Match!

Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations

Published on Feb 1, 2014in Journal of Vocational Behavior3.387
· DOI :10.1016/j.jvb.2013.10.002
Hannes Zacher32
Estimated H-index: 32
(UQ: University of Queensland)
Sources
Abstract
The Career Adapt-Abilities Scale (CAAS) measures career adaptability as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations. Data came from a large and heterogeneous sample of employees in Australia (N=1723). Results showed that overall career adaptability positively predicted career satisfaction and self-rated career performance above and beyond the Big Five personality traits and core self-evaluations. In addition, concern and confidence positively predicted the two indicators of subjective career success. The findings provide further support for the incremental validity of the CAAS.
  • References (60)
  • Citations (128)
📖 Papers frequently viewed together
518 Citations
717 Citations
2005
1 Author (Mark L. Savickas)
820 Citations
78% of Scinapse members use related papers. After signing in, all features are FREE.
References60
Newest
#1Melinde Coetzee (UNISA: University of South Africa)H-Index: 23
#2Nisha Harry (UNISA: University of South Africa)H-Index: 4
Abstract Emotional intelligence and career adaptability are crucial psychosocial meta-capacities for successful adaptation in various spheres of life, including the realm of careers. However, little is known about the relationship between emotional intelligence and Savickas's (2005) notion of career adaptability. The current research examines the relation of emotional intelligence to career adaptability. A cross-sectional survey was conducted with a sample of 409 early career black call center a...
52 CitationsSource
#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
#1Yanjun Guan (RUC: Renmin University of China)H-Index: 21
#2Hong Deng (LSE: London School of Economics and Political Science)H-Index: 9
Last. Yuhui Li (RUC: Renmin University of China)H-Index: 3
view all 10 authors...
97 CitationsSource
#1Christian Maggiori (UNIL: University of Lausanne)H-Index: 7
#2Claire S. Johnston (UNIL: University of Lausanne)H-Index: 8
Last. Jérôme Rossier (UNIL: University of Lausanne)H-Index: 29
view all 5 authors...
106 CitationsSource
#1Armanda Hamtiaux (University of Luxembourg)H-Index: 3
#2Claude Houssemand (University of Luxembourg)H-Index: 9
Last. Pierre Vrignaud (University of Paris)H-Index: 7
view all 3 authors...
Abstract Adaptability, or the capacity to adapt, is a key element in coping or succeeding in our dynamic, ever-evolving world and as such is important across everyone's life in both private and professional settings. The present study investigates the individual adaptability scale proposed by Ployhart and Bliese (2006) . We examine the theoretically defined eight-dimensional structure of individual adaptability and analyze convergent validity of the concept. Following the aim of validating the s...
33 CitationsSource
#1Claire S. Johnston (UNIL: University of Lausanne)H-Index: 8
#2Jean-Paul Broonen (University of Liège)H-Index: 4
Last. Jérôme Rossier (UNIL: University of Lausanne)H-Index: 29
view all 8 authors...
Abstract This study presents the validation of a French version of the Career Adapt-Abilities Scale in four Francophone countries. The aim was to re-analyze the item selection and then compare this newly developed French-language form with the international form 2.0. Exploratory factor analysis was used as a tool for item selection, and confirmatory factor analysis (CFA) verified the structure of the CAAS French-language form. Measurement equivalence across the four countries was tested using mu...
24 CitationsSource
#1Allan B. de Guzman (UST: University of Santo Tomas)H-Index: 11
#2Kyoung Ok ChoiH-Index: 1
Abstract This two pronged study reports the initial validation of the psychometric properties and factor structure of the Career Adapt-Abilities Scale (CAAS) in the context of Papua New Guinea (PNG) and the investigation of the relationship between employability skills and career adaptability. Results of the study revealed that CAAS can be a valid and useful measurement for assessing career adaptability in the context of Papua New Guinea. Via canonical correlation analysis (CCA), significant rel...
67 CitationsSource
#1Torsten Biemann (University of Cologne)H-Index: 16
#2Hannes Zacher (UQ: University of Queensland)H-Index: 32
Last. Daniel C. Feldman (University System of Georgia)H-Index: 2
view all 3 authors...
Using 20 years of employment and job mobility data from a representative German sample (N = 1259), we employ optimal matching analysis (OMA) to identify six career patterns which deviate from the traditional career path of long-term, full-time employment in one organization. Then, in further analyses, we examine which socio-demographic predictors affect whether or not individuals follow that traditional career path. Results indicate that age, gender, marital status, number of children, education...
78 CitationsSource
#1Salvatore Soresi (UNIPD: University of Padua)H-Index: 24
#2Laura Nota (UNIPD: University of Padua)H-Index: 24
Last. Lea Ferrari (UNIPD: University of Padua)H-Index: 15
view all 3 authors...
Abstract The Career Adapt-Abilities Scale (CAAS)-Italian Form consists of four 6-item scales, which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. The 24-item CAAS-Italian Form is identical to the International Form 2.0. The factor structure was similar to the one computed for combined data from 13 countries. Internal consistency estimate for the four subscale and total scores was good. C...
70 CitationsSource
Cited By128
Newest
Abstract Several studies have focused on stable personality traits as antecedents of career adaptability, but few have investigated more dynamic aspects of personality in relation to career adaptability. Recent theories on personality such as Whole Trait Theory (Fleeson, 2015) recognize that traits are often aroused in one situation but not in another (Allport, 1937), and that individuals are more or less flexible in responding to different situations. This flexibility is defined as within-perso...
Source
#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
#1Casey Giordano (UMN: University of Minnesota)H-Index: 2
#2Deniz S. Ones (UMN: University of Minnesota)H-Index: 49
Last. Kevin C. StanekH-Index: 3
view all 4 authors...
Abstract We provide an overview of and guidance for applying exploratory bifactor models to vocational research. First, we describe bifactor models and highlight their potential and actual applications in vocational psychology. Second, we review the theoretical bases of bifactor models and offer methodological guidance to correctly implement and interpret these models in practice. Third, we estimate a bifactor model in two vocational datasets to illustrate the concepts reviewed in this manuscrip...
Source
Source
#1Jos Akkermans (VU: VU University Amsterdam)H-Index: 12
#2Anne Keegan (UCD: University College Dublin)H-Index: 20
Last. Claudia Ringhofer (WU: Vienna University of Economics and Business)H-Index: 2
view all 4 authors...
Project managers experience unique careers that are not yet sufficiently understood, and more people than ever before are pursuing such careers. The research on project management and careers is th...
3 CitationsSource
#1Madeleine Haenggli (University of Bern)
#2Andreas Hirschi (University of Bern)H-Index: 26
Abstract Increasing dynamics of careers make the development and application of different career resources important for successful career development. The study aimed to understand how different career resources are related to each other and different forms of career success, Examining 574 employees with 3-waves of 1-month time lags, we assessed relations between key resources (i.e., self-esteem and optimism), career adaptability resources (i.e., concern, control, curiosity, confidence), and kn...
Source
#1Wenmo ZhangH-Index: 1
#2Yuanyuan XuH-Index: 3
Last. Min LiH-Index: 11
view all 7 authors...
Objective: To develop the Military Career Adaptability Questionnaire (MCAQ) in China and to test its reliability and validity. Methods: In study 1, an open-ended questionnaire survey was conducted among 200 military personnel. Based on the empirical construction by military personnel of various branches, the dimensions of the MCAQ were constructed, and a preliminary questionnaire was prepared. In study 2, the questionnaire survey was conducted in 1,578 participants enrolled through stratified cl...
Source
#1Zhou Jiang (Flinders University)
#1Zhou JiangH-Index: 11
Last. Ingrid NielsenH-Index: 18
view all 3 authors...
Source
#1Ndayiziveyi Takawira (UNISA: University of South Africa)H-Index: 2
This study examined whether perceived organisational support (POS) and social support mediated the relationship between career adaptability and career satisfaction among professional women. The par...
Source