Career adaptivity, adaptability, and adapting: A conceptual and empirical investigation

Career adaptability profiles and their relationship to adaptivity and adapting

“…Previous studies (Hirschi et al, 2015;Tolentino et al, 2014;Zacher, 2014) found that CSE and proactivity are both significantly and positively related to all four career adaptability dimensions. We therefore expected that individual differences in these two variables would significantly predict group membership in one of the career adaptability profiles.…”

“…However, from a conceptual standpoint, career adaptability should be seen as a formative, aggregate construct, and each of its subdimensions contributes to the overall level of adaptability alone and in combination (Savickas, 2013). The empirical validity of the notion that concern, control, curiosity, and confidence are not interchangeable representations of career adaptability stems from studies that show that different dimensions of career adaptability can be differentially related to potential predictors and outcomes (Guan et al, 2013;Hirschi, Herrmann, & Keller, 2015;Rossier, Zecca, Stauffer, Maggiori, & Dauwalder, 2012).…”

“…Adapting should be considered an outcome of career adaptability; it is increased when an individual possesses career adaptability resources in terms of concern, control, curiosity, and confidence (Hirschi et al, 2015). In our studies, we were specifically and environmental sciences (8%).…”

“…Specifically, we examined adaptivity using the two constructs that were used in the study by Hirschi et al (2015): CSE, the "basic, fundamental appraisal of one's worthiness, effectiveness, and capability as a person" (Judge, Erez, Bono, & Thoresen, 2003, p. 304), and proactivity, the relatively stable disposition to effect environmental change by taking personal initiative in a broad range of activities and situations (Crant, 2000). Previous studies (Hirschi et al, 2015;Tolentino et al, 2014;Zacher, 2014) found that CSE and proactivity are both significantly and positively related to all four career adaptability dimensions.…”

Determining Career Resilience

“…Individuals must continuously adapt throughout the life course to respond effectively to changing personal needs and environmental demands and opportunities in order to remain productive, purposeful, and gainfully employed. Recognizing this fact, careers scholars and practitioners around the world today advance career adaptability, particularly within the life-designing paradigm (Savickas et al, 2009) and through narrative practice methods (Maree, 2015), as a cardinal construct useful for understanding vocational behavior and for designing interventions to assist individuals to make changes in self and situation so that they can navigate work and workplaces, increase their employability, and promote self-regulatory cognitions, emotions, behaviors, and attitudes essential for career satisfaction and success (e.g., de Guzman & Choi, 2013;Glavin, 2015;Hamtiaux, Houssemand, & Vrignaud, 2013;Hirschi, Hermann, & Keller, 2015;Rossier, 2015;Savickas et al, 2009).…”