Pub Date : 2022-01-17DOI: 10.1177/10690727211039454
M. Vianello, Anna Dalla Rosa, Sophie Gerdel
The Work as a Calling Theory (WCT) predicts that career calling fosters job performance. A quantitative summary of previous work supports this prediction and shows that the relation between calling and job performance is moderate in size (ρ = .29, K = 11, N = 2286). Yet, the environmental conditions that modulate this relation are completely unknown. According to an interactionist perspective, we argue that calling may predict performance only when job demand is low. Results of a multisource study on salesmen and managers dyads (N= 965) partially supported this prediction. We observed that highly demanding work environments, characterized by pressure to perform, high workload, and unachievable deadlines, suppress the positive relation between calling and self-reported performance. Job demand directly impairs performance and suppresses the positive effect of career calling. Theoretical and practical implications of these results are discussed.
{"title":"Career Calling and Task Performance: The Moderating Role of Job Demand","authors":"M. Vianello, Anna Dalla Rosa, Sophie Gerdel","doi":"10.1177/10690727211039454","DOIUrl":"https://doi.org/10.1177/10690727211039454","url":null,"abstract":"The Work as a Calling Theory (WCT) predicts that career calling fosters job performance. A quantitative summary of previous work supports this prediction and shows that the relation between calling and job performance is moderate in size (ρ = .29, K = 11, N = 2286). Yet, the environmental conditions that modulate this relation are completely unknown. According to an interactionist perspective, we argue that calling may predict performance only when job demand is low. Results of a multisource study on salesmen and managers dyads (N= 965) partially supported this prediction. We observed that highly demanding work environments, characterized by pressure to perform, high workload, and unachievable deadlines, suppress the positive relation between calling and self-reported performance. Job demand directly impairs performance and suppresses the positive effect of career calling. Theoretical and practical implications of these results are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"238 - 257"},"PeriodicalIF":3.2,"publicationDate":"2022-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45758603","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-03DOI: 10.1177/10690727211052812
Edwin A. J. van Hooft, Greet van Hoye, Sarah M. van den Hee
Job search quality is important for unemployed individuals pursuing reemployment. To comprehensively measure job search quality, we develop and test a 20-item Job Search Quality Scale (JSQS), using four samples of unemployed individuals (pilot sample, N=218; exploration sample, N=3372; confirmation sample, N=3372; and replication sample, N=434). Results show a four-dimensional structure, composed of (a) goal establishment and planning, (b) preparation and alignment, (c) emotion regulation and persistence, and (d) learning and improvement. Substantial evidence was found for its reliability, convergent and discriminant validity. Building job search quality’s nomological net, conscientiousness, learning goal orientation, self-efficacy, employment commitment, autonomous job search motivation, and social support emerged as positive correlates. Supporting its criterion-related validity, the JSQS predicted key job search and employment outcomes. Moreover, usefulness analyses supported its incremental validity beyond extant job search measures. Our findings have important implications for studying and measuring job search quality in future research and career counseling practice.
{"title":"How to Optimize the Job Search Process: Development and Validation of the Job Search Quality Scale","authors":"Edwin A. J. van Hooft, Greet van Hoye, Sarah M. van den Hee","doi":"10.1177/10690727211052812","DOIUrl":"https://doi.org/10.1177/10690727211052812","url":null,"abstract":"Job search quality is important for unemployed individuals pursuing reemployment. To comprehensively measure job search quality, we develop and test a 20-item Job Search Quality Scale (JSQS), using four samples of unemployed individuals (pilot sample, N=218; exploration sample, N=3372; confirmation sample, N=3372; and replication sample, N=434). Results show a four-dimensional structure, composed of (a) goal establishment and planning, (b) preparation and alignment, (c) emotion regulation and persistence, and (d) learning and improvement. Substantial evidence was found for its reliability, convergent and discriminant validity. Building job search quality’s nomological net, conscientiousness, learning goal orientation, self-efficacy, employment commitment, autonomous job search motivation, and social support emerged as positive correlates. Supporting its criterion-related validity, the JSQS predicted key job search and employment outcomes. Moreover, usefulness analyses supported its incremental validity beyond extant job search measures. Our findings have important implications for studying and measuring job search quality in future research and career counseling practice.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"474 - 505"},"PeriodicalIF":3.2,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47436567","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-03DOI: 10.1177/10690727211063374
Elodie Wendling, M. Sagas
The primary aims of this study were to address existing measurement concerns in the neo-Eriksonian identity literature and fill a gap in the vocational identity literature by developing and validating the Career Identity Development Inventory (CIDI). As the processes of identity formation and career development share close conceptual ties, we introduced an integrated conceptual model of career identity development from which CIDI was developed to be comprised of two subscales, CIDI-E and CIDI-C, that were each composed of four career identity dimensions. In Study 1, we delineated how CIDI was constructed and reported initial evidence of validity and reliability using a sample of 398 US college graduates. We further tested the psychometric properties of CIDI in Study 2 using confirmatory factor analyses with another sample of 419 US college graduates. Implications for using CIDI at the variable and person level, and future research directions are provided to further the understanding of the career identity development process.
{"title":"Development and Validation of the Career Identity Development Inventory","authors":"Elodie Wendling, M. Sagas","doi":"10.1177/10690727211063374","DOIUrl":"https://doi.org/10.1177/10690727211063374","url":null,"abstract":"The primary aims of this study were to address existing measurement concerns in the neo-Eriksonian identity literature and fill a gap in the vocational identity literature by developing and validating the Career Identity Development Inventory (CIDI). As the processes of identity formation and career development share close conceptual ties, we introduced an integrated conceptual model of career identity development from which CIDI was developed to be comprised of two subscales, CIDI-E and CIDI-C, that were each composed of four career identity dimensions. In Study 1, we delineated how CIDI was constructed and reported initial evidence of validity and reliability using a sample of 398 US college graduates. We further tested the psychometric properties of CIDI in Study 2 using confirmatory factor analyses with another sample of 419 US college graduates. Implications for using CIDI at the variable and person level, and future research directions are provided to further the understanding of the career identity development process.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"678 - 696"},"PeriodicalIF":3.2,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41617121","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-24DOI: 10.1177/10690727211063372
Anna Praskova, Lisa McPeake
Identifying a large discrepancy in young people’s career goal progress can lead to distress, activating meaning-making, self-regulatory mechanisms aimed at resolving the uncomfortable situation. We assessed these important career-regulatory processes in a theoretical model by testing the indirect effects of career goal discrepancy on goal adjustment (assimilation and accommodation) via career distress, and assessed the conditionality of these effects based on two moderators (career calling and negative career feedback). In a cross-sectional study, we recruited 287 young adults with a mean age of 23.79 years (SD = 3.35), and tested complex dual moderated process model (OLS regression). Greater career goal discrepancy was associated with more career distress, and, in turn, less assimilative and more accommodative tendencies. These indirect effects depended on the level of career calling and negative career feedback. The findings can be used to tailor interventions to optimise the consequences of identified gaps in young people’s career progress.
{"title":"Career Goal Discrepancy, Career Distress, and Goal Adjustment: Testing a Dual Moderated Process Model in Young Adults","authors":"Anna Praskova, Lisa McPeake","doi":"10.1177/10690727211063372","DOIUrl":"https://doi.org/10.1177/10690727211063372","url":null,"abstract":"Identifying a large discrepancy in young people’s career goal progress can lead to distress, activating meaning-making, self-regulatory mechanisms aimed at resolving the uncomfortable situation. We assessed these important career-regulatory processes in a theoretical model by testing the indirect effects of career goal discrepancy on goal adjustment (assimilation and accommodation) via career distress, and assessed the conditionality of these effects based on two moderators (career calling and negative career feedback). In a cross-sectional study, we recruited 287 young adults with a mean age of 23.79 years (SD = 3.35), and tested complex dual moderated process model (OLS regression). Greater career goal discrepancy was associated with more career distress, and, in turn, less assimilative and more accommodative tendencies. These indirect effects depended on the level of career calling and negative career feedback. The findings can be used to tailor interventions to optimise the consequences of identified gaps in young people’s career progress.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"615 - 634"},"PeriodicalIF":3.2,"publicationDate":"2021-12-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42896025","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-13DOI: 10.1177/10690727211040053
S. Kauffeld, Daniel Spurk
The present study investigates the relationship of PsyCap with objective and subjective career success. Based on conservation of resources theory (COR Theory) and psychological capital theory (PsyCap Theory), we assume that career-specific resources, in particular protean career attitude, career planning, and internal and external networking, are important mechanisms that mediate the relationship between PsyCap and both outcomes. We tested our assumptions by means of time-lagged path analysis with R and the lavaan package in a sample of 1110 German academic scientists. Our results indicate a positive relationship between PsyCap and career success. However, we found differential effects regarding the assumed mediation for subjective and objective career success. The effect of PsyCap on subjective career success is mediated by protean career attitude and career planning. The effect of PsyCap on objective career success is mediated by external networking. Our results strengthen the research of PsyCap as a predictor of career success. However, the results also imply that the relationship between PsyCap, career-specific resources, and both aspects of career success is more complex than expected.
{"title":"Why Does Psychological Capital Foster Subjective and Objective Career Success? The Mediating Role of Career-Specific Resources","authors":"S. Kauffeld, Daniel Spurk","doi":"10.1177/10690727211040053","DOIUrl":"https://doi.org/10.1177/10690727211040053","url":null,"abstract":"The present study investigates the relationship of PsyCap with objective and subjective career success. Based on conservation of resources theory (COR Theory) and psychological capital theory (PsyCap Theory), we assume that career-specific resources, in particular protean career attitude, career planning, and internal and external networking, are important mechanisms that mediate the relationship between PsyCap and both outcomes. We tested our assumptions by means of time-lagged path analysis with R and the lavaan package in a sample of 1110 German academic scientists. Our results indicate a positive relationship between PsyCap and career success. However, we found differential effects regarding the assumed mediation for subjective and objective career success. The effect of PsyCap on subjective career success is mediated by protean career attitude and career planning. The effect of PsyCap on objective career success is mediated by external networking. Our results strengthen the research of PsyCap as a predictor of career success. However, the results also imply that the relationship between PsyCap, career-specific resources, and both aspects of career success is more complex than expected.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"285 - 308"},"PeriodicalIF":3.2,"publicationDate":"2021-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41595118","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-11-21DOI: 10.1177/10690727211055862
Miranda M. McIntyre
Interests guide major life decisions such as choosing a career path, yet little is known about the subjective characteristics of individual differences in interests. Prior research on personality traits has demonstrated that subjective trait perceptions influence the validity and reliability of personality assessments. The current work expands the study of these subjective characteristics to individual differences in interests. Desirability and observability were assessed among 13 constructs: person orientation, thing orientation, RIASEC career interests, and Big Five traits. Judgments of interest dimensions varied considerably, with socially-related interests rated more desirable than thing-related interests. Some career-related interests were low in observability, and thus may be susceptible to being overlooked or categorized inaccurately. The patterns observed in interest characteristics were comparable to patterns in career choice hit rates, occupational prestige, and self-other convergence. The findings advance knowledge of differences between interest dimensions and suggest that subjective perceptions should be considered in interest assessment.
{"title":"Judging What Others Enjoy: Desirability and Observability of Interests","authors":"Miranda M. McIntyre","doi":"10.1177/10690727211055862","DOIUrl":"https://doi.org/10.1177/10690727211055862","url":null,"abstract":"Interests guide major life decisions such as choosing a career path, yet little is known about the subjective characteristics of individual differences in interests. Prior research on personality traits has demonstrated that subjective trait perceptions influence the validity and reliability of personality assessments. The current work expands the study of these subjective characteristics to individual differences in interests. Desirability and observability were assessed among 13 constructs: person orientation, thing orientation, RIASEC career interests, and Big Five traits. Judgments of interest dimensions varied considerably, with socially-related interests rated more desirable than thing-related interests. Some career-related interests were low in observability, and thus may be susceptible to being overlooked or categorized inaccurately. The patterns observed in interest characteristics were comparable to patterns in career choice hit rates, occupational prestige, and self-other convergence. The findings advance knowledge of differences between interest dimensions and suggest that subjective perceptions should be considered in interest assessment.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"557 - 572"},"PeriodicalIF":3.2,"publicationDate":"2021-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42905641","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-26DOI: 10.1177/10690727211054335
Yeseul Jo, Jeong Won Lee, Dongseop Lee
Air pollution has become a daunting challenge with the potential to endanger people’s lives across the globe. However, little is known about the psychological and vocational implications of air pollution. Drawing on feeling-as-information theory, we investigate the within-person relationships of ambient air pollution with vocational and general well-being outcomes (i.e., career choice anxiety and state optimism) through the mediating mechanism of mood state. We tested our hypotheses using an experience sampling method (ESM) with survey data from 67 undergraduate students in South Korea collected over 10 consecutive days. Results showed that daily ambient air pollution predicted higher career choice anxiety and lower state optimism via an increased negative mood. Furthermore, the indirect relation of air pollution with career choice anxiety was found to be stronger for individuals with lower family socioeconomic status. In a supplementary study, we interviewed 16 undergraduate students in South Korea to explain the ESM results in greater depth. Theoretical and practical implications, as well as study limitations, are discussed.
{"title":"Silent but Damaging: Exploring the Link Between Air Pollution and Vocational and General Well-Being","authors":"Yeseul Jo, Jeong Won Lee, Dongseop Lee","doi":"10.1177/10690727211054335","DOIUrl":"https://doi.org/10.1177/10690727211054335","url":null,"abstract":"Air pollution has become a daunting challenge with the potential to endanger people’s lives across the globe. However, little is known about the psychological and vocational implications of air pollution. Drawing on feeling-as-information theory, we investigate the within-person relationships of ambient air pollution with vocational and general well-being outcomes (i.e., career choice anxiety and state optimism) through the mediating mechanism of mood state. We tested our hypotheses using an experience sampling method (ESM) with survey data from 67 undergraduate students in South Korea collected over 10 consecutive days. Results showed that daily ambient air pollution predicted higher career choice anxiety and lower state optimism via an increased negative mood. Furthermore, the indirect relation of air pollution with career choice anxiety was found to be stronger for individuals with lower family socioeconomic status. In a supplementary study, we interviewed 16 undergraduate students in South Korea to explain the ESM results in greater depth. Theoretical and practical implications, as well as study limitations, are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"533 - 556"},"PeriodicalIF":3.2,"publicationDate":"2021-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42225070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-21DOI: 10.1177/10690727211050898
Rhea L. Owens, Erika E. Meierding, B. Allan
This study tested the Strengths-Based Inclusive Theory of Work (S-BIT of Work), a vocational theory that emphasizes positive psychological and cultural factors, among a sample of service industry workers during COVID-19. Service industry workers (N = 320) were recruited via social media sources across the United States, and structural equation modeling was used to examine the model. This model included privilege and COVID-19 impact as contextual variables; organizational support and workplace dignity as promotive workplace variables; hope, strengths use, adaptability, empowerment, and perceived COVID-19 threat as individual variables; and fulfilling work and psychological distress as outcome variables. Privilege and workplace dignity were identified as particularly important variables; results suggested privilege was positively associated with a promotive work context and negatively related to psychological distress. Additionally, the greater the amount of privilege and dignity the service industry workers experienced, the greater their positive individual characteristics were able to flourish.
本研究以2019冠状病毒病疫情期间的服务业从业者为样本，对强调积极心理和文化因素的职业理论——基于优势的包容性工作理论(S-BIT of Work)进行了检验。通过美国各地的社交媒体资源招募了服务行业工人(N = 320)，并使用结构方程模型来检验模型。该模型将特权和COVID-19影响作为上下文变量;组织支持和工作场所尊严作为促进工作场所的变量;希望、优势利用、适应性、赋权和感知到的COVID-19威胁作为个体变量;完成工作和心理困扰是结果变量。特权和工作场所尊严被认为是特别重要的变量;结果表明，特权与促进性工作环境呈正相关，与心理困扰负相关。此外，服务业工人所经历的特权和尊严越多，他们积极的个人特征就越能蓬勃发展。
{"title":"Service Workers’ Well-Being During COVID-19: A Strengths-Based Inclusive Theory of Work Perspective","authors":"Rhea L. Owens, Erika E. Meierding, B. Allan","doi":"10.1177/10690727211050898","DOIUrl":"https://doi.org/10.1177/10690727211050898","url":null,"abstract":"This study tested the Strengths-Based Inclusive Theory of Work (S-BIT of Work), a vocational theory that emphasizes positive psychological and cultural factors, among a sample of service industry workers during COVID-19. Service industry workers (N = 320) were recruited via social media sources across the United States, and structural equation modeling was used to examine the model. This model included privilege and COVID-19 impact as contextual variables; organizational support and workplace dignity as promotive workplace variables; hope, strengths use, adaptability, empowerment, and perceived COVID-19 threat as individual variables; and fulfilling work and psychological distress as outcome variables. Privilege and workplace dignity were identified as particularly important variables; results suggested privilege was positively associated with a promotive work context and negatively related to psychological distress. Additionally, the greater the amount of privilege and dignity the service industry workers experienced, the greater their positive individual characteristics were able to flourish.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"387 - 407"},"PeriodicalIF":3.2,"publicationDate":"2021-10-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47020234","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-11DOI: 10.1177/10690727211044765
Kibeom Lee, M. Ashton, C. Novitsky
Self-reports on the HEXACO-PI-R scales were examined in relation to academic majors in post-secondary education (N > 73,000). Openness to Experience showed the largest mean differences across academic major areas, with the Visual/Performing Arts and Humanities areas averaging higher and Health Sciences and Business/Commerce averaging lower. Emotionality showed the second largest differences, with the Engineering and Physical Sciences/Math areas averaging lower and Visual/Performing Arts averaging higher; these differences in Emotionality became smaller in within-sex analyses. In addition, Extraversion tended to be higher for Business/Commerce and lower for Physical Sciences/Math, while Honesty-Humility was lower for Business/Commerce. The facet-level analyses provided additional detail, as facet scales in the same domain sometimes showed considerably different means within a given academic major area. In one case, Visual/Performing Art majors averaged lower in Prudence, but higher in Perfectionism, even though both facets belong to the Conscientiousness domain.
{"title":"Academic Majors and HEXACO Personality","authors":"Kibeom Lee, M. Ashton, C. Novitsky","doi":"10.1177/10690727211044765","DOIUrl":"https://doi.org/10.1177/10690727211044765","url":null,"abstract":"Self-reports on the HEXACO-PI-R scales were examined in relation to academic majors in post-secondary education (N > 73,000). Openness to Experience showed the largest mean differences across academic major areas, with the Visual/Performing Arts and Humanities areas averaging higher and Health Sciences and Business/Commerce averaging lower. Emotionality showed the second largest differences, with the Engineering and Physical Sciences/Math areas averaging lower and Visual/Performing Arts averaging higher; these differences in Emotionality became smaller in within-sex analyses. In addition, Extraversion tended to be higher for Business/Commerce and lower for Physical Sciences/Math, while Honesty-Humility was lower for Business/Commerce. The facet-level analyses provided additional detail, as facet scales in the same domain sometimes showed considerably different means within a given academic major area. In one case, Visual/Performing Art majors averaged lower in Prudence, but higher in Perfectionism, even though both facets belong to the Conscientiousness domain.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"345 - 366"},"PeriodicalIF":3.2,"publicationDate":"2021-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44243087","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-09DOI: 10.1177/10690727211041532
Alexander Newman, Karen Dunwoodie, Zhou Jiang, I. Nielsen
The present study examines the antecedents of the career adaptability of people from a refugee background. Drawing on career construction theory, it specifically examines whether openness to experience fosters career adaptability through enhancing career optimism. In addition, it examines whether family social support moderates the relationship between openness to experience and career optimism, and moderates the mediated relationship between openness to experience and career adaptability through career optimism. Analysis of three waves of data from people from a refugee background seeking employment in metropolitan Australia found support for the hypothesized relationships. In particular, career optimism was found to fully mediate the relationship between openness to experience and career adaptability. In addition, family social support was found to substitute for low levels of openness to experience.
{"title":"Openness to Experience and the Career Adaptability of Refugees: How Do Career Optimism and Family Social Support Matter?","authors":"Alexander Newman, Karen Dunwoodie, Zhou Jiang, I. Nielsen","doi":"10.1177/10690727211041532","DOIUrl":"https://doi.org/10.1177/10690727211041532","url":null,"abstract":"The present study examines the antecedents of the career adaptability of people from a refugee background. Drawing on career construction theory, it specifically examines whether openness to experience fosters career adaptability through enhancing career optimism. In addition, it examines whether family social support moderates the relationship between openness to experience and career optimism, and moderates the mediated relationship between openness to experience and career adaptability through career optimism. Analysis of three waves of data from people from a refugee background seeking employment in metropolitan Australia found support for the hypothesized relationships. In particular, career optimism was found to fully mediate the relationship between openness to experience and career adaptability. In addition, family social support was found to substitute for low levels of openness to experience.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"309 - 328"},"PeriodicalIF":3.2,"publicationDate":"2021-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47693310","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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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