Dust yourself off and try again: the positive process of career changes or shocks and career resilience

IF 3.4 3区管理学 Q2 MANAGEMENT

Career Development International Pub Date : 2022-05-17 DOI:10.1108/cdi-06-2021-0143

Ellen R. Peeters, Marjolein C. J. Caniëls, M. Verbruggen

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引用次数: 4

Abstract

PurposeTo deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.Design/methodology/approachThe authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.FindingsOpenness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.Originality/valueAltogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.

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掸去身上的灰尘，再试一次：职业变化或冲击的积极过程和职业韧性

目的为了加深对职业弹性成长和发展过程的理解，本研究旨在运用职业建构理论，探讨职业历史和改变开放性作为职业弹性的前因的影响，以及职业弹性对职业自我管理和职业结果(薪酬和职业满意度)的影响。设计/方法/方法采用872名员工的三波数据，对职业特征(员工数量、工作资历和错过的晋升机会)、变革开放性、职业弹性、个人职业管理(ICM)和职业成功(薪酬和职业满意度)之间的交叉滞后关系进行结构方程建模。研究发现，对变化的开放程度与职业适应力呈交叉滞后正相关。前雇主数量和错过的晋升对职业弹性有正向影响，而工作年资对职业弹性有负向影响。此外，随着时间的推移，职业弹性对个人职业自我管理在人际网络、实际事物和吸引注意力方面有积极的影响。流动导向行为的个体职业自我管理维度没有随时间的变化而变化。最后，随着时间的推移，ICM对薪酬和职业满意度有积极的影响。综上所述，这些结果表明，职业弹性不仅是保持员工积极性和应对职业变化的一种方式，而且还能提高员工获得客观和主观职业成功的机会。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Career Development International Multiple-

CiteScore

5.40

自引率

10.00%

发文量

期刊介绍： Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts