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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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Book part
Publication date: 2 October 2012

Ute-Christine Klehe, Jelena Zikic, Annelies E.M. van Vianen, Jessie Koen and Maximilian Buyken

Economic stressors such as job insecurity, job loss, unemployment, and underemployment cause severe difficulties for the workers affected, their families, organizations…

Abstract

Economic stressors such as job insecurity, job loss, unemployment, and underemployment cause severe difficulties for the workers affected, their families, organizations, and societies overall. Consequently, most past research has taken a thoroughly negative perspective on economic stress, addressing its diverse negative consequences and the ways that people try to cope with them. And even when following the advice provided by the scientific literature, people affected by economic stress will usually end up being off worse than they were before the onset of the stressor.

The current chapter pays credit to this perspective yet also tries to counterbalance it with an alternative one. While acknowledging the vast amount of literature outlining the negative consequences of economic stress on peoples’ well-being and careers, some literature also points at opportunities for a more positive perspective. More specifically, we argue that affected people can use a wide repertoire of behaviors for handling their current situation. Of particular promise in this regard is the concept of career adaptability, generally defined as the ability to change to fit into new career-related circumstances. Indeed, studies show that under certain conditions, career adaptability can facilitate people's search for not just any job but for a qualitatively better job, thus breaking through the spiral of losses usually associated with economic stress.

For the purpose of this argument, we link career adaptability to the concept of proactive coping, analyzing how and under which conditions career adaptability may present a contextualized form of proactive coping. We then address known personal and situational antecedents of career adaptability and show how career adaptability may be fostered and trained among different types of job seekers. We end this chapter with a discussion of open questions as well as directions for future research.

Details

The Role of the Economic Crisis on Occupational Stress and Well Being
Type: Book
ISBN: 978-1-78190-005-5

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Article
Publication date: 16 June 2021

Jihye Oh, Melika Shirmohammadi, Shinhee Jeong and Jia Wang

Military officials who become accustomed to the distinct culture of the military face a variety of challenges when attempting to transition into the civilian workforce as…

Abstract

Purpose

Military officials who become accustomed to the distinct culture of the military face a variety of challenges when attempting to transition into the civilian workforce as veterans. These hardships even pertain to short- and mid-term veterans (SMVs) who leave the military at early career stages to pursue alternative career options. In this study, the authors explored the career construction decisions made by South Korean SMVs who left their military careers and successfully transitioned into the civilian workforce.

Design/methodology/approach

The authors used a phenomenology approach and conducted a semi-structured interview with 19 SMVs to unpack their career transition experiences.

Findings

The authors identified the motivational factors that encourage SMVs to develop their four career adaptabilities and illustrated the necessity for such qualities pre- and post-transition. Furthermore, the authors characterized each individual experience by the theoretical constructs of career adaptability and highlighted the contextual characteristics that prompted the emergence of career adaptability.

Originality/value

This study contributes to the understanding of career mobility at early career stages and how career adaptability is developed and manifested in the context of transitioning from the military to civilian society.

Details

Career Development International, vol. 26 no. 3
Type: Research Article
ISSN: 1362-0436

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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: 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

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Article
Publication date: 21 April 2020

Jeffrey Haynie, C. Brian Flynn and David Herda

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…

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.

Details

Career Development International, vol. 25 no. 4
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 28 September 2020

Basheer M. Al-Ghazali

Based on career construction theory and job embeddedness theory, the aim of the present study is to give insights into the interplay between transformational leadership…

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Abstract

Purpose

Based on career construction theory and job embeddedness theory, the aim of the present study is to give insights into the interplay between transformational leadership and perceived career success by examining the indirect effects through serial mediation of career adaptability and job embeddedness, respectively.

Design/methodology/approach

A quantitative approach was used for this study. Data were gathered from 469 nurses working in government hospitals in Saudi Arabia. Hypotheses were tested using structural equation modeling.

Findings

The results show that transformational leaders enhance perceived career success. Moreover, the relationship between transformational leadership and perceived career success is serially mediated by career adaptability and job embeddedness.

Originality/value

The role of leadership in promoting employee's perceived career success has been seldom studied in the literature. This is the first study of its kind to examine the effect of transformational leadership on nurses' perceived career success along with the mediating roles of career adaptability and job embeddedness.

Details

Leadership & Organization Development Journal, vol. 41 no. 8
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 5 March 2020

Sunyoung Park and Su Yeong Park

The purpose of this study is to examine the role of mastery goal orientation, support for career development, career decision-making self-efficacy and engineering interest…

Abstract

Purpose

The purpose of this study is to examine the role of mastery goal orientation, support for career development, career decision-making self-efficacy and engineering interest in career adaptability for engineering students.

Design/methodology/approach

Data were collected from 307 Korean engineering students from two universities. Structural equation modeling was used to analyze data and examine the relationships among the variables.

Findings

The results indicated that the level of mastery of goal orientation and support for career development significantly affected career decision-making self-efficacy. Engineering students’ career decision-making self-efficacy also positively influenced their engineering interests and career adaptability. Finally, the students’ engineering interest positively affected their career adaptability.

Originality/value

This study demonstrated that important factors for career planning and development need to be successively considered during the career choice process by linking it to career decision-making self-efficacy, engineering interest and career adaptability (career choice action), in consecutive order.

Details

European Journal of Training and Development, vol. 44 no. 4/5
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 17 September 2020

Juliana Mansur and Bruno Felix

The purpose of this paper is to investigate how positive affectivity (PA) moderates the indirect effects of positive and negative career shocks – unplanned and often…

Abstract

Purpose

The purpose of this paper is to investigate how positive affectivity (PA) moderates the indirect effects of positive and negative career shocks – unplanned and often unexpected external events whose effects cannot be anticipated or countered – on thriving via career adaptability.

Design/methodology/approach

The authors empirically tested the moderated mediation model with a structural equation modeling (SEM) approach. The study was performed with a valid sample of professionals who had experienced work-related career shocks.

Findings

The results indicated that career adaptability mediated the effects of positive and negative career shocks on thriving. In addition, the slope of the relationship between negative shocks and adaptability became positive for high levels of PA. The authors also found an indirect effect of negative career shocks on thriving at all levels of PA and importantly, when PA was high, the effects of negative shocks on thriving became positive.

Practical implications

Individuals may use emotional reappraisal strategies to counter negative feelings that accompany negative events to mitigate the negative effects of such events. By strengthening their positivity, individuals facilitate their own perception of shocks, thereby minimizing the possibility of a decrease in adaptability resources.

Originality/value

This paper advances understanding of those mechanisms through which negative shocks lead to positive effects that can help individuals improve their career adaptability and thrive.

Details

Career Development International, vol. 26 no. 4
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 26 October 2020

Ahmed Khamis AlKhemeiri, Khalizani Khalid and Norwahida Musa

Employees with high career competencies are more successful in career development. However, it is unclear whether proactivity matters for early-career employees. Thus…

Abstract

Purpose

Employees with high career competencies are more successful in career development. However, it is unclear whether proactivity matters for early-career employees. Thus, this study aims to investigate the influence of career competencies and proactive personality on career adaptability and the moderating role of proactive personality in this relationship.

Design/methodology/approach

This study adopts a quantitative methodology, collecting data through online questionnaires from respondents (n =400) who had less than five years of work experience in the UAE. A measurement model and hypotheses testing were conducted using AMOS software. Multigroup structural equation modelling was used to test the moderation model.

Findings

The results show a direct relationship between career competencies and career adaptability. However, a proactive personality is insignificantly related to career adaptability. Further, early-career employees with low proactive personality benefit from high career competencies.

Originality/value

This study offers contributions to the emerging understanding of career construction by emphasising the important role of career competencies for early-career employees who manifest a low proactive personality.

Details

European Journal of Training and Development, vol. 45 no. 4/5
Type: Research Article
ISSN: 2046-9012

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