Career Adaptability Research Articles

The impact of future orientation and social support on career adaptability

Career adaptability is a crucial aspect for students, particularly those in urban settings, in their career development. Future orientation and social support are known to predict career adaptability. The study explores the impact of future orientation and social support on students' career adaptability. This study involved 300 participants aged 17-24. Utilizing validated scales, including the Career Adapt-Abilities Scale, Future Orientation Scale, and Multidimensional Scale of Perceived Social Support, the research employed multiple regression analysis for data analysis. Results indicate that both future orientation and social support significantly influence career adaptability. Future orientation partially affects adaptability, while social support does not have a partial effect. The findings underscore the importance of future orientation and social support in fostering career adaptability among students. This study offers valuable insights into the factors contributing to students' readiness to navigate challenges in the workplace, shedding light on areas for further exploration in career development research.

Career maturity and career adaptability among vocational high school students: a moderated mediation model of future time perspective and future work self

Career maturity and career adaptability among vocational high school students: a moderated mediation model of future time perspective and future work self

The Role of Grit in Developing Intrapreneurship Through the Mediation of Career Adaptability Among Generation-Z University Students

Since the latter half of the last decade, there has been a rapid transformation in workforce demographics as Generation Z enters the workplace dynamic and takes over the responsibilities of retiring Baby Boomers. However, as Generation Z employees gradually enter the workforce, organizational human resource practices have yet to evolve to address the performance issues this generation poses, resulting in higher employee turnover ratios among Generation Z employees. Despite this problem, Generation Z has a potential characteristic that will benefit organizations: intrapreneurship. This research examines the influence of grit on intrapreneurship as a valuable construct for Generation Z through the mediation of career adaptability. This research uses quantitative methods with mediation analysis. The results of this research show no direct influence of grit on intrapreneurship. When career adaptability is included as a moderator variable, the analysis results show a significance value below 0.05, which shows the role of career adaptability as a full mediator between grit and intrapreneurship. Keywords: Z Generations, intrapreneurship, grit, career adaptability

Worker well-being in the digital economy: Lens through bibliometrics analysis

Orientation: The study employed bibliometrics analysis to investigate key research themes and trends on digital economy and worker well-being.Research purpose: The study aims to provide a comprehensive understanding of worker well-being and digital economy to identify prominent and emerging research themes in this domain.Motivation for the study: Given the rapid digital transformation of workplaces, there is a need to assess literature trends on workers’ well-being and the digital economy.Research approach/design and method: The study employed a quantitative bibliometrics analysis to map literature on worker well-being and the digital economy. Data from Scopus were collected and screened through Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA). A total of 1473 documents were considered meeting the study’s criteria. The scientific literature production, country scientific production, conceptual structure (co-occurrence network, thematic map and thematic evolution) and keyword analysis were used to analyse the data.Main findings: The analysis revealed the following key themes, including task performance, emotional labour, employee voice, career adaptability, job satisfaction, employee well-being, work engagement, proactive personality and psychology of work.Practical/managerial implications: The findings underscore the need for organisations to implement employee well-being initiatives and support mechanisms to address the challenges posed by digital work environments.Contribution/value-add: This study contributes to the existing literature by providing a detailed map of the research landscape. The study shows the need to address well-being challenges because of poverty, vulnerability and changing psychology of work. The study also shows importance of adaptability, work engagement and support systems for employees.

The Influence of Career Construction Theory on College Students’ Career Decision-Making Difficulties and Gender Differences

This study investigates the causal relationship between proactive personality, career flexibility, career exploration, and challenges in professional decision-making while considering the contextual factor of gender within the framework of Career Construction Theory. A survey was conducted using a questionnaire administered to a total of 726 students from three institutions in Jiangxi Province, China. Structural equation modeling analysis yielded the following results: 1. Proactive personality negatively affects difficulties in career decision-making. 2. Proactive personality impacts career decision-making challenges through its influence on career adaptability. 3. A proactive personality affects career decision-making difficulties by shaping career exploration. 4. Proactive personality influences career decision-making challenges through the sequential mediation of career adaptability and career exploration. 5. Gender differences are evident within the career construction model, resulting in variations in its constituent elements. These findings contribute to the advancement of Career Construction Theory in higher education and guide college students in their career-planning endeavors. Received: 1 August 2024 / Accepted: 31 October 2024 / Published: 05 November 2024

The Effect of Social Support on Self Efficacy in Job Search to Improve Career Adaptability

Career decision-making is an important stage for students, specifically the process of making career decisions that is realized through the selection of companies and job positions. To make an optimal selection, many aspects are involved or influence the decision, both internal and external factors. Career decision-making should also align with the abilities possessed by the students themselves. One of the factors that can influence the decisiveness of students' career decisions from the individual perspective is Self-Efficacy, while from the environmental perspective, one of the factors is Social Support. The purpose of this research is to determine the extent to which social support and self-efficacy in job search influence the development of Career Adaptability in final-year students. This research uses a quantitative approach with a population consisting of all university students in the city of Madiun. The sample was taken using purposive sampling based on the population criteria. Data analysis was conducted using multiple regression with SPSS software

Tracing the trajectory of vocational education research on career adaptability: a bibliometric study

Reports on the evaluation of the most relevant themes on career adaptability through bibliometric analysis using the keyword “career adaptability” as its input aims to get a comprehensive view of current issues and trends in career adaptability research. The VOSviewer software in collaboration with Microsoft Excel and Open Refine was adopted as tool to visualize the network of authors, countries of origins and keywords in publication data mined on June 19 2022. The analysis found a total of 728 scientific publication from 1981 to 2022. The results show that in the last 15 years the number of career adaptability publications has grown very significantly. The United States is a major country contributing of publications. Author analysis presents Nota L as the most prolific author, while Savickas L is a prominent author while Guan Y is the writer with the best writing network with 8 other writers on career adaptability. Academic Press Inc. dominates the publication with 22.94% of it is production. Keyword analysis shows that career adaptability studies in the last two decades have focused on the theme of career planning through the establishment of a career guidance framework that aims to create prosperity.

Youth's Career Adaptability in Untung Jawa Island

Youth's Career Adaptability in Untung Jawa Island

Newly Graduated Nurses' Career Adaptability and Its Relation to Professional Competence and Professional Development in Intensive Care: A comparative Study

Newly Graduated Nurses' Career Adaptability and Its Relation to Professional Competence and Professional Development in Intensive Care: A comparative Study

Life orientation and career adaptability among young adults in Poland

This study aimed to investigate the correlation between career adaptability and developmental tasks among young adults concerning life orientation. Additionally, it sought to ascertain whether self-regulation functions as a mediator in the relationship between life orientation and career adaptability. The study included a total of 435 young adults aged between 18 and 34 years. The research employed the Polish versions of three questionnaires: the Social Participation Questionnaire, the Self-Regulation Scale, and the Career Adapt-Abilities Scale-5. The conducted research demonstrated that the assimilation and integrative social participation types predominated, and young adults were more likely to display a transitive life orientation than a moratorium orientation. The results also showed, as expected, a positive relationship between the promotional strategy and all components of the career adaptability. Mediation analysis revealed that the promotion regulatory focus acted as a mediator in the relationship between transitive life orientation and all five categories of career adaptability within the transitive orientation dependence model and, similarly to preventive regulatory focus, between moratorium orientation and the dimensions of concern and control. Preventive regulatory focus turned out to be a mediator between transitive orientation and career adaptability variables only in the case of three out of five variables—concern, control and curiosity.

Interactive effects of sustainable HRM, career adaptability and career sustainability on employee well-being

PurposePast research has well-demonstrated the importance of sustainable human resource management practices in augmenting sustainability in careers of individuals and their overall growth and well-being. In this regard, role of career adaptability as a potential resource in harnessing sustainable HRM and career sustainability relationship requires attention. Considering this, the purpose of the current research is to analyze how sustainable HRM practices influence career sustainability, that eventually predicts employee well-being. Besides this, we also examined the role of career adaptability as a potential moderator in governing the linkage between sustainable HR practices and career sustainability.Design/methodology/approachOur study adopted a cross-sectional research design. Data were collected through administration of survey among 620 working professionals. Analysis was conducted deploying statistical techniques such as confirmatory factor analysis (CFA) to confirm the factors, and the hypotheses were tested using model 4 and model 7 in PROCESS macro by SPSS 20.0.FindingsResults showed that in the Indian context, career sustainability acts as a potential mediator between the sustainable HRM practices and employee well-being relationship. In addition, we also found the significant moderating role of career adaptability in strengthening the impact of sustainable HRM practices on career sustainability among employees.Practical implicationsThe study offers potential implications for scholars and management practitioners in terms of implementing sustainable HRM practices emphasizing on good values at various levels in organizations. Also, it encourages organizational policymakers and leaders for conducting training programs and workshops on developing career adaptability resources.Originality/valueIt is among one of the few studies that help in advancing the scholarship on sustainable HRM and sustainable careers and their key role in strengthening individuals’ well-being. The findings also extend the application of conservation of resources theory at the intersection of sustainable HRM and vocational psychology literature in the South-east Asian context.

Career adaptability and work engagement: the roles of person–organization fit and job insecurity

PurposeThe purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

Do employee responses to CSR enhance career adaptability? A study on the service sector in Vietnam

Do employee responses to CSR enhance career adaptability? A study on the service sector in Vietnam

Courage, the Career Adaptability and Employee Engagement of Hotel Service Staff at HCM in the Context of the COVID-19 Epidemic

Courage, the Career Adaptability and Employee Engagement of Hotel Service Staff at HCM in the Context of the COVID-19 Epidemic

Understanding Career Adapt Abilities, Career Stress, Work Stress, Career Regret, Job Satisfaction Among Nursing Professionals.

This study aims to conduct a comprehensive analysis of the interrelationships among career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. The research involved a sample of 576 nurses from ten urban hospitals, distributed across five distinct cities in Turkiye, between December 2023 and January 2024. The study employed regression models to systematically test hypotheses, providing nuanced insights into the complex dynamics of the variables under investigation. Regression models were utilized to test the hypotheses systematically, considering the moderating role of career adapt abilities. The study included a sample of 576 nurses from 10 urban hospitals in Turkey, distributed across five distinct cities. This approach allowed for a detailed examination of the intricate relationships between career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. The findings underscore the delicate balance between the positive gains of job satisfaction and the challenges posed by career stress, work stress and career regret in the multifaceted landscape of nursing. In nursing, the relationship between career stress, work stress, career regret and job satisfaction include progress, resilience and obstacles. Developing strategies requires a cooperative effort from health care organizations, nursing leaders and individual nurses. The research provides valuable insights into the interplay of these factors and emphasizes the moderating role played by career adapt abilities. The implications of the study extend to healthcare organizations, nursing leaders and individual nurses. The research advocates for collaborative strategies aimed at enhancing job satisfaction, alleviating stressors and addressing career regret. The ultimate goal is to contribute to the retention of a resilient nursing workforce, emphasizing the importance of strategies that support the well-being and satisfaction of nurses in their careers. No patient or public contribution.

Career transition and mentorship nexus: unmasking the mediating role of career adaptability

PurposeTo avoid indecisiveness and a lack of direction in making a successful career transition, it may be necessary to modify the career transition process through career mentorship (CM). The study aims to investigate career adaptability as pathways through which CM is related to trainees’ career transition.Design/methodology/approachA three times cross-sectional data were collected from 480 national industrial skills development program (NISDP) trainees among five industrial training fund (ITF) trainees in Southeastern Nigeria.FindingsThe analysis revealed that CM positively associated with the trainees’ career transition behaviors. CM is also positively associated with the trainees’ career adaptability. Also, career adaptability is positively associated with trainees’ career transition behaviors. Likewise, career adaptability mediated the link between CM and career transition behaviors.Originality/valueConducting the study in a previously neglected context extended our understanding of the indirect relationship between CM and trainees’ career transition behavior.

THE INFLUENCE OF SOCIAL SUPPORT ON CAREER ADAPTABILITY IN FRESH GRADUATE IN PADANG CITY

This research aims to find out whether there is an influence of social support on career adaptability in fresh graduates in Padang City. Career adaptability itself is a person's readiness to complete predictable tasks and participate in work roles, as well as being able to master unexpected situations that may occur due to changes in work and working conditions. This research received 230 fresh graduate respondents, including 125 female respondents and 105 male respondents. The technique used to collect subjects was purposive sampling. This research uses a quantitative method where data is collected through distributing questionnaires. Data was collected from two scales, namely the career adaptability scale which consists of 22 items with a reliability coefficient of 0.847 and the social support scale which consists of 12 items with a reliability coefficient of 0.835. Data analysis was carried out using simple linear regression techniques. Based on data analysis using simple linear regression techniques, it was found that the correlation value was r = 847. From the output, the coefficient of determination (R Squere) was 0.717, the calculated F value was 578.824 with a significance level of 0.000 < 0.05. It can be concluded that social support has a positive influence. positive and significant impact on career adaptability of fresh graduates in Padang City.

Teachers' professional journey: Charting achievement recognition, career adaptability, and task performance

The rapid technological advancement in higher education necessitates understanding the factors influencing university teachers' professional growth and task performance. This study investigates the relationships among Achievement Recognition, Career Adaptability, and Organizational Seniority, focusing on their impact on the task performance of Chinese university teachers. A longitudinal, time-lagged survey design was employed, collecting data from 1444 Chinese university teachers over three waves, each one month apart. The survey included Achievement Recognition, Career Adaptability, and Task Performance measures, with Organizational Seniority as a moderating variable. Achievement Recognition significantly predicted Career Adaptability. The interaction between career adaptability and organizational seniority was significant, indicating that the positive effect of career adaptability on task performance varied with levels of organizational seniority. Conditional Effects were substantial. Career Adaptability positively affected Work Performance for individuals with less than five years of seniority but had a weaker effect for those with 11–15 years and an adverse effect for those with >21 years of seniority. The indirect impact of Achievement Recognition on Work Performance through Career Adaptability was significant for newly employed workers but non-significant for experienced workers. The study underscores the importance of Achievement Recognition in enhancing Career Adaptability and, subsequently, Work Performance. The moderating role of Organizational Seniority suggests that interventions to boost Career Adaptability and Work Performance should be tailored to different career stages. Academic institutions should implement recognition programs, adaptability training, and mentorship schemes that consider faculty members' career stages to foster a high-performing, adaptable workforce.

Career Adaptability Across Southeast Asia: A Systematic Review

Southeast Asia has recently seen a number of developments and transformations that requires one to adjust to as the region’s skill requirements are evolving. For some these new changes brings new opportunities, however, for some greater levels of career adaptability is need to manage these new developments and transformations. The necessity of systematically reviewing articles on career adaptability in Southeast Asian nations is made apparent by this particular instance. A systematic review of career adaptability in Southeast Asia was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. About 22 eligible studies were identified. The findings indicated that the most prevalent groups in career adaptability studies were students, followed by working adults. Antecedents such as role modeling and cultural intelligence were identified. Four categories of predictors were identified such as personal, educational, career behavior, and environmental factor. Two categories were identified for the outcomes of career adaptability, namely, personal and career outcomes. Findings revealed that career adaptability offers several beneficial outcomes such as improved employability skills and life satisfaction. Discussion includes conditions faced in Southeast Asian countries and cultural differences. The dearth of studies within multicultural settings calls for further research in exploring career adaptability, as this broaden cultural understanding and awareness of educational and career behaviors pertaining to one’s career adaptability. This study offers important practical implications and recommendations for career counseling practices and policymakers in Southeast Asia that would potentially benefit students and working adults.

The effect of parental and teacher autonomy support and core self-evaluations: a three-wave longitudinal study of middle students' career adaptability.

According to career construction theory, middle school students are in a critical phase of growth and exploration that requires self-reflection on their interests, values, and aspirations. Career adaptability is a key indicator of career development for middle school students and a crucial ability for achieving career success. Research indicates that many Chinese middle school students face significant hurdles in their career development, including a lack of motivation, limited self-awareness, and unclear career trajectories. To address these challenges, it is imperative to explore the factors influencing career adaptability, with a particular focus on the role of parental and teacher autonomy support within the framework of self-determination theory. This study aims to explore the correlation between parental autonomy support (PAS), teacher autonomy support (TAS), core self-evaluations (CSE), and career adaptability (CA) among middle school students. The longitudinal data for this study were collected from two middle schools in the Anhui province. Middle school students were recruited as research participants through a cluster sampling method. A total of 482 students were surveyed in three stages during a 1-year period, and a cross-lag model was employed to analyze the data. (1) From T1 to T2, T1PAS predicted T2CS, T1CSE predicted T2CA, and T1CA predicted T2TA; (2) from T2 to T3, T2PAS predicted T3CS, T2CSE predicted T3CA, and T2TAS predicted T3PAS; (3) TAS did not predict CSE and CA over time; (4) T2CSE mediated the relationship between T1PAS and T3CA. These findings suggest that autonomy support has a consistently positive influence on the career development of early adolescents. Valuing children's autonomy is beneficial for fostering positive self-evaluations and shaping their career trajectories. Autonomy support plays a pivotal role in enhancing middle school students' career adaptability and promoting career development by strengthening self-evaluations. Additionally, the effect of parental autonomy support is more stable than that of teacher autonomy support.