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Li H, Ngo HY, Chui H. The impact of future work self on perceived employability and career distress. AUSTRALIAN JOURNAL OF CAREER DEVELOPMENT 2023. [DOI: 10.1177/10384162221140338] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/17/2023]
Abstract
Future work self is a promising concept to understand how young people view and plan their careers in the contemporary workplace. In this study, we attempt to investigate its impacts on two career-related outcomes, namely, perceived employability and career distress. Informed by social cognitive career theory, we also explore the mediating role of career decision self-efficacy in the above relationships. Several hypotheses were developed and tested with a sample of 208 final-year undergraduate students (with a mean age of 21.5 and 145 of them are female) in China. The results of structural equation modeling and bootstrapping indicated that future work self has a positive relationship with perceived employability and a negative relationship with career distress, while these relationships are found to be mediated by career decision self-efficacy. Our study has advanced our understanding about how future work self contributes to career-related well-being among Chinese students.
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Affiliation(s)
- Hui Li
- Shenzhen University, China
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Parola A. Willingness to Compromise Scale: Italian Validation and Assessment of the Relationship with Career Decision Self-Efficacy and Career Adaptability during School-to-Work Transition. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:2662. [PMID: 36768028 PMCID: PMC9915097 DOI: 10.3390/ijerph20032662] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/24/2022] [Revised: 01/30/2023] [Accepted: 02/01/2023] [Indexed: 06/18/2023]
Abstract
Willingness to compromise is defined as the propensity to accept an alternative career-related option that was not the one initially desired. In the literature, there is a validated scale for measuring willingness to compromise but not an Italian validation. Thus, Study 1 aimed to test the psychometric proprieties of the Willingness to Compromise Scale in a sample of 282 Italian university students. Confirmatory factor analyses were performed showing a second-order factorial structure with two well-separated first-order factors, i.e., compromising and adapting. Study 2 focused on the predicting role of willingness to compromise on career decision self-efficacy and the mediating role of career adaptability in this relationship. The sample consisted of 237 Italian university students. A mediation analysis with a 5000-bootstrap resampling procedure was computed. The results showed that willingness to compromise predicts both career decision self-efficacy and career adaptability, while career adaptability mediates the relationship between willingness to compromise and career decision self-efficacy. These findings allowed the discussion of practical implications for career guidance intervention aimed to support school-to-work transitions.
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Affiliation(s)
- Anna Parola
- Department of Humanities, University of Naples Federico II, 80133 Naples, Italy
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Zhou X, Zhang Y, Lin Y, Li L. The influence of employees' perception of over-qualification on career compromise: Mediated by role conflict and sense of relative deprivation. Front Psychol 2023; 13:1039800. [PMID: 36733886 PMCID: PMC9887177 DOI: 10.3389/fpsyg.2022.1039800] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/08/2022] [Accepted: 12/15/2022] [Indexed: 01/18/2023] Open
Abstract
In the external environment with the increasing level of education, there is a general phenomenon of excess qualification in the employment market. This research discusses employee career compromise from the perspective of employee over-qualification based on resource conservation theory and self-regulation theory. Combined with the survey data, a structural equation model (SEM) is constructed, and the mediation effect of relative deprivation and role conflict is analyzed according to the causal mediation model. The research find that employees' perception of over-qualification has three ways to affect employees' career compromise. First, employees' perception of over-qualification has a significant positive impact on their career compromise behavior through employees' emotions and self-cognition. Second, role conflict plays a partial intermediary role between the perception of over-qualification and career compromise by positively affecting career compromise behavior. Third, the sense of relative deprivation plays a partial intermediary role between the perception of over-qualification and career compromise by negatively affecting career compromise behavior. According to the research conclusions, the following suggestions are put forward. Enterprises need to establish a scientific employment mechanism to achieve talent-post matching and fundamentally reduce the phenomenon of over-qualifications. The company should pay attention to employee training, actively guide employees' career planning, instruct employees to correctly understand the sense of over-qualification and play a positive role in guiding employees' career planning.
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Affiliation(s)
- Xiaogang Zhou
- School of Economics and Management, East China Jiaotong University, Nanchang, Jiangxi, China,*Correspondence: Xiaogang Zhou ✉
| | - Yunxi Zhang
- School of Economics and Management, East China Jiaotong University, Nanchang, Jiangxi, China
| | - Yanyan Lin
- School of Economics and Management, East China Jiaotong University, Nanchang, Jiangxi, China
| | - Liqing Li
- School of Economics and Management, Jiangxi Science and Technology Normal University, Nanchang, Jiangxi, China,Liqing Li ✉
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Peng MYP, Yue X. Enhancing Career Decision Status of Socioeconomically Disadvantaged Students Through Learning Engagement: Perspective of SOR Model. Front Psychol 2022; 13:778928. [PMID: 36186399 PMCID: PMC9520782 DOI: 10.3389/fpsyg.2022.778928] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/17/2021] [Accepted: 06/06/2022] [Indexed: 11/20/2022] Open
Abstract
Higher education plays the role of cultivating talents in national development and meets the talent sources needed by the development of the state, industries and enterprises. Besides, for students, higher education can provide stimuli to improve the development of family and personal career. Especially for socioeconomically disadvantaged Students, higher education means the main factor for turning over the Socio- Economic Status. Universities endow students with abundant employment skills, so as to make them more confident in contending with the challenges in the job market. However, innate pessimism or negative attitudes and cognition may exist in socioeconomically disadvantaged Students, thereby providing effective learning context to improve their learning engagement. This study explores the influence on students’ career decision status from deep approach to learning, problem-based learning, self-efficacy and employability. A total of 627 valid questionnaires are collected in this study. PLS-SEM was adopted to verify the structural relationship in data analysis via SmartPLS. The results indicate that deep approach to learning and problem-based learning have significant impacts on students’ self-efficacy and employability; self-efficacy has significant impacts on employability and career decision status; employability has significant impact on career decision status; and that self-efficacy and employability play significant mediating roles in the research framework.
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Affiliation(s)
- Michael Yao-Ping Peng
- School of Economics and Trade, Fujian Jiangxia University, Fuzhou, China
- Business School, Foshan University, Foshan, China
| | - Xiaoyao Yue
- College of Teacher Education, Yuxi Normal University, Yuxi, China
- *Correspondence: Xiaoyao Yue,
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Peña-González K, Nazar G, Alcover CM. The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction. THE SPANISH JOURNAL OF PSYCHOLOGY 2021; 24:e22. [PMID: 33827744 DOI: 10.1017/sjp.2021.24] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/12/2023]
Abstract
In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers' career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one's career is analyzed.
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Contradictory Aspects of Job Searching in the COVID-19 Pandemic: Relationships between Perceived Socioeconomic Constraints, Work Volition, and the Meaning of Work. SUSTAINABILITY 2021. [DOI: 10.3390/su13031012] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The COVID-19 pandemic is changing many aspects of our lives. The hiring and job searching situation is no exception. This study investigated somewhat contradictory aspects of self-determination and circumscription and compromise in the context of job searching and recruitment in South Korea’s COVID-19 pandemic. Specifically, this study aimed to examine the effects of variables that control work volition, and the ways in which work volition is related to perceived socioeconomic constraints and the meaning of work, in female college students looking for a job in South Korea. Furthermore, we explored the implications for job searching and corporate personnel management in the COVID-19 pandemic. As a result, this study intended to contribute theoretically and practically to self-determination, and circumscription and compromise theory, and to suggest future research directions.
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Zhang C, Liu L. The effect of job crafting to job performance. KNOWLEDGE MANAGEMENT RESEARCH & PRACTICE 2020. [DOI: 10.1080/14778238.2020.1762517] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Chunyu Zhang
- National Institute of Development Administration, International College, Bangkok, Thailand
| | - Liping Liu
- National Institute of Development Administration, International College, Bangkok, Thailand
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Lodi E, Zammitti A, Magnano P, Patrizi P, Santisi G. Italian Adaption of Self-Perceived Employability Scale: Psychometric Properties and Relations with the Career Adaptability and Well-Being. Behav Sci (Basel) 2020; 10:E82. [PMID: 32349212 PMCID: PMC7287573 DOI: 10.3390/bs10050082] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/04/2020] [Revised: 04/21/2020] [Accepted: 04/23/2020] [Indexed: 01/07/2023] Open
Abstract
The recent transformation of the workplaces and labor market, characterized by rapid technological changes, social and economic instability, has greatly influenced the construction of people's career paths. These paths cannot be viewed more as linear, but multifaceted and unstable. In organizational context, the psychological contract has changed from long term to short term. In this scenario, the construct of employability becomes central: people need to maintain and improve their ability to be attractive to the labor market to get or keep a job. The study presents the adaptation of the Self-Perceived Employability Scale to the Italian context. The participants are 660 Italian workers. The instruments used to verify the concurrent validity of the scale were the Employability Scale, the Flourishing Scale, the Satisfaction With Life Scale, the Organizational Satisfaction Questionnaire and the Career Adapt-Abilities Scale. Results showed good psychometric properties of the Italian version in terms of internal consistency, construct and concurrent validity, with significant correlations with all the other measures. The CFA highlights some dissimilarity in the scale's structure compared to the UK version, probably due to cultural differences among the samples.
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Affiliation(s)
- Ernesto Lodi
- Department of Humanities and Social Sciences, University of Sassari, Via Roma 151, 07100 Sassari, Italy;
| | - Andrea Zammitti
- Department of Educational Sciences, University of Catania, Via Biblioteca 4, 95124 Catania, Italy; (A.Z.); (G.S.)
| | - Paola Magnano
- Faculty of Human and Social Sciences, Kore University, Cittadella Universitaria, 94100 Enna, Italy;
| | - Patrizia Patrizi
- Department of Humanities and Social Sciences, University of Sassari, Via Roma 151, 07100 Sassari, Italy;
| | - Giuseppe Santisi
- Department of Educational Sciences, University of Catania, Via Biblioteca 4, 95124 Catania, Italy; (A.Z.); (G.S.)
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Ma C, Ganegoda DB, Chen (GZX, Jiang X, Dong C. Effects of perceived overqualification on career distress and career planning: Mediating role of career identity and moderating role of leader humility. HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1002/hrm.22009] [Citation(s) in RCA: 22] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Affiliation(s)
- Chao Ma
- Research School of Management ANU College of Business & Economics, The Australian National University Australian Capital Territory Australia
| | - Deshani B. Ganegoda
- Melbourne Business School The University of Melbourne Carlton Victoria Australia
| | - (George) Zhen Xiong Chen
- Research School of Management ANU College of Business & Economics, The Australian National University Australian Capital Territory Australia
| | - Xinhui Jiang
- Business School Yunnan University of Finance and Economics Kunming China
| | - Chunyan Dong
- Business School The University of Sydney Sydney New South Wales Australia
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Moore K, Khan MH. Signalling organizational commitment to employability through job advertisements: the communication of HRD practices to young inexperienced job seekers. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2019. [DOI: 10.1080/13678868.2019.1679569] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- Katherine Moore
- QUT Business School, Queensland University of Technology, Brisbane, Australia
| | - Maria Hameed Khan
- QUT Business School, Queensland University of Technology, Brisbane, Australia
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Coetzee M, Engelbrecht L. How Employability Attributes Mediate the Link Between Knowledge Workers' Career Adaptation Concerns and Their Self-Perceived Employability. Psychol Rep 2019; 123:1005-1026. [PMID: 31060459 DOI: 10.1177/0033294119844981] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The study examines employability attributes as psychological mechanisms that explain the link between the career adaptation concerns and self-perceived employability of a sample of professionally qualified knowledge workers (N = 404). A cross-sectional survey was used to collect primary data. Results of a mediation analysis by means of structural equation modeling show that proactivity, career resilience, and career self-management attributes are significant intrinsic motivational mechanisms in explaining the link between high career adaptation concerns and high self-perceived employability. The study makes an important contribution to the employability literature by illustrating by means of self-determination theory the role of employability attributes as psychological processes that restore individuals' sense of autonomous functioning as expressed by their self-perceived employability. The findings advance human resource management's understanding of the role of employability attributes as mechanisms of fulfilling knowledge workers' need for competence and autonomy in the career adaptation concerns-perceived employability link. Practice implications include supportive career development practices that strengthen knowledge workers' sense of competence and autonomy when confronted with changes in job and employment conditions that affect their perceived employability.
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Affiliation(s)
- Melinde Coetzee
- Department of Industrial and Organisational Psychology, University of South Africa, South Africa
| | - Louise Engelbrecht
- Department of Human Resource Management, University of South Africa, South Africa
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Creed PA, Kaya M, Hood M. Vocational Identity and Career Progress: The Intervening Variables of Career Calling and Willingness to Compromise. JOURNAL OF CAREER DEVELOPMENT 2018. [DOI: 10.1177/0894845318794902] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Few studies have assessed potential underlying mechanisms related to vocational identity development. Informed by goal-setting and self-regulatory theories, this study ( N = 286 young adults; mean age = 20.5 years) tested the relationship between vocational identity and career goal–performance discrepancy (i.e., the appraisal that unsatisfactory progress is being made in one’s career) and assessed the process roles of willingness/unwillingness to compromise (as mediator) and career calling (as moderator) in this relationship. As expected, we found that a stronger vocational identity was associated with less willingness to compromise and fewer perceptions of career-related discrepancy and that willingness to compromise partially mediated the relationship between vocational identity and career goal–performance discrepancy. Additionally, career calling strengthened the negative relationship (i.e., moderated) between vocational identity and willingness to compromise and strengthened the negative relationship (i.e., moderated the mediation effect) between vocational identity and career goal–performance discrepancy.
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Affiliation(s)
- Peter A. Creed
- School of Applied Psychology, Griffith University, Gold Coast, Queensland, Australia
| | - Melisa Kaya
- School of Applied Psychology, Griffith University, Gold Coast, Queensland, Australia
| | - Michelle Hood
- School of Applied Psychology, Griffith University, Gold Coast, Queensland, Australia
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#Trending topics in careers: a review and future research agenda. CAREER DEVELOPMENT INTERNATIONAL 2017. [DOI: 10.1108/cdi-08-2017-0143] [Citation(s) in RCA: 100] [Impact Index Per Article: 14.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers.
Design/methodology/approach
To achieve this goal, the authors analyzed all published papers from four core career journals (i.e. Career Development International, Career Development Quarterly, Journal of Career Assessment, and Journal of Career Development) between 2012 and 2016. Using a five-step procedure involving three researchers, the authors formulated the 16 most trending topics.
Findings
Some traditional career topics are still quite popular today (e.g. career success as the #1 trending topic), whereas other topics have emerged during recent years (e.g. employability as the #3 trending topic). In addition, some topics that are closely related to career research – such as unemployment and job search – surprisingly turned out not to be a trending topic.
Originality/value
In reviewing all published papers in CDI, CDQ, JCA, and JCD between 2012 and 2016, the authors provide a unique overview of currently trending topics, and the authors compare this to the overall discourse on careers. In addition, the authors formulate key questions for future research.
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Personal orientation as an antecedent to career stress and employability confidence: The intervening roles of career goal-performance discrepancy and career goal importance. JOURNAL OF VOCATIONAL BEHAVIOR 2017. [DOI: 10.1016/j.jvb.2016.12.007] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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Zinko R, Furner CP, Prati LM, Heyden MLM, Tuchtan C. A Study of Negative Reputation in the Workplace. JOURNAL OF CAREER ASSESSMENT 2016. [DOI: 10.1177/1069072716653371] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
In an attempt to better understand how a negative reputation may affect one’s career, a series of hypotheses which offer an overview of negative personal reputation are tested, utilizing both a lab and a field study. Based upon the existing theory, these hypotheses explore negative reputation in the context of employees in organizations, suggesting that although often negative reputations are undesirable, at times individuals may be motivated to develop such reputations because they may confer benefits to one’s career.
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Affiliation(s)
- Robert Zinko
- Faculty of Business and Law, University of Newcastle, Callaghan, NSW, Australia
| | | | - L. Melita Prati
- College of Business, East Carolina University, Greenville, NC, USA
| | | | - Charles Tuchtan
- Faculty of Business and Law, University of Newcastle, Callaghan, NSW, Australia
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