ORCID Profile
0000-0001-8766-3314
Current Organisations
University of Bern
,
Deakin University
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Publisher: SAGE Publications
Date: 07-01-2015
Abstract: Being hopeful is critical for in iduals who are engaged in vocational pursuits. However, the empirical research examining how and why hope is related to work and career outcomes remains sparse. We evaluate a model that proposes that dispositional hope affects job performance and turnover intentions through increased work motivation in terms of autonomous goals ( reason to motivation), positive affective experience at work ( energized to motivation), and occupational self-efficacy beliefs ( can do motivation). The hypotheses were tested among 590 Swiss adolescents in vocational education and training using path analysis and multiple mediation analyses. The results revealed that hope was positively related to all three motivational states and supervisor-rated job performance and negatively related to turnover intentions. Positive affect mediated the effects of hope on turnover intentions and performance. Autonomous goals mediated the effects of hope on turnover intentions. These results support the importance of hope to employee well-being and organizational outcomes.
Publisher: Emerald
Date: 15-02-2013
DOI: 10.1108/13620431311305953
Abstract: The authors sought to explain why and how protean career attitude might influence self‐initiated expatriates' (SIEs) experiences positively. A mediation model of cultural adjustment was proposed and empirically evaluated. Data from 132 SIEs in Germany containing measures of protean career attitude, cultural adjustment, career satisfaction, life satisfaction, and intention to stay in the host country were analysed using path analysis with a bootstrap method. Empirical results provide support for the authors' proposed model: the positive relations between protean career attitude and the three expatriation outcomes (career satisfaction, life satisfaction and intention to stay in the host country) were mediated by positive cross‐cultural adjustment of SIEs. All data were cross‐sectional from a single source. The s le size was small and included a large portion of Chinese participants. The study should be replicated with s les in other destination countries, and longitudinal research is suggested. By fostering both a protean career attitude in skilled SIE employees and their cultural adjustment, corporations and receiving countries could be able to retain this international workforce better in times of talent shortage. This study contributes to the scarce research on the conceptual relatedness of protean career attitude and SIEs, as well as to acknowledging the cultural ersity of the SIE population.
Publisher: Elsevier BV
Date: 08-2010
Publisher: Elsevier BV
Date: 08-2013
Publisher: Frontiers Media SA
Date: 12-09-2017
Publisher: SAGE Publications
Date: 29-04-2008
Abstract: A frequent applied method in career assessment to elicit clients' self-concepts is asking them to predict their interest assessment results. Accuracy in estimating one's interest type is commonly taken as a sign of more self-awareness and career choice readiness. The study evaluated the empirical relation of accuracy of self-estimation to career choice readiness within a s le of 350 Swiss secondary students in seventh grade. Overall, accuracy showed only weak relations to career choice readiness. However, accurately estimating one's first interest type in a three-letter RIASEC interests code emerged as a sign of more vocational identity and total career choice readiness. Accuracy also correlated positively with interest profile consistency, differentiation, and congruence to career aspirations. Implications of the results for career counseling and assessment practice are presented.
Publisher: Wiley
Date: 30-12-2021
DOI: 10.1111/PEPS.12493
Abstract: Applying qualitative and quantitative analyses across four studies and seven s les, we clarified the meaning and developed a new measure of career insecurity. Career insecurity is defined as “ an in idual's thoughts and worries that central content aspects of one's future career might possibly develop in an undesired manner .” The new Multidimensional Career Insecurity Scale (MU‐CI‐S) measures eight career insecurity (CI) dimensions: (1) CI‐Career opportunities (2) CI‐Decreased prestige and qualification requirements of the employment (3) CI‐Contractual employment conditions (4) CI‐Unemployment (5) CI‐Change of workplace (6) CI‐Retirement (7) CI‐Work‐nonwork interactions and (8) CI‐Discrepancy between in idual resources and work demands. Across all studies, the MU‐CI‐S showed excellent psychometric properties (e.g., factor loadings of all items and internal consistencies of all dimensions) and high levels of construct validity (e.g., theoretically assumed factorial structure and discriminant and convergent validity). The analyses showed concurrent, predictive, and incremental validity beyond neuroticism and other job and career insecurity measures for predicting health and well‐being, job performance, career success, and career attitudes. The results provide a comprehensive assessment and investigation of career‐related insecurity perceptions in the current labor market. Moreover, the results offer theoretical and practical implications for in idual career planning, career counseling, and organizational career management.
Publisher: Elsevier BV
Date: 02-2015
Publisher: Elsevier BV
Date: 06-2015
Publisher: SAGE Publications
Date: 12-12-2014
Abstract: Careers today increasingly require engagement in proactive career behaviors however, there is a lack of validated measures assessing the general degree to which somebody is engaged in such career behaviors. We describe the results of six studies with six independent s les of German university students (total N = 2,854), working professionals (total N = 561), and university graduates ( N = 141) that report the development and validation of the Career Engagement scale—a measure of the degree to which somebody is proactively developing his or her career as expressed by erse career behaviors. The studies provide support for measurement invariance across gender and time. In support of convergent and discriminant validity, we find that career engagement is more prevalent among working professionals than among university students and that this scale has incremental validity above several specific career behaviors regarding its relation to vocational identity clarity and career self-efficacy beliefs among students and to job and career satisfaction among employees. In support of incremental predictive validity, beyond the effects of several more specific career behaviors, career engagement while at university predicts higher job and career satisfaction several months later after beginning work.
Publisher: SAGE Publications
Date: 20-07-2015
Abstract: Research suggests that perceiving a calling toward a particular career is relatively frequent among college students in Western cultures. However, little is known about how this applies to other cultural contexts. This study assessed the perception of career as a calling in the Chinese culture. Study 1 reports the development of the Chinese Calling Scale (CCS), based on a s le of 788 Chinese college students, and identifies three dimensions of a calling: altruism, guiding force, and meaning and purpose. Measurement invariance of the CCS across gender is supported. In Study 2, the convergent and criterion validity of the CCS is examined based on a s le of 387 college students. The CCS is strongly related to an existing calling measure and moderately related to life meaning and life satisfaction. Study 3 examines the relation between calling, hope, life meaning, life satisfaction, and career decidedness among 518 college students. The findings reveal that hope significantly mediated the relation of calling with career decidedness, life meaning, and life satisfaction. In summary, this study provides a new scale to assess calling in Chinese culture and is the first to explore how calling relates to dispositional hope.
Publisher: American Psychological Association (APA)
Date: 06-2023
DOI: 10.1037/APL0001055
Abstract: Work-to-family conflict (WFC) and work-to-family enrichment (WFE) are prevalent experiences among working parents. Past research has highlighted the negative consequences of WFC and the positive implications of WFE for the focal person and crossover effects on significant others, such as spouses. However, research on crossover effects on children is sparse, especially in terms of their emerging work beliefs, such as work centrality. To address this research void, based on social support and role-modeling literature, we propose that parental WFC and WFE relate to child work centrality through perceptions of parental career support (an instrumental path) and parental job satisfaction (a sociocognitive path). In addition, we investigated whether these effects are moderated by parental intrinsic work motivation. Results from time-lagged data of 193 parent-child dyads in Switzerland (Study 1) showed that parental WFC (but not WFE) was negatively related to child perceptions of parental job satisfaction, especially when parental intrinsic work motivation was low. Child perceptions of parental job satisfaction were, in turn, positively related to child work centrality, which was positively associated with their job involvement 1 year later when they were in vocational education and training. A second study (Study 2) using a s le of German adolescents with additional control variables corroborated the specific relation between child perceptions of parental job satisfaction and child work centrality. We discuss the implications of our findings for the work-family crossover and work centrality literature. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Publisher: Springer Science and Business Media LLC
Date: 23-05-2017
Publisher: SAGE Publications
Date: 12-2007
Abstract: Based on common aspects of recent models of career decision making (CDM), a six-phase model of CDM for secondary students is presented and empirically evaluated. The study tests the hypothesis that students who are in later phases possess more career-choice readiness and consider different numbers of career alternatives. Two hundred sixty-six Swiss secondary students completed measures tapping phase of CDM, career-choice readiness, and number of considered career options. Career-choice readiness showed an increase with phase of CDM. Later phases were associated with a larger increase in career-choice readiness. Number of considered career options showed a curve-linear development with fewer options considered at the beginning and at the end of the process. Male students showed a larger variability in their distribution among the process with more male than female students in the first and last phases of the process. Implications for theory and practice are presented.
Publisher: Elsevier BV
Date: 04-2016
Publisher: Springer Science and Business Media LLC
Date: 06-06-2008
Publisher: Academy of Management
Date: 2015
Publisher: SAGE Publications
Date: 12-02-2022
Abstract: In this study, we adopted a person-centered approach using latent profile analysis to explore whether profiles of calling based on the internal and external sources of a calling are identified and how these profiles relate to successful university-to-work transition outcomes (i.e., higher career satisfaction, higher person-job fit, and lower turnover intentions). We assessed a s le of 684 Chinese university graduates 1 week before and 6 months after graduation and found five profiles of calling: strongly undeveloped calling, moderately undeveloped calling, transcendent calling, highly transcendent calling, and modern calling. We found that a calling that was driven by internal and external sources (i.e., transcendent calling) or predominantly by internal sources (i.e., modern calling) was related to more successful university-to-work transition outcomes. Our findings contribute to the literature on calling by showing that the sources of calling are important to conceptualize different types of calling and differentiate the role of different callings.
Publisher: SAGE Publications
Date: 08-12-2010
Abstract: This study investigated the content, realism, stability, and coherence of the career aspirations of 262 students in seventh grade in Switzerland (ages 13-15 years). The content analysis revealed that 82% of the participants named at least one realistic career aspiration, and aspirations showed clear resemblance to existing opportunities in the environment. Quantitative analyses confirmed the hypotheses that realism and stability of aspirations over a 10-month period could better be predicted by in idual degree of career adaptability as measured by planfulness and exploration than by chronological age when grade level was controlled for. Coherence of aspirations was not related to age or adaptability. Students attending basic scholastic requirements school tracks reported more adaptability but not more realistic, stable, or coherent aspirations compared to students in advanced requirements tracks.
Publisher: Elsevier BV
Date: 06-2015
Publisher: Hogrefe Publishing Group
Date: 07-2007
DOI: 10.1027/1614-0001.28.4.205
Abstract: Abstract. This study examined the relationship between the secondary constructs of Holland's (1997) theory of vocational interests and career choice readiness (career maturity) attitudes with 358 Swiss secondary students. The hypothesis was tested that the secondary constructs consistency, coherence, differentiation, and congruence are measures for the degree of vocational interest development. Thus, they should belong to the content domain in career choice readiness and should show meaningful relations to career-choice readiness attitudes. The hypothesis was confirmed for congruence, coherence, and differentiation. Interest-profile consistency showed no relation to career-choice readiness attitudes. Vocational identity emerged as a direct measure for career-choice readiness attitudes. Realism of career aspirations was related to career-choice readiness attitudes and coherence of career aspirations. Profile elevation was positively connected to more career planning and career exploration. Differences between gender, ethnicity, and school-types are presented. Implications for career counseling and assessment practice are discussed.
Publisher: Springer Science and Business Media LLC
Date: 14-12-2014
Publisher: Elsevier BV
Date: 10-2009
Publisher: SAGE Publications
Date: 24-12-2022
Publisher: Elsevier BV
Date: 12-2018
Publisher: Springer Science and Business Media LLC
Date: 18-08-2011
Publisher: Springer Singapore
Date: 2017
Publisher: Elsevier BV
Date: 06-2016
Publisher: Springer Singapore
Date: 2015
Publisher: Emerald
Date: 14-06-2013
Abstract: Work values are an important characteristic to understand gender differences in career intentions, but how gender affects the relationship between values and career intentions is not well established. The purpose of this paper is to investigate whether gender moderates the effects of work values on level and change of entrepreneurial intentions (EI). In total, 218 German university students were s led regarding work values and with EI assessed three times over the course of 12 months. Data were analysed with latent growth modelling. Self‐enhancement and openness to change values predicted higher levels and conservation values lower levels of EI. Gender moderated the effects of enhancement and conservation values on change in EI. The authors relied on self‐reported measures and the s le was restricted to university students. Future research needs to verify to what extent these results generalize to other s les and different career fields, such as science or nursing. The results imply that men and women are interested in an entrepreneurial career based on the same work values but that values have different effects for men and women regarding in idual changes in EI. The results suggest that the prototypical work values of a career domain seem important regarding increasing the career intent for the gender that is underrepresented in that domain. The results enhance understanding of how gender affects the relation of work values and a specific career intention, such as entrepreneurship.
Publisher: American Psychological Association (APA)
Date: 2012
DOI: 10.1037/A0028949
Abstract: Scholarly interest in callings is growing, but researchers' understanding of how and when callings relate to career outcomes is incomplete. The present study investigated the possibility that the relationship of calling to work engagement is mediated by work meaningfulness, occupational identity, and occupational self-efficacy--and that this mediation depends on the degree of perceived person-job fit. I examined a highly educated s le of German employees (N = 529) in erse occupations and found support for 2 of the 3 hypothesized mediators-work meaningfulness and occupational identity--after controlling for the relation of core self-evaluations to work engagement. Contrary to expectations, the mediated relations of callings to work engagement were not conditional upon the degree of person--job fit. The findings are considered in terms of the pathways through which callings may relate to work engagement and other career development outcomes.
Publisher: Wiley
Date: 05-06-2011
Publisher: Elsevier BV
Date: 06-2019
Publisher: Wiley
Date: 03-2010
Publisher: Elsevier BV
Date: 08-2020
Publisher: Springer Berlin Heidelberg
Date: 29-09-2017
Publisher: Elsevier BV
Date: 12-2008
Publisher: Springer Fachmedien Wiesbaden
Date: 2018
Publisher: SAGE Publications
Date: 08-12-2011
Abstract: Vocational identity is one core component of identity construction in adolescence. The current study investigated whether vocational interest structure in terms of differentiation, coherence, elevation, and interest–aspiration congruence would differentiate among students in vocational identity achievement, foreclosure, moratorium, and diffusion. Swiss students at the beginning of eighth grade ( N = 341) participated in the study. Groups were created using cluster analysis based on the dimensions of career exploration and career commitment, and group differences were explored with discriminant analysis. Controlling for sociodemographic variables, higher interest differentiation and elevation distinguished students in achievement/moratorium from those in diffusion. More interest elevation differentiated moratorium from foreclosure.
Publisher: SAGE Publications
Date: 05-10-2016
Abstract: This study analyzed incremental effects of single Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on objective (i.e., salary and leadership position) and subjective (i.e., career satisfaction) career success. We analyzed 793 early career employees representative of age and education from the private industry sector in Germany. Results from multiple and logistic regressions revealed bright and dark sides of the Dark Triad, depending on the specific Dark Triad trait analyzed. After controlling for other relevant variables (i.e., gender, age, job tenure, organization size, education, and work hours), narcissism was positively related to salary, Machiavellianism was positively related to leadership position and career satisfaction, and psychopathy was negatively related to all analyzed outcomes. These results provide evidence that the Dark Triad plays a role in explaining important career outcomes. Implications for personality and career research are derived.
Publisher: Hogrefe Publishing Group
Date: 2013
DOI: 10.1024/1421-0185/A000097
Abstract: Assessing problems in career decision making among adolescents is important for career guidance and research. The present study is the first to investigate among Swiss adolescents the factor structure and convergent validity in relation to personality of the German-language adaptation of the My Vocational Situation Scale. Two preliminary studies (N = 217) suggested that using a 5-point Likert scale response format would increase scale reliability. The confirmatory factor analyses in the main study with two cohorts (n = 341, eighth grade n = 303, eleventh grade) confirmed that four main factors, which assess problems with identity, decision making, information, and perceived barriers, underlie the data. The barriers factor was differentiated into aspired vocation and personal situation. Construct validity was supported by significant relationships between favorable personality characteristics (emotional stability, extraversion, agreeableness, conscientiousness, generalized self-efficacy, and internal locus of control) and fewer problems. The results suggest that the vocational identity and barriers scales can be fruitfully applied to research on and the practice of career counseling with adolescents.
Publisher: SAGE Publications
Date: 23-09-2022
Abstract: Contemporary careers require flexible career self-management across the life span that takes work and nonwork roles into account. However, existing models of career self-management do not focus on how work and nonwork life domains interact in this process and work–life research largely neglected a careers perspective. To address this issue, we present a new theoretical framework of career self-management that considers the intersection of work and nonwork roles. Our model integrates insights from career self-management, action regulation, and the work–nonwork interface to propose how goals, action plans, and behaviors across work and nonwork roles are dynamically linked and how these processes lead to career satisfaction, work–life balance, and psychological well-being, affected by contextual and personal role expectations and resources and barriers. Our framework has implications for the theoretical understanding of career self-management, the work–life interface, a whole-life perspective on career development, and contextual factors in career development across the life span.
Publisher: Elsevier BV
Date: 10-2020
Publisher: Springer Berlin Heidelberg
Date: 2016
Publisher: Elsevier BV
Date: 10-2019
Publisher: Elsevier BV
Date: 04-2015
Publisher: OpenEdition
Date: 07-06-2012
DOI: 10.4000/OSP.3790
Publisher: Springer Science and Business Media LLC
Date: 10-2010
Publisher: SAGE Publications
Date: 13-06-2023
DOI: 10.1177/08948453231182928
Abstract: There is considerable agreement that in iduals need an “inner compass” to manage their careers as self-directed and values-driven. However, how different career strivings (i.e., long-term, values-related career goals) affect career development remains largely unaddressed. To tackle this issue, we conducted a study to develop and validate new scales to assess self-enhancement, self-transcendence, and personal growth career strivings, representing key self-focused and other-focused extrinsic and intrinsic career goals. The validation of the scales among 389 U.S. and 490 German workers confirmed that career strivings are differentially related to existing measures of intrinsic and extrinsic career goals, work values, and motivational work strivings. Moreover, we confirmed with a time-lagged study among 354 German workers that career strivings (especially personal growth strivings) relate positively to career commitment, career satisfaction, and life meaningfulness. The studies support the utility of examining different career strivings as critical motivational factors in self-directed career management in future research.
Publisher: Elsevier BV
Date: 03-2020
Publisher: Elsevier BV
Date: 04-2015
Publisher: SAGE Publications
Date: 15-04-2010
Abstract: Cross-sectional research implies a close relation of vocation interests, goals, and traits, yet little is known about their reciprocal development over time. This longitudinal study examined development of Things/People (T/P) and Data/Ideas (D/I) vocational interests and career goals in relation to Big Five personality traits among 292 Swiss adolescents with a cross-lagged panel design with two measurement points over 1 year from seventh to eighth grade. Interests and goals were significantly related within time and showed significant interactions across time. Traits related significantly and equally to interests and goals within time and predicted their development across time except for T/P goals. Goals and interests possessed incremental validity above traits in affecting each other. Implications include the need to account for dynamic processes in the development of goals and interests and their systematic relation to traits in theory and practice.
Publisher: SAGE Publications
Date: 23-04-2009
Abstract: Interest differentiation and elevation are supposed to provide important information about a person’s state of interest development, yet little is known about their development and criterion validity. The present study explored these constructs among a group of Swiss adolescents. Study 1 applied a cross-sectional design with 210 students in 11th grade. Study 2 applied a 1-year longitudinal design with 289 students in 7th to 8th grade. Gender, personality traits, and career exploration were significant predictors of state and development of differentiation and elevation. Increase in differentiation predicted increase in career decidedness above traits. Elevation could not predict increase in exploration behavior over traits. The results provide support for differentiation and elevation as important aspects of adolescents’ vocational interests.
Publisher: Elsevier BV
Date: 12-2015
Publisher: Informa UK Limited
Date: 08-01-2014
Publisher: Elsevier BV
Date: 08-2011
Publisher: Wiley
Date: 05-10-2023
DOI: 10.1111/JOOP.12474
Publisher: Hogrefe Publishing Group
Date: 06-2019
DOI: 10.1024/1662-9647/A000206
Abstract: Abstract. This article examines the cross-sectional and long-term prediction of sleep quality (SQ) of 167 older nursing-home residents (80% females, 69–100 years), who participated in the study in 2008 and 2016. SQ was assessed in 2016 by the Pittsburgh Sleep Quality Index (PSQI) Total PSQI was found to be greater than 5 in 71% of participants. The domains of Subjective SQ and Daytime Functioning were relatively good, while Sleep Efficiency was most impaired. The observed set of predictors significantly explained 7–13% of PSQI variance cross-sectionally and 12–18% in the long-term effects analyses. The structure of predictors differed across SQ domains, in both the cross-sectional and the long-term effects analyses, and between the two, indicating the important impact of changes in psychophysiological functioning for current SQ of older adults.
Publisher: Informa UK Limited
Date: 08-2012
Publisher: Elsevier BV
Date: 08-2013
Publisher: Springer Science and Business Media LLC
Date: 12-01-2010
Publisher: Elsevier BV
Date: 06-2020
Publisher: Informa UK Limited
Date: 15-10-2017
Publisher: Elsevier BV
Date: 04-2009
Publisher: Elsevier BV
Date: 07-2016
Publisher: Elsevier BV
Date: 06-2020
Publisher: Springer Berlin Heidelberg
Date: 27-09-2017
Publisher: Emerald
Date: 12-06-2017
Abstract: The purpose of this paper is to investigate the relation among work values and protean and boundaryless career orientations. A s le of 238 employees aged 16 to 65 years from the French-speaking region of Switzerland completed two different work values scales as well as protean and boundaryless career attitudes scales. To assess the relationships among these constructs, correlations, multiple regression, and exploratory factorial analysis techniques were used. Results suggested that protean and boundaryless career orientations were significantly positively related to intrinsic, social, and status work values. A boundaryless-organizational mobility orientation was significantly negatively associated with extrinsic/material work values. Results have important implications for understanding which work values are typically endorsed by people with a protean or a boundaryless career orientation. The present study contributes to the understanding of protean and boundaryless careers by clarifying the relationships among these career orientations and work values.
Publisher: Wiley
Date: 03-2014
Publisher: Emerald
Date: 03-02-2012
DOI: 10.1108/02621711211199494
Abstract: This paper aims to provide conceptual clarity by distinguishing self‐initiated expatriates (SIEs) from company‐assigned expatriates (AEs), and skilled migrants most importantly, it introduces an overarching conceptual framework based on career capital theory to explain SIEs’ career success. This conceptual framework is based on a review of the relevant literature on SIE, expatriation, career studies, cross‐cultural studies, migration, and other related areas. Protean career attitude, career networks, and cultural intelligence are identified as three major types of career capital influencing SIEs career success positively the predicting relationships between these are mediated by cultural adjustment in the host country. Cultural distance acts as the moderator, which highlights the influence of macro‐contextual factors on SIEs’ career development. The current paper applied career capital theory and did not integrate the impact of family and labour market situation on SIEs’ career development. Further research should test the proposed framework empirically, and integrate the impact of family‐ and career‐related factors into a holistic approach. When constructing international talent acquisition and retention strategies, organizations and receiving countries should understand the different career development needs and provide SIEs with opportunities to increase career capital during expatriation. Furthermore, the current framework suggests how to adjust to the host country in order to meet career development goals. The multi‐level and sequential framework adds value by identifying specific types of career capital for SIEs and providing a conceptual underpinning for explaining how they interact and foster SIEs’ career success. Moreover, the framework embraces SIEs from both developed and developing economies.
Publisher: SAGE Publications
Date: 27-07-2016
Abstract: The aim of the present study was to present and test a model assuming that career-related variables might function as antecedents of workaholism—the tendency to work compulsively and excessively. More specifically, based on conservation of resource theory and social identity theory, the study tested whether personal (i.e., career insecurity, extrinsic career goals, and career commitment) and contextual variables (i.e., career barriers and perceived organizational support) are related to workaholism. We tested our assumptions by means of stepwise hierarchical regression analyses within a large s le of N = 685 scientists working in different occupational fields (e.g., social science, arts and humanities, economics, and science, technology, engineering, mathematics) in German research institutes and universities. The results showed that career insecurity, career barriers, career commitment, and extrinsic career goals were positively associated, and perceived organizational support was negatively associated, with workaholism. Furthermore, the set of analyzed career variables showed incremental validity and explained a significant portion of variance in workaholism beyond control variables (i.e., gender, age, work hours, and occupational field) and personality (i.e., extroversion, conscientiousness, and neuroticism).
Publisher: SAGE Publications
Date: 09-2020
Abstract: Adolescents and students are faced with the developmental task of becoming prepared for a career and master future career transitions. Existing research has investigated a range of concepts relating to career preparedness, including predictors and outcomes. However, this body of work is fragmented as a number of different conceptualizations and measurements related to career preparedness exist. Thus, the goal of this review is to provide an overview of the different concepts that have been used to describe and measure career preparedness. Based on a comprehensive review of empirical articles on maturity, readiness, adaptability, preparedness, and preparation, we propose an organizing framework of the erse attitudes, knowledge and competencies, and behaviors required for career preparedness. We also review the empirical research on predictors and outcomes of career preparedness. We close by identifying issues in the conceptualization and measurement of different constructs and provide suggestions for future research, and implications for theory and practice.
Publisher: Wiley
Date: 06-2011
Publisher: SAGE Publications
Date: 19-02-2012
Abstract: The present study explores what mechanism might be responsible for the reported link between presence of a calling in one’s career and life satisfaction. It is proposed that vocational identity achievement acts as one important mediator of this relation and that the effects can be observed even when controlling for core self-evaluations (CSEs). The study used a short-term longitudinal design based on a s le of 269 German college students from different majors. The results confirmed the mediation model, with calling predicting vocational identity achievement 6 months later and identity serving as a stronger predictor of life satisfaction, all controlling for CSEs. However, contrary to previous research, presence of calling was not directly related to life satisfaction and even showed a negative relation when vocational identity achievement was controlled. The results are interpreted to suggest a multifaceted relation between calling and life satisfaction.
Publisher: Wiley
Date: 03-12-2022
DOI: 10.1111/JOOP.12416
Abstract: The necessity to actively manage the work–home boundaries has drastically increased. We postulate that work–home integration may affect in iduals' subjective career success via its positive effects on work goal attainment and exhaustion. Furthermore, we study perceived supervisor expectation for employee work–home integration as a boundary condition. Our three‐wave online survey with 371 employees showed support for the two hypothesized moderated mediation effects. Work–home integration preference is indirectly related to subjective career success: (1) positively via home‐to‐work transitions and work goal attainment and (2) negatively via home‐to‐work transitions and exhaustion. Perceived supervisor expectation constrained work–home integration preference's direct effect on home‐to‐work transitions and indirect effects on subjective career success. Exploratory analysis revealed that exhaustion negatively affected all career success dimensions, whereas work goal attainment was only related to some. Our results indicate that supervisor expectation can override the effect of employee's work–home integration preference on home‐to‐work transitions which have a double‐edged sword effect on subjective career success. Our study contributes to integrating the careers and work–life interface literature and incorporating contextual factors. Furthermore, with the exploration of differential effects on subjective career success, we advance our understanding of this outcome's nomological network.
Publisher: Springer Science and Business Media LLC
Date: 19-05-2022
DOI: 10.1007/S10869-021-09751-6
Abstract: Pursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how in iduals can actively manage the work–family interface. We examined the role of action regulation at the work–family interface (AR-WF) as an integrated in idual-level approach to attain favorable work–family outcomes through the selection and pursuit of goals at the work–family interface. We investigated the relation of AR-WF to theoretically derived correlates and outcomes in two time-lagged studies with s les from the USA and Germany, based on a newly developed and validated measure to assess AR-WF. Overall, results showed that AR-WF is positively related to dispositional self-regulation, work and family role commitment, work and family goal regulation, and work and family social support. In contrast, AR-WF was largely unrelated to work and family role demands and segmentation or integration boundary enactment. AR-WF further positively related to work and family goal attainment, as well as work–family enrichment beyond related constructs. However, AR-WF was also positively related to increased work-to-family conflict. We discuss how a focus on action regulation can be useful for attaining a better understanding of the active role that people play in managing multiple role demands at the work–family interface.
Publisher: Springer Berlin Heidelberg
Date: 2017
Publisher: Elsevier BV
Date: 10-2011
Publisher: Elsevier BV
Date: 06-2018
Publisher: Wiley
Date: 03-2017
DOI: 10.1002/CDQ.12076
Publisher: SAGE Publications
Date: 2012
DOI: 10.1002/PER.812
Abstract: This person–centred study investigated the longitudinal patterns of vocational identity development in relation to personality, the development of well–being, gender, nationality and the attended school track among two cohorts of Swiss adolescents in 8th or 9th grade ( N = 269) and in 11th or 12th grade ( N = 230). The results confirmed the existence of four identity statuses, namely, achievement, foreclosure, moratorium and diffusion. Forty–two per cent of students showed progressive patterns of identity development, while 37% remained in their identity status over time. Students with different statuses and status change patterns differed significantly in their personality traits. Higher neuroticism related to the emergence of identity exploration over time, while conscientiousness related to maintaining or achieving a sense of identity commitment in terms of achievement or foreclosure. Controlling for the effects of socio–demographics and personality traits, students who reached or maintained a state characterized by identity clarity and commitment showed a relative increase in life satisfaction, while those entering a state of identity crisis or exploration showed a decrease in life satisfaction. Copyright © 2011 John Wiley & Sons, Ltd.
Publisher: Elsevier BV
Date: 02-2016
Publisher: Center for Open Science
Date: 02-05-2019
Abstract: Career self-management (CSM) is an important factor for achieving career wellbeing and is becoming increasingly crucial in career environments characterized by higher volatility, uncertainty, complexity, and ambiguity. In this chapter, we provide an overview of current research on CSM, and conceptually and empirically clarify its relation to career wellbeing. First, we define CSM and delineate its dimensionality. Second, we concisely summarize the empirical research on predictors and career wellbeing related outcomes of CSM. Third, based on our literature review, we suggest how CSM can be promoted through interventions, and how organizations can create synergies between organizational and in idual career management. Finally, we suggest avenues for further research addressing identified research gaps: conceptual refinement, investigating facilitators of CSM at different action stages, broadening the scope of investigated career wellbeing outcomes of CSM, conducting theory-based intervention studies to systematically promote CSM, and examining contextual influences emerging in Industry 4.0 work-life spaces.
Publisher: Center for Open Science
Date: 22-05-2020
Abstract: Pandemics have historically shaped the world of work in various ways. With COVID-19 presenting as a global pandemic, there is much speculation about the impact that this crisis will have for the future of work and for people working in organizations. In this article, we discuss 10 of the most relevant research and practice topics in the field of industrial and organizational (IO) psychology that will likely be impacted by COVID-19. For each of these topics, the pandemic crisis is creating new work-related challenges, but also presenting various opportunities. The topics discussed herein include occupational health and safety, work-family issues, telecommuting, virtual teamwork, job insecurity, precarious work, leadership, human resources policy, the aging workforce, and careers. This article sets the stage for further discussion of various ways in which IO psychology research and practice can address the impacts of COVID- 19 for work and organizational processes that are affecting workers now and will shape the future of work and organizations in both the short and long term. This article concludes by inviting IO psychology researchers and practitioners to address the challenges and opportunities of COVID-19 head-on by proactively innovating the work that we do in support of workers, organizations, and society as a whole.
Publisher: Edward Elgar Publishing
Date: 26-06-2015
Publisher: SAGE Publications
Date: 06-02-2013
Abstract: Career counselors are often concerned with stability and likelihood of implementation of clients’ career intentions. It is often assumed that the status in career decision making (CDM) is one likely indicator yet, empirical support for this assumption is sparse. The present study focused on entrepreneurial career intentions (EI) and showed that German university students ( N = 1,221), with high EI can be found in very different empirically derived CDM statuses that range from preconcern to mature decidedness. Longitudinal analyses ( n = 561) showed that career choice foreclosure (high decidedness/low exploration) related to more EI stability and that mature decidedness (high decidedness/high exploration) lified effects of EI on opportunity identification, a form of EI actualization. The results imply that CDM statuses are useful to estimate stability and actualization of career intentions.
Publisher: Hogrefe Publishing Group
Date: 04-2016
DOI: 10.1026/0932-4089/A000210
Abstract: Abstract. Vocational interest characteristics – interest congruence, interest differentiation, and general interest level (elevation) – are useful indicators for career development. However, research on these issues has primarily focused on adolescents in the transition from school to work and analyzed a limited set of career-related correlates. This study extends this line of research by exploring the relationships of interest congruence, interest differentiation, and interest elevation with several indicators of career preparedness (i. e., career planning, occupational self-efficacy beliefs, career decidedness, and career engagement) among a s le of emerging adults during their university studies in Germany. Data from 239 students representing a wide range of majors were collected via an online questionnaire. Controlling for sociodemographic variables, multiple regression analyses revealed that differentiation was positively associated with career decidedness and career engagement and elevation was positively related to occupational self-efficacy beliefs and career engagement. We discuss the findings regarding the importance of differences in vocational interest characteristics for the career preparedness of university students.
Publisher: Emerald
Date: 09-11-2015
Abstract: – The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and moderated by job insecurity in a s le of Chinese employees. – Among a s le of Chinese employees ( n =263), in this paper, a moderated mediation analysis with bootstrapping was applied to test the hypotheses. – The results showed that calling mediates the effects of a self-directed career attitude on career satisfaction and life satisfaction. Job insecurity moderated the effect on life satisfaction but not on career satisfaction. The effect on life satisfaction were stronger under higher levels of job insecurity. – These results suggest that a self-directed career attitude may help people develop a calling, which in turn relates to increased subjective career success and well-being. In addition, the notion of a calling may be especially important for well-being in unstable job circumstances. – This study is the first to explore a calling and a self-directed career attitude in a s le of Chinese employees. Corresponding to contemporary China’s rapidly changing context of economy and career development, a self-directed career orientation plays an important role in Chinese employees’ calling and subjective career success.
No related grants have been discovered for Andreas Hirschi.