The Impact of Career Visions on Work Attitudes: A Longitudinal Approach

Autor/inn/en	Holtschlag, Claudia; Masuda, Aline D.
Titel	The Impact of Career Visions on Work Attitudes: A Longitudinal Approach
Quelle	In: Career Development International, 16 (2011) 7, S.668-683 (16 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1362-0436
DOI	10.1108/13620431111187281
Schlagwörter	Work Attitudes; Job Satisfaction; Labor Turnover; Longitudinal Studies; Business Administration Education; Graduate Students; Occupational Aspiration; Goal Orientation; Difficulty Level + Suchen Sie Ihr Suchwort? Work attitude; Arbeitshaltung; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Longitudinal study; Longitudinal method; Longitudinal methods; Längsschnittuntersuchung; Graduate Study; Student; Students; Aufbaustudium; Graduiertenstudium; Hauptstudium; Studentin; Berufsneigung; Berufsziel; Zielorientierung; Zielvorstellung; Schwierigkeitsgrad
Abstract	Purpose: The purpose of this study is to examine the effects of difficult and specific career visions on job satisfaction and turnover intentions seven years after students reported their visions. Design/methodology/approach: Data for this study were collected in two waves, seven years apart, from the same cohort. At time 1 the career visions of MBA students were measured in terms of difficulty and specificity. At time 2 MBA students reported their job satisfaction and turnover intentions. Findings: Results showed that MBA students with a specific and challenging career vision were less likely to report intentions to leave their work seven years after reporting their visions. Further, job satisfaction mediated this relationship. Research limitations/implications: The study was limited due to the small sample size used (n = 74). Future studies should also test whether goal progress and job performance could be mediators between the quality of career vision and job satisfaction. Practical implications: Results of this study indicate that individuals who formulated more specific career visions were more satisfied with their jobs seven years after reporting their visions. This finding has implications for career counsellors, coaches and managers who care for the development of their subordinates. Originality/value: This is the first study that examined the impact of the quality of career visions (i.e. specificity and difficulty) on future job satisfaction and turnover intentions. (Contains 1 table and 4 figures.) (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10