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Article
Publication date: 9 August 2022

Bilal Ahmad, Sobia Nasir, Mahnoor Hai and Saba Bilal

The purpose of this study was to examine the relationship between career adaptability and career resilience. Alongside, the mediating role of career-management fit was…

Abstract

Purpose

The purpose of this study was to examine the relationship between career adaptability and career resilience. Alongside, the mediating role of career-management fit was also tested on the relationship between career adaptability and career resilience.

Design/methodology/approach

Cross-sectional data were collected from the employees of higher-education institutes via an online survey questionnaire. The partial least square structural equation modeling (PLS-SEM) technique using the SmartPLS application was employed for the data analyses.

Findings

Results showed that career-management fit positively mediates the relationship between career adaptability and career resilience. Further, a direct positive relationship between career adaptability and career resilience was also substantiated.

Research limitations/implications

Theoretical implications, managerial implications, study limitations and future research directions are also discussed.

Originality/value

The authors put forward the field by probing the developmental strategy for career resilience. This is because, in academics, career-resilient individuals can better contribute towards academic growth and can also maintain a good life balance (Mishra and McDonald, 2017). Hence, this study, to the best of the authors’ knowledge, is the first to investigate the career-management fit as a pathway bridging career adaptability and career resilience.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

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

Keywords

Article
Publication date: 18 January 2022

Jihye Oh, Shinhee Jeong, Seung Won Yoon and Daeyeon Cho

From a social capital perspective, this study aims to shed light on the link between social capital and career adaptability by focusing on how social connections and…

Abstract

Purpose

From a social capital perspective, this study aims to shed light on the link between social capital and career adaptability by focusing on how social connections and interactions shape and nurture career adaptability. Drawing on socioemotional selectivity theory, the authors further examined the critical moderating role of age on the above relationship.

Design/methodology/approach

Survey responses from 208 HRD professionals were analyzed via a moderated mediation analysis.

Findings

The results showed that there is a positive relationship between social capital (network size and intimate network) and career adaptability; frequent interaction increases intimacy, in turn enhancing career adaptability; and the indirect effect of social capital on career adaptability (via intimate network) is stronger when the employee is younger.

Originality/value

The most novel theoretical contribution of this study is that the authors lend empirical support to the connection between social capital and career adaptability moderated by age. The study also contributes to understanding how core aspects of social capital are inter-related each other and have directional relationships.

Details

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

Keywords

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

Keywords

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

Keywords

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

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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. 51 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

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

Keywords

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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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

Keywords

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

Keywords

Article
Publication date: 13 August 2019

Milad Jannesari and Sherry E. Sullivan

Using a career lens, the purpose of this paper is to examine the psychological factors related to the career success (e.g. performance and adjustment) of self-initiated…

Abstract

Purpose

Using a career lens, the purpose of this paper is to examine the psychological factors related to the career success (e.g. performance and adjustment) of self-initiated expatriates (SIEs).

Design/methodology/approach

This research examines the previously unstudied relationship between career adaptability and career success. Data were collected by surveying 273 SIEs employed in professional jobs in China.

Findings

As hypothesized, career adaptability was positively related to performance as well as to adjustment. Psychological availability mediated the relationships of career adaptability with performance and with adjustment. Contrary to expectations, supportive supervision did not moderate the relationship between career adaptability and either performance or adjustment.

Research limitations/implications

Because the data were collected in a single, self-report survey, future studies should collect longitudinal data so that the effects of changes in career adaptability on adjustment and performance can be determined. In addition, as all of the participants were professionals, future research should examine SIEs employed in blue-collar jobs.

Originality/value

As this is the first study to consider how career adaptability may influence SIEs’ performance and adjustment, it offers unique insights into the work experiences of SIEs. Additionally, this study examines the theoretical underpinnings of career construction theory, namely, the previously hypothesized but untested relationship between career adaptability and adjustment.

Details

Career Development International, vol. 24 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

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