100 years of applied psychology research on individual careers: From career management to retirement.

Wang, Mo; Wanberg, Connie R.

doi:10.1037/apl0000143

Cited by 149 publications

(153 citation statements)

References 194 publications

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“…As such, career success is defined as "the accomplishment of desirable work-related outcomes at any point in a person's work experiences over time" (Arthur et al, 2005, p. 179). This traditional conceptualization of career outcomes is relevant for employees who work in a single company during their whole employment (Wang and Wanberg, 2017). Today, however, individuals move from firm to firm and from job to a job frequently, and they also find themselves in novel employment relationships, such as freelancing (van den Born and van Witteloostuijn, 2013; Kuhn, 2016), temporary and contract working conditions (Davis-Blake and Uzzi, 1993), and recareering or mid-and late-career changes (Wöhrmann et al, 2014;Rice, 2015;Robertson, 2017).…”

Section: Personal Branding and Career Outcomesmentioning

confidence: 99%

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

2019

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There is a growing amount of attention being brought to personal branding as an effective career behavior, but little is known about the factors that predict personal branding behaviors and their outcomes. In two studies (N = 477) across two distinctly different cultural contexts (Western and Asian) based on a newly developed and validated scale of personal branding, we have examined the antecedents and outcomes of personal branding. The findings confirm that personal branding leads to greater career satisfaction, fully mediated by perceived employability. Career achievement aspiration was the strongest predictor of engaging in personal branding, while career feedback negatively related to personal branding intention and career self-efficacy positively related to personal branding but not to personal branding intention. These findings highlight the importance of personal branding as a contemporary career technique in promoting one's personal brand identity to achieve beneficial career outcomes.

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Section: Personal Branding and Career Outcomesmentioning

confidence: 99%

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

2019

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“…Longitudinal designs can also illuminate how career orientations' effects change over time. For example, does proactive ca-reer orientation lead to different self-management behaviors as individuals move from the exploration and establishment to the maintenance and retirement career stages (Super & Hall, 1978;Wang & Wanberg, 2017;Zacher & Frese, 2009)? Future longitudinal studies of career orientations are needed.…”

Section: Study Limitationsmentioning

confidence: 99%

Protean and boundaryless career orientations: A critical review and meta-analysis

Wiernik¹,

Kostal²

2018

Preprint

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The protean/boundaryless career concepts refer to people becoming more self-directed and flexible in managing their careers in response to societal shifts in work arrangements. A sizeable literature has emerged on protean/boundaryless career orientations/preferences (PBCO). Questions remain, however, about the structure of PBCO and whether they predict important criteria. The PBCO literature is largely disconnected from broader individual-level career research, making it unclear how PBCO intersect with career models based on other characteristics. We address these questions by systematically reviewing/meta-analyzing PBCO research. Based on 135 demographically/occupationally-diverse samples from 35 countries (45,288 individuals), we find no support for traditional distinctions between protean and boundaryless orientations—protean self-directed, protean values-driven, and boundaryless psychological mobility all load onto a single general factor, labelled “proactive career orientation”, and are only weakly related to boundaryless physical mobility preferences. We also find PBCO predict career self-management behaviors and satisfaction but are less related to non-career-focused attitudes, objective success, or physical mobility behavior. PBCO are strongly related to proactivity-related and self-efficacy personality traits. We use these findings to propose an integrative model for how PBCO and other dispositions mutually influence career behavior. We discuss when PBCO may have advantages over broad traits for understanding careers, implications for counseling practice, and directions for future research.

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“…Contemporary vocational trajectories unfold in increasingly volatile, globalized, and destabilized occupational environments (Briscoe & Hall, 2006;Fugate, Kinicki, & Ashforth, 2004;Savickas, 2012). In the light of this, notions of career self-management and self-direction have attracted growing scholarly attention (King, 2004;Koen, Klehe, & van Vianen, 2012;Lent & Brown, 2013;Sullivan & Baruch, 2009;Wang & Wanberg, 2017). Particularly relevant in this regard are the career management constructs of career adaptability and proactive career behaviours, which are frequently framed against the background of career construction theory (CCT; e.g., Johnston, 2016;Parker & Collins, 2010;Rudolph, Lavigne, & Zacher, 2017;Strauss, Griffin, & Parker, 2012).…”

mentioning

confidence: 99%

How do career adaptability and proactive career behaviours interrelate over time? An inter‐ and intraindividual investigation

Spurk

Volmer

Orth

et al. 2019

J Occupat & Organ Psyc

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Using and extending career construction theory (CCT), this study disentangled parallel and attenuating relationships between career adaptability and proactive career behaviours on both the interindividual and intraindividual levels. Using a large heterogeneous sample of working adults, univariate and bivariate latent growth curve analyses were conducted (three measurement points, 9‐month time span). On the one hand, career adaptability and proactive career behaviours showed positive relations of initial interindividual levels. Furthermore, intraindividual changes in career adaptability and proactive career behaviours were positively related, pointing towards a parallel development. On the other hand, as predicted, the initial level of career adaptability was negatively related to the slope of developmental trajectories of proactive career behaviours. In other words, because the average growth rate for proactive career behaviours was negative, this means that individuals with higher initial career adaptability showed stronger decreases in proactive career behaviours. Finally, only the intraindividual developments of career adaptability, but not of proactive career behaviours, positively predicted higher levels of career satisfaction. These findings point towards diverse developmental relationships between career adaptability and proactive career behaviours. Results are discussed against the background of CCT and successful career development. Practitioner Points Organizational and individual career management should account for diverse interdependencies of career adaptability and proactive career behaviour developments. Career counselling that fosters career adaptability goes along with proactive career behaviour enhancement, and vice versa, within the same clients. Higher levels of initial career adaptability accelerate the decrease in proactive career behaviours within the same persons. Career adaptability should be increased within clients and employees because this increase predicts higher levels of career satisfaction.

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100 years of applied psychology research on individual careers: From career management to retirement.

Cited by 149 publications

References 194 publications

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

Protean and boundaryless career orientations: A critical review and meta-analysis

How do career adaptability and proactive career behaviours interrelate over time? An inter‐ and intraindividual investigation

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