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Linking career adaptability to supervisor-rated task performance: a serial mediation model

Jeffrey Haynie (Department of Management, Louisiana Tech University, Ruston, Louisiana, USA)
C. Brian Flynn (Department of Management, University of North Florida, Jacksonville, Florida, USA)
David Herda (Department of Accounting, Louisiana Tech University, Ruston, Louisiana, USA)

Career Development International

ISSN: 1362-0436

Article publication date: 21 April 2020

Issue publication date: 15 July 2020

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Abstract

Purpose

Based on a combination of career construction theory (CCT) and conservation of resources (COR) theory, this study proposes and examines a serial mediation model connecting proactive personality with supervisor-rated task performance sequentially through career adaptability and job engagement.

Design/methodology/approach

A sample of 177 supervisor–subordinate dyads in the United States participated in the multisource survey, and structural equation modeling was used to test the hypotheses. The proposed indirect effects were evaluated using a bootstrap procedure.

Findings

Results indicated that career adaptability mediated the relationship between proactive personality and job engagement, job engagement mediated the relationship between career adaptability and supervisor-rated task performance and career adaptability and job engagement sequentially mediated the relationship between proactive personality and supervisor-rated task performance.

Research limitations/implications

Through an examination of the nomological network pertaining to career adaptability, the results provide strong evidence in support of integrating CCT with COR theory in this research stream. Future studies should continue to expand upon the model presented here by considering potential moderators that might influence certain paths within this relationship network and use longitudinal designs to allow for stronger causal inferences.

Practical implications

Given the central role proactive personality plays in career construction and job engagement, organizations should encourage workers to be more proactive while on the job. This may help engender career adaptability and work engagement among employees – ultimately contributing to organizational success.

Originality/value

This study responds to calls linking career adaptability to supervisory ratings of work performance. In doing so, it advances the literatures on proactive personality and career adaptability by highlighting the importance of considering the tenets of both CCT and COR theory.

Keywords

Citation

Haynie, J., Flynn, C.B. and Herda, D. (2020), "Linking career adaptability to supervisor-rated task performance: a serial mediation model", Career Development International, Vol. 25 No. 4, pp. 429-442. https://doi.org/10.1108/CDI-08-2019-0207

Publisher

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Emerald Publishing Limited

Copyright © 2020, Emerald Publishing Limited

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