Antecedents and outcomes of Hungarian nurses’ career adaptability

Abstract

Purpose With the ageing global population the demand for nursing jobs and the requirements for complex care provision are increasing. In consequence, nursing professionals need to be ready to adapt, obtain variety of skills and engage in career self-management. The purpose of this paper is to investigate individual, micro-level, resources and behaviors that can facilitate matching processes between nursing professionals and their jobs. Design/methodology/approach A survey-based study was conducted among 314 part-time and full-time nursing professionals in Hungary. Findings Consistent with the career construction theory, this study offers evidence on career adaptability as a self-regulatory resource that might stimulate nurses’ adaptation outcomes. Specifically, it demonstrates positive relationships between adaptive readiness (proactive personality and conscientiousness), career adaptability, adapting behaviors (career planning and proactive skill development) and adaptation outcomes (employability and in-role performance). Research limitations/implications The cross-sectional design limits causal inference. Relatively small sample of full-time professionals for whom supervisory-ratings were obtained yields the need of further replication. Practical implications Stimulating development of nurses’ career adaptability, career planning, and proactive skill development can contribute to sustainable career management. It can facilitate the alignment of nurses to performance requirements of their current jobs, preventing individual person-job mismatch. Originality/value Zooming into the context of nursing professionals in Hungary, the study elucidates the understudied link between adaptivity and adapting responses and answers the call for more research that employs other-ratings of adaptation outcomes. It demonstrates the value of career adaptability resources for nurses’ employability and in-role performance.

The relationship between employability skills and career adaptability: a case of undergraduate students of the United Arab Emirates

“…Similar results were found in previous international validation studies. For example, studies with samples from Hungary (concern: 0.79; control: 0.96; curiosity: 0.87; confidence: 0.92; Pajic et al, 2018), Cyprus (concern: 0.77; control: 0.78; curiosity: 0.79; confidence: 0.78; Safavi and Bouzari, 2019), Turkey (concern: 0.87; control: 0.79; curiosity: 0.85; confidence: 0.86; € Oncel, 2014), Iran (concern: 0.80; control: 0.93; curiosity: 0.90; confidence: 0.87; McKenna et al, 2016) and South Korea (concern: 0.80; control: 0.79; curiosity: 0.97; confidence: 0.91; Tak, 2012) found that all items had satisfactory factor loadings (i.e. greater than 0.50) (Kline, 2015).…”

Predictors of subjective career success amongst women employees: moderating role of perceived organizational support and marital status

“…Hussain and Malik (2018) conducted a study on female business students in Pakistan and found that a proactive attitude leads to self-direction and results in a positive perception of career success amongst women. Researchers have studied the relationship between proactive personality and individual-level outcomes, such as career, job satisfaction and performance assessment (Van Dyne and LePine, 1998;Grant and Ashford, 2008), as well as organizational outcomes such as organizational performance (Tornau and Frese, 2013;Pajic et al, 2018). It is, therefore, important to investigate the relationship between proactive career behavior and SCS.…”

Interpretar o Trabalho como um Chamado Contribui para a Empregabilidade ou a Atrapalha?

“…Apesar dos resultados mistos, pode-se sugerir que a relação tende a ser encontrada, uma vez que chamados geralmente promovem maior autoconsciência e capacidade de adaptação, que são características relevantes para a constituição da empregabilidade (FUGATE; KINICKI; ASHFORTH., 2004). Além disso, chamados têm se mostrado como antecedentes de variáveis como adaptabilidade de carreira (DOUGLASS; DUFFY, 2015) e autoeficácia (KAMINSKY; BEHREND, 2015), que podem ser entendidas como construtos que facilitam a formação da empregabilidade (HUANG, 2015;PAJIC et al, 2018). Assim, propõe-se que: H1: Há uma relação positiva entre perceber um chamado e a empregabilidade.…”