Psychological states of career wellbeing and affective commitment as predictors of dual career agility types

Abstract

Background: There is limited empirical research on the construct of career agility and the relevance of dual career agility types in the technological-driven workplace.Objective: This study aimed to adopt a person-centred approach in assessing the link between dual career agility types and individuals’ psychological states of career wellbeing and affective commitment.Method: The cross-sectional survey involved a sample of (n = 298) managers (71%) and staff (29%) employed in the human resource and financial services industry. The sample comprised of men (54%), women (46%), including black people (62%) and white people (38%) with a mean age of 38.58 years.Results: The results provided deeper insight into the psychological states of career wellbeing and affective commitment that accounted for the personally-autonomous motives that are embedded in the three dual career agility types.Conclusion: The findings brought a more holistic understanding of the nature of person-centred career agility motives and the psychological states that elucidate these motives. The findings bring new insights that might foster optimal career development and employees’ adaptation to the post-COVID pandemic digital era workplace.

Career agility for purposive career exploration: Role of adult learners’ career orientations and digital-era world of work awareness

“…Participants' awareness of the digital-era world of work offered additional insight into the career agility mindset. The positive associations elucidated participants' propensity for epistemic curiosity into the world of work changes, resulting in career agile external career exploration, self-efficacious career goal setting, and intentional and optimistic career navigation of new chance career and development opportunities proffered by technological advancement (Coetzee, 2021a).…”

“…Anchored in Savickas's (2013) model of psychological career adaptation, career agility denotes a mindset of adaptivity which is the psychological readiness to embrace the complexities and ill-defined occupational and work challenges of the digital-era world of work (Coetzee, 2021a;Hirschi, Herrmann, & Keller, 2015;Savickas, 2013). Career agility (i.e.…”

“…The career exploration process endorses a protean-like career agile mindset that guides agency in the management of a sustainable career in today's turbulent and complex world of work (Bates et al, 2019;Coetzee et al, 2021a;Hall, Yip, & Doiron, 2018). Thus, career-agile individuals demonstrate adaptive readiness to meet the unfamiliar and unknown career phenomena and options presented by the digital-era work environment (Coetzee, 2021a;Hirschi, 2018;Lent, 2018). A career agile growth mindset is associated with personal resilience in challenging times, job and life satisfaction, self-efficacy in career goal achievement and career well-being (Caniels, Semeijn, & Renders, 2018;Coetzee, 2021b;Ting & Datu, 2020).…”

The differences in career well-being among Indonesian school counselors based on educational qualifications

“…However, a study conducted by Anwar, Suhariadi, & Fajrianthi, (2018) found that career well-being is closely linked to emotional, psychological, and social well-being, as well as relationship wellbeing between family roles. Research on describing career well-being profiles has been previously conducted (Coetzee, 2021;Rautenbach, 2015;Rothmann, 2014;Millán, et al 2013), but the current study focused on career well-being among school counselors based on their educational qualifications.…”