Pub Date : 2023-08-18DOI: 10.1177/08948453231195557
Bilal Ahmad, Saba Bilal
This study investigates how career empowerment predicts promotive and prohibitive voice behaviors and how career security intervenes in this relationship. The moderating role of bystanders’ direct and indirect intervention behavior is also tested between career security and voice behavior. Three-wave time-lagged data were collected from 267 non-managerial front-line banking employees to test the proposed model. The structural equation modeling (SEM) statistical technique was used for data analysis. The results showed that career empowerment significantly predicts promotive and prohibitive voice behaviors, both directly and indirectly. Furthermore, the direct intervention behavior of bystanders significantly moderates the relationship between career security and both types of voice behavior (promotive and prohibitive). Theoretical and practical implications of the study are discussed.
{"title":"Voicing Is Not Icing! The Role of Career Empowerment in Fostering Voice Behavior Through Career Security: A Time-Lagged Three-Wave Study","authors":"Bilal Ahmad, Saba Bilal","doi":"10.1177/08948453231195557","DOIUrl":"https://doi.org/10.1177/08948453231195557","url":null,"abstract":"This study investigates how career empowerment predicts promotive and prohibitive voice behaviors and how career security intervenes in this relationship. The moderating role of bystanders’ direct and indirect intervention behavior is also tested between career security and voice behavior. Three-wave time-lagged data were collected from 267 non-managerial front-line banking employees to test the proposed model. The structural equation modeling (SEM) statistical technique was used for data analysis. The results showed that career empowerment significantly predicts promotive and prohibitive voice behaviors, both directly and indirectly. Furthermore, the direct intervention behavior of bystanders significantly moderates the relationship between career security and both types of voice behavior (promotive and prohibitive). Theoretical and practical implications of the study are discussed.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"109 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86260606","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-01DOI: 10.1177/08948453221137344
Brian J Stevenson, Ummul Kathawalla, Camille Smith, Lisa Mueller
Veterans living with mental health conditions have ambitious career goals and want support to find employment that meets their interests and preferences. Despite calls from researchers to "invest" and "commit" to career development research and practice for individuals living with psychiatric conditions, we still do not have empirically tested models for facilitating career development among individuals with mental health conditions, especially veterans. This qualitative study investigates the career development needs and recommended intervention strategies of veterans living with mental health conditions. Vocational counselors from the Veterans Health Administration (VHA) and veterans receiving vocational rehabilitation services (N = 13) participated in semi-structured focus groups. Findings illuminate the tasks, barriers, interventions, implementation strategies, and transitional work context that hinder and support career development of veterans with mental health conditions. Findings offer theoretical and applied guidance to researchers and counselors regarding career development of veterans living with mental health conditions.
{"title":"Career Development in Transitional Work Settings: A Qualitative Investigation Among Veterans and Vocational Counselors.","authors":"Brian J Stevenson, Ummul Kathawalla, Camille Smith, Lisa Mueller","doi":"10.1177/08948453221137344","DOIUrl":"https://doi.org/10.1177/08948453221137344","url":null,"abstract":"<p><p>Veterans living with mental health conditions have ambitious career goals and want support to find employment that meets their interests and preferences. Despite calls from researchers to \"invest\" and \"commit\" to career development research and practice for individuals living with psychiatric conditions, we still do not have empirically tested models for facilitating career development among individuals with mental health conditions, especially veterans. This qualitative study investigates the career development needs and recommended intervention strategies of veterans living with mental health conditions. Vocational counselors from the Veterans Health Administration (VHA) and veterans receiving vocational rehabilitation services (<i>N</i> = 13) participated in semi-structured focus groups. Findings illuminate the tasks, barriers, interventions, implementation strategies, and transitional work context that hinder and support career development of veterans with mental health conditions. Findings offer theoretical and applied guidance to researchers and counselors regarding career development of veterans living with mental health conditions.</p>","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"50 4","pages":"947-964"},"PeriodicalIF":2.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10288654/pdf/nihms-1889042.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9909285","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-24DOI: 10.1177/08948453231191462
Wei Wan, Ryan D. Duffy, Qing Xiong, Chen-Hua Wang
The school-to-work transition can be extraordinarily challenging in the turbulent labor market, and the uncertainty about employment outlooks can cause intense anxiety for college students. Drawing from psychology of working theory (PWT), the current study examined the predictor section of the PWT model in relation to employment anxiety with a sample of impoverished undergraduates in China ( N = 362). Findings suggest that (1) economic constraints were negatively associated with work volition and future decent work perceptions; (2) work volition mediated the relation between economic constraints and future decent work perceptions; (3) future decent work perceptions were negatively related to employment anxiety; and (4) proactive personality and social support attenuated the adverse influence of economic constraints on work volition. Overall, this study contributes to PWT by adding a new outcome (employment anxiety) and also providing evidence of moderation effects. Implications for universities and career counselors are discussed.
{"title":"Linking Future Decent Work Perceptions With Employment Anxiety: A Psychology of Working Perspective","authors":"Wei Wan, Ryan D. Duffy, Qing Xiong, Chen-Hua Wang","doi":"10.1177/08948453231191462","DOIUrl":"https://doi.org/10.1177/08948453231191462","url":null,"abstract":"The school-to-work transition can be extraordinarily challenging in the turbulent labor market, and the uncertainty about employment outlooks can cause intense anxiety for college students. Drawing from psychology of working theory (PWT), the current study examined the predictor section of the PWT model in relation to employment anxiety with a sample of impoverished undergraduates in China ( N = 362). Findings suggest that (1) economic constraints were negatively associated with work volition and future decent work perceptions; (2) work volition mediated the relation between economic constraints and future decent work perceptions; (3) future decent work perceptions were negatively related to employment anxiety; and (4) proactive personality and social support attenuated the adverse influence of economic constraints on work volition. Overall, this study contributes to PWT by adding a new outcome (employment anxiety) and also providing evidence of moderation effects. Implications for universities and career counselors are discussed.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"42 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77736863","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-04DOI: 10.1177/08948453231187910
Hannah Wetstone, K. Rice
Recent college graduates are navigating a complex labor market due to the COVID-19 pandemic, changing economic conditions, and advancing technologies. Career adaptability, a psychosocial construct focused on managing career transitions, is critical for college students in this environment. Career adaptability interventions have shown promising results, but many are time consuming or involve one-on-one counseling, and none have focused on US college samples, which prompted this study. We tested a brief career adaptability training on a sample of 89 US college students and measured its effect on participants’ career adaptability resources (career concern, career control, career curiosity, career confidence) and career adapting responses (career decision self-efficacy, career planning). Results showed no increase in career adaptability resources or career planning but indicated an increase in career decision self-efficacy, suggesting that brief interventions may be effective for some desired outcomes but not others. Future research should examine which intervention ingredients are necessary to enhance career adaptability.
{"title":"Enhancing Career Adaptability Among University Students: An Intervention Study","authors":"Hannah Wetstone, K. Rice","doi":"10.1177/08948453231187910","DOIUrl":"https://doi.org/10.1177/08948453231187910","url":null,"abstract":"Recent college graduates are navigating a complex labor market due to the COVID-19 pandemic, changing economic conditions, and advancing technologies. Career adaptability, a psychosocial construct focused on managing career transitions, is critical for college students in this environment. Career adaptability interventions have shown promising results, but many are time consuming or involve one-on-one counseling, and none have focused on US college samples, which prompted this study. We tested a brief career adaptability training on a sample of 89 US college students and measured its effect on participants’ career adaptability resources (career concern, career control, career curiosity, career confidence) and career adapting responses (career decision self-efficacy, career planning). Results showed no increase in career adaptability resources or career planning but indicated an increase in career decision self-efficacy, suggesting that brief interventions may be effective for some desired outcomes but not others. Future research should examine which intervention ingredients are necessary to enhance career adaptability.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"465 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84605038","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-22DOI: 10.1177/08948453231185772
Cristina M. Soto Sullivan, Eric D. Deemer, Aman Yadav
Postdoctoral scholars encounter challenges as they navigate the gap between graduate school and employment positions, one of which includes the challenge of work–family conflict and balance. We used structural equation modeling to test goal endorsement as a possible cultural moderator of the indirect relationship between work demand and work–family conflict. Results revealed that the indirect effect between work demand and work-family conflict was significant at low, but not high, levels of communal goal endorsement. In turn, work–family conflict was found to be a significant negative predictor of work–family balance satisfaction. Results suggest that minoritized postdoctoral scholars’ high value of communion serves as a protective factor in reducing the deleterious effects of challenging work environments on work–family conflict and satisfaction with work–family balance. Empirical and practical implications of the findings are presented.
{"title":"Work–Family Balance Satisfaction of Racially and Ethnically Minoritized Postdoctoral Scholars in the STEM Fields","authors":"Cristina M. Soto Sullivan, Eric D. Deemer, Aman Yadav","doi":"10.1177/08948453231185772","DOIUrl":"https://doi.org/10.1177/08948453231185772","url":null,"abstract":"Postdoctoral scholars encounter challenges as they navigate the gap between graduate school and employment positions, one of which includes the challenge of work–family conflict and balance. We used structural equation modeling to test goal endorsement as a possible cultural moderator of the indirect relationship between work demand and work–family conflict. Results revealed that the indirect effect between work demand and work-family conflict was significant at low, but not high, levels of communal goal endorsement. In turn, work–family conflict was found to be a significant negative predictor of work–family balance satisfaction. Results suggest that minoritized postdoctoral scholars’ high value of communion serves as a protective factor in reducing the deleterious effects of challenging work environments on work–family conflict and satisfaction with work–family balance. Empirical and practical implications of the findings are presented.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"26 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89043966","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-13DOI: 10.1177/08948453231182928
A. Hirschi, Dandan Pang
There is considerable agreement that individuals need an “inner compass” to manage their careers as self-directed and values-driven. However, how different career strivings (i.e., long-term, values-related career goals) affect career development remains largely unaddressed. To tackle this issue, we conducted a study to develop and validate new scales to assess self-enhancement, self-transcendence, and personal growth career strivings, representing key self-focused and other-focused extrinsic and intrinsic career goals. The validation of the scales among 389 U.S. and 490 German workers confirmed that career strivings are differentially related to existing measures of intrinsic and extrinsic career goals, work values, and motivational work strivings. Moreover, we confirmed with a time-lagged study among 354 German workers that career strivings (especially personal growth strivings) relate positively to career commitment, career satisfaction, and life meaningfulness. The studies support the utility of examining different career strivings as critical motivational factors in self-directed career management in future research.
{"title":"Pursuing Money and Power, Prosocial Contributions, or Personal Growth: Measurement and Nomological Net of Different Career Strivings","authors":"A. Hirschi, Dandan Pang","doi":"10.1177/08948453231182928","DOIUrl":"https://doi.org/10.1177/08948453231182928","url":null,"abstract":"There is considerable agreement that individuals need an “inner compass” to manage their careers as self-directed and values-driven. However, how different career strivings (i.e., long-term, values-related career goals) affect career development remains largely unaddressed. To tackle this issue, we conducted a study to develop and validate new scales to assess self-enhancement, self-transcendence, and personal growth career strivings, representing key self-focused and other-focused extrinsic and intrinsic career goals. The validation of the scales among 389 U.S. and 490 German workers confirmed that career strivings are differentially related to existing measures of intrinsic and extrinsic career goals, work values, and motivational work strivings. Moreover, we confirmed with a time-lagged study among 354 German workers that career strivings (especially personal growth strivings) relate positively to career commitment, career satisfaction, and life meaningfulness. The studies support the utility of examining different career strivings as critical motivational factors in self-directed career management in future research.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"111 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89617527","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-08DOI: 10.1177/08948453231182101
Kelly R. Hall, Baiyun Gong, M. Andrade
This study aimed to examine the relations between high-quality relationships, meaningful work, and affective commitment, and evaluate whether protean career orientation moderates the relationship between meaningful work and affective commitment. We collected survey data from a sample of working adults to test the research hypotheses. The findings provide support for the proposed model. Consistent with the tenets of the work-as-meaning model, high-quality relationships were positively related to meaningful work, which, in turn, predicted affective commitment. Furthermore, the relationship between meaningful work and affective commitment was stronger for those high in protean career orientation. This study extends the literature on meaningful work and relational coordination. It offers practical insight for managers and others who can help foster high-quality relationships and meaningful work.
{"title":"Meaningful Work Linking High-Quality Relationships and Commitment: A Conditional Process Study with Career Orientation","authors":"Kelly R. Hall, Baiyun Gong, M. Andrade","doi":"10.1177/08948453231182101","DOIUrl":"https://doi.org/10.1177/08948453231182101","url":null,"abstract":"This study aimed to examine the relations between high-quality relationships, meaningful work, and affective commitment, and evaluate whether protean career orientation moderates the relationship between meaningful work and affective commitment. We collected survey data from a sample of working adults to test the research hypotheses. The findings provide support for the proposed model. Consistent with the tenets of the work-as-meaning model, high-quality relationships were positively related to meaningful work, which, in turn, predicted affective commitment. Furthermore, the relationship between meaningful work and affective commitment was stronger for those high in protean career orientation. This study extends the literature on meaningful work and relational coordination. It offers practical insight for managers and others who can help foster high-quality relationships and meaningful work.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"73 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74664335","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-27DOI: 10.1177/08948453231173141
Seokyoun Oh, Kyoungjin Jang-Tucci
This quantitative study examined the characteristics of the developmental networks of young South Korean self-initiated expatriates (SIEs) in Vietnam and the effects of the network characteristics on developmental functions and career growth. Based on a literature review, a hypothesized model was developed and examined using a path analysis. The results demonstrated that organizational, cultural, and program diversity and network strength influenced different types of developmental functions (career, psychosocial, and cultural support). The findings also demonstrated that cultural support did not have a direct relationship with perceived career growth opportunities, while it indirectly influenced career growth through career and psychosocial functions of developmental networks. This study provides a comprehensive understanding of SIEs’ developmental networks and their effect on career development with empirical evidence. The results of this study will inform career counselors and educators on how to support SIEs’ career development and career-related relationship building.
{"title":"Developmental Networks of Young Adults for Career Growth Opportunities: South Korean Self-Initiated Expatriates in Vietnam","authors":"Seokyoun Oh, Kyoungjin Jang-Tucci","doi":"10.1177/08948453231173141","DOIUrl":"https://doi.org/10.1177/08948453231173141","url":null,"abstract":"This quantitative study examined the characteristics of the developmental networks of young South Korean self-initiated expatriates (SIEs) in Vietnam and the effects of the network characteristics on developmental functions and career growth. Based on a literature review, a hypothesized model was developed and examined using a path analysis. The results demonstrated that organizational, cultural, and program diversity and network strength influenced different types of developmental functions (career, psychosocial, and cultural support). The findings also demonstrated that cultural support did not have a direct relationship with perceived career growth opportunities, while it indirectly influenced career growth through career and psychosocial functions of developmental networks. This study provides a comprehensive understanding of SIEs’ developmental networks and their effect on career development with empirical evidence. The results of this study will inform career counselors and educators on how to support SIEs’ career development and career-related relationship building.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"101 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-04-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79506261","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-16DOI: 10.1177/08948453231170211
R. Fox, Jesse Rodriguez, R. Joseph, A. Anderson
The California State University (CSU) Project Rebound is a re-entry program that provides educational, social, financial, and case management to formerly incarcerated college students with the goal of helping them become successful post-incarceration and post-graduation. This exploratory study examines successful career-building strategies reported by formerly incarcerated college graduates (FICG) who participated in a CSU-sponsored re-entry program. In this qualitative study, semi-structured interviews were conducted with 13 alumni of a specific Project Rebound program ( N = 13). Results from thematic analysis revealed five major themes depicting the post-graduation employment trajectory of FICG, the challenges that are unique to FICG, and strategies for improving career success among this population. Implications of the findings for theory, research, practice, and policy are discussed.
{"title":"Career Building Among Formerly Incarcerated College Graduates","authors":"R. Fox, Jesse Rodriguez, R. Joseph, A. Anderson","doi":"10.1177/08948453231170211","DOIUrl":"https://doi.org/10.1177/08948453231170211","url":null,"abstract":"The California State University (CSU) Project Rebound is a re-entry program that provides educational, social, financial, and case management to formerly incarcerated college students with the goal of helping them become successful post-incarceration and post-graduation. This exploratory study examines successful career-building strategies reported by formerly incarcerated college graduates (FICG) who participated in a CSU-sponsored re-entry program. In this qualitative study, semi-structured interviews were conducted with 13 alumni of a specific Project Rebound program ( N = 13). Results from thematic analysis revealed five major themes depicting the post-graduation employment trajectory of FICG, the challenges that are unique to FICG, and strategies for improving career success among this population. Implications of the findings for theory, research, practice, and policy are discussed.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"10 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83082103","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-14DOI: 10.1177/08948453231163499
Young-Kook Moon, Kimberly E. O'Brien
Previous research has identified four distinct “proximal withdrawal states” among employees. That is, employees can generally be distinguished by their desire to stay or leave (e.g., “stayers” or “leavers”) and their control over this desire (e.g., “enthusiastic” versus “reluctant” staying or leaving). However, little is known about how these withdrawal states impact voluntary behavior and employee wellness. Thus, we examined these relationships in US (n = 516) and South Korea (n = 414). Latent profile analysis indicated that there are two profiles of stayers (i.e., embedded stayers and detached stayers) and two of seekers (i.e., dissatisfied seekers and script-driven seekers) in both samples. US and Korean profiles were consistent, except seekers differed by country based on planning, job seeking, and socio-emotional reasons. We also found that profiles differentially predicted work behaviors and wellness outcomes, such that embedded stayers showed most adaptive behavioral patterns, whereas script-driven seekers reported the least wellness.
{"title":"“I Put In My Two Weeks Notice!” Employee Behavior and Wellness Prior to Exit","authors":"Young-Kook Moon, Kimberly E. O'Brien","doi":"10.1177/08948453231163499","DOIUrl":"https://doi.org/10.1177/08948453231163499","url":null,"abstract":"Previous research has identified four distinct “proximal withdrawal states” among employees. That is, employees can generally be distinguished by their desire to stay or leave (e.g., “stayers” or “leavers”) and their control over this desire (e.g., “enthusiastic” versus “reluctant” staying or leaving). However, little is known about how these withdrawal states impact voluntary behavior and employee wellness. Thus, we examined these relationships in US (n = 516) and South Korea (n = 414). Latent profile analysis indicated that there are two profiles of stayers (i.e., embedded stayers and detached stayers) and two of seekers (i.e., dissatisfied seekers and script-driven seekers) in both samples. US and Korean profiles were consistent, except seekers differed by country based on planning, job seeking, and socio-emotional reasons. We also found that profiles differentially predicted work behaviors and wellness outcomes, such that embedded stayers showed most adaptive behavioral patterns, whereas script-driven seekers reported the least wellness.","PeriodicalId":47572,"journal":{"name":"Journal of Career Development","volume":"116 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87855016","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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