Enhancing Career Wellbeing: The Role of Workplace Friendship, Career Adaptability and Organisational Commitment

Ferreira, Nádia

doi:10.1007/978-3-030-28180-9_10

Cited by 7 publications

(8 citation statements)

References 78 publications

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“…As a result, employees' psychological attachment to their organisations remains an important topic of enquiry for organisations that strive to retain their valuable employees and improve their talent management practices Kontoghiorghes, 2016). Several research studies found that psychological attachment to the organisation results in job satisfaction, decreased turnover, and career well-being (Ferreira, 2019;Qureshi, Frank, Lambert, Klahm, & Smith, 2017). Ferreira (2019) also found that psychological attachment significantly correlated with career adaptability.…”

Section: Introductionmentioning

confidence: 99%

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Psychological attachment in the new normal working context: Influence of career navigation and career well-being attributes

Potgieter¹,

Coetzee²,

Ferreira³

2021

African Journal of Career Development

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Background: The new normal working context, characterised by fast changes, rapid upskilling, adoption of technology, and remote working, requires employees to remain psychologically attached to their organisations. More insight is needed regarding how career navigation (as an attribute of career agility) and career well-being attributes explain the psychological attachment of employees in order to invest in their career development amidst the chaos and demands driven by the new normal working context.Objective: The study explored career navigation and career well-being attributes (i.e. positive career effect, career networking/social support, and career meaningfulness) as potential explanatory mechanisms of individuals’ psychological attachment.Method: The study used a cross-sectional research design, which involved a convenience sample (n = 177) of national and international employees (mean age = 34 years; standard deviation [SD] = 10.14), represented by 39% managerial employees, 38% staff, and 23% professional consultants. Most of the participants (72%) were employed by South African organisations.Results: Multiple regression analysis revealed that career navigation explains higher levels of psychological attachment (including affective, normative, and continuous attachment). Positive career effects significantly predicted continuous attachment, whereas social support/career networking positively predicted overall psychological attachment and affective and normative attachment. Career meaningfulness was found to explain higher levels of overall and affective psychological attachment.Conclusion: The findings contribute new insights into the construct of career navigation and career well-being attributes and extend research on the antecedents of psychological attachment in the new normal working space, characterised by remote working and technology.

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Section: Introductionmentioning

confidence: 99%

“…Several research studies found that psychological attachment to the organisation results in job satisfaction, decreased turnover, and career well-being (Ferreira, 2019;Qureshi, Frank, Lambert, Klahm, & Smith, 2017). Ferreira (2019) also found that psychological attachment significantly correlated with career adaptability.…”

Section: Introductionmentioning

confidence: 99%

Psychological attachment in the new normal working context: Influence of career navigation and career well-being attributes

Potgieter¹,

Coetzee²,

Ferreira³

2021

African Journal of Career Development

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“…Numerous studies were found explaining the correlation between the psychological contract and organizational commitment ( McDonald and Makin, 2000 ; Lub et al, 2012 ), as well as between career adaptability and organizational commitment ( Ferreira and Coetzee, 2013 ; Coetzee et al, 2017 ; Jabaar, 2017 ; Ferreira, 2019 ). However, to date, no research has been found on the influence of career adaptability on the value-oriented psychological contract.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Numerous studies were found on the correlation between wellbeing and the psychological contract ( Bester, 2019 ; Duran et al, 2019 ; Collins and Beauregard, 2020 ), as well as wellbeing and employability ( Coetzee and Engelbrecht, 2019 ), job satisfaction ( Engelbrecht, 2019 ), organizational commitment ( McInerney et al, 2015 ; Ferreira, 2019 ) and adaptability ( Ferreira, 2019 ). However, to date, no research has been found on the influence of career wellbeing on the value-oriented psychological contract in the digital era.…”

Section: Literature Reviewmentioning

confidence: 99%

Psychological fortitude model for digitally mindset working adults

Potgieter

Ferreira

2022

Front. Psychol.

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IntroductionThe inception of Industry 4.0 (which includes smart digital technologies and intelligence), as well as the rapidly enforced adoption of the technological revolution due to the lockdown regulations during the COVID-19 pandemic, brought new situational demands, challenges and opportunities for both employees and organizations across the globe. Individuals are required to develop personal enablers (both intrapersonal and intradigital attributes) to optimize their psychological fortitude. Research on the intrapersonal resources needed by employees to have the fortitude to adapt to remote working conditions as a result of the digital era, is currently lacking. The igital era brought about the question of how individuals’ career adaptability and career wellbeing (as a set of agile adaptable attributes) relate to their perceptions of the value-oriented psychological contract, and whether these intrapersonal resources can contribute to a psychological fortitude model for remote working employees.MethodThis study utilized a survey method to investigate the correlations between agile adaptable attributes and the valueoriented psychological contract of global digital-mindset human resource and financial service organizations. Based on further canonical correlations, structural equation modeling was conducted to develop and recommend a psychological fortitude model for remote working adults in the digital age.ResultsClose theoretical and empirical associations were found between career adaptability and career wellbeing (as agile adaptable variables) and the perceived value-orientated psychological contract.DiscussionThis study proposed a psychological fortitude model (consisting of intrapersonal resources) that organizations and career practitioners can use as a basis to enhance employees’ psychological fortitude in the digital age, as well as for further career research.

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“…The reason and significance of our research on perceived others' relationship motivation is that people are sensitive to evidence concerning whether others' interests in them are volitional and autonomous, and these perceptions can affect relatedness satisfaction in relationships (Ryan & Deci, 2017;2019) and further interaction norms and subsequent behavioral responses because individuals tend to predict and control the environment based on an explanation of the causes of others' behavior Rioux & Penner, 2001; (Cheung, Peng, & Wong, 2014). Accordingly, based on RMT, we propose a theoretical model to understand that workplace friendship has a differentiated effect on relationship norms and, in turn, employees' helping behaviors under different perceived others' relationship motivations.…”

Section: Introductionmentioning

confidence: 99%

Exploring why and when workplace friendship has a differentiated effect on relationship norms and helping behavior: A relationship motivation theory approach

Wang,

Jiao,

Chen

2024

Preprint

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Although scholars have begun to focus on the complexity of workplace friendship as a collection of exchange relationships and communal relationships that contain conflicting exchange norms and communal norms (Pillemer & Rothbard, 2018), unfortunately, our elaborated understanding of whether the differentiated effects of workplace friendship on organizational citizenship behavior or not due to such complexity and, especially, boundary conditions for their differentiated influence are limited. Our purpose is to develop a motivational framework that reveals when and how differentiated helping is driven by workplace friendship via different relationship norms considering perceived relationship motivations. To do so, we argue that workplace friendship can lead to proactive helping and reactive helping through adherence to communal norms and exchange norms, respectively, and such a differentiated effect of workplace friendship hinges on employees’ perceived partners’ relationship motivation. Using multi-wave survey (Study 1) and experiment (Study 2) methods, we found that when employees perceive others are driven by autonomous relationship motivation, workplace friendship is positively related to communal norms, enhancing proactive helping, whereas when employees perceive others are driven by controlled relationship motivation attribution, workplace friendship is positively related to exchange norms, enhancing reactive helping. Our study contributes to the literature on workplace friendship and relationship motivation.

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Enhancing Career Wellbeing: The Role of Workplace Friendship, Career Adaptability and Organisational Commitment

Cited by 7 publications

References 78 publications

Psychological attachment in the new normal working context: Influence of career navigation and career well-being attributes

Psychological attachment in the new normal working context: Influence of career navigation and career well-being attributes

Psychological fortitude model for digitally mindset working adults

Exploring why and when workplace friendship has a differentiated effect on relationship norms and helping behavior: A relationship motivation theory approach

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