My spouse is my strength: Interactive effects of perceived organizational and spousal support in predicting career adaptability and career outcomes

Career Adaptability Research: A Literature Review with Scientific Knowledge Mapping in Web of Science

“…Regression analysis clearly showed that some indicators of adaptation outcomes (career and life satisfaction, income, and job performance) were related to, on the one hand, adaptation indicators (such as the Big Five personalities) that were distant (Dalpé et al, 2019) [ 37 ]. On the other hand, these adaptation outcome indicators were related to the closer career adaptability indicators, while the more distant adaptation indicators were controlled (Ocampo et al, 2018) [ 38 ]. In addition, the indirect effects of these adaptation indicators on the adaptation results were analyzed through career adaptability.…”

A relational model of career adaptability and career prospects: The roles of leader–member exchange and agreeableness

“…It is worth noting that we did not find a directional link from LMX to career adaptability. However, according to career construction theory (Savickas, ), besides individual factors (e.g., proactivity, core self‐evaluations, Hirschi et al , ), contextual factors (e.g., social support, Creed, Fallon, & Hood, ; parental support, Guan et al , ; perceived organizational support and spousal support, Ocampo et al , ) also play important roles in predicting individuals’ career adaptability. Being in a high‐quality LMX relationship endows employees with many advantages, such as promotion and salary progression (Graen & Uhl‐Bien, ).…”

“…However, we did not find such a pattern in our cross‐lagged analyses. One possible explanation is that, in contrast to previous studies on the social contextual antecedents of career adaptability, which utilized single‐source student‐reported cross‐sectional (Creed et al , ; Ocampo et al , ) or time‐lagged data (Guan et al , ), our more rigorous cross‐lagged multisource design using both employee and supervisor ratings allowed us to account for autoregressive effects (e.g., the effects of career adaptability at Time 1 on career adaptability at Time 2) in examining the bidirectional relationships and to more effectively reduce the negative impacts of potential bias introduced by the same report sources. Our time lag (i.e., 4 months) though is shorter than the 18‐month lag employed by Guan et al (), which might not be lengthy enough to capture the changes in career adaptability over time (Johnston, ).…”

“…First, to address the relatively understudied relational mechanisms of career adaptability and career development, our research examines LMX as a mediator linking career adaptability and career prospects. In doing so, we not only advance the current incomplete knowledge of how career adaptability could affect career outcomes through the level of exchange quality with one’s supervisor, but also respond to the recent call for research to examine the role of LMX in the career development of employees (Ocampo, Restubog, Liwag, Wang, & Petelczyc, ). Second, besides the relational mediating process, we also examine the moderating role of individuals’ agreeableness in this process, which adds to the previous literature by showing how individuals’ willingness to be concerned about others could enhance the positive effects of career adaptability.…”

Study On Harmonization Degree Between Spouses In Solving Family Life Issues

“…The society, where a family exists, is interested in its spiritual strength, in the ability to raise healthy children, both in a biological sense and a moral one. It is the family that forms personality of a citizen, his/her value system that serves as a ground to basic family functions and as a source to life-long learning covering some important life skills and abilities, which guarantees successful adaptation in the society (Kiel & Kalomiris, 2015;Ocampo, Restubog, Liwag, Lu Wang, & Petelczyc, 2015;Priest, Woods, Maier, Parker, & Roush, 2015).…”