Employability during unemployment: Adaptability, career identity and human and social capital

McArdle, Sarah; Waters, Lea; Briscoe, Jon P.; Hall, Douglas T.

doi:10.1016/j.jvb.2007.06.003

Cited by 455 publications

(470 citation statements)

References 52 publications

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“…This is confirmed by data extracted through consultation with key stakeholders (Hillage & Pollard, 1998), reports from 314 employees and 334 immediate supervisors (290 pairs) (Van Der Heijde & Van Der Heijden, 2006), reports from 458 alumni (Eby et al, 2003), as well as reports from 416 unemployed Australians (McArdle, Waters, Briscoe, & Hall, 2007). It is undoubtedly a critical aspect of employability.…”

Section: Dimension Developmentmentioning

confidence: 85%

A systematic review of current understandings of employability

Williams¹,

Dodd²,

Steele

et al. 2015

Journal of Education and Work

159

138

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Section: Dimension Developmentmentioning

confidence: 85%

A systematic review of current understandings of employability

Williams¹,

Dodd²,

Steele

et al. 2015

Journal of Education and Work

159

138

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“…Career identity has been shown to relate to active career behaviors (London, 1998;McArdle, Waters, Briscoe, & Hall, 2007). It is important to distinguish Future Work Self salience from the career identity dimension of career commitment because both concepts are concerned with identity.…”

Section: Future Work Self Salience and Its Distinctiveness From Relatmentioning

confidence: 99%

Future work selves: How salient hoped-for identities motivate proactive career behaviors.

Strauss¹,

Griffin²,

Parker³

2012

Journal of Applied Psychology

441

615

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Copyright and reuse:The Warwick Research Archive Portal (WRAP) makes the work of researchers of the University of Warwick available open access under the following conditions. Copyright © and all moral rights to the version of the paper presented here belong to the individual author(s) and/or other copyright owners. To the extent reasonable and practicable the material made available in WRAP has been checked for eligibility before being made available.Copies of full items can be used for personal research or study, educational, or not-forprofit purposes without prior permission or charge. Provided that the authors, title and full bibliographic details are credited, a hyperlink and/or URL is given for the original metadata page and the content is not changed in any way. Publisher's statement:© APA and Journal of Applied Psychology. "This article may not exactly replicate the final version published in the APA journal. It is not the copy of record." http://dx.doi.org/10.1037/a0026423 A note on versions:The version presented here may differ from the published version or, version of record, if you wish to cite this item you are advised to consult the publisher's version. Please see the 'permanent WRAP url' above for details on accessing the published version and note that access may require a subscription. Acknowledgements. We are grateful to Adam Grant, Otilia Obodaru, and Heather Vough for their useful comments on an earlier version of this manuscript. 2 FUTURE WORK SELVES: HOW SALIENT HOPED-FOR IDENTITIES MOTIVATE PROACTIVE CAREER BEHAVIORSA Future Work Self refers to an individual"s representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the Future Work Self. An initial study with two samples (N = 397; N = 103) showed that Future Work Self salience was distinct from established career concepts and positively related to individuals" proactive career behavior. A follow up longitudinal analysis, Study 2 (N = 53), demonstrated that Future Work Selves salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a Future Work Self, and showed that elaboration motivated proactive career behavior only when Future Work Self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior. 3 FUTURE WORK SELVES: HOW SALIENT HOPED-FOR IDENTITIES MOTIVATE PROACTIVE CAREER BEHAVIORSThe future is not a result of choices among alternative paths offered by the present, but a place that is created -created first in the mind and will, created next in activity. The future is not some place we are going to, but one we are creating. The paths are not to be found, but made, and the activity of making them changes both the maker and the destination. John Homer SchaarHistorically, individuals" career management and development were considered to be t...

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“…In addition this involves an individual's capability to make the right career choices and look for the right kind of development paths across jobs and employers (Suutari & Smale, 2008). Self-awareness is an 'internal career compass' providing direction (McArdle et al, 2007).…”

Section: Resultsmentioning

confidence: 99%

“…Self-awareness -this relates to the question who am I and who do I want to be? Fugate et al (2004) refer to this as career identity, or an 'internal career compass' providing direction (McArdle, Waters, Briscoe & Hall, 2007). Adaptability refers to the willingness and ability to change behaviours, feelings and thoughts in response to environmental demands (McArdle et al, 2007).…”

Section: The Components Of Knowledge Workers' Career Capitalmentioning

confidence: 99%

“…Fugate et al (2004) refer to this as career identity, or an 'internal career compass' providing direction (McArdle, Waters, Briscoe & Hall, 2007). Adaptability refers to the willingness and ability to change behaviours, feelings and thoughts in response to environmental demands (McArdle et al, 2007). Adaptability allows people to evolve and enables and motivates them to adapt their human capital, social capital, and career identity to new circumstances (Forrier et al, 2009).…”

Section: The Components Of Knowledge Workers' Career Capitalmentioning

confidence: 99%

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The components of career capital and how they are acquired by knowledge workers across different industries

Sutherland

Naidu

Seabela

et al. 2015

SAJBM

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The literature shows that the way in which knowledge workers manage their careers in the global economy has changed fundamentally in the last twenty years. Career capital is a tradable commodity between and within organisations which impacts both human resource managers and knowledge workers. There is insufficient empirical evidence of the components of career capital and how these are acquired and there has been a dearth of investigation as to whether career capital is managed differently in different industries. The research was conducted in two phases. The first qualitative phase via 21 in-depth interviews identified 27 components of career capital and 23 methods of career capital accrual. In phase two quantitative data was collected, using those constructs, from 200 knowledge workers in four sectors: the public service sector and in manufacturing, financial and high tech research and development industries. The research determined the most important career capital components and methods of their accrual and showed these to differ greatly between the four employment sectors. The data raises questions with regard to two important themes in the career literature.

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Employability during unemployment: Adaptability, career identity and human and social capital

Cited by 455 publications

References 52 publications

A systematic review of current understandings of employability

A systematic review of current understandings of employability

Future work selves: How salient hoped-for identities motivate proactive career behaviors.

The components of career capital and how they are acquired by knowledge workers across different industries

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