Match!

Career adaptability, job search self-efficacy and outcomes: A three-wave investigation among Chinese university graduates

Published on Dec 1, 2013in Journal of Vocational Behavior3.387
· DOI :10.1016/j.jvb.2013.09.003
Yanjun Guan21
Estimated H-index: 21
(RUC: Renmin University of China),
Hong Deng9
Estimated H-index: 9
(LSE: London School of Economics and Political Science)
+ 7 AuthorsYuhui Li3
Estimated H-index: 3
(RUC: Renmin University of China)
Abstract
Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.
  • References (31)
  • Citations (97)
📖 Papers frequently viewed together
518 Citations
717 Citations
128 Citations
78% of Scinapse members use related papers. After signing in, all features are FREE.
References31
Newest
#1Laramie R. Tolentino (ANU: Australian National University)H-Index: 6
#2Patrick Raymund James M. Garcia (ANU: Australian National University)H-Index: 12
Last. Robert L. Tang (De La Salle–College of Saint Benilde)H-Index: 14
view all 5 authors...
Abstract This paper presents the validation of the Career Adapt-Abilities Scale (CAAS) in the Philippine context. The CAAS consists of four subscales, with six items each, measuring self-regulative psychosocial resources (e.g., concern, curiosity, control, and confidence) for coping with occupational tasks and transitions. Filipino university students ( N = 289) and working adults ( N = 495) participated in the study. Internal consistency estimates for the full scale and subscales ranged from .8...
58 CitationsSource
#1Claire S. Johnston (UNIL: University of Lausanne)H-Index: 8
#2Eva C. Luciano (UZH: University of Zurich)H-Index: 6
Last. Jérôme Rossier (UNIL: University of Lausanne)H-Index: 29
view all 5 authors...
Career adapt-ability has recently gained momentum as a psychosocial construct that not only has much to offer the field of career development, but also contributes to positive coping, adjustment and self-regulation through the four dimensions of concern, control, curiosity and confidence. The positive psychology movement, with concepts such as the orientations to happiness, explores the factors that contribute to human flourishing and optimum functioning. This research has two main contributions...
63 CitationsSource
#1Andrew F. Hayes (OSU: Ohio State University)H-Index: 41
Part I: Fundamental Concepts. Introduction. A Scientist in Training. Questions of Whether, If, How, and When. Conditional Process Analysis. Correlation, Causality, and Statistical Modeling. Statistical Software. Overview of this Book. Chapter Summary. Simple Linear Regression. Correlation and Prediction. The Simple Linear Regression Equation. Statistical Inference. Assumptions for Interpretation and Statistical Inference. Chapter Summary. Multiple Linear Regression. The Multiple Linear Regressio...
8,808 Citations
#1Zhi-Jin Hou (BNU: Beijing Normal University)H-Index: 7
#2S. Alvin Leung (CUHK: The Chinese University of Hong Kong)H-Index: 18
Last. Hui Xu (BNU: Beijing Normal University)H-Index: 7
view all 5 authors...
Abstract The Career Adapt-Abilities Scale (CAAS)—China Form consists of four subscales, with six items each to measure Concern, Control, Curiosity, and Confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. This study investigated the construction and validation of its Chinese Form. Results indicated that 1) internal consistency estimates for the subscale and total scores ranged from good to excellent; 2) the factor structure of this sc...
60 CitationsSource
#1Mark L. Savickas (NEOMED: Northeast Ohio Medical University)H-Index: 36
#2Erik J. Porfeli (NEOMED: Northeast Ohio Medical University)H-Index: 20
518 CitationsSource
#1Ryan D. Zimmerman (A&M: Texas A&M University)H-Index: 18
#2Wendy R. BoswellH-Index: 32
Last. John W. Boudreau (SC: University of Southern California)H-Index: 36
view all 5 authors...
Research suggests that certain personality characteristics lead to greater (or lesser) withdrawal from work, yet little research has examined exactly how personality translates into withdrawal behavior. To address this question, the present study demonstrated that the approach-avoidance personality traits of extraversion and neuroticism each showed simultaneous positive and negative effects on job search behaviors of employed individuals depending on the mediating mechanism involved (i.e., ambit...
32 CitationsSource
#1Connie R. Wanberg (UMN: University of Minnesota)H-Index: 30
#2Jing Zhu (HKUST: Hong Kong University of Science and Technology)H-Index: 26
Last. Zhen Zhang (ASU: Arizona State University)H-Index: 24
view all 4 authors...
We propose and examine a self-regulatory framework focused on understanding the dynamics of job search intensity and mental health over the first several months of unemployment. We use a repeated-m...
71 CitationsSource
#1Wendy R. Boswell (A&M: Texas A&M University)H-Index: 32
#2Ryan D. Zimmerman (A&M: Texas A&M University)H-Index: 18
Last. Brian W. Swider (A&M: Texas A&M University)H-Index: 10
view all 3 authors...
Job search behaviors occur across various contexts, involving diverse populations of job seekers searching for employment opportunities. In particular, individuals may search for their first jobs following a period of education, may seek reemployment following job loss, or may search for new opportunities while currently employed. Research in each of these contexts has evolved somewhat separately, yet there is value to applying the ideas and findings from one search context to other search conte...
104 CitationsSource
#1Yanjun Guan (RUC: Renmin University of China)H-Index: 21
#2Hong Deng (CityU: City University of Hong Kong)H-Index: 9
Last. Fanjun Li (PKU: Peking University)H-Index: 1
view all 5 authors...
The current research investigated whether employees' self-construals moderated the effects of supplementary fit and complementary fit on their work-related outcomes (i.e. affective commitment and citizenship behavior). An organisational sample of 317 Chinese employees provided evidence that the relations between supplementary fit and these two work-related outcomes were stronger among employees with a higher interdependent self-construal. Conversely, the relations between complementary fit and w...
24 CitationsSource
#1Hong Deng (CityU: City University of Hong Kong)H-Index: 9
#2Yanjun Guan (RUC: Renmin University of China)H-Index: 21
Last. Tian Hu (PKU: Peking University)H-Index: 2
view all 5 authors...
In recent decades, person–organization (P–O) fit has been established as an important predictor of work-related attitudes (e.g., Hoffman & Woehr, 2006; Kristof-Brown, Zimmerman, & Johnson, 2005). However, research has revealed the existence of boundary conditions for effects of P–O fit (e.g., employees' personality, perceptions of other aspects of their jobs; Resick, Baltes, & Shantz, 2007). We argue that people's worldview may also moderate this process, adding predictive power above and beyond...
11 CitationsSource
Cited By97
Newest
#1Xuhua Yang (Capital University of Economics and Business)H-Index: 1
#2Yanjun Guan (Durham University)H-Index: 21
Last. Hanlin Hu (Durham University)H-Index: 1
view all 7 authors...
Drawing on career construction theory and leader-member exchange (LMX) theory, this research examined the mediating role of LMX in explaining the effect of employee career adaptability on career prospects, as well as the moderating role of agreeableness in this process. Two field studies were conducted among Chinese employees and their supervisors to test this model. In study 1, time-lagged multi-source data were collected from 252 employees and 69 supervisors. The results showed that supervisor...
Source
Abstract Past research has predominantly used the Career Adapt-Abilities Scale total score to indicate career adaptability and found promising evidence for the importance of career adaptability. However, there remains a critical gap between the research popularity and the incremental validity of the CAAS total score, which concerns its additive predictions for career criteria beyond general self-efficacy. To solidify the empirical foundation of career adaptability, we used a sample of employees ...
Source
#1Christian Yao (Victoria University of Wellington)H-Index: 4
#2Zheng (Daniel) Duan (Victoria University of Wellington)H-Index: 1
Last. Yehuda Baruch (University of Southampton)H-Index: 44
view all 3 authors...
Source
#1Víctor VallsH-Index: 3
Last. Esperanza Rocabert (University of Valencia)H-Index: 1
view all 4 authors...
Abstract This study examines the relationship between university graduates' proactive personality and two early employment outcomes (i.e., employment status and perceived overqualification). Specifically, we propose two moderated mediation models, one for each employment outcome, with career planning as a mediator and core self-evaluations as a moderator in the proactive personality-employment outcomes link. The study sample consisted of 315 graduates, and a time-lagged design with two data-coll...
Source
#1Ieva Urbanavičiūtė (UNIL: University of Lausanne)H-Index: 4
#2Shagini Udayar (UNIL: University of Lausanne)H-Index: 2
Last. Jérôme Rossier (UNIL: University of Lausanne)H-Index: 29
view all 4 authors...
The present study compares the mean levels and growth in job insecurity across employees’ precariousness profiles as defined by a combination of perceived employability and financial difficulties. Drawing on the labor market precariousness and workplace stress literature, we hypothesized that employees with the most precarious profile would report elevated levels of job insecurity followed by a growth trend. Moreover, career adaptability was expected to act as a resource for counteracting job in...
1 CitationsSource
#1Idda Felice S. Francisco (UST: University of Santo Tomas)
#2Mary Caroline N. Castano (UST: University of Santo Tomas)H-Index: 2
Source
Job applicants are increasingly turning to LinkedIn for their job search, so much so that it is supplanting traditional job search tools in many ways. Despite this widespread usage, scholarly research that explores its efficacy and the mechanisms for job search success (or failure) in this context is lacking. Accordingly, we rely upon social-cognitive theory and self-regulation theory to explore beneficial and adverse outcomes of searching for a job on LinkedIn as well as these outcomes' influen...
Source
#1Emmanuel Affum-Osei (CUHK: The Chinese University of Hong Kong)H-Index: 2
#2Eric Adom Asante (Lingnan University)H-Index: 1
Last. Inusah Abdul-Nasiru (University of Ghana)H-Index: 4
view all 4 authors...
AbstractWith the increasing need for dynamism in the world, organizations and researchers have been interested in how employees can easily cope with change and be flexible on the job by using their...
1 CitationsSource
#1Velly Ndlovu (UNISA: University of South Africa)
#2Nadia Ferreira (UNISA: University of South Africa)H-Index: 7
This study explored the relationship between psychological hardiness and career adaptability of students at Technical and Vocational Education and Training (TVET) Colleges. Participants were a conv...
Source
Source