Exploring the dynamics of protean career orientation, career management behaviors, and subjective career success: An action regulation theory approach

Haenggli, Madeleine; Hirschi, Andreas; Rudolph, Cort W.; Peíró, José M.

doi:10.1016/j.jvb.2021.103650

Cited by 16 publications

(12 citation statements)

References 54 publications

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“…For instance, a longitudinal study on women leaders by Offerman et al (2020) showed that women who experienced greater use of networks reported themselves to be significantly more successful, more satisfied and better compensated than women who reported lower levels of these activities. Therefore, scholars in this era support the view that organizations should encourage women to form networks in their workplaces, professional conferences and by hosting networking events (e.g., Agarwal et al, 2016; Brands & Kilduff, 2014; Greguletz, 2019; Haenggli et al, 2021; Kogut et al, 2014; Offerman et al, 2020; Soares & Mosquera, 2021; Wing-Fai, 2016). Moreover, organizational support was found to result in employees increasing commitment, whereas support from supervisors and colleagues was found to reduce turnover and burnout (Soares & Mosquera, 2021).…”

Section: Resultsmentioning

confidence: 99%

Social Networks of Women in Organizations: Evolution of Research and Future Research Agenda

Shaymardanov

Heikkinen

Lämsä

2023

South Asian Journal of Business and Management Cases

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This article carries out a literature review of research on social networks regarding women’s careers in the context of organizations and management for the period of 1970–2021. Our focus is on the conceptualization of social networks, understanding gender, and identification of the network effects that are important for women’s careers. The study enables us to create a comprehensive foundation of research knowledge conducted over several decades and build a profound base of suggestions for further research. Our analysis shows that the field has widened to include individual, organizational, and social environment viewpoints. The research on women’s social networks has evolved from establishing the field, to individualistic understanding, to accounting for sociocultural dynamics. The approach to gender has evolved from gender comparison to gender particularity and then contextualizing gender. Our suggestions for future research avenues include incorporating environmental aspects, virtual social networking, diversity, and leadership perspectives to improve women’s inclusion in social network research.

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Section: Resultsmentioning

confidence: 99%

Social Networks of Women in Organizations: Evolution of Research and Future Research Agenda

Shaymardanov

Heikkinen

Lämsä

2023

South Asian Journal of Business and Management Cases

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“…As career self-management (henceforth, CSM) proactive behaviours are key to bearing the burdens of the transition ( Saks, 2018 ; Haenggli et al, 2021 ), the present study delves into Career Engagement (henceforth, CE). CE is a unique general variable tapping the overt execution of several career preparation behaviours ( Hirschi et al, 2014 ).…”

Section: Introductionmentioning

confidence: 99%

It takes more than agency: Linking support from teaching staff, career engagement, and movement capital among university students

et al. 2022

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IntroductionCareer self-management behaviours are key to overcoming the challenges of entry into the labour market. Combining the Conservation of Resources and Career Self-management theories, this study delves into the concept of Career Engagement among Italian University students by examining its relationship with Support from teaching Staff and Movement Capital. We hypothesised a mediation model in which Support from Teaching Staff predicts Career Engagement which, in turn, fosters Movement Capital. As the pandemic led to the adoption of online learning solutions, we also explored whether and how the interaction between teachers and students during online classes moderates the said mediation relationship.Methods and resultsWe collected data from 276 Italian University students through an online questionnaire. Results supported the mediation hypothesis, corroborating the mediating role of Career Engagement. We also observed that this relationship is stronger at medium and higher levels of online interaction between teachers and students.DiscussionFindings contribute to existing evidence about the role of Career Engagement in facilitating career resources’ acquisition and extend the understanding of its contextual antecedents in Higher Education contexts. Results also align with the importance attributed to interaction in online learning environments. This work suggests ways to encourage career behaviours in Higher Education and equip prospective labour market entrants with career resources.

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“…In the globalised, technology-driven work world employees are constantly adapting to uncertain and less structured and unpredictable career pathways while also exploring more opportunities for career mobility and continuous growth because of hybrid and virtual employment spaces and digital-era upskilling demands (Nalis et al, 2022). Researchers argue that rapidly changing work and career conditions demand the capacity for agentic career adaptation (Haenggli et al, 2021; Peeters et al, 2022). In addition, the activation of career adaptability resources has become essential for adapting to and managing an unpredictable career in the uncertain, technological-driven work context (Coetzee et al, 2020; Nalis et al, 2022).…”

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confidence: 99%

“…career conditions demand the capacity for agentic career adaptation (Haenggli et al, 2021;Peeters et al, 2022). In addition, the activation of career adaptability resources has become essential for adapting to and managing an unpredictable career in the uncertain, technological-driven work context (Coetzee et al, 2020;Nalis et al, 2022).…”

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confidence: 99%

To what extent do career agility and psychological capital activate employees’ career adaptability and foster their career resilience and career satisfaction?

Coetzee,

Mbiko,

Nel

2023

South African Journal of Psychology

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The present study drew from the career construction theory of career adaptation and assessed the extent to which career agility and psychological capital (as psychological states of adaptive readiness) activated employees’ career adaptability resources and fostered their career resilience and career satisfaction (as modes of career adaptedness). A sample of ( N = 412; mean age = 38.79 years) Black African employees in the public services participated in the study. Correlational statistics showed positive associations between the study variables. Mediation effects highlighted technological adaptivity, agile learning, optimism, and hope as activators of career concern, career control, and career curiosity, which in turn boosted self-reliance, personal resilience, and work resilience. Psychological states of career agility and psychological capital had also direct effects on the career adaptedness modes of career resilience and career satisfaction. The findings enriched career adaptation theory and have utility for organisational career development practice in the public services.

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Exploring the dynamics of protean career orientation, career management behaviors, and subjective career success: An action regulation theory approach

Cited by 16 publications

References 54 publications

Social Networks of Women in Organizations: Evolution of Research and Future Research Agenda

Social Networks of Women in Organizations: Evolution of Research and Future Research Agenda

It takes more than agency: Linking support from teaching staff, career engagement, and movement capital among university students

To what extent do career agility and psychological capital activate employees’ career adaptability and foster their career resilience and career satisfaction?

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