The study extends contemporary research on adaptive career behaviour by exploring the link betwee... more The study extends contemporary research on adaptive career behaviour by exploring the link between three under-researched psychological career-related attributes (career values, career enablers and career harmonisers) that may potentially serve as mechanisms for enhancing individuals’ self-efficacious career adaptability (career confidence). Participants (N = 248) were early and middle career stage individuals employed in an organisation situated in Gauteng, South Africa. Analyses included regression-based moderated-mediation procedures to assess conditional direct and indirect effects of the psychological career constructs. The results indicated that although the career harmonisers did not have a significant mediating effect, the conditional indirect effect of career enablers on career confidence through career harmonisers increased when the score on career values was high. Employees’ career confidence may potentially be enhanced by means of well-developed career enabling ski...
The increased mobility of highly skilled knowledge workers who place a high premium on their empl... more The increased mobility of highly skilled knowledge workers who place a high premium on their employability capital challenges organisations to retain their scarce talent. This article explored individuals’ psychosocial employability attributes as predictors of their satisfaction with organisational retention factors. A cross-sectional quantitative, correlational research design was followed. A non-probability purposive sample of 321 permanently employed employees in an automotive manufacturing company in South Africa participated in the study (50% mid-career; 72% males; 50% Blacks; and 79% managerial/supervisory levels). Hierarchical regression analysis revealed that proactivity positively predicted satisfaction with job characteristics; career self-management positively predicted satisfaction with training and development opportunities, career opportunities, and work–life balance. Emotional literacy negatively predicted satisfaction with career opportunities. The results provide va...
The present study drew from the career construction theory of career adaptation and assessed the ... more The present study drew from the career construction theory of career adaptation and assessed the extent to which career agility and psychological capital (as psychological states of adaptive readiness) activated employees’ career adaptability resources and fostered their career resilience and career satisfaction (as modes of career adaptedness). A sample of ( N = 412; mean age = 38.79 years) Black African employees in the public services participated in the study. Correlational statistics showed positive associations between the study variables. Mediation effects highlighted technological adaptivity, agile learning, optimism, and hope as activators of career concern, career control, and career curiosity, which in turn boosted self-reliance, personal resilience, and work resilience. Psychological states of career agility and psychological capital had also direct effects on the career adaptedness modes of career resilience and career satisfaction. The findings enriched career adaptation theory and have utility for organisational career development practice in the public services.
This study explored whether young emerging adults’ psychological career resources identity predic... more This study explored whether young emerging adults’ psychological career resources identity predicted their orientation to life. The participants were a random sample of 400 predominantly full-time undergraduate students from four tertiary institutions in Nigeria (47% = female; age range 18 to 30 years). They completed psychological career resources and life orientation measures. The data were analysed by performing multiple regression analysis to explore whether psychological career resources accounted for the variance in life orientation. Overall, the results showed that those participants with well-differentiated career preferences and strong career drivers (sense of career calling, career goals and career intentionality) were likely to have a stronger sense of coherence. Developing a strong psychological career resources identity may potentially assist the young adult in developing a positive orientation to their life-career in developing country employment settings.
The study extends contemporary research on adaptive career behaviour by exploring the link betwee... more The study extends contemporary research on adaptive career behaviour by exploring the link between three under-researched psychological career-related attributes (career values, career enablers and career harmonisers) that may potentially serve as mechanisms for enhancing individuals’ self-efficacious career adaptability (career confidence). Participants (N = 248) were early and middle career stage individuals employed in an organisation situated in Gauteng, South Africa. Analyses included regression-based moderated-mediation procedures to assess conditional direct and indirect effects of the psychological career constructs. The results indicated that although the career harmonisers did not have a significant mediating effect, the conditional indirect effect of career enablers on career confidence through career harmonisers increased when the score on career values was high. Employees’ career confidence may potentially be enhanced by means of well-developed career enabling ski...
The increased mobility of highly skilled knowledge workers who place a high premium on their empl... more The increased mobility of highly skilled knowledge workers who place a high premium on their employability capital challenges organisations to retain their scarce talent. This article explored individuals’ psychosocial employability attributes as predictors of their satisfaction with organisational retention factors. A cross-sectional quantitative, correlational research design was followed. A non-probability purposive sample of 321 permanently employed employees in an automotive manufacturing company in South Africa participated in the study (50% mid-career; 72% males; 50% Blacks; and 79% managerial/supervisory levels). Hierarchical regression analysis revealed that proactivity positively predicted satisfaction with job characteristics; career self-management positively predicted satisfaction with training and development opportunities, career opportunities, and work–life balance. Emotional literacy negatively predicted satisfaction with career opportunities. The results provide va...
The present study drew from the career construction theory of career adaptation and assessed the ... more The present study drew from the career construction theory of career adaptation and assessed the extent to which career agility and psychological capital (as psychological states of adaptive readiness) activated employees’ career adaptability resources and fostered their career resilience and career satisfaction (as modes of career adaptedness). A sample of ( N = 412; mean age = 38.79 years) Black African employees in the public services participated in the study. Correlational statistics showed positive associations between the study variables. Mediation effects highlighted technological adaptivity, agile learning, optimism, and hope as activators of career concern, career control, and career curiosity, which in turn boosted self-reliance, personal resilience, and work resilience. Psychological states of career agility and psychological capital had also direct effects on the career adaptedness modes of career resilience and career satisfaction. The findings enriched career adaptation theory and have utility for organisational career development practice in the public services.
This study explored whether young emerging adults’ psychological career resources identity predic... more This study explored whether young emerging adults’ psychological career resources identity predicted their orientation to life. The participants were a random sample of 400 predominantly full-time undergraduate students from four tertiary institutions in Nigeria (47% = female; age range 18 to 30 years). They completed psychological career resources and life orientation measures. The data were analysed by performing multiple regression analysis to explore whether psychological career resources accounted for the variance in life orientation. Overall, the results showed that those participants with well-differentiated career preferences and strong career drivers (sense of career calling, career goals and career intentionality) were likely to have a stronger sense of coherence. Developing a strong psychological career resources identity may potentially assist the young adult in developing a positive orientation to their life-career in developing country employment settings.
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