidence of significantly higher latent means in the Chinese sample for three dimensions of the OCG scale (Career goal pr...
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organizational Career Growth and subsequent voice behavior the role of affective commitment and gender
Journal of Vocational Behavior, 2014Co-Authors: Qian Wang, James C. Mcelroy, Qingxiong Weng, Neal M Ashkanasy, Filip LievensAbstract:Although research has established a connection between Career Growth and turnover intentions, there continues to be a need to study how employee Career Growth contributes positively to organizations. In the present research, we studied in particular how employees’ organizational Career Growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational Career Growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.
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the relationship between Career Growth organizational commitment and turnover intention a comparison between industrial clusters and non clusters
Forecasting, 2013Co-Authors: Qingxiong Weng, Youmin XiAbstract:The paper studied the relationship between employees ' Career Growth,organizational commitment and turnover intention,and compared the relationship between the three variables in industrial clusters and non-clusters.1200 employees in industrial clusters and non-clusters of 9 cities were investigated.The results found that: four dimensions of Career Growth had significant positive impact on emotional commitment;three dimensions of Career Growth expect professional ability development had significant positive impact on both of continuance commitment and normative continuance;both Career Growth and organizational commitment had significant negative impact on turnover intention;the role of Career Growth and organizational commitment in clusters varied significantly from in non-clusters.The results indicate that,in industrial clusters,the employees are easier to acquire new job opportunities outside their current organization,and are more concerned with their Career Growth;as a result,they are more possible to produce turnover intention and behavior when their Career Growth is limited.
James C. Mcelroy - One of the best experts on this subject based on the ideXlab platform.
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organizational Career Growth and subsequent voice behavior the role of affective commitment and gender
Journal of Vocational Behavior, 2014Co-Authors: Qian Wang, James C. Mcelroy, Qingxiong Weng, Neal M Ashkanasy, Filip LievensAbstract:Although research has established a connection between Career Growth and turnover intentions, there continues to be a need to study how employee Career Growth contributes positively to organizations. In the present research, we studied in particular how employees’ organizational Career Growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational Career Growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.
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organizational Career Growth affective occupational commitment and turnover intentions
Journal of Vocational Behavior, 2012Co-Authors: Qingxiong Weng, James C. McelroyAbstract:Survey data, collected from the People's Republic of China, were used to test Weng's (2010) four facet model of Career Growth and to examine its effect on occupational commitment and turnover intentions. Weng conceptualized Career Growth as consisting of four factors: Career goal progress, professional ability development, promotion speed, and remuneration Growth. Results from a sample of 396 managers failed to confirm the four factor model, showing instead the need to collapse promotion speed and remuneration Growth into a single facet, rewards. The three remaining dimensions of Career Growth were negatively related to turnover intentions and affective occupational commitment was found to partially mediate these relationships. Results are discussed in terms of using Career Growth to manage turnover.
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the relationship between Career Growth and organizational commitment
Journal of Vocational Behavior, 2010Co-Authors: Qingxiong Weng, James C. Mcelroy, Paula C. MorrowAbstract:This research examines the relationship between employees' Career Growth and organizational commitment. Career Growth was conceptualized by four factors: Career goal progress, professional ability development, promotion speed and remuneration Growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component model. Survey data, collected from 961 employees in 10 cities in the People's Republic of China, showed that the four dimensions of Career Growth were positively related to affective commitment, and that three of the facets were positively related to continuance and normative commitment. Only three of eighteen two-way interactions among the Career Growth factors affected organizational commitment, suggesting that the Career Growth factors influence commitment in an additive rather than a multiplicative manner. Results focus on how Career Growth can be used to manage organizational commitment.
Paula C. Morrow - One of the best experts on this subject based on the ideXlab platform.
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the relationship between Career Growth and organizational commitment
Journal of Vocational Behavior, 2010Co-Authors: Qingxiong Weng, James C. Mcelroy, Paula C. MorrowAbstract:This research examines the relationship between employees' Career Growth and organizational commitment. Career Growth was conceptualized by four factors: Career goal progress, professional ability development, promotion speed and remuneration Growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component model. Survey data, collected from 961 employees in 10 cities in the People's Republic of China, showed that the four dimensions of Career Growth were positively related to affective commitment, and that three of the facets were positively related to continuance and normative commitment. Only three of eighteen two-way interactions among the Career Growth factors affected organizational commitment, suggesting that the Career Growth factors influence commitment in an additive rather than a multiplicative manner. Results focus on how Career Growth can be used to manage organizational commitment.
Hongfu Zhang - One of the best experts on this subject based on the ideXlab platform.
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Research in the related mechanism of nurse Career Growth
The Journal of practical nursing, 2015Co-Authors: Hongfu Zhang, Shuai ZhangAbstract:Objective To explore the related mechanism of clinical nurses' Career Growth from three aspects such as organization, family and oneself. Methods Totally 480 clinical registered nurses from eight tertiary first-class hospitals of Tianjin City were investigated with the Proactive Personality Scale, Psychological Safety Climate Scale, Work-Family Support Scale, Career Growth Scale by convenient sampling method. Results Latent interaction structural equation modeling (SEM) showed that family support and work support both had a positive effect on Career Growth, whose path coefficient were 0.42 and 0.26 respectively, P 0.05. Hierarchical regression analyses showed that proactive personality had a negative effect on the relationship of work support and Career Growth whose regression coefficient was -0.148, P
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The study of influence about personal factors and organizational factors on nurses' Career Growth
The Journal of practical nursing, 2015Co-Authors: Yang Yang, Hongfu ZhangAbstract:Objective To investigate the influence of work-family support, self-efficacy and psychological safety climate on nurses' Career Growth, and to establish a model of this influence. Methods Totally 382 registered nurses were recruited from four third level and grade A hospitals in Tianjin. They were investigated with Career Growth Scale (CGS), Work-Family Support Scale (WFSS), General Self-Efficacy Scale (GSES) and Psychological Safety Climate (PSC). Results The total effect of work-family support on nurses Career Growth was 0.562 with the 95% confidence interval at 0.502-0.641; Indirect effect was 0.121 with the 95% confidence interval at 0.065-0.207, both of the effects were statistically significant. The effect of work-family support-psychological security atmosphere -self-efficacy and Career Growth path accounted for 45.1% of the total indirect effect with 95% confidence interval at 0.197-0.201; the effect of work-family support-self-efficacy and Career Growth path accounted for 54.9% of the total indirect effect with 95% confidence interval at 0.066-0.068, the intermediary effect were established. Conclusions This study established a structural equation model connecting work-family support, self-efficacy, psychological security atmosphere, Career Growth and enucleate their internal connection. The administrators of nurses should provide nurses with support on both work and life, and help nurse with their Career Growth through increases of self-efficacy and psychological safety climate. Key words: Nurses; Work-family support; General self-efficacy; Psychological safety climate; Career Growth
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the impact of work support and organizational Career Growth on nurse turnover intention in china
International Journal of Nursing Sciences, 2015Co-Authors: Yang Yang, Hongfu ZhangAbstract:Abstract Objective The paper aimed to explore the impact of work support and potential for Career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational Career Growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational Career Growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results The score of the three scales nurse turnover, organizational Career Growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 ( p p Conclusion The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for Career Growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
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the use of Career Growth scale in chinese nurses validity and reliability
International Journal of Nursing Sciences, 2015Co-Authors: Jipeng Yang, Yang Yang, Hongfu ZhangAbstract:Abstract Purpose To test the validity and reliability of a modified Career Growth Scale (CGS) to assess nurse Career Growth. Method A cross-sectional design was used to analyze the use of the CGS to survey 600 full-time registered nurses from Grade A hospitals in Tianjin. Results A modified scale we called Career Growth of Nurse Scale (CGNS) is acceptable, valid, and reliable for the evaluation of nurse Career Growth in Chinese hospitals. This scale measured three main factors (Career goal, Career capacity, and Career opportunity) and showed that nurse Career Growth differed across age, work seniority, and professional title. Conclusions A three-dimensional scale of nurse Career Growth was presented. The results revealed CGNS has good validity and reliability.
Youmin Xi - One of the best experts on this subject based on the ideXlab platform.
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A literature review of employees' Career Growth
2020Co-Authors: Qingxiong Weng, Youmin XiAbstract:In the boundaryless Career era, people pay more attention on their own Career Growth, which has been seen as the significant standard of job choice and main goal in their whole Career. This paper discriminated and generalized the concept of Career Growth, Career development and Career success. It reviewed the existing literature of Career Growth. At last, the future research trend was discussed.
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the relationship between Career Growth organizational commitment and turnover intention a comparison between industrial clusters and non clusters
Forecasting, 2013Co-Authors: Qingxiong Weng, Youmin XiAbstract:The paper studied the relationship between employees ' Career Growth,organizational commitment and turnover intention,and compared the relationship between the three variables in industrial clusters and non-clusters.1200 employees in industrial clusters and non-clusters of 9 cities were investigated.The results found that: four dimensions of Career Growth had significant positive impact on emotional commitment;three dimensions of Career Growth expect professional ability development had significant positive impact on both of continuance commitment and normative continuance;both Career Growth and organizational commitment had significant negative impact on turnover intention;the role of Career Growth and organizational commitment in clusters varied significantly from in non-clusters.The results indicate that,in industrial clusters,the employees are easier to acquire new job opportunities outside their current organization,and are more concerned with their Career Growth;as a result,they are more possible to produce turnover intention and behavior when their Career Growth is limited.
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Career Growth study scale development and validity test
Management Review, 2011Co-Authors: Qingxiong Weng, Youmin XiAbstract:The study structures and tests a four-dimensional structure model of Career Growth, and develops a measurement scale of Career Growth. Based on the reviewing and generalizing of the correlated literature, it analyzes the links and differences between Career Growth and other related concepts. The original data is acquired through interviews and semi-structured questionnaire. By reference to the related research scales, the initial Career Growth scale is made through several steps, including cataloguing, summarizing and revising. The formal scale is constructed through the research methods of the items analysis, exploratory factor test and so forth. Confirmatory factor analysis approach is adopted to verify the four- dimensional structure model of Career Growth. The results indicate that Career Growth is a four-dimension concept, including Career goal progress, professional ability development, promotion speed and remuneration Growth. Two directions for the future researches of Career Growth theory are put forward.