Modeling dynamics in career construction: Reciprocal relationship between future work self and career exploration

Abstract

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How do career adaptability and proactive career behaviours interrelate over time? An inter‐ and intraindividual investigation

“…We opted for these time lags because career processes typically do not occur on the microlevel (e.g., on a daily basis), and an overall time span of 9 months is long enough to evoke changes in career adaptability and proactive career behaviours (Guan et al, 2017;Negru-Subtirica et al, 2015;Zacher, 2014). Time lags were 3 months between Time 1 (T1) and Time 2 (T2), and about 6 months between T2 and Time 3 (T3).…”

“…The few studies that have analysed change in either career adaptability or proactive career behaviours largely neglected intraindividual development, that is to say, if and how every single individual's developmental trajectory increases or decreases over time (Guan et al, 2017;Negru-Subtirica, Pop, & Crocetti, 2015;Nilforooshan & Salimi, 2016). This is not fully satisfying because CCT makes assumptions about dynamic career processes and highlights the need to investigate developmental aspects within career adaptability research (Guan et al, 2017;Savickas, 2005). Considering the central role of career adaptability and proactive career behaviours for the career management process, investigating both their inter-and intraindividual developmental relationships provides new knowledge regarding the dynamic nature and association of both constructs.…”

“…Proactive career behaviours refer to the degree to which individuals actively develop their careers through diverse career behaviours . Against the background of CCT, proactive career behaviours have been conceptualized as indicators of adapting because people use these behaviours to address career development tasks and to change work and career conditions (e.g., Guan et al, 2017;Hirschi et al, 2015). Against the background of CCT, proactive career behaviours have been conceptualized as indicators of adapting because people use these behaviours to address career development tasks and to change work and career conditions (e.g., Guan et al, 2017;Hirschi et al, 2015).…”

“…Although career adaptability and proactive career behaviours are meaningfully related to several work-related outcomes and represent two related constructs in CCT (Guan et al, 2017;Hirschi, Herrmann, & Keller, 2015;Savickas, 2005;Savickas & Porfeli, 2012), we still know little about the development and dynamic interdependence of these two constructs. The few studies that have analysed change in either career adaptability or proactive career behaviours largely neglected intraindividual development, that is to say, if and how every single individual's developmental trajectory increases or decreases over time (Guan et al, 2017;Negru-Subtirica, Pop, & Crocetti, 2015;Nilforooshan & Salimi, 2016). This is not fully satisfying because CCT makes assumptions about dynamic career processes and highlights the need to investigate developmental aspects within career adaptability research (Guan et al, 2017;Savickas, 2005).…”

“…More specifically, an increase in career adaptability (e.g., showing more curiosity, concern, control, and confidence) means strengthening one's personal psychosocial resources, which increases goal clarity, perceived competences, and motivation to actually perform career-related behaviours (Guan et al, 2015(Guan et al, , 2017Rudolph et al, 2017). Increases in goal clarity and motivation, for instance, should lead to parallel increases in proactive career behaviours because behaviour is generally more easy to initiate and maintain under such behaviour-stimulating conditions (Locke & Latham, 2002).…”