Conceptualising Personal Resources on Career Adaptability

Abstract

The literature on career adaptation is vast and based on a range of different measurement approaches. The present paper aims to understand the influence of personal resources on career adaptability in terms of concern, control, curiosity, and confidence among graduates. This study is based on an extensive review of past research on personal resources and career adaptability using the career construction theory. To conduct the literature review, we used keywords such as personal resources, emotional intelligence, self-esteem, self-efficacy, and career adaptability. From the literature reviewed, three predictors of career adaptability have been identified. They are emotional intelligence, self-esteem, and self-efficacy. The framework offers a number of propositions, which explain the proposed model of career adaptability among the graduates as predicted by personal resources. Further research is suggested to test and validate the framework provide empirical evidence. Upon model validation, the paper could offer stakeholders to assist and develop graduates' personal resources in order to increases their career adaptability and then successful in their career path.

Gender and emotional intelligence as predictors of career adaptability in the Department of Water and Sanitation in South Africa

“…Managing own emotions predicted career adaptability to a greater extent than the other sub-dimensions of emotional intelligence, which implies that individuals in the Water and Sanitation Department possess the ability and the readiness to respond to change. However, research has shown that general emotional intelligence alone is not sufficient to achieve success in life as both career adaptability and managing own emotions are self-regulatory strategies that serve as important psychosocial resources in both personal and environment interaction (Le, Hamzah, & Omar, 2019;Savickas & Porfeli, 2012).…”

The Personal Resources Influence on Malaysian Graduates’ Career Adaptability via Mentoring as a Mediator

“…The workplace challenges require an individual to take a holistic view of his or her surroundings and to be prepared for unforeseeable events. Individuals' strength is critical for thriving in challenging work environments (Jiang, 2017;Le et al, 2019). To enable an individual for an unprecedented work environment, the concept of person-environment fit should be applied.…”

“…Individuals with abilities and skills find the ideal workplace to establish a career life path (Shabeer et al, 2019;Shen et al, 2018). Career mobility is accepted and practiced in today's dynamic workplace culture, enabling individuals to strategize and maintain their values (Le et al, 2019).…”

“…The priority of enhancing the quality of national education, investment in human capital, and social welfare protection will lead to the achievement of the aspiration (World Bank, 2021). Therefore, personal resources enhancement could influence an individual's career adaptability (Ilyana & Raba'ah, 2020;Le et al, 2019). However, the issue of youth unemployment is constantly worrying in Malaysia's dynamic labour market (Zuraini, 2020).…”

“…The disparity in employment opportunities and labour shortages (Ministry of Human Resources, 2020) compel graduates to possess critical and technical skills in addition to working experience turns, which becomes a barrier for graduates to secure employment (Chartered Institute of Personnel and Development, 2019;Harvard Business Review, 2019). In addition to employers' demand for high cognitive intelligence, adaptability, self-motivation, readiness to learn (Le et al, 2019), flexibility toward digital revolutions, and receptiveness to changing work environments (PwC Malaysia, 2021) are other barriers to employment for graduates. The disequilibrium and weak labour market make it difficult for graduates to obtain positions commensurate with their education level (Shamsuddin, 2020).…”