Developing Sustainable Careers during a Pandemic: The Role of Psychological Capital and Career Adaptability

Abstract

The Coronavirus disease 2019 (COVID-19) has not only had negative effects on employees’ health, but also on their prospects to gain and maintain employment. Using a longitudinal research design with two measurement points, we investigated the ramifications of various psychological and organizational resources on employees’ careers during the COVID-19 pandemic. Specifically, in a sample of German employees (N = 305), we investigated the role of psychological capital (PsyCap) for four career-related outcomes: career satisfaction, career engagement, coping with changes in career due to COVID-19, and career-related COVID-19 worries. We also employed leader–member exchange (LMX) as a moderator and career adaptability as a mediating variable in these relationships. Results from path analyses revealed a positive association between PsyCap and career satisfaction and career coping. Furthermore, PsyCap was indirectly related to career engagement through career adaptability. However, moderation analysis showed no moderating role of LMX on the link between PsyCap and career adaptability. Our study contributes to the systematic research concerning the role of psychological and organizational resources for employees’ careers and well-being, especially for crisis contexts.

Analysis of Professional Psychological Adaptability of Students Majoring in Hotel Management and Digital Operation for Higher Vocational Education under Deep Learning

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“…ResNet algorithm has been used in various domains. As an example, the study in [35] used ResNet classifier for the detection of specific language impairment (SLI) in children. The study proposed an automated approach to SLI detection using log-power spectra of speech samples.…”

Latent transition analysis in organizational psychology: A simplified “how to” guide by using an applied example

“…Regarding Profile 5, it is important to note that the role of LMX is not always robust, especially across contexts. For instance, a study by Zyberaj et al (2022) found no moderating role of LMX between PsyCap mechanisms and employees’ career adaptability during crises. As the authors note, “employees high in PsyCap have strong psychological resources that can facilitate their functioning in challenging environments (e.g., adaptability), even when there is a lack of social support” (p. 12).…”

“…Research showed that PsyCap could be relevant for many job-related outcomes, such as job satisfaction ( Zhang et al, 2021 ), innovation ( Dimas et al, 2022 ), and problem-solving ( Ho and Chan, 2022 ), as well as health performance, such as reducing emotional exhaustion ( Jung and Yoon, 2022 ) and increasing overall mental health ( Cao et al, 2022 ). Current findings have shown that PsyCap helps individuals deal with challenging environments, such as the COVID-19 crisis ( Alat et al, 2021 ; Zyberaj et al, 2022 ). For instance, Zyberaj et al (2022) found positive associations between PsyCap and career satisfaction and coping during the COVID-19 pandemic.…”

“…Current findings have shown that PsyCap helps individuals deal with challenging environments, such as the COVID-19 crisis ( Alat et al, 2021 ; Zyberaj et al, 2022 ). For instance, Zyberaj et al (2022) found positive associations between PsyCap and career satisfaction and coping during the COVID-19 pandemic. Compared to previous research which investigated the role of personality characteristics (e.g., the Big-Five) separately ( Iliescu et al, 2017 ), PsyCap mechanisms act as a single body ( Luthans and Youssef-Morgan, 2017 ).…”