Career adaptability profiles and their relationship to adaptivity and adapting

Hirschi, Andreas; Valero, Domingo Campillo

doi:10.1016/j.jvb.2015.03.010

Cited by 114 publications

(114 citation statements)

References 35 publications

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“…At a broader theoretical level, findings also support the idea that feeling adaptable (career adaptability) may predict adapting (work volition and CDSE), which in turn predicts adaptation (academic satisfaction). In particular, considering that CDSE was the dominant predictor in the model and specifically assesses adapting behaviors around one's career, results add to the literature connecting adaptability, adapting, and adaptation (Hirschi, Herrmann, & Keller, 2015;Hirschi & Valero, 2015).…”

Section: Discussionmentioning

confidence: 74%

Career adaptability and academic satisfaction: Examining work volition and self efficacy as mediators

Duffy

Douglass

Autin

2015

Journal of Vocational Behavior

146

107

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Section: Discussionmentioning

confidence: 74%

Career adaptability and academic satisfaction: Examining work volition and self efficacy as mediators

Duffy

Douglass

Autin

2015

Journal of Vocational Behavior

146

107

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“…Adaptivity refers to a stable psychological trait of readiness and willingness to adapt to career changes (Hirschi, Herrmann, & Keller, 2015;Savickas & Porfeli, 2012). Previous research operationalized adaptivity by considering, among others, both cognitive abilities and personality traits , such as learning goal orientation, proactive personality, career optimism (Tolentino, Sedoglavich, Lu, Garcia, & Restubog, 2014), and core selfevaluations (Hirschi & Valero, 2015). Adaptability instead refers to more transactional and changeable competencies and resources that denote the ability to adapt to changes.…”

Section: Background and Hypothesesmentioning

confidence: 99%

The moderating role of HR practices on the career adaptability–job crafting relationship: a study among employee–manager dyads

Federici

Boon

Hartog

2019

The International Journal of Human Resource Management

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This study aims to investigate whether career adaptability could enhance an employee's work engagement through job crafting behaviors and to address the role of HR practices in this relationship. Based on career construction theory, we first examine whether career adaptability, as a self-regulatory competency may trigger enhanced job crafting behaviors, which in turn increase employee's work engagement. Second, we propose a moderation model in which different implemented high-performance work practices (HPWPs) moderate the relationship between career adaptability and job crafting. The results show that job crafting mediated the positive relationship between career adaptability and work engagement. The results support the hypothesized moderation only for opportunityenhancing HPWPs. The relationship between career adaptability and job crafting is positive and significant for medium and high opportunity-enhancing HPWPs, but not for low levels of this HPWPs domain. The results imply that through the implementation of opportunity-enhancing HPWPs organizations can create a room for employees to express their adaptability at work through crafting their jobs, which in turn relates to work engagement. ARTICLE HISTORY

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“…The CAAS consists of 24 items, with six items per subscale, and uses a Likert‐type scale response format ranging from 1 ( not strong ) to 5 ( strongest ). Participants are asked to identify how strongly they have developed a series of strengths, with sample items including “Preparing for the future,” “Keeping upbeat,” and “Working up to my ability.” The CAAS is gaining support for use in the United States (Autin, Douglass, Duffy, England, & Allan, 2017; Douglass & Duffy, 2015), as well as internationally (Hirschi & Valero, 2015; Nilforooshan & Salimi, 2016). Studies have provided evidence of concurrent validity, with the CAAS showing positive relationships with emotional intelligence (Coetzee & Harry, 2013) and self‐esteem (Rossier, Zecca, Stauffer, Maggiori, & Dauwalder, 2012).…”

Section: Methodsmentioning

confidence: 99%

Career Adaptability of Trauma Survivors: The Moderating Role of Posttraumatic Growth

Prescod

Zeligman

2018

The Career Development Quart

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Impaired functioning in occupational domains is a diagnostic characteristic of posttraumatic stress disorder, and yet the interactions between trauma and career remain understudied. This study examined the relationships between trauma symptoms, posttraumatic growth, and career adaptability in college students who identified as trauma survivors (N = 215). Results indicated that (a) trauma symptoms and posttraumatic growth were both significantly predictive of career adaptability and (b) posttraumatic growth moderated the relationship between trauma and career adaptability. The impact of demographic factors and implications for career counselors and counselor educators are also discussed.

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Career adaptability profiles and their relationship to adaptivity and adapting

Cited by 114 publications

References 35 publications

Career adaptability and academic satisfaction: Examining work volition and self efficacy as mediators

Career adaptability and academic satisfaction: Examining work volition and self efficacy as mediators

The moderating role of HR practices on the career adaptability–job crafting relationship: a study among employee–manager dyads

Career Adaptability of Trauma Survivors: The Moderating Role of Posttraumatic Growth

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