Positive Affect and Career Decision‐Making: The Moderating Role of Interpersonal Spin

University students' career adaptability as a mediator between cognitive emotion regulation and career decision-making self-efficacy

As modern society experiences rapid changes, the unpredictability of the labor market is increasing. University students preparing to join the workforce may experience increased anxiety and stress due to the heightened uncertainty regarding their career plans. Regulating such negative emotions and adjusting to the changing circumstances may influence their career development. Thus, the current study aimed to investigate the relationship between cognitive emotion regulation (CER) - specifically adaptive CER and maladaptive CER - and career decision-making self-efficacy (CDMSE), with career adaptability (CA) as a mediating factor. The path analysis model consisting of adaptive CER, maladaptive CER, CA, and CDMSE was tested with 357 Korean university students who were facing the school-to-work transition. The results of the study were as follows. First, adaptive CER was positively related to CA and CDMSE, while maladaptive CER was negatively related to CA only. Second, CA and CDMSE were positively related. Third, CA partially mediated the relationship between adaptive CER and CDMSE and fully mediated the relationship between maladaptive CER and CDMSE. Based on these results, theoretical and practical implications are proposed, and the limitations of the study are discussed.

Character strengths, moral motivation and vocational identity in adolescents and young adults: a scoping review

Past reviews have examined the association between positive personality traits known as character strengths and work-related outcomes. However, little is known about the role of positive traits in the pre-career stage. This study aims to fill this gap by mapping the peer-reviewed literature on the relationships between character strengths, moral motivation and vocational identity in adolescents and young adult students. Scopus and Web of Science databases were used to identify English written sources published between 1980 and October 2020. Documents had to include one of the 24 positive psychology character strengths or a moral motivation construct (moral reasoning, moral identity or moral emotions) and one vocational identity process (commitment, exploration or reconsideration). 136 documents were selected (123 quantitative, 8 qualitative, and 5 theoretical). 15 strengths were studied together with a vocational identity process. The most investigated strengths were prudence (27.9%) curiosity (20.6%), hope (20.6%) and love (19.9%). Only one moral motivation construct (the moral emotion of empathy) was associated with vocational commitment. Four character strengths were the most studied in association with vocational identity. These strengths coincided with some skills and competencies promoted in career counselling. Some suggestions for future research on vocational development and character education are stated.

The Influence of Family Supportive Supervisor Behavior on Employee Creativity: The Mediating Roles of Psychological Capital and Positive Emotion

In an increasingly complex external environment, innovation is an important way for companies to build sustainable competitiveness. This research discusses employee creativity from the perspective of Family Supportive Supervisor Behavior (FSSB) based on conservation of resource theory, social exchange theory, psychological capital theory and emotional spillover theory. Through a series of surveys of employees in different companies and jobs, we can understand the impact of family-supporting supervisors' behavior on their creativity. Combined with the survey data, a structural equation model (SEM) is constructed to analyze the mediating effects of psychological capital and positive emotions based on the causal mediation model. The research found that the positive influence of family-supporting supervisors' behavior on employees' creativity has three forms. First, supervisors improve employees' motivation and sense of efficacy by providing various support resources. Second, supervisors can generate positive spillover effects among employees by influencing employees' psychological state. Third, supervisors stimulate the creativity of subordinates by promoting work participation and mobility. According to the research conclusions, in order to improve the employee creativity, we should provide incentives to encourage supervisors to carry out family support behaviors, identify employee characteristics to help supervisors provide personalized support, cultivate family supportive leaders, and attach importance to emotional support and play the role of psychological capital and positive emotions.