The influence of career commitment on subjective career success in the context of media industry: mediating role of career resilience

Bhawna; Sharma, Sanjeev Kumar; Shah, Mohd Asif Article The influence of career commitment on subjective career success in the context of media industry: mediating role of career resilience Cogent Business & Management Provided in Cooperation with: Taylor & Francis Group Suggested Citation: Bhawna; Sharma, Sanjeev Kumar; Shah, Mohd Asif (2024) : The influence of career commitment on subjective career success in the context of media industry: mediating role of career resilience, Cogent Business & Management, ISSN 2331-1975, Taylor & Francis, Abingdon, Vol. 11, Iss. 1, pp. 1-15, https://doi.org/10.1080/23311975.2023.2296148 This Version is available at: https://hdl.handle.net/10419/325945 Standard-Nutzungsbedingungen: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden. 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If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated licence. https://creativecommons.org/licenses/by/4.0/ Cogent Business & Management ISSN: 2331-1975 (Online) Journal homepage: www.tandfonline.com/journals/oabm20 The influence of career commitment on subjective career success in the context of media industry: mediating role of career resilience Bhawna, Sanjeev Kumar Sharma & Mohd Asif Shah To cite this article: Bhawna, Sanjeev Kumar Sharma & Mohd Asif Shah (2024) The influence of career commitment on subjective career success in the context of media industry: mediating role of career resilience, Cogent Business & Management, 11:1, 2296148, DOI: 10.1080/23311975.2023.2296148 To link to this article: https://doi.org/10.1080/23311975.2023.2296148 © 2024 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group. Published online: 12 Feb 2024. Submit your article to this journal Article views: 1925 View related articles View Crossmark data Citing articles: 1 View citing articles Full Terms & Conditions of access and use can be found at https://www.tandfonline.com/action/journalInformation?journalCode=oabm20 ManageMent | ReseaRch aRticle Cogent Business & ManageMent 2024, VoL. 11, no. 1, 2296148 The influence of career commitment on subjective career success in the context of media industry: mediating role of career resilience Bhawnaa , sanjeev Kumar sharmaa and Mohd asif shahb,c,d auniversity institute of applied Management sciences (uiaMs), Panjab university, Chandigarh, india; bDepartment of economics, College of Business and economics, Kebri Dehar university, somalia, ethiopia; cCentre of Research impact and outcome, Chitkara university institute of engineering and technology, Chitkara university, Rajpura 140401, Punjab, india; dDivision of Research and Development, Lovely Professional university, Phagwara, Punjab 144001, india ABSTRACT the present study explores the relationship between career commitment and subjective career success among media journalism industry employees. additionally, it investigates the mediating role of career resilience behavior while anchoring its theoretical foundation in the career self-determination theory. the media journalism industry, characterized by burnout, demanding schedules and the mismatch of personal and professional commitments, provides a fitting context to examine the dynamics of career commitment and subjective career success. Using a structural equation modeling approach, the hypotheses were tested on 303 participants from the Punjab and chandigarh regions in india. the results of the structural equation modeling affirmed the career commitment’s substantial direct and indirect influence on subjective career success, mediated by the career resilience variable. the implications derived from this study are pertinent for the media journalism sector. it underscores the pivotal role of cultivating career-committed behavior among employees and advocating for strategic career development initiatives. this, in turn, fosters a resilient environment conducive to nurturing individual career accomplishments, transcending conventional benchmarks of organizational success. in conclusion, this research underscores the significance of transitioning from a traditional assessment of performance framework to a more subjective evaluation approach, ultimately contributing to cultivating a motivated and engaged workforce. 1. Introduction From its origins with the launch of hicky’s Bengal gazette in 1779, journalism in india has journeyed a long way. as an integral part of the thriving media and entertainment sector, the news industry relies on three core pillars: print media, television and the emerging digital media landscape (Basuroy, 2023). While india has seen commendable investigative reports, public trust in mainstream news media has faced uncertainty. incidents of crimes against journalists have witnessed an uptick, highlighting the safety challenges and declining commitment that journalists contend with while pursuing their profession in the country (Basuroy, 2023). this complex scenario sets the stage for understanding career commitment and the perception of employees’ career success in this industry. in the dynamic and uncertain realm of modern media and journalism, the prevailing sense of job insecurity is a persistent challenge. Media organizations worldwide face rapid technology changes, shifts in business strategies, evolving content consumption patterns and the far-reaching impacts of political and economic shifts. these challenges cast a shadow of uncertainty over journalists, subjecting them to the unsettling prospect of © 2024 the author(s). Published by informa uK Limited, trading as taylor & Francis group. CONTACT Mohd asif shah [email protected].et Department of economics, College of Business and economics, Kebri Dehar university, somalia, ethiopia https://doi.org/10.1080/23311975.2023.2296148 this is an open access article distributed under the terms of the Creative Commons attribution License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. the terms on which this article has been published allow the posting of the accepted Manuscript in a repository by the author(s) or with their consent. ARTICLE HISTORY Received 24 February 2023 Revised 12 December 2023 accepted 13 December 2023 KEYWORDS subjective career success; career commitment; resilience; csDt theory; media journalism industry REVIEWING EDITOR Pablo Ruiz, Universidad de castilla-la Mancha, spain SUBJECTS Management education; human Resource Management; Organizational studies 2 BhaWna etal. potential job loss (cohen et al., 2019; Örnebring, 2018). Media lacks both security and freedom. this takes the form of both voluntary and involuntary terminations (sherwood & O’Donnell, 2018). this pervasive uncertainty affects the media industry and significantly impacts journalists’ career commitment and subjective career success. Recent investigations into digital journalism underscore the deteriorating labor conditions professionals face, where burnout, inadequate compensation and excessive workloads have sadly become normalized aspects of the media and journalism profession (Reinardy & crawford, 2013). scholarly literature highlights that committed journalists attribute their careers to encompassing loyalty, professional pride, multifaceted viewpoints on issues and a role as societal watchdogs (center, 1999; gardner et al., 2001). Despite a strong identification with their profession, the commitment experienced by many journalists remains limited (center, 1999). Kosicki (1995) reveal that only about 20% of recent journalism graduates intend to sustain their careers until retirement, highlighting the complexities underlying long-term commitment. two core concepts within career development, namely career commitment and career success, significantly influence an individual’s overall well-being and work satisfaction (goyanes & Rodríguez-gómez, 2021). london and stumpf (1982) laid the groundwork for understanding career success, defining it as the ‘convergence of positive work elements (e.g., job innovation, top management support) with favorable psychological or work-related outcomes or achievements’. career success can be viewed through two lenses: external/objective and internal or subjective (Judge et al., 1995). While external factors encompass evaluative elements tied to status, income progression, promotions and recognition, subjective career success is influenced by various factors. these factors include aligning personal aspirations and values with professional pursuits, achieving equilibrium between personal and occupational domains, crafting a lasting impact through one’s career journey, finding significance within the organizational framework and engaging in introspection (arthur et al., 2005; Dries et al., 2008; Poon, 2004). as these concepts intertwine, they profoundly influence how individuals perceive their career journeys and overall life satisfaction, ie perceptions concerning subjective career success. Researchers have identified various social and motivational factors that may influence an individual’s career success. these factors include career competency (ahmad etal., 2019), commitment (chiang etal., 2014), resilience (Bhamra, 2015), work centrality (ng etal., 2005) and proactive personality (seibert etal., 2011), cognitive ability, education and work tenure, etc. experts in workplace psychology discipline conclude that individuals who exhibit goal-oriented behavior, resilience and self-assurance are better positioned to navigate their professional paths successfully (Ballout, 2009). Within the modern career approach context, organizations place significant value on unwaveringly committed employees, not just the organization. Furthermore, previous research underscores how various factors greatly influence the development and upkeeping of career-related commitment. this emphasizes the need to encourage resilient career behavior to effectively guide employees’ career paths (hall & Moss, 1998). london and stumpf (1982) explained ‘career resilience’ as an individual’s ability to navigate and thrive despite challenges, setbacks and changes in their professional journey. Resilient individuals show unwavering dedication to their goals, persistently working toward them even when facing difficulties. Recognizing career resilience as a crucial skill for 21st-century success (cascio, 2007) and exploring how it interacts with a person’s commitment to their career is essential, especially in an industry like media and journalism. the interplay of these factors forms a compelling connection that intricately combines an individual’s career path, mindset and current dynamics in their chosen field. even though career resilience is becoming more critical for positive work outcomes, it hasn’t received much attention in discussions about managing careers, particularly in developing countries. therefore, exploring these concepts, alongside other evolving aspects of a successful career, becomes crucial. this exploration is especially relevant due to the research gap between academia and industry practices. additionally, as people’s views on career success gain prominence, this research advocates recognizing career resilience as a potential mediator between career commitment and subjective career success. 2.Theoretical framework, literature review and hypotheses development career self-determination (csDt) is the key theoretical underpinning for subjective career success, influenced by various circumstances. csDt was formed by applying chen’s (2017) self-determination theory cOgent BUsiness & ManageMent 3 to careers. this theory postulates that an individual’s commitment to their chosen career is reinforced when they experience a sense of personal satisfaction from their work. according to the csDt, career competence consists of skills, preferences, attitudes and resilience about one’s chosen line of work. 2.1. Career commitment and subjective career success according to modern management ethos, employee success is as vital as the company’s overall success. strong self-awareness, openness to persuasion and growth and an eagerness to take an active role in achieving one’s career goals are hallmarks of career commitment. it measures how vigorously people take their careers and how it relates to their prospects for the future (Ballout, 2009). subjective career success has become the primary focus for assessing careers, as opposed to the objective indicators that have been the focus of conventional career studies (abele & spurk, 2009; ng & Feldman, 2014). the 21st-century career approach advocates for self-directed careers that lead to personal achievement and professional advancement rather than emphasizing work stability and long-term employment with one organization (Briscoe etal., 2006). employees are encouraged to commit to their careers rather than their organizations, or to both, due to the change in career management from the company to the individual (Ballout, 2009). Journalists navigate a dynamic environment influencing their dedication to their careers as the media industry undergoes significant changes, including technological disruptions and shifting audience preferences. the challenges posed by the emergence of digital media, changing revenue models, and job precariousness impact journalists’ career commitment (Youssef & luthans, 2007). the transition from traditional print and television to digital platforms introduces a need for journalists to adapt their skills and approaches to storytelling, which can, in turn, influence their commitment to their profession. however, the rise of contract-based work and freelancing may introduce uncertainties that affect career commitment as journalists grapple with job stability and financial security. highly career-committed individuals are likely to make significant career investments through their proactive career planning with a focus on training and development initiatives to advance in their careers and an effort to acquire new knowledge and abilities (sultana etal., 2016). Poon (2004), in his investigation of career commitment and subjective success, concluded that both have a substantial relationship. employees more dedicated to their careers receive more returns, significantly improving their prospects of achieving greater success and focusing on internalizing satisfaction rather than just monetary or status resembling success (Pasha etal., 2017a, 2017b; Pathardikar etal., 2016). consequently, individuals driven by their careers are inclined to encounter positive emotions stemming from their achievements and goal attainments (Kim & Beehr, 2017). employees who pursue protean careers place a premium on subjective career goals, are more dependent on their careers and strive for subjective career success (Baruch, 2006; hall & chandler, 2005; Y. Park & Rothwell, 2009; Pathardikar etal., 2016). Underlying this protean approach, we operationalized employee success as subjective for the current study. hence, we hypothesize that: Hypothesis 1 (H1): there is a positive relationship between career commitment and one’s subjective career success. 2.2. Career commitment, career resiliency behavior and subjective career success Paul and garg (2014) defined resilience as ‘the unique tendency to withstand and ultimately recover from difficult circumstances, setbacks, trauma, and other obstacles’. career commitment is the foundation for driving media employees’ resilient behavior in the fast-paced business setting. it instills a strong desire to face problems, establishing a mindset that views failures as temporary, somewhat insurmountable obstacles (cooper et al., 2013). hayward et al. (2010) highlighted that this dedication instills a forward-thinking mindset and supports a proactive attitude to ongoing learning and skill improvement. Pulley and Wakefield (2001) and Bonanno et al. (2015) explained that the capacity to recover rapidly from shortfalls is closely associated with success among people who go out on their own. Because of the link between high levels of resilience and long-term performance, resilience is counted as a key influential factor. tait (2008) and Richtnér and löfsten (2014) stated that resilient individuals can better 4 BhaWna etal. regulate their emotions, operate effectively in groups and succeed. simultaneously, gu (2014) investigated how teachers’ resilience characteristic explains their commitment and comprehended that emotional investment coupled with a focused career is a powerful force that propels individuals to come back from losses with unflinching perseverance. thus, career commitment emerges as a dynamic catalyst, arming personnel with the resilience, flexibility and interconnection required to navigate any industry’s unpredictable currents. shahbazfar and Zarei (2014) and hasan (2016) investigated the direct and indirect connections between commitment and resilience and discovered a significant positive association. according to connor et al. (2003) and Karatas and cakar (2011), individuals who possess resilience exhibit enhanced abilities in handling challenges, embracing a sense of fortitude during traumatic encounters, employing effective problem-solving techniques, expressing exuberance and reporting lower levels of self-doubt and solitude. according to cooper et al. (2013), the most dedicated individuals are resilient. Following the literature, s.-h. Park and Kang (2019) discovered that when dental hygienist employees displayed resilience at work, their commitment grew substantially, which was reflected in measures of success such as job satisfaction, happiness at work and commitment. Researchers observed a correlation between resilience and effectiveness, enthusiasm at work, joy at work and commitment to one’s organization in this context (Youssef & luthans, 2007). Despite evidence tying commitment to career success, little is known about the processes behind these interrelationships, leaving the why and how unanswered and whether career resilience may mediate the highlighted connection. We assert that people who are committed and resilient may succeed in a dynamic and challenging workplace. this phrase symbolizes the importance of showing resilience in the face of setbacks. it reminds workers to remain committed to their work despite obstacles. thus, we hypothesize that: Hypothesis 2 (H2): there is a positive relationship between career commitment and career resiliency behavior. Hypothesis 3 (H3): there is a positive relationship between career resiliency behavior and one’s subjective career success. Hypothesis 4 (H4): the relationship between career commitment and one’s subjective career success is mediated by career resiliency behavior. 3. Research methodology the research methodology employed for this study involved collecting data from journalists working within the newspaper and television sectors. a systematic sampling approach was utilized to assemble the sample. eligibility criteria stipulated that all participants possess a minimum of one year of relevant industry experience, with preference given to those with more substantial experience. the target respondents for this research included front-line employees and journalists occupying full-time roles within private media organizations in Punjab and chandigarh, india. a dual methodology was adopted to reach out to the participants. Data collection was facilitated through a two-fold approach, utilizing an offline method involving in-person visits to the organizations and an online google form. Prospective participants were initially approached with an inquiry regarding their willingness to participate in the research, with assurance of confidentiality being addressed. the survey questionnaire was structured into two distinct segments. the first section of the survey focused on gathering essential demographic information, encompassing gender, age, educational background and employment history – the subsequent section aimed to collect data about the primary variables under study. the survey managed to secure participation from 346 individuals (200 from chandigarh and the rest from the Punjab region in india), with a 77% response rate. Following the data collection phase, a rigorous data cleansing process was conducted. this involved the removal of duplicate entries and unreported responses. as a result of this data refinement, a final tally of 303 valid responses was retained for subsequent analysis. cOgent BUsiness & ManageMent 5 3.1. Measuring instruments the research investigated three constructs, mainly career commitment, resilience and subjective career success; each construct component was rated on a five-point likert scale, with one as strongly disagree and five as strongly agree. a detailed description of all scale items is given in appendix a. Blau (1985), eight-item scale was used to assess participants’ commitment to their chosen careers. this scale aimed at measuring the sense of commitment of media personnel toward their career. to measure employees’ orientation toward their subjective career success, we used a 24-item scale with eight distinct aspects, including ‘Recognition’, ‘Quality work’, ‘Meaningful work’, ‘influence’, ‘authenticity’, ‘satisfaction’, ‘Personal life’ and ‘growth and development’ developed by shockley et al. (2016). a five-item scale developed by stephens (2013) was used to measure an employee’s career resiliency. this career resiliency scale entails overcoming obstacles, drawing lessons from past mistakes and remaining positive and goal-oriented in the face of difficulty. age, gender, level of education, work experience and type of employment (fixed, temporary, hourly paid) were all controlled for further analysis in our research to reduce the likelihood that these factors may distort the examined connections. Prior research has shown that demographic characteristics may impact the relationship between career commitment, career satisfaction and success (adeleke, 2003; Baker, 2004; Popoola & Oluwole, 2007). 4. Results there were more male than female participants in this survey, with 55.7% of responses being men (female being 44%). additionally, 48.2% of the surveyed individuals fell within the age bracket of 21 to 25 years. among the respondents, 69.5% held a bachelor’s degree, 12% held a master’s degree and all had at least one year’s industry experience. the majority, 48%, had four to five years of work experience, followed by 19.6% with three to four years of work experience in the media industry. approximately 60% of respondents had a contractual or temporary job in the organization. 4.1. Preliminary analysis the preliminary study computed descriptive statistics, composite reliability (cR), discriminant validity, convergent validity and bivariate correlations analysis in the measurement model (tables 2, 3 and 4). Furthermore, to determine the direct and indirect relation between variable career commitment and subjective career success, along with the mediating effect of career Resilience, structural equation modeling was performed. 4.2. Measurement model to assess the empirical distinctiveness of the variables understudy, we used confirmatory factor analysis (cFa), which involves predefined fit indices that determine the adequacy of the model. notably, item cc8 from the career commitment scale was excluded from the final analysis due to factor loadings falling below 0.50. similarly, an item from the subjective career success scale, labeled parameter satisfaction, was also omitted from the final dataset due to loadings below 0.5. Our three-factor measurement model, encompassing career commitment, resilience and subjective career success, demonstrated a favorable fit with the data. the fit indices revealed: cMin/df = 2.057, p < .01; cFi = 0.918; agFi = 0.81; tli = 0.91; RMsea = 0.05; and sRMR = 0.08, by the criteria outlined by hair etal. (2019). the fit of this model was contrasted with that of the one-factor measurement model, in which all items were loaded onto a single construct (table 1). Furthermore, the validity and reliability metrics of the model satisfied the predetermined cut-off. Factor loadings were applied to validate the construct validity and reliability. the results showed composite reliability (cR) values that were higher than the suggested threshold of 0.70 and average variance extracted (aVe) values that were higher than 0.50 (hair et al., 2019). Maximum shared variance (MsV) is a cFa statistical metric that examines the degree of shared variance between two latent constructs. it is 6 BhaWna etal. calculated by taking the highest correlation coefficient between the two constructs and squaring it (table 2). 4.3. Discriminant validity assessment We tested the discriminant validity utilizing both the Fornell-larcker criterion and cross-loadings. these analyses confirmed the absence of validity concerns under two conditions: (a) the square root of aVe for a given construct should exceed its correlation with any other construct. this signifies that the construct shares more variance with its indicators than others. (b) each item or indicator should exhibit more substantial loadings on its designated construct than others. this ensures that the items are more closely related to the intended construct (table 3). 4.4. Descriptive statistics table 4 presents each variable’s means, sD and correlation metrics. Participants’ responses, measured on a five-point likert scale, were categorized as low (mean value less than 2.4), moderate (mean value between 2.5 and 3.4), or high (mean value more than 3.5). the study’s parameters revealed a range of total mean values from 1.56 to 4.73. the core variables – career commitment, resilience and subjective career success – showed mean values of 3.77, 3.88 and 3.83. the respondents’ responses indicate high resilience and commitment to their careers based on their resilience behaviors and subjective career success assessments. notably, a relatively strong correlation (.880) emerged between respondents’ age and years of employment, indicating that older employees often possessed greater experience (adeleke, 2003). Moreover, the standard deviation for the entire construct ranged from 0.45 to 0.89, showcasing a diverse dataset. the data unveil a favorable correlation between employees’ career commitment and career resiliency traits with job experience (0.237, 0.256). career commitment exhibited strong favorable correlations with employees’ subjective career success (0.508) and career resilience (0.387). Furthermore, a significant and positive relationship was observed between employees’ career resilience and subjective career success, indicating their perception of their professional accomplishments (0.553). 4.5. Structural model By examining the correlations between the independent variable of career commitment, the mediating variable of career Resilience and the outcome variable of subjective career success, the proposed hypothesis was subjected to testing using iBM aMOs 23 software (Figure 1). the results revealed the following: Path a: career commitment significantly influences career Resilience (β = 0.353, t = 5.298, greater than 1.96, p < .01) with a confidence interval between llci and Ulci (0.2325, 0.3823). the R-squared value (R2 = 0.369) indicates that the career commitment variable accounts for 36.9% of the variance in resilience, thereby supporting our hypothesis 2. table 5 illustrates the direct effect coefficient (path c’) of career commitment on subjective career success without any intervening variable. the table demonstrates a Figure 1. Conceptual model. cOgent BUsiness & ManageMent 7 significantly positive direct effect (p < .001) of career commitment on subjective career success (β = 0.441, t = 6.812, p < .001), thereby confirming our hypothesis 1. Furthermore, the impact of career Resilience on subjective career success (path_b) was observed to be substantial (β = 0.374, t = 5.378, greater than 1.96, p < .01), thus affirming our proposed hypothesis 4. the predictive capacity of a variable is gauged by its R-squared value (R2). the results indicate that career commitment demonstrated a moderate predictive power (R2 = 0.341) when no mediating variable was present in the model. 4.6. The mediating roles of career resilience Using structural equation modeling (seM) analysis, a bias-corrected bootstrapping approach and a 95% confidence interval set at 5000 bootstraps, we investigated the mediating role of career resilience trait in the link between career commitment and subjective career success. the 95% confidence interval Table 2. Reliability & validity assessment. Construct item loadings CR aVe MsV Career commitment 0.931 0.658 0.248  CC1Ra0.850  CC2 0.834  CC3Ra0.867  CC4 0.776  CC5 0.780  CC6 0.628  CC7Ra0.860  CC8 0.169 subjective career success 0.888 0.539 0.329  Recognition   sCR1 0.524   sCR2 0.652   sCR3 0.549  Quality work   sCQW1 0.627   sCQW2 0.670   sCQW3 0.613  Meaningful work   sCMW1 0.688   sCMW2 0.747   sCMW3 0.782  influence   sCi1 0.652   sCi2 0.784   sCi3 0.728  Personal life   sCPL1 0.830   sCPL2 0.655   sCPL3 0.714  growth & development   sCgD1 0.738   sCgD2 0.602   sCgD3 0.746  authenticity   sCa1 0.620   sCa2 0.716   sCa3 0.668 Career resilience 0.843 0.547 0.272  CR1 0.860  CR2 0.652  CR3 0.605  CR4 0.857  CR5 0.652 aReverse coded item, Source: author’s calculation. Table 1. CFa competing models. 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International Journal of Contemporary Hospitality Management, 31(8), 3192– 3211. https://doi.org/10.1108/iJchM-09-2018-0748 Appendix A: scale items Career commitment  CC1R if i could secure an alternative job outside the media profession while maintaining the same compensation, i would likely consider taking it.  CC2 i am unequivocally determined to pursue a career in the media profession.  CC3R if given the chance to start anew, i would opt not to choose a career in the media profession.  CC4 even with abundant financial resources, i would likely continue working in the media profession.  CC5 i am so fond of this career that the thought of giving it up does not appeal to me.  CC6 i consider this profession to be the ideal lifelong vocation.  CC7R Regrettably, i feel disillusioned about entering the media profession.  CC8 a substantial portion of my personal time is devoted to work itself. Career resilience  CR1 enhancing my proficiency at work is an ongoing process fueled by the lessons i derive from my mistakes.  CR2 tackling challenging colleagues or situations allows me to foster personal and professional growth.  CR3 i perceive challenges as an opportunity for learning and skill development.  CR4 i actively seek solutions to manage unexpected situations that may arise.  CR5 in the face of setbacks at work, i resiliently rebound and move forward. subjective career success  sCR1 i receive positive feedback from my supervisors about the quality of my work.  sCR2 the organizations i am part of acknowledge my performance as commendable. cOgent BUsiness & ManageMent 15  sCR3 Recognition has been granted for my contributions in my professional roles.  sCQW1 i take pride in the high-quality work i consistently produce.  sCQW2 i consistently meet the highest quality standards in my professional tasks.  sCQW3 My work is known for consistently achieving high quality.  sCMW1 i find meaning in the work i do.  sCMW2 i believe my work has made a positive difference.  sCMW3 the work i have undertaken contributes meaningfully to society.  sCi1 Decisions i have made have impacted my organization.  sCi2 the organizations i have participated in have valued my input on important issues.  sCi3 others have considered my advice when making important decisions.  sCa1 i have been able to align my work with personal needs and preferences.  sCa2 i feel empowered to steer my own career.  sCa3 i have chosen and directed my own career path.  sCPL1 i have had the flexibility to spend quality time with my friends and family.  sCPL2 My life outside of work has been satisfying and fulfilling.  sCPL3 i have been a dedicated employee in balancing work and personal relationships.  sCgD1 i have proactively enhanced my skill sets, contributing to improved performance.  sCgD2 Keeping pace with changes in my field, i have stayed current and relevant.  sCgD3 a commitment to continuous improvement has driven the development my skill set.