Early career attitudes and satisfaction during recession

Abstract

Early career attitudes and satisfaction during recession AbstractPurpose -To examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland, specifically regarding their relationship to work characteristics, job satisfaction and career satisfaction. Findings -Skill variety was related to higher job satisfaction for those with a strong organizational mobility preference, and skill specialization was related to lower job satisfaction for those with a weak organizational mobility preference. Autonomy and skill specialization were positively related to career satisfaction for those who held a strong selfdirected career attitude.Implications -For researchers, this study contributes to our understanding of the boundary conditions of the work design-satisfaction relationship, and provides further insights into how these findings extend to career satisfaction. For managers, they demonstrate the importance of considering career attitudes when considering the relationship between job design and satisfaction during recessionary times. Finally, from a societal perspective, they contribute to our understanding of job and career satisfaction in early career employees during a national and international economic crisis.3 Originality/Value -The research extends past findings on careers attitudes during times of recession, and provides insights into psychological and contextual variables that contribute to satisfaction during such economic periods.

Developing and Validating Short Form Protean and Boundaryless Career Attitudes Scales

“…Moreover, self-directed workers are more likely to be satisfied with both their jobs and their careers (Briscoe, Henagan, Burton, & Murphy, 2012;O'Shea, Monaghan, & Ritchie, 2014). In contrast, those who follow their own values when making career choices (i.e., values-driven) are less likely to exhibit these outcomes (Briscoe & Finkelstein, 2009;Ç akmak-Otluoglu, 2012).…”

“…Research suggests that workers who hold self-directed (protean) career attitudes often express feelings of attachment to their organizations (i.e., organizational commitment), perceive themselves to be capable of maintaining or acquiring new employment, and may engage in more job search activities (Çakmak-Otluoğlu, 2012; De Vos & Soens, 2008; Waters, Briscoe, Hall, & Wang, 2014). Moreover, self-directed workers are more likely to be satisfied with both their jobs and their careers (Briscoe, Henagan, Burton, & Murphy, 2012; O’Shea, Monaghan, & Ritchie, 2014). In contrast, those who follow their own values when making career choices (i.e., values-driven) are less likely to exhibit these outcomes (Briscoe & Finkelstein, 2009; Çakmak-Otluoğlu, 2012).…”

“…Workers with a boundaryless mindset, who prefer psychological mobility, are neither particularly attached to nor detached from their organizations (Çakmak-Otluoğlu, 2012); however, they tend to view themselves as valuable to the external labor market, are more likely to engage in job search, and are more likely to be satisfied with their jobs and careers (Briscoe et al, 2012; McArdle, Waters, Briscoe, & Hall, 2007; Vansteenkiste, Verbruggen, & Sels, 2013; Verbruggen, 2012). Those with a preference for organizational mobility (i.e., physical boundarylessness), on the other hand, are expected to feel less attached to their organizations (i.e., organizational commitment) and are more likely to be dis satisfied with their jobs and careers (Briscoe & Finkelstein, 2009; Çakmak-Otluoğlu, 2012; O’Shea et al, 2014; Verbruggen, 2012).…”

Financial Planning for Retirement: Age-Related Differences Among Spanish Workers

“…For instance, it has been observed that older people are much more likely to be involved in FPR (Hershey et al, 2007). In Spain, history-related influences could be exemplified by the pensions system reform conducted in 2011 and 2013, which increased the population’s awareness about the sustainability of future pensions (Budowski, Schief, & Sieber, 2016), or by differences in formal education among cohorts (O’Shea, Monaghan, & Ritchie, 2014), which provide them with different skills in order to handle financial information. Finally, nonnormative life events, such as major health problems (Assari & Lankarani, 2016), could interfere with FPR, and empirical support has recently been found for this assertion (Han, Boyle, James, Yu, & Bennett, 2015).…”

Mindful Emotion Regulation, Savouring and Proactive Behaviour: The Role of Supervisor Justice

“…Ireland was one country severely impacted by the global financial crisis which began in September 2007 (Mercille & Murphy, 2017;O'Shea, Monaghan, & Ritchie, 2014;Russell & McGinnity, 2014). It provides an appropriate environment to examine how psychological workplace interventions operate in omnibus contexts that impose high job demands and low job resources.…”