French-Language Translation and Validation of the Protean and Boundaryless Career Attitudes Scales: Relationships to Proactive Personality, Career Adaptability, and Career Satisfaction

2018 ◽  
Vol 27 (2) ◽  
pp. 337-357 ◽  
Author(s):  
Sarah D. Stauffer ◽  
Marc Abessolo ◽  
Gregory Zecca ◽  
Jérôme Rossier
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Proactive Personality ◽  
French Language ◽  
Equation Modeling ◽  
Future Research ◽  
Career Adaptability ◽  
Career Attitudes ◽  
Boundaryless Career ◽  
Career Orientations

In this research, we validated the French-language version of the Protean and Boundaryless Career Attitudes Scales and then investigated relationships among protean and boundaryless career orientations, proactive personality, career adaptability, and career satisfaction. Study 1 results demonstrated acceptable psychometric proprieties for the scales using an innovative translation ( N = 49) and verification ( N = 228) method. Study 2 answered how and to what extent protean and boundaryless career orientations are related to career satisfaction in a convenient and heterogeneous sample of employees ( N = 234) in the French-speaking part of Switzerland. Correlational, regression analysis, and structural equation modeling techniques were used to test the hypotheses. Career adaptability mediated the positive relationship between protean and boundaryless career orientations and career satisfaction. These findings highlight the explanatory utility of career adaptability in relationships of protean and boundaryless career orientations to career satisfaction. Future research and career counseling implications also are discussed.

Proactive personality, goal orientation and meta-skills as predictors of protean and boundaryless career attitudes

2019 ◽  
Vol 9 (1) ◽  
pp. 130-143
Author(s):  
Anshu Lochab ◽  
Vishnu Nath
Keyword(s):  
Goal Orientation ◽  
Structural Equation ◽  
Proactive Personality ◽  
Equation Modeling ◽  
It Professionals ◽  
Content Type ◽  
Career Attitudes ◽  
Boundaryless Career ◽  
Career Literature ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between proactive personality (PP), goal orientation (GO), meta-skills and the underlying dimensions of protean (self-directed and value-driven) and boundaryless (boundaryless mobility and mobility preference) career attitudes among Indian IT professionals. Design/methodology/approach Data were collected from 600 IT professionals working in six IT companies in the Delhi-NCR (National Capital Region) in India. Structural equation modeling was used to validate the measures of the selected constructs and for testing the hypothesis. Findings The results of the study revealed that PP significantly affects individuals’ protean and boundaryless career attitudes. Moreover, GO significantly affects protean career attitudes, and meta-skill significantly affects boundaryless mobility, respectively. Practical implications The study serves as a guide for the HR managers to devise the company’s strategies keeping in mind the employees’ requirements in parallel with the policies for IT industries in India. Originality/value The study enriches the protean and boundaryless career literature by identifying and empirically establishing the relationship between various personality traits and career patterns opted in the context of the Indian IT industry.

scholarly journals Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

2021 ◽  
Vol 13 (9) ◽  
pp. 5104
Author(s):  
Aram Eslamlou ◽  
Osman M. Karatepe ◽  
Mehmet Mithat Uner
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Job Embeddedness ◽  
Performance Outcomes ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Future Research ◽  
Conservation Of Resources ◽  
Creative Performance ◽  
The Impact

An increasing body of research suggests job embeddedness (JE) as a motivational variable influencing employees’ attitudinal and behavioral outcomes such as quitting intentions and task performance. Personal resources have been reported to affect JE and these outcomes. However, little work has investigated the antecedents and consequences of JE among cabin attendants. There is also a dearth of empirical research regarding the mechanism linking resilience to cabin attendants’ affective and performance outcomes. Therefore, drawing on conservation of resources and JE theories, we propose a conceptual model that examines the interrelationships of resilience, JE, career satisfaction (CSAT), and creative performance (CPERF). Moreover, the model explores JE as a mediator of the impact of resilience on CSAT and CPERF. These linkages were tested via data collected from cabin attendants and their pursers. The findings from structural equation modeling reveal that resilience boosts cabin attendants’ JE, CSAT, and CPERF. As predicted, JE is a mediator between resilience and CSAT. Our paper culminates with implications for theory and practice as well as future research directions.

Proactive Personality and Decent Work Among Racially and Ethnically Diverse Working Adults

2019 ◽  
Vol 28 (3) ◽  
pp. 512-528
Author(s):  
Richard P. Douglass ◽  
Kelsey L. Autin ◽  
Aysenur Buyukgoze-Kavas ◽  
Nicholas P. Gensmer
Keyword(s):  
Structural Equation ◽  
Ethnically Diverse ◽  
The United States ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Career Adaptability ◽  
Decent Work ◽  
Work Volition ◽  
Psychology Of Working ◽  
Diverse Groups

Building from the psychology of working framework, we examined the moderating role of proactive personality in the attainment of decent work among a sample of racially and ethnically diverse employed adults in the United States ( N = 238). We tested our hypotheses using structural equation modeling and found experiences of marginalization and economic constraints to have indirect associations with decent work via work volition. We also found marginalization, work volition, and career adaptability to have direct associations with decent work but found no support for proactive personality as a moderating mechanism. Our findings contribute to the growing literature examining how contextual variables are associated with securing decent work among diverse groups. We discuss practical implications along with future directions for research related to the psychology of working.

Why Are Proactive People More Satisfied With Their Job, Career, and Life? An Examination of the Role of Work Engagement

2016 ◽  
Vol 44 (4) ◽  
pp. 344-358 ◽  
Author(s):  
I. M. Jawahar ◽  
Yongmei Liu
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Future Research ◽  
Diverse Backgrounds ◽  
Work And Life

This study is a response to the call to examine motivational mechanisms linking proactive personality and outcomes. We examined proactive personality as a dispositional antecedent of work and life satisfaction, asserting that work engagement mediates the proactive personality—satisfaction relationships. With data collected from 365 employees from diverse backgrounds, we found support for our research model. Results of structural equation modeling indicate that proactive personality serves as a dispositional antecedent of work engagement, and work engagement fully mediated proactive personality’s relationship with job satisfaction and partially mediated its relationship with career satisfaction and life satisfaction. We discuss implications of results for theory and practice and offer suggestions for future research.

Women’s Developmental Networks and Career Satisfaction: Developmental Functions as a Mediator

2020 ◽  
pp. 089484531990000
Author(s):  
Jihyun Chang ◽  
Pyounggu Baek ◽  
Taesung Kim
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Network Size ◽  
Role Modeling ◽  
Equation Modeling ◽  
Future Research ◽  
Developmental Networks ◽  
Network Characteristics ◽  
Female Workers ◽  
Contact Frequency

The current research empirically examined the developmental networks of female workers and how the network configurations influence their subjective career success, with particular attention to the gender and status composition of the network along with other network characteristics. Data from 427 female workers with a college degree or higher in the Republic of Korea were analyzed using egocentric network analysis and structural equation modeling methods. The findings suggested that (a) the network characteristics of intimacy and network size showed a direct positive effect on career satisfaction, while contact frequency and network range showed a direct negative effect; (b) intimacy, network size, and developers’ status indirectly affected career satisfaction mediated by the function of role modeling, while career support and psychosocial support played no mediating role between network characteristics and career satisfaction; and (c) women benefited from relationships with higher status developers, regardless of their gender, mainly through enhanced role modeling. Based on these, practical implications and recommendations for future research were presented.

scholarly journals Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors?

2017 ◽  
Vol 25 (2) ◽  
pp. 184-196 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Well Being ◽  
Proactive Personality ◽  
Job Crafting ◽  
Equation Modeling ◽  
Full Time ◽  
Empowering Leadership ◽  
Time Points

This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job crafting behaviors even after controlling for proactive personality. Job crafting resulted in lower levels of physical and depressive symptoms and higher levels of career satisfaction and commitment. Together, these findings highlight the role of empowering leadership in encouraging and facilitating job crafting behaviors of employees, which in turn leads to subjective career success as well as physical and psychological well-being.

The effects of work social support and career adaptability on career satisfaction and turnover intentions

2016 ◽  
Vol 23 (3) ◽  
pp. 337-355 ◽  
Author(s):  
Osman M Karatepe ◽  
Olusegun A Olugbade
Keyword(s):  
Social Support ◽  
Structural Equation ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Time Lag ◽  
Equation Modeling ◽  
Career Adaptability ◽  
Career Construction Theory ◽  
Work Social Support ◽  
The Relationship

AbstractApplying career construction theory, this study develops and tests a research model that investigates whether career adaptability mediates the effect of work social support on career satisfaction and turnover intentions. Data obtained from frontline hotel employees with a 2-week time lag in three waves in Nigeria were used to assess the previously mentioned relationships. The results from structural equation modeling suggest that work social support boosts career adaptability and career satisfaction, while it mitigates turnover intentions. Surprisingly, the results suggest that career adaptability triggers turnover intentions, while it has no bearing on career satisfaction. The results further suggest that career adaptability partially mediates the relationship between work social support and turnover intentions.

New generation, psychological empowerment

2016 ◽  
Vol 28 (11) ◽  
pp. 2553-2569 ◽  
Author(s):  
Haiyan Kong ◽  
Ning Sun ◽  
Qi Yan
Keyword(s):  
Generation Y ◽  
Structural Equation ◽  
Career Satisfaction ◽  
Psychological Empowerment ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
New Findings ◽  
New Generation ◽  
Career Competencies

Purpose This study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and career satisfaction. Design/methodology/approach Generation Y working in the hospitality industry comprised the target population of this study. A total of 500 questionnaires were distributed, and 458 valid questionnaires were obtained. Structural equation modeling was used to analyze the data and to test the causal relationships among the constructs. Findings Psychological empowerment was positively related to career competencies and career satisfaction. Moreover, the four dimensions of psychological empowerment, namely, impact, competence, self-determination and meaning, also contributed positively to the career competencies and satisfaction of Generation Y. Findings indicated that empowerment was an important predictor of career management among young employees. Research limitations/implications The limitation of this study is the use of convenience sampling method, with participants selected according to their accessibility. Future studies should collect a reasonably broad sample by using probability sampling methods. Practical implications The findings of this study provided useful guidance to manage and empower Generation Y employees. First, the importance of psychological empowerment to enhance the career competencies and satisfaction of young employees was proved. Second, this study provided detailed information on how to empower Generation Y employees. Third, this study may help to retain qualified employees by empowering and supporting their career development. Social implications This study highlighted the importance of empowerment in managing Generation Y employees. Once Generation Y employees are trusted and empowered, they tend to perform well in both their job and career. Findings indicated that the four factors of psychological empowerment had different contributions to careers of the employees. Results suggest that managers should attempt to assign challenging and meaningful tasks to young employees and to increase their responsibility and impact in the organization. To attract and retain qualified young employees, career competences should be enhanced to achieve a level of career satisfaction. Originality/value This study presented new findings on Generation Y and the outcomes of psychological empowerment. Initial evidence on the contribution of empowerment to the career issues of the new generation was proved. The findings outlined detailed information on psychological empowerment by exploring the function of its four factors. The results may serve as a foundation for future research on empowerment and career issues of Generation Y.

Decent Work Among People of Color: The Moderating Role of Critical Consciousness

2021 ◽  
pp. 106907272110398
Author(s):  
Kelsey L. Autin ◽  
Tiffany R. Williams ◽  
Blake A. Allan ◽  
Megan E. Herdt
Keyword(s):  
Structural Equation ◽  
Critical Consciousness ◽  
Equation Modeling ◽  
Future Research ◽  
Career Adaptability ◽  
Decent Work ◽  
Future Research Directions ◽  
Work Volition ◽  
Economic Constraints ◽  
Psychology Of Working

The present study examined critical consciousness in a sample of 476 adults of color from a Psychology of Working perspective. Using structural equation modeling, we tested three components of critical consciousness—perceived inequality, egalitarian beliefs, and sociopolitical participation—as moderators of relations between marginalization, economic constraints, work volition, career adaptability, and decent work. As hypothesized, perceived inequality and sociopolitical participation moderated paths from marginalization to career adaptability, work volition, and decent work. Perceived inequality moderated paths from economic constraints to career adaptability and decent work, but in inconsistent directions. We discuss practical implications and future research directions. Our results contribute to the growing support for the Psychology of Working Theory.

scholarly journals Millennial knowledge workers

2019 ◽  
Vol 24 (4) ◽  
pp. 297-314
Author(s):  
Ceren Aydogmus
Keyword(s):  
Career Development ◽  
Structural Equation ◽  
Design Theory ◽  
Survey Methodology ◽  
Action Theory ◽  
Knowledge Workers ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Career Attitudes

Purpose The purpose of this paper is to examine the potential effects of Millennial knowledge workers’ emotional intelligence (EI) on their subjective career success (SCS) through their protean career attitudes (PCAs) and psychological empowerment (PE). Design/methodology/approach Survey methodology was used to collect data from 623 Millennial knowledge workers in 42 Turkish Information Technology companies. Participants answered the surveys at three different points within a 12-week period. Measures of EI, PCAs, PE and SCS were analyzed using structural equation modeling and the bootstrapping method. Findings The empirical results provide support for the author’s proposed model that positive relations between EI and Millennial knowledge workers’ SCS are mediated by their PCAs and PE. Research limitations/implications To generalize the study findings, future research should be conducted for Millennial knowledge workers in different cultures and countries. Practical implications Particularly for Millennial knowledge workers, managers need to be aware of positive influence of EI on employees’ SCS and should consider implementing policies and procedures that recognize EI as a key ingredient for their SCS. Additionally, human resource professionals should aim to create an organizational culture around career development, in addition to career attitudes trainings, and provide career growth opportunities to retain Millennial talent. Finally, organizational development professionals should establish work environments that increase employee empowerment and thus improve SCS. Originality/value The findings advance the understanding of how Millennial knowledge workers’ EI can influence their SCS through focusing on PCAs and PE. The results underpin the self-determination theory, contextualist action theory of career development and job design theory.

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