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Article
Publication date: 5 November 2018

Sofija Pajic, Ádám Keszler, Gábor Kismihók, Stefan T. Mol and Deanne N. Den Hartog

With the ageing global population the demand for nursing jobs and the requirements for complex care provision are increasing. In consequence, nursing professionals need to…

Abstract

Purpose

With the ageing global population the demand for nursing jobs and the requirements for complex care provision are increasing. In consequence, nursing professionals need to be ready to adapt, obtain variety of skills and engage in career self-management. The purpose of this paper is to investigate individual, micro-level, resources and behaviors that can facilitate matching processes between nursing professionals and their jobs.

Design/methodology/approach

A survey-based study was conducted among 314 part-time and full-time nursing professionals in Hungary.

Findings

Consistent with the career construction theory, this study offers evidence on career adaptability as a self-regulatory resource that might stimulate nurses’ adaptation outcomes. Specifically, it demonstrates positive relationships between adaptive readiness (proactive personality and conscientiousness), career adaptability, adapting behaviors (career planning and proactive skill development) and adaptation outcomes (employability and in-role performance).

Research limitations/implications

The cross-sectional design limits causal inference. Relatively small sample of full-time professionals for whom supervisory-ratings were obtained yields the need of further replication.

Practical implications

Stimulating development of nurses’ career adaptability, career planning, and proactive skill development can contribute to sustainable career management. It can facilitate the alignment of nurses to performance requirements of their current jobs, preventing individual person-job mismatch.

Originality/value

Zooming into the context of nursing professionals in Hungary, the study elucidates the understudied link between adaptivity and adapting responses and answers the call for more research that employs other-ratings of adaptation outcomes. It demonstrates the value of career adaptability resources for nurses’ employability and in-role performance.

Details

International Journal of Manpower, vol. 39 no. 8
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 23 March 2021

Joshua Prasad, Danielle M. Gardner, Frederick T. Leong, Jinmei Zhang and Christopher D. Nye

This work contributes to the literature on career adaptability by examining the criterion validity of the Cooperation dimension, supporting the inclusion of cooperation…

Abstract

Purpose

This work contributes to the literature on career adaptability by examining the criterion validity of the Cooperation dimension, supporting the inclusion of cooperation into the career adaptability construct and informing the nomological network of career adaptability (Nye et al., 2018; Savickas and Porfeli, 2012). The authors also evaluate the improvements in cross-cultural generalizability argued for by Nye et al. (2018) by conducting a criterion validity study of the CAAS including cooperation using a non-Western sample.

Design/methodology/approach

Survey responses from a Chinese adult working sample (N = 208, 53.4% male) were analyzed via relative weights analysis, facilitating the comparison of the Cooperation dimension to other career adaptability dimensions and general adaptability.

Findings

Results demonstrate the added value of the Cooperation dimension across several work outcomes (i.e. work engagement, career commitment, occupational well-being, occupational stress) and highlight Cooperation in predicting interpersonal outcomes (i.e. supervisor and coworker satisfaction).

Originality/value

The inclusion of Cooperation, a dimension originally conceptualized as a career adaptability factor but only recently subjected to additional psychometric evaluation, within the career adaptability paradigm should promote both predictive validity and cross-cultural generalizability.

Details

Career Development International, vol. 26 no. 2
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 24 October 2019

Sílvia Monteiro, Maria do Céu Taveira and Leandro Almeida

In a socioeconomic context that is undergoing continuous change, career adaptability emerges as a central construct for understanding the employability of graduates. The…

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Abstract

Purpose

In a socioeconomic context that is undergoing continuous change, career adaptability emerges as a central construct for understanding the employability of graduates. The purpose of this paper is twofold: first, to analyze intra-individual differences in career adaptability among graduates between the end of graduation (time 1) and integration into the labor market 18 months later (time 2); and second, to analyze the effect of career adaptability on graduates’ employment status 18 months after completing graduation.

Design/methodology/approach

A sample of 183 graduates in four different study fields (Economics, Engineering, Social Sciences and Humanities and Law) completed the Career Adapt-Abilities Scale at two different points in time: when they graduated and 18 months after graduation. To assess intra-individual differences over time and the effect of career adaptability on graduates’ employment status, a repeated measures design was used.

Findings

The obtained results confirmed a positive association of the four dimensions of career adaptability, with higher scores for the group of employed graduates, in the two measurement times. No statistical differences emerged within personal variables.

Practical implications

This study evidences the relation of career adaptability and employability and demonstrates that it is possible to identify those students who are more vulnerable in terms of career adaptability resources before university-to-work transition and, on this basis, to outline specific interventions to promote their employability.

Originality/value

By adopting a design with two repeated measures of career adaptability, this study offers new insights about the specific role of adaptability in a university-to-work transition period.

Details

Education + Training, vol. 61 no. 9
Type: Research Article
ISSN: 0040-0912

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Article
Publication date: 29 April 2021

Khalizani Khalid and Abdul Majeed Ahmad

The purpose of this study is to examine the psychometric properties of the Career Adapt-Abilities Scale (CAAS-Arabic form) and investigates the relationship between…

Abstract

Purpose

The purpose of this study is to examine the psychometric properties of the Career Adapt-Abilities Scale (CAAS-Arabic form) and investigates the relationship between Emirati students' employability skills and their career adaptability in the workplace, against the backdrop of the Fourth Industrial Revolution (IR 4.0).

Design/methodology/approach

A survey was conducted of 420 full-time, working and part-time students in their final year in the United Arab Emirates (UAEs).

Findings

As hypothesized, career adaptability is positively related to the employability skills of complex problem-solving, critical thinking, creativity, people management and coordinating with others, even when controlling for demographic characteristics.

Practical implications

Consistent with career construction theory, this study presents evidence of the instrumental role of skills required for IR 4.0 in managing career resources and subjective career success. Understanding the relationship between IR 4.0 skills and career adaptability offers valuable insights for academia and policymakers on formulating strategies and action plans to continually update Emirati students' transferable skills. It is also crucial for long-term success in human capital sustainability under the Emiratization policy.

Originality/value

This study is a preliminary step toward clarifying the complex mechanism through which career adaptability relates to career outcomes and sustaining employability. Concentrating on UAE undergraduates, this study elucidates the relationship between employability skills and career adaptability, and advocates more research employing boundary conditions that might limit their effects on adapting behaviors.

Details

Higher Education, Skills and Work-Based Learning, vol. 11 no. 5
Type: Research Article
ISSN: 2042-3896

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Article
Publication date: 11 July 2020

Oluwayomi Kayode Babatunde

To present the internal dialogue of a TQM practitioner using the conceptual lens of reflective practice.

Abstract

Purpose

To present the internal dialogue of a TQM practitioner using the conceptual lens of reflective practice.

Design/methodology/approach

This study used a pragmatic philosophical approach to collect qualitative critical reflection data and quantitative career construction data from stratified and purposively sampled respondents, using structured questionnaires. The qualitative data were analyzed through reconstruction, while the quantitative data were analyzed through co-construction using the percentage agreement value and Wilcoxon–Mann Whitney test.

Findings

Five questions were found to be valuable for steering the internal dialogue for critical reflection, thus recommended as a must-have in a TQM practitioner's toolkit. This study found the career adapt–abilities scale to be a valuable tool for assessing the career construction of a TQM practitioner. This was supported by a 64% agreement and non-significant difference between the two groups of raters used, p < 0.05 (U = 3356.5, W = 7451.5, Z = 1.9826), two-tailed.

Research limitations/implications

The pragmatic philosophical stance used in this study lends it to a certain level of subjectivity. However, the inputs from the three other participants neutralize the subjectivity. Most notably, this study is not about consensus-seeking but rather verifiable/testable self-reflection.

Practical implications

The theory-informed results presented in this study are useful for the continuing professional development of TQM practitioners.

Originality/value

This study provides insights for applying an individual-level self-assessment tool for TQM implementation.

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Article
Publication date: 11 April 2018

Hyung Rok Woo

The purpose of this paper is to discover the antecedents of intrapreneurship. Based on career construction theory and prior personality studies, this study examined the…

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2604

Abstract

Purpose

The purpose of this paper is to discover the antecedents of intrapreneurship. Based on career construction theory and prior personality studies, this study examined the mediating effects of career adaptability on the relation between personality traits and intrapreneurship.

Design/methodology/approach

A cross-sectional survey was conducted using employees from four Korean companies. The hypothesized research model was tested with 473 data using structural equation modeling. The bootstrap procedure and the phantom model approach were also employed to thoroughly examine the indirect effects of personality traits on intrapreneurship via career adaptability.

Findings

The results demonstrated that career adaptability mediated the overall relation between personality traits and intrapreneurship. Career adaptability completely mediated the relation between intrapreneurship and both openness and conscientiousness from the Big Five personality dimensions. Regarding extraversion, the mediating effects of career adaptability were not supported by the results, but the direct effects were found to be significant.

Practical implications

These findings offer new insights into the intrapreneurial talents required of employees in organizations. The application of the identified direct or indirect impact of personality traits through career adaptability may help human resource managers to select and foster potential intrapreneurs and facilitate career coaches in understanding employees’ assets and obstacles in developing intrapreneurial competencies.

Originality/value

This is the first empirical study to explore the mechanism between personality traits and intrapreneurship by examining the mediating role of career adaptability in the workplace and thereby this study contributes to bridging the gap of different research domains between intrapreneurship and career adaptability.

Details

Career Development International, vol. 23 no. 2
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 13 January 2021

Harleen Kaur and Rajpreet Kaur

Very little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research…

Abstract

Purpose

Very little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research aims to investigate whether career adaptability influences job outcomes via job content plateau. Taking career construction theory (Savickas, 2005) as a base, the research model of this study posited that employee's favorable job outcomes, i.e. job satisfaction and performance depend upon their psychosocial meta-capacities (career adaptability) and job content plateau. Further, the study is the first to examine the moderating role of proactivity among career adaptability, job content plateau and job outcomes relationship.

Design/methodology/approach

It is a two-wave longitudinal study, quantitative in nature and has collected data from 357 faculty members of Indian universities. The hypotheses have been empirically tested through the structural equation modeling technique.

Findings

The moderated mediation model was supported, and as predicted, (1) career adaptability was positively related to job outcomes and (2) the mediated relationship between career adaptability and job outcomes via content plateau was stronger for individuals with high levels of proactivity.

Practical implications

The study encourages career management practitioners and counselors to integrate proactive behaviors and career adaptability into counseling techniques to equip clients with necessary skills and deal with unfavorable job experiences, thereby engendering favorable job outcomes.

Originality/value

The current study is the first to test the intervening effect of proactivity in career adaptability and job outcomes relationships via job content plateau.

Details

Higher Education, Skills and Work-Based Learning, vol. 11 no. 4
Type: Research Article
ISSN: 2042-3896

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Article
Publication date: 3 December 2020

Ilyana Anas and Siti Raba’ah Hamzah

The purpose of this paper is to determine the contribution of personal factors towards career adaptability among fresh graduates who had been employed for less than two…

Abstract

Purpose

The purpose of this paper is to determine the contribution of personal factors towards career adaptability among fresh graduates who had been employed for less than two years. This cohort is considered as entry-level employees in organisations. Several dimensions of personal factors focussed in this study were self-esteem, conscientiousness, spiritual intelligence and social support.

Design/methodology/approach

This study used a quantitative approach using a cross-sectional survey. This study sample comprised fresh graduate employees (n = 423) from four Malaysian public universities.

Findings

The regression model fitted the data; the personal factors significantly predicted fresh graduates’ career adaptability, F (4,418) = 31.982, p < 0.001. Conscientiousness showed the highest contribution compared to other variables, with social support being the lowest.

Practical implications

Owing to challenges faced by fresh graduates as entry-level employees, continuous career adaptation in the working environment is crucial for achieving satisfaction and success in life. All stakeholders, especially in higher education institutions, play an important role in inculcating the requisite personal traits in undergraduates to enhance their career adaptability upon joining the job market.

Originality/value

This study was conducted with fresh graduates as entry-level employees in Malaysia. It is hoped that the findings of this study would provide a better understanding of the impact of personal factors on career adaptability of fresh graduates in Malaysia so that the stakeholders involved could act accordingly to help fresh graduates enter the job market with the confidence to adapt to changes at the workplace.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 19 September 2019

Chang Liu and Kun Yu

Drawing upon the career construction theory (Savickas, 2002, 2013) and the conservation of resources theory (Hobfoll, 1989, 2001), the purpose of this paper is to explore…

Abstract

Purpose

Drawing upon the career construction theory (Savickas, 2002, 2013) and the conservation of resources theory (Hobfoll, 1989, 2001), the purpose of this paper is to explore whether, how and when career adaptability influences citizenship outcomes (i.e. citizenship behavior and citizenship fatigue).

Design/methodology/approach

Two-wave data were collected from 306 employees working in the operation department of an e-commerce company in Eastern China.

Findings

The results showed that both affective commitment and emotional exhaustion mediated the relationship between career adaptability and both citizenship behavior and citizenship fatigue, revealing a dual-process mechanism. Moreover, both the positive association between career adaptability and affective commitment and the negative association between career adaptability and emotional exhaustion were stronger among employees with a high (vs low) level of hindrance stressors.

Research limitations/implications

This study sheds light on the mechanisms and boundary conditions of the career adaptabilities–citizenship outcomes relationship.

Originality/value

This is one of the first studies to investigate the mechanism of the relationship between career adaptability and citizenship outcomes using multi-wave data.

Details

Career Development International, vol. 24 no. 7
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 2 April 2021

Yasir Mansoor Kundi, Sandrine Hollet-Haudebert and Jonathan Peterson

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career

Abstract

Purpose

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.

Design/methodology/approach

A moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).

Findings

he authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.

Research limitations/implications

data are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.

Practical implications

High levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.

Originality/value

This research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

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