Strategic career behaviours among european remote workers : a general analysis and comparison based on country-level individualism vs collectivism

• Autor(a) principal: Hildred, Kiall Camden John
• Data de Publicação: 2023
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10400.14/42135
• topic: Strategic career behaviours; Remote working; Career management; European workers; Hofstede individualism/collectivism; Comportamentos estratégicos de carreira; Trabalho a distância; Gestão de carreira; Trabalhadores europeus; Individualismo/coletivismo de Hofstede; Domínio/Área Científica::Ciências Sociais::Psicologia

This study investigates the antecedents and consequences of strategic career management behaviours in a sample of European remote workers, with particular attention paid to country-level differences when controlling for Hofstede’s Individualism/Collectivism. A total of 739 employees (Male = 442, 59.8%), with a mean age of 27.64 years (SD = 8.48; Range = [18, 70]), working mostly full-time (n = 398, 53.9%) and with 46.35% of their work being done remotely. The study tested perceived selfefficacy, desire for career control and perceived organizational support as predictors of strategic career behaviours. And tested strategic career behaviours as predictors of perceived career control, objective and subjective career success, and career satisfaction. The study also investigated whether significant differences exist in the above factors when grouping by residence country’s score on Hofstede’s Individualism scale (Low[<50] = 286, 38.7%; Range = [27, 89]). Results indicate objective career success was not related to the antecedent variables or strategic career behaviours and hence was removed from the model. Linear regression analysis showed mostly significant and positive relationships between factors in the model. Mediation analysis showed mix results. Generally, perceived self-efficacy and desire for career control are good predictors of the use of strategic career behaviours, but perceived organizational support is not; strategic career behaviours are reasonable predictors of perceived control, and very strong predictors of subjective career success and career satisfaction. Differences in these outcomes between the low/high individualism groups were minimal. These results will support career management programs, accounting for idiosyncrasies of remote working and cultural differences that may affect the impact remote work has on career management.