Psychological Career Resources Research Articles

Structural validity and measurement invariance of the Psychological Career Resources Inventory Short Form as a predictor of career satisfaction

The present study had two objectives. The first objective was to assess the structural validity of the Psychological Career Resources Inventory – Short Form (PCRI-SF) and for measurement equivalence across ethnic (white and black) and gender groups in the South African work setting. The second objective was to assess whether the PCRI-SF predicts individuals’ career satisfaction. The article presents the findings of two studies that corroborate the PCRI-SF as a valid and reliable measure of individuals’ psychological career resources as attributes of their career self-management behaviour and as predictors of their career satisfaction. The PCRI-SF further exhibited measurement equivalence for white and black people and men and women in the South African organisational setting. The findings indicate that the PCRI-SF is a valid and reliable measure of individuals’ psychological career resources as attributes of self-regulated career management behaviour and as meaningful predictors of career satisfaction.

Psychological career resources as explanatory mechanisms of employee adaptive career concerns across the career-life period

This study explored employee psychological resources as explanatory mechanisms of their adaptive career concerns. Participants were 315 predominantly black (39%) and female (70%) working adults (mean age = 37 years; SD = 9.77 years) employed in the South African services industry. Participants completed the Psychological Career Resources Inventory and the Psychosocial Career Preoccupations Scale. Multiple regression analysis showed the psychological career resources of career preferences and career values to significantly explain higher levels of preoccupations with person-environment fit and adaptation. Career values also seemed to explain higher levels of career establishment and work/life adjustment concerns. The career drivers and career harmonisers represented career self-management capacities that seemed to significantly explain lower levels of career adaptation and work/life adjustment concerns because of the intrinsic motivation to self-renew. The findings suggest the need for workplace career development practices to help employees capitalise on their psychological career resources when engaging in career adaptive behaviours across the career-life period.

Probing the role of psychosocial career mechanisms in the harmonious work passion-career satisfaction link

PurposeThe purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees’ psychological career resources and career preoccupations as important psychosocial career mechanisms in this association.Design/methodology/approachThis paper is a cross-sectional quantitative study comprising a sample of (n= 550) employees in various South African organisations.FindingsThe current study found that individuals’ career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction.Research limitations/implicationsThe study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible.Practical implicationsThis paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees’ career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees’ harmonious passion and career satisfaction need to be considered in career management support practices.Social implicationsThis paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees’ career satisfaction.Originality/valueThe study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.

Psychological career resources as predictors of employees’ job embeddedness: An exploratory study

Managers and human resource practitioners concerned about retaining valuable staff members need to recognise how people’s psychological career resources relate to their perceptions of job embeddedness in the organisation. The aim of the study was to determine whether employees’ psychological career resources (as measured by the Psychological Career Resources Inventory) significantly predict their job embeddedness (as measured by the Job Embeddedness Scale). A quantitative survey was conducted on a non-probability sample of employed black (92%) and female (71%) adults (N=355) at managerial and staff levels in the human resource management field. Correlational statistics and multiple regression analyses were used to analyse the data. The managerial career preference and self-esteem positively predicted the participants’ perceptions of sacrifice and links. Self/other skills and career directedness positively predicted perceptions of fit, sacrifice and links. Sense of career purpose negatively predicted perceptions of fit, links and sacrifice and the need for career venturing negatively predicted perceptions of sacrifice. In the South African employment equity context, the findings provide valuable information that can be used to inform career development support practices for the retention of black females in the human resource management field. The practical implications of the findings also add new insights towards negotiating the psychological contract and managing the employment relationship.

Psychological career resources as predictors of employees’ job embeddedness: An exploratory study

Managers and human resource practitioners concerned about retaining valuable staff members need to recognise how people’s psychological career resources relate to their perceptions of job embeddedness in the organisation. The aim of the study was to determine whether employees’ psychological career resources (as measured by the Psychological Career Resources Inventory) significantly predict their job embeddedness (as measured by the Job Embeddedness Scale). A quantitative survey was conducted on a non-probability sample of employed black (92%) and female (71%) adults (N=355) at managerial and staff levels in the human resource management field. Correlational statistics and multiple regression analyses were used to analyse the data. The managerial career preference and self-esteem positively predicted the participants’ perceptions of sacrifice and links. Self/other skills and career directedness positively predicted perceptions of fit, sacrifice and links. Sense of career purpose negatively predicted perceptions of fit, links and sacrifice and the need for career venturing negatively predicted perceptions of sacrifice. In the South African employment equity context, the findings provide valuable information that can be used to inform career development support practices for the retention of black females in the human resource management field. The practical implications of the findings also add new insights towards negotiating the psychological contract and managing the employment relationship.

Psychological career resources, career adaptability and work engagement of generational cohorts in the media industry

Orientation: The global skills crisis coupled with the aging workforce, rapid technological advances and changing nature of work have infringed various challenges upon organisations and employees. Media organisations in particular are affected by these trends, with retention further at risk because of the specialised and scarce skills sought and the versatility and ambiguity inherent in the nature of careers within the media industry, therefore resulting in engagement and skills retention being high on the agenda.Research purpose: The aim of the study was to explore whether employees’ age, psychological career resources and career adaptability significantly predict their work engagement and whether generational cohorts differ significantly regarding these variables.Motivation for the study: Within a retention context, it is important to gain insight into the employees’ personal career-related capabilities and dispositions as these are deemed important for driving career development and engagement levels, which, in turn, impact on the retention of talent.Research design, approach and method: A stratified random sample (N = 248) of predominantly female (63.3%) and black African people (54%) within their early career stages (80% < 45 years) was used. A cross-sectional, quantitative research design approach was followed. Stepwise regression analyses and tests for significant mean differences were performed.Main findings: The results indicated generational cohort (age), career confidence (career adaptability) and career harmonisers (psychological career resources) as significant predictors of work engagement. The Generation Y individuals had higher levels of psychological career resources (career preferences, career values and career drivers), while the Generation X individuals had higher career curiosity. The Baby Boomers showed higher levels of work engagement.Practical and managerial implications: Psycho-social career meta-capacities positively related to work engagement. It is therefore essential that these constructs are taken into account in career development and engagement practices, which, in turn, may contribute towards enhancing talent retention and employability of individuals within the media sector.Contribution: The study contributed new insights on psychological factors among generational cohorts in the media industry that predict their work engagement and possible retention.

The psychological career resources and organizational commitment foci of South African workforce

One of most critical issues facing organizations today is how to retain employees they want to keep. The study examines the relationship dynamics between employees’ psychological career resources (measured by the Psychological Career Resources Inventory) and their organizational commitment foci (measured by the Organization-Related Commitment Scale). A quantitative survey is conducted involving a non-probability purposive sample of predominantly black females employed at managerial and staff levels (N = 318) in the field of industrial and organizational psychology. The findings provide valuable indicators for the design of career development practices aimed at retaining valuable staff

Work engagement and psychological career resources: An industrial and organizational outlook

This study examined the relationship dynamics between employees’ psychological career resources (measured by the Psychological Career Resources Inventory) and their work engagement (measured by the Utrecht Work Engagement Scale). A quantitative survey was conducted involving a non-probability purposive sample of adults (N = 318) employed in the field of industrial and organisational psychology. A multiple regression analysis indicated that psychological career resources constructs positively and significantly predicts work engagement.

Subjective work experiences, career orientations, and psychological career resources of working adults

The primary objective of the present study was to assess whether career orientations and psychological career resources relate to individuals’ subjective work experiences. A quantitative survey was conducted on a random sample of 2 997 participants at predominantly managerial and supervisory level in the South African service industry. The measuring instruments consisted of a subjective work experiences scale, the Career Orientations Inventory and Psychological Career Resources Inventory. The results indicated career orientations and psychological career resources as significant predictors of the participants’ subjective work experiences. The results make an important contribution to existing literature on career well-being and subjective career success. Career guidance and counseling, and organisational career development support have become of crucial importance in the changing employment climate in order to maximise individuals’ chances of experiencing job and career satisfaction and success over the life course (Sinclair 2009). More recently, interest in the subjective aspects of career success and satisfaction has gained greater salience in contemporary career research. This can be ascribed to the more turbulent career context resulting in careers being less ordered and predictable (Arnold and Cohen 2008; Arthur, Khapova and Wilderom 2005; Coetzee and Bergh 2009; Hall and Chandler 2005 Kidd 2008; Sinclair 2009). Contemporary measures of people’s subjective experiences of their careers and working lives tend to focus on the career self-concept or identity, the internal career orientation and the core self-evaluations relating to people’s psychological career resources or career meta-competencies (Coetzee 2008, Coetzee and Schreuder 2009b; Fugate, Kinicki and Ashforth 2004; Kanye and Crous 2007; Kuijpers and Scheerens 2006; Sinclair 2009; Van Dam 2004; Van der Heijde and Van der Heijden 2006). People’s experiences of subjective career success have also been linked to people’s subjective experiences of their careers and working lives which also relate

Exploring the socio-demographic differences on psychological career meta-capacities and retention-related dispositions

The aim of this study was to better understand socio-demographic differences of individuals in terms of their psychological career meta-capacities (measured by the Psychological Career Resources Inventory) and their retention related dispositions construct variables ((measured by the Utrecht Work Engagement Scale and Organisation-Related Commitment Scale). A quantitative survey was conducted involving a non-probability purposive sample of predominantly black females employed at managerial and staff levels (N = 318) in the field of industrial and organisational psychology. An independent-samples t-test indicated significant differences between the various socio-demographic groups in regard to the measured variables. The findings contribute new knowledge that may be used to inform human resource career development practices concerned with the retention of particularly female employees in South African service industry.

Career adaptivity, adaptability, and adapting: A conceptual and empirical investigation

The literature on career adaptation is vast and based on a range of different measurement approaches. The present paper aims to explore how different operationalizations of career adaptability in terms of concern, control, curiosity, and confidence are related from a conceptual and empirical standpoint. Based on a cross-sectional analysis with 1260 German university students, we established that the adaptability resources of concern, control, curiosity, and confidence are significantly related to, but empirically distinct from, measures representing adapting in terms of career planning, career decision-making difficulties, career exploration, and occupational self-efficacy. In a follow-up survey six months later, we found that the career adaptability dimensions partially mediated the effects of adaptivity (i.e., core self-evaluations and proactivity) on planning, decision-making difficulties, exploration, and self-efficacy. Interestingly, in both analyses, there was no clear match between adaptability resources and theoretically corresponding aspects of career adapting in terms of behaviors, beliefs, and barriers. The results suggest that psychological career resources in terms of concern, control, curiosity, and confidence partially mediate the effects of more context-general, trait-like adaptivity on different career-specific behavioral forms of adapting.

Exploring personality preferences in relation to psychological career resources among managerial staff in the Western Cape fast food industry

The study explored the relationship between individuals' personality preferences (as measured by the Myers-Briggs Type Indicator, Form M) and their psychological career resources (as measured by the Psychological Career Resources Inventory) and whether the personality types differed significantly in terms of their psychological career resources. The participants were a non-probability sample (N = 81; females = 74%, blacks = 78%) of managerial-level staff from five fast food franchise restaurants in the Western Cape, South Africa. Quantitative statistical procedures were used to explore the association between the participants' personality preferences and psychological career resources. Findings suggest introverted and extraverted personality type preferences to be significantly associated with the participants' psychological career resources. Major differences were observed for the introverted sensing feeling perceiving (ISFP), extraverted sensing feeling judging (ESFJ), introverted sensing feeling judging (ISFJ), extraverted sensing thinking judging (ESTJ) and introverted sensing thinking judging (ISTJ) personality types in their relationship to the career preference of variety/creativity, need for career growth/development, their self/other skills and social connectivity.

Psychological career meta-competencies in relation to job embeddedness among human resource employees

In this study the psychological career resources, adaptability and hardiness (as a composite set of psychosocial career meta-competencies) of a convenience sample of 355 early-career human resource professionals were investigated in relation to their job embeddedness by means of a quantitative survey design. The sample consisted predominantly of black (92%) and female (71%) participants employed at managerial and staff levels in the South African service industry. A canonical correlation analysis indicated that self/other skills, career directedness, and the career adaptability competencies of concern, control and confidence significantly contributed to the participants’ sense of job-embedded fit. The findings may be used to inform career development support interventions aimed at assisting in the retention of valuable and talented staff. Key words: Retention, psychological career resources, career adaptability, hardiness, job embeddedness, psychosocial career meta-competencies.

Psychological Career Resources and Work Engagement of Early Career Consulting Staff

This study explored whether employees' psychological career resources significantly predicted their work engagement. A non-probability sample of 111 early career (26–40 years of age) white male and female staff in a South African human resource software and technology consulting services company participated in the study. Data were collected using the Psychological Career Resources Inventory and the Utrecht Work Engagement Scale. A cross-sectional survey design and quantitative statistical procedures were used to analyse the data. Stepwise regression analyses indicated that behavioural adaptability significantly and positively predicted vigour, dedication and absorption. Self-esteem positively predicted vigour and dedication whilst career purpose negatively predicted vigour. Career venturing and self/other skills negatively predicted dedication. It was concluded that psychological career resources contributed to explaining variances in work behaviour.

Psychological Career Resources, Career Adaptability and Hardiness in Relation to Job Embeddedness and Organizational Commitment

The study examined the relationship between employees' psychological career meta-capacities and their job retention-related dispositions. Participants were a convenience sample (n=355) of managerial and staff levels in the human resource management field. They completed the Psychological Career Resources Inventory (PCRI), Career Adaptability Inventory (CAI), Personal Views Survey II (PVS), Job Embeddedness Scale (JES) and the Organizational Commitment Survey (OCS). Data were analyzed using canonical correlations to predict the relationship between the psychological career meta-competencies and the job retention-related dispositions. Structural Equation Modelling was used to validate the overall relationship between the two canonical construct variates. The results show that the psychological career meta-capacities predict the job retention-related factor job embeddedness.

Psychological career resources in relation to organisational commitment: An exploratory study

Orientation: The impact of the current skills shortage and demands for retaining talented and skilled staff in a rapidly changing careers context and the consequences for employee loyalty, morale and commitment have led to a renewed interest in the motives, values and career meta-competencies that determine individuals’ psychological attachment to their organisations and occupations.Research purpose: The aim of the study was to determine the relationship between the psychological career resources (as measured by the Psychological Career Resources Inventory) and organisational commitment (as measured by the Organisational Commitment Scale).Motivation for study: There appears to be a need for research on the psychological career resources that enhance individuals’ career agency in proactively managing their career and the way in which these attributes influence their psychological attachment to the organisation in order to guide human resource and career-development support practices in retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of 358 employed adults at managerial and staff levels in the field of economic and management services.Main findings/results: Correlational and stepwise regression analyses revealed a number of significant relationships between the two variables.Practical implications: Managers and human resource practitioners need to recognise how people’s career preferences and career meta-competencies influence their sense of psychological attachment to the organisation.Contribution: The findings add to existing career literature on the psychological factors that affect the retention of staff and provide valuable information that can be used to inform career-development support practices in the contemporary world of work.

<img src="http://openjournals.net/files/pics/CEU.gif"/> Psychological career resources and coping resources of the young unemployed African graduate: An exploratory study

Orientation: Youth unemployment in South Africa presents unique challenges to the young unemployed graduate and requires a range of psychological coping capacities from the young adult.Research purpose: This study explored the relationship between the psychological career resources(as measured by the Psychological Career Resources Inventory) and coping resources (as measured by the Coping Resources Inventory) of a sample of 196 young unemployed African graduates.Motivation for study: There is an increasing need for career counsellors and practitioners to explore the psychological attributes and career-related resources that young people employ or require to help them deal with the challenges posed by unemployment during the school-to-work transition phase of their lives.Research design, approach and method: A survey design and quantitative statistical procedures were used to achieve the research objective. Convenience sampling was used on a population of 500 unemployed graduate black people who attended a 12-week Work Readiness Programme (39% response rate).Main findings: Multiple regression analyses indicated that dimensions of psychological career resources contribute signifcantly to explaining the proportion of variance in the participants’coping resources scores.Practical implications: The insights derived from the findings can be employed by career counsellors and practitioners to construct a more comprehensive career framework for the individual in the school-to-work transition phase.Contribution/value-add: The findings add valuable new knowledge that can be used to inform career services concerned with guiding and counselling young graduates in the school-to-work transition phase.

Psychological career resources as predictors of working adults’ career anchors: An exploratory study

This study explored the relationship between the psychological career resources and career anchors of a sample of 2 997 working adults at predominantly managerial and supervisory levels in the service industry. The Psychological Career Resources Inventory and the Career Orientations Inventory were applied. Stepwise regression analyses indicated dimensions of psychological career resources as significant predictors of participants’ career anchors. The findings add valuable new knowledge that can be used to inform organisational career development support practices as well as career counselling and guidance services concerned with promoting individuals’ employability and experiences of intrinsic career success.

Psychological career resources of working adults: A South African survey

The main objective of this study was to explore broad trends regarding how individuals from various age, educational, marital, race and gender groups in the South African organisational context differ in terms of their psychological career resources, as measured by the Psychological Career Resources Inventory. A sample of 2 997 working adults registered as students at a South African higher distance education institution participated in this study. The results indicate significant differences between the various biographical variables and the participants’ psychological career resources. In the context of employment equity, and with more women entering the workplace, this study is expected to contribute important knowledge that will inform career development practices concerned with enhancing employees’ career meta-competencies as an important element of their general employability.