The Effect of Internal Locus of Control on Career Adaptability: The Mediating Role of Career Decision‐Making Self‐Efficacy and Occupational Engagement

Kim, Na Rae; Lee, Ki Hak

doi:10.1002/joec.12069

Cited by 41 publications

(41 citation statements)

References 73 publications

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“…Occupational engagement was found to improve with social support available in the environment and individual work volition (Kim, Kim, & Lee, 2018); work volition served as a mediator and a moderator among social support and occupational engagement. Kim and Lee (2018) found that occupational engagement, career decision-making self-efficacy, and internal locus of control were significant predictors of career adaptability; occupational engagement mediated among career decision-making self-efficacy and career adaptability.…”

mentioning

confidence: 90%

“…Thus far, occupational engagement has been studied in the United States and Korea and related to positive psychological measures (Cox et al, 2015; Kim et al, 2018; Kim & Lee, 2018). Occupational engagement might be a proper fit to expand career counseling options in other collectivistic cultures given its focus on exploration and enrichment behaviors that increase knowledge of oneself and the world; Korean studies showed adequate fit (Kim et al, 2018; Kim & Lee, 2018). We wanted to know whether occupational engagement was a valid construct in these cultures and whether it correlated to positive psychological measures in Chinese and Paraguayan college students.…”

Section: The Present Studymentioning

confidence: 99%

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Occupational Engagement and Positive Psychological Measures in Two Collectivistic Cultures

Vuyk

Lei

Krieshok

et al. 2019

Journal of Career Development

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This study assessed occupational engagement and its relationship to positive psychological measures in two collectivistic cultures. Undergraduate students in China ( n = 230) and Paraguay ( n = 231) completed the Occupational Engagement Scale for Students (OES-S), a one-factor, 9-item scale to measure occupational engagement, the Vocational Identity Scale, the Satisfaction With Life Scale, the Adult Hope Scale, and the Personal Growth Initiative Scale-II. Multigroup confirmatory factor analyses with OES-S scores were held for partial strong measurement invariance. OES-S scores correlated with scores on positive psychological measures. While the OES-S has room for improvement, occupational engagement seems to be a viable cross-cultural construct applicable to collectivistic cultures.

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mentioning

confidence: 90%

Section: The Present Studymentioning

confidence: 99%

Occupational Engagement and Positive Psychological Measures in Two Collectivistic Cultures

Vuyk

Lei

Krieshok

et al. 2019

Journal of Career Development

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“…To illustrate, with the use of the findings from this study illustrations and stimuli could be developed, that elucidate the nature of shocks and the options for agentic responses. Moreover, by training of attribution styles (Seibert et al, 2013 of a growthoriented mindset as shown in this study as response to frequent shocks) and in training of the "change muscle, " resources and of career self-efficacy beliefs (Betz, 2007;Kim and Lee, 2018), could be increased.…”

Section: Limitations Theoretical and Practical Implicationsmentioning

confidence: 67%

“…Negative career shocks in particular require career resilience and adaptability (Johnston, 2018). However, research on new careers (Kuron et al, 2016), career selfefficacy beliefs (Betz, 2007;Kim and Lee, 2018), and the role of chance events on career decision-making (Bright et al, 2005) has found that attribution styles can buffer the negative aspects of experiencing shocks. Nevertheless, shocks can also be perceived as "a blessing in disguise" (Zikic and Klehe, 2006) and may account for positive outcomes (Holtom et al, 2012;Feng et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

From Shock to Shift–A Qualitative Analysis of Accounts in Mid-Career About Changes in the Career Path

2021

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Career shocks are the norm, not the exception. Yet, much of research and counseling on career-development holds unrealistic assumptions of a makeable career. Little is understood about the role of shocks on the career path and how the interplay of individual reactions to shocks shapes careers. The purpose of this study is to provide understanding of responses to different attributes of career shocks and career shocks as antecedents to career and job change. A qualitative approach was chosen and data were obtained from 25 semi-structured interviews with a sample of mid-career individuals who had experienced shocks in their work lives. The analysis was 2-fold and aimed at unearthing of individual responses to shocks and the question of the role of shocks on changes in the career path. Firstly, the analysis of career shocks revealed a pattern of distinct agentic responses in relation to shocks of different attributes. Secondly, from the analysis of shock attributes and corresponding responses over time career changer profiles emerged which differ in regard to career change behavior and magnitude of changes in the career (e.g., major career changes into another field). A process model which depicts how post-shock careers are shaped distinctively in relation to different shock attributes and corresponding responses is presented. This study underlines the importance of understanding the unplannable in career development and shows a variety of options for individuals to develop their careers despite shocks. Limitation stems from the investigation of a sample limited to mid-career individuals. The findings provide a new conceptual lens to theorize and conduct research on career shocks and career changes and facilitate the development of coping strategies for career shocks. The originality lies in the investigation of the momentum of career shocks on career paths with detail to different attributes of career shocks and how they impact the career path.

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“…Thus, career behaviors that involve deeply learning about the work world and themselves are important behavioral traits for Korean undergraduates. Previous studies have also supported this notion; occupational engagement has helped Korean undergraduates to pursue clear career goals (Kim et al, 2014) and improve on career adaptability (Kim and Lee, 2018). However, previous studies on major incongruence have focused only on the negative effects of major incongruences, neglecting the variables related to adaptive career behavior that are required for resolving this career issue.…”

Section: Discussionmentioning

confidence: 92%

Major Incongruence and Occupational Engagement: A Moderated Mediation Model of Career Distress and Outcome Expectation

Kim

Lee

2019

Front. Psychol.

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This study investigated the possible mediation of career distress in the relationship between major incongruence and occupational engagement and whether this mediation depends on the degree of outcome expectation. Moderated mediation analysis was tested on a sample of 346 Korean undergraduate students. The results indicated that career distress mediated the relationship between major incongruence and occupational engagement. Moreover, the negative indirect effect of major incongruence on occupational engagement through career distress weakened as the level of outcome expectation increased. The significant mediation effect of career distress is meaningful given the evidence on the role of emotion in career adaptation. In addition, the significant moderation effect of cognitive evaluation and belief in the mediating relationship on career problem, career emotion, and career behavior is meaningful in that it provides insights in cognitive intervention that could be effective in career counseling.

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The Effect of Internal Locus of Control on Career Adaptability: The Mediating Role of Career Decision‐Making Self‐Efficacy and Occupational Engagement

Cited by 41 publications

References 73 publications

Occupational Engagement and Positive Psychological Measures in Two Collectivistic Cultures

Occupational Engagement and Positive Psychological Measures in Two Collectivistic Cultures

From Shock to Shift–A Qualitative Analysis of Accounts in Mid-Career About Changes in the Career Path

Major Incongruence and Occupational Engagement: A Moderated Mediation Model of Career Distress and Outcome Expectation

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