Career adaptability and perceived overqualification: Testing a dual-path model among Chinese human resource management professionals

Yang, Weiguo; Guan, Yanjun; Lai, Xin; She, Zhuolin; Lockwood, Andrew

doi:10.1016/j.jvb.2015.08.007

Cited by 54 publications

(45 citation statements)

References 37 publications

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“…Ito and Brotheridge (2005) argued that participation in decision-making and autonomy as well as career support received from supervisors (information, advice, and encouragement), stimulate CA. Yang et al (2015) reached the same conclusion, and specified that colleagues' support has positive impact on individuals who enjoy their work environment and excel in their jobs by performing better than those with less support.…”

Section: Perceived Organizational Support As a Predictor Of Camentioning

confidence: 77%

“…Recently, some studies have focused on the work social support as a predictor of CA (Ito & Brotheridge, 2005;Yang et al, 2015). According to Karatepe and Olugbade (2017), the social support received at the workplace is a prerequisite condition for people with changing professional roles and who have to deal with careers transitions.…”

Section: Perceived Organizational Support As a Predictor Of Camentioning

confidence: 99%

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Influence of the Psychological Capital and Perceived Organizational Support on Subjective Career Success: The Mediating Role of Women's Career Adaptability in the Saudi Context

Ibrahim¹,

Amari²

2018

IJBM

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This paper is the first to explore predictors' keys of career adaptability and subjective career success in the Saudi context. Many employees, especially women, are facing several challenges in their work, and career adaptability is a way to overcome these difficulties to reach the career success. This research investigated the mediating role of career adaptability (CA) in the relation between both psychological capital (PsCap) and perceived organizational support (POS), as predictors of CA, and subjective career success (SCS). To test our hypotheses, we collected survey data from academic staff in Saudi universities in Riyadh. The results revealed a significant relation between both (PsyCap) and POS on CA. This relation also influenced the SCS through a partial mediation of CA.

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Section: Perceived Organizational Support As a Predictor Of Camentioning

confidence: 77%

Section: Perceived Organizational Support As a Predictor Of Camentioning

confidence: 99%

Influence of the Psychological Capital and Perceived Organizational Support on Subjective Career Success: The Mediating Role of Women's Career Adaptability in the Saudi Context

Ibrahim¹,

Amari²

2018

IJBM

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“…Following Hou et al (2012), a confirmatory factor analysis (CFA) (concern, control, curiosity, and confidence were first-order factors loaded on the second-order factor, i.e., career adaptability) was performed to test the factor structure of the CAAS-China. Results indicated that this higher-order factorial model adequately fit the data (χ 2 = 533.57, df = 248, SRMR = .05, RMSEA = .07, CFI = .91), considering the relatively small sample size (Guan et al, 2013;Yang, Guan, Lai, She, & Lockwood, 2015). Cronbach's alpha coefficients for the four subscales were .86 (concern), .83 (control), .85 (curiosity), and .85 (confidence).…”

Section: Career Adaptabilitymentioning

confidence: 87%

The relationship between career adaptability and job content plateau: The mediating roles of fit perceptions

Jiang

2016

Journal of Vocational Behavior

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This study is the first to test career adaptability as an antecedent of the job content plateau. Based on career construction theory and person-environment fit theory, it examined the mediating effects of person-job fit and person-organization fit on the relationship between career adaptability and the job content plateau. Results from 270 full time workers showed that employees with higher levels of career adaptability were less likely to experience job content plateaus. Partial mediating effects were found for both person-job fit and personorganization fit. Specifically, career adaptability firstly led to increased person-job fit and person-organization fit, which in turn resulted in decreased job content plateaus. Additional analyses showed that the mediating effect of person-job fit was stronger for female than for male employees. This study identified a new antecedent (i.e., career adaptability) of the job content plateau and revealed the functional mechanism underlying the effect of this antecedent. It offers innovative and useful insights for career management practice.

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“…The data for this study were collected in 2014 through an online survey (see Yang, Guan, Lai, She, & Lockwood, 2015). With the help of an association for human resource management professionals, e-mails were sent inviting participants to take part.…”

Section: Methods Participants and Proceduresmentioning

confidence: 99%

Predicting Chinese human resource managers' strategic competence: Roles of identity, career variety, organizational support and career adaptability

Guan

Yang

Zhou

et al. 2016

Journal of Vocational Behavior

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Career adaptability and perceived overqualification: Testing a dual-path model among Chinese human resource management professionals

Cited by 54 publications

References 37 publications

Influence of the Psychological Capital and Perceived Organizational Support on Subjective Career Success: The Mediating Role of Women's Career Adaptability in the Saudi Context

Influence of the Psychological Capital and Perceived Organizational Support on Subjective Career Success: The Mediating Role of Women's Career Adaptability in the Saudi Context

The relationship between career adaptability and job content plateau: The mediating roles of fit perceptions

Predicting Chinese human resource managers' strategic competence: Roles of identity, career variety, organizational support and career adaptability

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