Psychological mobility and career success in the ‘New’ career climate

Verbruggen, Marijke

doi:10.1016/j.jvb.2011.10.010

Cited by 92 publications

(90 citation statements)

References 51 publications

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“…Personal agency is premised on the motivation to pursue a desired career in a work environment (Converse et al, 2012;Salmelo-Aro et al, 2012;Verbruggen, 2012). Pro-active work orientations and behaviour are aspects of individuals' employability and job performance (Alessandri, Vecchione, Tisak, Deiana, Caria, & Caprara, 2012;Weigl, Hornung, Parker, Petru, Glaser, & Angerer, 2010).…”

mentioning

confidence: 99%

Psychological Career Resources and Work Engagement of Early Career Consulting Staff

Venter

Coetzee

Basson

2013

Journal of Psychology in Africa

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mentioning

confidence: 99%

Psychological Career Resources and Work Engagement of Early Career Consulting Staff

Venter

Coetzee

Basson

2013

Journal of Psychology in Africa

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“…Protean career attitudes correlate with career satisfaction (De Vos and Soens, 2008) and career success (Grimland, Vigoda-Gadot and Baruch, 2012); however, recent research suggests that OMP may be related to lower job satisfaction and lower career satisfaction (Verbruggen, 2011). We argue that such relationships cannot be considered in isolation; they must also consider the characteristics of the job.…”

Section: Modern Career Attitudes and Satisfactionmentioning

confidence: 85%

Early career attitudes and satisfaction during recession

O’Shea

Monaghan

Ritchie

2014

Journal of Managerial Psychology

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Early career attitudes and satisfaction during recession AbstractPurpose -To examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland, specifically regarding their relationship to work characteristics, job satisfaction and career satisfaction. Findings -Skill variety was related to higher job satisfaction for those with a strong organizational mobility preference, and skill specialization was related to lower job satisfaction for those with a weak organizational mobility preference. Autonomy and skill specialization were positively related to career satisfaction for those who held a strong selfdirected career attitude.Implications -For researchers, this study contributes to our understanding of the boundary conditions of the work design-satisfaction relationship, and provides further insights into how these findings extend to career satisfaction. For managers, they demonstrate the importance of considering career attitudes when considering the relationship between job design and satisfaction during recessionary times. Finally, from a societal perspective, they contribute to our understanding of job and career satisfaction in early career employees during a national and international economic crisis.3 Originality/Value -The research extends past findings on careers attitudes during times of recession, and provides insights into psychological and contextual variables that contribute to satisfaction during such economic periods.

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“…ACCEPTED MANUSCRIPT 4 in a labor market characterized by a strong preference for job mobility (Briscoe, Henagan, Burton, & Murphy, 2012;Verbruggen, 2012). Discovering whether OC, OT, and OI are distinct forms of psychological attachment to a firm and whether each is strengthened by different means would be useful to organizations.…”

Section: Accepted Manuscriptmentioning

confidence: 99%