Pub Date : 2022-04-01DOI: 10.1177/10384162211070081
M. Gander
This study sets out to argue for the interplay between structure and agency to create a deeper understanding of careers. Using Bourdieu's Theory of Practice as an integrative framework for career theory, this study sets out to answer two questions: (1) does the concept of a Holistic Career Framework add value to the career debate by placing emphasis on both agency and structure? (2) does a Holistic Career Framework help link theory with practice? One hundred and thirty-nine career stories from university professional staff were analysed using a narrative approach, coded and thematically analysed for overarching patterns. The Holistic Career Framework was used as a lens to further understand individual career needs and decisions. By analysing the career stories of university professional staff, and understanding the context in which they operate, a deeper understanding of career behaviour and decision-making is provided.
{"title":"A Holistic Career Framework: Integrating Bourdieu and career theory","authors":"M. Gander","doi":"10.1177/10384162211070081","DOIUrl":"https://doi.org/10.1177/10384162211070081","url":null,"abstract":"This study sets out to argue for the interplay between structure and agency to create a deeper understanding of careers. Using Bourdieu's Theory of Practice as an integrative framework for career theory, this study sets out to answer two questions: (1) does the concept of a Holistic Career Framework add value to the career debate by placing emphasis on both agency and structure? (2) does a Holistic Career Framework help link theory with practice? One hundred and thirty-nine career stories from university professional staff were analysed using a narrative approach, coded and thematically analysed for overarching patterns. The Holistic Career Framework was used as a lens to further understand individual career needs and decisions. By analysing the career stories of university professional staff, and understanding the context in which they operate, a deeper understanding of career behaviour and decision-making is provided.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"42 1","pages":"14 - 25"},"PeriodicalIF":1.3,"publicationDate":"2022-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73555892","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-01DOI: 10.1177/10384162221090815
J. Guichard
In recent decades support for the design of active lives has generally been conceived as an aid intended for qualified workers to manage their careers on the labor market. This conception is, for example, the basis of the official definition of this support published by the Council of the European Union in 2008. However, alternative definitions insist on all of the dimensions of any active life and wonder about the the view of the future to which such support refers. The very serious current crisis of the “anthropo-capitalocene” leads precisely to a focus on reflections on this future. Such a concern is at the heart of new interventions to support the design of active lives. It deals with the following question: by what forms of active life can we achieve the objectives of sustainable and equitable development defined by the major international organizations and the specialists in these matters? Developing this renewal of support for the design of active lives involves specifying the conceptual field on which to base it, experimenting with new interventions and setting up operating devices to propose them to the public.
近几十年来，对积极生活设计的支持通常被认为是为了帮助合格的工人在劳动力市场上管理他们的职业生涯。例如，2008年欧盟理事会(Council of European Union)公布的这种支持的官方定义就是基于这一概念。然而，另一种定义坚持任何积极生活的所有维度，并对这种支持所涉及的未来观点表示怀疑。当前非常严重的“人类-资本世”危机，恰恰导致了对这一未来的反思。这种关注是支持积极生活设计的新干预措施的核心。它涉及以下问题:通过何种形式的积极生活，我们可以实现主要国际组织和这些事项的专家所确定的可持续和公平发展的目标?发展这种对积极生活设计的支持，包括明确其基础的概念领域，试验新的干预措施，并设置操作设备向公众提出建议。
{"title":"How to support the design of active lives that meet the challenges of the twenty-first century (economy, ecology and politics) ?","authors":"J. Guichard","doi":"10.1177/10384162221090815","DOIUrl":"https://doi.org/10.1177/10384162221090815","url":null,"abstract":"In recent decades support for the design of active lives has generally been conceived as an aid intended for qualified workers to manage their careers on the labor market. This conception is, for example, the basis of the official definition of this support published by the Council of the European Union in 2008. However, alternative definitions insist on all of the dimensions of any active life and wonder about the the view of the future to which such support refers. The very serious current crisis of the “anthropo-capitalocene” leads precisely to a focus on reflections on this future. Such a concern is at the heart of new interventions to support the design of active lives. It deals with the following question: by what forms of active life can we achieve the objectives of sustainable and equitable development defined by the major international organizations and the specialists in these matters? Developing this renewal of support for the design of active lives involves specifying the conceptual field on which to base it, experimenting with new interventions and setting up operating devices to propose them to the public.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"39 1","pages":"5 - 13"},"PeriodicalIF":1.3,"publicationDate":"2022-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89525960","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-01DOI: 10.1177/10384162221089462
A. Svicher, Annamaria Di Fabio, A. Gori
The present study investigated the Italian version of the Decent Work Scale (DWS) with a sample of 645 workers (females = 65.1%; mean age = 43.9 years; SD = 10.9) according to a network perspective. We compared factorial and network models and estimated the regularized partial correlations for the five DWS domains: physically and interpersonally safe working conditions (SC), access to healthcare (AH), adequate compensation (AC), hours that allow for free time and rest (FT) and organizational values complement family and social values (CV). The results highlighted that the network model showed the best fit to the data. Among the most central domains in the network, the high centrality of CV suggests that this domain could represent an effective target for actions addressed to fostering decent work in Italy. In contrast, the low centrality of AC and FT underlines the urgent need to advocate for more decent remunerations and working hours in Italy.
{"title":"Decent work in Italy: A network analysis","authors":"A. Svicher, Annamaria Di Fabio, A. Gori","doi":"10.1177/10384162221089462","DOIUrl":"https://doi.org/10.1177/10384162221089462","url":null,"abstract":"The present study investigated the Italian version of the Decent Work Scale (DWS) with a sample of 645 workers (females = 65.1%; mean age = 43.9 years; SD = 10.9) according to a network perspective. We compared factorial and network models and estimated the regularized partial correlations for the five DWS domains: physically and interpersonally safe working conditions (SC), access to healthcare (AH), adequate compensation (AC), hours that allow for free time and rest (FT) and organizational values complement family and social values (CV). The results highlighted that the network model showed the best fit to the data. Among the most central domains in the network, the high centrality of CV suggests that this domain could represent an effective target for actions addressed to fostering decent work in Italy. In contrast, the low centrality of AC and FT underlines the urgent need to advocate for more decent remunerations and working hours in Italy.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"42 1","pages":"42 - 56"},"PeriodicalIF":1.3,"publicationDate":"2022-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79432243","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-01DOI: 10.1177/10384162211066372
Donnalee B. Taylor, Kellie M. Johns, Margaret L. Reilly, R. Hedlefs
Retaining workers in high stress occupations and preparing undergraduates to enter these occupations continues to intensify along with mental health and wellbeing challenges. The veterinary profession is particularly vulnerable to poor psychological health which contributes negatively to the retention of veterinarians in the profession. Employing the positive psychology theoretical model rationale, and the andragogy philosophies and approaches, a veterinary career development (VCD) program was scaffolded across a five year Bachelor of Veterinary Science (BVSc) degree. Thematic analysis of participants’ feedback with a focus on what they think, feel and do provided valuable insights into participants’ developing skill-strength and tacit knowledge, and their resilience-building. The authors believe this is the first report on the creation and outcomes of a veterinary career development program that fosters the building of resilience through the attainment of tacit knowledge and practical skills required for successful employment and wellbeing.
{"title":"A career development program: Building resilience in veterinary undergraduates","authors":"Donnalee B. Taylor, Kellie M. Johns, Margaret L. Reilly, R. Hedlefs","doi":"10.1177/10384162211066372","DOIUrl":"https://doi.org/10.1177/10384162211066372","url":null,"abstract":"Retaining workers in high stress occupations and preparing undergraduates to enter these occupations continues to intensify along with mental health and wellbeing challenges. The veterinary profession is particularly vulnerable to poor psychological health which contributes negatively to the retention of veterinarians in the profession. Employing the positive psychology theoretical model rationale, and the andragogy philosophies and approaches, a veterinary career development (VCD) program was scaffolded across a five year Bachelor of Veterinary Science (BVSc) degree. Thematic analysis of participants’ feedback with a focus on what they think, feel and do provided valuable insights into participants’ developing skill-strength and tacit knowledge, and their resilience-building. The authors believe this is the first report on the creation and outcomes of a veterinary career development program that fosters the building of resilience through the attainment of tacit knowledge and practical skills required for successful employment and wellbeing.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"61 1","pages":"26 - 41"},"PeriodicalIF":1.3,"publicationDate":"2022-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79852447","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-01DOI: 10.1177/10384162221085807
Peter McIlveen, C. Alchin, P. N. Hoare, S. Bowman, Rebecca L. Harris, Geraldine Gotting, John Gilmour, Harsha N. Perera, Lisa Beccaria, C. Kossen, J. Cavaye, A. Creed, N. McDonald
Emerging public discourse about making a “tree change”, “green change”, or “sea change” emphasizes the putative benefits of working and residing in regional Australia. Yet, attracting and retaining workers in the regions is a challenge for policymakers, governments, and industries. The present research involved two separate surveys of people residing in regional Australian communities to discern demographic and psychological predictors of their intent to stay in their region: income, years in the region, family, life satisfaction, job satisfaction, and place identity. Multiple regression analyses found incremental evidence of place identity as a predictor of intent to stay. The findings regarding place identity have implications for career development practice, human resources recruitment strategies, and public policy focused on regional Australia.
{"title":"Place identity and careers in regional Australia","authors":"Peter McIlveen, C. Alchin, P. N. Hoare, S. Bowman, Rebecca L. Harris, Geraldine Gotting, John Gilmour, Harsha N. Perera, Lisa Beccaria, C. Kossen, J. Cavaye, A. Creed, N. McDonald","doi":"10.1177/10384162221085807","DOIUrl":"https://doi.org/10.1177/10384162221085807","url":null,"abstract":"Emerging public discourse about making a “tree change”, “green change”, or “sea change” emphasizes the putative benefits of working and residing in regional Australia. Yet, attracting and retaining workers in the regions is a challenge for policymakers, governments, and industries. The present research involved two separate surveys of people residing in regional Australian communities to discern demographic and psychological predictors of their intent to stay in their region: income, years in the region, family, life satisfaction, job satisfaction, and place identity. Multiple regression analyses found incremental evidence of place identity as a predictor of intent to stay. The findings regarding place identity have implications for career development practice, human resources recruitment strategies, and public policy focused on regional Australia.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"67 1","pages":"57 - 65"},"PeriodicalIF":1.3,"publicationDate":"2022-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79879814","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-01DOI: 10.1177/10384162211068584
Tek Leong Lim, R. Omar, T. C. Ho, Poh Kiong Tee
This paper examined how academic staffs’ extrinsic and intrinsic job satisfaction influenced their turnover intention. The role of the work–life balance was investigated in this relationship by distinguishing between work–family and family–work conflict. Data from 450 academics in Malaysian universities were collected and analysed using Partial Least Squares Structural Equation Modeling. The results revealed that both extrinsic and intrinsic job satisfaction significantly affected academics’ work–family and family–work conflict, as well as their turnover intention. Work–family conflict partially mediated the effect of extrinsic and intrinsic job satisfaction on academics’ turnover intention. Conversely, family–work conflict had no significant mediating effect in this relationship. This study has contributed to the existing body of knowledge on academics’ work–life balance by validating the differing (mediating) impacts of work–family and family–work conflict along with the relationship between job satisfaction and turnover intention. The results have important implications for universities’ human resource management by providing valuable insights on potential work–life balance policies for academics to reduce their turnover. However, the study's limited scope, comprising only five private universities in Malaysia, may constrain the generalisation of the findings.
{"title":"The roles of work–family conflict and family–work conflict linking job satisfaction and turnover intention of academic staff","authors":"Tek Leong Lim, R. Omar, T. C. Ho, Poh Kiong Tee","doi":"10.1177/10384162211068584","DOIUrl":"https://doi.org/10.1177/10384162211068584","url":null,"abstract":"This paper examined how academic staffs’ extrinsic and intrinsic job satisfaction influenced their turnover intention. The role of the work–life balance was investigated in this relationship by distinguishing between work–family and family–work conflict. Data from 450 academics in Malaysian universities were collected and analysed using Partial Least Squares Structural Equation Modeling. The results revealed that both extrinsic and intrinsic job satisfaction significantly affected academics’ work–family and family–work conflict, as well as their turnover intention. Work–family conflict partially mediated the effect of extrinsic and intrinsic job satisfaction on academics’ turnover intention. Conversely, family–work conflict had no significant mediating effect in this relationship. This study has contributed to the existing body of knowledge on academics’ work–life balance by validating the differing (mediating) impacts of work–family and family–work conflict along with the relationship between job satisfaction and turnover intention. The results have important implications for universities’ human resource management by providing valuable insights on potential work–life balance policies for academics to reduce their turnover. However, the study's limited scope, comprising only five private universities in Malaysia, may constrain the generalisation of the findings.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"57 1","pages":"177 - 188"},"PeriodicalIF":1.3,"publicationDate":"2021-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74356196","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-01DOI: 10.1177/10384162211069208
Irene Mok, L. Mackenzie, K. Thomson
Career development for older workers is an emerging challenge to human resource management (HRM) which aims to improve the employability of older workers and mitigate labour and skill shortage problems. This review synthesised findings from 15 studies referring to career development and HRM practices for older workers. The aims were to examine the definition of career development for older workers and factors that affect the provision of career development. The five-step scoping review process outlined by Arksey and O'Malley (2005) was followed. Results indicated that when career development is incorporated as a part of HRM practices it improved employability and retention of older workers. However, the lack of definitional clarity of what career development meant for an ageing workforce made it challenging for organisations to integrate it into their HRM practices. Further research is needed to examine implementation barriers and find ways to increase collaboration between older workers and organisations.
{"title":"Career development and human resource management of older workers: A scoping review","authors":"Irene Mok, L. Mackenzie, K. Thomson","doi":"10.1177/10384162211069208","DOIUrl":"https://doi.org/10.1177/10384162211069208","url":null,"abstract":"Career development for older workers is an emerging challenge to human resource management (HRM) which aims to improve the employability of older workers and mitigate labour and skill shortage problems. This review synthesised findings from 15 studies referring to career development and HRM practices for older workers. The aims were to examine the definition of career development for older workers and factors that affect the provision of career development. The five-step scoping review process outlined by Arksey and O'Malley (2005) was followed. Results indicated that when career development is incorporated as a part of HRM practices it improved employability and retention of older workers. However, the lack of definitional clarity of what career development meant for an ageing workforce made it challenging for organisations to integrate it into their HRM practices. Further research is needed to examine implementation barriers and find ways to increase collaboration between older workers and organisations.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"23 1","pages":"226 - 239"},"PeriodicalIF":1.3,"publicationDate":"2021-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90462448","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-01DOI: 10.1177/10384162211069205
Y. Owusu-Agyeman
This study draws on the career construction theory to investigate how individual and institutional features enhance the subjective career success of early career academics in a university in South Africa. A qualitative research design was used to gather and analyse data by way of semi-structured face-to-face interviews among 16 early career academics who were purposively sampled. Results revealed that hierarchical barriers, perceived unclear policies on work processes, and challenges pertaining to academic freedom impede early career academics’ subjective career success. Conversely, availability of teaching and learning resources, exposure to professional networks, and social interaction enhance the subjective career success of early career academics. At the individual level, early career academics’ sense of inadequacy, challenges in socialising with colleagues, and high teaching workloads negatively affect their subjective career success. This study recommends that universities should prioritise the subjective career success of early career academics by supporting their individual goals through institutional support mechanisms that include career advising and mentoring.
{"title":"Subjective career success and adaptation of early career academics: A career construction theory approach","authors":"Y. Owusu-Agyeman","doi":"10.1177/10384162211069205","DOIUrl":"https://doi.org/10.1177/10384162211069205","url":null,"abstract":"This study draws on the career construction theory to investigate how individual and institutional features enhance the subjective career success of early career academics in a university in South Africa. A qualitative research design was used to gather and analyse data by way of semi-structured face-to-face interviews among 16 early career academics who were purposively sampled. Results revealed that hierarchical barriers, perceived unclear policies on work processes, and challenges pertaining to academic freedom impede early career academics’ subjective career success. Conversely, availability of teaching and learning resources, exposure to professional networks, and social interaction enhance the subjective career success of early career academics. At the individual level, early career academics’ sense of inadequacy, challenges in socialising with colleagues, and high teaching workloads negatively affect their subjective career success. This study recommends that universities should prioritise the subjective career success of early career academics by supporting their individual goals through institutional support mechanisms that include career advising and mentoring.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"3 1","pages":"167 - 176"},"PeriodicalIF":1.3,"publicationDate":"2021-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88636890","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-01DOI: 10.1177/10384162211066380
T. Abdi, J. Peiró, Alessandro Lo Presti
Although a significant portion of African migrants resides in Europe and contribute significantly to European economies, they are underrepresented in social sciences research. As a result, our understanding of the antecedents of their career success is limited. To address this gap, we aim to perform a systematic literature review of the antecedents of the career success of African migrants in Europe. We build upon the Career Resources Framework to organize and synthesize our findings drawn from 22 peer-reviewed articles published between 2011 and 2019 selected following the PRISMA method. Results revealed education, the host country's language skills, belonging to diverse social networks, stronger cultural competencies, and higher career clarity are positively associated with career success. However, African migrants experience the most severe labor market discrimination in terms of employment and career prospects in Europe which dramatically calls for further scholarly attention. We discuss the findings and outline future research agenda.
{"title":"Antecedents of career success of African migrant workers in Europe: A 2011–2019 systematic literature review and future research agenda","authors":"T. Abdi, J. Peiró, Alessandro Lo Presti","doi":"10.1177/10384162211066380","DOIUrl":"https://doi.org/10.1177/10384162211066380","url":null,"abstract":"Although a significant portion of African migrants resides in Europe and contribute significantly to European economies, they are underrepresented in social sciences research. As a result, our understanding of the antecedents of their career success is limited. To address this gap, we aim to perform a systematic literature review of the antecedents of the career success of African migrants in Europe. We build upon the Career Resources Framework to organize and synthesize our findings drawn from 22 peer-reviewed articles published between 2011 and 2019 selected following the PRISMA method. Results revealed education, the host country's language skills, belonging to diverse social networks, stronger cultural competencies, and higher career clarity are positively associated with career success. However, African migrants experience the most severe labor market discrimination in terms of employment and career prospects in Europe which dramatically calls for further scholarly attention. We discuss the findings and outline future research agenda.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"41 1","pages":"211 - 225"},"PeriodicalIF":1.3,"publicationDate":"2021-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74268025","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-01DOI: 10.1177/10384162211066378
P. Nimmi, Vijay Kuriakose, W. Donald, S. Muhammed Nowfal
A growing body of empirical research in vocational psychology has equivocally manifested the importance of psychological resources in sustainable careers. Drawing on a framework of Conservation of Resources theory, the purpose of this paper is to examine the role of the Hope, (Self)-Efficacy, Resilience, and Optimism elements of Psychological Capital as a mechanism for explaining Perceived Employability. We develop a conceptual model and empirically test it using questionnaire data from 421 software engineers working for private IT companies in India. Findings indicate that Hope, Self-Efficacy, and Optimism determine Perceived Employability, and that Resilience and Self-Efficacy are mediators. The theoretical contribution comes from advancing the understanding of sustainable careers by empirically examining how individual elements of Psychological Capital can create resource caravans. These personal resources empower individuals to take ownership of their careers and navigate different contexts over time, offering practical implications for career counseling and benefits to individuals and organizations.
{"title":"HERO elements of Psychological Capital: Fostering career sustainability via resource caravans","authors":"P. Nimmi, Vijay Kuriakose, W. Donald, S. Muhammed Nowfal","doi":"10.1177/10384162211066378","DOIUrl":"https://doi.org/10.1177/10384162211066378","url":null,"abstract":"A growing body of empirical research in vocational psychology has equivocally manifested the importance of psychological resources in sustainable careers. Drawing on a framework of Conservation of Resources theory, the purpose of this paper is to examine the role of the Hope, (Self)-Efficacy, Resilience, and Optimism elements of Psychological Capital as a mechanism for explaining Perceived Employability. We develop a conceptual model and empirically test it using questionnaire data from 421 software engineers working for private IT companies in India. Findings indicate that Hope, Self-Efficacy, and Optimism determine Perceived Employability, and that Resilience and Self-Efficacy are mediators. The theoretical contribution comes from advancing the understanding of sustainable careers by empirically examining how individual elements of Psychological Capital can create resource caravans. These personal resources empower individuals to take ownership of their careers and navigate different contexts over time, offering practical implications for career counseling and benefits to individuals and organizations.","PeriodicalId":44843,"journal":{"name":"Australian Journal of Career Development","volume":"18 1","pages":"199 - 210"},"PeriodicalIF":1.3,"publicationDate":"2021-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76090776","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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